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February 14-17, 2011 Join Our
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Human Capital Management In A Time Of Limited Resources: Doing More With Less

NEW! Focus Day Dedicated To HR Metrics High-Level Briefings From The

And HR Technology Unrivaled Speaking Faculty Including:
Monday, February 14, 2011 Daniel B. Ginsberg
Assistant Secretary of the Air Force
New Learning Opportunities: for Manpower and Reserve Affairs
• Employ analytics to know when HR goals are met (or not) US Air Force
• Discover best practices for using HR metrics in human capital planning Honorable Juan M. Garcia
• Hear about practical examples of HR metrics or dashboards in use throughout Assistant Secretary of the Navy
the DoD (Manpower and Reserve Affairs)
US Navy
• Learn about OPM’s analysis & reporting and what OPM can do for you
Sheryl E. Murray
• Develop integrated HR systems
Assistant Deputy Commandant,
• Use social media to enhance HR processes Manpower and Reserve Affairs
• Learn best practices for using IT solutions for HR management US Marine Corps
• Discover practical examples of hr technology in use throughout the DoD Major General Gina Farrisee
Commanding General
US Army Human Resources Command
Major General Lawrence H. Ross
Main Conference: Director, Manpower and Personnel, J1
National Guard Bureau
Three full days of keynote briefs, panels and workshops dedicated to human
Major General Sharon K. G. Dunbar
capital management in a time of limited resources and doing more with less Director, Force Management Policy,
Tuesday, February 15-Thursday, February 17 Deputy Chief of Staff for Manpower,
• Strategic Human Capital Planning Personnel and Services
• Recruitment and Retention
US Air Force
John U. Sepúlveda
• Workforce Development
Assistant Secretary for Human Resources
and Administration
Department of Veterans Affairs
Problem Solving Scenarios/Small Group Kathleen Ott
Acting Deputy Under Secretary of Defense
Brainstorming Sessions for Civilian Personnel Policy
Department of Defense Civilian Personnel Policy
Throughout the four-day conference, you will have the opportunity to
Robert L. Gordon III
participate in small group problem solving sessions which will allow you to Deputy Under Secretary of Defense for Military
interact with your peers, discuss challenges and brainstorm solutions and best Community and Family Policy (Personnel and Readiness)
practices for meeting those challenges. US Department of Defense

HCMD Is Proud To Announce The 5th Annual HCMD Awards Ceremony. See Pg. 4 For Details!

Sponsored By: Organized By:

REGISTER Call: 1.888.482.6012 or 1.646.200.7530 Fax: 1.646.200.7535

TODAY! Email: hcmd@wbresearch.com Web: www.hcmdusa.com
 FOCUS-DAY
FOCUS-DAY: HR Metrics: Measuring Performance & Outcomes
FOCUS-DAY: HR Technology: Streamlining HR IT Processes MONDAY, FEBRUARY 14, 2011

8:00 Registration & Continental Breakfast 9:45 How Workforce Analytics Can Help Address Critical
Human Capital Issues
8:40 Welcome Address
Lisa Ringlen Yanni Pelekanos
Program Director Workforce Analytics & Optimization Service Leader
HCMD 2011 IBM Global Business Services

8:45 Chairperson’s Opening Remarks 10:30 Morning Networking Refreshment Break

Michael C. Springman
Vice President, Business Transformation Programs 11:00 Integrating Performance, Strategy And Budget:
Northrop Grumman Information Systems Reforming The DoD Hiring Process
• Using LSS/CPI: Defining successful process improvement
9:00 Using Analytics And Technology To Streamline HR • Certification, measurements and metrics
• Real world case study of successful project
Processes
• Tracking key performance indicators in human resources J.D. Sicilia
• Dashboards to improve hiring process and reduce the time it takes to hire Director, Strategic Management and Performance
• Enterprise-wide automated HR systems and Shared Service Centers US Department of Defense
• Automated tools for submitting and processing HR transactions
11:45 HR Metrics: Measuring Performance & Outcomes
Rhonda K. Diaz
Director Paul Mayberry
Defense Civilian Personnel Management Service (CPMS) Principal
Booz Allen Hamilton

12:30 Luncheon

HR Metrics: Afternoon High-Level Briefings HR Technology: Afternoon High-Level Briefings

1:30 Chairperson’s Opening Remarks Chairperson’s Opening Remarks

Michael C. Springman
Vice President, Business Transformation Programs
Northrop Grumman Information Systems

1:45 OPM’s Enterprise Human Resources Integration (EHRI) Developing Integrated HR Systems
• Understanding the technology landscape of HR hiring solutions
Data Warehouse • HR enterprise solutions for DoD
• Standardizing the collection of Federal employee data for the 1.8 million • Developing and integrating systems that work for your organization
Executive Branch employees on a bi-weekly basis • Is Cloud Computing the answer?
• Centralizing the focus on data quality and integration to one system
• Improving human capital management across the Federal employee base by Donald Copley
providing powerful workforce analytic and planning capabilities as well as Director of Training and Proponency
integrated reporting across the Federal workforce for agencies and operating US Army Recruiting and Retention School
units
Victor A. Karcher, Jr.
Project Manager, EHRI Data Warehouse
US Office of Personnel Management

2:30 PANEL: Best Practices For Using HR Metrics In Human PANEL: Best Practices For Using IT Solutions For HR
Capital Planning Management
• Determining what you want to measure • Web-based tools for civilian workforce development
• Forecasting and modeling to determine future requirements • Integrated platforms, centralized processes
• Understanding what the information collected means for your organization • What are the potential workforce issues of the future and how can technology help
• Appropriating resources based on your analytics meet those challenges?
For more information on this panel session, please visit www.hcmdusa.com. Colonel David E. Zeh
Vice Commander, Headquarters Air Reserve Personnel Center
US Air Force ARPC
Dr. Joseph Harrison Jr.
Chief, Civilian Human Resources, Recruitment and Retention
US Army Medical Command
John M. Weathersby
Executive Director
Open Source Software Institute

3:30 Afternoon Networking Refreshment Break

4:00 WORKSHOPS: HR Metrics Problem Solving
Scenarios/Small Group Brainstorming
This hands-on exercise gives you a new way of thinking and ideas to bring back to
your office. Collaborate and problem solve with your peers!
Each small group will have a specific theme, no more than 20 people and last 45
minutes. During this time, your group will work together to determine the
challenges, solutions and plan of action. You will have the opportunity to
participate in two Scenarios.
WORKSHOPS: Streamlining HR Processes Problem Solving
Scenarios/Small Group Brainstorming
This hands-on exercise gives you a new way of thinking and ideas to bring back to your
office. Collaborate and problem solve with your peers!
Each small group will have a specific theme, no more than 20 people and last 45 minutes.
During this time, your group will work together to determine the challenges, solutions
and plan of action. You will have the opportunity to participate in two Scenarios.

5:30 HR Metrics Focus Day Concludes Streamlining HR Processes Focus Day Concludes

2 REGISTER TODAY CALL: 1.888.482.6012 or 1.646.200.7530 FAX: 1.646.200.7535 EMAIL: hcmd@wbresearch.com WEB: www.hcmdusa.com
Conference Day One TUESDAY, FEBRUARY 15, 2011
Strategic Human Capital Planning In A Time Of Limited Resources

7:15 Registration & Continental Breakfast 10:15 Morning Networking Refreshment Break
7:55 Welcome Address 10:30 PANEL: Checking-In With The COCOMs: Lessons Learned From
Lisa Ringlen Joint Commands
Program Director • Managing HR for multiple services, plus reserve and civilian personnel management
HCMD 2011 • Process improvement in joint environments
• Figuring out how many people needed for mission including the makeup: How
8:00 Chairperson’s Opening Remarks many officer vs. enlisted? Civilian vs. contractor? Active vs. reserve?
Adam Jelic
Associate Partner, Human Capital Management Services Colonel Steve Johnson
IBM Global Business Services J1 Deputy Director of Personnel
US Special Operations Command
8:15 Human Capital Management Strategic Plan From United Colonel Marilyn H. Howe
Director for Manpower and Personnel (J1)
States Navy US Northern Command and NORAD
Juan M. Garcia, III was confirmed as the Assistant Secretary of the Navy (Manpower
and Reserve Affairs) on 16 September, 2009. In this capacity, he acts on matters Thomas E. "TJ" Hammond
pertaining to manpower and personnel policy within the Department of the Navy Division Chief, Leadership Institute
including issues affecting active duty and reserve Sailors, Marines, and Department US Strategic Command
of the Navy civilians.
Honorable Juan M. Garcia 11:45 WORKSHOPS: Strategic Human Capital Planning Problem
Assistant Secretary of the Navy (Manpower and Reserve Affairs), United Solving Scenarios/Small Group Brainstorming
States Navy This hands-on exercise gives you a new way of thinking and ideas to bring back to
your office. Collaborate and problem solve with your peers!
9:00 Talent Management: The Employee Experience Each small group will have a specific theme, no more than 20 people and last 45
Mike Chon minutes. During this time, your group will work together to determine the
Associate Partner challenges, solutions and plan of action.
IBM Global Business Services
12:30 Luncheon
9:45 Strategic Human Capital Planning At The US Army Human
Resources Command
Major General Gina Farrisee
Commanding General
US Army Human Resources Command

Afternoon High-Level Briefings

Civilian Human Capital Management Military Human Capital Management
2:00 Chairperson’s Opening Remarks Chairperson’s Opening Remarks
Adam Jelic
Associate Partner, Human Capital Management Services
IBM Global Business Services

2:15 Civilian Human Capital Management Military Community And Family Policy: Safeguarding Welfare And
Craig Todd Quality Of Life
Principal The Office of the Deputy Under Secretary of Defense for Military Community and Family
Booz Allen Hamilton Policy is directly responsible for programs and policies which establish and support
community quality of life programs for service members and their families worldwide. This
office also serves as the focal point for coordination of the broad range of Quality of Life
issues within the Department of Defense.
Robert L. Gordon III
Deputy Under Secretary of Defense for Military Community and Family Policy
(Personnel and Readiness)
US Department of Defense

3:00 Afternoon Networking Refreshment Break

3:30 Human Capital Strategic Planning: Developing A Strategic
Workforce Plan That Compliments Your Strategic Plan
• Developing a plan that is usable, aligns to your Command Strategic Plan
• How to develop an HC plan that supports the mission of your organization:
Utilizing the Human Capital Assessment Framework from OPM
• Roadmaps: The best practices for getting a plan together, future planning for
capability instead of just workforce as well as identifying strengths &
weaknesses
Pamela L. Spearow
Director, Civilian Personnel Programs
US Naval Facilities Engineering Command
Transitioning Military Competencies To Civilian Positions
• Retirement and continuum of service initiatives
• Veteran’s priority hiring
• Hiring wounded warrior programs
Jessica Wright
Deputy Assistant Secretary of Defense for Manpower and Personnel
Department of Defense Office of the Assistant Secretary of Defense for
Reserve Affairs (Manpower and Personnel)

4:15 PANEL: Telework: Current Initiatives And Challenges
• Expanding telecommuting opportunities across the DoD
• Making more employees eligible and requiring agencies to expand their
telework programs
• Getting management buy-in
Pamela Budda
DoD Lead Telework Coordinator
Defense Civilian Personnel Management Service
Aaron Glover
Special Assistant to the Director of Manpower,
Personnel and Security (MPS)
Defense Information Systems Agency (DISA)
PANEL: Lifecycle Management And Innovative Ways To Manage
Military Workforce
• Diversity recruitment strategies that work
• Talent Management and succession planning on the military side
• Taking a more long-term approach to developing the key performance indicators for the
Karen Meyer positions you will need to fill in the future
Wellness Program A Representative Of US Navy Chief of Naval Personnel
Manager
US Navy

5:00 Networking Cocktail Reception

6:00 Main Conference Day One Concludes

Sponsors: 3
 Conference Day Two
Recruitment And Retention In A Time Of Limited Resources WEDNESDAY, FEBRUARY 16, 2011

7:15 Registration & Continental Breakfast 11:45 PANEL: Workforce Transition & Talent Management
• Securing personnel data in current and future systems; securing access to the
7:55 Welcome Address data (i.e. PIV card access); and limiting what data really needs to be available
Lisa Ringlen • Potential DoD drawdown, filling hard to fill skills
Program Director • Transitioning between corporate life, civilian and active service; retiring
HCMD 2011 • Reducing contractors and planning for a new era of doing more with less
Brigadier General Walter Golden, Jr.
8:00 Chairperson’s Opening Remarks Director of Manpower and Personnel, J1
Adam Jelic The Joint Staff
Associate Partner, Human Capital Management Services William P. Marriott
IBM Global Business Services Deputy Chief of Staff Personnel, G-1
US Army Materiel Command
8:15 Human Capital Management Strategic Plan From United John Kresek
States Air Force Human Capital Management Executive
Mr. Daniel B. Ginsberg is the Assistant Secretary of the Air Force for Manpower and Northrop Grumman Information Systems
Reserve Affairs, Washington, D.C. A political appointee confirmed by the U.S.
Senate, Mr. Ginsberg heads a four-division department that deals at the policy level
with Air Force manpower and Reserve issues. He is responsible for providing overall 12:45 5th Annual HCMD Awards Luncheon And Ceremony
supervision of manpower, military and civilian personnel, Reserve component Sponsored By Supported By
affairs, and readiness support for the Department of the Air Force.
Daniel B. Ginsberg The HCMD Awards has been established to honor, recognize, and
Assistant Secretary of the Air Force for Manpower and Reserve Affairs, US promote successful human capital initiatives implemented throughout the
Air Force Department of Defense and Federal Government. This is also an
opportunity to recognize individuals and teams who have made a
9:00 Tapping Veteran Talent: Leveraging Military Skills To Build The significant contribution to progressing human capital management.
Civilian Workforce The 4 awards categories are:
• Connect military transition to civilian recruitment: How to hire qualified veterans
• Promote your organization as a veteran-friendly employer CATEGORY 1: Most Innovative Recruitment Program: Recognizing the
• Leverage online recruitment media to drive high caliber candidates to your job most innovative program in attracting top talent, implementing an effective
postings recruitment strategy, and demonstrating improvements in the hiring process.
• Enhance your veteran recruitment program to attract the best of these high
caliber candidates CATEGORY 2: Best Workforce Development Program: Recognizing
"T" McCreary the best program in advancing opportunities for high performing
President of Military Advantage and Vice President employees; providing training and competency development to
Monster Worldwide continuously engage and motivate the workforce.
CATEGORY 3: Best Implementation of an Enterprise Technology
9:45 Employee Engagement: How To Do It And How To Measure It System: Recognizing the best program implementation of a human
• Surveying employees, interpreting results and developing action plans
• Determining the percentage of employees who “look forward to coming to resources technology system, aimed at streamlining a specific HR process
work” everyday in order to drive down costs and improve efficiency and productivity.
• Working with managers on communication, recognition and training CATEGORY 4: Best Leadership Development Program: Recognizing
Kathleen Ott the best program focused on training and preparing future leaders, who
Deputy Under Secretary of Defense for Civilian Personnel Policy can develop cutting-edge human capital strategies, communicate
Department of Defense Civilian Personnel Policy effectively, manage performance and lead in a joint environment.
10:30 Morning Networking Refreshment Break * For updates on the Awards and Judges, visit www.hcmdawards.com.
* To host a table at the awards luncheon and ceremony, please
11:00 OPM Mandates & The Administration’s Long-Term Human
contact Mark Barrett at 646-200-7494 or email
Capital Plan Mark.Barrett@wbresearch.com. Space is limited.
• Updates on efforts to reduce duplication and overhead in military organizations
• Hiring reform initiative and impact of hiring freeze for DoD Planning on submitting a nomination? We’ll help you through the process!
• What is on the policy horizon? Contact Lisa Ringlen at 646-200-7468 or email lisa.ringlen@wbresearch.com
Angela Bailey * Visit www.hcmdawards.com for more information.
Deputy Associate Director, Recruitment and Hiring
Office of Personnel Management Nominations must be submitted by December 17, 2010. The winners
will be announced at the luncheon.

Afternoon High-Level Briefings

Talent Management Change Management

2:45 Chairperson’s Opening Remarks Chairperson’s Opening Remarks
Adam Jelic
Associate Partner, Human Capital Management Services
IBM Global Business Services

3:00 Recruitment, Diversity Efforts And Equal Employment: Best Force Management Policy At The United States Air Force
Practices For Attracting Top Talent • Force management policies for more than 675,000 Air Force military and civilian
• Recruitment and retention of candidates in HARD to fill positions personnel: Accession, assignment, evaluation, skills analysis and management,
• Developing a strategic staffing plan promotion, readiness, retraining, separation and retirement
• Manpower recruitment development • Total Force management to include contingency, mobilization, training management,
Steffanie Easter and rated force policy
Assistant Deputy Chief of Naval Operations (Manpower, Personnel, Major General Sharon K. G. Dunbar
Training and Education) Director, Force Management Policy,
US Navy Deputy Chief of Staff for Manpower, Personnel and Services
US Air Force
3:45 Engaging And Leading The Workforce For Results Measuring The Effectiveness Of Talent Management: The DLA
A strategic look at the challenges in the recruitment, retention, and engagement Workforce Readiness Index
of the Total Force. Captain Kate will moderate a panel of NAVSEA leaders who will Mr. Brad Bunn, Director, Defense Logistics Agency Human Resources, will provide an
provide an overview of the strategic initiatives and tactical projects that have been overview of a new tool being piloted in DLA to measure the overall effectiveness of civilian
recognized as best practices for recruiting, engaging, leading, and retaining human capital programs.
NAVSEA's Total Force.
Brad Bunn
Captain Kate Janac Director, Human Resources, J-1
Total Force Program Commander Defense Logistics Agency
US Naval Sea Systems Command

4 REGISTER TODAY CALL: 1.888.482.6012 or 1.646.200.7530 FAX: 1.646.200.7535 EMAIL: hcmd@wbresearch.com WEB: www.hcmdusa.com
Day Two Continued
4:30 Afternoon Networking Refreshment Break

5:00 PANEL: Succession Planning And Managing Talent Under PANEL: Promoting Cultural Change Within The Organization
Organizational Stress • Aligning organizational culture with mission, vision, and values
• Best practices for holistic organization-wide succession planning • Building support for effective change management
• Identifying who is retiring, how you need to fill that void (interns, mid-career • Performance management: Focusing on overall performance indicators and monitoring
advancements, etc) and come up with a plan progress toward strategic goals
• Keeping up with changes in the workforce: How to meet manpower • Building a mentoring culture
requirements Gary Farber
Ron Sanders Chief Human Capital Officer
Senior Executive Advisor US Naval Surface Warfare Center, Port Hueneme Division
Booz Allen Hamilton

6:00 Main Conference Day Two Concludes

Conference Day Three

Workforce Development In A Time Of Limited Resources THURSDAY, FEBRUARY 17, 2011

7:15 Registration & Continental Breakfast 10:30 Morning Networking Refreshment Break
7:55 Welcome Address 11:00 Human Capital Management Strategic Plan From National
Lisa Ringlen Guard Bureau
Program Director
HCMD 2011 Major General Lawrence H. Ross
Director, Manpower and Personnel, J1
8:00 Chairperson’s Opening Remarks National Guard Bureau
Adam Jelic 11:45 WORKSHOPS: Workforce Development Problem Solving
Associate Partner, Human Capital Management Services
IBM Global Business Services
Scenarios/Small Group Brainstorming
This hands-on exercise gives you a new way of thinking and ideas to bring back to your
office. Collaborate and problem solve with your peers!
8:15 Strategic Workforce Planning In A Tactical Environment Each small group will have a specific theme, no more than 20 people and last 45
• How the USMC is using the DoD reporting requirement to Congress on the minutes. During this time, your group will work together to determine the
status of Strategic Workforce Planning (SWP) to provide strategic direction for challenges, solutions and plan of action.
Marine Corps Commands
• Efforts to standardize the information provided from the multiple data systems to 12:45 Luncheon
ensure we are all looking at the same relative data regardless of the level of usage;
Data is key to developing successful strategies 1:45 NSPS Transition And The Future Of Performance-Based Pay At
• Steps toward finalizing a detailed technical and foundational competency
models to be used for gap analysis
The Department Of Defense
• With the deadline for transition looming (January 1, 2012) what do you need to
• Teaming to develop a SWP process that can be used throughout the USMC;
know?
collaboration and buy-in from all senior leaders, resource managers and • Status of the DoD Transition Guide
stakeholders; not just a Human Resources effort • New performance-based pay system – what’s on the horizon?
Sheryl E. Murray
John H. James Jr.
Assistant Deputy Commandant, Manpower and Reserve Affairs
Director, National Security Personnel System Transition
US Marine Corps Manpower & Reserve Affairs
Department of Defense NSPS Transition Office
9:00 Insights Gained From Leading Change
• Essential principles for initiating change and having others follow. 2:30 Progress Report: Workforce Development At The US Military
• Lessons on how change can fail. Entrance Processing Commands
• An inside look at John U. Sepúlveda’s current efforts to transform human • On-boarding and streamlined processes at the MEPCOMs
capital systems within the U.S. Department of Veterans Affairs • Developing integrated IT systems
John U. Sepúlveda Diane Skubinna
Assistant Secretary for Human Resources and Administration Future Plans Officer-Human Capital Development
Department of Veterans Affairs US Military Entrance Processing Command

9:45 PANEL: Acquisition Workforce Development 3:15 HCMD 2011 Concludes

• Growing the acquisition workforce from approximately 127,000 to 147,000 by 2015
• Balance between our government workforce and contractor support personnel
• Having the right competencies and skill sets, at the right places at the right time
For more information on this panel session, please visit www.hcmdusa.com.

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Sponsors: 5
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6 REGISTER TODAY CALL: 1.888.482.6012 or 1.646.200.7530 FAX: 1.646.200.7535 EMAIL: hcmd@wbresearch.com WEB: www.hcmdusa.com
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Registration Information Sponsorship And Exhibition
Opportunities:
With the administration-wide push to streamline processes, increase
Conference Pricing efficiency and do more with less, the Defense Community will need
HR solutions and services to help meet the needs and objectives of
their agencies. Some of the biggest human capital challenges an
Military $200 Off $100 Off $50 Off Full HCMD attendee faces on a day-to-day basis include:
& Government Dates Until Until Until Price • Hiring reform

Nov. 30th Dec. 30th Jan. 31st • Workforce planning

• Strategic organizational development

Package A:
• Training and development
3 Day Conference
+ HR Metrics Feb. 14-17 1,799.00 1,899.00 1,949.00 1,999.00 • Developing performance metrics

Focus Day • Effective succession planning

• Leadership development
Package B:
• Competency assessment
3 Day Conference Feb. 14-17 1,799.00 1,899.00 1,949.00 1,999.00
• Operational improvement to HR business processes
+HR Technology
Focus Day • HR IT management

• Change management
Package C:
3 Day Conference Feb. 15-17 1,349.00 1,449.00 1,499.00 1,549.00
Only Find out how you can participate as an HCMD sponsor,
call Mark Barrett at 646-200-7494 or email
Mak.Barrett@wbresearch.com.
Team Discounts For Military & Government Only

Teams of 3 or More $300 off until Nov. 30th The Solutions Zone
$200 off until Dec. 30th For your convenience, the networking activities at HCMD 2011,
$150 off until Jan. 31st including breakfasts, refreshment breaks, and the cocktail reception
will be centrally located in the Solutions Zone.

Others* Dates Full Price

There is a vast array of solution providers out there – the key is
finding the right one for you. It is critical for you to make smart
investment decisions that will produce meaningful results and help
Package A: improve your agency’s performance. We’ve taken some of the
3 Day Conference guesswork out of the process. As HCMD is not a trade show, only
+ HR Metrics Feb. 14-17 $2,580
companies who are recognized leaders in Human Capital
Focus Day
Management solutions will be allowed in the Solutions Zone.
Package B:
3 Day Conference Feb. 14-17 $2,580
+HR Technology
Focus Day Hotel Information
Package C: Sheraton National Hotel
3 Day Conference Feb. 15-17 $1,935
Only 900 South Orme Street
Arlington, VA 22204
Please note: 703-521-1900 Phone
• To secure your team discount, register online at www.hcmdusa.com or contact Bill Penney at 1-866- 703-521-2122 Fax
691-7771 or bill.penney@wbresearch.com.
• Team discounts must be booked and paid for at the same time. Team discounts do not apply to
www.SheratonNational.com
sponsoring or exhibiting companies or non government agencies.
• All discounts are taken off the full conference price. No two discounts or offers can be combined. The Sheraton National Hotel is conveniently located minutes away from
• Payment is due in full at the time of registration. Your registration will not be confirmed until the nation’s capital, and offers stunning panoramic views, contemporary
payment is received and may be subject to cancellation style, and first class service. With access to attractions such as Arlington
• CT Residents must add 6% Sales Tax to their registration fee National Cemetery, Kennedy Center, and Air and Space Museum, this
• For payment methods and to register now, please visit www.hcmdusa.com location is ideal for both family vacations and business travel. Nearby
Reagan National Airport makes transportation easy.
* Others include any solution provider to military or government agencies such as software, services,
consultants or other solution providers. HCMD reserves the right to enforce the appropriate rate. HCMD has procured a special conference rate of $207.00 per night (plus
tax). To book your reservations, call the Sharaton National at 1-888-627-
8210 and identify yourself as a HCMD attendee. Rooms are limited and are
PURCHASE SELECT AUDIO PRESENTATIONS* FROM THIS EVENT! on a first come, first served basis, so make your reservations as soon as
possible. After the hotel cut-off date of January 24th, 2011, rooms may still
Can't make it to HCMD 2011 or worried that there is too much information be available, so inquire with the hotel if you have missed the cut off date.

to digest in a few short days at the event? No need to worry. You can
purchase select audio presentations to share with your entire team.
• Register for the event today and for an additional $250 gain access to
select audio presentations from this event.
• Can’t attend? Purchase the CD-ROM only for $580
TRAVEL INFORMATION
For more information on transportation options to the conference
venue, please visit www.hcmdusa.com. The Sheraton National Hotel
also offers complimentary shuttle service - with scheduled runs every 30
minutes to and from Ronald Reagan National Airport (DCA) and the
Pentagon City Mall Metro.

*Presentations available are at the approval of conference speakers.

Allow 3-4 weeks after event date for shipping. The Smile Train
For every registration received for
Cancellation Policy HCMD 2011, WBR will donate a
Any cancellations receiving in writing not less than eight (8) days prior to the conference, you will
receive a 90% credit to be used at another WBR conference which must occur within one year from
portion of the registration fee to Smile
the date of issuance of such credit. An administration fee of 10% of the contract fee will be Train. For more information about
retained by WBR for all permitted cancellations. No credit will be issued for any cancellations WBR’s involvement with Smile Train,
occuring within seven (7) days (inclusive) of the conference. Attendees registered for complimentary please visit www.hcmdusa.com.
passes who fail to show for the conference are liable to a cancellation fee equivalent to the main
conference. Please visit http://www.wbresearch.com/hcmdusa/FAQ.aspx

Sponsors: 7
 Special Discounts Available For Military
& Government. See page 7 for details Start the
10665.005/GR

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February 14-17, 2011

Sheraton National Hotel,
Head of Human Resource

Arlington, VA
www.hcmdusa.com
535 Fifth Avenue, 8th Floor
New York, NY 10017

Human Capital Management In A Time Of

Limited Resources: Doing More With Less
WBR

Key Learning Opportunities At HCMD 2011:

• Understand how you can use metrics and analytics to better plan for
human capital needs
• Learn about current strategic-level initiatives – including hiring reform and
February 14-17, 2011 | Sheraton National Hotel, Arlington, VA

NSPS transition – and how they will impact your organization

• Learn about tools and best practices for streamlining your processes and
94% Of Attendees Consider HCMD

implementing strategic-level initiatives at the operational level

• Interact with peers and hear case studies, lessons learned and potential
solutions for current challenges in recruitment, leadership development,
succession planning, onboarding, etc.

When registering please provide the code above.

The Industry Leading Event

Your priority booking code is:

HCMD Is Proud To Announce
The 5th Annual HCMD Awards Ceremony. See Pg. 4 For Details!
Sponsored By: Organized By:
REGISTER Call: 1.888.482.6012 or 1.646.200.7530 Fax: 1.646.200.7535
TODAY! Email: hcmd@wbresearch.com Web: www.hcmdusa.com

Can’t make it to:
or afraid there is too much information
to digest in just a few days?
Get Access to hours of valuable
sessions and take-ways anytime,
anywhere...
Now you can view this outstanding conference
content on your PC or laptop with a CD-ROM that
puts you front and center at these informative
sessions. You'll hear our expert speakers as they
take you through the PowerPoint slides that
illustrated their talks.
This user friendly format allows you to:
• Gain valuable insight from your peers and
competitors in various Fortune 500 Industries
without leaving the office.
• Share with your colleagues at work.
• Stay up to date with the latest strategies, tactics
and trends in your industry.
Now you can share what you learnt at
HCMD 2011, with your colleagues.
Don’t leave them in the dark. Purchase the
CD ROM today!
Organized by:
This Session Content is available for a
fraction of the registration price.
You can view and listen to the content when
you want, where you want and as many times
as you want.
And if you attend HCMD 2011, this Conference
CD-ROM set is only $250! (That’s a $580 value!)
VIP Package: $250
(Select any package to attend the event
and for an additional $250 get the
conference CD ROM*)
CD ROM ONLY: $580 *
*Presentations available are at the approval of conference
speakers. Not all presentations will be published. Allow 3-4 weeks
after event date for shipping.