As you may or may not know HR 2011 will take place 7-9 June 2011 in Amsterdam. For those of use who will be in Amsterdam I wanted to provide you with some crucial information about the weather, what to pack, and things to do in the fabulous city of Amsterdam J

The following information is curtsey of: goamsterdam.about.com/od/amsterdammonthl...

The average hight temperature in June is 68°F (20°C) and the average low is  50°F (10°C)

June weather is typically ideal for visiting Amsterdam -- it's not too hot and not too cool.

June Packing Suggestions:

Umbrella: While June is not Amsterdam's rainiest month, there is always a chance for precipitation. Be prepared for rain, even if the sun is out when you start your day!

Windproof, waterproof jacket

Layers of breathable clothing: The best way to deal with Amsterdam's ever-changing weather is to layer your clothes. Bring a light sweater for cool nights.

Comfortable walking shoes: June is perfect for an Amsterdam walking tour, which you'll enjoy a lot more if your feet are happy. That said, flip-flops (or "slippers," as they call them in Amsterdam) are great for the beach, but be warned -- they don't offer much support or protection on cobblestoned streets.

Picnic blanket: Sitting in one of Amsterdam's parks is an ideal way to spend a lazy summer afternoon.

Insect repellent: Mosquitoes love often-humid and water-rich Amsterdam in summer.

Day bag/pack: You'll need something to hold these and other things, like a good Amsterdam map and that picnic lunch.

Festivals & Events:

World Press Photo Exhibit
Annual; late April until mid-June (2010 dates: April 23-June 20)
Every year, Amsterdam's Oude Kerk ("Old Church") hosts this world-renowned and much-anticipated exhibition of award-winning and often shocking photojournalism.

Holland Festival
Annual; three-to-four weeks beginning late May or early June (2010 dates: June 1-23)
The Dutch consider this month-long festival of cultural arts performances both the official wind-down of the primary performing arts season (September through June) and the unofficial beginning of summer. Music, dance, theater and opera performances from around the world fill venues throughout the city.

Open Garden Days
Annual; third weekend in June (2010 dates: June 18-20)
This public peek into the private gardens of nearly 30 homes and institutions is courtesy of the Canal Museums organization. Garden enthusiasts and "brown thumbs" alike won't be disappointed by the artistic and innovative designs in the green spaces hidden behind Amsterdam's stately canal buildings.

Amsterdam Roots Festival
Annual; one week in mid-June (2010 dates: June 17-20)
This festival draws acts from Africa, South and Central America, Eastern Europe and many more hubs of the world-music genre. While most performances are held in indoor venues like the Paradiso, Melkweg and Concertgebouw, a favorite festival highlight is the open-air collection of free concert and dance performances, held in the Oosterpark on the first Sunday of the week.

Top 10 things to do in Amsterdam in June (curtsey of matadornetwork.com/trips/10-things-to-do...

1. Immerse yourself in art

From Spui take tram 2 or 5 to Museumplein, where the Van Gogh and Rijksmuseum keep you occupied for hours.

View Van Gogh’s life through art, from the Potato Eaters up through the last two months of his life in France.

Holland’s Golden Age is the highlight of the Rijksmuseum. Don’t miss Vermeer’s Milkmaid.

2. Day trip it

For an excursion, the 15-minute train ride to Haarlem is worth the trip.

Browse fashionable boutiques, visit the Gothic St. Bavo church, and walk to the Frans Hals art museum.

3. Drink up

With more than 1200 intriguing pubs to crawl you’ll have more than your fill.

Start at the Heineken brewery (Stadshouderkade 78) to see how famous beer is produced. Check out Café Belgique to taste smooth Belgian brews like La Chouffe and La Trappe Dubbel.

Other standouts: gallery/bar Schuim (Spuistraat 189), Gollem, and In De Wildeman.

4. Night bike it

Amsterdam is most romantic at night, when the city is aglow from lit up bridges and canals.

Start at Leidseplein and bike down Kerkstraat to the Amstel River, where you’ll find the Skinny Bridge in all its glory.

Cut across Waterlooplein to Jodenbreestraat, which takes you into Nieuwmarkt. Pay a visit to the Waag, a pub/restaurant that once formed the city wall, or brown bar Café ‘t Loosje (Nieuwmarkt 32-34).

5. Club it

For pre-partying, head to Lux (Marnixstraat 403) Bitterzoet (Spuistraat 2), or Seymour Likely (Nieuwezijds Voorburgwal 250) for live DJs.

Join the dance crowd at Mazzo (Rozengracht 114), Club More (Rozengracht 133), and Paradiso (Weteringschans 6-8). For a laid-back vibe, check out Café Alto (Korte Leidsedwarsstraat 115) for local jazz acts.

6. Shop for treasures

Walk the famous 9 streets to pick up cutting-edge fashion and eclectic wares.

Don’t miss Lady Day, which sells vintage and secondhand European fashion for a steal. Browse for a designer fragrance like Creed at Skins Cosmetics, investigate the Paul Frank Store, and get pampered at Spoiled, where you’ll be custom matched to a designer pair of jeans.

7. Do it like the Dutch

Nothing says typically Dutch better than a hunk of Gouda stuffed in a fresh bread roll.

Savor this ritual by picking up a sandwich at Broodje van Kootje (Spui 28). Grab a newspaper at the Athenaeum bookstore across the way, and plunk yourself down on a bench in the square.

For another Dutch favorite, visit the Pannekoekenhuis, a tiny upstairs restaurant on the second floor of a narrow canal house. Dive into big pancakes, served sweet or savory.

8. Indulge, Indonesian style

A former colony of the Netherlands, Indonesia now occupies Amsterdam, in terms of cuisine.

The rice table (a smorgasbord of dishes) is the name of the game but you can opt for the Nasi Goreng (fried rice) at Sie Joe.

For something more upscale, consider Tempoe Doloe, on the boutique-lined street, Utrechtsestraat or Puri Mas, located in the entertainment district of Leidseplein.

9. While the day away in a café

At Café Zeezicht (Hoofdweg 456), people watch on the outdoor terrace, sipping a Dutch style latte and nibbling on the best apple tart in town. Brown cafes, named for their wooden interiors, are good for mingling with the locals.

Cafes not to miss: De Balie, Café De Tuin (Tweede Tuindwarsstraat 13), and Café ‘t Smalle (Egelantiersgracht 12).

10. Walk it

Start at the eastern end of the Albert Cuyp street market in the ethnically diverse neighborhood De Pijp.

Peruse Dutch treats like fish, cheese, and chocolate among 300 stalls. Take a right on Ferdinand Bolstraat, then a left on Stadshouderkade.

Take a right at Spiegelgracht for a stroll in the antique district. Turn left onto Herengracht to see splendid 17th century canal houses. Make a right at Leidsestraat and go up to Singel.

Recently, 3 leading SAP ERP HCM experts -- Jeremy Masters, Steve Horn, and Kellie Fitzpatrick -- answered questions from Insider Learning Network members in an exclusive HR 2011 Ask-the-Experts online forum on March 16 as a followup to the HR 2011 conference in Orlando, Florida. Here is an edited excerpt of the full forum.

Featured Experts & Topics

Jeremy Masters, Worklogix: Enterprise compensation management; performance management; employee and manager self-service
 
Steve Horn, AspireHR: Project team and end user training

Kellie Fitzpatrick, Symphony Management Consulting: HR business case and ROI; KPIs and risk management; HR functional questions covering personnel administration (PA), organizational management (OM), benefits (BN) modules, Time Management and Compensation Management

___________

Amy: Welcome to the HR 2011 online Ask-the-Experts forum on Insider Learning Network. Thanks for joining us!

To begin the Q&A, I'd like to open with a more general question for our experts:

After last week's conference, what functionality in SAP ERP HCM seems to have the most buzz around it right now?

Kellie Fitzpatrick: From everyone we talked to there are three areas:

1. Fixing core to handle talent management


2. Talent Management for ECM, Performance Management


3. LSO seemed to also be a hot button for a few people we spoke with

SteveHorn: I received a lot of questions about new functionality in E-Recruiting in EHP-4 and EHP-5.

Jeremy Masters: There is a lot of buzz around a few different areas. I would quickly classify them into:

Usability - what steps is SAP taking to improve usability for its self service solutions?

1. Talent Management - specifically, what's available in EhP4 v EhP5, especially around Performance Management, Talent Development and Compensation?


2. Mobility - what are SAP's plans for on-device applications - iPads, Playbook, etc.?

--------------------

Jeremy Masters: Nice to see Jarret P join. If anyone has EIC questions, this is your man.

Kellie Fitzpatrick: Good point Jeremy. Maybe Jarret can sum up EIC so people know what it is. Sometimes there is confusion and I think this is a great area.

Jarret Pazahanick: Thanks Jeremy on the EIC shout out. :-)

EIC is the Employee Interaction Center and there are 3 deployment options which have caused confusion in the marketplace: CRM, ERP, Shared Services Framework (new in EHP5). I am just finishing up an HR Expert article on the 3 deployment options so hopefully that will help.

Bottom line: it is call center software for employee inquiries (i.e., 401K questions, Paycheck, EEO, Harassment). The great thing that most customers don't know is that if you choose the ERP version it is included in your base user license so they already own it.

There are 70 customers (including SAP) using one of the versions of EIC worldwide so it is starting to gain some traction.

--------------------

Jarret Pazahanick: Why do you think SAP HCM customers have been slow to adopt social media such as Twitter and free tools such as the SAP Community Network as there is a wealth of information on each?

Kellie Fitzpatrick: Let's face it, even I was not a supporter because I was unaware and a little skeptical of the technology. I think people are still getting to know it and still trying to understand. It's like Facebook - not everyone did it in the beginning, but they are now!! I think within 12 months there will be so many more people using it. IMO = In my Opinion. :)

I think the more we can try to promote all of these areas, the better we are going to do. I know we've put posts up on FB and Twitter. On FB, there aren't enough clients who use it. And, even if there are, they don't want to share their personal information - just their business. I think that is another issue.

Jeremy Masters: Jarret,

Good question, I think some of it is around awareness but it's also generational as well. Regarding Twitter, I don't see too many folks on Twitter in the office (and maybe that's a good thing?!). Also, the issue is how you can discern garbage (like tweets on what Britney Spears thinks of Paris Hilton) versus good content (all the good stuff coming from experts like @SAP_Jarret).

--------------------

Andrea Haynes: Hello -

Is there any new functionality included in Enhancement Package 5 that you are particularly excited about?

Thanks.

Jeremy Masters: Andrea,

Two come to mind:

1. The new Compensation Planning UI, which has improved functionality and usability (the technology is Web Dynpro ABAP) and


2. The ESS framework which will take over the existing Home Page Framework.

Both of these functionalities provide steps in the right direction for SAP.

--------------------

Melanie Obeid: Kellie has mentioned that SAP customers are finally starting to free up budgets for new projects. What advice do you have for those who are weighing their options for an investment in HR now? Where are you seeing the most promising projects?

Thank you,

Melanie

SteveHorn: I think that the improvement in Talent Management will get clients the biggest "bang for their buck" for future projects.

Kellie Fitzpatrick: I think people are going back and looking at what they have to make sure it works for their business. With the availability of budgets, they are making sure what they implemented is stable and using money to train their end-users and deploy functionality such as ECM, Performance Management, and eRecruit. People are seeing more and more that without a stable core around the Organizational Structure, they can't get much further. So people are paying attention. The other area is Nakisa. People seem to want to learn a lot more about how this product will help them.

Jeremy Masters: Hi Melanie,

Benefits is usually the #1 cost-saver and easy for a business case. If that's already implemented, I would look at Performance and Compensation Management. These two processes have the farthest reach within the organization and can make a huge impact if implemented robustly.

Kellie Fitzpatrick: The other thing I would say here is that with ECM specifically, organizations take 1-2 months to perform those functions outside SAP. By incorporating it into SAP, they have been able to reduce the time to perform their compensation planning and increases at the end of the year significantly. One of my clients went from 4 months to 3 weeks - WOW is all I had to say!

--------------------

Aja Norton: Hi,

This question is for Kellie. What was the biggest takeaway from the panel discussion you did last week on proving the value of HR to the business?

Thanks

Kellie Fitzpatrick: For individuals, I hope what people took away was that employees need more than money to incent them. In our environment today, we forget employees are PEOPLE and they need to hear they've done well and they are valued. They need to have a reason to show up every day - and in many cases, that reason is career growth and development.

For companies, I hope what they took away is that they should be held accountable for the promises they make. I think Nu Skin said it best when they said "talk is cheap" - they actually did what they said they were going to do.

--------------------

Kristine Erickson: Steve,

Can you follow up on Kellie's comment about career growth and development being key to retention? How do you measure/justify training in this context? What do you see as the big challenges for training as projects get kickstarted again - both for project teams and for end users?

Kristine

SteveHorn: Great question. One of the biggest challenges with an implementation or upgrade project is to justify the need for training and realize its importance early on. This applies to both project team training and end-user training. As a result, training becomes an "after thought" that everyone forgets about until a few weeks before "go live". Suddenly, the team realizes that they need to train their end users and also make sure that the project team is trained to support the system after the consultants have left.

The key to avoiding this problem is to have the change management and training team involved from the very beginning of the project. The ROI for this early investment in training will be users that are excited about their new set of SAP tools and that also know how to use them.

On the flipside, if companies do not make an investment in training, they will have a huge investment in an SAP system that nobody knows how to use.

Kellie Fitzpatrick: This is so true. A lot of people think training can be done after the project. But, when you flip the switch - people are using the system. There have been many studies done - projects don't typically fail because of the functionality or technology. They typically fail because the team and the end-users haven't been trained and haven't "embraced" the changes which now impact their job. I tell everyone training, change management and a good understanding of the requirements are the keys to success.

--------------------

Liang Shan: Hi Jeremy,

I know you are a master on self-service. :) We are new to ESS/MSS and are planning to implement it in our company by end of this year. Can you brief on the differences between the ESS framework and the existing home page framework?

Also, I saw many showcases (companies) decided to customize ESS/MSS. I'm trying to evaluate the out-of-box functionality (especially MSS). Can you please give your 2-cents?

Thanks,

Liang

Jeremy Masters: Hi Liang,

Great question. To answer you, it depends on your timing. The new ESS in EhP5 does NOT rely on the Home Page Framework (HPF), so if you are implementing on ECC 6 now (up through EhP4), you will be using the HPF, so you might want to consider limiting the amount of customization (and later re-work) when you decide to move to EhP5. Right now, I am unclear on how the "new" ESS framework gets configured. I am not sure if it's done via the backend like the HPF is now, or if it is done at the Web Dynpro ABAP level.

Does that help?

Liang Shan: Thanks Jeremy.

Definitely it helps in our project planning. Timeline wise we will phase it - i.e., we will only implement open enrollment and on-line rem statement this year (i.e., partial ESS) for salaried employees only, and will add MSS functionalities next year. However, my plan is to evaluate the ESS/MSS as a whole since I am having a concern that, if management likes out-of-the-box ESS but does not like standard MSS, which means more or less we have to customize it, would this affect the initial ESS implementation possibly? Or another way - would the initial ESS implementation limit the customization on MSS so that we have to re-implement ESS? Again, we are new on this. Hopefully the questions are making sense to you.

Thanks,

Liang

Jeremy Masters: Hi Liang,

Makes sense. I would treat ESS and MSS differently. There is no "right" solution/approach, so as long as you know the SAP Roadmap and are aware of what's coming down the road, you will be knowledgeable enough to do the right thing!

--------------------

JoanneBastone: We originally implemented SAP in 1998 as our Y2K solution. For HR, we only configured core modules such as OM, PA, PD, Benefits, Gross Payroll and later CATS. We would like to add Talent Management starting with just 1 module. We have performed a technical upgrade from ECC 6.0 to EHP4. We are now planning to implement Compensation Management (ECM). Can you tell me which EHP business functions need to be activated for full functionality for ECM along with functionality for Job Families (JF) & Functional Areas (FN)?

I know we need to activate HCM_ECM_CI_1 but do we also need HCM_TMC_CI_1? Do we need to activate any other functions for BI, Portal, etc.?

Thanks.

Jeremy Masters: Hi Joanne,

Where do I know you from???

You need both that you mentioned for ECM and Job families/Functional areas:

For the new stuff in ECM, you need help.sap.com/erp2005_ehp_04/helpdata/en/...

For the Job Families and Functional Areas, you need

help.sap.com/erp2005_ehp_04/helpdata/en/...

In addition to activating these business functions, you will need to import the corresponding MSS business package (for the ECM stuff) which should be MSS 1.41 or similar.

--------------------

 
Heather: Hi Jeremy,

One of your SAP Expert tips talks about using SKIP BADI flags. Can you give a couple specific examples of some good scenarios for using this?

Thanks!

Heather

Jeremy Masters: Hi Heather,

OK, now you are probing into my geeky side.

Within Compensation Management, there are a number of Business Add-Ins. Business Add-Ins, or BAdIs, are essentially user exits. You can write code within these BAdIs to perform some logic and, where relevant, "skip" the logic within the BAdI entire and return to the standard code. For example, if you had logic specifically ONLY for your salaried employees, the logic within the BAdI could first determine if the employee was salaried or hourly and, if hourly, "escape" the code and process the standard SAP functionality.

See, I told you it would be geeky.

Heather: Thanks, Jeremy! Geeky is *great*!

--------------------

Davin Wilfrid: Hi all,

Someone earlier mentioned business cases. Are there any particular KPIs or metrics you favor in terms of tracking the success of an SAP ERP HCM solution? Can those KPIs be defined clearly in the business case?

Thanks,

Davin

SteveHorn: From a training perspective, one metric I like to track after go live for an SAP implementation is the number of SAP-related help tickets logged with the help desk at "go live" and after go live. This helps me to track the areas where users are struggling so that we can adapt training materials based on these "pain points". If needed, we may even offer "refresher" training in those areas. Also, by tracking the help tickets I can see if there is a downward trend in tickets that indicates the users are "getting it". If they are not, I need to look at ways to improve my training methods, content, and delivery.

Although these metrics may not help with your business case, they will definitely help you to measure how your users are adapting to their new SAP tools.

The goal of the training team is to ensure that users like their new SAP tools and know how to use them. If they don't, they will quickly get frustrated and stop using them. If that happens, the SAP system will have a bad name and any future projects will be dreaded rather than anticipated with excitement.

Kellie Fitzpatrick: Hi Davin -

There are a number of business cases and such we've helped with. I'm not sure if you have access to the presentations from last week, but look up "How to prepare and present a comprehensive business case for your next project" from the HR 2011 conference. It tells you how to prepare a business case and lists a number of KPI's on slide 30 or so.

Some of which are mentioned are around HR Expenses and Staff, Total HR Staff, etc.

Here's the link, just in case:

wpc.0b0c.edgecastcdn.net/000B0C/Presenta...

--------------------

Lucy Swedberg: Greetings,

Jeremy, it was great to meet you in Vegas last week -- I can say first-hand that attendees were raving about you every time they left your session room!

A question for all of you:

For customers who haven't yet upgraded to ECC 6.0 but want to add Talent Management, what do they need to know to implement it? Can they implement in their current version – 4.7, 4.6, etc.?

Thanks for your time today!

Lucy

Kellie Fitzpatrick: If you are trying to implement Talent Management on 4.6 or 4.7 it is going to be a little difficult since a lot of the functionality changes or is enhanced with ECC 6.0 and the application of Enhancement Packs. Today, Enhancement Pack 4 is available for general release with Enhancement Pack 5 on its way to the masses. If you are looking at an implementation of Talent Management, first I would upgrade to ECC 6.0, EP4 (at a minimum). Once you do that, the world of Talent Management has been completely opened up.

As an example, Compensation Management changes between the older versions of SAP and ECC 6.0. For instance, new tables are being utilized and replacing the old functionality.

While SAP hasn't done so yet, it is likely on the way that they will not be supporting the older versions as it matures.

There are still options in 4.6 and 4.7, but I'd know what you are getting into before you go there.

Hope that helps!

--------------------

Laura Casasanto: Hi Kellie,

When implementing ECM, what are the big differences in managing payroll interfaces and testing with SAP Payroll vs. a third-party payroll provider? Do you have different advice for avoiding payroll problems after implementation?

Thanks,
Laura

Kellie Fitzpatrick: Hi Laura -

Great question. The biggest piece of ECM is that when you utilize SAP for the process, you need to make sure you are testing the functionality at the end and the integration into Payroll. As part of the implementation you will want to run a parallel to make sure the increases and wage types are integrating correctly. ECM automatically updates IT 8 or 15 as such it should be picked up within SAP Payroll.

With a third party provider, you will need to make sure the wage type and deduction codes are passing in the interface. You will also want to check via a parallel to make sure everything is happening correctly.

ECM is a great tool for organizations trying to capture bonuses, merit increases, etc. You just want to make sure you accurately test the functionality through the integration to SAP payroll or your third party Payroll provider.

Hope that helps.

--------------------

Amy Thistle: Thank you to all who were following the discussion today!

If you have any other questions for our speakers, you can reach them on Insider Learning Network here:

• Kellie Fitzpatrick


• Jeremy Masters


• Steve Horn

Thank you, Kellie, Steve, and Jeremy, for fielding these questions!

If you would like a full summary of the discussion today, it will also be available on Insider Learning Network in the HR Conference Group.

Listen in to a brief conversation I had last week with Kellie Fitzpatrick, CEO, Symphony Management Consulting, about the questions and key topics she encountered as a speaker at HR 2011.

During the conference, Kellie covered issues such as how to manage and measure HR in a tough economy, and getting executive buy-in for HR initiatives.

Kellie will also be available to discuss your strategic and technical HR and HCM questions on Wednesday, March 16 here, in an online forum -  HR2011 Ask-the-Experts on Insider Learning Network  - from 12:30-3:30pm ET. Join us Wednesday, view the discussion and log in to post your questions to our panel.

You can listen to the podcast I did with Kellie here!

Using insight and technology to make better talent decisions was the focus of today’s HR keynote at HR 2011 in Las Vegas. Two of SAP’s key executives in the HR space, Tracey Armish, VP HR, SAP and Dawn Crew, Vice President, HR Line of Business Solutions, SAP AG gave an inspiring keynote on the new trends in HR in 2011 and innovation in SAP ERP HCM that will help you meet the challenges of these trends.

Tracey outlined the two major trends as a decline in employee engagement and the war on talent. The number of highly engaged employees has dropped by 53% and 22% of the workforce is highly disengaged. To top it all off, middle managers are said to be some of the most disengaged. Never before has it been more important for HR and IT to come together to help to engage employees and reverse this trend.

Disengagement costs hundreds of millions of dollars a year. Companies must focus on re-engaging employees. Tracey mentioned that employee engagement is directly related to productivity, customer satisfaction, profit, and intent to stay.

Organizations are hiring and the talent pool is shrinking. Tracey challenged the attendees to ask themselves what they are doing to attract and retain talent. She also asked attendees to think about whether or not they know what skills their company will need for tomorrow. If you don’t know what you need how can you acquire employees with those skills.

Did you know?

• 50% of employees don’t think their managers are trustworthy.
• 58% of employees admit to not being inspired by their leaders

As a result SAP is working to make managers lives simpler internally so they can focus on their employees.  SAP’s strategy for doing this is streamlining processes, performance management, talent management, and succession planning. SAP has also been able to free up manager’s time through the implementation of its shared services center. 90% of transactions are done through shared services and it has freed up managers time so they are able to spend more time focusing on people leadership and development.

When Dawn took the stage she had the audience laughing over her explanation of what Sanjay Poonen, in the main conference keynote, meant when he referred to her as being very passionate about HR. She said she thought that was a nice way of saying pain in the A&%.

After a quick laugh Dawn discussed the foundation for remarkable results:

• People
• Process
• Technology (On Device, On Demand, On premise)

Then Dawn went over the new enhancements in SAP enhancement package 5:

Self Services

• A new employee experience
  • Employee profile
  • Leave requests
  • Time management
• Manager self service
  • A new compensation profile
  • Organizational management with Nakisa

Shared Service Framework

Analytics – Pre-built talent analytics solutions

Strategic workforce planning

Right before wrapping up her keynote speech Dawn talked about what the future holds for SAP ERP HCM. In the very near future she mentioned enhancements to core functionality, talent management (learning, analytics, and talent management), self-services, workforce analytics, and on device.

Dawn concluded her keynote with a very strong message:

Change = Opportunity

Managers = Your Success

SAP = Make it Happen

Jumpstart day is more than half over and so far the event has been a great success. Jeremy Masters had an overwhelming number of people at his employee and manager self-service jumpstart this morning and right now we have two jumpstart running. One on talent management and the other on shared services.

Our first conference orientation session was also well attended and attendees asked questions related to CPE credits and networking. If you are at the conference and are reading this and have similar questions please come by the registration desk for information and to pick up CPE packets!

Tomorrow morning the conference kicks off with the keynote address on “Analytics for Finance, HR, and Compliance: What the Numbers Tell Us. That is being presented by Sanjay Poonen, President of Solutions, Go-to-Market, SAP AG and Thomas H. Davenport, President’s Distinguished Professor of IT and Management, Babson College. They keynote begins at 8:30am. Continental breakfast will be served beginning at 7am in the Marquee Ballroom.

After many educational sessions tomorrow we will end the day with our Welcome Reception and Ask-the-Experts, starting at 5:30pm and 5:45pm respectively!

Don’t miss out on all this event has to offer! And please stop by the registration desk with any questions or comments. We are here to help you fully enjoy the event.

There are many other exciting things happening at this event and I will be blogging throughout.  Enjoy :)