Creating An Effective Performance Management Culture - Meshari Al Bannai, Dubai Airports

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The document discusses creating an effective performance management culture at Dubai Airports. It outlines Dubai's strategic plans to become the number one airport in the world and the risks associated with rapid growth. It emphasizes the importance of having a performance-based culture and how Dubai Airports is building one through leadership commitment, a performance management strategy, and rewards and recognition programs. The goal is to engage employees and link performance to objectives to encourage and develop high performance.

Creating an effective
performance management
culture
17.04.14.

Today’s Agenda
© 2014 Dubai Airports 2
 Dubai strategic plans
 Risks could be associated with
rapid growth
 The importance of having
performance based culture
 Who we are
 How to build an effective
performance culture
 Engaging employees to sustain a
performance culture

Our Leader’s Vision
© 2014 Dubai Airports 3
«‫إن‬‫بناء‬‫اإلنسان‬‫هو‬،‫األساس‬‫وال‬‫يكتمل‬‫بناء‬
‫األوطان‬‫إال‬‫ببناء‬،‫المواطن‬‫الذي‬‫هو‬‫الثروة‬‫البشرية‬
‫الدائمة‬‫والعطاء‬»
“Our priorities are the happiness and
welfare of the citizens as they are the way
and final objective of our development
plans; moreover, innovation in the
development of government work is
limitless”

Dubai’s Strategic Plans
© 2014 Dubai Airports 4
• Dubai Smart City
• UAE National Agenda:
1.Education
2.Health
3.Economy
4.Police
5. Housing,
6.Infrastructure
7.Government Services
• Dubai Expo 2020
• Dubai 2021 “Government of the Future”

Risks could be associated with rapid Growth
DGEP – Dubai Airports Page 5
Organisational
culture
HR Strategy

The importance of having performance based culture
© 2014 Dubai Airports 6
Our People…

Who we are
© 2014 Dubai Airports 7
Dubai Airports owns and manages the operation and
development of both Dubai International (DXB) and Al
Maktoum International (DWC).
Immigration
Dubai Duty Free
Dubai Police
Dubai Customs
Dubai Police Dnata
Emirates
Our Vision is “to be Number One Airport in the World”

Dubai Airports in Context
© Dubai Airports 2012
0
20
40
60
80
100
120
1950 1960 1970 1980 1990 2000 2010 2020 2030
MillionPassengersPerAnnum
Average Annual Passenger Growth- 15.5 %
Average Growth in Aircraft Movements-12.4%
Average Growth in Cargo- 14.3%
1961 – 0.04m passengers
1970 – 0.5m passengers
1980 – 2.8m passengers
1990 – 5.0m passengers
2000 – 12.3m passengers
2005 – 24.8m passengers
2010 – 47.2m passengers
2015 – 75.3m passengers
2020– 103m passengers

How to build an effective performance culture
© 2014 Dubai Airports 9
REWARDS & REGONITION STRATEGY
CASCADIN STRATEGY TO BUSINEES UNITS,TEAMS AND
INDIVIDUALS
PERFORMANCE MANAGEMENT STRATEGY
Strategy
PERFORMANCE CULTURE
LEADERSHIP COMMITMENT
Implementing
Appraising
Monitoring
Motivating
Measuring Success

CEO
Leadership Commitment
Encouraging and empowering people in the active participation of improvement initiatives.
VPs Managers Corporate Strategy

• To establish performance management mechanism to link
employees/teams performance to corporate Strategy and
objectives.
• To encourage, measure, reward and develop our
employees
Performance Management Strategy

Internal Awards:
• Shooting Star
• Ibdaa
• Star Performer Award
• Mega Star Performer
Rewards & Recognition Strategy
External Award:
• DGEP Award

Organisational Recognition
Distinguished employee across the government
‘top DGEP award 2011’
Best Employer of the year - NASEBA - 2011 & 2012
Best Employer in the public Sector – HR Leaders Award 2012
Best Initiative - HR Leaders Award 2012

Capability Development
15
Creating a positive work
environment that support the
female employees and enable
their career development
progress
Talent Development
Program

Work Environment
16
Creating an environment which promotes high performance

Engaging employees to sustain a performance culture
© 2014 Dubai Airports 17
Engagement Commitment

Page 18
05.03.
2013
DGEP – Dubai Airports

Thank you
dubaiairports.ae
Dubai Airports
P.O. Box 2525, Dubai, UAE
T +971 4 224 5555

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Lesley Harvey presented on building an effective employee value proposition (EVP). An EVP describes the mix of benefits, characteristics, and ways of working that an organization offers employees. It is important for differentiation, appealing branding, and ensuring reality matches promises. Benefits of a strong EVP include attracting and retaining talent, standing out beyond compensation, engaging current employees, and creating a strong employer brand. An effective EVP clearly articulates offers, differentiates from competitors, targets desired talent, and is integrated across the organization. The presentation outlined key elements an EVP should contain and the process for creating one, from collecting and analyzing data to revising and launching the proposition.

How hr can get a seat on the board

The HR Observer

Tom Raftery presented on how HR can get a seat on the board. He discussed that while HR is generally not on the main board, their influence has increased. HR needs to understand the business, use data insights, connect collaboratively, lead with integrity, and measure outcomes rather than processes. To get a board seat, HR must deliver excellent services, understand business drivers, analyze numbers, seek non-operational experience, master analytics, communicate like the CEO, build confidence through knowledge, and have drive to succeed and challenge themselves. HR's influence on boards is growing as their roles require more strategic skills.

HR Trends in Saudi Arabia Report 2015

The HR Observer

Emirati Youth Forum 2015 Survey Results

The HR Observer

Webinar: An Objective Succession Planning Process

The HR Observer

To view recording: http://youtu.be/DjAgnmQENXo or watch the video at the end of the slides For other Informa Webinars: http://www.informa-mea.com/webinars A high level process map will be the focus of the webinar with Paul Walsh, a leading HR Consultant and Trainer in the region, discussing what steps we need to take to ensure, not only that we get the right succession candidates, but also how we can ensure that the process of selection is open, objective, transparent and fair.

Webinar: Talent Management Strategies In The GCC

The HR Observer

To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides For other Informa Webinars: http://www.informa-mea.com/webinars In this informative webinar, Lesley's upbeat and engaging style will make it very easy for you to gain a wide range of informative and practical information. It will span a broad spectrum of areas within talent management, from trends in talent management regionally and internationally through definitions of 'Talent' to detailed coverage of the specifics of talent attraction and acquisition and finally through to developing and managing talent and landing in talent retention.

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