12th Annual Career Development Conference

E Sp sa arl ec US ve y B ial $ up ird 2, t : 39 o 7

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18-22 March 2012  Movenpick Hotel JBR  Dubai, UAE Strategic Career Development Initiatives To Drive Business Goals And Engage Employees

Presenting A Platform For Holistic Learning With:  NEW AGENDA shaped by your most critical concerns and challenges  OVER 90% NEW SPEAKERS representing 15 industries across the region E XCLUSIVE INSIGHTS FROM BEST EMPLOYERS including DHL Express, PepsiCo and P&G N EW INTERACTIVE FORMATS providing a platform for discussions that will challenge perspectives and explore new strategies in employee development  PRACTICAL TAKEAWAYS from HR practitioners that you can immediately implement into your own systems  UNIQUE OPPORTUNITY to meet and share insights with prolific HR practitioners from across the region  PRACTICAL AND APPLIED WORKSHOPS offering an enhanced learning experience. See page 5 for details

Progressive Initiatives And Strategies That Will: D rive Business Goals And Objectives  S upport Growth And Long Term Development Of The Organisation G ain Management Support Of Employee Development B uild Employee Engagement And Retention

D evelop Empowered Leaders For The Future  E nsure Nationalisation targets Optimise The Business U nlock Talent In A Multi-Cultural Workforce  Measure Success Of HR Initiatives  I mprove Profitability Of Training And Learning

Hear Directly From A Power Packed Speaker Line-Up PepsiCo – Nokia – Nestlé Middle East – Gulf Air – Royal Group – Saudi German Hospital – CIPD – Du – SHUAA Capital – Cleveland Clinic – Azizia Panda United – P&G – Abu Dhabi Airports Company – The Fairmont – Arqaam Capital – Kempinski Hotels – Waha Capital – And Many More

DHL Express

MARS

Al Futtaim

Arqaam Capital

Sharjah Islamic Bank

Henry Fares, HR Director, Bahrain

DanaAlHafeed,Regional Talent & MARS UniversityDirector,UAE

Brett Preston, General Manager,GroupLearning & Development, UAE

Marc Hoodless, HR Director, UAE

SangeethIbrahim,AVP, Head of Training, UAE

Kempinski Hotels

Waha Capital

CIPD

Royal Group

Cleveland Clinic

Karen Thorburn, Regional Director Of Training, MEA, UAE

Ergham Bachir, HR Director, UAE

John McGurk, Advisor, Learning & Development, UK

Marius Van Rensburg, HR Director, UAE

Fatima Karriem, Senior Director, Training & Education,UAE

Silver Sponsor

www.iirme.com/careerdevelopment fax: +971 4 335 2438 email: register@iirme.com

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Exhibitor

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16% of employees are highly satisfied with their career prospects 43% have neutral sentiments about their career prospects 35% are displeased with their career prospects * These are startling results, revealing that employers in the GCC are not doing enough to engage their employees with attractive career opportunities. The 12th Annual Career Development Conference will enable you to develop strategies that will optimise employee performance and leverage their potential to drive business growth.

Who Will You Meet

What’s NEW For 2012?

• Over 90% new speaker faculty •B est Employer Insights from DHL, SHUAA Capital, The One Home Experience and PepsiCo •A holistic perspective of career development with contributions from across 15 industries • New and interactive formats to showcase debates and discussiosn including: Roundtables, Insight Exchange, Open Forum, Innovation Express and Many more • 3 new workshops tackling today’s most critical career development challenges

Managing Directors, Directors, Heads of, Managers, Advisors, Specialists, Analysts, Executives and Officers of: • HR • Career Development • Talent Management • Learning & Development • Employee Relations • Training • Leadership • Human Capital Development • Employee Development • Organisational Development • Succession Planning • Manpower Planning • Strategy

Companies Who Attended Previous Career Development Conferences: BP · Sharjah Islamic Bank · Rasgas · Johnson & Johnson · Saudi Arabia Texaco · Emaar Properties · Citibank · Estee Lauder · Etihad Airways · MTN · GASCO · Pepsi Cola International · Saudi Aramco · General Motors· Etisalat · Maersk Oil Qatar · Dubai Aluminum Company · UAE University · ADCO · Banque Saudi Fransi · Abu Dhabi Police GHQ · Emirates Cement · Barclays Bank · Showtime Arabia · Saudi Chevron Philips · Xerox Emirates · Nokia Saudia · AECOM · Shell · HSBC Middle East · NBK Capital · TADAWUL · Dolphin Energy · First Gulf Bank · SABIC · Arab Media Group · Saudi Electricity Company · Royal Group · Gulf Pharmaceuticals · DP World · And Many More…

What The Industry Has To Say: “The timing of this conference is perfect with the HR challenges in 2012 being around retention, motivation andbuildingorganisationalcapability.Astheregionalsocontinuestoevolvecareerdevelopmentgenerally,but for nationals in particular, will continue to be high on the agenda of HR and business leaders.”

Marc Hoodless, HR Director, Arqaam Capital, UAE “Gives good insights on current HR practices and benchmarking.”

Tony Makhoul, Financial Manager, National Paper Company, UAE “Agreatopportunitytoshareknowledgeandgaininsightsintootherorganisations,whatworksforthem,the challenges faced and ways to overcome them” Tracy Al-Saidi, Director Of Learning & Development, Jumeirah Group, UAE “Anexcellentopportunitytonetworkandlearnaboutcareerdevelopmentpracticesemployedbyotherorganisations.”

Nawaf Hamed Al Qassar, Training Officer, Kuwait Oil Company, Kuwait Raise Your Company’s Profile In The Region And Position Yourself As A Leader In Career Development The 12th Annual Career Development Conference gives you a platform for a targeted marketing approach to promoting your corporate image, products and services as well as creating greater market awareness. Our sponsorship packages are designed to give your brand targeted exposure and increase your client base with networking opportunities.

Contact Fadi Haddad on sponsorship@iirme.com or call +971 4 4072716 for more details * bayt.com and YouGov Siraj 2011 Survey tel: +971 4 335 2437

fax: +971 4 335 2438

email: register@iirme.com

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Conference Day 1 Tuesday 20 March, 2012 08:00

Registration And Morning Coffee

12:30

08:30

Opening Remarks From The Chair

igh Potential Employees: The Key To Driving Business H Strategy, Growth And Achieving Long Term Goal • Identifying high potential employees early on in their career: Effectively using potential assessors • Developing targeted and flexible career development plans that leverage high potential employees to drive business growth and business goals • New strategies to retain and engage high potential employees to avoid losing them to your competitors Henry Fares, HR Director, DHL Express, Bahrain

13:15

Networking Lunch

08:45 Building A Career Development Strategy That Is Aligned With Your Organisation’s Strategy Backbone To Support Business Goals

• Business strategy and execution: Understanding the organisation’s plan for the future and its implication on career development

• Identifying the key drivers that support the organisation’s vision; and which of these are attributed to the workforce

• The role of recruitment, talent management, learning and development, and succession planning in achieving the organisation’s business goals and vision for the future

• Ensuring that your career development strategy keeps up with changing business requirements as it progresses and grows

Henry Fares, HR Director, DHL Express, Bahrain

Ria Davey, Head Of Recruitment &Talent Management, SHUAA Capital, UAE

Fahad Al-Abdulkarim, HR Director, P&G, KSA

10:15 Meeting Accelerator: Structured Networking Session This unique facilitated networking session will give you the rare opportunity to meet your peers from different companies and industries. Exchange insights and gain new perspectives on career development and its challenges. Bring plenty of business cards.

10:45

Networking And Refreshment Break

11:00 Successful People Plans: Measuring And Reporting The ROI On Career Development Initiatives To Management And Encouraging Further Investment

• Identifying KPIs of career development initiatives: Employee turnover, business growth and recruitment

• Establishing accurate and reliable measures of success

• How do you ensure that career development initiatives are pushing productivity and business KPIs?

Ria Davey, Head Of Recruitment &Talent Management, SHUAA Capital, UAE

hatMotivatesEmployees,HowtoManageExpectationsAnd W Leverage Them To Build Retention And Engagement?

• Tools and tactics to uncover employee motivations and expectations

• Embedding employee motivations into job responsibilities to increase job satisfaction and engagement

• Aligning career development plans with employee expectations to build retention and engagement in the long run

• Keeping up with changing employee motivations and expectations as they move through the employee lifecycle Sangeeth Ibrahim, AVP Head OfTraining, Sharjah Islamic Bank, UAE Dana Al Hafeed, RegionalTalent & MARS University Director, MARS, UAE

Brett Preston, General Manager, Group Learning & Development, Al Futtaim, UAE

PANEL DISCUSSION

09:30 Addressing Gaps In Skill Requirements And Competency Targets To Ensure Your Organisation Is Equipped With A Workforce That Is Ready To Meet Business Objectives

• Identifying key skill requirements and competency targets necessary to meet business objectives

• Uncovering gaps in the existing skill pool and competency targets and what are the best ways to fill them

• Tapping into the existing talent pool to bridge the gaps with training, learning and development

• Targeted recruitment to fill gaps in the skill pool to meet competency targets Sangeeth Ibrahim, Assistant Vice President, Head Of Training, Sharjah Islamic Bank, UAE

14:15

15:00 The Great Divide: Bridging The Gap Between Job Opportunities Available And Employee Aspirations To Boost Engagement And Motivation

• Is this a realistic possibility?

• What do employees want, what are their aspirations and what do they expect from their jobs?

• Leveraging employee aspirations to create career development initiatives and job opportunities that boost motivation and engagement?

Marius Van Rensburg, HR Director, The Royal Group, UAE

Suhair Khalfan, Vice President HR, Gulf Air, Bahrain

Marc Hoodless, HR Director, Arqaam Capital, UAE

Fahad Al-Abdulkarim, HR Director, P&G, KSA

EMPLOYER’S EXCHANGE

KEYNOTE PANEL

Career Development: A Strategic Business Initiative

Career Development: A Collaborative Effort 15:45

Networking And Refreshment Break

16:30

o Line Managers Hold The Key To Improving Effectiveness Of D Career Development Initiatives?

• Defining Their Role And Gaining Their Support • Gaining buy-in and support of line managers to drive career development initiatives • Developing and implementing training: Ensuring line managers are equipped with the tools and skills to drive career development initiatives • Driving career development initiatives and managing workload: Balancing day-to-day objectives such as KPIs, profits and operations with facilitating career development for employees

People Are The Competitive Edge 16:45 11:45 PeopleAreTheCompetitiveEdge:LeveragingYourEmployees To Drive Organisational Performance And Growth

• Employee commitment: Gaining employee buy-in to commit to their own development within the organisation

• Changing the employee mindset towards learning: Providing an opportunity for employees to enjoy learning and growth

• Challenging your employees to step outside their comfort zone and push to improve their performance

• Incentivising employees to go the extra mile: Does the job they are in allow them to experience and achieve personal goals?

Brett Preston, General Manager, Group Learning & Development, Al Futtaim, UAE

tel: +971 4 335 2437

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PEN FORUM: Learning From The Mistakes Of Your O Peers – What Went Wrong And What Not To Do An opportunity for HR professionals to discuss career development initiatives that didn’t work for them. They will share what went wrong and what they could have done differently. This is a unique opportunity to learn from past mistakes and improve for the future.

17:30

Closing Remarks From The Chair

17:45

End Of Conference Day 1

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Conference Day 2 Wednesday 21 March, 2012 08:30

Opening Remarks From The Chair

KEYNOTE PANEL

08:35 Unlocking Talent In A Multicultural Workforce: Training And Learning Initiatives To Unleash The Potential Of Culturally And Linguistically Diverse Employees

• One size does not fit all: The cost and consequences of blanket training and development initiatives

• What is the best way to overcome the challenges brought about by diversity in language, prior knowledge and interpretations?

• The magical mix: Accepting differences and making them complement each other

Joy Xu, VP Talent Management MENA, PepsiCo, UAE

Karen Thorburn, Regional Director Of Training, MEA, Kempinski Hotels, UAE

Akif A. Tashkandi, Head OfTalent Management, Nestlé Middle East, UAE

Abdulrahmen Alrefaie, HR Director, Azizia Panda United, KSA

Career Development For A National Workforce

PANEL DISCUSSION

09:15 The Challenge Of Reconciling Nationalisation Targets With Business Strategy And Goals

• How to source and attract nationals with the necessary skills and competencies to drive growth

• Fast-tracking nationals: Does it benefit the organisation in the long run and is it sustainable?

• Exploring other, more profitable and sustainable alternatives for meeting nationalisation targets

• How to make sure that investment for national development is ideally utilised Dr.MuhammadFarhanSher,HRDirector,SaudiGermanHospital,KSA

Ergham El Bachir, HR Director, Waha Capital, UAE Cheryl J. Thornton, Head Of People And Capability, ADAC (Abu Dhabi Airports Company), UAE 10:00 Overcoming The Challenges Of Attracting And Retaining National Employees To Achieve Nationalisation Targets

• Meeting salary and rewards expectations: How to compete with the public sector

• Has unemployment become a favourable option? Competing with high employment benefits

• Developing an engaging reward and recognition mix: Leveraging career development as a reward to build engagement and retention

Abdulrahman Alrefaie, HR Director, Azizia Panda United, KSA

ffectiveSuccessionPlanningForSeniorManagement:Ensuring E Business Continuity And Supporting Organisational Growth

• Is succession planning critical to ensuring engagement and retention of senior management?

• How is succession planning critical to business continuity and business strategy?

• Aligning succession planning to people strategy and business strategy

• Avoiding the glass ceiling for senior managers: Creating new positions and redefining hierarchies

• Horizontal movement: Can this be an attractive alternative career path for managers?

Cheryl J. Thornton, Head Of People And Capability, ADAC (Abu Dhabi Airports Company), UAE 12:30

15:10 RedefiningTraining:ImprovingTransferOf SkillsAndRaisingROI On Training And Employee Engagement

• Redefining the design and implementation of training and curriculum that target gaps in core competencies and skills

• Incorporating a suitable mix of content and practice to maximise skills and knowledge transfer

• Developing and implementing individual training plans

• Utilising technology to increase accessibility of training and lowers costs: Incorporating video conferencing , online learning and mobile learning

Mumtaz Hussain, Senior Director, Learning & Development, Du, UAE

Fares Zeidan, Nokia Academy Manager, MEA, Nokia, UAE

Fatima Karriem, Senior Director,Training & Education, Cleveland Clinic, UAE

RamnathVenkatraman,HeadofBusinessLearning,NoorIslamicBank,UAE

Employee Engagement And Retention

Networking Lunch

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15:55 Rewards And Recognition: The Key To Increasing Employee Engagement And Retention

• Developing an attractive reward mix: Leveraging non-monetary benefits, individual employee goals, expectations and recognition

• Do environmental factors matter? Can lighting, temperature, hygiene and other comfort factors influence employee engagement?

• Are structured training and career development plans attractive rewards?

Fatima Karriem, Senior Director,Training & Education, Cleveland Clinic, UAE

Fares Zeidan, Nokia Academy Manager, MEA, Nokia, UAE

PANEL DISCUSSION

I ntegratingLeadershipFrameworksIntoTalentManagement Strategy And Why This Is Important To The Overall Business Strategy • Identifying core competencies and critical roles and their importance to the overall business strategy • Aligning leadership and development frameworks to improve effectiveness • Developing and implementing leadership programmes to high potential and critical employees to ensure they are empowered to execute and lead business strategy John McGurk, Advisor – Learning & Development, CIPD, UK

11:45

Networking And Refreshment Break

15:00

Tips,ToolsAndTacticsToBoostEmployeeMoraleAndMotivation 16:40 As employees move through the employee lifecycle there is an inevitable dip in motivation and morale.This in turn influences engagement and retention which affects the bottom line. Maintaining high levels of employee motivation and morale is one of the biggest challenges that organisations face.This forum will explore different strategies and solutions that HR professionals can implement to boost motivation and morale in the workplace.

• The Employee Lifecycle: Changing expectations, drivers and goals

• Work Environment: Does ventilation, seating area, noise, lighting make a difference to morale and is it worth investing in?

• Job role – A platform for self-actualisation?

Dana Al Hafeed, Regional Talent & MARS University Director, MARS, UAE

Marta Shapiyev, HR Director, The Fairmont Bab Al Bahr, UAE

EMPLOYERS EXCHANGE

INTERNATIONAL KEYNOTE

Focus On Learning And Training

Networking And Refreshment Break

Leadership And Upward Mobility 11:00

14:15 Moving From A Training Culture Towards A Learning Culture And EmpoweringEmployeesToTakeOwnershipOfTheirOwnDevelopment

• Is it more effective in the long run in facilitating holistic development and transfer of skills?

• Learning vs Training: The pros and cons to the business and holistic employee development

• Innovative training tools: Are they more effective than traditional classroom and on-the-job training in maximising transfer of skills?

• Focus on non-technical training methods: Will the introduction of leisure and physical activity boost learning and retention?

• Creating a work environment that supports continuous learning and development

• Empowering employees to take ownership and responsibility of their own development and learning

Mumtaz Hussain, Senior Director, Learning & Development, Du, UAE

10:45

13:30 Golden Escalators, Customary Promotions And Upward Mobility: What Do They Mean And Do They Contribute To The Organisation’s Business Strategy

• Are Golden Escalators and customary promotions the key to building engagement?

• Promotions redefined: Is it more than just a raise? Taking into account the core competencies and skills required to make the change

• Ensuring that promotions are aligned with business strategy and support business goals Karen Thorburn, Regional Director OfTraining,MEA, Kempinski Hotels, UAE Akif A. Tashkandi, Head OfTalent Management, Nestlé Middle East, UAE

PANEL DISCUSSION

Morning Coffee

ROUNDTABLE

08:15

17:25

Closing Remarks From The Chair

17:30

End Of Conference

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Practical And Applied Workshops Workshop A: Aligning Talent Management Strategy With Business Strategy: A New Paradigm For Building Sustainability Sunday 18 March 2012 Rationale Effective talent management is essential to building business sustainability. Having the right talent and optimising their skills is critical to driving business objectives and long term goals. For this reason talent management strategy should be aligned to business strategy. This workshop will enable you to ensure that your talent management strategy is aligned with business strategy and effectively drives business objectives to build sustainability through targeted recruitment, sucession planning, leadership development and learning and development.

Learning Objectives • Understanding the business strategy, plans for growth and vision of the future • Uncovering the skill set and competencies needed to drive business strategy and long term goals • Building a recruitment and talent management strategy that will fulfill requirements and effectively drive business objectives and shape the vision for the future • Developing and executing effective training and development to ensure employees are equipped with the skills and competencies to facilitate business strategy • Ensuring business sustainability for the future: Leadership development and succession planning

Workshop B: Empowering And Developing High Potential Employees To Be Future Leaders Sangeeth Ibrahim, Assistant Vice President and Head Of Training, Sharjah Islamic Bank, UAE

Monday 19 March 2012 Rationale No one is more suited to lead a business than a home grown leader.

Not only do they understand the nature of the business and the intricacies of how it works but they also stand as a testament for what the business is and what it can become. This workshop will enable you to identify high potential employees, train and develop them with the critical skills to be good leaders and ensure that they remain engaged and as vested in the business as it is in them.

Learning Objectives • Tools and tactics to identify high potential employees early on • Developing and implementing training and development programmes to build leadership skills and business acumen • Ensuring that high potential employees continue to be engaged in their roles • Retaining high potential employees and preventing loss to competitors

Workshop C: Gear-Shifting Learning And Talent Development John McGurk, Advisor, Learning And Development, CIPD, UK

Thursday 22 March 2012 Rationale This is a highly interactive and participative workshop, where participants will have the opportunity to work on the key aspects of developing a gear-shifting approach to learning and talent development in their organisation. Based on CIPD’s renowned research and evidence it looks at three critical drivers of effective learning which can allow organisations to meet their many challenges and come away with practical plans for implementing this in reality. The workshop will be contextualised for the organisations attending through practical application to aid the implementation of learning.

tel: +971 4 335 2437

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Learning Objectives • Recognise the key objectives of Game changing L&TD from a National, Organisational and Individual perspective • Identify the key strategic choices for L&TD programmes around talent and performance, coaching and leadership and e learning.

• Provide effective tools and guidance to kick start transformational L&TD programmes

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18-22 March 2012  Movenpick Hotel JBR  Dubai, UAE FIVE WAYS TO REGISTER Middle East: +971-4-3352437 971-4-3352438

IIR Holdings Ltd. GCS/IIR Holdings Ltd. P.O Box 21743 P.O Box 13977 Dubai, UAE Muharraq Kingdom of Bahrain

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