11th annual corporate university week 2009

IQPC-NY Corporate University Week MAIN 10.0

CORPORATEUNIVERSITY

WWW.CUWEEK.COM1-800-882-8684

Learning Smarter: Tools, Techniques &Technologies for Making LearningResources More Productive

Visit the website atwww.cuweek.com forexclusive access to podcasts, speaker Q& As, awards updates and CorporateUniversity Week news! Also, followthe conversations onwww.twitter.com/learninganddev.

Benefits of Attending the Corporate University Week

Speaker Faculty Highlights Include:

The best strategies to manage your internal training organization and impactthe bottom line

Attracting and holding talent by delivering the training and continuous learningyour workforce demands

Tapping into the right technologies to support training and continuous learningactivities by harnessing the skills, ingenuity, & intelligence of your employees

Align training with corporate goals using a structured approach Use diagnostic tools to slough off unproductive and obsolete

activities and programs Prepare tomorrow's leaders to balance the competing demands

of today and tomorrow

Enable through social media the sharing of best internalpractices and increase individual & organizational productivity

Manage the design and delivery of high priority/high payofflearning programs to address pressing business needs

Frank AndersonJr. PresidentDefense AcquisitionUniversity

11th Annual

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November 16-19, 2009Buena Vista Palace Hotel & Spa, Lake Buena Vista, FL

Register by August 28, 2009 andSave up to $2,995!

ACI WorldwideNEW

Aimco NEW

All ThingsWorkplace NEW

APCO WorldwideNEW

Bacard & Co.Mexico NEW

Barilla NEW

Bellevue University

Blue RidgeHealthCare NEW

CA, Inc. NEW

Cancer TreatmentCenters of AmericaNEW

Cincinnati ChildrensHospital NEW

Convergys CustomerManagement NEW

CorporateUniversityEnterprise

Defense AcquisitionUniversity NEW

ExecutivePerspectives

FARO NEW

Fleishman-HillardNEW

Goodwill NY NEW

Hatch AssociatesNEW

Hitachi DataSystems NEW

Major Sponsor: Co-Sponsors: Conference Chairperson: Luncheon Sponsor: Welcome Bag Sponsor:

HR Bartender NEW

IAPP NEW

IBM Corporation

Intelego CorporateUniversity

inVentiv Health

Iron Mountain NEW

jetBlue Airways NEW

McCain FoodsLimited NEW

Mutual of Omaha

NuanceCommunicationsNEW

PREIT NEW

QVC, Inc. NEW

Sunrise Community,Inc. NEW

TD Bank NEW

The Motley FoolNEW

Thomas CuisineManagement NEW

Trainup.com

Undertone NetworksNEW

United Airlines NEW

UniversalPegasusInternational NEW

USAF Air Education& TrainingCommand NEW

Unilever, MexicoNEW

Learning Leaders From:

Business Strategy

Employee Development

Social Learn ing

Crystal M ReillyChief LearningOfficerTD Bank

Vince Eugenio, PhDVP Learning &Organization DevelopmentIron Mountain

Jennie GwaltneyDirector, Talent Acquisition& DevelopmentQVC, Inc.

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This program has been approved for recertification credit hours through the Human Resource Certification Institute (HRCI).For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

Event Formats A Truly BlendedLearning Experience:

Learning Lab: In these interactive sessions, the speaker setsthe agenda with a brief presentation outlining the topic, thedriving forces behind it, and presents their case study withexamples. For the second half of the presentation, the groupworks through several exercises, leveraging the information just

gained during the presentationportion. Supplementary material isprovided to guide you through thesessions and for future reference.

Traditional Classroom Sessions:Some sessions still present themselvesbest through the tried and true deliveryformat of the classroom style oflearning. In these sessions, the

presenter will present to you either a case study of theirorganization success/learning and problems around the topicor, outline findings in a similar style as to what you wouldexpect in a university class lecture.

Blue Sky Innovation Room: The Blue SkyInnovation Room is an opportunity foradvanced learning practitioners to brainstorm

sophisticated solutions for complex challenges. Attendance islimited to prequalified end-users only. To pre-qualify forparticipation in this session, please [email protected].

Round Table: A more informal groupdiscussion lead by an expert focused on aparticular topic of interest, the roundtablediscussions are the least formal format ofthe event. Groups are broken down intosmaller discussion groups to address the topicat hand. The role of the facilitator will be tomake sure the group sizes are conducive to discussion.

Site Tour: The Site Tour takes you onsite to a leadingorganizations operation and shows you not only the layout of

the center but allows you the opportunity tomeet with the different department heads,see the technology in action, and get anidea of what makes an organization so

successful.

Workshop: A hands-on, interactive,practical tool-based learning formatthat allows for examples to bepresented and tools to be tested andused in a learning environment.Attendees are then able to implementthese newly learned tools and techniques in their organizationand see immediate impact.

Drive performance excellence through learning & development Leverage the knowledge and experience of your senior leaders to teach and develop the next

generation workforce Transform, streamline and update corporate learning & development functions Develop talent over the long term

LearningObjectives

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CORPORATE UNIVERSITY WEEK11th Annual

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Dear Colleague,

An economic crisis creates opportunity for learning and development executives. As companies slash payrolls, reduce staff

and overall tighten belts, its tough figuring out how to meet the challenges of a changing world. C-suite demands for

greater accountability and documented ROI make this scenario especially unsettling. How are you providing greater value

and demonstrating it convincingly?

Meticulously planned and executed training and development programs can yield a harvest of tangible benefits for a

corporation. One of the primary tasks of a learning executive, however, is to discern which learning initiatives have the

potential to generate bottom-line impact and which ones dont. Now entering its 11th year, we are proud to bring you the event that explores best practices on launching, managing and

continuous development of corporate universities. This is your opportunity to: Learn how to align with your companys business goals and strategies Build effective training programs that directly affect your companys business results Plan and conduct leadership development programs that ensure that your organization has the leaders it needs to build

the business over time Develop effective evaluation measures and get results in individual, group, and corporate performanceIf theyre not engaged theyre not going to be effective! Assist business unit leaders in optimizing their effectiveness

and successfully implement change. Discover Employee Development strategies in Track C!Dont wait until November to get involved with the conversations. Join the discussions now at www.cuweek.com!

Social media may revolutionize learning and development and mainstream knowledge sharing for your business partners.

Learn about detailed Social Learning successes in Track A!Its about strategic imperatives what do YOU need to deliver? Leverage talent management while linking theinitiatives to the organizational needsand show the true impact your corporate university has on the bottom line. Explore

Business Strategy tactics in Track B!Review the 2009 agenda. You can expect to come away with new ideas and solutions for your business needs. Follow your

peers and be prepared for future growth. Ill see you in November!

All the best,

Michelle CardinalSr. Conference DirectorIQPC-NY

P.S. Make sure you visit thewebsite at www.cuweek.com todownload your exclusive podcasts,speaker Q & As and CorporateUniversity news!

PRE-CONFERENCE WORKSHOPSCU WEEK ALUMNI INCLUDE:

Monday, November 16, 2009

8:00-2:15 7:45 Registration; Lunch will be served Please note: this is a double length session

Master-Class: Launching and Managing a Corporate UniversityWhats in a name? That which we call a rose by any other namewould smell as sweet. Whether you call your approach toenterprise-wide learning a corporate university or an academy orsomething else is really irrelevant. The strategy and approach youtake, however, are crucial.

This workshop addresses how to define, cascade, and implement anorganized and unified strategy for learning in your organization. Youwill learn a proven design methodology that you can apply to developand institutionalize a unified learning strategy across their enterprises.The methodology includes setting the vision and scope, defininggovernance, establishing a curriculum and services framework,clarifying the structure and operating model, and determining thevalue contribution and measurable outcomes. The session isinteractive, practical, based on real experience, and packed withexamples and best practices.

During the workshop, you will: Define corporate university for your organization Determine the readiness of your organization to re-define its

approach to learning and development Develop a corporate university business plan based on a proven

methodology Address the actions necessary to launch the new strategy Review best practices and examples from benchmark corporate universities

The workshop is appropriate for individuals who are either creatingnew or re-defining current ways their company integrates learning anddevelopment into the business.

Karen Barley President Corporate University Enterprise, Inc.

JetBlue University is the centralized corporate university of JetBlueAirways. More than 170 full-time Faculty Crewmembers providetraining and professional development at the three campuses ofJetBlue University located at the Forest Hills Support Center (FSC), SaltLake City Support Center and the Orlando Support Campus (OSC.)

The Orlando Support Campus, opened June 2005, is a state-of-the-art100,000 square foot facility situated on the property of the GreaterOrlando Airport Authority, home of Orlando International Airport

(MCO.) Opened in May 2005 the Orlando Support Campus facilityincludes 19 classrooms, an eLibrary, 200 seat auditorium and cafeteria.

To create the most realistic training environment possible, JetBlue Universityprovides blended learning solutions to Crewmembers utilizing acombination of Instructor led training, eLearning and self directed learning.

This tour gives you the opportunity to see what makes jetBlue Airwaysso successful.

Site Tour at jetBlue University

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8:00 11:00 7:45 RegistrationB

Register Today! www.cuweek.com

In managing a business, learning leaders must analyze challengingbusiness opportunities and evaluate the inherent risks, returns andresource allocation to achieve performance metrics. Learning thehard skills truly can be hard. Strategy, market segmentation, financialmodeling, and what-if analysis are all critical skills for effectivedecision making. Poor teamwork is devastating to team results andoften results in lost ideas, ignoring experience, and squanderedopportunities. Many people do not have the experience or tools towork collaboratively in teams, make decisions which address the needsof all the represented constituencies or to build a group of people intoa highly aligned, customer oriented, and highly productive team.

What you will learn: Builds leaders and managers which gain confidence in their ability to

address their real-life work challenges

Condense time and manage complex metric interrelationships andsee the impact of their decisions on key metrics of the business

Improve employees understanding of how business decisions impacta companys critical financial measures

Transform your organization with measurable returns on yourlearning investment

How you will benefit:Through use of skill practices and links to different applications youwill simulate real-world environments by placing participants in ateam-based setting where they will run a business and make decisionsinvolving leadership, strategic and employee challenges.

John WellsPresidentExecutive Perspectives

Creating Concepts, Competencies & Skills that Provide Actionable Insights

11:15-2:15 11:00 Registration; Lunch will be servedC

7Eleven Inc.AAA NationalAccentureADPAetnaAmerican ExpressCorp.American HeartAssociationAmerican Red CrossAtlantis Resort &CasinoAtos OriginInternationalBAE SystemsBanco SantanderBaptist Health CareCorpBarilla AmericaBBDO Detroit,DialogueManagement GroupBJ Services CorporateuniversityBlue Cross Blue Shieldof AlabamaBorusan Holding ASBose CorporationBurger King Corp.Cancer TreatmentCenters of AmericaCapgeminiCapsugel, A Divisionof PfizerCarilion CorporateUniversityCarnival Cruise LinesCatalina MarketingCorporationCaterpillarCerner CorporationChevron CorporationChildrens ServicesCouncil of Palm BeachCountyCIGNA UniversityCITIGROUP GLOBALMARKETS INCCity of RichmondClarian HealthPartnersCoca Cola EnterprisesComcast Corporation

CompucreditConAgraCorningCountrywideCox CommunicationsCredit SuisseDarden ExecutiveEducationDAUDelta AirlinesDept Of VeteranAffairsDiscount TireCompanyEaton CorporationEskomExxonMobilFarmers InsuranceFedex KinkosFlorida HospitalForrester ConstructionFour Seasons ResortPalm BeachFranklin Mint FederalCredit UnionGeneral ElectricGenesys HealthSystemsGenworth FinancialHabitat for HumanityInternationalHarley DavidsonHBO, Systems Inc.Hitachi Data SystemsHyundai MotorAmericaIBMIKON Office SolutionsIngersoll RandCompanyInterbank CorporateUniversityInVentiv HealthJ.C. PenneyJackson National LifeInsuranceJetBlue AirwaysJohn DeereJP Morgan ChaseKaiserLeasePlan USALenders One

MajorSponsor:

Co-Sponsors: ConferenceChairperson:

Welcome BagSponsor:

LuncheonSponsor:

OR

CU WEEK ALUMNI INCLUDE:

Monday, November 16, 2009

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PRE-CONFERENCE WORKSHOPS

Lourdes HospitalManitoba LotteriesMarriott HotelsMcDonald'sMemorial HealthcareSystemMemphis Light Gasand WaterMicrosoftMohegan SunMutual of OmahaNational IntelligenceUniversityNational SecurityAgencyNationwideNavyNCO FinancialSystemsNevada PowerCompanyNew York LifeInsurance CompanyNokia SiemensNetworksNorthrop-GrummanCorp.NorthwesternMemorial HospitalOG & E EnergyPanda RestaurantGroupPAR PharmaceuticalsPaychexPearl Harbor NavalShipyardPetroleo Brasileiro SA- PetrobrasPfizer IncPricewaterhouseCoopersPublix SupermarketsIncPuget Sound NavalShipyardQVC IncQwestCommunicationsInternational, Inc.RaytheonResearch In MotionRobbins GioiaUniversityRockwell Automation

RosettaStoneRoyal CaribbeanCruise LinesRWD Technologies LLCSaatchi & SaatchiHealthcareSaint Thomas HealthServicesSalary.comScripps HealthcareSeagate TechnologySecurities & ExchangeCommissionSiemens CorporationSkillSoftSourceMedicalStaplesState Farm InsuranceSteel Authority ofIndia LimitedSuntrust BankSwarovskiTelkom SATenet HealthcareCorp.TextronThe BrookingsInstitutionThe Joint CommissionThe Ritz-Carlton HotelCompany, L.L.C.The Schwan FoodCompanyUBS Investment BankUnileverUnited Parcel ServiceUnited States OlympicCommitteeUniversal OrlandoUniversal Parks &ResortsUPSVanguardVerizonVisiting Nurse Serviceof NYVolvo ConstructionEquipmentWal-Mart StoresWipro TechnologiesWyethPharamaceuticalsZappos.com

Bellevue Universitys Human Capital Lab (SM) recently researched theeffect of Mutual of Omahas Tuition Reimbursement Plan on KeyPerformance Indicators (KPIs) Career Mobility and Retention. Learnmore about the research methodology, how the Lab and Mutual ofOmaha got to which KPIs to measure, and how the companydiscovered through the research that, by investing in their TuitionReimbursement Program, they actually were increasing the skill level ofemployees while building employee loyalty and retention, and addingto the long-term strategic value of the organization.

What you will learn: How to create strategic alignment between your learning programs

and important business metrics

How to use ROI information to influence management's acceptanceof learning and development programs

Andy NoonManager of Learning & DevelopmentMutual of Omaha

Jennifer Murnane, PhDAssociate Director of Strategic Initiatives, Human Capital LabBellevue University

The Impact of Tuition Reimbursement on Career Mobility and Retention

2:30 5:30 2:15 RegistrationD

Join us for a highly interactive and hands on discussion to help yourorganization optimize learning and training strategies. Our expertpanel will provide attendees with their personal story of how they gotto be the CLO/Head of their Learning Organization and the challengesand success stories managed along the way.

Attendees will have an opportunity to ask questions before the wholegroup moves into a more informal dinner where they can continuethose conversations and get to discuss the rest of their peers journeysaround the table.

Jo-El LaBordeChief Learning OfficerIAPP

Peter MarchesiniChief Learning OfficerinVentiv Health

Eloise LevittDean, University of PREITPREIT

Walter Reyes AVP, Human Resources Goodwill NY

The CLO Journey: What it takes to get here and stay successful. Networking Dinner and Roundtable

5:45 8:45 5:30 RegistrationF

Everyone in the training field has heard the phrase, Leaders asTeachers. It is the title of the new book by Edward Betof, and aneducational model that provides numerous benefits to companies whosuccessfully implement it.

This workshop is designed for learning professionals who alreadysupport the premise of leader-teachers and who are interested inapplying this premise to a specific training project.

If you are seeking tangible ideas for leveraging your leaders asteachers, then this workshop is for you. If you already have ideas butneed to take them to the next levelimplementationthen thisworkshop is also for you. We will cover some real examples of howwe are leveraging our leaders as teachers, techniques to prepare ourteacher-leaders for success, and strategies we have used to minimizeimpact to the leader-teacher (e.g., preparation time, teaching time,opportunity costs for time out of the field).

During the workshop, you will: Identify a potential training project that requires a leader-teacher Draft a value statement: Why is a leader required for this teaching

role, and what are the benefits? What will the consequences be ifyou do not use a leader-as-teacher?

Develop strategies to maximize the leader-teachers value whileminimizing the impact on that individual

Create a plan to make your leader-teacher project a reality

Terri CasadyDirector, HDS AcademyHitachi Data Systems

Kerri ConradSales Training Faculty LeaderHitachi Data Systems

Enabling Leaders as Teachers

2:30 5:30 2:15 RegistrationE

continued...

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Tuesday, November 17, 2009

10:45 Double Session/Learning Lab:Leverage Networks to ObtainSubstantial Performance andGrowthMost leaders are desperately seeking ways toget greater results from their organizations.While they are quick to acknowledge the valueand power of informal networks for gettingwork done, far too often leaders apply flawedapproaches to generating business resultsfrom networks. Work through networks to align culture and

strategy Align networks with strategic value

propositions Assess and manage networks for strategic

purposesLearning Lab PortionThis learning lab will provide an opportunity toexplore how to drive results through socialnetworks. Learn how to truly brainstorm but

Double Session/Round Table:Beyond ROI: Partnering with YourExecs to Show Business ImpactTheres been much debate about the best wayto prove trainings value to an executive team.But a learning organization is no different fromother corporate entities. The simple truth is thatif you cant translate your worth into businessterms, your value will be open for questioning. This session will present how one learning teampartnered with their execs to launch a highlysuccessful, cost-efficient corporate universitythat is now showing a solid 25% return oninvestment. In this session youll learn: Why partnering with your executive team

should be central to your mission Why its essential to create metrics that matter How to talk to an executive team about

your business How to develop evaluation surveys that reap

level 3 and level 4 data

7:00 Registration & Morning Coffee

8:00 Chairpersons Opening Remarks

Bob Elz, Vice President, Apollo Group Strategic & Academic Alliances

8:15 KEYNOTE: Leading a Learning Revolution Companies across the board have had to manage layoffsand tighten belts. In todays climate, it is essential forleaders to take ten steps back and really view their industryand really understand what is going on inside of thebusiness. What if it didn't exist and you could start it allover again from scratch? Would you keep it the way it is, ortransform it into something else? This keynote session will: Discuss the perseverance it takes to carry through when

the going gets rough with professional maturity anddiscipline

Learn the mistakes not to make through real-worldcorporate university advice and experience

Advocate making the tough decisions and taking somevery real risks to succeed when things are tough

Offer insight into the wisdom, experience andintelligence necessary to take the next steps to

implement the very best practices with scarce resources Grasp learning solutions and innovative strategies every

organization could learn from and could model after

Frank Anderson, Jr., President, Defense AcquisitionUniversity

9:00 KEYNOTE PANEL: Adjusting to theConstantly Changing Environment & StayingAhead of the CurveAs a result of the economy, corporations have been andwill continue to restructure teams. However theproductivity of the reorganized teams is often less thanexpected and often fails to achieve the anticipated resultsaltogether. The challenge for learning leaders is tomanage the post transition of teams and the business.This will inevitably involve organizing managementdevelopment programs and post-restructure projectplanning but also ensuring that the team leaders have thecorrect knowledge and skills to deal with change in atightened business environment. Its a familiar story thathas been constantly plaguing the industry. Discuss how to ensure knowledge transfer through

coaching and mentoring

Learn how to effectively engage employees toguarantee stronger productivity

Provide a healthy balance of blended learning strategiesfor a multi-generational workforce

Sherri Manning, SVP, Human Resources, UniversalPegasus International

Peter Lynch, VP Learning & OrganizationalDevelopment, Aimco

Tom Bohn, CAE, Executive Director & CEO, IAAP

9:45 Speed Networking: Find Out Whos Who inthe Learning and Development WorldLooking to meet more people in your area? Heres yourchance to showcase your rapid-fire networking skills! Thisstructured speed networking will help you meetconference colleagues and give you the opportunity tobuild new relationships to identify deal-making andpartnership opportunities in the industry. Come away witha pocketful of business cards to help you kick start yournetworking with a bang.

10:00 Morning Networking Break

Track A Social Learning Track B Business Strategy

Double Session/Learning Lab:Developing Leaders to DriveOrganizational PerformanceLearn how your Corporate University candrive strategic organizational initiatives withLean Six Sigma in order to develop andretain top talent. Lean Six Sigma is aperformance improvement methodologythat offers learning opportunities foreveryone from frontline staff through senior leadership. In this session you willsee how corporate universities are usingLean Six Sigma to drive performance,measure results, and enhance theprofessional development experience for all employees.Learning Lab PortionThis Learning Lab will walk you through acase study and simulation exercise. You will be able to apply some of your Lean Six Sigma learnings to solve a problem

Track C Employee Development

Double Session/Round Table:Defining the ROI in People,Projects, and ProgramsTalent and learning leaders share manymutual interests and goals. The mostimportant is to develop employees who cansucceed in the global business environment.To marry the two, effectively requires acomprehensive and collaborative strategy. Inthese tough economic times, learning andtalent organizations will be continuouslytested to prove their value to theorganization. As the talent managementspace potentially merges HR roles with thoseof learning and development, learningleaders have an unprecedented opportunityto cement the value of their skills forcompany leaders. Build a strong foundation Refocus learning and development for talent

management

Track D Blue Sky Innovation Room

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MAIN AGENDA, DAY ONE

Register Today! www.cuweek.comMajorSponsor:


Welcome BagSponsor:

LuncheonSponsor:

drive by creating a project roadmap. Design,brand, market, test, adjust and let it roll!

Sharlyn Lauby, Blogger, HRBartender

12:15 General Luncheon Sponsored by:

12:15 Private Luncheon Sponsored by:

1:30 Developing a Knowledge ShareCenter Ensuring a SuccessfulOrganizational TransformationOne of the challenges of knowledgemanagement is that of getting people toshare their knowledge. Why should peoplegive up their hard-won knowledge, when it isone of their key sources of personaladvantage? Not realizing how useful particularknowledge is to others - an individual mayhave knowledge used in one situation but beunaware that other people at other times andplaces might face similar situations.Additionally, knowledge derived for one needmay be helpful in totally different contexts; orit may be a trigger for innovation - manyinnovative developments come from makingknowledge connections across differentdisciplines and organizational boundaries. Discover how a knowledge share center Capture information as fast as possible Create a wiki (peer reviewed) with an

incentive How you can get it to work for your

organization

Trisha McFarlane, Director of HumanResources, Fleishman-Hillard

2:15 Gain Business Value through SocialMedia Metrics & BenchmarkingSocial media is all about connecting people. Itis about conversations made more efficient bythe Web. As learning and developmentestablishes more defined uses of social media,more questions arise about how to measureits efficiency. Rather figuring out the ROI ofsocial media and what to measure, analyzethe data of everything. Establish your performance baseline Quantify the improvement opportunities Tie in informal learning in back to

traditional metrics Measure or capture job shadowing or peer-

How to do a simple cost analysis that givesthe dollar value of your programming

Linda Landry, Senior Director, GlobalLearning & Development, NuanceCommunications

Building Commercial Capabilitiesfor Winning Business Performance Competing in a fast moving consumer productindustry creates a number of challenges. Thiscase study will cover how to assess andimplement an integral program to improve theorganizational capabilities required to winaggressive landscape in Latin America. In thissession you will learn: What was practical for them, what actually

worked, what didnt and why How they overcame typical learning

implementation obstacles What the business performance impact of

the program has been and what areas arebeing improved upon

Whats next for them to further enhancebusiness performance through innovativelearning program development andimplementation

Enrique Bonifaz Molina, VP, HumanResources, Bacard & Co. Mexico

Ren Maingot, Chief Executive Officer,Intelego Corporate University

Maye Alessandrini, Director of HumanResources, Unilever Mexico

Developing Faculty as Leaders thatDrive a Better BusinessPREIT, a Real Estate Investment Trust firm, is anorganization that owns and manages over 40shopping mall properties. After a number of recentacquisitions, Executive Management chose to investin learning and development. In 2005, this functionwas established and a corporate university waslaunched a little more than a year later. Tasked with enhancing the industry acumen ofemployees, a Corporate University deliverystrategy was initiated to engage leaders asfaculty. This case study will cover the keyelements that have spelled the success of thisproject at PREIT.

and build your own process improvementmodel.

Herb DeBarba, VP of Lean, CancerTreatment Centers of America

Creating a Career DevelopmentPlan that Drives InnovationWhile some organizations are retracting intodays economy, others are growing. Whateverstate your business is in, you need a game planfor how employees stay engaged and progressin their careers --- even if conditions today donot warrant your business expansion. At somepoint, the economy will turn around and youremployees need to know where they are in theircareers and where they need to go in order toremain competitive and help drive innovationthat helps meet company goals. IBM is currentlyin the process of deploying a new careerframework that defines the core capabilitiesemployees need to provide client value andprovides a path for employee career progression. Determine how a career framework could

benefit your organization Identify the key components of a career

framework that would enable youremployees to progress in their careers

Integrate the career framework into theoverall talent management system fororganizational success

Mary Ann Bopp, Manager, CareerDevelopment, IBM Corporation

From Skills to Performance:Creating a Sustainable Process forAssessment Assessment and testing have beencontinuously one of the common obstacleslearning leaders have dealt with. This sessionwill discuss of the development of a process totest core skills and create appropriate learninginterventions in a highly matrixed professionalengineering organization. Process for identification of skills by job Determination of appropriate proficiency

levels Engaging the best testing methodologies Defining appropriate learning interventions

Promote communication and on-demandlearning

Vince Eugenio, PhD, VP Learning andOrganization Development, IronMountain

Double Session/Round Table:Innovation in Learning &Development: Taking an InsideLook at Whats Outside the BoxDeveloping into a high-performance learningorganization doesnt happen by chance: ittakes a Learning team with vision and asound, transformational plan that can beexecuted. What are the tough issues anddilemmas faced by senior learning leaderstoday? The rapid pace of business change andtougher financial times combine to create neworganizational challenges. How can learningleaders be more strategic? How willing do youthink employees/learners are to become moreinnovative? How critical is it to your future? Strategies for building the workforce of the

future Dealing with budgets in a tough economy Transforming the learning and development

organizational structure to increaseeffectiveness and efficiencies

Peter Marchesini, Chief LearningOfficer, inVentiv Health

Gary C. Fisher, Managing Director,Corporate Leadership Development,inVentiv Health

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MAIN AGENDA, DAY ONE ... continued

3:00 Networking Break

3:45 KEYNOTE: Building Bench Strength by Providing Highly-EngagedEmployees an Opt-In Development OpportunityAs a global leader in relationship management, Convergys helps clients deliver a superior serviceexperience to their customers and employees. The Convergys Customer Management (CM)business segment partners with clients to deliver customer solutions that turn the customerexperience into a strategic differentiator. In 2008, Convergys CM was looking for a solution tochallenges of its own. The Convergys CM business segment entered into a strategic relationship.Bellevue University, in 2009, to develop an innovative solution to its talent development andretention challenges. Convergys CMs strategic objectives were improving customer service byincreasing employee engagement earlier in their life-cycle to change behavior and increaseretention by elevating career aspirations, resulting in expanded internal managerial candidatepools with these highly engaged and aspiring employees. Focused on Customer Care Centeroperations, the two will present an overview of the customized education program, along with afocus on the approach being deployed to measure the business impact of the program as it isbeing deployed worldwide. Provide an off-hours, productivity-sensitive development solution, that does not consume

valuable time on the floor Transfer valuable enterprise knowledge and culture from Convergys CM Subject Matter Experts Reach and motivate a larger, dispersed and more diverse managerial candidate pool Build communities of best practices for employees to share experiences and ideas to learn

from one another

Dan Montgomery, Senior Director, Agent Training Delivery and Curriculum,Convergys Customer Management

Dr. Mike Echols, Executive Vice President, Bellevue University

4:30 KEYNOTE PANEL: 30 Ideas in 40 Minutes Innovation in Learning &Development Processes Over the last few years, learning and development executives have been challenged withbeing innovative with a reduced budget or even a nonexistent budget and a much reducedstaff. However, this economy has left executives with a challenge to find strategic solutionsbut, they dont come so easily. This panel will highlight their great leaps forward in manydifferent areas. These industry leaders will provide multiple ideas that : What do you stop doing? How do you show value? How are you being innovative to be more cost effective? What impact can you have to drive innovation?

Michael J. Hart, Chief Learning Officer, Sunrise Community, Inc.

Colonel John Thompson, Chief, Future Learning Division, USAF Headquarters AirEducation & Training Command

Jennie Gwaltney, Director, Talent Acquisition & Development, QVC, Inc.

5:15 6:15 Cocktail Reception

7:00 Dinner with FriendsComing off the success of this from the CU Summit, weregiving you the opportunity to keep on networking! Make themost of your time while youre here and go to dinner with anew connection! Sign up for the restaurant of your choice andwell 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 anddinner are not included in conference fee.

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to-peer brainstorming Stop thinking about learning experiences

and focus on how long an employee spenton a blog or what they read

Avi Singer, Director, OrganizationalDevelopment, Undertone Networks

Creating the business case for leaders as CUfaculty

Recruitment strategy to engage SMEs as faculty Marketing & Communications for new business

classes Coaching techniques to guide leaders class

design & facilitation Use of evaluation data to retain and recruit

faculty

Eloise Levitt, Dean, University of PREIT,PREIT

Creation of a sustainable and replicableprocess

Shazia McCormick, Global Director ofLearning, Hatch Associates

The Corporate University Best-in-Class Awards CUBIC were established to honor, recognize and promote internaltraining organizations and corporate universities that set standards of excellence in a variety of categories. Anobjective panel of experts and practitioners from the training and development field has been formed to evaluateand score the award applications. Past winners include Fortune 500 companies, small to mid-sized companies,global organizations, non-profits and governmental training groups, so regardless of the size of your organizationor your budget, if your organization prides itself on the training and development of its workforce, we encourageyou to apply and get the recognition you deserve!

The 2009 CUBIC Award Winners will be announced and honored during Awards Luncheon & Ceremony at theCorporate University Week, Wednesday, November 18, 2009.

Application Categories: Best New Corporate University (Plan implemented within the last 3 years) Best Mature Corporate University (4+ years in operation) Corporate University Leader of the Year

Why Apply for CUBIC Award? As a Winner, You Will: Be featured in a large number of industry and marketing publications and

articles, in addition to a post show press releases. Be celebrated at the CUBIC Awards Luncheon at the 11th Annual Corporate

University Week on November 18th, 2009 at the Buena Vista Palace in Orlando. Be presented with a beautiful award signifying and honoring your organization. Participate in the awards panel discussion on November 18th, 2009 Have the opportunity to present at Corporate University Summit 2010 or

Corporate University Week 2010

Just think what winning an award would do for you and the profile of yourorganization!

Visit www.cubicawards.com for rules, regulations and procedure for entrysubmission.

Corporate University Awards,09


Application deadlineis Friday,

September 18, 2009.

MajorSponsor:


Welcome BagSponsor:

LuncheonSponsor:

811:00 Double Session/Round Table:Implementing an Effective Learning2.0 Strategy through the Freedomof Social NetworksWeb 2.0 websites allow users to do more thanjust retrieve information; it allows users to buildon the interactive facilities of static Web pages toprovide networks as platform entirely through abrowser. Learning 2.0 extends traditional trainingto include the levers of on-the-job learning andknowledge management to significantly boostemployee performance. While many of thechallenges surrounding learning 2.0 includes:process and governance, technology andstandards, organizational and learning culture,resources and skills and competencies; socialmedia should be viewed as a collective tool ofinformation. In this session you will discuss: How to put these to work in the service of

learning? What needs for social support is not being

met in formal learning applications? Incorporating Web 2.0 into formal learning

practices for overall blended approach

Robert Rock, Director of Training &Development, Thomas CuisineManagement

Double Session/Round Table:Supporting OrganizationalAdvancement through People,Process & TechnologyDespite a slow-down in economic activity, thedemand for people with exceptional abilitiesand transferable skills exceed the supply foryears to come, particularly in todays dynamicand increasingly global business environment.Companies facing this reality are moving enmasse to implement talent managementstrategies with a focus on developing existingemployees to address the skills and knowledgegaps they need to fill in order to stay on track. Create a culture of employee empowerment Discuss the use of an employee-centric

approach when managing yourorganizations talent supply

How web 2.0 adds value

Michael Lux, VP, Global Education, CA, Inc.

Catherine Connolly, Director ofCommunications, CA, Inc.

Track A Social Learning Track B Business Strategy

Double Session/Round Table:Create an Employment Brand thathas Employees Knocking DownYour DoorWith aging demographics companies need tobe prepared to share knowledge across theorganization, develop leaders, and engagestaff in learning. A Corporate University canput some simple tools and processes in placeto make this happen. Create a corporate university with a shoe

string budget with limited staff and aunionized workforce.

Create partnerships inside and outside yourorganization to drive bottom line results.

Add real value to your organization bycreating a model that drives businessstrategy from top to bottom.

Develop a plan to start reporting strategiccommunications, and demonstrate ROI onthe organizations learning investment.

Tiffany Dotson, Learning & OrganizationalDevelopment, United Airlines

Track C Employee Development

Double Session/Round Table:Creating a Culture for ContinuedOrganizational GrowthThe importance of understandingorganizational culture cannot be overlooked.The bottom line for those who want to createa culture of success is to start with creating apositive environment. Break through the silosand create organizational integration andcontinuous improvement opportunities. Recognize priorities or overall values about

employees and how they want to live andwork

Take an active role in employee development Reflect on employee experiences Create a blended learning approach

End of Blue Sky Innovation Track

Track D Blue Sky Innovation Room

Wednesday, November 18, 2009

7:30 Registration & Coffee

8:00 Chairpersons Day One Wrap Up

Bob Elz, Vice President, Apollo Group Strategic & Academic Alliances

8:15 KEYNOTE PANEL: Gearing up for aDownsizing ReversalOrganizational growth is hard to grasp right now with thecurrent state of the economy. Inventory has been depletedand orders are now starting again in business. A bigconcern has to be, have we depleted our company somuch that we are not able to meet the challenges ofgrowth, if not rapid growth? Can we hire, train and makeproductive employees on a large scale quick enough if theorders start coming in? HR has had the tough challenge ofcutting costs, with employees and training. It will also havethe tough challenge of having to recruit key personnel asthings start to gear up. This panel will cover key elementsfor evaluation for both service and product organizations. Manage the post restructure transition of teams to

ensure productivity Retain and attract world-class talent in all functional

areas to boost innovation and profits Differentiate your company from the competition Plan for future growth so youre not left behind

Jeffrey Bouchard, Director, Learning & OrganizationDevelopment, FARO

David Crouch, Chief Learning Officer, Blue RidgeHealthCare

Walter Reyes, AVP, Human Resources, Goodwill NY

9:00 KEYNOTE: Inspiration and Innovation:Creating a Corporate Environment thatLeads to High Employee Performance & NewBusiness CreationIn an economy where innovation is easily stifled and moral isoften low. To inspire, you must both create resonance andmove people with a compelling vision. You must embodywhat you ask of others, and be able to articulate a sharedvision in a way that inspires others to act and engage. In

fact, this may be the ripest time for innovation and highemployee performance where learning leaders, utilizing theresources available, can foster just the right environment. Build an environment and opportunity to create,

innovate and have a voice Understand how the next wave of innovation could

come from any employee Set goals that encourage extraordinary performance from

your employees and inspires them to do great things Leverage your learning centers as the hub of not only

training but also innovation and idea sharing Remove the barriers of competition that often reduce

the desire to share

Jeremy Tillman, CEO & Founder, Trainup.com

9:45 Energizer: A Team exercise to get our mindsworking differently and get you revved upfor the rest of the day!

10:15 Networking Break

MAIN AGENDA, DAY TWO

Track A Social Learning Track B Business Strategy Track C Employee Development

2:00 Double Session/Learning Lab: Gain BusinessValue as an HR Function and Develop StrongCredibilitySocial media is all about connecting people. It is aboutconversations made more efficient by the Web. As learningand development establishes more defined uses of socialmedia, more questions arise about how to measure itsefficiency. Establish your performance baseline and identify theperformance gaps relative to peer companies while quantifyingthe improvement opportunities. Link learners before and after a formal training event Create informal learning opportunities and ad hoc

development opportunities Establish key metrics for determining social media success Determine future training needs by searching tags and

reading conversations Reinforce and sustain learning Use social networks to better position some of your senior

staff as subject matter expertsLearning Lab PortionThis learning lab will provide an opportunity to explore how tostreamline the functions processes and increase performanceon every level. Learn what to do and how.

2:45 Jessica Lee, Sr. Employment Manager, North America,APCO Worldwide

12:30 CUBIC Awards Luncheon

Barillas Recipe for Success; 3 Key IngredientsUsed to Implement Global ChangeBarilla America, Inc. began expanding its US operationssignificantly in 2007, building a new factory and since thattime has increased their headcount by over 50%.Additionally, that growth has stimulated the need for a globalERP platform; after two years of development implementationoccurred in early 2009. Tasked with ensuring the employeeshad the right skills at the right time, the learning team wasready to embrace this global change. This case study willcover the three key ingredients developed into a recipe forsuccess that are allowing them to prepare for future growth: A critical review of key success factors and what top

management thinks Lessons learned, in three areas: Change Management,

Communication and Competency Development How their measurement strategy allowed for critical

decisions to be made along this two year journey

Laura Birk, Director of Talent Development, Barilla

Implications for Strategy Learning andPerformance Improvement: A Case StudyLess than a year ago, the CEO of The Motley Fool challengedthe companys learning and development team to create aworld-class corporate university for the organizations 200employees. Starting with a handful of brownbag classes, apaltry budget, and a dedicated staff-of-one, they havetransformed learning at The Motley Fool with acomprehensive, integrated three-tiered program that hasemployees clamoring for development opportunities (and thisis not a group that generally clamors). In this session you willlearn how The Motley Fool created a program that works and where we screwed up along the way. Hear the why andhow: Exclusive or inclusive - how do you decide whom to

develop? Keeping the buy-in from the top Building and making the best use of advisory boards, both

internal and external Creating energy and enthusiasm around your programs Establishing a culture of learning

Roger Friedman, Dean, Learning & Development, TheMotley Fool

The Power, Passion and Pride of Leaders asTeachersPassive or Passionate? Do you wish your Leaders were morepassionate about developing employees in your organization?McCain Foods Limited, the worlds largest producer of frozenFrench fries and specialty potato products with manufacturingfacilities on six continents, sales to more than 130 countriesand almost 20,000 employees globally, recognized the benefitsof turning their leaders into teachers of the companysinternally developed leadership curriculum. McCain Foodsidentified four critical factors that contributed to the success ofigniting the power, passion and pride in their leaders: Creating strategic alignment Customizing and branding its programs Developing a resource toolkit to Prep Up, Step Up and

Follow Up Establishing a Community of Practice

Mary McNevin, Global Director, McCain Learning Centre,McCain Foods Limited

Sheri Peitersen, Global Leadership LearningProgram Manager, McCain Foods Limited

Attaining High Productivity and PersonalDevelopment GoalsTo increase business impact, organizations have partnered withuniversities to bring college to the workplace. ACI Worldwidedeveloped ACI University (ACIU), an online education programthat offers employees the opportunity to gain product andtechnical education as well as global learning and highereducation programs. The program offers educationalopportunities that enable employees to obtain the skillsnecessary for new roles emerging at ACI, which will meet theevolving needs of the companys global clients as well ascreate opportunities for the company. In this case study youwill learn: Examine the business impact of learning initiatives Develop and deploy customized online learning programs to

align with business needs Partnerships with universities to increase business impact

Tricia Danielsen, Director, ACI University, ACI Worldwide

9Register Today! www.cuweek.comMajorSponsor:


Welcome BagSponsor:

LuncheonSponsor:

POST-CONFERENCE EXTENDED SITE TOUR

9:00 2:00 Lunch will be served

Extended Site Tour - jetBlue University

If you didnt have the opportunity to attend the earlier tour of jetBlue University,this is your second chance!

This extended tour takes you through some of the most realistic trainingenvironments for crewmembers. To create these environments JetBlue Universityprovides blended learning solutions to Crewmembers utilizing a combination ofInstructor led training, eLearning and self directed learning. During this tour, youwill see The College of Airports, College of Inflight, College of Flight and theCollege of Technical Operations.

Support services are also provided at the Orlando Support Campus by JBUAdministration and Logistics, JBU Learning Technologies and JBU Assessment,Measurement and Evaluation. In addition, the Orlando Support Campus housesCorporate Security, Corporate Real Estate, Anti-Drug and Alcohol and the Uniformand Appearance Center.

Note from the CU Week Program DirectorAs a frequent flyer at CU Week, the executives at jetBlue do an excellent jobexpressing their enthusiasm for what they do but also a great job showing exactlyhow they consistently achieve excellence within and for their whole organization.THIS IS A MUST ATTEND!

G

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MAIN AGENDA, DAY TWO ... continued3:30 Afternoon Networking Break

4:00 PANEL: 30 Ideas in 40 Minutes 2009 Cubic Award WinnersFind out first hand how they achieved best in class status. Youll have the opportunity to askthem questions directly regarding their use of technology, how their learning organizationsare structured and the best practices theyve implemented. Hear the winners detail theactivities that had the greatest impact on their business. This panel of award winners will: Explain the strategic role the leader has played in determining how learning is driven and

integrated throughout the organization Present evidence of demonstrated employee commitment Document responsive changes in programming to meet organizational goals Share evidence of an ongoing strategic plan for future development Describe competence in contributing to the overall success of the organization and any

initial measurable results Provide evidence of strategic plan for future developmentTo find out how you can enter a submission and receive recognition, visit www.cubicawards.com.Panelists/Winners will be announced at the Annual Awards Luncheon & Ceremony

4:45 KEYNOTE PANEL: Learning Forecast: A Look into the Future Agendasof a Few Great Learning LeadersThe economic tsunami has severely impacted the learning and development space and its futuredirection. When it hit, companies made the decision to either cut corporate training funding orcontinue funding through modified and new strategies to remain innovative and be on topwhen the economy turns around. Most recently has been conversations about learning anddevelopment blending into talent management. This distinguished panel of speakers will discuss: Where is learning and development headed in the next 5 years? Who best understands the language of skills, and how capability matches to job roles? How are you using learning technologies to retain your competitive edge?

Moderator: Steve Roesler, Blogger, All Things Workplace

Panelists: Vince Eugenio, PhD, VP Learning and Organization Development, Iron Mountain

Rebecca Phillips, VP, Education & Training, Cincinnati Childrens Hospital

Crystal M. Reilly, Chief Learning Officer, TD Bank

5:30 Close of Conference

TEAM DISCOUNTSContact Customer Service at 1-800-882-8684 forthe following discounts:TEAM: Only one discount may be applied perregistrant.NON-PROFIT, GOVERNMENT, ACADEMIA:PAYMENT INFORMATION:Details for making payment via EFT or wiretransfer:A $99 processing charge will be assessed to allregistrations not accompanied by credit cardpayment at the time of registrationMAKE CHECKS PAYABLE IN U.S. DOLLARS TO:IQPCDetails for making payment via EFT or wiretransfer:JPMorgan Chase - Penton Learning Systems LLCdba IQPC: 957-097239, ABA/Routing #:021000021Reference: Please include the name of theattendee(s) and the event number: 10356.004

Payment Policy: Payment is due in full at thetime of registration. Your registration will not beconfirmed until payment is received and may besubject to cancellation.For IQPCs Cancellation, Postponement andSubstitution Policy, please visitwww.iqpc.com/cancellationSpecial Dietary Needs: If you have a dietaryrestriction, please contact Customer Service at 1-800-882-8684 to discuss your specific needs.Please contact the venue for directions ortransportation recommendations.2009 IQPC. All Rights Reserved. The format,design, content and arrangement of this brochureconstitute a trademark of IQPC. Unauthorizedreproduction will be actionable under the LanhamAct and common law principles.

08/28/09 09/11/09 09/25/09 10/23/09 Standard Price

Conference Only $1,199 (save $800) $1,299 (save $700) $1,599 (save $400) $1,799 (save $200) $1,999 All Access (Main Conference +4 Workshops/Site Tours + 1 Masterclass) $1,999 (save $2,995) $2,299 (save $2,695) $2,499 (save $2,495) $2,699 (save $2,295) $2,899 (save $2,095)Workshops/Site Tour Only $549 each $549 each $549 each $549 each $549 eachMasterclass Only $799 each $799 each $799 each $799 each $799 each

Qualified Learning & Development/ HR Practitioners

9/25/2009 10/23/2009 Standard PriceConference Only $1,999 (save $1,000) $2,499 (save $500) $2,999 All Access (Main Conference +4 Workshops/Site Tours + 1 Masterclass) $2,899 (save $3,095) $3,199 (save $2,795) $3,699 (save $2,295)Workshops/Site Tour Only $549 each $549 each $549 eachMasterclass Only $799 each $799 each $799 each

Standard Pricing

REGISTRATION INFORMATION

Thursday November 19, 2009

*Check website for package pricing. Note: End-Users include HR, L&D, Talent, OD practitioners within organizations, not including consultants, vendors, or solution providers. IQPC maintains the right to enforce pricingbased on company type and/or job title. Discounts are taken off the standard conference price. No two discounts can be combined.

About the VenueBuena Vista PalaceHotel & Spa

1900 Buena Vista DriveLake Buena Vista, FL 32830

Reservations:1-866-397-6516

The perfect place to stay, play, and relax, theBuena Vista Palace Hotel & Spa is adjacent to theDowntown Disney area. Buena Vista Palace is aluxurious haven offering unsurpassed comfort,hospitality, and design. IQPC has secured aspecial group rate for CU Week attendees. Thegroup rate is available 3 days prior and 3 dayspost event dates, before October 27, 2009, andis subject to availability. Please see the eventwebsite www.cuweek.com for more information.

11

2:00 pm 5:30 pmABOUT OUR SPONSORS


Major SponsorBellevue University partners with your corporation to create customized learningprograms designed to align with corporate needs as well as employee interests. The

program includes certifications and college degrees, and gives your organization: Assessment of corporate training for college Impactful delivery of content, Return on your education investment. Tel: 1-866-827-8467e-mail: [email protected]: www.corporatelearning.com

Co-SponsorsIntelego Corporate University (Intelego) is a professional and organizationalcapabilities development firm that partners with its clients to design, develop and

manage Corporate Universities and specialized training programs for large and medium-sizedcorporations in the Americas. During the past 8 years, Intelego has participated in the design andlaunch of over 44 corporate universities and schools throughout the region. Intelegos valueproposition resides in having a deep and thorough knowledge of the business dynamic in each ofits clients industries. The Intelego team has developed a proven track record to accelerate changeand improve business results. Currently, Intelego serves approximately 30 clients in the FMCG,retail, pharmaceutical, telecommunications, construction, housing and financial services sectors.Intelegos primary services include, but are not limited to: Effective corporate and organizational advisory regarding capability assessment and development

(Technical, commercial, management and leadership). Customized business simulations and other discovery learning solutions.Innovative design, development and delivery of classroom, e-learning and in-field experientialtraining programs. www.intelego.com.mx

TrainUp.com is your Career Training & LMS Marketplace!TrainUp.coms Expedia like training portal, training coordination services, & mini LMS

are all FREE! Locate instructor-led training nationwide. Search 200,000+ events from over 500 leading training

providers Identify top-tier instructors & curricula for onsite or train-the-trainer programs Browse 10,000+ online courses from Skillsoft, NETg, Mind Leaders and more Experience customizable web-based learning, performance & talent management solutions Interact in our upcoming Web 2.0 training community site www.TrainingConversations.comWith TrainUp.com corporations can now look to one source to manage and deliver enterprise widetraining, performance management and e-learning solutions.Website: http://www.TrainUp.com

Conference ChairpersonUniversity of Phoenix builds relationships with organizations to help achieve theircorporate goals by providing their employees with globally competitive skills. Our

unique learning culture stresses teamwork and bridges the gap between theory and practice.Students are empowered to directly apply their innovative new knowledge and skills in theworkplace through: Cutting-edge technology Tailored case studies Virtual OrganizationsIn collaboration with our employer partners, the University maximizes the return on educationalinvestments and strengthens the competitive edge in the global econom. www.phoenix.edu

Luncheon SponsorCapella University, founded in 1993, offers graduate degree programs in thefields of business, information technology, education, human services, publichealth, public safety, and psychology, as well as bachelor's degree programs in

the fields of business, information technology, and public safety. The university is exclusively online,and focuses on the needs of adult students who want a high-quality education they can pursuefrom any location. Capella University offers reduced tuition and other special benefits to membersof its alliance programs, which include more than 100 leading corporations, 25 percent of U.S.community colleges and many state schools, and every branch of the U.S. Armed Forces. Stop byCapellas booth to learn more about the Capella Alliance program and Capellas degree programs.www.capella.edu

Welcome Bag SponsorSet your team apart with industry respected online degrees from American PublicUniversity (APU). With APUs affordable curriculum, students learn from professors withpowerful academic credentials and relevant, real-world experience. We offer competitive

programs in Business, Information Technology, Education and many more. With monthly classstarts and weekly course schedules, students can achieve their educational goals while easilybalancing demanding professional and personal commitments. APU offers a robust university bookgrant for eligible undergraduates as well as fosters a supportive learning environment that reducesemployee absences while promoting student attendance. APU is regionally accredited and availableonline at www.apu.apus.edu

ExhibitorsEstablished in 1947, University of Maryland University College (UMUC)serves the educational needs of the global marketplace by offering over 130degree and certificate programs available through convenient online and on-site

classes. UMUCs prior learning credits and corporate partnership tuition rates are designed tomeet your organizations specific training and educational goals. Courses designed by faculty withreal-world experience provide relevant corporate training for an increasingly complex marketplace.UMUC is also an approved provider on the GSA schedule. For more information contact SteveScordo at 240-582-2535, email at [email protected] or visit www.umuc.edu/corporate

Keller Center for Corporate Learning offers corporate education,professional training and tailored learning solutions by combining the credibility

of DeVry University, its Keller Graduate School of Management, and Becker Professional Review inthe office, at home, or on the road. Visit www.corp.keller.edu

getAbstract provides rapid access to the vast expert knowledge of top businessleaders and authors. With more than 5,000 titles, it is the largest online libraryof book summaries. It is a business information resource that allows managers

to increase their knowledge, become more innovative, and solve their everyday business problemsaccurately and efficiently. getAbstract provides companies with a range of tools that ensure thesuccess of their business initiatives like no other: Virtual Book Club, getAbstract CompetencyListsTM, Personalized Summary ServiceTM, Snap-In Enterprise IntegratorTM, Usage Analytics,among others. Visit www.getabstract.com/corpunivsummit to obtain a Free Trial and see whymore than 1,000 Fortune 500+ companies use getAbstract today! www.getabstract.com

Kaplan IT Learnings STT Trainer is a complete solution for creating softwaresimulations, electronic user performance support, and documentation to trainemployees on any business critical web, windows, and java-based software

applications.More than just a screen capture tool, STT Trainer lets instruction designers create avariety of training modes and content from one single recorded simulation file: Preview demonstration mode (watch and learn) Interactive training simulations (learn by doing) Assessments (testing skills) SCORM compliant modules n-application user support & electronic help Documentation (DOC, HTML, PDF)Create Inspired Learning. Achieve Proven Resultswww.kaplanit.com

Founded in 1892, Strayer University is accredited by the Middle StatesCommission on Higher Education with 38,000 students online or at one of 57campuses. Strayer University provides customized curriculum, onsite programs,

and college credit for corporate training through our educational alliance program. StrayerUniversity will evaluate your internal training programs and provide transfer credit for comparablecollege credit. Strayer University grants credit for work/life experience, as well as maximizestransfer credits from other accredited schools. Your employees have a choice of taking their classesonline, on site, or on-campus. www.strayer.edu

The University Alliance is the worldwide leader in multimedia onlineeducation. Whether its earning a bachelors or masters degree or professional

certification, your employees will be armed with the right tools, skills and knowledge to accelerateperformance and enhance development. The University Alliance is the total solution for anycorporate education provider through state-of-the-art technology and professor-led onlineprograms from the finest accredited universities in the country. With more than 30 yearsexperience, 75 programs, and 300 online courses we guarantee that we will exceed all corporatetraining and education expectations and assist with continuous growth of your company.www.universityalliance.com/training

An innovator in corporate training and organizational performance,VitalSmarts helps teams and organizations achieve the results they care about

most. With award-winning training products based on more than 30 years of ongoing research,VitalSmarts has helped more than 300 of the Fortune 500 realize significant results using a provenmethod for driving rapid, sustainable and measurable change in behaviors. VitalSmarts hasmultiple training offerings, including Crucial Conversations, Crucial Confrontationstm, andInfluencertm. www.vitalsmarts.com

Based in the Kansas City area, SkillPath Seminars is the worlds largest trainingorganization specializing in professional and personal development seminars andcorporate training. SkillPath is dedicated to helping organizations in all industries develop

their employees and achieve greater success and growth in their businesses through personalizedtraining services.SkillPath provides training in a wide range of topics from management andleadership to communication, human resources, performance management, finance, projectmanagement, and many more. SkillPath Seminars and CompuMaster are trade names used by

the Graceland College Center for Professional Development and Lifelong Learning, Inc., a non-profit subsidiary of Graceland University of Lamoni, IA. Website: www.skillpath.com

The Distance MBA Program offers companies the opportunity to educateemployees through one of the nations oldest and most respected distancelearning programs. The flexible 2 or 4 year program fits the business and travel

demands of professionals while providing a highly applicable education. Students accessclassroom content through DVDs and video streaming; they view the full classroom dynamicfrom anywhere in the world. CSU's MBA program has been AACSB accredited since 1970. TheCorporate Partnership Program affords companies priorities in recruiting talented graduates andsponsorships, company projects are welcome in the classroom coupled with a valuable tuitionreduction program. www.csudistancemba.com

Drexel University Online partners with over 250 corporations, health systems,and government agencies to offer high-quality degree programs to employees atreduced tuition rates. The Drexel PRO partnership program is designed to help

organizations maximize their investment in education, increase retention and job satisfaction,and exceed learning and development goals. Ranked One of Americas BEST Colleges byU.S. News & World Report, Drexel delivers over 90 regionally accredited degree programs in aflexible online format perfect for working professionals! Take advantage of the benefitsavailable to your employees and your organization. Form a Drexel PRO partnership today!Learn more at www.drexelpro.com or contact Hayden Carpien at (215) 895-3913 [email protected].

Soundview Executive Book Summaries founders pioneered the concept ofoutlining the key points and ideas of full-length business books into quick andeasy-to-read summaries. Soundview Executive Book Summaries Corporate Site

License Program is our electronic developmental and educational resource that puts the latestbusiness trends and concepts at your companys fingertips. Employees will be more valuable toyour corporation as they review topics on management, leadership, finance, economics, sales,marketing and career success techniques. Busy professionals can read our eight-page summariesin just 15 minutes, or listen to our specially scripted audio summaries in about 20 minutes.www.summary.com

Federal legislative and regulatory changes could have a tremendous impacton your corporate success. Is your company prepared? For over 30 years,

The Washington Campus has provided executive education and leadership training programsthat bring corporate leaders face-to-face with experienced policymakers, issue experts, andadvocacy specialists who explain how Washington really works, how decisions actually getmade, who controls each step of the process, and how business leaders can ethically andeffectively influence the process.A Washington Campus program will add a unique and exciting dimension to your corporateuniversity that will have a direct impact on employee participation and success.www.washcampus.edu/corporate

Corporate University Enterprise, Inc. (CUE) is a workplace learningconsulting firm that develops, launches, manages, and refines enterprise-wide

learning strategies. CUE also builds specific training courses and programs, trainingmanagement processes, and evaluation approaches. CUEs methods are laser-focused onpractical applications that address the unique culture, goals, and structures of each clientorganization. Unlike other firms that report and run, CUE works to ensure that learningconcepts transition from thoughtful strategy to streamlined operations. The firms servicesinclude: Building of business plans for new corporate universities Instructional design for instructor-led, e-learning, and blended approaches Development of standard operating procedures and workflows for training groups Approaches to evaluation and metrics reporting to demonstrate the value of learning Tel: (866) 848-1675 Email: [email protected] Website: www.cuenterprise.com

Executive Perspectives (EP) is a learning and development company knownbest for our dynamic simulation-based learning experiences. These simulationsallow participants to learn from real-world, in-the-moment experiences

without taking the real world risks. As a result, Managers, Executives and Leaders are able toput to the test key concepts, competencies and skills that provide actionable insights to theirevery day decisions which link to business results back in the workplace. We have solutions focused on specific: industries (airlines to utilities!) learning objectives audiences (executives to individual contributors) time frames (multi-week to four hour) worldwide geographies Link to: www.epsims.com Email: [email protected]

MajorSponsor:


Welcome BagSponsor:

LuncheonSponsor:

What are you waiting for? Get involved! Dont Miss your Opportunity To: SPEAK, SPONSOR, EXHIBIT and NETWORK CUSTOM-TAILORED MARKETING SOLUTIONS: As aprofessional, you recognize how challenging it is to navigate through to the actual decision maker. Corporate University Week attracts attendance by top level professionals acrossindustries and functions. Together we can provide them with a one-stop-shop for all their marketing and business needs.

For more information, contact Mario Matiluch at 212-885-2719 or [email protected]. For media opportunities contact Sarah Thompson at [email protected]

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