KEYNOTE SPEAKERS

SAP continues to develop its Human Capital Management solution along the lines of critical Value Scenarios, such as ‘Develop a High-Performing Workforce’ and ‘Optimise Workforce Scheduling’. From 2009 to 2010, SAP has focused on expanding capabilities across these value scenarios. We are adding more new out-of-the-box capabilities for delivering better analytics than ever before - with compelling user experiences and rich business content. This presentation will highlight upcoming changes across the Value Scenarios that run through the SAP HCM offering, including planned enhancements from our next release.

• Learn how Value Scenarios help uncover best practices and useful implementation content
• See the latest offerings from SAP in the areas of Talent Management and Shared Service Delivery
• Preview new user experience paradigms in SAP HCM
• Explore new analytics modules for examining workforce data from multiple perspectives
• Learn new ways of managing teams and executing HR processes in SAP

Harry is a Director in the Suite Solution Management team at SAP Labs. A former HR professional from the Banking industry, he has been with SAP for over 15 years, holding positions at SAP AG in Walldorf, Germany and at SAP Labs in Palo Alto, California.

Harry has been responsible for various aspects of the SAP Human Capital Management product portfolio including Payroll, Tax Reporting, Learning and Recruiting. He helped launch early releases of SAP HR country versions for both Canada and the United States. Harry also helped start new initiatives in composite applications (x-Apps) and HR Business Process Outsourcing (BPO). More recently, Harry has been focused on bringing new SAP HCM partner solutions to market, as well as strategies for developing a Sustainable Workforce.

Harry holds a Bachelor’s Degree from the University of Scranton, Pennsylvania and an MBA from the University of Washington Business School in Seattle. Harry has delivered keynotes and other presentations at many SAP events worldwide, including all 3 “Mastering SAP HR & Payroll” events in Australia. He lives in the Seattle area with his wife and 2 children.

10 years ago Discovery Communications implemented SAP and had to answer a few key questions about their organisation. How were they going to align the technical requirements with the business needs and what exactly were their reporting needs? After 10 years of usage and the implementation of their current HCM system, there have been many lessons learnt along the way. The corporate culture has changed significantly over time and has had a notable impact on their systems. They now understand what type of HR organisation they are - and have used the experience they gained to align the IT practice with the HR systems. Craig will share the real-life, practical strategies Discovery used to effectively implement their HR/Payroll systems solutions.

• A brief review of Discovery, its culture and how it has changed over time
  • Openness vs. Closed Culture vs. Privacy Requirements
  • What type of HR organisation are you?
  • Aligning your IT practice to your HR systems priorities
  • Change Management, Distributed Workforces and how to best leverage Enterprise Technologies in a Global HR workforce
• When to invest/when to be conservative: Know your Company, Our Approach
  • Discovery’s approach to data management, self-service
  • Do you have a number of key systems that sit outside of your Enterprise?
  • Payroll, applicant tracking, benefits management, etc.
  • Remembering IT and HR are Cost Centres, but can drive bottom line value
  • Software sales vs. reality - knowing what SAP is good at and what it is not
  • Technologies that can 'move the needle' for your business
  • What has mattered to Discovery - what solutions have had the biggest impact in our HR environment
  • Needs vs. Wants - back to ROI
  • How will automation ‘move the needle’ for the business

SAP release: ECC6
Original go-live date: January 2000

Craig is a ten-year veteran and the executive leader of Discovery Communication’s global enterprise systems group. He oversees all facets of Discovery’s financial, human capital management and business analytical applications. Moreover, he was the creator and remains the leader of Discovery’s One Discovery Portal, the internal gateway to news, systems and collaborative technologies throughout Discovery’s global offices.

Craig is responsible for all messaging and key information technology operational systems. Prior to Discovery, Craig was a software baseline product manager at American Management Systems (now CGI), overseeing technology development of software servicing the Federal Civilian marketplace. He also provided consulting services for Congressional Research Service, a branch of the Library of Congress.

Craig holds a Master’s degree in International Relations from The American University School of International Service in Washington, D.C., a Bachelor of Arts degree from Miami University (OH) and studied abroad in Madrid. An automobile enthusiast and a soccer coach, he lives in Maryland with his wife and 2 daughters and is a member of the Board of Directors of the Montgomery County, Maryland PTA.

Comcast, the largest Cable Television provider in the US, “Dreams Big”. They powered the dream through an extensive SAP HCM implementation. Learn how Comcast used Personnel Administration to develop a standard system of record; Organisational Management to streamline processes; Performance Management to unite a large workforce; Learning Solution to ensure consistent customer quality; and E-recruiting to win the war for talent. Learn how they used Forms and Processes to do this all in just 18 months!

• Defining the business imperatives
• Gaining and maintaining executive support
• Leveraging integrated applications to boost Return on Investment
• Driving change in the organisation
• Evaluating your accomplishment and planning for the future

SAP release: ECC6
Original go-live date: December 2007

Mike is in his twelfth year with Comcast and oversees the operations of some 1,200 HR professionals, providing service to nearly one hundred thousand Comcast employees. During his tenure at Comcast Mike has filled many roles at the system, region, division and corporate levels.

Mike was project lead on Comcast’s SAP HCM implementation in which the team rolled out Organisational Management, Personnel Administration, Employee Self-Service, Manager Self-Service, E-Recruiting, Learning Solution, Performance Management, Time and Payroll in just eighteen months. Based on these efforts, Mike’s team was recognised with the Cable and Telecommunications Human Resources Association's (CTHRA) Excellence in Human Resources Award.

Prior to Comcast, Mike practiced law with an emphasis on corporate turnaround and reorganisation. He is a graduate of Brigham Young University where he earned a Bachelor of Science in Management and holds a Juris Doctorate from Santa Clara University. In addition, he is a graduate of Comcast’s Executive Leadership Forum and has received certificates from Cornell in Labor Relations and Wharton in Strategic Human Resources Management.

Mike is a regular speaker on the subjects of Labor and Employee Relations, Leadership, HR Systems and Implementation and Workforce Analytics.

Whether you are embarking on your first-ever SAP implementation or you are focusing on an upgrade to your existing installation, it seems that all the energy on these projects focuses on the here-and-now: reaching deadlines, meeting budget expectations, balancing project resources, configuration and testing. But suddenly, that elusive go-live date that seemed so far away is upon you and before you know it, a whole new set of questions looms before you.

• Who will ensure that your SAP investment will meet (or exceed) your original projected outcomes and ROI? Who in your organisation should be making the important decisions regarding new SAP functionality?
• What is your strategy for supporting your end users after go-live? How can you keep them informed, engaged and involved? How can Super User programs become part of your long-term support strategy?
• What can you do to ensure a culture of continuous improvement among all our SAP stakeholders? How do you go from good to great? How do competency centres and centres of excellence fit into your long-term strategic plans?

Every organisation implementing SAP must answer three key questions to achieve strategic success with SAP:

1. How will we lead and govern the use of SAP within our future organisation?
2. How will we ensure our workforce has the continued knowledge, skills and competencies to use SAP successfully?
3. What is our strategy for evolving our current SAP installation to its greatest potential?

Doug will share examples of companies that have successfully managed these three critical areas of governance, end user support and continuous improvement. Gain an understanding of what it takes to facilitate these discussions, how you can help lead these efforts and why project managers should be looking at tomorrow’s strategies around SAP today.

Doug is a corporate strategist and change architect who helps organisations and teams manage the transition from current to desired state. He has over twenty years of experience leading training, service and support organisations in a corporate business environment and ten years as owner of a consulting firm.

Doug guides senior management teams in the creation and achievement of its business strategies through an engaged and committed workforce. He specialises in the facilitation and development of strategic plans that support large-scale process and systems change. In addition, Doug facilitates and coaches executives, employees and teams in the areas of leadership, team building, negotiation and workplace relationships.

As a practitioner, Doug was a member of the Senior IT Management team of a global genetics company for 20 years. Doug spent six years managing the organisational change, communications, training and support for a global implementation of SAP that included coordination of all end-user activities in North America and Europe for over 2,400 employees. His efforts included the development of a successful Super User program and implementation of Centers of Excellence.

Doug is known for his ability to work with individuals, teams and organisations so that they are engaged, committed and energised.

Tawera made his name in the highly competitive world of rugby league, playing with South Auckland club Otahuhu before starting his professional career in England where he played with Castleford Tigers, Sheffield and Warrington. He later moved to Australia to join the Cronulla Sharks and then to the newly formed Melbourne Storm, where he was part of the 1999 premiership winning team.

A veteran of 19 tests for New Zealand as a forward, Tawera went on to captain the New Zealand Maori team at the Rugby League World Cup. Following his retirement from professional sport, Tawera is committed to giving back to the communities that have given him so much. He was the top billed fighter at the 2002 Fight for Life, raising tens of
thousands of dollars for suicide prevention. As acknowledgment for his contributions Tawera has recently been appointed as a Member of the New Zealand Order of Merit for Services to Rugby League and the community.

On a personal level Tawera has suffered his fair share of tragedy; in 2001 he lost his first wife leaving him with a young family of two to raise. In 2004 he had his right leg amputated due to complications from injuries suffered in a motorcycle accident. The traits that made Tawera into a sporting champion enabled him to fight back and make him an inspiration to anyone who has suffered adversity in their lives. He is a living example of someone who refuses to quit no matter how hard he is hit.