Main Event & Exhibition: 14 - 15 October 2026
Future Workplace Awards: 14 October 2026
Dubai, UAE
HR Summit and Expo Pre-Conference Workshops - 12 October 2026 - GT (Gulf Time, GMT+04:00)
Workshop difficulty: Mid-level - This course is ideal for professionals in roles such as, HR Directors & Business Partners, Performance & Talent Management Specialists, People Analytics & HR Data Professionals, Workforce Planning & Employee Engagement Managers, and Organisational Development Strategists
Workshop Overview
In today's fast-evolving workplace, HR professionals play a pivotal role in steering organisational success through data-driven performance management and workforce analytics. As organisations become increasingly reliant on people analytics and performance measurement, HR must evolve to ensure that insights translate into actionable strategies that enhance productivity and align talent with business objectives. This course focuses on Performance Analytics & Navigation, a holistic and practical approach to measuring, analysing, and optimising employee performance through advanced data techniques. You'll explore cutting-edge frameworks, tools, and analytical methods that enable you to track performance metrics, identify trends, and leverage predictive analytics to gain valuable workforce insights. Through real-world case studies and hands-on exercises, you will master the use of performance dashboards, decision-making models, and data visualisation to drive informed HR decisions. You'll gain the expertise to integrate performance analytics within your business strategy, transforming raw data into strategic intelligence that supports organisational goals. By the end of this programme, you'll be equipped with the skills and confidence to harness the power of performance data, enhance organisational agility through evidence-based insights, and elevate HR's role as a key driver of business success. Join us to unlock HR's full potential and become a leader in performance analytics and strategic workforce intelligence.
This workshop will be delivered in two parts; this is part 2 of 2.
Workshop Outline – Day 2
Module 1 - People Analytics
Data Analysis
4 steps of data analysis lifecycle
Hawthorne effect lessons in 21st century
Exercise: What is a real-world example of data cleansing?
People Analytics
Predictive Modelling versus Descriptive
Piloting - testing the hypothesis
Implementation - the value
Evaluation - the refinement
Exercise: Critique the Q12 - satisfaction or engagement?
Performance Management Strategies & Tactics
Forced distributions and performance (rank and yank?)
Balanced Scorecard
Continual performance reviews (pulse)
Case Study: Microsoft versus Yahoo! (2015) Forced ranking
Module 2 - Navigation & Maturity
Biases & Maturity
The 12 most common biases in HR
Economics’ impact in HR
Behavioural economics impact on work
5 level lens maturity model (deep dive)
How to create and analyse a Maturity Model
Exercise: Provide examples for each of the 5 levels of a Maturity Model for Performance Management
Human Capital / Own Workforce Reporting
Materiality in the context of human capital
Requirements versus guidance
Internal versus external reporting
Key human capital reporting entities and resources
Exercise: Which of the following is ‘material’ for external Human Capital Reporting?
Data Management & Security
Principles of GDPR
IT storage models and architectures
Hacking and Social Engineering
ISO 27001 - Guidance for HR
Case Study: Equifax and Data Security (2017)
Learning Outcomes
By the end of this course, participants will be able to:
Implement integrated systems thinking for effective performance management
Execute Informa’s HR Performance Management System/Model for sustainability
Analyse essential tools and techniques like feedback types and rating scales
Distinguish between different HR metrics and reporting frameworks
Understand the 9-step people analytics process and biases’ impact on decision-making
Break down the layers of total rewards, including cash, compensation, and overall benefits
Assess key factors in developing an organisation’s pay philosophy (pay strategy)
Apply job evaluation, salary surveys, and grading systems in compensation design
Examine pay structures, benchmarking methods, and equity models to ensure fairness
Evaluate common reward forms and their impact on motivation and retention
Validate executive compensation strategies, discretionary benefits, and statutory rewards to enhance workforce satisfaction
Post Workshop Benefits
Participants will receive a professional certificate from Informa Connect Academy on behalf of Advance Certificate in Sustainable Human Resources on completing both days of this workshop
Understand and utilise key learning focuses on Performance and Analytics
- Tom Raftery - Executive Director, Fitter For Life
Difficulty Level: Designed for HR Leaders, Senior HR Specialists, HR Business Partners, HR Operations and Shared Services Leads, COE Specialists and Managers across Talent Acquisition, Learning and Development, Talent Management, Employee Engagement, and Workforce Planning.
Workshop Overview
This workshop, led by the International Coaching Federation (ICF), is tailored to address the unique challenges faced by HR leaders in the UAE. It focuses on equipping participants with coaching strategies to navigate complex organisational dynamics, foster employee engagement, and drive workforce transformation. The program emphasises the role of coaching in overcoming cultural, organisational, and technological challenges, while also exploring how coaching can enhance leadership development, employee well-being, and organisational resilience.
Foundations of Coaching for HR Leaders
Module 1: The Role of Coaching in Modern HR
Understanding the strategic importance of coaching in HR leadership
Exploring coaching as a tool for enhancing employee engagement, retention, and performance
Addressing cultural and organisational challenges specific to the UAE workforce
Case study: Successful coaching interventions in HR leadership
Module 2: Coaching for Leadership Development
Identifying leadership gaps and opportunities for growth through coaching
Developing coaching strategies to build resilient and adaptive leaders
Leveraging coaching to foster inclusive leadership in diverse teams
Practical exercise: Designing a coaching framework for leadership development
Module 3: Coaching for Employee Engagement and Well-Being
Exploring the link between coaching and employee satisfaction
Using coaching to address workplace stress, burnout, and well-being challenges
Implementing coaching programs to enhance employee motivation and productivity
Practical exercise: Crafting coaching conversations for employee well-being
Advanced Coaching Strategies for HR Transformation
Module 4: Coaching for Organisational Change and Transformation
Understanding the role of coaching in driving organisational change
Coaching strategies to manage resistance and foster adaptability
Using coaching to align HR initiatives with organisational goals
Case study: Coaching for successful change management in the UAE
Module 5: Coaching for Talent Development and Workforce Planning
Leveraging coaching to identify and nurture high-potential talent
Coaching strategies for effective succession planning and workforce optimisation
Using coaching to address skill gaps and future workforce needs
Practical exercise: Designing a coaching plan for talent development
Module 6: Coaching for HR Innovation and Future Trends
Exploring the intersection of coaching and emerging HR trends in the UAE
Using coaching to navigate technological advancements and AI integration in HR
Developing a coaching roadmap to future-proof HR functions
Practical exercise: Creating a coaching strategy for HR innovation
Learning Outcomes
By the end of the workshop, participants will:
Understand how coaching drives organisational change and transformation
Develop coaching strategies for talent development and workforce planning
Learn to integrate coaching with emerging HR trends and technologies
Create a coaching roadmap to address future challenges in HR leadership
Understand the strategic role of coaching in HR leadership.
Develop coaching strategies to address leadership gaps and foster resilience.
Learn to use coaching to enhance employee engagement and well-being.
Gain insights into cultural and organizational challenges in the UAE and how coaching can address them.
Post-Workshop Benefits
Participants will:
Gain practical coaching skills to address HR challenges in the UAE.
Enhance leadership development and employee engagement through coaching.
Develop strategies to manage organizational change and foster innovation.
Receive a certificate of attendance from the International Coaching Federation (ICF).
- Nancy Zakharia Ohanessian - Talent and Organisational Development Leader, McDermott International, Ltd
Learning Level:
HR leaders, HR Business Partners, talent leaders, workforce planning teams, OD professionals and business leaders involved in strategic people decisions.
Workshop Overview:
Organisations are facing increasing pressure to ensure they have the right workforce capabilities to deliver their strategy in a rapidly changing environment. Strategic Workforce Planning (SWP) provides a structured approach to understanding current workforce capability, anticipating future needs and making informed talent decisions.
This highly interactive masterclass provides a practical introduction to Strategic Workforce Planning using the CIPD 6-Stage Workforce Planning Model. Participants will explore how workforce planning connects to business strategy, identify critical workforce segments and roles, assess future workforce risks and gaps, and evaluate practical workforce planning interventions.
Through case studies, simulations and facilitated discussions, participants will gain a clear end-to-end understanding of Strategic Workforce Planning and leave with practical actions they can apply immediately within their organisation.
This workshop focuses on the strategic process and practical application of SWP.
Module 1: Introduction to strategic workforce planning
- What is Strategic Workforce Planning?
- Why SWP matters
- The Seven Rights of Workforce Planning
- Overview of the CIPD Six-Stage SWP Model
- Common SWP maturity challenges
Activity: SWP maturity pulse check
Module 2: Business strategy & workforce alignment
- Understanding business strategy
- Future of work trends
- Translating business goals into workforce implications
- Strategic risks and workforce implications
Activity: Strategy-to-workforce mapping
Module 3: Workforce segmentation & business-critical roles
- Workforce segmentation principles
- Capability segmentation
- Identifying critical roles
- Strategic vs operational roles
- Risk and impact assessment
Simulation: Critical role prioritisation exercise
Module 4: Future needs & gap analysis
- Current state vs future state workforce
- Future capability requirements
- Skills shortages and surpluses
- Scenario thinking
- High-level demand and supply concepts
Case Study: Gap analysis
Module 5: Workforce Planning levers – The 7 Bs
- Build
- Buy
- Borrow
- Bot
- Bind
- Bounce
- Balance
Simulation: Workforce Planning Decision Game
Module 6: Stakeholders & making SWP work
- Roles and responsibilities in SWP
- Governance and accountability
- Stakeholder mapping
- Influencing leaders
- Creating organisational buy-in
Activity: Stakeholder influence challenge
Learning Outcomes:
By the end of this masterclass, participants will be able to:
- Explain the purpose and value of SWP and the CIPD 6-Stage Model.
- Align workforce priorities with organisational strategy and future business needs.
- Identify workforce segments and business-critical roles that drive organisational success.
- Conduct a high-level workforce gap analysis and evaluate workforce planning options.
- Engage key stakeholders and build support for successful workforce planning initiatives.
Post-Workshop Benefits:
Participants will receive a certificate of attendance from CIPD.
- Jo Bteddini - HR and L&D Consultant, JBHR Solutions