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COVID-19 THE GAME JUST STARTED VIRTUAL SUMMIT (EPISODE 5)

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Written By: Farah Ahmed

Getting closer to the end of Ramadan has been intriguing, not only to us but to I-Gamify’s virtual summit! This time they brought up exclusive discussions on COVID 19 with competent from Jordan, Tunisia, and Lebanon. 

Here are some of the highlights… 

The 18th day concentrated on “The Financial Impact on Companies during COVID 19” with 3 engaging business experts. 

Nassima Ayfi a Tunisian trainer and business expert in entrepreneurship talked statically about the impact of COVID 19 on the economy in several points:

  • The decline in productivity and individual production. 
  • The importance of expenses calculations in the upcoming period. 
  • Outsourcing is recommended for startups. 

Mohamed Naiem the owner and CEO of Shark and Shrimp Marketing Agency gave insights on the ways that a company and a startup can plan and invest during COVID 19. 

  • Companies: He advises the companies to invest using the cash availability, in the customers; which means reinvesting in a win-win situation. 
  • Startups: You have to be careful in your choice of laborers, maintenance of a good relationship with your partners to ease your job, and efficient management of resources. During the pandemic, development based on the market needs is the most substantial, as well as good management of financial resources. 

Saad Elalfy the founder of “3mdahab” an e-commerce platform, set up some recommendations for any startup in various points:

  • The main condition for entering the market as an e-commerce business is to add-value; which means targeting a solution for a persona. 
  • The role and value of market segmentation, matchmaking, and marketplace. 
  • In choosing the product to sell, you should focus on a specific segment and the needs of such a persona. Also, pay attention to advertisements, sales, and marketing. 

Check the complete panel on: https://www.facebook.com/IGamify/videos/595769464626561/

Day 19 theme was “The Strategies of Protection and recovery during COVID19” with surprising guests. Dr. Tareq Rasheed from Jordan, who works with the UN in 3 different offices; ILO International Training Centre, UN Institute for Training and Research (UITAR), and Global Youth Leadership Academy. Dr. Marwa Khodir an HR consultant in Egypt and different companies from over the world. Tarek Wael a certified coach, and learning and development manager at Boost Training and Consulting.

What are the personal strategies to recover from this period? Tarek explains that the current status is characterized by speedy rate and much conflicting information. Thus, you need to have psychological awareness and acceptance of what is in your control and what’s not to create a meaning that helps you handle this situation. 

What’s your definition of psychological health? Dr. Tareeq views protection form the value perspective, intending to have nations with resistance values. He illustrated the complex reaction of thought, feeling, and behavior. If you have negative thoughts, this leads to high depression/dreadful feelings, then depression and diseases start roaming your body. The same goes for positive emotions. The strategy is to build a deep faith in the future generations.

How to manage the employees’ fears during COVID 19? Dr. Marwa stresses the importance of employees’ engagement. Hence, as an HR, you should work on 3 dimensions; psychological needs through consistent and transparent communication, emotional side through transmitting the feeling of unconditional worthiness and gratitude, and lastly the behavior as the result of your work on the previous two points. She advises companies to invest in employee coaching at this time.

The panel then continued by presenting spectacular vital inputs. With Dr. Tareeq discussing the SUNSHINE recipe, the diverse impact of COVID 19 on the various categories inside a community, and the necessity of dealing with the media during this critical time. Tarek tackling the online business and how to move forward in it. Finally, Dr. Marwa talking about spreading positive vibes vs toxic energy, and the idea of push-pull on culture.

Check the complete panel on: https://www.facebook.com/IGamify/videos/244954513233825/

The following day held an awesome surprise, it was a special conversation with Dr. Hesham Abdelaziz Omar on COVID19 itself! He is currently the founder and Chairman of Tiny’s Clinic, Zahraa Al Maadi, Cairo. Along with having a course about COVID19 on almentor.net.

People were able to have an eye-opener question and answer with the Dr. throughout the panel. Here you go some of the agenda’s highlights:  

  • It’s not the first time to witness the virus, yet the COVID 19 is the harshest.
  • It became considered an epidemic due to its speed spreading and they aim to make the infection rate (R0) below 1.
  • Arguments between medical schools of thoughts on whether the Coronavirus transfers through the air or not. 
  • He recommends wearing medical masks, also for children and animals (cats and dogs).
  • The rumors regarding the invention of treatment are only a geopolitical conflict between countries, nothing is certain yet.
  • Some medicines are available for the treatment but none is effective to terminate the disease completely. 
  • An affordable vaccination and medicine that are obtainable all over the world is a must.
  • Coexistence with the virus by precautionary measures. First, sashing your hands is more important than using alcohol. Second, keeping the social distance. Third, drinking water to keep yourself hydrated. Fourth, strengthening your immunity system (vitamin C/D).
  • There is an expectation that vaccination will be ready next January 2021. 
  • Treatment protocol: Hydroxychloroquine – Tamiflu – Azithromycin.
  • Children are susceptible to the virus too, and another disease appeared on the, which is the Multisystem Inflammatory Syndrome.
  • Preventive measurements in a closed area: Open the door and the window every two hours – Leave your shoes outside the house. 

Check the complete panel on: https://www.facebook.com/IGamify/videos/711160926324080/

As I-Gamify is known by its tendency towards technology and gamification, “The Importance of technology and Security during COIVD19” was Day 21’s topic. 

Waleed Magdy, the assistant manager network security engineer at Otlob.com, assured the effect of COVID 19 in raising cybersecurity risks. As there are digital security challenges, some organizations and attackers take advantage of this epidemic to impersonate the WHO and other healthcare services, in the shape of emails and SMS (fishing attacks), to make wrongful campaigns aiming at stealing credentials and personal data. The organizations that don’t have digital security measurements are the most vulnerable. 

Waleed Zohdy, technology director at almentor.net, stated the ways to secure employees’ data privacy while working from home. Prioritization is the first step; which means identifying the data that the employees have and its type. Thereafter, a plan with procedures is executed. He points out that passwords and security/identification keys are necessary. Waleed also warns clicking on anonymous links and always have a backup plan prevention tools. Moamen then agrees and highlights the criticality of ‘two- factor authentication’. 

Rudy Shoushany from Lebanon, a specialist in ICT governance, digital transformation, IT strategy, and cybersecurity. He interpreted that many people and businesses will become adapted to working from home, having virtual meetings, and shopping from home; it will become more acceptable on a personal level. The new culture post-COVID 19 will be working from home with precautions (surveillance technology). Rudy’s point of view that there will be innovations for working from home. 

Tackling the approaches and measurements to minimize the risks, Waleed Magdy spoke about 10 questions any person responsible for information security should ask to find the challenges and their solutions, while Rudy explained the Network Perimeter Defense strategy, and Waleed Zohdy described the notion of prioritization, personal protection vs professional protection and the idea of business opportunity plan.

When asked on “How to build a remote workplace force?” They recommend:

  • Homeworker ease reach of the data and investing more in data encryption
  • Provide business devices managed by the organization (most appropriate solution) or allow secure remote access from a home device with a strong network connection (costly)
  • Take into consideration ‘work from home challenges’ 

Check the complete panel on: https://www.facebook.com/IGamify/videos/2705335613079742/

Their surprises didn’t end here! Keep up with updates to take a glimpse of the next article on the following days of the panel with foreign experts! 

Don’t forget to book your seat for the LAST upcoming panel discussions on: https://i-gamify.net/our-global-virtual-summit

Magazine

WELLBEING @ WORK SUMMIT 22-24 FEBRUARY 2021 MIDDLE EAST

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Now is the time to make wellbeing & mental health at work a strategic priority

The fifth annual Wellbeing @ Work Middle East Summit returns for a virtual festival on 22-24 February 2021. The three-day Summit is for HR, Wellbeing, Benefit and Business Leaders from across the Middle East who are facing business critical employee wellbeing and mental health challenges and those leaders who want to take their wellbeing and mental health strategies to the next level.

It is time to build back successfully with a people first agenda and an impressive speaker line-up awaits attendees who will also have full access to an unrivalled AI enabled virtual platform where they can connect and meet with other like-minded delegates for world-class networking two weeks leading up the Summit.

Delegates can hear and engage with leading employers and workplace experts from across the world including the Global Human Resources Director from Daraz (Alibaba Group), Chief Human Resources Officer at Jumeriah Group, Global Belonging Lead Mental Health from Spotify, Director of Human Resources at NEOM, Director of Human Resources at Zain Bahrain, Group Head of Talent Acquisition at Chalhoub Group, Global HR Director and D&I Lead for MEA from Schneider Electric and the Global Leader of Diversity & Inclusion from Nielsen to name just a few.

In addition to expert content, attendees will be provided with invaluable workshops on specific areas of delivering a successful workplace wellbeing strategy, up to the minute data and case studies from the world’s leading employers and entertainment throughout the three-day festival. 

Sonas Group CEO, Chris Cummings said ‘Whilst mental health and wellbeing in the workplace was rising in importance in recent years, 2020 was the year when every organization had to prioritise the health of their employees. Companies who want to build back successfully must prioritize the mental health and wellbeing of their people and the Wellbeing @ Work Summit provides the tools, advice and information business leaders need to achieve this effectively’.

After a seismic shift last year, The Wellbeing @ Work Summit delivers strategic direction, advice, and inspiration from employers and experts from across the world to help create a more compassionate corporate culture that delivers results. The design and implementation of a holistic wellbeing and mental health programme that delivers healthy outcomes and a more productive organisation is paramount right now.

For further information, registration details and group discounts to attend the Summit, please visit the event website here or email the Delegate Manager Paula Taker paula.tasker@sonasevents.com

Notes to Editor:

The Wellbeing @ Work Summits are annual conferences taking place across the world and organized by Sonas Group Ltd. For further information, please contact

Chris Cummings, CEO, Sonas Group

Chris.cummings@sonasevents.com

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Interview with Mr. Vijay Gandhi, Regional Director of Korn Ferry Digital

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“2021 is here and there has been never a tipping point like this before for governments and organizations to transform how they work, engage the employees and service their clients.  It is this mix of internal and external challenges that will also create opportunities for leaders to make a difference as we embark upon a new calendar year.” Mr. Vijay Gandhi

Interviewer: Mariham Magdy

Brief Biography about the Interviewee:

Mr. Vijay Gandhi has worked with human resource teams for over 20 years to provide them with tools, benchmarks, insights and data to help them design high level global HR frameworks and make decisions for local executive teams, remuneration committees and board of directors in public and privately owned companies across different sectors. He oversees the commercial activities of Reward & Benefits in KF Digital across Europe, Middle East and Africa.  

Vijay has an MBA from Durham University (UK) and BBA in Finance & International Business from University of Wisconsin-Madison (USA). He joined Korn Ferry in 2001 in Dubai and has worked in EMEA and Asia region. In May 2018, he was honored with Forbes “Top 50 Indian Executives in Arab World”

1.HR Revolution Middle East: Mr. Vijay, welcome to HR Revolution Middle East Magazine. It’s a great pleasure to have the opportunity to make this interview with you.

As the Regional Director for Korn Ferry Digital, we are keen to learn from you more about KF Digital, how do Korn Ferry’s digital applications help organizations to transform or enhance their organizational strategy?

Mr. Vijay Gandhi:

Through the Korn Ferry Digital platform, our clients gain direct access to our data, insights, analytics and digital solutions – enabling them to drive performance in their organizations in a scalable way through their people, using one enterprise-wide framework and language of talent.  Our digital solutions cover the whole talent journey. So, whether it’s developing a new talent strategy or reward program, making informed decisions about hiring or developing talent from within the organization, getting the right people on board, or even collecting feedback on how engaged employees really are, right across the organization – Korn Ferry Digital provides the answers.

Our solutions serve as an integrated platform that gives clients direct access to the data, insights and analytics. Clients benefit from one enterprise-wide talent framework and language that helps drive organizational performance through people.

2- HR Revolution Middle East: To what extent can we trust the results of the digital assessments? How can organizations use the data that Korn Ferry collects to make intelligent hiring, reward, development decisions?

Mr. Vijay Gandhi:

Korn Ferry Digital is fueled by the most comprehensive and up-to-date people and organization databases.  This data provides the DNA for our digital solutions, bringing a research-based foundation to underpin quality and consistency in your HR practices.  Over 4 billion data points have been collected, including: 

  • Over 69 million assessment results
  • 8 million employee engagement survey responses
  • Rewards data for 20 million employees across 25,000 organizations and 130+ countries

We’ve pulled the data together into a comprehensive set of actionable and dynamic Success Profiles.  Success Profiles define “what good looks like” and include data around three dimensions – the accountabilities of a role, the associated capabilities to perform these responsibilities, and the traits and drivers that are characteristic of a person who will thrive in this role.

Organizations have access to over 4,000 individual Success Profiles across 30,000 job titles – and we are continually updating and adding new profiles, so you get to leverage the latest thinking on emerging roles.  The results are therefore based on deep insight and research.

3- HR Revolution Middle East: Mr. Vijay, we are eager to learn from you more about the success story behind honoring you as one of the Top 50 Indian Leaders in Arab World by Forbes Middle East in 2018 Region’s greatest success stories as Regional Director at Korn Ferry Digital.

Mr. Vijay Gandhi:

I am a long-time resident of the Arab region, where my family roots go back 60 years, before the UAE federation was formed.  Knowing the culture, people and dynamics of working in the Arab world has been natural as this has been home to our family where my kids are the 5th generation.  For more than 20 years, I have worked closely with human resource teams in the Arab world to execute their talent strategy.  A lot has changed in this period in HR function itself which was regarded as a payroll function few decades ago.  Today, HR and People strategy are board room discussions where HR plays a strategic role in driving workforce performance.

In these positively growing and changing times, my focus was on leveraging tools, benchmarks, insights and data to design high-level global HR frameworks for senior executives in the region – helping them more effectively manage their talent.  We have built successful client partnerships in the region which has made Korn Ferry as a go to organizational consulting firm. 

4- HR Revolution Middle East: For over 20 years, you have overseen the activities of pay, talent, surveys and listening products across Europe, Middle East and Africa. What are the unique characteristics of the Middle East organizations especially in talent and pay management? How does we differ from other regions as Europe & Africa?

Mr. Vijay Gandhi:

Change is taking place rapidly in the world of work with any organizations taking unprecedented steps to remain relevant and connected to their people , their customers and society. In the Middle East we have seen many companies implement temporary pay-cuts. Diversified conglomerates have shifted their employees from one division to another to balance the demand and supply.  There is no denial that the way we work is changing and organizations have had to prepare a blueprint for the unexpected.  This year it’s coronavirus.  Next time, and there will be a next time, it could be a natural calamity, a recession, talent flight or something else unforeseen. 

  1. Redefining the nature of work:  Even today most organizations in the Gulf region are measuring success or performance using the metric of attendance.  There is a mismatch between modern, flexible ways of working and traditional ways of organizing and rewarding work. To close this gap, organizations need new approaches that fit today and can flex for the future. New and evolving technologies allow organizations to operate more effectively and more efficiently. They do this by preparing people to work more productively and by introducing virtual ways of doing things that previously required physical presence.   Some organizations in the region have started tocreate “flexible teams” for specific projects, and then dismantling  them once the project is complete.
  2. Moving towards a liquid workforce:  HR laws in the Middle East region have undergone change in the last 3 years to allow for part-time employees, internships and with the spring of an independent freelance community offering specialized professional services which were rare to find few years ago.   In the future, we will see more organizations tailoring their resource requirements to the needs of the labor market. Organizations will move towards a liquid workforce to capture the best talent regardless of source or nature of contract which may not be employed full-time.
  3. Splitting time and skills:  A few global companies are making use of employees’ skills and motivation within the confines of a traditional role.  They have developed a SharePoint platform where employees can give up to 20% of their time to projects outside of their core role. The 80/20 approach allows for flexibility without the contractual implications of making significant changes to roles and functions. The projects range from large, like supporting big corporate initiatives, to small, like moderating a series of workshops. These smaller projects may last just a few weeks and take up less than 20% of a person’s working time. Trainees, called ‘Start-up’ participants, also work according to the 80/20 principle. That means they follow a set rotation programme for four days of the week and meet on Fridays to work on joint projects.
  4. Rethinking Reward:  Even after right-sizing in many Middle East companies, there has been a significant impact of grade/title inflation on performance. In the short-term it is important to preserve operating capacity in the event demand returns to normal sooner than expected by managing leaves and cutting pay for a limited time.  In the medium-term, organizations will have to adjust individual performance incentives as conditions normalize and consider crisis-related spot awards where applicable.  In the long-term, organizations will have to not only maintain awards for top-performers but also consider tying bonuses and incentives to crisis-related health and-safety metrics.

With no ‘rules of the game’, and such rapid evolution, it’s not surprising that many companies feel they don’t know where or how to start. They need fresh thinking and new approaches on a whole range of topics – including how to create a ‘new deal’ that works for their people.

5- HR Revolution Middle East: The digital transformation has changed totally the way businesses make decisions.  Given that almost every organization has been forced into a new way of working, how can they navigate through a new normal?  

Mr. Vijay Gandhi:

The positive new is that, apart from solving immediate effects of the crisis, we have seen a resilience to operate from home by employees and employers moving from “no flexible hours” to “you can work remotely if the job doesn’t require you to come to the office”.

Whilst it’s great to move to more flexibility, we may be going over the top to think that this will be the norm for all employee segments.  Let me share some of the discussions with HR professionals in last few months in the region.

  1. Leadership matters and they want to be visible with the workforce.  Ask any leader when do they have the most impact? It’s when they are spending time with their people to engage with them and enable them by listening to their concerns. 
  2. There were aspects of our lives – work, family, friends – which were separate but now happening all in one physical space.  The self-complexity theory shows that individuals become vulnerable to negative feelings when these social activities and goals aren’t differentiated.
  3. Certain roles in healthcare, manufacturing, hospitality sectors cannot work remotely, and fantastic efforts have been made to make the workplace safe.
  4. Sales and Business development were areas identified as most dependent on face-to-face meetings.  According to Harvard Business research, in-person meetings were seen as most effective for:
    1. Negotiating important contracts (82%)
    2. Interviewing senior staff for key positions (81%)
    3. Understanding and listening to important customers (69%)

Although there are many reasons why video conferencing works well to stay connected in isolation and keep dispersed teams connected and aligned, latest research shows they wear on the psyche in complicated ways.  Psychologists say a new phenomenon “video call fatigue” is emerging.  It describes the feeling of being worn out by back-to-back virtual meetings and having to perform for the camera by over-scheduling ourselves.

So, whilst working from home since March 2020 was considered as a great move from being non-flexible to trusting people, it’s now time to rationalize our thinking.  The answer lies somewhere in the middle by being flexible and not drifting like nomads too. We cannot take all home and it won’t be forever. 

6- HR Revolution Middle East: How did all the twists and turns occurred in 2020 changed the traditional way organizations used to manage pay? Do you expect that businesses would return to the normal management of pay in 2021?

Mr. Vijay Gandhi:

Shifting to “people” priorities in 2021

2020 will be a fable for us to share with generations to come.  It is a year which has revolutionized the way we work and adapt to uncertainty.  A year which started with negativity around jobs and pay cuts. Life came to a stand-still.  Organizations who have survived the pandemic have shown tremendous resilience and agility to adapt to tough times.  As costs were taken out of the business in the first half of the year, we have seen higher productivity and the drive to restore profitability.  It was also a year where there remained no doubt that that the most critical driver for any organization was its workforce.

2021 is here and there has been never a tipping point like this before for governments and organizations to transform how they work, engage the employees and service their clients.  It is this mix of internal and external challenges that will also create opportunities for leaders to make a difference as we embark upon a new calendar year.

Reforms

Transformation in business set-up and labour reforms were on top of the agenda in 2020.  The Labour Reform Initiative (LRI) brought into action by MHRSD in Saudi under the National Transformation Program (NTP) has swung the focus back onto shared services and their significance in the Saudi business world. This initiative has not only set a strong precedent for the future of workers in the Kingdom of Saudi Arabia (KSA) but also carved a structured model for businesses looking to hire personnel. Similarly, there were 2 landmark moves in United Arab Emirates (UAE)

  • allowing foreign investors to own local companies without the need for an Emirati sponsor will open doors for more FDI and greater business opportunities.
  • allowing professionals to reside and work in Dubai residency rule was a big boon for professionals in workplaces where they are delivering or leading teams remotely.  

The road ahead for employees working in this region looks bright as these reforms would strengthen labour competencies, enrich the work environment, and put together an inviting job market.  The flexibility will help employers in 2021 to drive innovations, provide access to more talent, drive performance and results regardless of where the team is located in the region.

Empathy

Leaders will have to go beyond showing interest in the development of everyone and be empathetic towards employees who survived the crisis with them in 2020.  In fact, the ‘Global Workplace Study 2020’ by ADP Research Institute shows that employees are approximately 13 times more likely to be resilient when more workplace disruption occurs. Empathy was shown by employees in many ways e.g.  working from home in different circumstances or taking a pay cut to help companies save further job cuts. 

Technology innovation is here to stay

Organizations in both the public and private sectors had to make a change in the way they work and move to digitization.  Another conundrum we are presently facing is the real-estate impacts of employees desiring greater work-life flexibility. It’s unlikely that office spaces will disappear overnight, but rather a greater integration of virtual and in-person work is right around the corner. The recent decision by Dubai Government to work-from-home comes at the back of flexible working hours announced in April 2020. Workplace flexibility works best when implemented to address both the organization’s need to for a leaner workforce and employees’ need for work/life support.

Balancing wellness

The social element of your workplace has likely taken on a much different look in 2021. You may have employees in a social distance-friendly environment, employees working from home, or a mix of both.  Organizations will have to find ways to encourage them to stay connected while being physically disconnected.  Even before the pandemic COVID-19 had entered our vocabulary, burnout, stress and anxiety were significant issues in the workplace, and society generally.  Once we throw the mental health impact into the mix, and work-related stress is likely to reach staggering levels.  Going into 2021, leaders must promote the mental wellbeing and invest into benefits which will bring people together in a different way.

7- HR Revolution Middle East: What final tips would you give to business leaders at the beginning of 2021 with all the apprehensions and fears they have for the new wave of covid-19?

Mr. Vijay Gandhi:

Technology will continue to dominate the workplace and improve efficiencies.  However, the most valuable services in the marketplace will always be done better by humans. In an era defined by crisis, where emotional intelligence, compassion, resilience, and morality may prove more important than ever before, the future of work is human. If business is about humans, the future of work must be too.

One thing to look forward to in 2021 from job and career perspective is slow change.  Disruption has already happened.  However, more often and less discussed are the small changes occurring each day that eventually add up to huge impacts. The present moment is worthy of your attention.

THANK YOU

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Magazine

DECODING FUTURE HR: Global 24 hour virtual event | 19 and 20 January 2021

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DECODING FUTURE HR: Today’s challenges are tomorrow’s trends and opportunities

Global 24 hour virtual event | 19 and 20 January 2021

www.decodinghrevent.com

The world in 2020 has changed to a ‘new normality’ but what’s that ‘new normality’ everybody talks about? Is it here to stay? How is it affecting us in our daily lives in the different versions of ourselves? As a customer, an entrepreneur, a parent, a friend…a worker…

Our job is a key part of our lives and we are indeed living through a fundamental transformation in the way we work. Automation and ‘thinking machines’ are replacing human tasks and jobs, and changing the skills that organisations are looking for in their people. These momentous changes raise huge organisational, talent and other HR challenges. It has become clear that few organisations are likely to revert to pre-pandemic practices even after a vaccine is found.

Decoding Future HR 2021 is bringing you the ideology of how today’s challenges are becoming tomorrow’s trends and opportunities resulting in HR excellence.

Why you should attend:

  • Learn about the trends and best practices shaping future HR
  • Get valuable insights from expert speakers
  • Share ideas and research to help your organisation reach its goals
  • Understand what do employees want in ‘New Normal’
  • Develop new vision for HRBP and Centre of Expertise
  • Identify, integrate and understand stakeholders to create an intentional employee experience
  • Approaches and elements to leadership development.

Some of our confirmed speakers:

  • Tshepo Yvonne Mosadi , Human Resources Director, The HEINEKEN Company
  • Sarah Tabet, Global HR Director/ D&I Leader | Author for “Inclusion Starts with U”, Schneider Electric
  • Wadah Al Turki, Country Talent Manager KSA and Bahrain, IKEA
  • Lesha Chakraborti, Head of HR – EMEA, Travelex
  • Shaban Butt, Director HR & Administration, The Coca-Cola Company
  • Sajjad Parmar, Head of Rewards – APAC, eBay
  • Katey Howard, VP, Talent Management AMESA, Pepsico
  • Chen Fong Tuan, HR & General Affairs Director, Samsung Electronics
  • Prerna Ajmera, Senior Director, HR Experiences and Solutions, Microsoft
  • Václav Koranda, Vice President Human Resources / Member of the Board of Directors, T-System
  • Amy MacGregor, VP Employee Experience, Global HR, Manulife
  • Adwait Kashalkar, People Analytics and Programme Management Leader, APAC, Mastercard

Click here to view all speakers: www.decodinghrevent.com/speakers

At Wisdom we remain positive that ‘normality’ will soon return and that we will be able to physically meet together once again as speakers, delegates and sponsors at our beautiful venues around the world. But meanwhile, life continues and we need to keep in touch and learn from each other. This 24-hour virtual event will be of great benefit and value to your businesses and its continued development during these challenging times. While this virtual event comes at a lesser cost, it provides for now a wider reach into an international audience, with flexibility of access to content as well as allowing you to have the same opportunity as at a face-to-face session for one-to-one business meetings. We look forward to welcoming you in January.

Date and time: 19-20 January 2021Where: Virtual engaging platform
  Further information and bookings: www.decodinghrevent.com        Contact:
marketing@wisdom.events   #WSDM_BI
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