Category Archives: HR2013

Reflections from HR Tech and SuccessConnect 2013

Cloud, HR Tech, HR2013, ,

Hi friends,

Last week I spent a week in Las Vegas with some really smart people. HR and IT professionals came together at the beginning of the week for the 16th Annual HR Technology Conference and then at the end of the week for SuccessConnect 2013. It was so good, that by Thursday I had completely lost my voice. What a week!

A few thoughts, musings, reflections from the conferences:

At HR Tech, it was evident that customers are still searching for solutions, especially in the Talent Management space. A “talent hybrid” will become the norm for medium and large enterprises who already have a heavy investment in their on premise environment. On the Expo floor, there were a surprising number of recruiting vendors – obviously an area that is still innovating (and certainly being pushed by social recruiting companies like LinkedIn). The Worklogix team was there talking to our current and prospective customers:

Worklogix Team at HR Tech
Worklogix Team at HR Tech

Some of my favorite moments of HR Tech happened during the “TEDTalks”: Paul Sparta‘s session on debunking some myths of SaaS contracts was great. Paul did a nice job talking straight to the audience, as he was CEO of Plateau before being acquired by SuccessFactors. His point was simple and so true – treat your vendors right, and they will treat you right back. Ray Wang, from Constellation Research, took issue with some of the points made by Paul and asked Steve Boese (via Twitter) for an on stage debate next year. We’ll see if that happens ;o)

Ray also gave a great TED Talk on how the concepts of B2B and B2C are dead, and are being replaced by P2P (people to people) network. Ray is so passionate and smart, and I had the pleasure of (briefly) meeting him before he ran off to Europe for another conference. Check out his article on this topic in the Harvard Business Review.

I had the pleasure of spending more time with his Constellation Research colleague, Holger Mueller. Holger (@holgermu), Jarret (@SAP_Jarret), Pascal (@occean5)  and several of my Worklogix colleagues enjoyed a nice dinner together where we actually talked about more interesting things like yacht racing.  Check out Holger’s recaps of the conference here: HR Tech 2013 and SuccessConnect 2013. Good stuff.

I also thought it was neat to see Dave Duffield checking out a demo from around the periphery of the Workday booth. What a guy – hands behind his back, listening in humbly.

Dave Duffield listens in on a demo at the Workday booth
Dave Duffield listens in on a demo at the Workday booth

At the SuccessConnect 2013 conference, Employee Central was a focus area.  Jarret Pazahanick did a nice recap in this SCN blog, “My Thoughts on SuccessFactors Employee Central“. Luke Marson (@lukemarson) also shared some key takeaways of the conference on SCN. Martin Gillet also had some nice photography as usual.  It was great to catch up with my colleagues.

There were plenty of sessions on Employee Central, Employee Central Payroll, and even more on the talent modules, including SuccessFactors’ popular Goals and Performance Management application. There was a definite focus also on integration, as this remains the main concern for SAP customers after years of building out an integrated on premise ERP system. Integration will remain a key area for customers – even  for those that end up going to full cloud HCM – since much of the meat and potatoes (Finance, Supply Chain, SRM, CRM) may still be (and remain) on premise for these companies. Veteran industry analyst, Jim Lundy, from Aragon Research posted a blog during the show after him and I had a Twitter exchange which gave some refreshing real-world perspective on what’s happening in the marketplace. That’s a recommended read.

There was more information on SAP HANA Cloud Integration, which will end up replacing Dell’s Boomi for the Employee Central middleware (still TBD for timing).  Also, the formal announcement of SAP HANA Cloud Development Platform which will allow vendors to create custom apps in the cloud leverage the SuccessFactors API.

One of the more interesting and presumably popular models is the ‘Side-by-side’ scenario (which had previously been termed as ‘Two-tier’ where you have one or more instances of SAP HCM on premise running, as well as Employee Central for smaller countries/entities in the cloud. This is the case in the classic example of PepsiCo, who presented its story at both HR Tech and SuccessConnect.

At SuccessConnect, Worklogix was proud to be Silver Sponsors this year. It was a great conference for us as we got to connect with many customers and colleagues.

Worklogix Silver Sponsors SuccessConnect
Worklogix as Silver Sponsors of SuccessConnect 2013

On a side note, I want to congratulate Sharon Netwon and Steve Bogner as new HCM SAP Mentors for 2013.  Both are extremely knowledgeable professionals whom I have a lot of respect for.

That’s all friends- catch you later!

Follow me on Twitter @jeremymasters

 

HR2013 Amsterdam – Blog and Twitter Guide

HR2013, Mobility, SAP HCM, SAPInsider, SuccessFactors, ,

Hi there,

Conference time again. This time the SAPInsider team is bringin’ it to Amsterdam for HR2013.  I was here in 2011 for HR2011 at Amsterdam RAI, and it is a great venue, and of course, beautiful city.

I am Amsterdam
HR2013 – This Week in Amsterdam!

I wanted to write a quick post to include some blogs and Twitter information so you can maximize your time while in Amsterdam this week.

Several colleagues  have already wrote some nice posts on some sessions they will be attending. The line up is great. Here are some posts:

I also wrote a short post on the Insider Learning Network:  Getting Ready for HR2013 Amsterdam which highlights the sessions I am doing as well as some key topics I will be  on the lookout for.

During this week, be sure to follow the hashtag #HR2013 on Twitter. There should be lots of activity, including tweets from myself (@jeremymasters), Martin Gillet (@mgillet), Luke Marson (@lukemarson), Sven Ringling (@svenringling), Anita Lettink (@NGA_Anita), and Danielle Larocca (@DanielleLarocca)

Some SAP peeps to follow: Jean-Bernard Rolland (@watchthewave), Prashanth Padmanabhan (@sprabu), Paru Sankar (@SankarParu), Yannick Peterschmitt (@ypeterschmitt),  Paul Hopkins (@phpkns)  and David Ludlow (@dHRludlow)

Some SAPInsider peeps to follow: Allison Martin (@AllisonMartin14), Riz Ahmed (@rizalahmed),Benny DiCecca (@bdicecca) and tweeting from stateside: Amy Thistle (@AmyHThistle). Not sure who else from SAPInsider will be there, but you can catch the action on the #HR2013 hashtag.

I am sure I am missing a bunch more.

Looking forward to a great conference!

Jeremy (@jeremymasters)

HR Wrap-up from SAPPHIRE/ASUG 2013

ESS, HANA, HR Renewal, HR2013, MSS, SAP Fiori, SAP HCM, SuccessFactors, , , , , , ,

Hi friends,

I attended SAPPHIRENOW/ASUG 2013 conference this past week.  I went in search of some answers to questions I discussed in my last blog.  I will touch on all those items and more in this blog.

Quick Thoughts on the Keynotes

I had overall mixed feedback for the keynotes. I thought Bill McDermott’s segment with sportscaster James Brown and guests was impactful, with a great customer endorsement from Under Armour. In the afternoon, Seth Godin was a great speaker and thought provoking. On Day 3, Professor Hasso Plattner also gave a nice summary of HANA within a Q&A format. This worked well for the most part, though it did get too technical at times for the audience, who were looking for more practical applications to how HANA will make their business/life better.  It was disappointing to not hear from Lars Delgaard (who was absent due to a personal matter), especially for the HCM folks in the audience.

Overall, the timing on the Keynotes was not managed well – starting late (approximately 10-15 minutes) and then ending a good 25-30 minutes late on certain days. The audience for those venues can be engaged for one and a half hour max. Any more, you will start to lose the audience and the crispness of the session looses its impact. Hope that gets adjusted next year.

What’s in a Name, and Should We Care?

During the keynotes, I exchanged several tweets on the product name and correct capitalization of SAP HANA, since I had been seeing it written in a variety of ways: hana, SAP Hana, HANA, and SAP HANA.  Thanks to Jonathan Becher, CMO of SAP, he set the record straight:

So, we all now know from the source: the official name is SAP HANA.

While on the subject, do we even know if HANA stands for something? Usually capitalization indicates an acronym, right? For example, SAP stands for Systems, Applications, and Products in Data Processing … Say that five times fast ;o)

SAP’s new UI offering, SAP Fiori, was also getting its name hacked in the Twitterverse during the conference. There were also folks confused whether Fiori was FIORI.  At least we didn’t hear Fury.  Again, Jonathon set the record straight:

 

That said… should we really care about all this grammar? I’ll let you decide, but I would think consistency will help with the marketing behind this important product from SAP.

SAP Core HR and Employee Central

I chose to leave this section SAP Core HR and Employee Central instead of SAP Core HR versus Employee Central. The reason being: it was clear from the sessions that SAP is investing in both. In his session on “The 2013 Guide to SAP HCM Improvements: On-Premise and Cloud”, Jean-Bernard Rolland made it clear that SAP will not be forcing any customers to migrate from SAP Core HR to Employee Central. In fact, SAP has been and will continue to make investments in the SAP Core through the HR Renewal program.  (Manager and Employee landing pages are planned to be released in July of 2013). This is good news for on premise customers who are not ready for the cloud. Vendors, like Worklogix, also offer an option for improved usability on premise of Core HR for HR professionals, Managers, and Employees. (You can check out that solution, HR Desktop, here).

Bottom line is this: as SAP consulting partners, we need to continue offering customers options since each customer’s roadmap is situational on a number of factors including their existing investments, and technology/organizational readiness.

Also kudo to the entire ASUG HCM team, as I heard most attendees say that the sessions were valuable and informative.

Yet Another UI Option: SAP Fiori

SAP’s latest UI offering (available version 1.0 as of May 2013) is SAP Fiori, which boasts a rapid deployment of 25 of the most used applications (some HR, some non-HR like Procurement and Sales).  It’s framework is based on SAPUI5 (i.e., SAP’s HTML5) but also needs the SAP Gateway (exact version: SAP NetWeaver Gateway 2.0 SPS 06) for consumption of these services. It is device-agnostic, meaning it will work on any device such as smart phone, tablet, or desktop.  Part of the appeal is that it can work on current investment, with an intuitive and “responsive design” (i.e., the screen will re-format based on device).

Current offerings within an HR context for ESS (employee self service) include the following:

  • Time Sheet
  • Leave Request
  • Paystub
  • Benefits Overview

Current offerings within an HR context for MSS (manager self service) include the following:

  • Approval of Time Sheets
  • Approval of Leave Requests
  • Generic Approve Requests

You can check out the Fact Sheet here, the pre-requisites here.

Remembering some recent innovations around SAP, we saw Eh5 UI Renovations in 2010, the MSS Add-on 1.0 and CORBU in 2011, HR Renewal in 2012, and now SAP Fiori. SAP Fiori is the first “mobile first”-developed technology from SAP which is a step in the right direction. That said, the app list for HR is basic and many SAP customers will balk at the price ($150 per user, one time setup).  It also lacks any role for HR (current roles: Employees, Managers, Sales reps, and purchasing agents).

It’s too early to know whether SAP Fiori will be an attractive option for customers using SAP HCM. SAP hopes that it’s not another flop like Duet, which got little to no traction, despite being a very cool concept. On the ground, I am still seeing customers wanting to leverage their existing portal investments, whether it be Netweaver, Sharepoint, or Websphere. And I don’t see that going away anytime soon.

What are your thoughts?

SAP HANA and its application for SAP HCM?

I attended an informative session “Leverage the power of SAP HANA in HCM” with Srikanth Gopalakrishnan and Michel Wulf from SAP on the developments and innovations around SAP HANA for Human Resources.  The discussion was mostly payroll-focused, as some of customer pain comes from longer-than-desired SAP Payroll processing times. The in-memory capabilities around SAP HANA will be able to power the business suite, as a platform, by greatly speeding up processing and analytic time. This innovation will be available for customers running SAP Payroll on premise, as well as for customers using the SAP Payroll cloud option (i.e., SAP R/3 instantiated payroll in the cloud).

Oh, and still no word about a full, native cloud payroll on Employee Central, but this could be in the making behind several closed doors.

Next Stop: Amsterdam!

It was great seeing customers, partners, and colleagues at the show. It was an enlightening week for me and my colleagues – thank you SAP and ASUG!

For my European friends, see you next month in Amsterdam for the SAPInsider HR2013 conference.

Jeremy

You can follow me on Twitter: @jeremymasters

got mobility? HR Apps will Rule the World

HR2013, Mobility, MSS, SAPInsider, SuccessFactors, Uncategorized, , ,

Alright, maybe the title is a bit extreme, but I have seen a lot of excitement lately around mobility and HR. The question is not if mobility will hit mainstream HR platforms (be it on premise or SaaS), but rather how fast it will catch on.

So first things first, do you remember this?

Motorola DynaTAC8000X
Motorola DynaTAC8000X

It’s the Motorola DynaTAC8000X. For those old enough, the DynaTAC may be best known for being used in the 1987 movie Wall Street, starring Michael Douglas as corporate raider Gordon Gecko. Whether or not you were a fan of the movie, it’s pretty amazing to see this phone in action.

We have come a long way from the Motorola, having lived through the rule of Blackberry in the corporate world, until Apple came along with its iPhone and iPad innovations and flexed its muscles…

And now I reflect further on mobility, as I am getting ready for my HR Forum Q&A on the SAP Insider Learning Network, for Wednesday, April 17, 2013 at 12:30-1:30pm EDT. The session title is Leveraging HR mobile apps: Mobility with SAP ERP HCM and SuccessFactors. (Please register for this ahead of time – you can also go ahead and leave questions already on the site.)

During my session at HR 2013 in Vegas, I felt a strong connection with my audience. Lots of interest – as well as – lots of questions around what SAP and SuccessFactors has in their offering. During my session “Guidelines and Best Practices for Deploying ESS and MSS on Mobile Devices“, (which I am also presenting at the SAPInsider Europe conference in Amsterdam in June), I was able to articulate a few themes that seemed to resonate well with colleagues.

Performing HR transactions on a mobile device?

Yeah! Performing HR transactions on a mobile device will become the norm and not the exception in the not-so-distant future. In 2011, Gartner predicted that 40% of ESS and MSS transactions will be performed on a mobile device by the year 2015.  Whether or not we will achieve this number is not the point here.  Another interesting stat: In 2015, projected sales of smart phones/tablets will be 1.7 billion units, whereas the projected sales of PC/laptops will be 400 million units. Definitely makes you scratch your head.

Bring Your Own Device

BYOD is leading the charge where consumer IT is the pioneer. We demand our HR apps to work a certain way since we use Facebook, LinkedIn, Twitter, Amazon, and Google on a daily basis. In fact, on the same device we shop Diapers.com, we can also update our performance management plan, or approve leave requests, or look at the current headcount numbers. Pretty amazing.

Consider This!

If you are going mobile for HR, here are some quick consideration areas:

Functionality – will depend on several factors including your device type (tablet, smart phone) but think about what processes actually make sense to be on a mobile device and what processes don’t;

Size/User Experience  – screen real estate matters; be sure to think about the user experience when operating a smart phones or tablet;

Connectivity – between WiFi and cellular networks, you can connect just about anywhere (work, home, airport, plane!);

Security and Infrastructure – understanding options around MDM (Mobile Device Management) software like SAP Afaria, and MEAP (Mobile Enterprise Application Platform) like SUP (Sybase Unwired Platform); and lastly,

Deployment Model: Are you developing native applications or web mobile applications?  This is an ongoing debate that has no winner. Some are of the ilk that there is no match to developing native mobile applications (using Objective C for iOS, Java for Andriod, etc.) so as to fully unearth the powers within the device (including its hardware, like camera functions). And then, there are others who believe HTML5 is the holy grail and browser-based access to applications is the most efficient and sensible option (e.g. for upgrades). There are pros and cons in both camps.

The Store is Open for Business

Last, did you know SAP has a store just like Apple has iTunes, Google Android has Google Play, Windows has Windows Store, and BlackBerry has AppWorld? You can find it at http://store.sap.com/. There’s also a mobile app for it on iTunes.

SAP mobile application iTunes
SAP Mobile Application Store

In addition to the SAP-built applications, the SAP vendor eco-system is also pushing the envelope and making some important innovations in this area as well. My company, Worklogix, has created some incredibly powerful mobile applications that our clients are loving. See below screen shot of Worklogix’s Mobile Desktop – which gives HR and Managers the ability to view their team (span-of-control), and initiate or approve transactions such as promotions, changes in position, termination, and hire/rehires.

Worklogix Mobile Desktop for HR and Managers
Worklogix Mobile Desktop

 

Have any questions on the above? Please don’t hesitate to leave a comment, or contact me directly. Thanks!

 

Thoughts from HR2013

ESS, HR2013, SAP HCM, SAPInsider, Self Services, SuccessFactors, Talent Management, , , , , , , , ,

Hi gang,

Just back from a great conference held by the SAPInsider team from Wellesley Information Services. Like past years, this year was great. Here are some of my takeaways, impressions, and lasting thoughts while still fresh in the brain:

  1. The messaging was clearer, but the sales pitch needs to go. The good news from the conference was that SAP and SuccessFactors did a much better job at the positioning of the strategy/roadmap than last year. I thought David Ludlow did a nice job with the message delivery at the keynote. Outside of the keynote, the sessions largely had the same quality and diversity in previous years (great job to SAPInsider, Riz, and Amy Thistle). My session on mobility really resonated with the audience, as did many important subjects on integration and HANA. The only downer for me was that there was selling in some of the vendor-led presentations. This is a customer-driven event and it should focus on ‘how-tos’, case studies, and best practices. Let’s focus on describing the options for our customers and how we can help drive successful deployments.
  2. Impressed with access to SAP and SuccessFactors staff. This year more than any other we had more SAP/SuccessFactors representation at the conference. Also, some SAP folks were available on Twitter throughout the conference, such as @watchthewave and  @brianclendenin which enabled us to clarify some items right then during the conference. For example, I had a question around Plateau’s performance management offering that was clarified by a SuccessFactors VP in about 1 hour. I learned first hand how powerful social can be, especially in a conference setting.
  3. Innovation around HR Renewal and deployment challenges. Like others, I saw some cool things around HR Renewal, but am concerned around how quickly it can be adopted by the bulk of customers. First , it does require the customer to be at a certain version/patch: SAP ERP 6.0,  Enhancement Package 6 on with SP Stack 03. What’s difficult here is that we have alot of things being thrown in front of customers from an ESS/MSS perspective: there was the conversion to Web Dynpro ABAP (which is now complete, as of EhP6), then there was CORBU, then HR Renewal for the HR Business Partner, then an extension of this for ESS and MSS. Also, throw in the mix of SAP Portal versus NetWeaver Business Client (NWBC). For those customers who are a SharePoint shop, NWBC is a consideration (to be consumed in a web part), but the challenge now is that SAP Portal is pretty well entrenched in SAP customers and it’s hard to rip that out at this point. When surveyed at my ESS/MSS customer session, about 80-90% were using the SAP Portal. Net new clients might be a different story. So we need to guide our customers in this hazy area. [As a side note, I was disappointed with the demo during the keynote, as it appeared slow (due to connectivity issues). At one point, the screen went blank. Also, the Employee Central demo appeared a bit slow during the keynote, and it was given shorter airtime (not sure why?).
  4. Some thoughts around functionality offerings of SAP/SuccessFactors:
    1. Jobs2Web adds huge capability for the Recruiting solution from a social (SocialMatcher) and candidate User experience perspective. However, the recruiter functionality (original SuccessFactors Recruiting) needs improvement, which I hope is an area of innovation for SAP/SuccessFactors.
    2. Performance management (and goals) continues to be a strong and compelling offering. I’m not sold on the use case of the new goals app for my iPhone, but the offering in sum is functionality rich.
    3. Qualifications management is a key issue needing a solution. Since many customers maintain a qualifications catalog within their core HR system, and since the go forward solution is SuccessFactors, there needs to be a well-thought out plan to sync this within a hybrid environment.
    4. I believe the SAP on premise Enterprise Compensation Management (ECM) and SuccessFactors comp/variable pay are comparable in terms of functionality. I heard from several customers who will stay on premise with compensation since their variable pay calculations/business process need special attention.  Those that have SAP Payroll on premise, I also see value in coupling the comp with the payroll.
    5. We need more clarity in the Workforce Analytics and HANA areas. From the information I gathered, and from the customers I met with, there is still alot of confusion around the strategy on premise v. cloud, around these two items.  I suspect we will hear more about these items during SAPPHIRE in May.
    6. Employee Central needs to grapple with the concurrent/ global employment use case since it currently cannot handle multiple contracts. Again, an area SAP/SuccessFactors needs to invest in.
    7. Time management was largely absent during the sessions and throughout the conference.
    8. Cloud Payroll was mentioned at a very high level. When will we hear more about this?

Next stop is the 2013 SAPPHIRE/ASUG conference. Hope to see all my friends there, and learn more!

Please follow me on Twitter at @jeremymasters

Top 5 Things I Plan to Do at HR2013 in Vegas

Compensation, ESS, HR2013, SAP Consulting, SAP HCM, SAPInsider, , , , ,

Given that SAPInsider’s HR2013 conference is only a few days away, I wanted to give you my suggestions on what things you should not miss while you are there. I have been attending and presenting at the SAPInsider conferences since 2006. These conferences are the best forum out there for providing SAP HR information to customers (prospective and current) as well as consultants (old school and newbies), since there is so much variety in the sessions. There are sessions that are strategic in nature (e.g. SAP HCM’s roadmap), functional in nature (e.g. what are the selected innovations in SAP’s Compensation functionality?), as well as technical (e.g. step-by-step guide on how to configure/deploy a specific module, functional area in SAP).

During my time there, these are some of the things that I plan to do, which I hope you take advantage of too:

  1. Check out great sessions with the HR speakers. This year we have more sessions than ever – it’s insane! For example, I will check out hyperCision‘s Brandon Webb in his session Guidelines and tips for mobilizing HR applications. Brandon has done some neat things in the mobile space which you should see. Also, I will be speaking about mobility in my session Guidelines and best practices for deploying ESS and MSS on mobile devices.
  2. Visit the SAP PRESS bookstore. The SAP PRESS bookstore is always well-located so I am sure you won’t miss it. Don’t forget to say hello to Sir Jon Kent (ok, I made up the Sir part, but I believe he should be knighted). Jon and the rest of the SAP PRESS team are a great group – they are now offering eBooks for their titles which customers are loving. I have worked with Jon for many years, as well as other awesome SAP PRESS folks, including acquisitions editor, Katy Spencer and Developmental Editor, Emily Nichols. The later two are helping me with my latest SAP PRESS book SAP HCM Infotypes. New this year there will be Q&A sessions with authors of some of the latest books. Venki Krishnamoorthy will be with me on Wednesday, Feb 27 at the SAPInsider Booth for the SAP PRESS Authors Q&A on SAP ERP HCM InfoTypes. If you haven’t met Venki, you should – he is a knowledgeable consultant, and all-around great person. Also, on Tuesday, Feb 26, Joe Lee and Luke Marson will be at the SAP Insider Booth for the  SAP PRESS Authors Q&A on Talent Management. Their informative book on SAP Talent Management came out last year.
  3. Hang out with some knowledgeable folks at the Ask-The-Experts sessions. This year we have an incredible batch of experts on both Tuesday night (from 6-6:45pm) and Wednesday night (5:45-6:30pm) during the Evening Reception. This is a nice forum where you can (literrally sit down) and grab some quality time with Karie Willyerd, Doug Whittle, Jeremy Masters, Luke Marson, Prashanth Padmanabhan, Brandon Toombs, Danielle Larocca, Jennifer Adams, Martin Gillet, Jacob Crane, Mark Ingram, Brigid Sternberg, Sylvia Chaudoir, Jarret Pazahanick, Steve Bogner, Sharon Newton, Eric Wood, and Paul Hopkins. Wow, that’s quite a group.
  4. Listen to the new SAPExperts panel discussions. New this year is a forum where you can spend some informal time with select authors from the HRExpert magazine (as part of SAPExperts). Check out Luke Marson‘s SAPexperts LIVE: A consultant’s view of how the SuccessFactors acquisition affects SAP customers; Jennifer Adams‘ SAPexperts LIVE: How to use standard configuration to automate declining negotiated leave balances, Venki Krishnamoorthy SAPexperts LIVE:  Talent groups in SAP E-Recruitment target the right candidate.  Also, I am also hosting a panel session, SAPexperts Panel Discussion: Recent Enhancements to Employee Self-Service/Manager Self-Service, Moderator: Jeremy Masters, Worklogix; Panelists: Gertrud Beisel, SAP Labs; Jacob Crane, EPI-USE America; and Michael White, Exaserv. These should be excellent sessions since you can actively dialog with the authors on your most burning questions.
  5. Meet Amy Thistle, the conference producer. Tell her your feedback directly. Amy is great because she listens. Our candid feedback enables her (and the entire SAPInsider team) to make the conference better and better each year.

In summary, I am excited about this year’s conference. Participation is way up, and I am sure there will be lots of energy. It will be great to meet up with my friends and meet new ones. Please stop by at one of my sessions, or you can also visit me at the Worklogix booth (#640) in the Exhibition Hall.  To see the full list of sessions, exhibitors, and all the other action, you can check out the SAPInsider website.  Also, follow tweets from the gang (and others) mentioned above during the conference, hashtag will be #HR2013

Good bye for now, and see you in Vegas!

Jeremy