The HR Summit and Expo 2016 (HRSE16) is just around the corner! The event, which runs from November 14-16 at the Dubai International Exhibition Centre, brings together thousands of HR and business thought leaders from around the world. The theme of this year’s event is The New Rules of Engagement in a New Age of HR.
The event’s theme looks to explore the balance between effective people management and business success. After all, as companies look to break through barriers of traditional people practices, and as businesses and technology continue to accelerate, the question constantly asked is how can HR and talent strategies keep up?
We will be presenting in two tracks at HRSE16, offering practical insight into how organisations can get ahead of the game to boost retention and engagement in 2017.
Halogen’s Chief People Officer, Dominique Jones, is presenting a keynote session as part of the HR Talent Summit track. Her session, entitled Win With Talent – Building a culture of ongoing performance management, will explore our company’s own approach to talent management.
And Nina Mehta-Vania, our Talent Management Consultant in EMEA, will be presenting a practical seminar entitled Internal Talent Mobility – Make mobility work to boost employee engagement & job satisfaction, during the HR Strategy Summit track as part of the HR Engagement Summit.
We sat down with Dominique and Nina to get a preview of what they will be speaking about and what HRSE16 attendees can look forward to learning about from their sessions.
What will you be talking about at HRSE16?
DJ: We’ve helped thousands of customers develop talent strategies and workflows to help align, engage and inspire their people to support the needs of their business. We also did something similar at Halogen and my presentation will talk about our own cultural transformation. I’ll also share some of the lessons we learned and outcomes we’ve seen to date such as increased engagement, improved goal achievement, and improved personal development, as a result of our effort to support employee performance on an ongoing basis and creating a feedback-rich culture.
NMV: Talent and career development are consistently among top drivers of what attracts people to a job and what keeps them there for the long haul. If there are opportunities to expand their knowledge, skills and experience, employees are more likely to stay. However, over a quarter of respondents to the CIPD Spring 2016 Employee Outlook survey stated they are dissatisfied with the opportunity to develop their skills in their job. My presentation will explore the impact of internal talent mobility on employee engagement and satisfaction. I’ll offer some advice on how organisations can enable greater talent mobility within its own structure and share some best practices and key metrics to track success of internal talent mobility initiatives.
What can attendees expect to take away from your session?
DJ: One of the key takeaways we’ve learned so far through our own experience, and one I think will resonate with HRSE attendees, is that it’s important to look at what’s required to balance the needs of employees and the needs of the business at the same time. At Halogen, we found out that our people and talent practices didn’t match up to how our business operated. So, we said, “How can each area of our business support the direction we’re going and want to go in the future?”
NMV: Attendees will learn best practices on how to create an internal talent mobility programme that meets the needs of their organisation. It’s timely because we know career opportunities are a key contributor to employee engagement in the Middle East. According to Bayt.com’s Job Satisfaction report only 43 percent of employees in the Middle East see themselves working at the same company in the near future. And 61 percent are actively trying to find another job. When organisations put together a system and encourage multi-directional career progression, it gives employees more options. And the more options employees have to grow and develop their skill and knowledge, the better they will perform, the happier they’ll be, and the longer they’ll stick around.
Looking at the theme and agenda for HRSE16, what do you think HR and business leaders need to keep in mind for 2017?
DJ: On-going performance management is about help employees perform to and reach their potential. It’s important they understand what’s expected of them at work, they can see how their work contributes to success, they have the resources they need to be productive, and they’re happy and satisfied. With this in mind, organisations need to provide its leaders with the tools and resources to help employees clearly establish the link between employee contribution and satisfaction. Making these connections real and the development of leadership capabilities will be a priority for HR and business leaders in 2017.
NVM: Establishing a culture focused on growth and development is something we’ll see more and more of in 2017. We know on-going performance management can have a positive impact on engagement and retention. The same value can be expected in organisations where growth and development is encouraged and monitored all year long. When you tie learning and development to performance and business needs, in a way that supports multiple learning styles and interests, it becomes easier to sustain a culture of on-going growth and development.
We’d love for you to stop by stand A50 and say hello. If you’re attending HR Summit and Expo, click here to register for Dominique’s session on how to win with talent and click here to register for Nina’s session about how to make internal talent mobility work for your organisation.