Taking strategic decisions is massively challenging in this highly interconnected and fast-changing world. Getting it right or wrong can have serious and far-reaching consequences, which reach far beyond the decision-makers themselves. The purpose of this session is to help individuals and organisations to improve their decision-making. It covers some of the major reasons why your decisions do not always turn out the way you had anticipated or wished for; and then looks at the key habits that will help you in increasing the probability of arriving at the right outcome.
Corporate Health and Wellness has been gaining popularity amongst the HR community. The concept has come a long way since boot camps came off their beaches and began to view the corporate wold as a target. This workshop will address how you in HR can start your Corporate Health and Wellness Programme, where to begin, who to engage with during the initiation and launch and what type of investment is required to start the programme. It will also help you to understand how you can define and measure tangible outcomes with case studies of successful wellness initiatives.
A company that invests in its employees is a company that becomes an employer of choice. Step in to understand pension plans and how they can be leveraged as an important talent acquisition and retention tool by a benefit savvy employer. Employers in the region increasingly recognize pension plans as a unique value proposition to attract and retain their employees. Having such plans in place inculcates a savings culture and promotes a strong sense of financial security to the employees. Offering pension saving schemes then develops into an indisputable benefits tool, advocating its HR team as engaging and progressive.
This session discusses the unconventional HR approaches at Tanfeeth and how the business has benefitted from them. Tanfeeth's CEO will showcase how they use a scientific approach applying analytics to test and challenge HR thinking. You will hear examples on how Tanfeeth is challenging notions of “HR norms” including standardisation and the successful (and unsuccessful) new approaches they have taken in HR and the lessons learnt. Suhail will inspire HR leaders within the region to push beyond HR norms and discover new and different ways to approach HR practices and strategy.
In this interactive sessions Tim Robson, bestselling author, international speaker and coach, will show you how to get the best of your employees by encouraging them to thrive and fulfil their potential. He will show you how to ensure they bring their best self to work – so they’ll really enjoy their job, feel good about themselves and start achieving great things. Learn to ignite some passion in your people and show them how to inspire that same drive in others, to improve performance, reduce costs and deliver against ever stretching commercial outcomes and competition.
Discover how leading companies are leveraging social learning to improve their learning programs and culture. Social Learning, after a number of fits and starts, is finally taking off and gaining momentum. Today, over 70% of companies are using social or collaborative learning because they are realizing social learning plays a key role in establishing a culture where collaboration, innovation and learning thrive. We will explain how leading companies have redesigned their learning programs in similar ways to improve employee performance and elevate engagement with social learning. This will include how culture and leadership will shape your program and its adoption, the 3 most common objections and how to overcome them, and the skills and mind set your L&D team will need to embrace.
Regardless if you want to run your own company or have a corner office leading others, you probably have goalsin mind for your career and personal development. But, how do you actually get there? This interactive sessionhelps individuals see the steps involved in reaching their career goals and to gain a more realistic understandingof what it takes to achieve their aspirations, including tending to your personal brand, proactively managing yourcareer, claiming your worth and leading with vision. Participants will leave with a better understanding of how apersonal development strategy links to individual and organisational success.
Designing the best fit between business /company goals and individual employee goals is a core challenge in a world where the characteristic of the workforce are changing ever more rapidly. So how do you tap into the core drivers of your present and future employees? (Re)designing the employee journey could be a starting point. KLM started at Onboarding and in this talk we will show how we crafted and designed the concept and how we developed and piloted the onboarding app “Take-Off”. Exclusive: you will also be amongst the first to learn the latest in blended learning: anytime, anywhere immersive learning - using real job environments, virtual reality and gamification.
This is the first time the SHRM Student Case Competition is being held outside of the US. Participating UAE schools are provided with two months prior to the event to prepare their analysis and recommendation of the same UAE-based HR case. During this session each school will make an interactive presentation to a judging panel of SHRM experts who will vote on and announce the winners at the end of the session. A few audience questions will also be selected by the judges via an aggregated twitter feed.
This seminar will cover the most common challenges facing employers in several key jurisdictions in the Middle East and Africa, and will offer guidance on practical solutions and ways to avoid pitfalls. The session will be a combination of short presentations, and an inter-active discussion and questions from the delegates regarding the relevant jurisdictions. Bring your most pressing labour law questions and get an expert advice from our speakers.
This session will introduce Strength-based Assessment and its value add in identifying, selecting and developing talent in your organisation. Learn how it works and explore options for this emerging way of assessing talent. The seminar will help you understand what a strength-based approach is and how it is different from other approaches. You will also learn how to compare it to competency based approaches as well as the advantages and limitations of the strength-based approach. Attend this session to find out how you can implement a strength-based approach in your organisation to work alongside your standard and competency based frameworks. You will also discover how to use internet and technology to support and enable such types of approaches.
Organisations continually introduce and implement the latest information and communications technologies. They change policies, expand, downsize, and change business processes to improve business performance and stay competitive. Based on research, 70% of all “change” projects/initiatives fail and that applying a Change Management approach to your project will leave employee engaged and significantly increase the percentage of your project success up to 96%.
The big challenge facing any organisation when implementing any kind of “change” projects is the “people” challenge. Getting staff, customers, clients and the people impacted by the “change” ready, engaged and involved.
This presentation is a great foundation for HR professionals and managers to clearly understand how to engage all staff during change.
How sustainable is your competitive advantage in the times of great change. How should leaders think about strategy and what can HR do about it? Is Innovation an answer to the problem? Innovation is a core capability that firms need to sustain competitive advantage and grow. It is a skill that can be learned, practiced and mastered. It can be made a part of a firm’s culture. But doing this is hard. It requires openness to disciplined experimentation and uncertainty. It requires looking at customers and markets in new ways. It requires an ability to simultaneously scale today’s business model while directing resources to discover tomorrow’s. Most of all, it requires a willingness to challenge the assumptions that may have made the company successful in the first place. Delegates will get a perspective where they will be exposed to an idea that innovation is not just a capability but also a way of managing business.
Storytelling is a powerful way to engage employees, make them part of the company story, and encourage them to connect with colleagues, and learn from each other. It drives understanding, showcases innovation, and also promotes greater inclusivity. More and more organisations are now using storytelling programmes to focus on key engagement areas – from building the values of the organisation to improving collaboration.
Improving performance and productivity in an organisation is often done in haphazard ways. The method used usually depends on newly discovered products, new guru insights, the personal view of the OD manager or those who have the most influence in the organisation. As a result, OD often oscillates between a focus on structural changes, performance management, training and development, culture change, strategic alignment, engagement, or other performance improvement measures. Seldom does it mean a structured holistic 18 months process which will address all these elements. The seminar will introduce and discuss the OD process that measures each element and provides an opportunity to benchmark the results.
Why do organisations invest in Leadership Development? This session will explore the organisational drivers for leadership training. It will walk you through setup to setdown. What do you need to do before you start? What do you need to think about when it’s running? How to embed, keep the pace, energy and expectations. Iona will share her own experiences of leadership development activities that have worked well; those that worked less well and what we can learn from these mini-cases.
You have probably heard of “compa-ratio” but have you heard of “snap-ratio”? This interactive seminar with Robert Mosley will cover the different types of performance rating scales (4 to 6 point systems) and the wording and language used in rating scales. Robert will also cover weighting of “objectives and goals” versus “competencies and behaviours” and forced distributions of ratings and advantages and disadvantages. He will answer questions like why the bell-curve is not working and wow much skew on the curve can we tolerate? You will also learn using “Snap-Ratio” to manage the distribution curve of performance ratings.
You might think leadership is hard. You probably have a few questions going on right now: "Where do I start? What processes to use? How to gain influence? How to develop my team? How do I turn followers into leaders and non believers into believers?" By attending this unique and interactive experience, you will get the answers to those questions and reach a better understanding of the purpose of leadership and the importance of your personal development to your personal and professional success.
In a highly competitive marketplace, when should a company look to customise or standardise health benefits? The workshop will examine when customisation is not beneficial when addressing challenges within the regulatory framework. You will be hearing about the impact of customised plans from a customer experience perspective on your employee benefits strategy. The seminar will also paint a picture for the future of administration of customised health benefits in the region.
Emaar the Economic City shares their experience in implementing a successful employee performance management process that leads to improved employee and organizational performance. This session includes insights with useful tips, best practices that guide you through implementing a best-practice performance management process within your organisation. It starts with the identification process, project objectives and success criteria and ends with best practice for implementation.
China has recently emerged as the world's second largest economy; some are projecting China to overtake the US as the world's largest economy by 2030. While it is commonly known that China has become the manufacturing epicenter of global production, what may not be as well-known is the number of Chinese companies that are expanding their operations outside of China. Using real world case studies with an emphasis on the strategic and HR implications, Dr. Ran will outline some of the expected and perhaps unexpected behaviors these new Chinese multinationals engage in when they set up operations abroad.
Our research shows that companies in the GCC spend an average of USD 19,395 per graduate and USD 33,200 per leader annually towards learning and development. A majority of this budget is spent on developing soft skills such as communication and team-work. However, recent developments in positive psychology have proven that assessing and developing attributes such as grit, resilience, self-efficacy and positive mindset are absolutely crucial for your workforce, both for nationals and expats. This engaging session by leading experts David Jones & Radhika Punshi will showcase the latest research and practice of strengths-based approaches to psychometric assessment and learning. A session not-to-be-missed.
Self-awareness may not be one of those critical qualities you look to develop in yourself or in your organisation. Honesty, ability to delegate, communication and vision are likely to be higher up the list, but the quieter mastery of self-awareness enables those supercharged skills to work. We will share with you a powerful tool based on sound psychology, which can help you achieve the optimal mind-set for more of the time and inspire it in those around you.
More and more organizations have recognized the value in building a culture of coaching that offers employees at all levels—not just executives and managers—the opportunity to grow their skills, enhance their value and reach their professional goals. But not all coaching is equal. To ensure successful results that go beyond skills training and truly enable the company to increase employee engagement and retention, the organization must develop a comprehensive coaching plan that addresses both current and future needs. The International Coach Federation (ICF) presents research to assist organisations in making better decisions when looking for a coaching culture shift.
In this session, you will learn about current global HR trends, presented from three different perspectives. You will learn why having global competencies is important, particularly in light of current gaps in the effectiveness and urgency of international HRM. You will be introduced to the SHRM HR Competency Model and a clear definition of the global and cultural effectiveness competency. The session concludes with the “L.E.A.R.N.” framework for cross-cultural effectiveness, the speaker’s 13 personal tips to build trust and success in business across borders based on experience in over 90 countries, and final thoughts on globalisation.
HR Technology projects are traditionally expensive, time consuming and resource intensive; choosing the right solution provider is integral in ensuring those projects get their required return on investment. The purpose of this session is to help executives embark on more successful HR Technology initiatives through the correct selection of their HR software provider. From defining and prioritizing requirements through managing vendor relationships to conducting reference checks and negotiations, the session highlights the DOs and DONTs as well as the key criteria to consider when choosing your software vendor.
According to research by The Talent Enterprise, more than 75% of organisational & HR leaders across the region identify succession planning as one of their crucial priorities upto 2020. This ‘must-attend’ session will provide a detailed walk through of the 7 ‘must-know’ steps in assessing and developing talent, managing people risk, identifying leadership potential and future successors. Participants will walk away with practical information which they can implement within their organisations, with resources and case-studies from leading employers in the region.
All Leadership Research aims to identify 'what makes a Leader' and often provides insightful outcomes. Most of us try to follow these research findings. However, following a recipe does not always work. Applying certain behaviors, especially if far from our preferences, is difficult to sustain over time. What if you could identify and leverage what makes you really unique as a Leader, instead of trying hard to follow a specific recipe? Innate Leadership is about discovering and utilizing your innate strengths. In this session you will leverage the depth of Archetypes when exploring your own unique Leadership style.
Employees don’t join organizations with merely their qualifications and competencies. They join with a diverse set of personal values and professional belief systems. Conventionally, employee engagement was achieved through financial incentives and inspiring mission and vision statements communicated by senior leadership. Increasingly, companies are shifting toward a more tailored approach to engagement, acknowledging each employee’s value and belief system. At this session, we are going to entertain an HR case for how this can be streamlined at the enterprise level with a prerequisite to systematically assess employees’ values and professional belief system as a starting point.