HR Workforce Planning and Analytics 2014
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HR Workforce Planning and Analytics 2014

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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 ...

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.

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HR Workforce Planning and Analytics 2014 HR Workforce Planning and Analytics 2014 Document Transcript

  • 27– 28 January 2014 The Address Hotel|Dubai Mall|Dubai|UAE Building Strategic Business Capabilities through Workforce Planning and Talent Intelligence PRESENTING A PANEL OF INTERNATIONAL EXPERTS AND REGIONAL PIONEERS Paul Turner Vidal Ferreira Ramakrishna Ron Krovvidi Thomas Professor, Former VP CIPD Former Director Lloyds, BT and Convergys Strategic Workforce Planning Consultant Saudi Aramco SVP Organisational Development du Chief Human Resources Officer, the RGTS Group, Riyadh, Saudi Arabia Senior Faculty, Human Capital Institute All Your Strategic Workforce Planning and Analytics Questions Answered Leave this 2-day in-depth event with a: è What does a strategic workforce planning model look è Solid understanding of the features of an effective è How can skills and business capabilities be incorporated è Thorough knowledge of the available frameworks and like? into workforce planning? è Where to start with implementation and whom to engage? è How to work with finance and other strategic functions? è What are talent analytics and how are they different from HR metrics? è How to integrate analytics with workforce planning and what are the available tools and technologies today? strategic workforce plan 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 CEOs and CFOs of Eligible Companies ATTEND FOR FREE Send an email to ramy.bayyour@iirme.com to check eligibility From The Organisers Of Organised By www.iirme.com/workforce
  • Strategic Workforce Planning – Why Now? 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. This movement is forcing business leaders to require their HR and people functions to become strategic and aligned to company objectives. The 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 profitable. Whether it is a move to a new market, a launch of a new product line or simply the need to achieve higher efficiency, 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 different 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 first 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 difference 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 field to give you access to invaluable expertise and knowledge that you need to start your implementation journey. WHY ATTEND? WHO SHOULD 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 Design a fit-for-purpose implementation plan for your workforce planning programme the next day you’re back in the office î Meet other organisations involved in the disciplines and get the insider updates on how they are overcoming the same challenges you’re facing +971 4 335 2437 +971 4 335 2438 HR Policy, Planning and Strategy § Talent Management and Development § HR Technology / HRIS § Recruitment and Talent Acquisition § î Manpower / Workforce Planning § See how theory is applied in practice by hearing from Du on how strategic workforce planning has helped them î Everyone is HR who is tasked with developing strategic HR initiatives including: § Practice the frameworks and model presented at the seminar with workshop-style sessions î 2 î Organisational Design and Development Everyone in a strategic business function that is directly involved in workforce planning or business analytics, including: § Finance § Strategy § Balanced Scorecard register@iirme.com www.iirme.com/workforce
  • Day One Monday 27 January 2014 08.15 Registration and Morning Coffee 08.50 Opening Remarks from the Chair 12.00 14.30 (includes 20 minutes networking break) 17.30 WORKSHOP 1 09.00 WORKSHOP 2 Strategic Workforce Planning in Practice: A Roadmap for Execution From Data to Insight: The Evolution of Strategic Workforce Planning 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. This interactive workshop gives participants a high-level roadmap for executing workforce plans. It identifies some of the key hurdles that stand in the way of successful implementation. The 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. This 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. This 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 effective use of SWP can enhance people capabilities and give the business a strategic competitive advantage. It discusses: § How to design a framework for a successful workforce planning implantation At this workshop, you will: § How to develop a feasible workforce strategy based on business input § Understand what SWP is and the organisational benefits it brings to strategy and competitive advantage § Workforce segmentation and identification of critical and pivotal roles § Working with operational leader to implement SWP actions through planning, development, implantation and re-assessment § Identify the key stages of developing SWP and where the industry is at today § How to translate business objectives into workforce requirements § The common challenges organisations face when launching a SWP programme and how to overcome § 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 effective workforce plan Vidal Ferreira, Strategic Workforce Planning Consultant, Saudi Aramco 17.30 End of Seminar Day One 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 effective workforce plan § How to build a flexible strategic model for a capable and adaptable workforce See what people are saying about our HR events: A profound summit that Maen Al Mousa encountered insightful information Arasco in depth and introduced up to date aspects and future trends in a very sophisticated way Ramakrishna Krovvidi, SVP, Organisational Development, du 12.30 Networking Lunch 13.30 Sector Focus Groups This 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. - 3 Public Sector and Governmental Agencies Oil and Gas / Energy Banking FMCG and Retail +971 4 335 2437 +971 4 335 2438 Abeer Al Mehairbi ADCO This was one of the best events I have attended. The experiences helped in giving us the right examples that I will never forget. Lea Lonsted A great opportunity to network Maersk Oil Qatar with peers from the region register@iirme.com www.iirme.com/workforce
  • Day Two Tuesday 28 January 2014 08.30 Registration and Morning Coffee 12.30 08.50 Opening Remarks 09.00 Demystifying Analytics: From HR Reporting to Talent Insights for Data-Driven Decisions Networking Lunch WORKSHOP 4 13.30 At Part 2 you will: § 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 § Understand how to initiate the journey to implementing workforce metrics and analytics § Put together a map that displays data on the flows 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 Speaker to be announced WORKSHOP 3 09.30 Talent Analytics: From Theory to Practice (Part 1) 12.30 At this workshop you will understand the basic concepts, details of some fundamental building blocks for moving to an analytics-based HR. The workshop will feature case studies from various organisations, and practical tips and tricks that you can take back to start being successful. Talent Analytics: From Theory to Practice (Part 2) Ron Thomas Chief Human Resources Officer, the RGTS Group, Riyadh, Saudi Arabia Senior Faculty, Human Capital Institute 17.00 Seminar Closes At Part 1 you will: § Define 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 Michelle Johnson Serco Middle east Ron Thomas Chief Human Resources Officer, the RGTS Group, Riyadh, Saudi Arabia Senior Faculty, Human Capital Institute This has been an excellent conference, well worth our time and money. I have learned some new things and made some valuable contacts MEET YOUR EXPERT SPEAKERS Paul Turner, Professor, Former VP CIPD, Former Director Lloyds, BT and Convergys Paul Turner is a Professor BCU having held similar positions in Cambridge and Nottingham. Vidal Ferreira, Strategic Workforce Planning Consultant, Saudi Aramco 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 fifteen years career with leading multinational players in the Energy industry, along with what can only be described as an impressive international career track. 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), The Admirable Company (2008), Talent (2007) A truly global HR talent, he has and Organisational Communication (2003). international assignments spans across five continents. He's passionate about Human Development, is on a mission to change the perception of HR from a sidelined policy police to a strategic-addedvalue business partner. 4 +971 4 335 2437 +971 4 335 2438 Ramakrishna Krovvidi, SVP, Organisational Development, du Ramakrishna Krovvidi, Senior Vice President Organization Development, du, UAE Ron Thomas Chief Human Resources Officer, the RGTS Group, Riyadh, Saudi Arabia Senior Faculty, Human Capital Institute Ron Thomas is a Chief Human Resource & Administrative Officer currently based Ramakrishna Krovvidi is a masters degree in Riyadh, Saudi Arabia. He formerly was Director, Talent and Human Resources holder in Industrial Engineering with an Solutions at Buck Consultants (a Xerox MBA in HRD. RK’s expertise is in the field of Strategic Consulting, Planning, Balanced Company) and is certified by the Human Capital Institute as a Master Human Capital Score Card & KPIs, Business Process Reengineering, Organization Development, Strategist (MHCS) and Strategic Workforce Planner (SWP). He's also worked in senior Compensation & Benefits, Performance HR roles with Martha Stewart Living and Development, and Continuous IBM. Ron serves on the Harvard Business Improvement. Review Advisory Council, McKinsey Quarterly Executive Online Panel, and He has a cross industry exposure HCI's Expert Advisory Council on Talent and worked in Telecommunications, Engineering, Aviation, Manufacturing and Management Strategy. He also serves as Mining sectors. RK is an active speaker and a Faculty Partner and Executive Facilitator at the Human Capital Institute. He has presenter at many conferences in USA, received the Outstanding Leadership Award Europe, Middle East and India 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. register@iirme.com www.iirme.com/workforce
  • SPONSORSHIP OPPORTUNITIES Do you need to position your company or solutions as thought-leaders in the field 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. As business conference experts we know how to best use events to promote, develop and generate business for you. We offer a range of tailored packages. If you have any questions, whether general or specific, 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 influential audience § Broker new contracts and business partnerships Who should sponsor? î î î î î î Business and strategy consultant HR and talent management advisors Analytics and HR technology vendors Business intelligence solution providers Outsourcing Cloud solutions To find 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. 5 +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/workforce
  • 27– 28 January 2014 The Address Hotel|Dubai Mall|Dubai|UAE Five Easy Ways To Register +971 4 335 2437 +971 4 335 2438 IIR Holdings Ltd. P.O Box 21743, Dubai, UAE www.iirme.com/workforce register@iirme.com AY2024 PLEASE þ THE SESSION/S YOU WISH TO ATTEND: Before 30 October 2013 Before 31 December 2013 Normal Pricing US$1,899 SAVE US$600 Conference Only Before 31 November 2013 US$2,099 SAVE US$400 US$2,299 SAVE US$200 US$2,499 GROUP DISCOUNTS AVAILABLE CALL: +971 4 335 2483 E-MAIL: a.watts@iirme.com Pricing Promotions: ü ü Group Booking Discounts for full conference registrations up to 25%. *No two discounts can be combined Conference fees include documentation, luncheon and refreshments. Delegates who attend all sessions will receive a Certificate of Attendance. HR EVENT THAT MIGHT INTEREST YOU: All registrations are subject to our terms and conditions which are available at www.iirme.com/terms. Please read them as they include important information. By submitting your registration you agree to be bound by the terms and conditions in full. 4 – 5 February | ADNEC | Abu Dhabi | UAE www.emiratisationsummit.com DELEGATE DETAILS First Name: Surname: Job Title: Company: Address: Postal Code: Tel: Country: City: Mobile: Fax: Email: PAYMENTS A confirmation letter and invoice will be sent upon receipt of your registration. Please note that full payment must be received prior to the event. Only those delegates whose fees have been paid in full will be admitted to the event. AVOID VISA DELAYS – BOOK NOW EVENT VENUE: Delegates requiring visas should contact the hotel they wish to stay at directly, as soon as possible. Visas for non-GCC nationals may take several weeks to process. The Address Hotel, Dubai Mall, Dubai, UAE Tel: +971 4 438 8888 CANCELLATION ACCOMMODATION DETAILS If you are unable to attend, a substitute delegate will be welcome in your place. Registrations cancelled more than 7 days before the Event are subject to a $200 administration charge. Registration fees for registrations cancelled 7 days or less before the Event must be paid in full. Substitutions are welcome at any time. We highly recommend you secure your room reservation at the earliest to avoid last minute inconvenience. You can contact the IIR Hospitality Desk for assistance on: Tel: +971 4 407 2693 Fax: +971 4 407 2517 Email: hospitality@iirme.com BU33 HUMAN RESOURCES © Copyright I.I.R. HOLDINGS B.V. D PRI/RB N All registrations are subject to acceptance by IIR which will be confirmed to you in writing. Due to unforeseen circumstances, the programme may change and IIR reserves the right to alter the venue and/or speakers or topics.