Host:

Host:

Organisational redesign in the GCC

• Deciphering what organisational redesign truly is
• Highlighting the difference between OD and OD
• Examining the external and internal triggers
• Exploring design models and framework: a case study

Panel: Remaining attractive as the war on talent prevails

• Examining the evolving employer/employee contract
• Attracting top global talent – looking the companies who are getting it right
• Finding future employees via digital methods

Organisational alignment and bottom line profits

• Creating and managing a company culture in line with business goals
• Making culture a priority for senior leaders   
• Establishing core employee competencies designed to embrace and promote company culture
• Integrating collaboration, empowerment and driving cultural change

Identifying and developing exceptional leaders

• Using data evidence to identify potential leaders 
• Developing an inclusive and wide-ranging leadership system
• Considering culture and investment as priorities 
• Nurturing the strengths, enthusiasm and potential of millennial leaders

Providing customised perks and benefits for the 2017 workforce and beyond

• Applying emotional intelligence to create a company culture that attracts and retains talent
• Offering compensation for all age groups, genders and ethnicities
• Harnessing desirable employee benefits: unlimited holiday, flexible working hours, education, health insurance, exercise classes and healthy snacks

Refocussing leadership: transactional to transformational

• Examining key leadership capabilities: collaboration, recognising the need for new skills and solutions, motivation, distinguishing succession qualities
• Understanding the drawbacks: large investment, availability of leadership positions, retention
• Evaluating the coach vs supervisor management models

Panel: All engaged employees are happy, but not all happy employees are engaged?

• Reviewing the ten essential pillars of employee engagement and how to implement them 
• How and why emotional connection affects productivity and performance
• Sustaining engagement processes organisation wide

Panel: The reimagined learning department

• Ensuring increased learner engagement through mobilised learning opportunities and creative, innovative content
• Remaining competitive as well as producing a stronger workforce
• Promoting a culture of learning
• Exploring integrated, practical and long term learning ideas 
• Supporting your human capital needs

The ‘always on’ culture – supporting an employee-centric work environment

• Exploring the demands and expectations of the 2017 workforce
• Supporting the ‘always on’ culture 
• Managing work/life integration and nurturing continuous engagement
• Creating a sense of passion and purpose with a cross-organisational approach

Case study: The continuous learning model

• Escaping static learning approaches
• Allowing employees to have access to the learning opportunities they desire when they desire
• Highlighting the methods for doing so
• Monitoring engagement, success and ROI

Design thinking: implementation and integration

• What is design thinking? How does it work? And what does it mean for business goals?
• Reinventing core business structures and processes to meet employee needs and demands 
• Fostering an increasingly innovative, happy and valued workforce

Social networking and your L&D strategy: maximising engagement

• Using social media and social networking platforms to engage employees in learning at work
• Using these methods for global and localised organisations
• Discussing what could be expected in the future

Panel: HR is becoming ‘people science’

•    Equipping companies for the exploitation of people science – employing a data scientist
•    Capturing data for smarter decisions and shorter project cycles 
•    Evaluating data to achieve business results
•    Aligning people strategy with business needs 

A Reformed and remodelled workforce: enhancing the employee experience

• Creating a platform of HR services to increase usability and interaction
• Reviewing modern compensation strategy and exploring the demands of 21^st century workers
• Methodology for optimum employee engagement

Emiratisation and the national perspective of work and health

• Evaluating how far governmental initiatives are affecting the workplace in the UAE
• Determining what attracts the nation’s brightest talent
• Debating the importance of building a multicultural workforce in the UAE