Human Resources 2.0.2


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Gary Dessler;
the famous HR author on Talent Management live in Cairo

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Human Resources 2.0.2

  1. 1. INSPIRING YOU HUMAN RESOURCES 2.0 New Trends Shaping the Future of HR THIS EVENT IS SUPPORTED BY: Official Courier and In collaboration with Media Sponsor Logisitcis Sponsor
  2. 2. HUMAN RESOURCES 2.0 New Trends Shaping the Future of HR Dear HR Profess ional, It will be a grea Human Resourc t pleasure for me to bring you the most recent es 2.0 event in June 2010 as y the program for The and human cap advances in human resources ou will be exposed to it , exciting econom al measurement. The region is talent management ic expansion; co and HR professio mpanies are se entering a period of gram administr nals will have to choose betwee eking HR leadership ators or involved n management pa being sideline pro- This program pro rtners. new decade. Wit mises to be one of the most en authors and HR h an unrivalled speaker faculty riching events of this th , and Professor Ja ought leaders – Professor Gary including acclaimed c Fitz Enz – this D is an event not to essler, John Riker, The comprehen be missed. June 2010 offer sive program fo r world class HR s you the opport The Human Resources 2.0 even unity to upda t in ers in the field practices and share insights w te your knowledge of ith internationa l lead- Don’t miss to h forward to seei ighlight the dates in your ca n 2010 – Egypt’s p g you at the Human Resourclendar! I am looking remier annual ev es als! ent for human re 2.0 event in June source professio n- Dr. Mohamed A b Chairman - AWA ou Farha RENESS P.S. Gain expert their best pract knowledge from leading auth ic P.P.S Benefit fro e strategies with you! orities who will share our dedicated h m our fantastic pricing struct otline numbers for more inform ure, simply contacts ation.
  3. 3. WHO WILL YOU MEET AT THE HUMAN RESOURCES 2.0 EVENT? Senior decision makers who understand the value derived from human capital and require an in-depth knowledge of the role played by HR in strategic business management Middle to senior level executives and general managers who wish to play a more active or effective role in aligning HR strategy with overall business strategy Executives responsible for the design and development of HR strategy including: >> Vice Presidents of HR >> Directors of HR Strategy >> Directors of HR >> HR Managers >> HRD Directors and Managers >> Performance Management Directors >> Organisational Development Directors and Managers >> Training Directors and Managers HR generalists at every level BENEFITS OF ATTENDING: Attend the event as Gary Dessler will share with you his work of the past few years on talent management, and its connections to enterprise strategy and goals, share Blue Ocean Strategy logic and tools and its application to HR with John Riker, and explore human capital metrics and ROI, predictive analytics and data integration with Jac Fitz-Enz Address the foremost challenges facing HR leaders and learn solutions during two intensive days featuring discussions and presentations on the key themes of talent management, succession planning, performance management, culture and diver- sity, Blue Ocean Strategy and HR metrics and measurement Participate in the interactive discussions to gain in-depth knowledge and practical tools to tackle topical HR issues. Learn how to present human capital data that speaks to the needs of management and guide them in the most effective use of that talent Find solutions to your HR challenges, exchange knowledge and experience with leading HR professionals! HUMAN RESOURCES 2.0 New Trends Shaping the Future of HR
  4. 4. JAC FITZ-ENZ HR ringNeD IAthe Aman TICalS Measu A th RO of N Hu LY Capit In 2007-2008 a consortium of industry and government developed a predictive management model and operating system for managing human capital in the new century. It is titled Predic- tive Management - HCM: 21®. HCM: 21® is built on four actions: strategic scanning, capabil- ity planning, process optimization, predictive measurement. The unifying principles are align- ment, integration and prediction that prepare an organization to compete in the 21st century. Industrial era, supply-demand, and gap analysis no longer works. Relying on past data to manage in an unsta ble, unpredictable future is a prescription for failure. The HCM: 21® mindset ensures that an organization can prepare itself today to compete tomorrow. The process has been successfully applied in the Americas, Europe and Middle East. Dr. Fitz-Enz, the father of human resources measurement, will describe the latest advances in measurement and analytics. Delegates will have an opportunity to have first hand practice with metrics and predictive analytics. Topics will include: How to connect HR services to organizational quality, innovation, productivity and services “QIPS” Predictive Analytics: its logic and statistical applications HCM:21 – a 4 step model of predictive management Strategic Scanning to connect external and internal factors affecting the organization’s human, structural and relational capital Workforce Planning – shifting from filling jobs to building a workforce capable of handling tomorrow’s challenges Process Optimization – transforming expensive processes into value adding assets Three Point Measurement System – connecting strategic, operational and predictive metrics Dr. Jac, as he is known worldwide, is acknowledged as the father of human capi- tal strategic analysis and measurement. During the 1970s he carried out origi- nal research which led to the first human resources metrics in 1978 and to benchmarks in 1985. As founder of the Saratoga Institute in 1980, he devel- oped the first international HR benchmarking service, eventually covering 2,000 companies in a dozen countries. Recently, he was cited as one of the fifty persons who have "significantly changed what HR does and how it does it" in the past fifty years. Dr. Fitz-enz has published over 220 articles, reports and book chapters on meas- urement and management. His 8 books have been translated into 10 languages. He is the only two-time winner of the SHRM Book of the Year Award for Human Value Management (1991) and The ROI of Human Capi- tal (2001). In 2006 named by SHRM as One of the fifty most influential persons in human capital management, received Chairman's Award from IHRIM for pioneering human capital benchmarking and honored as a "Legend" by the ASTD and in 2004 Elected Fellow of the National Academy of Human Resources HUMAN RESOURCES 2.0 New Trends Shaping the Future of HR
  5. 5. JOHN RIKER HR AND STRATEGY Applying the Blue Ocean Strategy to the HR strategy entional it differ from more conv 1) What is Blue Ocean Strategy and how does g about on level of understandin strategy? This introd uction provides a comm You will be introduced to nce BOS gy is and what it is not. perie what Blue Ocean Strate and Strategy Canvas as well as the Buyer Ex such as the Value Curve ategic Move tools rn the concept of the Str Cycle/Buyer Utility Ma p. In addition, you will lea , Raise, Create) at the heart of all Blue Ocean mework (Eliminate, Redu ce n be applied to HR and the Four Action Fra w BOS tools and logic ca speaker will begin to illustrate ho one of creating new ma rket Strate gies. In this section, the Value Inn ovation as the cornerst your understanding of strategy and to deepen space. new boundaries and create tiv e to reconstruct market ual e Ocean Strategy Initia l Awakening through Vis 2) Ho w do you conduct a Blu lat ion process, from Visua will examine the BOS formu e Ocean Strategy. This marke t space? Next you will t ho w to chart your own Blu ok clear expectations abou are examples from the bo Comm unication, and develop ame req uired. The speaker will sh the resources and timefr t Management. include a description of gy, Leadership and Talen as well as real client ca ses on HR strate how t market boundaries and framework to reconstruc It mpanies use the Six Path ty, Price, Cost, Adoption). This section illustrates how co tigate business model risk (Utili gic sequence right to mi they must get the strate of noncustomers. rtant concept also introduces the impo hes to strategy. Key Benefits: re conventional approac een Blu e Ocean Strategy and mo ir Process, Tipping Point Lead- Learn the key differences betw Strate gy (Value Innovation, Fa and logic of Blue Ocean Understand the concepts ategy. ership). ed to shape your HR str ls and logic can be appli any. Learn how BOS too ls and logic at your comp Discuss how to get started and apply BOS too John Riker is the Managing Director, Blue Ocean Strategy Initiative Centre - Worldwide centre for all commercial and public interest in Blue Ocean Strategy - and member of the Blue Ocean Strategy Net- work, founded at INSEAD by Professors W. Chan Kim and Renée Mauborgne. He has led Blue Ocean Strategy initiatives and work- shops in Europe, the US, and Asia across industries as diverse as media, telecom, pharmaceutical, beverages, and financial services. John Riker holds an MBA from IMD Lausanne/Switzerland. HUMAN RESOURCES 2.0 New Trends Shaping the Future of HR
  6. 6. GARY DESSLER HR AND TALENT Managing Talent for Competitive Advantage Getting the right people in pivotal roles at the right tim to HR professionals, but do e should be nothing new ne effectively, talent mana term organizational success. gement can create long- HR people should know how ment strategies to business to align talent manage- goals, integrate all related pro create a “talent mindset” in cesses and systems and their organization. Key Benefits: Attracting highly skilled wo rkers - sourcing including careers best practices employer branding and Developing and integrating new workers – design an models for various position d create competency s is a must for outstanding Developing and retaining cu performance rrent workers – succession talent focus and assessing cap planning , leading the ability and accountability Assessing talent performan ce – improved talent develop tial, talent deployment and ment, realizing poten- talent performance. Integrating talent and busin ess – aligning the Talent Ma strategic management proces nagement with the s Reviewing talent manageme nt – compare with other org units/functions. anizations or business Gary Dessler is a Professor of Business at Florida International University's College of Business Administration in Miami, Florida. He holds a Bachelor of Science degree from New York University, a Master of Science degree from Rensselaer Polytechnic Institute, and a Ph.D. in Business Administra- tion from the Bernard M. Baruch School of Business of the City University .of New York A prolific writer and researcher, Gary is the author of Essentials of Manage- ment (1999), Essentials of Human Resource Management (1999), Manage- ment: Leading People and Organizations in the 21st Century (1998), Human Resource Management, 12th Edition (1997), among other books. He wrote the syndicated "Job Talk" column for the Miami Herald for 10 years and has written numerous articles on organizational behavior, leader- ship and quality improvement. His recent consulting assignments have involved strategic planning, executive and management recruiting, estab- lishing human resource management systems, and negotiating multina- .tional joint ventures. Gary divides his time between New York and Miami HUMAN RESOURCES 2.0 New Trends Shaping the Future of HR
  7. 7. DAY AGENDA DAY I | June 07, 2010 Registration Level VIP Pass Enhance your experience at 08:00 – 09:45 Registration and Morning refreshments the Event. Register for the VIP Pass and take advan- 09:45 – 10:00 Event Opening tage of the following exclu- 10:00 – 11:30 Jac Fitz-enz sive amenities and private events throughout the two HR & Analytics days 11:30 – 12:00 Coffee break and an opportunity to network Event Ticket Easy Access 12:00 – 13:15 Jac Fitz-enz - Express entrance at Registra- HR & Analytics tion desk Premier Seating 13:15 – 14:30 Lunch and an opportunity to network - Exclusive premier seating in the front rows of the room 14:30 – 16:00 Jac Fitz-enz - Class Room Setup HR & Analytics Free Books Receive a copy of: 16:00 – 16:15 Break - The new HR analytics by 16:15 – 17:30 Jac Fitz-enz Professor Jac Fitz-enz - Blue Ocean Strategy by HR & Analytics Professors Kim and Renee Workbook - Receive a copy of the event DAY II | June 08, 2010 materials Meals - Coffee breaks, refresh- ments and lunch are 08:00 – 09:00 Morning refreshments included 09:00 – 10:15 John Riker Enhanced Networking Opportunities HR & Strategy - Enjoy a private lunch exclusive for the event VIPs 10:15 – 10:45 Coffee break and an opportunity to network Event Certificate 10:45 – 12:00 Gary Dessler - A wood palette VIP certifi- cate signed by the speakers HR & Talent 12:00 – 12:15 Break Standard Pass 12:15 – 13:15 Gary Dessler Event Ticket Seating HR & Talent - Class Room Setup Workbook 13:15 – 14:30 Lunch and an opportunity to network - Receive a copy of the 14:30 – 16:00 Gary Dessler event materials Meals HR & Talent - Coffee breaks and 16:00 – 16:15 Break refreshments are included Event Certificate 16:15 – 17:30 Gary Dessler - Signed by the speakers HR & Talent HUMAN RESOURCES 2.0 New Trends Shaping the Future of HR