Global INK

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Also Included:CEO Corner

Location NewsEmployee Focus and Much More...

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Pg 07

Pg 08

Your Time Matters

The Boomerang Ef fect:A Kenexan’s Musings on Appreciation

Giving Back To The Community

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Connect 08:Connecting People, Knowledge and Ideas

The New iKCT 4.8iKCT 4.8

and You

Alignment Feedback Talent Tracking

ALIGNMENT.FEEDBACK.TALENT TRACKING.

We use Eco-friendly Soy-Based Ink and Recycled Paper.

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From The Editor

Kenexa recently played host to

clients and thought leaders at

this year’s World Conference.

Th e theme of the conference was Connect, which explored connections between global trends

and relevant topics in the HCM space. Th ere was also

an Interconnect Series examining current issues and their relation to HR, including corporate social responsibility,

global warming, Generation Y, nanotechnology and

social networking. Th e turnout was very good, with many customers and Kenexans from across the globe

attending, and thought-inspiring talks enjoyed by all. We bring you the highlights elsewhere in this issue of INK.

Something new in Q3 is iKCT—this issue brings you information about the enhancements that the latest version, iKCT 4.8, brings to us all in terms of helping achieve accountability and alignment to Kenexa’s Values, Extreme Service Hierarchy, Top 1-5 Goals & Objectives and Leadership Expectations, and employee growth and development.

Kenexa’s Green Campaign is going great guns, with the BPW Committees at all locations making an eff ort to propagate our environment-friendly eff orts. One such event was held at Vizag, where Kenexans got together and cleaned up the beach near our offi ce—the local people

greatly appreciated this eff ort, which even got written

up in the local newspapers. Another green eff ort was the gifting of MP3 players to all KWC attendees on which

they could download the speakers’ presentations to avoid

unnecessary printing.

We are happy to inform you that Kenexa has recently

received two awards: one of Human Resource Executive® magazine’s 2008 Top HR Product of the Year Awards for its industry-leading product, SimSJT™: Customer Service,

and the Nebraska HR Employer of the Year Award from

the Society of Human Resource Management’s Nebraska State Council.

We hope you enjoy reading this issue of Kenexa Global INK.

Shubha Rao BenipuriCreative Direction:

Andrea Watkins

Managing Designer:Susheel Kumar Pandey

Please send your suggestions & questions to:[email protected]

CEO

When I walked into our Zurich offi ce some time ago, a

welcome sight met my eyes—one of the fi rst things that I saw

was a copy of Kenexa Global INK on someone’s desk. Th is

is not very large offi ce, it’s one that we inherited through the

Quorum International acquisition, and we have about seven to

eight people working here. I commented, “Oh, it’s good to see

that INK is here,” and the immediate response I got was “Hope

you don’t expect us to have memorized all the ten points that

make up the 10exa.” Needless to say, this made me feel real

good. I feel that INK has really and truly captured Kenexans

worldwide. It has become the medium through which we

connect with one another— from baby pictures to news from

our diff erent locations, to news about what’s happening in

Kenexa, it’s all there. I hope you all get as much enjoyment out

of INK as I do.

…it thrills me to hear from all corners of the world that p

CORNERwith Rudy Karsan

Page 2Page 2 Q3 2008

MEASURING GROWTH AT KENEXA:MULTIPLES, NOT PERCENTAGES

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Th e economic climate, which has been diffi cult over the last

year, continues to remain so. We face the macroeconomic

headwinds of the sub-prime crisis, higher oil prices, and now,

increasing unemployment. Th e eff ect has been felt globally—

in the US, across Europe and in Asia-Pacifi c. While no one

knows how long this global slowdown will last, I believe that

despite the slowdown, Kenexa will continue to grow because

our off erings provide value around hiring and retention to our

valuable clients. Our growth had tapered off a bit in 2007 and

during Q1 of 2008; however, we came roaring back in Q2,

where we grew by over 15 percent, quarter over quarter.

In the last three years, Kenexa has grown by multiples rather

than percentages—this is evident by any metric we choose to

consider. Our revenues have grown three-and-a-half times,

our employees by three times, our profi ts by four times, the

number of countries we operate in by six times, the number

of expatriates by seven times, the number of preferred partners

by three times and the P3 number by three times. We hope to

continue this level of growth over the next few years. In order

to do so, our employee base should be completely engaged,

and the servicing of our clients and innovation with regard to

new and improved product off erings, the continued learning

from each another, and working toward fulfi lling our dreams

should continue unabated. We have made the fi nal cut in the

Best Places To Work list, and will learn sometime early next

year whether Kenexa has made it to the Top 100. Whether we

make this list or not, it thrills me to hear from all corners of the

world that people love working at Kenexa. In the teeth of the

slowdown, it is the commitment that Kenexans have toward

clients and each other that enables us to continue growing. It is

a crucial attribute of our organization, and I hope that we will

never lose it.

Th e second half of this year has brought about signifi cant changes

within the organization. We recently went into a strategic

partnership with R&J Management Consulting in Shanghai, a

search and training company which has a very strong knowledge

base, a business philosophy consistent with ours, a strong team,

and off erings that align perfectly with those of Kenexa. Th is

t people love working at Kenexa.

… it is the commitment that Kenexans have toward clients and each other that enables us

to continue growing. It is a crucial attribute of our organization, and I hope that we will

never lose it.


will add another 100 employees and allow us to distribute our

off erings through mainland China. We are now getting fully

established in the Middle East and in our joint venture in South

Africa and we expect to add more countries as we continue to

service our clients. Th e immediate future will also see increased

revenue as our backlog has grown considerably as the number

of new clients we are acquiring continues to grow. We have

realigned our sales force, which should result in additional

growth in the back half of the year. Toward the end of this year

and early into 2009, our new platform on Kenexa 2X will come

out. We currently have a few clients on Beta as we test our Kenexa

Recruiter® product. Kenexa Recruiter® BrassRing continues to

have penetration among the Global Top 2500 largest employers

and I’d like to take this opportunity to congratulate the sales, the

service and the engineering arms of Kenexa Recruiter BrassRing

as they continue to develop the number one application in

this space.

Th ere are a few things about Kenexa that are deeply ingrained

in all of us. First, we have to participate in regular huddles—this

is the means by which we can orally communicate with our

teammates globally. Th e power of the huddle is that it allows

information to cascade and helps us to understand why our jobs

are important, what our clients’ expectations are, the standards

around which we need to operate, and how we can maximize our

time and eff ort in order to ensure that our clients are ecstatic.

Every Kenexan should be in a huddle at least two to three times

a week and preferably every day. If you are not on a huddle,

please talk to your manager and ensure that you begin. Second,

the creation of the Top 1-5 goals for every quarter enables us

to focus in a tight manner around the important aspects of

our jobs. Th e importance of the Top 1-5 is that they result

in better client relationships, more productive and effi cient

distribution of our eff orts, and the ability to continue to grow

in our organization. Th e use of iKCT is a method to enumerate,

measure and cascade these goals throughout the organization.

Please make sure your goals are well thought-out, measurable

and time bound. Goal setting and meeting of goals will be an

important part of career development and enhancement of your

experience at Kenexa. Th e third area I would like to stress is

discipline. Without discipline around huddles and setting goals,

we will fi nd ourselves being very ineff ective, which will then

lead to frustration, not only on our part but on the part of

coworkers. I truly recommend that you accomplish two things

regularly without fail—make sure you are on a huddle, and

enter your goals in iKCT.

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In Q1, Kenexa released the latest version of Kenexa CareerTracker® 4.8.

Now Kenexa has implemented Kenexa CareerTracker® 4.8 internally. Th e

implementation, which occurred in August of this year, revealed many new

features and functionality including a quarterly performance feedback module

that the Kenexa HR team developed.

Quarterly FeedbackBeginning with Q3, employees and managers at Kenexa will move to a

quarterly performance rhythm to replace the practice of completing annual

reviews. Research on drivers of performance indicates that more frequent,

timely, accurate and informal performance feedback has a much greater

impact on performance than annual feedback. With the implementation

of CareerTracker 4.8, parts of the new quarterly performance rhythm are

automated. Employees and managers are able to document their performance

dialogues and provide feedback within iKCT 4.8. Th is new rhythm not only

enhances accountability and alignment to Kenexa’s Values, Extreme Service

Hierarchy, Top 1-5 Goals & Objectives and Leadership Expectations, but also

helps employee growth and development.

Talent TrackingAnother signifi cant enhancement with the implementation of iKCT 4.8 is an

improved Professional Profi le module that will aid the HR department and

Leadership in succession planning, internal recruitment, career development

and workforce planning. When employees visit the iKCT Professional Profi le

page, they will be able to indicate their professional experience, educational

background, language skills, mobility considerations, skills profi ciency,

desire to utilize certain skills, and certifi cations attained. For example, if the

organization is seeking an employee who possesses more than two years of

management experience, speaks French fl uently and is willing to relocate to

London for up to two years, iKCT 4.8 will reveal eligible candidates. Or when

the organization needs to fi nd software engineers who are highly skilled in

.Net and have a strong desire to work with that skill, iKCT will lead us to

those individuals.

Enhanced InterfaceAn enhanced user interface will improve the employee and manager

experience using the system. For example, the Professional Profi le details

are listed on the home page, giving employees quick access to their profi le

details. Employees can also access their personal objectives by mousing

over the titles of their goals on the home page, which will reveal all

The New iKCT 4.8 and YouThe New iKCT 4.8 and YouBy Jeff rey Gelinas, Kenexa-Waltham

There are three key areas of focus:

Alignment:View the quarterly goals of your manager, •

leadership, and the companyCreate and track your Top 1-5 quarterly •

goals

Ensure that you’re setting yourself up for success.

Feedback:Provide self-feedback on your •

performance to your manager each quarterDocument your development needs and •

action plansReceive feedback from your manager •

each quarter regarding your performance

Enhance your performance through more frequent performance feedback conversations.

Talent Tracking:Update your professional profile with your •

latest qualifications and mobility factorsBecome “searchable” for succession •

planning and internal recruitment initiatives

Make your talents known.

ALIGNMENT.FEEDBACK.TALENT TRACKING.

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details about their objectives. In short, the home page will reveal a

great deal of information to the employee. Th e dashboard also includes

some reorganization and additions to make it easier for managers to

review all pertinent information for their direct reports.

TrainingTraining on the use of iKCT 4.8 for employees and managers took

place in Q3. E-learning modules have been developed to ensure that

employees continue to learn about iKCT 4.8. HR is also providing

extensive training to managers to improve their ability to provide

specifi c, meaningful performance to employees on a quarterly basis.

Next StepsHR has received great feedback from employees about how to

continuously improve the system to make it even more eff ective. Th e

latest implementation is the fi rst of a series of expected implementations.

Kenexa CareerTracker 4.8 has a number of other features and

functionality that Kenexa will look to implement internally in 2009.

Th ese include succession planning, compensation management and

development planning.

We encourage all Kenexans to at tend iKCT training. Please use the following link to sign up! http://intapps.kenexanet.com/generaltraining/myevents.aspx

New iKCT 4.8 Screen Shots

New iKCT 4.8 Screen ShotsNew iKCT 4 8 Screen Shots

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Have you ever wondered why entering your timecard and

expense report is important? It’s how Kenexa measures

profi tability on every project. It’s also how managers know

whether they should add additional resources to a particular

project. When all Kenexans commit to accurately entering

their timecard and expense reports every week, we can

precisely measure how successful we are as a company. Th e

measure of success for this initiative means you will be 100%

Accurate and 100% Timely on a weekly basis.

Remember, Your Time Matters to Kenexa’s ongoing success

and profi tability. Join us in committing to the Your Time

Matters Initiative.

Your Time

Matters


Calling on all Kenexans to track their time and expenses and enter accurate project codes and tasks into Oracle every week.

Calling on all Kenexans to track their time and expenses and enter t j t d d t k i t O l k

YourTimeMatters

Additional Information:Find project numbers by searching withinOracle, asking your manager or viewing thelist on the Accounting/Payroll Portal onKenexanet.

Enter the actual number of hours you work on every project

Include your travel time as hours spentworking on a projectSubmit your timecard on Monday morningif you know you’ll be working on the weekend

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Are you the yeast that raises the fl our? Are you the wind that

fl ies the kite higher? Do you have a magnanimous heart that shows

appreciation? If not, you might need to self-evaluate.

Appreciation, an ordinary word, makes an extraordinary diff erence.

And at what cost? Nothing! Why is it, then, that we don’t appreciate

all the way? A few words of acknowledgement, admiration and

gratitude can act as the power source that stimulates creativity,

generates positive energy and infuses the environment with

‘possibilities.’ One meaning for ‘appreciate’ is ‘to increase in value.’

So, surely the more often we appreciate, the more we will grow in

value, and be the reason for others’ growth? In other words, the

ripples created by appreciation are bound to be far-reaching.

As children, one may recall, getting good grades at school gave

immense happiness, motivating one to get more of the same. Every

successful person attributes their success to the encouragement

and support of their parents. On the personal front, we show our

appreciation to family and friends for their small achievements—

but do we, as managers and peers, fail to acknowledge even the

big achievements of our team or colleagues? If we do, it might

be because we are afraid we may lower ourselves in some way if

we appreciate our peers in the workplace. Th is couldn’t be more

wrong. Th e tremendous impact of showing appreciation has

been proven scientifi cally. Physiological studies on the eff ects of

appreciation have shown that it has very positive eff ects on the heart,

brain function and our immune systems. Clinical psychologist,

international speaker and best-selling author, Dr. Denise Nelson

says, “Appreciation is energy, like gravity, like electricity.” Kenexa

thought leaders have researched and written extensively about

topics like recognizing and valuing people. In a recent article Dr.

Jeff Jolton says: “We can all do a better job of valuing those around

us. For those doing the valuing, it’s not only rewarding; it’s where

you feel the most vulnerable. “Th is is why we don’t do it as often

as we should. Instead, we censor ourselves—fearing our comments

might be used against us. In most cases, it’s not a warranted fear,

and the gains far outweigh any potential risk in making one’s deep

appreciation of others known.”

So maybe we should ponder over the last time we verbalized our

appreciation of anyone at the workplace. Was it sincere or aff ected?

If you did, gauge how positively it turned out. Appreciation is an

art. Th is needs to be developed like any other skill. Skill develops

through practice. So, from now onward, when you fi nd an

opportunity to appreciate—go ahead and do it. At the workplace,

as in other areas, WYSIWYG (What You Say Is What You Get)

works. Try it—you will be amazed by the boomerang eff ect.

A Kenexan’s Musings on Appreciation

By Sharada Kotcherlakota, Kenexa-Hyderabad

Kenexa Employee Focus:Bruce Kneuer

Name: Bruce Kneuer

What location do you work out of?I work from a remote location in Laconia, New Hampshire.

Where did you grow up?I was born and raised on Long Island (NY).

Where did you go to school/college?I earned my B.A. at Williams College in Massachusetts and my MBA. at New York University.

What do you do at Kenexa?I work at improving the ways Kenexa discovers, organizes and transfers knowledge about its clients and its competitors.

What was your fi rst impression about Kenexa when you joined the company?Aggressive, yet pleasant.

What do you enjoy most about working at Kenexa?I am enjoying the ability to use my eclectic reading habits to assist Kenexa in always learning.

What do Kenexa’s mission and values mean to you?Th ey are a reminder that someone, somewhere, at the end of each day, should be able to say that they “did well” in part because of something I could do for them.

What are the specifi c measures you have adopted to be more “green”?I walk to work whenever possible. I try to instill in our children the classic “Yankee” cliché: “Use it up, Wear it out, Make it do or Do without!”

What do you do when you’re not working?I spend time with our six children (ages almost 3 to almost 17)—with fi ve playing sports and all six having inherited their parents’ love of books, I am never at a loss for something to do, attend or discuss!

Th e music you love listening to: My musical taste “got stuck” between the Beatles and about 1985, with a touch of some 1950s.

Favorite Quote: “I learned this, at least, by my experiment: that if one advances confi dently in the direction of his dreams, and endeavors to live the life which he has imagined, he will meet with a success unexpected in common hours. He will put some things behind, will pass an invisible boundary; new, universal, and more liberal laws will begin to establish themselves around and within him; or the old laws be expanded, and interpreted in his favor in a more liberal sense, and he will live with the license of a higher order of beings. In proportion as he simplifi es his life, the laws of the universe will appear less complex, and solitude will not be solitude, nor poverty poverty, nor weakness weakness. If you have built castles in the air, your work need not be lost; that is where they should be. Now put the foundations under them.”

–Th oreau’s Walden (1854)

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Giving Back To The CommunityGiving Back To The

On July 11th a team of intrepid volunteers, one of whom was Nicola

Wallace of Kenexa-UK, set off to attempt the Newman Trust Lakes

Challenge, the aim being to raise money and publicity for the Trust

by swimming 10km (400 lengths of the average swimming pool) in

the English Lake District. Established in 1981, the Newman Trust

provides holidays for over 120 disabled children aged 5-16 each year,

in various locations around the UK. Due to the high level of skilled

care they require or fi nancial circumstances, the children selected

for these breaks would not otherwise receive a holiday. The Trust is

an entirely voluntary organization and owes its success to over 200

people who dedicate their free time to helping these children. Every

penny raised goes directly towards a child’s holiday.

The team began training in January, with pool sessions of ever-

increasing distance. The whole training process was a steep learning

curve. To make things interesting, one team member (Judith) had a

knee operation weeks before the event and another (Dave) suffered

a hand injury, which meant he had to complete the event using only

his legs.

On day one, the team swam the length of Buttermere, followed by a

fell walk to Scale Force waterfall before descending to swim across

and along Crummock Water. On the second day they walked to

Easedale Tarn and swam around it, before returning to swim across

Grasmere and back. As expected, their main challenge was the

water temperature, but instead of the expected 16-17oC, they swam

in temperatures down to 11oC, as the Lakes had had a fresh top up

of cold English rain. (For comparison, the average pool comes in at

about 28oC and it feels “chilly” at 26oC.)


On July 27th, 2008 the Kenexa-India BPW Committee organized an event that entailed cleaning Vizag’s Rushikonda Beach, as part of an initiative to promote environment-friendly initiatives and reach out to the local community. The goal was to help conserve and preserve the bay waters and ecosystem.

The “Clean Our Beach” drive began at 7:30 a.m. amid a lot of enthusiasm and excitement. The event was a great success, with an overwhelming response and turnout of more than 100 Kenexans, joined by members of the print and electronic media. Some local fi shermen’s children soon joined in. The cleaning had a dramatic visual impact. The BPW Committee also donated some large permanent dustbins at the beach as part of this initiative. The media coverage gave Kenexa-Vizag a good platform for branding and brand recall, and will surely help make the community aware of Kenexa and the opportunities that exist here.

The clean-up was a strong team-building and social activity as well. Everyone joined hands to work toward the cause and then socialized over breakfast, games and dancing. Most of the employees were at the venue till noon, enjoying fun-fi lled activities like playing beach volleyball, team games, music and dance even after the clean-up drive was over. Kenexans at Vizag are proud to feel they have made a small difference in helping the city look better and (hopefully) educating others about being environment friendly.

Kenexa has adopted the Government Upper Primary School, Gaganmahal, Hyderabad, as a part of the Project 511 initiative (www.project511.org). This project was born out of the need to help the myriad of economically-challenged children enrolled at government-run schools that lack even the basic facilities (there are 832 such schools in Hyderabad alone). The charter of the project is to fund the maintenance of government schools by way of meeting their operational expenditure and any additional maintenance overheads including inducting more teachers.

As part of our commitment to the community, Kenexa has been donating Rs. 20,000 per year to this school. The money is used to provide stationery to the children and other small benefi ts. Having been informed by the project coordinator that the school is in dire need of certain other amenities such as water storage tanks, some essential plumbing, and school bags for the children, the Hyderabad BPW committee decided to give Kenexans the opportunity to make personal donations to add to the money the company donates. There was a phenomenal and generous response to this collection drive, with the total collection amounting to Rs. 20,000. Way to go, Kenexa!

Kenexa–Hyderabad: Adopt A School

Kenexa–UK: Newman Trust Lakes Challenge

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issued to Dave to swim one of the lakes in a Borat Mankini swimsuit.

Never one to back down from a challenge, he agreed on the basis that

the Mankini should pay for a child’s holiday. The amount required was

duly raised and he swam in the garment.

The team found the Lakes Challenge exactly that: a challenge. Like

all challenges it was diffi cult, sometimes unpleasant, but thoroughly

rewarding. So far, the Lakes challenge has raised nearly £8,000.


Giving Back To The Community Community

Corporate responsibility is doing an about-face. It’s no longer about the old defi nition of “charity”—

knock that word out of your vocabulary. It’s about helping build the sense of community that we as humans crave. And it’s about returns on our investments: what we get back by doing good, both as individuals and as a company. Rudy Karsan is dedicated to the idea of company-wide community service. If 80% of Kenexa employees set aside eight work hours for volunteer service during 2009, in 2010 we’ll be eligible for double that benefi t. To quote 10exa 10: “At Kenexa, we believe that when people are in jobs they love, they are not only more productive employees, they are better parents, friends, partners and neighbors.” One way that Kenexa is committed to improving our work experience is by allowing us to use Kenexa time to improve the quality of life of those less fortunate than we are. “Defi ning yourself by the work you do” doesn’t necessarily have to apply to your business life. People fi nd strength, empowerment and an increased sense of self by reaching outside the workplace to lend time to those who can benefi t from their unique talents. They also have the opportunity to forge relationships with individuals they wouldn’t ordinarily come into contact with.

We plan to kick off this initiative in January 2009. Employees will learn more about how they can fi t service projects into their busy schedules, ways in which they can serve and which local organizations require volunteer assistance. Questions? Suggestions? Like to share a story about your volunteer experience? Contact Elena Shaffer in Wayne at (610) 971-6140.

Kenexa Volunteer Day

Kenexa aims to increase employee volunteerism to 80% in 2009

By Elena Shaffer, Kenexa-Wayne

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Kenexa-DallasRPO Performance Excellence Event: On July 18th and 19th, the

RPO division held their Performance Excellence Conference in

Frisco, TX, hosting over 110 employees, managers and executives

for two days of training and team-building. Th e Performance

Excellence Event is an annual RPO internal conference specifi cally

designed to foster divisional communication, to provide relevant

skills training and to encourage partnership among our remote and

client-site team members.

Th is year’s event was packed with business and training sessions.

General session activities included a record breaking Mega-

Kenexa Compass session hosted by Jennifer Powell from Kenexa-

Lincoln and a presentation of the 10exa by Tim Geisert, also from

Kenexa-Lincoln. Individual breakout sessions on Saturday included

development and instruction on understanding personal and

behavioral dynamics, operational fi nance, networking and sourcing,

and client relationship management. Both days concluded with

dinner events, allowing our teams to let off some steam from our

activity-packed business sessions.

Th anks to everyone who helped make this event a success, especially

the RPO team members, whose continual drive for excellence,

combined with a commitment to work and fun, came together in

true Kenexa fashion for an outstanding event.

Kenexa-Hyderabad Th e Kenexa Quarterly (Q2) meet was held at the Green Park

Hotel on August 29th. Th e Extreme Service awards were given out

by Raghuveer Sakuru and Debasish Roy—congratulations to all

recipients. Th e evening commenced with a fi ne classical dance recital

by Kenexan Kalyani Kaza set

to a famous song from an

Indian period fi lm. A mind-

stimulating quiz anchored by

Sharavan Karpuram and Ajit

Nair lifted everyone’s spirits as

teams battled it out with each

other to be the best. Kenexans

Rohini Th akur and Chetana

Prasad danced to a medley of

Bollywood (as the Mumbai

fi lm industry is referred to)

tunes that had everyone

applauding and tapping their

feet. Th e evening ended on a

fi ne note with a formal vote of

thanks, dinner and dancing,

and fl ushed, happy faces.

Kenexa-Onsite (Corning Team)Fun while learning: Th e entire onsite team enjoyed the RPO

Performance Excellence conference in Frisco and came away with

new contacts and great memories.

Accomplishments: Once again the team exceeded the Quarterly

Goal. Th ey continue to solidify their relationship with Corning

Incorporated and have added additional areas of service for them.

Th e team continues to do a great job for this client.


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Kenexa-UK Business WinsRPO: We are designing and executing a program for new clients

Stryker UK (Consultancy Engagement) to help source, recruit

and assess sales talent throughout the UK. We are also adding

more value to our SAP relationship delivering some employment

branding projects for SAP in Switzerland.

Assessment: New clients: Audit Commission, Nakheel, BT, Staples, E.ON, Herbert Smith and SAP.New Prove It! clients: Lancashire County Council, City of York Council and Heritage Care (one of the UK’s largest care providers).

Survey:New clients: Nakheel ($1.2m/5yrs), Hessen-Forst (Germany), Philip Morris International (France), and Kone (Finland).

Talent Management:New clients: Baxter have extended KRB to a global implementation

and BP have agreed to take an additional two onsite resources.

BPW ActivitiesPicnic in Hyde Park: Th e UK offi ces enjoyed a picnic in Hyde Park,

London, in August. Th e Kenexans (plus their families and friends)

had a great day and were extremely lucky with the weather. Th ere

was plenty of typical picnic food (scotch eggs, sausage rolls, crisps

and fi zzy drinks) and as well as sitting around talking we played

some interesting games including catch the (raw) egg, wheelbarrow races and three-legged races.

London Treasure Hunt: Th ose that took part really enjoyed

the experience and learned a few historical facts along the way.

Congratulations to the winning team—Th e Gophers (Ian

Newcombe, Janis Chng, Alex Low and Amit Sidhpura)—who

completed the treasure hunt in 1 hour 19 minutes and scored a

total of 2400 points (from a possible 3000).

Water-Ski Day: Th e fi rst Kenexa water-ski day was organized and

booked by Austen Field. A group of eight from Talent Management,

Survey and Assessment spent an extremely entertaining day in

wetsuits trying out a range of water-based activities from waterskiing

to inner-tube riding.

Kenexa-Vizag100 at Vizag: Kenexa celebrated the achievement of 100 employees

at Vizag on June 26th during Rudy’s visit with a get-together and

lots of cake.

Th e Kenexa-Vizag Quarterly (Q2) meet: Th is was held on August

28th at the Park Hotel. Th e ambience created by the hotel’s

verdant lawns and the balmy sea breeze set the stage for a great

evening. Everyone participated in a lot of activities and games,

and thoroughly enjoyed a cultural program performed by some

employees and the foot-tapping music played by the DJ. Th is was

followed by a sumptuous dinner, after which everyone hit the

dance fl oor, shaking a leg to popular current music. Th e event went

on for nearly six hours, and was a memorable evening that will be

cherished and remembered by all for a long time to come.

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Kenexa’s third annual World Conference, held in Minneapolis on September 10th-12th, was a great blend of inspiring keynote speeches, stimulating knowledge sharing sessions and enjoyable mingling of attendees.

The event began with a welcome speech by Rudy Karsan, in which he spoke about the rapid changes that are occurring in the world, and how we need to acquire the insight to ask the right questions about how these changes might affect our organizations, so that we will be able to fi nd the right solutions to move forward successfully. The inaugural keynote speech was delivered by Peter Cappelli, George W. Taylor Professor of Management at The Wharton School and Director of Wharton’s Center for Human Resources. Cappelli spoke on the topic of “Talent on Demand: Managing Talent in an Age of Uncertainty.”

Other keynote speakers included Ron James, President and CEO, Center for Ethical Business Cultures, who spoke on “Ethical Business Cultures: Is the World Really Flat?” and Denis Hayes, National Coordinator of Earth Day, President and CEO, The Bullitt Foundation, on “Green

Connections: Everyone is Connected to Everything.” Denis Hayes spoke about how every event or act that threatens the environment, no matter where in the world it might occur, is a global threat rather than a localized one and we need to see it as such. His eloquent speech began with a description of all the threats the world faces but ended on a hope-inspiring note, emphasizing the fact that every little bit each of us does to be green can and will help.

The conference showcased a number of sessions on topics such as talent management, the use of global assessments, corporate social responsibility, employment branding, recruiting, employee engagement, expatriate management,

Connecting People, Knowledge and Ideas

In this age of rapid change,

global organizations will need to

think about how to strengthen

and preserve their culture

and core, develop effective

communication protocols, and

most important, ask the right

kind of questions so as to arrive

at the answers that will help

them handle change effectively.

By Shubha Rao Benipuri, Kenexa-Hyderabad

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employee referral programs and diversity. Many sessions were packed, with standing room only—these included Kenexa’s coverage of Web 2.0 topics, such as “Testing Generation Wii: The Future of Online Assessment for Selection and Development,” “Sourcing and Networking: The Takeover of Web 2.0” and “The CEO Shift.”

Bill Kutik, technology columnist for Human Resource Executive magazine, conference co-chair of the HR Technology Conference and host of “The Bill Kutik Radio Show,” moderated an industry analyst panel that included Elaine Orler, Knowledge Infusion; Josh Bersin,

Bersin & Associates; Karen Beaman, Jeitosa and Al Adamsen, Kenexa. Attendees asked panelists for valuable “how to” information to address global workforce and HR technology challenges. Session feedback was very positive, as attendees appreciated their ready access to all these thought leaders in one forum, and to hear their insightful views on talent management issues.

The opening evening’s social event featured “the best of the Beatles recreations” from the Broadway hit show Beatlemania. The

interesting factor here was that after a day during which people spoke about differences between the various generations

in the workforce, everybody in the crowd—from the Baby Boomers to the Millennials—seemed to know the lyrics to all the Beatles’ songs and were singing along with equal enjoyment. Apparently, good music knows no generation gap! Everyone had a great time at both evening events, with excellent food and sparkling conversation.

Kenexa’s new learning management system, Kenexa Learning Management (KLM) was launched during Connect ‘08. This newest addition to Kenexa’s talent management suite delivers comprehensive learning management, analysis, creation and collaboration capabilities in an easy-to-use, personalized browser environment. More information can be accessed at www.kenexa.com/Solutions/TalentManagement/LearningManagement.aspx. Kenexa also released its annual WorkTrends research report at Connect ’08.

In his welcome speech, Rudy exhorted attendees to mingle and meet as many people as possible—and everyone took him at his word. From keynote presentations to breakout sessions to evening events, each Connect ’08 activity provided a great opportunity for people to learn and to network with others. Nicole DeWald, KWC manager, Matt Jordan, KWC assistant manager and the entire Marketing Team deserve a round of applause and thanks for the excellent arrangements—we know it took a lot of hard work, but they made it look seamless and effortless. We look forward to next year’s conference in Dallas, Texas, USA.

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EngagementsCara Tooley was engaged to Matt Spurr on July 10th.

Kayleen Zimmer was engaged to Bryan Martin in May.

WeddingsChristy and DeWayne Furr were married on

September 7th.

Justin Rowenhorst and Shara Alfson were married on September 13th.

Kim Gruett and Michael Horsch were married on October 4th.

On September 10th, David

Costar was awarded the

“HR Business Partner of

the Year” from Providence

Health & Services, one

of Kenexa’s P3 Clients.

Providence gives this

Annual award to their most

valued vendor. Th e award

was presented to David by

Larry Kleinman, the Chief

HR Offi cer at Providence, during the Kenexa World Conference.

Rudy Karsan, who was also present, commented, “Kenexa’s ongoing

success is directly attributable to the partnerships we foster with our

customers. It is through their successes that Kenexa is successful

and receiving this unexpected award underscores the eff ectiveness

of our vision.”

Kenexa wins the “Nebraska Human Resources Employer of the Year” from Nebraska SHRM

Kenexa was awarded the Nebraska

HR Employer of the Year Award

from the Society of Human Resource

Management’s Nebraska State

Council. Th e award recognizes

Kenexa as a great place to work, in

particular for its focus on employee engagement, company-wide

community service, employee training and development, and

sound HR practices. Th e award was presented to Bill Erickson,

executive vice president, Kenexa at the SHRM Nebraska

State Council State Human Resource Conference, which was

held on Friday, September 19, 2008, at the Qwest Center in

Omaha, Nebraska.

Kenexa Earns One of Human Resource Executive®

magazine’s 2008 Top HR Product of the Year Awards

Kenexa has been awarded one of Human Resource Executive® magazine’s 2008 Top HR Product

of the Year Awards for its industry-leading

product, SimSJT™: Customer Service. Products

submitted for consideration for this award are

judged on innovation, user-friendliness and the

value they add to the HR profession.

According to Ben Hawkes, Director, simulation development,

“Winning this award is a tribute to the international team that has

been working on SimSJT: Customer Service. Afsarudy Yusof, our

developer and animator in Malaysia, deserves a lot of the credit

for making SimSJT look as impressive as it does. Th e award is

recognition of Kenexa’s commitment to researching and developing

new technologies.”

Human Resource Executive® magazine Managing Editor Kristen

Frasch said, “Kenexa’s SimSJT stands out because it has been

designed to be intuitive and easy-to-use while effi ciently and

eff ectively identifying talented candidates with exceptional customer

service aptitude. Th is SJT product boasts a user-friendly method

that supports a wide variety of market sectors and industries.”

Kenexa Recognized for Leadership Diversity by Forum of Executive Women

For the second year in a row, Kenexa has received the

Corporate Star Award from the Forum of Executive

Women (FOEW), which recognizes companies in the

greater Philadelphia region whose corporate boards are

composed of at least 25 percent women.

“Our board plays an integral role in defi ning the direction of our

company, and its composition is a refl ection of the diversity of our

employees, management team and customers. We are pleased that

the FOEW recognized our eff orts toward diversity again this year

with the Corporate Star Award,” stated Rudy Karsan, chief executive

offi cer, Kenexa.

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Parents: Jill and Aaron Ost Born: April 9, 2008

Kathryn (“Kate”) Makena Ost

Parents: Seshagiri Rao Boddu and Avanthi

Born: September 20, 2008

Aasritha Rao Boddu

Karson David Sharp

Parents: Jen and Ryan Sharp

Born: April 17, 2008

Parents: Stephanie and Don SmithBorn: May 5, 2008

Carter Alan Smith

Parents: Sarah and Pat Hodge Born: May 8, 2008

Cammie Patricia Hodge

Parents: Sarah and Chris Nichols

Born: May 16, 2008Neeley Wallace Nichols

Parents: Gurjeet Kaur and Mahip Singh Hanspal

Born: June 5, 2008

Meyher Kaur Hanspal

Parents: Sunita and Prabhuranjan Parhi Born: June 13, 2008

Prarthana Parhi

Parents: Jogesh and Jyothi AmmuBorn: June 23, 2008

Gayathri Ammu

Parents: Becky and Curt Moffat Born: July 31, 2008

Barrett Joseph Moffat

Parents: Andy and Lora Harms Born: August 14, 2008

Abigail Johanna Harms

Parents: Kristyn and Alan Sorber

Born: August 8, 2007Jonathan Alan Sorber

Parents: Kiran and Preethi Sangita Born: August 14, 2008

Tapasvi Sangita

NewestKenexansThe

Parents: Kalyan C. Donthula and Jyothi Born: August 6, 2008

Kritika Donthula

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We’re not big on structure—never have been and probably never will be. To get things done, we make personal connections to our teammates at all levels of the organization, and we help each other because we want to. This is why you’ll see leadership from every nook and cranny of our organization, not just from the top.

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