7th Annual HR Shared Services and Outsourcing Summit 2010

proudly presents

Transitioning to a Strategic Business Partner

Karla YoungerDirector HR Shared ServicesNorth AmericaCoca Cola Enterprises

Ed MartinezVP Shared ServicesWendy’s/Arby’s Group

Richard ByeDirector Global HR OperationsDell

✔ Balance outsourcing, insourcing and co-sourcing by understandingthe implications of each model, determining the cost effectivenessassociated with each model and evaluating the long-term effects ofeach on your company;

✔ Develop human capital metrics that best fit your business needs foruse in evaluating current and future projects, and to assist in themovement away from metric delivery towards metric analytics;

✔ Incorporate HR transformation best practices by expanding thescale and scope of HRSS offerings and developing successful changemanagement during the move to the strategic role;

✔ Globalize successful HRSS projects by proactively evaluatingexpandability, benchmarking best practices for globalization andregionalization and considering implications of cross-border governanceinto a plan; and

✔ Enhance HRSS service delivery through multi-tier models,centralization and automation.

Featured Keynote Speakers:

Join us at the 7th Annual HR Shared Services andOutsourcing Summit to discuss key priorities in the SharedServices space including how to:

Sponsor: Media Partners:

Coca Cola EnterprisesDell Kellogg CompanyAOLWendy’s/Arby’s GroupEquifaxW.W. GraingerUnisysThe Hanover GroupEnersys…and many more!

Adopt and Adapt Best Practicesfrom these Leading Companies:

Sign-up Before March 26, 2010and Attend the Conference

Only for $1,299!See page 7.

May 10-12, 2010 • Chicago, IL

www.hrssoutsourcing.com

This program has been approved for recertification credit hoursthrough the Human Resource Certification Institute (HRCI). Formore information about certification or recertification, pleasevisit the HRCI homepage at www.hrci.org.

Vice Presidents, Directors and Managersinvolved in:• HR Shared Services• Human Resources• HR Service Delivery• HR Metrics • HR Operations• HR Analytics• HR Technology • HR Transformation

Who Will Attend

SSON providesresearch, training, andnetworking for over

4,500 shared services executive members fromover 50 countries around the world. Whetheryou need resources to write a report, facts tobenchmark performance against or simply wantto meet some of your peers at the same stageof development we can support you. Sign uptoday, pay only $149.99 USD and receivebenefits that will help you to take yourimplementation to the next level.

Website: www.ssonetwork.comEmail: [email protected]: +44 (0)20 7368 9300

About the OrganizerDear HR Shared Services Leader:

If we’re going to be completely invested in HR Shared Services, we need todevelop and implement new processes in order to transform from atransactional business partner to a strategic business partner. Further, we needto support and evaluate processes to create a model that is the best fit for ourcompanies.

And it all starts with you!

The 7th Annual HR Shared Services & Outsourcing Summit will be a gatheringfor corporate HR & shared services executives from companies across NorthAmerica to exchange ideas, develop new partnerships and discuss the latesttools, technologies and strategies being employed in the profession. The eventwill focus on the most current topics in the HR shared services industry includingmetrics, automation, outsourcing, globalization, transformation and an overallfocus on the new strategic role. The 7th Annual HR Shared Services andOutsourcing Summit will offer a unique opportunity to exchange ideas andtoday’s strategy and performance best practices with your peers.

In facilitating organization-wide and lasting change in the way that HR SharedServices works, you will hear best practices from transformational leaders onhow to:• Develop a clear HR Shared Services vision to gain key stakeholder buy-in;• Incorporate best practices to support the transition to the strategic role;• Build a strong, detailed business model suited to fit your individual companyneeds;

• Create relevant and compelling metrics designed for effective measurementand communication;• Identify areas where globalization is viable and develop an implementationplan;• Balance outsourcing, insourcing and co-sourcing for transactional processes;• Expand the scope of HR Shared Services role in the organization.

I look forward to meeting you in Chicago, IL for a productive discussion on howto meet and sustain your high-performance objectives in 2010 and beyond!

Michelle QuintProgram [email protected]

This program has been approved forrecertification credit hours through the HumanResource Certification Institute (HRCI). For moreinformation about certification or recertification,please visit the HRCI homepage at www.hrci.org.

HCRI Credits Available

Sponsorships and exhibits are excellentopportunities for your company to showcase itsproducts and services to high-level, targeteddecision makers attending the 7th Annual HRShared Services & Outsourcing Summit. IQPCand SSON help companies like yours achieveimportant sales, marketing and brandingobjectives by setting aside a limited number ofevent sponsorships and exhibit spaces – all ofwhich are tailored to assist your organization increating a platform to maximize its exposure atthe event.

For more information on sponsoring orexhibiting at this or upcoming events, pleasecontact Mario Matulich at (212) 885-2719 [email protected].

Sponsorship and ExhibitionOpportunities

P.S. Maximize your learningexperience by attending ourhow-to workshops! Seepage 3 and register today!

Shared Services and Outsourcing Network proudly presents...



2 www.hrssoutsourcing.com • 1-800-882-8684

Day 1: Pre-Conference Workshops

Globalizing HR Shared Services: The Payoffs and Tradeoffs

9:30– 12:00 9:00 Registration

Developing Shared Services in a single country presents a familiar rangeof challenges, however doing it in a global context brings additionalchallenges that are not simply incremental but transcend the domesticissues, substantially multiplying the complexity of the undertaking.Most critically, the global Shared Service Model must be sensitive to theneeds of local business operations so as not to fall victim to an overlybureaucratic or ethnocentric approach. This workshop will address thekey issues arising in the globalization of Shared Services for humanresources, outlining the major differences to be considered on theglobal stage. The following topics will be covered:• Environmental considerations including materials, socio-political and

economic factors

• Organizational considerations including:- Various global models- Governance- Right-Placing- Business Process Selection- Skills and Competencies- Site Selection

• Evaluating payoffs, tradeoffs, balance of needs and building thebusiness case

Karen BeamanChief Executive Officer and Global Strategic AdvisorJeitosa Group International

A

How to Use the Balanced Scorecard & Dashboard for HR Shared Services

12:30 – 3:00 12:15 Registration – Lunch will be served.

This workshop will look at the Balanced Scorecard & Dashboard, andassess appropriate opportunities for application within HR SharedServices. We will look at examples within industry, and highlightcritical considerations that can help the HR Shared Services group addvalue and be competitive in today’s ‘outsource everything’environment. From this session, you will be able to:• Understand the fundamentals of the Balanced Scorecard and

Dashboard approach

• Develop a framework for your Strategy Map• Devise the elements for each ‘Leg’ of your Balanced Scorecard• Design your Dashboard concept

Rick Buchman & Charles HannabargerCo-AuthorsBalanced Scorecard Strategies for Dummies

B

6 Power Strategies for a Successful In-House HR Service Delivery Model

3:30 – 6:00 3:15 Registration

What if you could transform HR by actually improving the way youdeliver HR services – but with fewer resources and lower costs? Learnhow in this very interactive workshop. Join Jim Scully, Founder, HRShared Services Network, who will share insights, do's and don'ts, andlessons learned from the six strategies for building an unbeatable in-house HR Service Delivery model, which include:1. Measuring your value. 2. Owning your business. 3. Lightening your technology load. 4. Getting rid of waste. 5. Loving your people. 6. Creating a super-performing culture.

If done right, in-house HR Service Delivery can beat outsourced deliveryevery time – on cost, resources, quality and speed of response time,and customer satisfaction. The workshop will also include a look atSoftware-as-a-Service HR Shared Services technologies and a multi-tierapproach to HR Service Delivery and share a variety of customer casestudies.

Jim ScullyFounderHR Shared Services Institute, LLC

Barbara LevinSVP Marketing & Customer CommunityEnwisen

C

Monday, May 10, 2010

3Sponsor:

“I have met a lot of people with good experience and knowledge that they are willing to share and discuss. It's been quite enlightening. Tomeet and discuss new areas: things that organizations do, or what executives think when they are either are looking at outsourcing, or

when they are setting up a shared service, how they are trying to transform what they have been doing for a while.”Milan Desai, Director North America – BPO, Zensar Technologies Inc

Day 2: Main Conference SessionsTuesday, May 11, 2010

7:30 Registration & Coffee

8:00 Chairperson’s Welcome and Opening Remarks

8:15 Opening Keynote: Developing HR Shared Services intoa Valued Business Partner by Developing a Clear andConcise Business Plan to Define Strategic Functions For Shared Services to demonstrate to key stakeholders its ongoingvalue toward HR transformation, it is imperative that the organizationrealize the importance and skill level included in this group. There is nobetter way to illustrate the value the department brings than todevelop a business plan that outlines the current focus and upcomingprojects and implementation plans. During our opening presentation,Karla Younger of Coca Cola Enterprises will take you through her pathtoward HR optimization. Benefit from Coca Cola’s successes andlessons learned as you plan your organization’s transformation or takeit to the next level. You’ll specifically learn how CCE was able to:• Align HR to the Business• Implement a new HR Service Delivery Model• Map core processes globally to drive standardization in processes and

policy• Build two regional shared service centers using case management

technology and integrated telephony• Launch a global employee portal with employee and manager self

service • Implement global data standards to drive consistent data• Build centralized Employee Relations teams • Identify critical success factors and lessons learned

Karla YoungerDirector HR Shared Services North AmericaCoca Cola Enterprises

9:00 HR Shared Services Metrics Best Practice:Determining WHAT and HOW to Measure and theMetrics’ Value Proposition Metrics are critical to providing tangible evidence of the success of

various processes at a time when most organizations are forced tojustify resources. In this session, the following questions will beaddressed:

• Establish the key measures to support business strategy• Identify the behaviors that support key components through relevant

metrics• How to Identify and measure leading indicators or the ‘cause’ metrics• Use metrics to develop individuals to meet business needs• Realize how to equate the behaviors and address potential points of

weakness within a business

Steve AlbrightDirector HR Shared Services OperationsW.W. Grainger

10:00 Morning Networking and Refreshment Break in theExhibit Hall

10:45 The Outsourcing Balancing Game: Determining BestPractices to Promote Upmost Business Efficiency During the recent outsourcing frenzy, it is crucial that businesses learn toevaluate outsourcing’s implications to the business prior to diving intoany new ventures. There is also a need to evaluate existing outsourcingendeavors, as there may be benefits to bring functions back in-house.Ultimately it is imperative that companies proactively evaluate andunderstand the value proposition of balancing outsourcing andinsourcing overall. In this session, you will learn how to:• Evaluate a potential outsourcing endeavor to understand the

implications to business• Actively manage existing outsourcing engagements

for return on spend• Explore insourcing and global sourcing as alternatives

to existing outsourcing ventures

Mike LapetinaVP, Worldwide HR Client Delivery OperationsUnisys

11:30 In-House HR Shared Services at AkzoNobelLearn from the project leader how this employer, with 60,000employees worldwide, deployed a world-class HR Shared Servicesoperation, including:• Building the business case for C-level buy-in, including hard- and

soft-dollar savings as well as strategic impact• RFP and vendor selection• Benchmarks and measurements• Implementation lessons learned• Results and success

Kevin CrumManager of HR Shared Services Akzo Nobel

12:15 Networking Luncheon

1:15 Evolution of Shared Services: Dell’s Progression froma Country Model to a Global Shared Services CenterAs transformation continues from HR to the HR Shared Servicesgroup, Dell’s progression has enabled the company to fully utilize acohesive team of over 150 employees across Europe, Asia and theAmericas. By having a comprehensive plan and utilizing advancedtechnologies the company is world renown for, Dell has alreadytransitioned over 1/3 of their processes to the global scale. Learnbest practices for a timely and cost effective HR Shared Servicesglobal transformation. In this session, you will learn how to:• Transform to a global Shared Services hub by creating service

centers based in low cost countries • Understand the progression of Shared Services from a country-

based model to a regional ‘hemisphere’ model to a global model • Pinpoint business processes within your company that are best left

at the regional level • Utilize multiple HR Shared Service centers for seamless ‘one unit’

appearance to the end user • Determine forefront technologies and support that are critical to a

global model

Richard ByeDirector Global HR OperationsDell

2:00 Driving High Performance with an IntegratedPerformance FrameworkThis discussion will provide a case study involving an organizationthat developed and implemented an overall integrated performanceframework. This framework helped drive significantly favorableresults, and the creation of a high performance organization culture.The basic principles and content included in this performanceframework are usable across any type of organization, and itssuccess is clearly evidenced by the results achieved. The discussionwill include coverage in the following areas:• A “partnership model” which creates cross-functional integration

to drive success• The performance model that creates a high performance culture

which includes “many acting as one” toward common goals• A balanced scorecard that identifies the “key focus areas” to

measure and establish accountability • Performance levers, or actions that management can take to help

employees exceed expectations • The actual “best in class” results that were achieved by this organization


2:45 Afternoon Networking and Refreshment Break inthe Exhibit Hall


3:30 A Pragmatic Approach to Successful GlobalImplementationAs companies look to develop and expand, globalization is a keyinstrument to improve cost efficiency and streamline crucial HRprocesses. Where the same functions are performed differentlyacross the globe, Enersys shows how many tasks can beconsolidated into a comprehensive, task-specific business planthroughout Asia, Europe and the Americas while other tasks mayneed a more Regional approach. In this session, you will learn howto:• Evaluate a current process to determine where globalization is

viable • Review how to create pragmatic solutions and best practices for

globalization or regional implementation • Consider the impact of data protection issues, governance and

laws across borders

Sid ForrestVP of Human ResourcesEnersys

4:15 Panel Discussion: Determining the Capacity andScope of Metrics in Your BusinessAs an organization looks to metrics for accurate measurement of theirworkforce success and overall business efficiency, it is imperative thatcompanies discern where metrics will fit into the grand business plan.This session will review successful examples of metrics best practicespresented by leading industry metrics leaders. In this session, panelists willdiscuss their metrics experiences and perspectives on topics related to: • Defining and creating more sophisticated metrics for better measurement • HR scorecards for areas such as recruitment and retention • Effective SLA metrics related to HRSS call centers • Leveraging and deciding how to best interface metrics with the broader

community

Mark RamirezLead, Global Workforce Analytics AOL


5:00 Chairperson’s Closing Remarks – End of Day 2 Main Conference Sessions

7:30 Registration & Coffee

8:00 Chairperson’s Recap of Day 2 Main ConferenceSessions & Opening Remarks

8:15 The New Technology Model for HR Shared Services Today, bringing all or components of HR Shared Services in-house is moreaffordable – with a higher level of success – than ever before. By leveragingSoftware-as-a-Service (SaaS) solutions for the key components of HR SharedServices – such as an employee portal, a knowledgebase, case managementtools and more – solutions can be up and running quickly, with a low totalcost of ownership and a high ROI. This session will explore:• The various technology platforms for HR service delivery, HR Shared

Services and the new multi-tier approach• When SaaS and Cloud solutions make sense• How to build your technology requirements• Vendor evaluation• Preparing for deployment

Anne PaterraSenior Director, HRSSKellogg Company

9:15 Workforce Analytics: Delivering Real Value ThroughCreative Metric DesignBased on where your company is at in its lifecycle, typical humancapital metrics may not be revealing the insights you need. In thiscase study AOL will outline how their HR organization approachesmetric design in order to deliver meaningful and actionable databack to the business. Additionally, AOL will provide 'easy-to-advanced' metric development examples to ensure that you can takeaway practical models that are applicable to your specific needs. Inthis session you will learn how to:• Select or design relevant metrics to fit your business• Transition from a data reporting function

to one of data analysis and consultation

• Apply sound analytic design principles to drive consumption and understanding of your data

Mark RamirezLead, Global Workforce AnalyticsAOL

10:00 Morning Networking and Refreshment Break in theExhibit Hall

10:45 Expanding HR Shared Services: A Centralized Modelfor Employee RelationsAs the functionality of Shared Services expands, we must look toincorporate more refined components into the HR Shared Services’portfolio. As many traditional functions have already beenoutsourced or automated including payroll, benefits andcompensation, there is room to tackle "Employee Relations" andinstitute a more centralized model. This session will review how aFortune 200 financial services company built and integrated acentralized Employee Relations function into their HR SharedServices model. In this session, you will learn how to:• Identify key components of a centralized Employee Relations

function• Evaluate organizational readiness for the centralization of Employee

Relations• Identify keys to a successful design and implementation plan• Avoid common pitfalls in the implementation of centralized

Employee Relations• Discuss future phases of shared services models, including a case

study of The Hanover Group

Cara PawlischAVP, Employee Relations and HR SolutionsThe Hanover Group

5Sponsor:

Day 3: Main Conference SessionsWednesday, May 12, 2010

11:30 HR Modernization: People Readiness Strategies toEnable TransformationThe differentiating point which ultimately led to the success of ScienceApplications International Corporation’s (SAIC’s) HR Shared Servicesmodel was the integrated “people readiness” approach embedded inthe project management discipline for all projects. By incorporatingpeople readiness services, tools, and templates in their projectmanagement discipline, SAIC was able to manage change impacts bypreparing individuals for new roles (inside or outside the company)through communications, training, and HR transition support services.SAIC was able to create a well-received and flourishing HR SharedServices center. In this session, you will learn how to:• Support the transition to Shared HR Transactional Services through

a comprehensive people readiness approach to changemanagement

• Incorporate people readiness activities, tools, and templates into aprogram management approach to enable successful projectexecution

• Use the People Readiness service model to set the stage as aService Model for more strategic HR Shared Services

Lisa KingDeputy HR Program ManagerSAIC

Kathy BerrieVP Human Resources CorporateSAIC

12:15 Networking Luncheon

1:30 Change Management in HR Transformation: APragmatic ApproachWhen a new model of HR Service Delivery has been implemented,“change happens” and employees must adopt a new way ofworking with HR to ensure that HR talent finally gets the chance tooperate more strategically. But is everyone ready? Changemanagement must focus on making the new way work. It must gobeyond convincing stakeholders that the future state is right toenable the future state to work right. This session provides practicaladvice, examples and lessons learned based on over 15 years ofshared services experience from a change management professionalturned HR shared services executive and consultant. In this session,you will learn how to:• Address the three levels of human change: Head (understanding),

Heart (willingness) & Hands (ability) • Positively reinforce change in order to ensure its success • Utilize the equation for change: (Willing to + Able to) X Positive

Reinforcement = Change & Utilize the equation for change • Emphasize execution by all parties to ensure the process works

Jim ScullyFounderHR Shared Services Institute, LLC

2:15 Beyond Getting the Right People in the Right Seats:Talent Management Strategies to Develop HRShared ServicesWhether sparked by cost, company size or a need for control, manycompanies are choosing to keep the Shared Services group andassociated functions in-house. Rayonier’s successful in-house HRShared Services group is mainly attributed to a focus on talentmanagement. By developing existing top performers and recruitingnew talent, Rayonier was able to maximize ROI and establish acelebrated HR Shared Services program that is well-accepted acrossthe organization. In this session, you will learn how to:• Leverage the benefits of the Shared Services in-house model to

upper management • Create a successful in-house HR Shared Services center focused on

customer service, cost efficiency and data quality • Identify talent within the company and develop a plan for

recruiting the optimal talent

Shelby PyattDirector Compensation, Benefits & Shared ServicesRayonier, Inc.

Michael FountainSr. Manager, Benefits, Employee Services & RiskManagementRayonier, Inc.

3:00 Afternoon Networking and Refreshment Break inthe Exhibit Hall

3:30 Revving Up the HR Shared Services Engines:Expanding the Scope and Services As Shared Services evolves and grows within a company, the divisionmust learn to adapt and master new functions in order to furtherestablish themselves within the organization. Through theiradvanced HR Shared Service center, Ikon shows us how the removalof transactional tasks allows time and resources to concentrate ondeveloping new strategic areas. In this session, you will learn how to:• Develop an HR Shared Services strategy so as it aligns with

company strategy and focuses on: – Driving revenue – Impacting the bottom line

• Provide metrics to demonstrate ROI and secure stakeholder buy-in • Manage human capital effectively and resourcefully • Recruit and retain top talent for HR Shared Services • Expand HR Shared Services portfolio to include additional

responsibilities

Angie KenworthyDirector HR Programs & Leadership DevelopmentIKON Office Solutions

Amandalyn BassettSenior HR Manager IKON Office Solutions

4:15 How HR Shared Services Comes Full Circle and BackIn-House AgainMoving beyond the phase of outsourcing frenzy, this case studyillustrates the importance of a focus on strategy from the beginningof a HR Shared Services model. Broadridge has evolved from aninsourcing based delivery model to outsourcing focused model andnow has begun to bring functions back in-house. Christin Spigai willillustrate the importance of realizing the hidden costs associatedwith outsourcing and the years of errors it could potentially bring toyour organization. By reviewing lessons learned and outlining whathas been done to address the outsourcing issues, Broadridge is nowamidst developing a successful in-house HR Shared Services model.In this session, you will learn how to:• Strategize from the beginning during the development of HR

Shared Services within your organization• Realize the hidden costs and ongoing process errors of outsourcing

when weighing the cost benefit of outsourcing vs. insourcing• Fully develop the value proposition of HR Shared Services

Christin SpigaiSr Director, HR Technology SolutionsBroadridge

5:00 Chairperson’s Closing Remarks & End of Conference


a“My shared services group is still building. So you might ask me why this conference is important. It's important to me because it starts toshow me the road I need to take. It tells me what i shouldn't do, what to watch out for, to not jump the gun. Yes, so while everything may

not be to my level, meaning that a lot of these companies are well past us, it shows me the road where I need to begin.”Penny Formella, Shared Services Leader, Actuant Corporation

Registration Information

Website: www.enwisen.com

Enwisen is the recognized industry leader in providing SaaS-based solutions that help employers actuallyimprove the delivery of HR Services - yet with fewer resources and lower hard-dollar costs. Enwisen'sAnswerSource™ HR Shared Services is the only HR-specific service delivery suite that combines an HRPortal Interface, Personalized Knowledgebase, Case Management application and Onboarding solution fora true, multi-tier approach to delivering HR services across the workforce. AnswerSource HR SharedServices helps employers:• Provide strong "Tier 0" employee self-sufficiency • Promote first-call resolution in service centers • Handle higher inquiry volumes with fewer CSRs • Speed time-to-productivity for service reps • Maximize accuracy and consistency • Manages tickets easily • Lower hard-dollar annual cost-per-employee for HR services by an average of 30-50% The low cost of ownership of the SaaS-based solution makes it easily affordable to deploy and maintain.AnswerSource is used by employers from all industries and of every size from 1,000 - 100,000+ employees.

Please note multiple discounts cannot be combined.

A $99 processing charge will be assessed to all registrations not accompaniedby credit card payment at the time of registration.

MAKE CHECKS PAYABLE IN U.S. DOLLARS TO: IQPC

* CT residents or people employed in the state of CT must add 6% sales tax.

Team Discounts: For information on team discounts, please contact IQPCCustomer Service at 1-800-882-8684. Only one discount may be applied perregistrant.

Special Discounts Available: A limited number of discounts are available forthe non-profit sector, government organizations and academia. For moreinformation, please contact customer service at 1-800-882-8684.

Details for making payment via EFT or wire transfer: JPMorgan Chase - Penton Learning Systems LLC dbaIQPC: 957-097239ABA/Routing #: 021000021Reference: Please include the name of the attendee(s) and the event number: 18172.002

Payment Policy: Payment is due in full at the time of registration and includes lunches and refreshment. Yourregistration will not be confirmed until payment is received and may be subject to cancellation.

For IQPC’s Cancellation, Postponement and Substitution Policy, please visit www.iqpc.com/cancellation

Special Dietary Needs: If you have a dietary restriction, please contact Customer Service at 1-800-882-8684 todiscuss your specific needs.

©2010 IQPC. All Rights Reserved. The format, design, content and arrangement of this brochure constitute atrademark of IQPC. Unauthorized reproduction will be actionable under the Lanham Act and common law principles.

Register by March 26, 2010 Register by April 23, 2010 Standard Price

Conference $1,299 (save $700) $1,599 (save $400) $1,999

All Access $2,199 (save $1,447) $2,499 (save $1,147) $2,899 (save $747)

Workshops $549 each $549 each $549 each

About Our Sponsor

About Our Media Partners

7Sponsor:

Website: www.outsourcing-Law.com • www.biercekenerson.com

Outsourcing-Law.Com is the #1 destination for research on issues involving law on outsourcing. Edited by Bierce &Kenerson, P.C., a leading sourcing law firm, the site provides valuable resources and information to help businessexecutives, in-house lawyers and consultants develop and manage effective contracts for outsourced services in thefields of information technology, finance, human resources, research and marketing and regulated industries such aslaw and accounting. It publishes a free newsletter ten times a year. Bierce & Kenerson, P.C. is an award-winning,internationally recognized technology and business law firm, providing legal and contracting support to businessesin the areas of contract development and business processing of outsourcing services across a broad spectrum,including HRO, contract manufacturing, logistics and procurement outsourcing.

Website: www.outsourcingprofessional.org

With more than 100,000 members and affiliates worldwide, IAOP is leading the effort to transform the world ofbusiness through outsourcing. Our client-side members are, on average, responsible for $60 million per year ofoutsourcing spending with some overseeing outsourcing programs in the billions of dollars. Eighty-five percent ofcustomer members credit IAOP for improved outsourcing outcomes at their companies – making it the one sourceyou need for outsourcing success!

proudly present


Sign-up Before March 26, 2010and Attend the Conference

Only for $1,299!See page 7.


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