Workshops

TIME	AGENDA
08:30 - 09:00	Workshop Registration and Morning Coffee
Workshop Timetable: Workshop A will run from 9.00am - 12.30pm with mid morning and luncheon breaks. Workshop B will run from 1.30pm - 5.00pm with a mid afternoon refreshment break. Registration begins 30 minutes before each workshop commences.

WORKSHOP A: 9.00am - 12.30pm Internal Consulting Skills for HR Business Partners
Paul Lalovich Head of Business Partnering Sadara Chemical Company Paul is a Human Resources professional with proven ability to develop forward thinking culture, attract and retain great people while excelling in the delivery of people strategies. A change agent who successfully supported rapid growth, turnaround, organizational excellence programs (EFQM Model) and right-sizing initiatives. Commercially oriented and capable of driving the best practices in the areas of HR business partnering, talent management, total rewards, performance management, talent acquisition and localization. In the past worked extensively in the emerging markets of Europe and The Middle East for large public and private companies (du, Emirates Integrated Telecommunications Co, Gazprom NEFT NIS, Norconsult and Global Medical Solutions Hospital Management LLC). Prior to this, during the consulting career in Canada worked with many companies on the Fortune’s list “100 Best Companies to Work For in America”. He is currently responsible for leading HR Business Partner team supporting 4,000 employees across the enterprise to drive business growth and corresponding talent strategies for Sadara Chemical Company, a joint venture between Saudi Aramco and the Dow Chemical. World’s largest petrochemical facility ever built in one single phase (US $27Bn).
Workshop Outline Role of the Internal Consultant State the Value of the Internal HR Consultant to the Organization Describe the Three Roles of the Internal Consultant Identify the Skills and Competencies Needed to Be an Effective Internal Consultant Scoping the Issue Diagnose Situations to Determine the Client’s Need and Current State Formulate Problem Statements with the Internal Client Document the Statement of Work and Approach to Problem Solving Contracting with the Client Initiate a Contracting Meeting with the Client Present and Negotiate the Terms of the Engagement with the Client Analyzing Issues and Making Recommendations Synthesize Information from the Data Gathering Phase Prepare the Client and Key Stakeholders for Recommendations Providing Feedback to the Client Share the Key Findings in a Manner so that they will be Heard and Accepted Position the Findings and Feedback for Client Commitment and Action Develop an Implementation Plan Create a Blueprint and Action Plan Required to Solve the Problem Identify the Role of the Consultant in Implementation Action Planning "Operationalize" the Role of the Internal Consultant Transfer Learning from the Classroom to Your Job Within 24 Hours

WORKSHOP B: 1.30pm - 5.00pm Automate your HR process with Cost Effective HR Technology
Stuart Wigley Senior HR Technology Consultant Towers Watson TBD
Workshop Outline Conduct a current state technology evaluation Inventory and Baseline Measurement of your current technology stack Your HR Services Delivery model in relation to your future technology needs The HR Service life-cycle-processes and how automation should help How to identify your areas of improvement and which are the ones that can afford gradual incremental automation Buila a preliminary buisness case How to identify your Burning Platform, Drive for Innovation and Motivation for change How to identify Show-Stoppers, Blockers and Restrictions Identify cost savings and improvement opportunities Building a buisness case for HR-Technology investment Know your options An overview of current available technology landscape and technology delivery models The Marketplace - Vendors with their pros and cons: the industry analyst's view versus what it means for you Technology Deployment: know your options - understand the consequences How to prepare for an HR technology implementation project Criteria for successful deployment of HR Technology Cost Benefits analysis Establish the long and short term Objectives Dashboards, metrics and measuring Communication and Change Management

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