Workforce Planning and Analytics 2014 takes place from 27 - 28 January 2014 and helps you answer all of your strategic workforce planning and analytics 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. - See more at: http://iirme.com/workforce#sthash.JiZKRPY2.dpuf

1. 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

2. 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
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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

3. 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

4. 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

5. 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

6. 27– 28 January 2014 The Address Hotel|Dubai Mall|Dubai|UAE
Five Easy Ways To Register
+971 4 335 2437
+971 4 335 2438
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