Main Summit Day 1

• Ways to understand who “owns” sustaining behaviour change in your organisation
• The four categories of sustainment activities
• A matrix to determine which specific activities best fir your organisation
• A framework to create a targeted sustainment and communication plan
• The stumbling blocks to sustaining change and specific ways to overcome those challenges

Morning Coffee And Networking In The Exhibition Hall

Taking Your Business To The Next Level With A Strategic Top – Down Approach

• Benchmarking your organisation against the best in the Middle East to drive business results through your people
• Leadership strategies and people practices of these award winning organisations
• How do the best employers stack up against the rest of the world?
• How do you become an employer of choice and 2012 Best Employer in the Middle East?

Moderator: Oussama Mansour, CEO, Profiles International Middle East
Peter Janho, Chief Area Officer, Fine Hygienic Paper, UAE
An AON Hewitt Best Employer In The Middle East For 2011
Mrs. Elke Willaert, HR Manager, DHL

Workplace Practicality:
This session identifies the common factors that the best employers in the Middle East focus on and will give you the opportunity to ask question of and learn from those
that are raising the bar and setting the new benchmark.

The Next Level Of Leadership: Developing And Executing A Coordinated Leadership Programme To Develop, Engage And Retain Your Workforce

• Designing personalised programmes through the use of leadership profiling, feedback, individual development plans and coaching
• Identifying group norms and practical and targeted development opportunities across every level of the organisation
• Aligning your leader’s and future leaders’ development goals to your organisation’s objectives
• Benchmarking your success: Measuring the results of your coaching initiatives for maximum business success

The Impact Of Charismatic Leadership: Driving Productivity And Profitability

Charisma for its own sake is good for little more than ego - but when you put it to work in the service of your business its impact can be enormous. Focused properly, Leadership Charisma fosters an environment where all of your people will have a positive and energetic attitude, be emotionally and intellectually committed to your vision, and be inspired to contribute their very best efforts to the organisation. This session will provide an in-depth overview of:

• The critical connections between employee engagement, productivity and leadership charisma
• The drivers of leadership charisma (based on current research with more than 40,000 leaders worldwide)
• The critical interpersonal behaviours shared by all charismatic leaders
• How to determine just how charismatic you are currently
• How to plan to raise your charisma and drive the productivity associated with such an increase?

Emotional Labour: Maximising Its Benefits And Minimising Its Harm

Emotional labour is about managing one’s emotions in a service interaction to conform to an organisation’s norms and meet the customer’s expectations. The necessary first step is to formally acknowledge that emotional labour is an intrinsic part of a service worker’s job that may affect the worker’s wellbeing as well as the organisation’s image and performance. The key question is, how are emotional responses in the service encounter managed by individuals and organisations for the benefit of all stakeholders?

• What is emotional labour and why is it imperative that HR be informed?
• What are the consequences?
• How are cultural differences responsible for different emotional responses?
• What are the implications to HR?

Mike Newnham, Group Director of Human Resources, Abu Dhabi National Hotels, UAE

Workplace Practicality:
Understanding emotional labour is of particular importance in a multi-cultural, multi-national work environment. This session will enable you to understand and further explore the benefits of emotional labour and why it’s imperative that HR be aware of the consequences.

Ensuring Excellence: Engaging And Re-Engaging Employees To Ensure Optimal Performance And Job Satisfaction To Allow For Fulfillment Of Long- Term Personal And Organisational Growth

• Improving the health and happiness of your workforce to improve productivity and increase engagement
• Creating mental balance in the workplace to retain the best and boost your company’s image as an employer of choice for nationals and expats
• Knowledge is power: Identifying the avoidable pitfalls that can derail your efforts and prove to be counter-productive
• There’s no such thing as a one-size-fits-all approach: Meeting the differing expectations of a national and expatriate workforce

Motivation As A Competitive Advantage: Motivating People And Igniting Their Passion

• An organisation with highly motivated people has a clear competitive advantage over organisations that don’t. How does your company compare to your competition?
• Realising the carrot and stick principle beyond simple reward and punishment
• Developing insight on people’s psychological needs and how to customise your leadership team’s communication accordingly
• Addressing the three sides of personality by appealing to your team’s logic, passion and ethic
• What motivates one person may be a deterrent to another: Identifying different people’s representational system and how important it can be to motivate them?

Your Company, Your Vision, Your Employees – The Friends Provident Experience

• Employee motivation and corporate success: Harnessing the power of motivation to deliver powerful results back to your business
• Employee benefits as an integral part of HR’s total compensation strategy
• Setting the benchmark and putting it all into practice?

• How does employee engagement and empowerment affect your company?
• Building partnerships through involvement and participation resulting in strong leadership and high performance
• Empowerment through passion and commitment: Making jobs more rewarding to influence motivation and job satisfaction
• The importance of HR in influencing engagement and empowerment across the organisation: Who are the key players and how does this impact the front line?

• Assessing innovative tools and methods of obtaining an indepth understanding of individual employee expectations and motivation in relation to compensation and benefits
• Developing a competitive bonus structure that ensure the attraction and retention of your best talent
• Adapting your current compensation and benefits initiatives to reflect the current job market’s changing expectations and motivations
• Can career development schemes be positioned as an attractive non-monetary benefit?

Duncan Micallef, VP, AMEA Comp and Benefits, PepsiCo, UAE
Greg Smith, Senior Director, AMEA, Comp and Benefits Policy & Communications, PepsiCo International, UAE

Workplace Practicality:
This session will give you a greater understanding of the changing compensation and benefits expectations and motivations of your employees to ensure that your company’s remuneration strategy meets your organisational requirements.