Corporate University Week will provide you with the best strategies to manage your internal organization and impact the bottom line, enable you to attract and hold talent by delivering the training and continuous learning, and ensure you tap into the right technologies to support training & continuous learning activities. Hear learning and development case studies from ACI Worldwide, Aimco, All Things Workplace, APCO Worldwide, Bacardí & Co. Mexico, Barilla, Bellevue University, Blue Ridge HealthCare, CA, Inc, Cancer Treatment Centers of America, Cincinnati Children’s Hospital, Convergys Customer Management, Corporate University Enterprise, Defense Acquisition University, Executive Perspectives, FARO, Fleishman-Hillard, Goodwill NY, Hatch Associates, Hitachi Data Systems, HR Bartender, IAPP, IBM Corporation, Intelego Corporate University, inVentiv Health, Iron Mountain, jetBlue Airways, McCain Foods Limited, Mutual of Omaha, Nuance Communications, PREIT, QVC, Inc., Sunrise Community, Inc., TD Bank, The Motley Fool, Thomas Cuisine Management, Trainup.com, Undertone Networks, United Airlines, Universal Pegasus International, USAF Air Education & Training Command and Unilever, Mexico

1. Visit the website at
Register by www.cuweek.com for
August 28, 2009 and exclusive access to podcasts, speaker Q
Save up to $2,995! & A’s, awards updates and Corporate
University Week news! Also, follow
WEEK
TM
11th Annual the conversations on
CORPORATE
www.twitter.com/learninganddev.
Learning Leaders From:
ACI Worldwide HR Bartender NEW
NEW IAPP NEW
UNIVERSITY
Aimco NEW IBM Corporation
All Things Intelego Corporate
Workplace NEW University
APCO Worldwide inVentiv Health
NEW
Iron Mountain NEW
Bacardí & Co.
Mexico NEW jetBlue Airways NEW
Learning Smarter: Tools, Techniques &
Technologies for Making Learning November 16-19, 2009 Barilla NEW McCain Foods
Limited NEW
Bellevue University
Resources More Productive Buena Vista Palace Hotel & Spa, Lake Buena Vista, FL Mutual of Omaha
Blue Ridge
HealthCare NEW Nuance
Communications
CA, Inc. NEW
The best strategies to manage your internal training organization and impact NEW
Business Strategy Cancer Treatment PREIT NEW
the bottom line Centers of America
NEW QVC, Inc. NEW
Attracting and holding talent by delivering the training and continuous learning
Employee Development your workforce demands
Cincinnati Children’s Sunrise Community,
Inc. NEW
Hospital NEW
Convergys Customer TD Bank NEW
Tapping into the right technologies to support training and continuous learning
Social Learning activities by harnessing the skills, ingenuity, & intelligence of your employees
Management NEW The Motley Fool
Corporate NEW
University Thomas Cuisine
Benefits of Attending the Corporate University Week Enterprise Management NEW
• Align training with corporate goals using a structured approach • Enable through social media the sharing of best internal Defense Acquisition Trainup.com
University NEW
• Use diagnostic tools to slough off unproductive and obsolete practices and increase individual & organizational productivity Undertone Networks
Executive NEW
activities and programs • Manage the design and delivery of high priority/high payoff Perspectives
• Prepare tomorrow's leaders to balance the competing demands learning programs to address pressing business needs United Airlines NEW
FARO NEW
of today and tomorrow UniversalPegasus
Fleishman-Hillard International NEW
NEW
USAF Air Education
Speaker Faculty Highlights Include: Goodwill NY NEW & Training
Hatch Associates Command NEW
Frank Anderson Crystal M Reilly Vince Eugenio, PhD Jennie Gwaltney NEW Unilever, Mexico
Jr. President Chief Learning VP Learning & Director, Talent Acquisition NEW
Hitachi Data
Defense Acquisition Officer Organization Development & Development Systems NEW
University TD Bank Iron Mountain QVC, Inc.
Major Sponsor: Co-Sponsors: Conference Chairperson: Luncheon Sponsor: Welcome Bag Sponsor:
WWW.CUWEEK.COM
1-800-882-8684

2. Event Formats – A Truly Blended
11th Annual Learning Experience:
CORPORATE UNIVERSITY WEEK
Dear Colleague,
TM Learning Lab: In these interactive sessions, the speaker sets
the agenda with a brief presentation outlining the topic, the
driving forces behind it, and presents their case study with
examples. For the second half of the presentation, the group
An economic crisis create works through several exercises, leveraging the information just
s opportunity for learnin
and overall tighten bel g and development exe gained during the presentation
ts, it’s tough figuring out cutives. As companies
greater accountability and how to meet the challen slash payrolls, reduce sta
documented ROI make ges of a changing world. ff portion. Supplementary material is
and demonstrating it con this scenario especially C-suite demands for
vincingly? unsettling. How are you provided to guide you through the
providing greater value
Meticulously planned and sessions and for future reference.
executed training and
corporation. One of the dev
primary tasks of a learnin elopment programs can yield a harvest of tan Traditional Classroom Sessions:
potential to generate bot g executive, however, is gible benefits for a
tom-line impact and wh to discern which learnin Some sessions still present themselves
ich ones don’t. g initiatives have the
Now entering its 11th best through the tried and true delivery
year, we are proud to brin format of the classroom style of
continuous development g you the event that exp
of corporate universitie lores best practices on learning. In these sessions, the
•
Learn how to align wit s. This is your opportuni launching, managing and
h your company’s busine ty to:
•
Build effective training ss goals and strategies presenter will present to you either a case study of their
programs that directly
Plan and conduct leader affect organization success/learning and problems around the topic
ship development progra your company’s business results
•
the business over time ms that ensure that you or, outline findings in a similar style as to what you would
r organization has the
•
Develop effective evalua leaders it needs to build expect in a university class lecture.
tion measures and get
results in individual, gro
up, and corporate perfor
If they’re not engage mance Blue Sky Innovation Room: The Blue Sky
d they’re not going to
and successfully implem be effective! Assist bus Innovation Room is an opportunity for
ent change. Discover Em iness unit leaders in opt
ployee Development imizing their effectivene advanced learning practitioners to brainstorm
strategies in Track C! ss
Don’t wait until Novem sophisticated solutions for complex challenges. Attendance is
ber to get involved wit
Social media may revolu h the conversations.
tion Join the discussions now limited to prequalified end-users only. To pre-qualify for
Learn about detailed Soc ize learning and development and mainstrea at www.cuweek.com!
ial Learning successes m knowledge sharing participation in this session, please contact
in Track A! for your business partne
rs. michelle.cardinal@iqpc.com.
It’s about strategic imp
eratives – what do YO
initiatives to the organi U need to deliver? Levera
zational needs—and sho ge talent management Round Table: A more informal group
Business Strategy tac w the true impact your while linking the
tics in Track B! corporate university has discussion lead by an expert focused on a
on the bottom line. Exp
lore particular topic of interest, the roundtable
Review the 2009 agenda
. You can expect to com discussions are the least formal format of
peers and be prepared e away with new ideas
for future growth. and solutions for your
business needs. Follow the event. Groups are broken down into
your
I’ll see you in November smaller discussion groups to address the topic
!
at hand. The role of the facilitator will be to
All the best, make sure the group sizes are conducive to discussion.
the
P . Make sure you visit
.S
.com to
website at www.cuwe ek
Site Tour: The Site Tour takes you onsite to a leading
organization’s operation and shows you not only the layout of
podcasts,
download your exclusive the center but allows you the opportunity to
rporate meet with the different department heads,
Michelle Cardinal
Sr. Conference Direct
speaker Q & A’s and Co see the technology in action, and get an
IQPC-NY
or
University news! idea of what makes an organization so
successful.
Workshop: A hands-on, interactive,
practical tool-based learning format
This program has been approved for recertification credit hours through the Human Resource Certification Institute (HRCI). that allows for examples to be
For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. presented and tools to be tested and
used in a learning environment.
Attendees are then able to implement
Learning •
•
Drive performance excellence through learning & development
Leverage the knowledge and experience of your senior leaders to teach and develop the next
these newly learned tools and techniques in their organization
and see immediate impact.
Objectives generation workforce
• Transform, streamline and update corporate learning & development functions
• Develop talent over the long term 2

3. PRE-CONFERENCE WORKSHOPS Monday, November 16, 2009
A 8:00-2:15 7:45 Registration; Lunch will be served Please note: this is a double length session CU WEEK ALUMNI INCLUDE:
Master-Class: Launching and Managing a Corporate University
7Eleven Inc. Compucredit
“What’s in a name? That which we call a rose by any other name During the workshop, you will:
AAA National ConAgra
would smell as sweet.” Whether you call your approach to •
Define “corporate university” for your organization
enterprise-wide learning a corporate university or an academy or •
Determine the readiness of your organization to re-define its Accenture Corning
something else is really irrelevant. The strategy and approach you approach to learning and development ADP Countrywide
take, however, are crucial. •
Develop a corporate university business plan based on a proven Aetna Cox Communications
methodology American Express Credit Suisse
This workshop addresses how to define, cascade, and implement an •
Address the actions necessary to launch the new strategy Corp. Darden Executive
organized and unified strategy for learning in your organization. You •
Review best practices and examples from benchmark corporate universities American Heart Education
Association DAU
will learn a proven design methodology that you can apply to develop
and institutionalize a unified learning strategy across their enterprises. The workshop is appropriate for individuals who are either creating American Red Cross Delta Airlines
The methodology includes setting the vision and scope, defining new or re-defining current ways their company integrates learning and Atlantis Resort & Dept Of Veteran
Casino Affairs
governance, establishing a curriculum and services framework, development into the business.
clarifying the structure and operating model, and determining the Atos Origin Discount Tire
International Company
value contribution and measurable outcomes. The session is Karen Barley
BAE Systems Eaton Corporation
interactive, practical, based on real experience, and packed with President
examples and best practices. Corporate University Enterprise, Inc. Banco Santander Eskom
Baptist Health Care ExxonMobil
8:00 – 11:00 7:45 Registration
OR Corp
Farmers Insurance
B Barilla America
Fedex Kinkos
Site Tour at jetBlue University BBDO Detroit,
Dialogue Florida Hospital
JetBlue University is the centralized corporate university of JetBlue (MCO.) Opened in May 2005 the Orlando Support Campus facility Management Group Forrester Construction
Airways. More than 170 full-time Faculty Crewmembers provide includes 19 classrooms, an eLibrary, 200 seat auditorium and cafeteria. BJ Services Corporate Four Seasons Resort
training and professional development at the three campuses of university Palm Beach
JetBlue University located at the Forest Hills Support Center (FSC), Salt To create the most realistic training environment possible, JetBlue University Blue Cross Blue Shield Franklin Mint Federal
Lake City Support Center and the Orlando Support Campus (OSC.) provides blended learning solutions to Crewmembers utilizing a of Alabama Credit Union
combination of Instructor led training, eLearning and self directed learning. Borusan Holding AS General Electric
The Orlando Support Campus, opened June 2005, is a state-of-the-art Bose Corporation Genesys Health
100,000 square foot facility situated on the property of the Greater This tour gives you the opportunity to see what makes jetBlue Airways Burger King Corp. Systems
Orlando Airport Authority, home of Orlando International Airport so successful. Cancer Treatment Genworth Financial
Centers of America Habitat for Humanity
Capgemini International
Harley Davidson
C 11:15-2:15 11:00 Registration; Lunch will be served Capsugel, A Division
of Pfizer HBO, Systems Inc.
Creating Concepts, Competencies & Skills that Provide Actionable Insights Carilion Corporate Hitachi Data Systems
University Hyundai Motor
In managing a business, learning leaders must analyze challenging •
Condense time and manage complex metric interrelationships and
Carnival Cruise Lines America
business opportunities and evaluate the inherent risks, returns and see the impact of their decisions on key metrics of the business
resource allocation to achieve performance metrics. Learning the •
Improve employees’ understanding of how business decisions impact Catalina Marketing IBM
Corporation IKON Office Solutions
“hard” skills truly can be hard. Strategy, market segmentation, financial a company’s critical financial measures
modeling, and “what-if” analysis are all critical skills for effective •
Transform your organization with measurable returns on your Caterpillar Ingersoll Rand
decision making. Poor teamwork is devastating to team results and learning investment Cerner Corporation Company
often results in lost ideas, ignoring experience, and squandered Chevron Corporation Interbank Corporate
Childrens Services University
opportunities. Many people do not have the experience or tools to How you will benefit:
Council of Palm Beach InVentiv Health
work collaboratively in teams, make decisions which address the needs Through use of skill practices and links to different applications you
County J.C. Penney
of all the represented constituencies or to build a group of people into will simulate “real-world environments” by placing participants in a
a highly aligned, customer oriented, and highly productive team. team-based setting where they will run a business and make decisions CIGNA University Jackson National Life
CITIGROUP GLOBAL Insurance
involving leadership, strategic and employee challenges.
MARKETS INC JetBlue Airways
What you will learn:
City of Richmond John Deere
•
Builds leaders and managers which gain confidence in their ability to John Wells
address their real-life work challenges President Clarian Health JP Morgan Chase
Partners Kaiser
Executive Perspectives
Coca Cola Enterprises LeasePlan USA
Comcast Corporation Lenders One
Major Co-Sponsors: Conference Luncheon Welcome Bag
Sponsor: Chairperson: Sponsor: Sponsor: Register Today! www.cuweek.com 3

4. PRE-CONFERENCE WORKSHOPS Monday, November 16, 2009
D 2:30 – 5:30 2:15 Registration
CU WEEK ALUMNI INCLUDE:
continued...
The Impact of Tuition Reimbursement on Career Mobility and Retention
Bellevue University’s Human Capital Lab (SM) recently researched the •
How to use ROI information to influence management's acceptance Lourdes Hospital RosettaStone
effect of Mutual of Omaha’s Tuition Reimbursement Plan on Key of learning and development programs Manitoba Lotteries Royal Caribbean
Performance Indicators (KPIs) Career Mobility and Retention. Learn Marriott Hotels Cruise Lines
more about the research methodology, how the Lab and Mutual of Andy Noon McDonald's RWD Technologies LLC
Omaha got to which KPIs to measure, and how the company Manager of Learning & Development Memorial Healthcare Saatchi & Saatchi
System Healthcare
discovered through the research that, by investing in their Tuition Mutual of Omaha
Reimbursement Program, they actually were increasing the skill level of Memphis Light Gas Saint Thomas Health
and Water Services
employees while building employee loyalty and retention, and adding Jennifer Murnane, PhD
Microsoft Salary.com
to the long-term strategic value of the organization. Associate Director of Strategic Initiatives,
Human Capital Lab Mohegan Sun Scripps Healthcare
What you will learn: Bellevue University Mutual of Omaha Seagate Technology
•
How to create strategic alignment between your learning programs National Intelligence Securities & Exchange
and important business metrics University Commission
National Security Siemens Corporation
Agency SkillSoft
2:30 – 5:30 2:15 Registration
OR Nationwide SourceMedical
E Navy Staples
Enabling Leaders as Teachers NCO Financial State Farm Insurance
Systems Steel Authority of
Everyone in the training field has heard the phrase, “Leaders as During the workshop, you will: Nevada Power India Limited
Teachers.” It is the title of the new book by Edward Betof, and an •
Identify a potential training project that requires a leader-teacher Company Suntrust Bank
educational model that provides numerous benefits to companies who •
Draft a value statement: Why is a leader required for this teaching New York Life Swarovski
successfully implement it. role, and what are the benefits? What will the consequences be if Insurance Company
you do not use a leader-as-teacher? Telkom SA
Nokia Siemens
This workshop is designed for learning professionals who already •
Develop strategies to maximize the leader-teacher’s value while Networks Tenet Healthcare
Corp.
support the premise of leader-teachers and who are interested in minimizing the impact on that individual Northrop-Grumman
applying this premise to a specific training project. •
Create a plan to make your leader-teacher project a reality Corp. Textron
Northwestern The Brookings
Memorial Hospital Institution
If you are seeking tangible ideas for leveraging your leaders as Terri Casady
The Joint Commission
teachers, then this workshop is for you. If you already have ideas but Director, HDS Academy OG & E Energy
need to take them to the next level—implementation—then this Hitachi Data Systems Panda Restaurant The Ritz-Carlton Hotel
Group Company, L.L.C.
workshop is also for you. We will cover some real examples of how
The Schwan Food
we are leveraging our leaders as teachers, techniques to prepare our Kerri Conrad PAR Pharmaceuticals
Company
teacher-leaders for success, and strategies we have used to minimize Sales Training Faculty Leader Paychex
UBS Investment Bank
impact to the leader-teacher (e.g., preparation time, teaching time, Hitachi Data Systems Pearl Harbor Naval
Shipyard Unilever
opportunity costs for time out of the field).
Petroleo Brasileiro SA United Parcel Service
- Petrobras United States Olympic
5:45 – 8:45 5:30 Registration Committee
F Pfizer Inc
Pricewaterhouse Universal Orlando
The CLO Journey: What it takes to get here and stay successful. Networking Dinner and Roundtable Coopers Universal Parks &
Publix Supermarkets Resorts
Join us for a highly interactive and hands on discussion to help your Jo-El LaBorde Eloise Levitt Inc UPS
organization optimize learning and training strategies. Our expert Chief Learning Officer Dean, University of PREIT Puget Sound Naval Vanguard
panel will provide attendees with their personal story of how they got IAPP PREIT Shipyard Verizon
to be the CLO/Head of their Learning Organization and the challenges QVC Inc Visiting Nurse Service
and success stories managed along the way. Peter Marchesini Walter Reyes Qwest of NY
Chief Learning Officer AVP, Human Resources Communications Volvo Construction
Attendees will have an opportunity to ask questions before the whole inVentiv Health Goodwill NY International, Inc. Equipment
group moves into a more informal dinner where they can continue Raytheon Wal-Mart Stores
those conversations and get to discuss the rest of their peers’ journeys Research In Motion Wipro Technologies
around the table. Robbins Gioia Wyeth
University Pharamaceuticals
Rockwell Automation Zappos.com
4

5. MAIN AGENDA, DAY ONE Tuesday, November 17, 2009
7:00 Registration & Morning Coffee implement the very best practices with scarce resources • Learn how to effectively engage employees to
• Grasp learning solutions and innovative strategies every guarantee stronger productivity
8:00 Chairperson’s Opening Remarks organization could learn from and could model after •
Provide a healthy balance of blended learning strategies
for a multi-generational workforce
Bob Elz, Vice President, Frank Anderson, Jr., President, Defense Acquisition
Apollo Group Strategic & Academic Alliances University Sherri Manning, SVP, Human Resources, Universal
Pegasus International
8:15 KEYNOTE: Leading a Learning Revolution 9:00 KEYNOTE PANEL: Adjusting to the
Constantly Changing Environment & Staying Peter Lynch, VP Learning & Organizational
Companies across the board have had to manage layoffs
Ahead of the Curve Development, Aimco
and tighten belts. In today’s climate, it is essential for
leaders to take ten steps back and really view their industry As a result of the economy, corporations have been and Tom Bohn, CAE, Executive Director & CEO, IAAP
and really understand what is going on inside of the will continue to restructure teams. However the
business. What if it didn't exist and you could start it all productivity of the reorganized teams is often less than 9:45 Speed Networking: Find Out Who’s Who in
over again from scratch? Would you keep it the way it is, or expected and often fails to achieve the anticipated results the Learning and Development World
transform it into something else? This keynote session will: altogether. The challenge for learning leaders is to Looking to meet more people in your area? Here’s your
• Discuss the perseverance it takes to carry through when manage the post transition of teams and the business. chance to showcase your rapid-fire networking skills! This
the going gets rough with professional maturity and This will inevitably involve organizing management structured speed networking will help you meet
discipline development programs and post-restructure project conference colleagues and give you the opportunity to
• Learn the mistakes not to make through real-world planning but also ensuring that the team leaders have the build new relationships to identify deal-making and
corporate university advice and experience correct knowledge and skills to deal with change in a partnership opportunities in the industry. Come away with
• Advocate making the tough decisions and taking some tightened business environment. It’s a familiar story that a pocketful of business cards to help you kick start your
very real risks to succeed when things are tough has been constantly plaguing the industry. networking with a bang.
• Offer insight into the wisdom, experience and • Discuss how to ensure knowledge transfer through
intelligence necessary to take the next steps to coaching and mentoring 10:00 Morning Networking Break
Track A – Social Learning Track B – Business Strategy Track C – Employee Development Track D – Blue Sky Innovation Room
10:45 Double Session/Learning Lab: Double Session/Round Table: Double Session/Learning Lab: Double Session/Round Table:
Leverage Networks to Obtain Beyond ROI: Partnering with Your Developing Leaders to Drive Defining the ROI in People,
Substantial Performance and Execs to Show Business Impact Organizational Performance Projects, and Programs
Growth There’s been much debate about the best way Learn how your Corporate University can Talent and learning leaders share many
Most leaders are desperately seeking ways to to prove training’s value to an executive team. drive strategic organizational initiatives with mutual interests and goals. The most
get greater results from their organizations. But a learning organization is no different from Lean Six Sigma in order to develop and important is to develop employees who can
While they are quick to acknowledge the value other corporate entities. The simple truth is that retain top talent. Lean Six Sigma is a succeed in the global business environment.
and power of informal networks for getting if you can’t translate your worth into business performance improvement methodology To marry the two, effectively requires a
work done, far too often leaders apply flawed terms, your value will be open for questioning. that offers learning opportunities for comprehensive and collaborative strategy. In
approaches to generating business results This session will present how one learning team everyone from frontline staff through these tough economic times, learning and
from networks. partnered with their execs to launch a highly senior leadership. In this session you will talent organizations will be continuously
• Work through networks to align culture and successful, cost-efficient corporate university see how corporate universities are using tested to prove their value to the
strategy that is now showing a solid 25% return on Lean Six Sigma to drive performance, organization. As the talent management
• Align networks with strategic value investment. In this session you’ll learn: measure results, and enhance the space potentially merges HR roles with those
propositions • Why partnering with your executive team
professional development experience for of learning and development, learning
• Assess and manage networks for strategic should be central to your mission all employees. leaders have an unprecedented opportunity
purposes •
Why it’s essential to create metrics that matter Learning Lab Portion to cement the value of their skills for
Learning Lab Portion • How to talk to an executive team about
This Learning Lab will walk you through a company leaders.
This learning lab will provide an opportunity to your business case study and simulation exercise. You • Build a strong foundation
explore how to drive results through social •
How to develop evaluation surveys that reap will be able to apply some of your Lean •
Refocus learning and development for talent
networks. Learn how to truly brainstorm but level 3 and level 4 data Six Sigma learnings to solve a problem management
Major Co-Sponsors: Conference Luncheon Welcome Bag
Sponsor: Chairperson: Sponsor: Sponsor: Register Today! www.cuweek.com 5

6. MAIN AGENDA, DAY ONE ... continued
drive by creating a project roadmap. Design, • How to do a simple cost analysis that gives and build your own process improvement • Promote communication and on-demand
brand, market, test, adjust and let it roll! the dollar value of your programming model. learning
Sharlyn Lauby, Blogger, HR Linda Landry, Senior Director, Global Herb DeBarba, VP of Lean, Cancer Vince Eugenio, PhD, VP Learning and
Bartender Learning & Development, Nuance Treatment Centers of America Organization Development, Iron
Communications Mountain
12:15 General Luncheon Sponsored by:
12:15 Private Luncheon Sponsored by:
1:30 Developing a Knowledge Share Building Commercial Capabilities Creating a Career Development
Center Ensuring a Successful for Winning Business Performance Plan that Drives Innovation Double Session/Round Table:
Organizational Transformation Competing in a fast moving consumer product While some organizations are retracting in Innovation in Learning &
One of the challenges of knowledge industry creates a number of challenges. This today’s economy, others are growing. Whatever Development: Taking an Inside
management is that of getting people to case study will cover how to assess and state your business is in, you need a game plan Look at What’s Outside the Box
share their knowledge. Why should people implement an integral program to improve the for how employees stay engaged and progress Developing into a high-performance learning
give up their hard-won knowledge, when it is organizational capabilities required to win in their careers --- even if conditions today do organization doesn’t happen by chance: it
one of their key sources of personal aggressive landscape in Latin America. In this not warrant your business’ expansion. At some takes a Learning team with vision and a
advantage? Not realizing how useful particular session you will learn: point, the economy will turn around and your sound, transformational plan that can be
knowledge is to others - an individual may • What was practical for them, what actually employees need to know where they are in their executed. What are the tough issues and
have knowledge used in one situation but be worked, what didn’t and why careers and where they need to go in order to dilemmas faced by senior learning leaders
unaware that other people at other times and • How they overcame typical learning remain competitive – and help drive innovation today? The rapid pace of business change and
places might face similar situations. implementation obstacles that helps meet company goals. IBM is currently tougher financial times combine to create new
Additionally, knowledge derived for one need • What the business performance impact of in the process of deploying a new career organizational challenges. How can learning
may be helpful in totally different contexts; or the program has been and what areas are framework that defines the core capabilities leaders be more strategic? How willing do you
it may be a trigger for innovation - many being improved upon employees need to provide client value – and think employees/learners are to become more
innovative developments come from making • What’s next for them to further enhance provides a path for employee career progression. innovative? How critical is it to your future?
knowledge connections across different business performance through innovative • Determine how a career framework could • Strategies for building the workforce of the
disciplines and organizational boundaries. learning program development and benefit your organization future
• Discover how a knowledge share center implementation • Identify the key components of a career • Dealing with budgets in a tough economy
• Capture information as fast as possible framework that would enable your • Transforming the learning and development
• Create a wiki (peer reviewed) with an Enrique Bonifaz Molina, VP, Human employees to progress in their careers organizational structure to increase
Resources, Bacardí & Co. Mexico
incentive • Integrate the career framework into the effectiveness and efficiencies
• How you can get it to work for your
René Maingot, Chief Executive Officer, overall talent management system for
Peter Marchesini, Chief Learning
organization Intelego Corporate University® organizational success
Officer, inVentiv Health
Trisha McFarlane, Director of Human Maye Alessandrini, Director of Human Mary Ann Bopp, Manager, Career
Gary C. Fisher, Managing Director,
Resources, Fleishman-Hillard Resources, Unilever Mexico Development, IBM Corporation
Corporate Leadership Development,
inVentiv Health
2:15 Gain Business Value through Social Developing Faculty as Leaders that From Skills to Performance:
Media Metrics & Benchmarking Drive a Better Business Creating a Sustainable Process for
Social media is all about connecting people. It PREIT, a Real Estate Investment Trust firm, is an Assessment
is about conversations made more efficient by organization that owns and manages over 40 Assessment and testing have been
the Web. As learning and development shopping mall properties. After a number of recent continuously one of the common obstacles
establishes more defined uses of social media, acquisitions, Executive Management chose to invest learning leaders have dealt with. This session
more questions arise about how to measure in learning and development. In 2005, this function will discuss of the development of a process to
its efficiency. Rather figuring out the ROI of was established and a corporate university was test core skills and create appropriate learning
social media and what to measure, analyze launched a little more than a year later. interventions in a highly matrixed professional
the data of everything. Tasked with enhancing the industry acumen of engineering organization.
• Establish your performance baseline
employees, a Corporate University delivery • Process for identification of skills by job
• Quantify the improvement opportunities • Determination of appropriate proficiency
strategy was initiated to engage leaders as
• Tie in informal learning in back to
faculty. This case study will cover the key levels
traditional metrics elements that have spelled the success of this • Engaging the best testing methodologies
• Measure or capture job shadowing or peer- • Defining appropriate learning interventions
project at PREIT. 6

7. to-peer brainstorming • Creating the business case for leaders as CU • Creation of a sustainable and replicable
• Stop thinking about learning experiences faculty process
and focus on how long an employee spent • Recruitment strategy to engage SME’s as faculty
on a blog or what they read • Marketing & Communications for new business Shazia McCormick, Global Director of
classes Learning, Hatch Associates
Avi Singer, Director, Organizational • Coaching techniques to guide leaders class
Development, Undertone Networks design & facilitation
• Use of evaluation data to retain and recruit
faculty
Eloise Levitt, Dean, University of PREIT,
PREIT
3:00 Networking Break 4:30 KEYNOTE PANEL: 30 Ideas in 40 Minutes – Innovation in Learning &
Development Processes
3:45 KEYNOTE: Building Bench Strength by Providing Highly-Engaged Over the last few years, learning and development executives have been challenged with
Employees an Opt-In Development Opportunity being innovative with a reduced budget or even a nonexistent budget and a much reduced
As a global leader in relationship management, Convergys helps clients deliver a superior service staff. However, this economy has left executives with a challenge to find strategic solutions
experience to their customers and employees. The Convergys Customer Management (CM) but, they don’t come so easily. This panel will highlight their great leaps forward in many
business segment partners with clients to deliver customer solutions that turn the customer different areas. These industry leaders will provide multiple ideas that :
experience into a strategic differentiator. In 2008, Convergys CM was looking for a solution to • What do you stop doing?
challenges of its own. The Convergys CM business segment entered into a strategic relationship. • How do you show value?
Bellevue University, in 2009, to develop an innovative solution to its talent development and • How are you being innovative to be more cost effective?
retention challenges. Convergys CM’s strategic objectives were improving customer service by • What impact can you have to drive innovation?
increasing employee engagement earlier in their life-cycle to change behavior and increase
Michael J. Hart, Chief Learning Officer, Sunrise Community, Inc.
retention by elevating career aspirations, resulting in expanded internal managerial candidate
pools with these highly engaged and aspiring employees. Focused on Customer Care Center Colonel John Thompson, Chief, Future Learning Division, USAF Headquarters Air
operations, the two will present an overview of the customized education program, along with a Education & Training Command
focus on the approach being deployed to measure the business impact of the program as it is
being deployed worldwide. Jennie Gwaltney, Director, Talent Acquisition & Development, QVC, Inc.
• Provide an off-hours, productivity-sensitive development solution, that does not consume
valuable time on the floor 5:15 – 6:15 Cocktail Reception
• Transfer valuable enterprise knowledge and culture from Convergys CM Subject Matter Experts
• Reach and motivate a larger, dispersed and more diverse managerial candidate pool 7:00 Dinner with Friends
• Build communities of best practices for employees to share experiences and ideas to learn Coming off the success of this from the CU Summit, we’re
from one another giving you the opportunity to keep on networking! Make the
most of your time while you’re here and go to dinner with a
Dan Montgomery, Senior Director, Agent Training Delivery and Curriculum, new connection! Sign up for the restaurant of your choice and
Convergys Customer Management we’ll make the reservation for you. Meet your party in the hotel
lobby and take a taxi together. All reservations will be made for 7:30. Transportation and
Dr. Mike Echols, Executive Vice President, Bellevue University
dinner are not included in conference fee.
,
Corporate University Awards 09
The Corporate University Best-in-Class Awards CUBIC™ were established to honor, recognize and promote internal Why Apply for CUBIC Award? As a Winner, You Will:
training organizations and corporate universities that set standards of excellence in a variety of categories. An
objective panel of experts and practitioners from the training and development field has been formed to evaluate • Be featured in a large number of industry and marketing publications and
and score the award applications. Past winners include Fortune 500 companies, small to mid-sized companies, articles, in addition to a post show press releases.
global organizations, non-profits and governmental training groups, so regardless of the size of your organization • Be celebrated at the CUBIC Awards Luncheon at the 11th Annual Corporate
or your budget, if your organization prides itself on the training and development of its workforce, we encourage University Week on November 18th, 2009 at the Buena Vista Palace in Orlando.
you to apply and get the recognition you deserve! • Be presented with a beautiful award signifying and honoring your organization.
• Participate in the awards panel discussion on November 18th, 2009
The 2009 CUBIC™ Award Winners will be announced and honored during Awards Luncheon & Ceremony at the • Have the opportunity to present at Corporate University Summit 2010 or
Corporate University Week, Wednesday, November 18, 2009. Corporate University Week 2010
Application Categories: Just think what winning an award would do for you and the profile of your
• Best New Corporate University (Plan implemented within the last 3 years) Application deadline organization!
• Best Mature Corporate University (4+ years in operation)
is Friday, Visit www.cubicawards.com for rules, regulations and procedure for entry
• Corporate University Leader of the Year
September 18, 2009. submission.
Major Co-Sponsors: Conference Luncheon Welcome Bag
Sponsor: Chairperson: Sponsor: Sponsor: Register Today! www.cuweek.com 7

8. MAIN AGENDA, DAY TWO Wednesday, November 18, 2009
7:30 Registration & Coffee ensure productivity fact, this may be the ripest time for innovation and high
• Retain and attract world-class talent in all functional employee performance where learning leaders, utilizing the
8:00 Chairperson’s Day One Wrap Up areas to boost innovation and profits resources available, can foster just the right environment.
• Differentiate your company from the competition • Build an environment and opportunity to create,
Bob Elz, Vice President, • Plan for future growth so you’re not left behind innovate and have a voice
Apollo Group Strategic & Academic Alliances • Understand how the next wave of innovation could
Jeffrey Bouchard, Director, Learning & Organization come from any employee
8:15 KEYNOTE PANEL: Gearing up for a Development, FARO • Set goals that encourage extraordinary performance from
Downsizing Reversal your employees and inspires them to do great things
David Crouch, Chief Learning Officer, Blue Ridge
Organizational growth is hard to grasp right now with the • Leverage your learning centers as the hub of not only
HealthCare
current state of the economy. Inventory has been depleted training but also innovation and idea sharing
and orders are now starting again in business. A big Walter Reyes, AVP, Human Resources, Goodwill NY • Remove the barriers of competition that often reduce
concern has to be, have we depleted our company so the desire to share
much that we are not able to meet the challenges of 9:00 KEYNOTE: Inspiration and Innovation:
growth, if not rapid growth? Can we hire, train and make Creating a Corporate Environment that Jeremy Tillman, CEO & Founder, Trainup.com
productive employees on a large scale quick enough if the Leads to High Employee Performance & New
orders start coming in? HR has had the tough challenge of Business Creation 9:45 Energizer: A Team exercise to get our minds
cutting costs, with employees and training. It will also have In an economy where innovation is easily stifled and moral is working differently and get you revved up
the tough challenge of having to recruit key personnel as often low. To inspire, you must both create resonance and for the rest of the day!
things start to gear up. This panel will cover key elements move people with a compelling vision. You must embody
for evaluation for both service and product organizations. what you ask of others, and be able to articulate a shared 10:15 Networking Break
• Manage the post restructure transition of teams to
vision in a way that inspires others to act and engage. In
Track A – Social Learning Track B – Business Strategy Track C – Employee Development Track D – Blue Sky Innovation Room
11:00 Double Session/Round Table: Double Session/Round Table: Double Session/Round Table: Double Session/Round Table:
Implementing an Effective Learning Supporting Organizational Create an Employment Brand that Creating a Culture for Continued
2.0 Strategy through the Freedom Advancement through People, has Employees Knocking Down Organizational Growth
of Social Networks Process & Technology Your Door The importance of understanding
Web 2.0 websites allow users to do more than Despite a slow-down in economic activity, the With aging demographics companies need to organizational culture cannot be overlooked.
just retrieve information; it allows users to build demand for people with exceptional abilities be prepared to share knowledge across the The bottom line for those who want to create
on the interactive facilities of static Web pages to and transferable skills exceed the supply for organization, develop leaders, and engage a culture of success is to start with creating a
provide networks as platform entirely through a years to come, particularly in today’s dynamic staff in learning. A Corporate University can positive environment. Break through the silos
browser. Learning 2.0 extends traditional training and increasingly global business environment. put some simple tools and processes in place and create organizational integration and
to include the levers of on-the-job learning and Companies facing this reality are moving en to make this happen. continuous improvement opportunities.
knowledge management to significantly boost masse to implement talent management • Create a corporate university with a shoe • Recognize priorities or overall values about
employee performance. While many of the strategies with a focus on developing existing string budget with limited staff and a employees and how they want to live and
challenges surrounding learning 2.0 includes: employees to address the skills and knowledge unionized workforce. work
process and governance, technology and gaps they need to fill in order to stay on track. • Create partnerships inside and outside your • Take an active role in employee development
standards, organizational and learning culture, • Create a culture of employee empowerment organization to drive bottom line results. • Reflect on employee experiences
resources and skills and competencies; social • Discuss the use of an employee-centric • Add real value to your organization by • Create a blended learning approach
media should be viewed as a collective tool of approach when managing your creating a model that drives business
information. In this session you will discuss: organization’s talent supply strategy from top to bottom. End of Blue Sky Innovation Track
• How to put these to work in the service of • How web 2.0 adds value • Develop a plan to start reporting strategic
learning? communications, and demonstrate ROI on
• What needs for social support is not being Michael Lux, VP, Global Education, CA, Inc. the organizations learning investment.
met in formal learning applications? Catherine Connolly, Director of
• Incorporating Web 2.0 into formal learning Tiffany Dotson, Learning & Organizational
Communications, CA, Inc. Development, United Airlines
practices for overall blended approach
Robert Rock, Director of Training &
Development, Thomas Cuisine
Management 8