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Here comes the Quaterly Newsletter of Kenexa
Citation preview
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Also Included:CEO Corner
Location NewsEmployee Focus and Much More...
Pg 06
Pg 07
Pg 08
Your Time Matters
The Boomerang Ef fect:A Kenexan’s Musings on Appreciation
Giving Back To The Community
Pg 12
Pg 04
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.
Page 3Page 3 Q3 2008
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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Page 4Page 4 Q3 2008
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
Page 6Page 6 Q3 2008
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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Page 7Page 7 Q3 2008
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.)
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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.
Page 9Page 9 Q3 2008
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.
Page 10Page 10 Q3 2008
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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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Page 14Page 14 Q3 2008
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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Page 15Page 15 Q3 2008
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.