www.iirme.com/workforce

Organised ByFrom The Organisers Of

PRESENTING A PANEL OF INTERNATIONAL EXPERTS AND REGIONAL PIONEERS

è What does a strategic workforce planning model look like?

è How can skills and business capabilities be incorporated into workforce planning?

è Where to start with implementation and whom to engage?

è How to work with fi nance and other strategic functions?

è What are talent analytics and how are they diff erent from HR metrics?

è How to integrate analytics with workforce planning and what are the available tools and technologies today?

è Solid understanding of the features of an eff ective strategic workforce plan

è � orough knowledge of the available frameworks and models for tying in workforce planning with business objectives

è Practical roadmap for implementing a truly strategic workforce planning programmes

è Clear vision for how to introduce and make use of talent analytics in your business

è Case studies and real-life applications for workforce planning and analytics

Leave this 2-day in-depth event with a:

27– 28 January 2014 The Address Hotel|Dubai Mall|Dubai|UAE

CEOs and CFOs of Eligible Companies ATTEND FOR FREE

Send an email to ramy.bayyour@iirme.com to check eligibility

Building Strategic Business Capabilities through Workforce Planning and Talent Intelligence

Professor, Former VP CIPDFormer DirectorLloyds, BT and Convergys

SVPOrganisational Developmentdu

Strategic Workforce Planning ConsultantSaudi Aramco

Chief Human Resources Offi cer, the RGTS Group, Riyadh, Saudi ArabiaSenior Faculty, Human Capital Institute

All Your Strategic Workforce Planning and Analytics Questions Answered

Paul Turner

Ramakrishna Krovvidi

Ron�omas

VidalFerreira

2 +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/workforce

Strategic Workforce Planning – Why Now?

WHO SHOULD ATTEND? î Everyone is HR who is tasked with developing strategic HR

initiatives including:

§ Manpower / Workforce Planning§ HR Policy, Planning and Strategy§ Talent Management and Development§ HR Technology / HRIS§ Recruitment and Talent Acquisition § Organisational Design and Development

î Everyone in a strategic business function that is directly involved in workforce planning or business analytics, including:

§ Finance§ Strategy§ Balanced Scorecard

WHY ATTEND? î Have all your workforce planning and analytics questions

answered

î Develop a solid understanding of strategic workforce planning is and how to go about introducing it to your HR strategy

î Practice the frameworks and model presented at the seminar with workshop-style sessions

î See how theory is applied in practice by hearing from Du on how strategic workforce planning has helped them

î Design a fi t-for-purpose implementation plan for your workforce planning programme the next day you’re back in the offi ce

î Meet other organisations involved in the disciplines and get the insider updates on how they are overcoming the same challenges you’re facing

In an economic climate of cautious recovery, workforce planning and management is becoming a strategic imperative for success. Organisations are under the pressure to perform and exploit every opportunity to achieve growth. � is movement is forcing business leaders to require their HR and people functions to become strategic and aligned to company objectives.

� e ability to anticipate and plan for workforce implications of strategic business moves is no longer a nice-to-have. Today, more than ever, it has become a necessity for business to survive and be profi table.

Whether it is a move to a new market, a launch of a new product line or simply the need to achieve higher effi ciency, chances are workforce costs are high on your list. You now have a critical business need to ensure your business employs the right people in the right positions at the right time.

Almost every organisation in the GCC, public or private, is now considering a move to strategic workforce planning to help it achieve its objectives. What used to be an exercise limited to large multinationals is now becoming more available – and indeed more critical – for companies of all sizes.

But, what is strategic workforce planning? How is it diff erent from your annual manpower budgeting? Where do you start and what tools do you use? How do you identify your critical talent for your business – 5 years from now? Who are the major stakeholders involved? Where do you get the required data and intelligence to develop your plan?

Talent Analytics – Intelligence for Strategic Advantage Talent, or HR analytics have taken the industry by storm recently. For the fi rst time, HR is able to change its image from art to science. Business leaders have also now discovered that they can make strategic decisions based on people intelligence.

To respond to critical talent challenges, HR is now investing in data and technology solutions to make insights from numbers. Most senior HR leaders are expected to increase their investments in talent analytics across the next two years.

But, what is the diff erence between talent analytics and HR or performance metrics already in place? What is data mining and where can HR get people data from? What can demographic trends in Africa tell you about your future operations in Africa? How do you make sense of hard-edged data? How does this help the business?

Workforce Planning and Analytics 2014 helps you answer these questions and a lot more. An innovative format engineered to give you the opportunity to develop an in-depth understanding of the fundamental issues in strategic workforce planning and human capital analytics.

We bring you a selection of the world’s top experts in strategic workforce panning and regional pioneers in the fi eld to give you access to invaluable expertise and knowledge that you need to start your implementation journey.

3 +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/workforce +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/workforce

08.15 Registration and Morning Coff ee

08.50 Opening Remarks from the Chair

WORKSHOP 1

09.00 12.00

From Data to Insight: � e Evolution of Strategic Workforce Planning

� e objective of Strategic Workforce Planning (SWP) is to ensure that an organisation has the right people in the right place with the right level of skills at the right time. � is is done with the aim to deliver both short and long term business objectives. To achieve this, HR and business professionals require both information and insight. � is session demonstrates how the SWP process has evolved through four stages from data, to information, to intelligence, and now to insight. Paul will prove how the eff ective use of SWP can enhance people capabilities and give the business a strategic competitive advantage.

At this workshop, you will:

§ Understand what SWP is and the organisational benefi ts it brings to strategy and competitive advantage

§ Identify the key stages of developing SWP and where the industry is at today

§ How to translate business objectives into workforce requirements

§ Understand methods for ensuring that the demand for people is matched with supply

§ Design a high-level process for initiating a SWP programme outlining key infrastructure, processes and technologies for an eff ective workforce plan

Paul Turner, Professor, Universities in Birmingham, Nottingham and Cambridge

Former Vice President, CIPD, Former Director of Lloyds TSB, BT and Convergys

12.00 A Strategy Driven Workforce Plan: A Framework to Align Workforce to the Business at Du

§ Translating business objectiveness into workforce requirements and assessing gaps between supply and demand

§ Identifying the needed infrastructure, processes and technologies for an eff ective workforce plan

§ How to build a fl exible strategic model for a capable and adaptable workforce

Ramakrishna Krovvidi, SVP, Organisational Development, du

12.30 Networking Lunch

13.30 Sector Focus Groups

� is interactive session divides the audience into 2-3 groups, each representing a sector. Delegates are given the opportunity to vote on what topics to be discussed. Each moderated focus group is tasked to come up with three practical strategies related to their sector.

- Public Sector and Governmental Agencies- Oil and Gas / Energy- Banking - FMCG and Retail

WORKSHOP 2

14.30

17.30

(includes 20 minutes networking break)

Strategic Workforce Planning in Practice: A Roadmap for Execution

Planning is not always the hardest part. Executing a SWP may be the most challenging component in the process of aligning workforce needs to business strategic goals. HR’s role in workforce planning is vital but they cannot succeed alone. HR is required to work with various business functions to make the plan materialise. � is interactive workshop gives participants a high-level roadmap for executing workforce plans. It identifi es some of the key hurdles that stand in the way of successful implementation.

It discusses:

§ How to design a framework for a successful workforce planning implantation

§ How to develop a feasible workforce strategy based on business input

§ Workforce segmentation and identifi cation of critical and pivotal roles

§ Working with operational leader to implement SWP actions through planning, development, implantation and re-assessment

§ � e common challenges organisations face when launching a SWP programme and how to overcome

Vidal Ferreira, Strategic Workforce Planning Consultant, Saudi Aramco

17.30 End of Seminar Day One

Day One Monday 27 January 2014

Abeer Al MehairbiADCO

� is was one of the best eventsI have attended. � e experienceshelped in giving us the rightexamples that I will never forget.

Maen Al MousaArasco

A profound summit that encountered insightful information in depth and introduced up to date aspects and future trends in a very sophisticated way

A great opportunity to networkwith peers from the region

Lea LonstedMaersk Oil Qatar

See what people are saying about our HR events:

4 +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/workforce +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/workforce

08.30 Registration and Morning Coff ee

08.50 Opening Remarks

09.00 Demystifying Analytics: From HR Reporting to Talent Insights for Data-Driven Decisions

§ Making the distinction between HR metrics, workforce forecasting and talent analytics

§ Identifying the advantages of moving beyond retrospective reporting and into predictive analytics

§ What analytics can tell you about your workforce and your business that metrics cannot

§ How to make use of available HR metrics and transform into valuable analytics

Speaker to be announced

WORKSHOP 3

09.30

12.30

Talent Analytics: From � eory to Practice (Part 1)

At this workshop you will understand the basic concepts, details of some fundamental building blocks for moving to an analytics-based HR. � e workshop will feature case studies from various organisations, and practical tips and tricks that you can take back to start being successful.

At Part 1 you will:

§ Defi ne the elements of a successful analytics strategy including people, structures, processes and technologies required

§ Understand how to make the business case for adopting HR analytics

§ Find out how analytics should interact with the other parts of HR and the business

§ Develop a high-level roadmap for implementing HR analytics centre of excellence in your organisation

Ron � omasChief Human Resources Offi cer, the RGTS Group, Riyadh, Saudi ArabiaSenior Faculty, Human Capital Institute

12.30 Networking Lunch

WORKSHOP 4

13.30 Talent Analytics: From � eory to Practice (Part 2)

At Part 2 you will:

§ Understand how to initiate the journey to implementing workforce metrics and analytics

§ Put together a map that displays data on the fl ows of talent in, up and out of an organisation

§ Understand issues and best practices regarding human capital metrics and analytics

§ Understand some of the available frameworks for date manipulation

§ Learn about the new emerging practices in workforce analytics

§ Put together an action plan to implement metrics and analytics in your workplace

Ron � omasChief Human Resources Offi cer, the RGTS Group, Riyadh, Saudi ArabiaSenior Faculty, Human Capital Institute

17.00 Seminar Closes

Day Two Tuesday 28 January 2014

Paul Turner is a Professor BCU having held similar positions in Cambridge and Nottingham.

His previous roles include President (EMEA) Convergys, Group HR Business Director LTSB, Vice President of the CIPD and a Director of BT. Paul has spoken at conferences around the world; was a judge on the European HR Excellence and the CIPD People Management Awards; and is the author or co- author of many reports, books and articles including Talent Management in Europe (2012), � e Admirable Company (2008), Talent (2007) and Organisational Communication (2003).

Vidal is an enthusiastic young HR professional, well-regarded speaker. His innovative insights can be found in publications across Latin America. He holds a BSc. in HRM, a specialization in Project Management and an EMBA in Business Management. Having held several leadership positions throughout a wealthy fi fteen years career with leading multinational players in the Energy industry, along with what can only be described as an impressive international career track.

A truly global HR talent, he has international assignments spans across fi ve continents. He's passionate about Human Development, is on a mission to change the perception of HR from a side-lined policy police to a strategic-added-value business partner.

Ramakrishna Krovvidi, Senior Vice President Organization Development, du, UAE

Ramakrishna Krovvidi is a masters degree holder in Industrial Engineering with an MBA in HRD. RK’s expertise is in the fi eld of Strategic Consulting, Planning, Balanced Score Card & KPIs, Business Process Reengineering, Organization Development, Compensation & Benefi ts, Performance Development, and Continuous Improvement.

He has a cross industry exposure and worked in Telecommunications, Engineering, Aviation, Manufacturing and Mining sectors. RK is an active speaker and presenter at many conferences in USA, Europe, Middle East and India

Ron � omas is a Chief Human Resource & Administrative Offi cer currently based in Riyadh, Saudi Arabia. He formerly was Director, Talent and Human Resources Solutions at Buck Consultants (a Xerox Company) and is certifi ed by the Human Capital Institute as a Master Human Capital Strategist (MHCS) and Strategic Workforce Planner (SWP). He's also worked in senior HR roles with Martha Stewart Living and IBM. Ron serves on the Harvard Business Review Advisory Council, McKinsey Quarterly Executive Online Panel, and HCI's Expert Advisory Council on Talent Management Strategy. He also serves as a Faculty Partner and Executive Facilitator at the Human Capital Institute. He has received the Outstanding Leadership Award for Global HR Excellence by the World Human Resource Development Congress in Mumbai. Contact him at ronaldtthomas@gmail.com, or on Twitter at http://twitter.com/Ronald_thomas.

Ron � omasChief Human Resources Offi cer, the RGTS Group, Riyadh, Saudi ArabiaSenior Faculty, Human Capital Institute

Ramakrishna Krovvidi, SVP, Organisational Development, du

Vidal Ferreira, Strategic Workforce Planning Consultant, Saudi Aramco

Paul Turner, Professor, Former VP CIPD, Former Director Lloyds, BT and Convergys

� is has been an excellent conference, well worth our time and money. I have learned some new things and made some valuable contacts

Michelle JohnsonSerco Middle east

MEET YOUR EXPERT SPEAKERS

5 +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/workforce

As business conference experts we know how to best use events to promote, develop and generate business for you. We off er a range of tailored packages. If you have any questions, whether general or specifi c, we would be happy to help you to answer them.

§ Generate high value sales leads in the region’s top organisations§ Launch and promote new products to the HR and Strategy

Directors§ Build loyalty with your clients’ key decision makers§ Position your company as leading the sector in front of an

infl uential audience§ Broker new contracts and business partnerships

Do you need to position your company or solutions as thought-leaders in the fi eld of workforce planning and analytics?

Reinforce your market leader position in front of the region’s largest organisations and meet top decision makers in the discipline. Our customised sponsorship packages are designed to give your brand targeted exposure and increase your client base with targeted speaking and networking opportunities.

Who should sponsor?î Business and strategy consultant î HR and talent management advisors î Analytics and HR technology vendorsî Business intelligence solution providers î Outsourcingî Cloud solutions

SPONSORSHIP OPPORTUNITIES

To fi nd out more on how the forum can help you with your marketing strategy, contact

Ben Jones on +971 (0) 4 407 2432 or sponsorship@iirme.com

for further details.

+971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/workforce

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27– 28 January 2014 The Address Hotel|Dubai Mall|Dubai|UAE

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