CONFERENCE OVERVIEW

DAY ONE - The 7th of October 2008

6:00 - 7:00 p.m. - Cocktail Reception

7:00 - 9:00 p.m. - Hunt-Scanlon Human Capital Advantage
Awards Dinner

7:00 - 7:30 p.m. - Workforce Strategies for Global Employers

Human capital is the greatest source of competitive advantage for the corporations beginning to sell products and services into new emerging markets around the world. However, success requires more than simply hiring the talent - companies must ensure they have the organizational capabilities and procedures in place to best align the skills of their workforce with their strategic objectives. Our presenter will share lessons-learned in helping two organizations expand globally and will offer important insight into the crucial role HR needs to play in the process.

Cathryn Gabor
SVP, Human Resources & Talent Management
AXA Equitable

8:00 - 8:30 p.m. - Hunt-Scanlon Human Capital Advantage
Award Presentation

Delivering superior quality to millions of consumers starts with an exemplary workforce directed by an exceptional management team. This year, the Hunt-Scanlon Human Capital Advantage Award honors an organization whose primary philosophy is to build "the best in business" by creating a human capital culture that is loyal, motivated, excited and dedicated to a philosophy that places client satisfaction at the top of its list. Procter & Gamble has been chosen as this year's recipient. Alan G. Lafley, Procter & Gamble’s chairman, president and CEO, will accept the award on behalf of his company and will discuss the importance of identifying, recruiting, training and developing exceptional people to meet this result.

Alan G. Lafley (pending acceptance)
Chairman, President, and CEO
Procter & Gamble

DAY TWO - The 8th of October 2008

7:30 - 8:45 a.m. - Registration and Continental Breakfast

8:45 - 9:00 a.m. - Welcoming Comments by Moderator Michael Atkins

9:00 - 9:45 a.m. – On the Front Lines: A McKinsey Update on the
War for Talent

In 1997, McKinsey & Company coined the term “the war for talent” and simultaneously named their research on talent management practices and challenges just this, The War for Talent. Ten years later, this war is still raging and the fight has become fiercer and more severe. Today, the tremendous demand for talent and the stark demographic changes in an increasingly global market now provide the proper climate for a closer look at McKinsey’s analysis on the global talent wars. How does one attract and retain the best talent? What has caused the shortage of executive talent and how do we combat this? What types of tools do companies need to arm themselves with to withstand a fight? In this special presentation, we will uncover the findings from McKinsey’s recently updated War for Talent study and learn what companies need to do to win the war for talent.

Emily Lawson (pending acceptance)
Partner
McKinsey & Company

9:45 - 10:30 a.m. - Narrowing the Widening Leadership Gap

Successful companies continually find innovative ways to attract, retain and develop leaders who have the ability to influence, motivate, and enable others to contribute toward the effectiveness and success of an organization.  By building a pipeline of leaders, they are in a better position to respond to change and to sustain growth and high performance over the long-term.  However, there is a widening leadership gap that is hampering the growth of many organizations throughout the world and this situation is expected to only get worse.  In this session, we look at leadership from both the corporate and professional services perspective to understand where the real value is derived from having strong leadership capacity and what successful companies are doing to close the leadership gap.

Moderator:
Larry Imely
President
Paul-Lawrence Associates

Panelists:
Brad Neilley
Vice President, Human Resources
Johnson & Johnson

Kenneth M. Rich
Managing Director
Edward W. Kelley & Partners

Harris R. Ginsberg
Director, Organization Development and Talent Management
UST

10:30 - 11:00 a.m. - Networking Break

11:00 - 12:00 p.m. – Talent Management for the Long Term

Planning for the long-term is a luxury for most organizations, especially when it comes to talent management and succession planning. Business models and strategies may be in a constant state of flux, but an organization's commitment to identifying and retaining top performers, maintaining a deep bench, and filling roles with the most qualified people must never falter. Why, then, do so many organizations find this so difficult to achieve? Chairman and CEO, Matthew Wright, will look at some of the myths associated with managing talent in a globalized marketplace and suggest a few universal truths for building lasting success.

Matthew Wright (pending acceptance)
Chairman and CEO
Russell Reynolds Associates

1:00 - 1:30 p.m. - Luncheon

12:15- 12:45 p.m. – Projections and Trends in Human Capital –
Wall Street’s Perspective

As the human capital sector gains momentum what is in store for the industry in the months ahead? A leading human capital sector analyst will discuss these issues which will include: What are the expectations for normalized growth following the hyper-growth period of 2007? How does changing executive compensation impact retained search fees? With tightening labor markets, how are search firms boosting consultant levels and how will hiring outside of the search industry impact productivity? How will search firms expand into new services, deepen relationships with clients and layer new revenue growth drivers without adversely impacting their brand?

Michel Morin
Senior Analyst
Merrill Lynch

1:30 – 2:15 p.m. - Developing a Talent Pipeline of Future Leaders

Successful companies continually develop leadership capacity by hiring and developing individuals that they identify as having the ability to influence, motivate, and enable others to contribute toward the effectiveness and success of the organization. By building a pipeline of future leaders, they are better positioned to respond to change and to sustain growth and high performance over the long-term. A panel featuring HR executives from corporations widely known for their leadership development practices, and their executive search counterparts, will share success stories and discuss how they lead their organization's efforts to make identifying and grooming top talent a strategic priority.

Moderator:
Harold D. Reiter
CEO
Herbert Mines Associates

Panelists:
Dana Keefer
VP, Talent Management
Verizon Business

Ron Porter
Partner, Human Resources
CTPartners

Larry McClure
SVP, Human Resources
Liz Claiborne

Tony Brown
Partner
Whitney Group

2:15 - 3:00 p.m. - Keynote Address: Making Talent a Priority

For Peter Fasolo, identifying, developing and managing talent is not just a passion; he believes it to be his most important responsibility as the new chief talent officer for Kohlberg Kravis Roberts & Company. It is also his secret to success. Peter Fasolo believes that successful businesses must have a "talent mindset" where talent is a strategic imperative at all levels of management. In doing so, he has earned the reputation for assessing, recruiting and developing C-suite talent with a sense of urgency. Our speaker will share how he interacts with his executive team, non-executive board members and the HR function on issues relating to talent and how to find success by creating a “talent mindset” culture. Our presenter will discuss his approach to organizational and talent assessment during the due diligence phases and immediately after the close of a deal. He will also share his insights on the similarities and differences between privately held and public companies in terms of leadership assessment and development and how both sides can learn from each other in the talent arena.

Peter M. Fasolo, Ph.D.
Chief Talent Officer
Kohlberg Kravis Roberts & Company

3:00 - 3:15 p.m. - Wrap Up & Closing