Speaker Programme

HR and the employee journey:
Attract. Engage. Develop. Succeed

Topics for 2020 sessions

The topics of our 2020 sessions will be:

- Digital Transformation
- Leadership Development
- Change and Disruption in HR
- Employee Engagement and Experience
- Employee Wellbeing
- Performance Culture
- Multi-generational Workforce
- Assessment and Feedback

Please see below for the currently confirmed programme


If you are interested in a speaking opportunity, please contact georgina.kelly@summit-events.com


2020 Speaker Programme

Debra Corey

Speaker, Author and Chief Pay it Forward Officer

DAY 1 KEYNOTE
Driving change as an employee engagement rebel
  • Biography

    Debra Corey is a highly experienced and award-winning HR professional, two-time author and world-class speaker. She’s had a varied and exciting career over the last 20+ years, working for global companies such as Gap Inc., Honeywell, Merlin Entertainments and Reward Gateway to name a few, where she’s developed and delivered HR strategies in a rebellious way, pushing the boundaries and challenging the status quo to truly drive employee engagement.

    She's also an accomplished author, publishing two best-selling books, and in addition writes blogs for Forbes as well as other industry publications, getting her innovative and rebellious thoughts out in a variety of ways.

    Debra has just moved into what she calls the 'pay it forward' part of her career, where she's using her experience to assist and influence others through her speaking, consulting and writing.

  • Presentation Outline

    The old ways of treating people at work has failed. With only 15% of employees globally engaged in their jobs, we need to start thinking and acting differently if our businesses are going to survive in this fast-paced world. We need to start breaking the rules of traditional HR and bring out our inner rebel when it comes to designing and delivering employee experiences and driving employee engagement.

    This presentation will introduce you to The Engagement Bridge model, a ten-part approach that helps you understand the key drivers of engagement. It will then provide you with practical and actionable tips as well as stories from rebels who have successfully challenged the status quo. You'll leave this session with tools to help you go back and build and maintain strong engagement at your organisation.

Niro Sivanathan

Associate Professor of Organisational Behaviour
London Business School
DAY 2 KEYNOTE
Mobilising Others through Nudges
  • Biography

    Niro Sivanathan, Associate Professor of Organisational Behaviour, is an award winning researcher and teacher at the London Business School. He is a sought after speaker for Negotiations, Influence and Leading Change at the London Business School and company and industry conferences.

    Niro Sivanathan graduated with a BA in Psychology (Honours) and an MSc in Management from Queen’s University in Kingston, Canada, before earning his PhD in
    Management & Organizations from Kellogg School of Management at Northwestern University. Before joining the London Business School in 2008, he was a visiting assistant professor at the Johnson School of Management at Cornell University and a Lecturer at Kellogg School of Management, having won teaching awards at both institutions. In 2014 he was voted the best teacher by the graduating class. In 2016 he was awarded the Excellence in Teaching award by the London Business School – the highest teaching accolade awarded at the London Business School. Most recently, Poets and Quants chose him as one of the top “40 under 40” – a listing of the world’s top 40 business school professors under the age of 40.

    Niro Sivanathan’s internationally recognized and award winning research covers a range of topics including Power and Status, Decision-making, Negotiations and Influence, Reputations and Competition. His work has been presented at leading international conferences and published in the very top international journals in the field of Science, Management and Psychology, such as: Proceedings of the National Academy of Sciences, Nature: Human Behaviour, Academy of Management Journal, Administrative Science Quarterly, Journal of Applied Psychology, and Psychological Science. He has also translated this rigorous work into global practitioner outlets such as the Harvard Business Review.

    Over the past years, Niro has consulted for, acted as an advisor for senior leaders and worked on executive programmes for companies such as IBM, McDonald’s, A.T Kearney, Mars, Nestle, Merck, Petrofac, KPMG, Sanofi, Prudential, GSK, Rabobank, World Economic Forum, Young President’s Organization, P&G, Entrepreneurs Organization, Central Bank of Turkey, Nordea, Lufthansa, Roche, Mashreq Bank, Oman Oil & Deutsche Bank.

  • Presentation Outline

    The aim of this keynote is to leverage Nobel winning science on decision-making to explore avenues by which individuals can influence others within and outside of the organization. Participant’s pattern of answers from a short decision-making quiz will provide the basis for our discussion into how the human mind processes information and makes judgments/decisions with a view towards mobilizing these cognitive quirks to influence others. Understanding the mental structures will enable participants to frame proposals and present information to secure buy in and nudge others towards the vision and outcomes we desire.

Aseem Kapoor

Head of Talent, Emaar Group
Corporate Director of Human Resources
Emaar Hospitality Group
STRATEGY GROUP SESSION
Leveraging Technology to reinvent People Experience
  • Biography

    Aseem Kapoor holds a dual role within Emaar Group – one of the world’s most valuable and admired real estate development companies – which is responsible for developing key world landmarks like Burj Khalifa – the tallest building in the world.

    In his role as Head of Talent, Aseem is responsible for strategic People & Performance direction and business deliverables of Talent Acquisition, Leadership & Talent Development, Talent Engagement, Succession Planning, Internal Communication and People Experience within Emaar Group with a keen focus to enable the operations and build pipeline of talent for the local and overseas expansion within the Group. In addition, driving a strong and efficient shared services approach within the function whilst keeping the people experience, automation and digital transformation at the forefront are core areas of focus.

    He is one of the original members of the team that was present in the infancy stage of Emaar Hospitality Group and brings with him over 18 years’ experience of managing HR function. With immense knowledge and hands on experience in the hospitality industry, Aseem has had a major influence on structuring the Human Resource function for Emaar Hospitality Group which now operates 17 hotels in Dubai, Milan, Egypt with another 38 hotels in the pipeline.

    Over a span of 20 years, Aseem has worked for companies such as the Oberoi Hotels, Taj Hotels, as well as Shangri-La Hotels & Resorts. Prior to joining Emaar Hospitality Group, Aseem held the position of Director of Human Resources at Shangri-La Hotels & Resorts. In this role, he was responsible for projects in destinations such as the Maldives, Seychelles, Oman and India.

    Aseem’s most recent accolade is being awarded as the HR / Training Professional in the Middle East Hozpitality Excellence Awards, 2018. In addition, along with the support of the team, he has achieved multiple employer brand awards as follows.
    • Winner - Employer of the Year - GCC Best Employer Brand Awards 2018.
    • Winner - Outstanding Change Management Strategy - GCC GOV HR Awards 2018.
    • Mark of Excellence - Employer of the Year - Future Workplace Awards 2018.

  • Presentation Outline

    VUCA world – once considered as something that will shape the dynamics of the future is already here! With markets becoming more volatile, increasing pressures on the bottom line, lack of predictability due to multitude of external factors, the challenges of attracting and retaining talent have peaked. With skills for the future changing considerably than what now exists, People and efficiency will definitely be key differentiating factors as business will need to transform not just to be successful but to survive.

    A combined strategy that pushes People Experience to the next level along with enhancing their productivity is more critical than ever. Digital Transformation - whilst carrying the myth that it takes away the “human from Human Resource” - is more relevant than ever to address this key issue facing all companies across markets. However, the journey can be simple or complicated – based on how one approaches it and finds that balance. As a case study, we will examine some of the key facets of our Digital Transformation Journey that we worked on:
    • Creating a Digital Experience Cycle to support the People Experience Cycle
    • Using automation and digital transformation to remove administrative task focus
    • Incorporating Predictive Analytics to engage better with people
    • Remaining connected with workforce - despite not being "there"
    • Chatbots - do they really add to the People Experience?

Florencio 'Rhency' Padilla

Head of People Experience - Group HR
Chalhoub Group
STRATEGY GROUP SESSION
HR on the driver seat – mapping the experience of employees throughout their life cycle
  • Biography

    Rhency has been working as an HR professional in Asia and Middle East since 2007. He has worked in the Learning & Development Departments of Etihad Airways and the British Embassy Dubai. Currently, he is the Head of People Experience Center of Expertise within Group HR at Chalhoub Group. He specializes in learning and development, employee engagement, organizational effectiveness and employee experience.

    Rhency helps leaders and organisations develop their people capability & enhances people engagement at work, using a wide range of practical interventions. He enables managers and organizations by using people data to understand the challenges of their people. He uses data insights to map and re-design experiences in different touchpoints throughout the employee lifecycle.

  • Presentation Outline

    Key takeaway:
    • Use design thinking as a methodology to map the experience of employees
    • Role of the different stakeholders in an employee journey mapping exercise
    • Putting employee journey mapping exercise in a sprint vs putting it in sprints
    • Create actionable insights through the employee journey mapping exercise
    • Employee journey mapping metrics – who is accountable?
    • Best practice when carrying out an employee journey mapping exercise

Nishi Shetty

Head of HR & Transform and Grow - Project Leader
Saint Gobain
STRATEGY GROUP SESSION
Turnaround business through Performance Culture
  • Biography

    Nishi Shetty is a senior Human Resource professional with more than 23 years of experience working in multi-national businesses across India and the UAE. During this time, she has gained extensive experience in all aspects of Human Resources with an absolute passion for developing people through her professional, interpersonal and management skills.

    Having worked with large corporations such as Saint-Gobain Group, Gulf Agency Company, Al Futtaim Group, Laing O’Rourke, she has considerable cross-industry exposure including trading, construction, manufacturing and logistics.

    She is certified in many people development tools employing them for the people development programs. She has used the tool of MBTI (Myers & Briggs Type Indicator) as an aid to team development, personal insights and learning, and over 400 people have now been trained by her. She is also qualified in the use of the Emotional Intelligence tool EQ2.0i and uses this where individuals and companies are looking for Talent development through a one to one feedback process.

    As well as being a fully qualified Executive Coach from ICF, she is also fully trained and conversant in the application of the HAY 360 Feedback tool as well as a range of Psychometric tests and using them for talent and leadership development. She is also a Master Practitioner in Neuro Linguistic Programming.

  • Presentation Outline

    The aim of the presentation is to highlight that the performance culture is woven into the threads of an organization. It is embedded into the complete employee journey with a big impact on the business performance. Creating performance culture starts early on in employee journey and requires talented leaders and management commitment to develop it. This critical topic in an organization is often limited to annual appraisals and is ignored as a critical focus area. A discussion on this would give the participants an insight to how in everyday work life we either create or sabotage the performance culture.

Marc Roos

Divisional Leader Oil & Gas
The Weir Group
STRATEGY GROUP SESSION
How to select a HR Information System that’s right for YOUR organization: Elements to consider
  • Biography

    Dr Roos has been an HR practitioner in major extractive industry organisations in a variety of settings including Mining, Engineering and Oil&Gas, joining multi billion projects in Siberia, Qatar, Mauritania, Cameroon and Iraq, with more than 20 years of practical experience.
    In this period he has been involved in HRIS selections, implementations, and post-implementation rescues including ORACLE, SAP, SAGE, and RAMCO.
    His current assignment includes a global implementation of WorkDay HRIS.

  • Presentation Outline

    Digitizing Human Resources processes is still relatively new in the region despite significant development of systems with increasing sophistication in OECD economies. Some perceived barriers in the region include a continued reliance on physical paper documents (with signatures and stamps) for many processes, multiple language capability requirements, and poor IT infrastructure. Many of these elements are becoming resolved with eg the UAE government increasing digitization (E-Gov) efforts, and the now excellent state of internet accessibility in the region. The offering of SaaS (Software as a Service) removes the need for purchasing and maintaining physical IT hardware in harsh environments.

    Many business and HR leaders are looking for actionable insight on employee data and real time information, to harness the power of Big Data analytics and AI. To take that leap first the base information must be systemized, digitized, accurate and up to date.

    The current generation of HRIS system suppliers are capable of cloud based, multi-language interfaces configurable to cope with multiple groupings of employee and countries at the same time. However one size definitely does not fit all.
    The talk will present a variety of elements to consider and approach to scoping and decision-making in the engagement with stakeholders and suppliers on the road to HR digitization.

Toneya Sarwar

Human Resource Business Partner EMEAR
Cisco
STRATEGY GROUP SESSION
Change and disruption in HR
  • Biography

    Coming soon!

  • Presentation Outline

    How can we build a more agile model for our HR service provision to the client, based on a strengths based philosophy
    How can we leverage technology to drive consistency, scale and ensure a more speedier service delivery
    Moving the HRP Organisation from a Perform to Transform mindset and capability building
    Up-skilling HR to align to business transformation both in terms of Self Development and solution selling capabilities

Debate Mate

Closing Debate
Debate Mate
CLOSING PLENARY
Understanding lasting culture change
  • Biography

    Debate Mate is an innovative global business that provides leadership and communication training across a wide variety of industry sectors. Responding to demand from the corporate world, we have built a curriculum and teaching methodology to address business-specific communication needs. Our format is based on the fundamentals of competitive debating and our facilitators are experts in their field.

  • Presentation Outline

    How does cultural change happen in a workplace? Does it come from top down directives from senior influential team members? or does it come from the bottom, the engine room of people who shape culture in a company from day to day? Do directives foster sustainable cultural change, or is long term cultural change best developed amongst junior employees?

    For the first time at a Summit Event, the global social business, Debate Mate, will host a dynamic and engaging debate on one of the HR industry’s hottest topics – culture change. The debate is designed to get to the essence of an issue, pulling no punches and using a tried-and-tested format to explore unique perspectives on traditional issues. Two senior executives from the HR industry will be joined by a panel of world champion university debaters and recent graduates to debate the motion:

    “This House believes that cultural change within business must come from the bottom”

Register your interest in PDS Dubai 2020

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- the confirmed list of attendees

- instructions on how to apply for a delegate place

- sponsorship options

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“A very well organized event bringing together switched-on delegates and interesting suppliers. A very personalized experience in contrast to the huge impersonal expos we often have here in Dubai.”


Paul Turner, Regional Director MENA
Havas People

“A summit with a difference. The same focus on delivering a quality event but without the residential element for delegates. We had some really good meetings with both multi-national and local companies.””


David Williams, Founder & CEO
Impact International