18th compensation & benefits forum june 2014 dubai
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www.iirme.com/compensation
The Region’s Premier Annual Compensation and Benefits Event – Since 1996
8 – 12 June 2014 | Th e Address Hotel | Dubai Mall | Dubai | UAE #TotalRewardsME
Hewlett-PackardLorna MacMillanTotal Rewards Manager - Mediterranean and MEA
Vodafone UKPaul BissellHead of Reward
SercoRebecca Jeff sHead of Talent and Reward
Maersk OilShawn CramerHead of Compensation, Benefi ts & HRIS
Du Ramakrishna Krovvidi, SVP - Organisation Development
MTNLoshen NaiduSenior Manager - Group Compensation & Benefi ts
HiltonJulia MillerDirector Compensation & Benefi ts MEA
Noor InvestmentNisheeth PathakHead of Rewards
PRESENTING A SENIOR PANEL OF INTERNATIONAL AND REGIONAL REWARDS EXPERTS
GEPaul JohnstoneCompensation & Benefi ts Manager, MEA
GAIN PRACTICAL TOOLS AND TACTICS FROM 3 RETENTION FOCUSED WORKSHOPSPLUS
Sunday 8 June Th e Pay for Performance Boot CampWednesday 11 JuneDesigning Incentive Plans and Commission Schemes for Your Sales ForceTh ursday 12 JuneDesigning Long Term Incentive Plans for Top Executives
Led by Robert Mosley Global Remuneration Expert
More details inside
JOIN OVER 100 REWARD PROFESSIONALS TO: è Hear how HP has introduced fl exible benefi ts in the
Middle East and how this can help you fi nally gauge its success in the region
è Align your total rewards to the imperatives of employee retention and engagement so that you remain competitive
è Learn how leading organisations are managing rising allowances, sales compensation and executive remuneration to keep costs under control
è Benchmark your own compensation practices against those of top employers in the region and industry peers
è Engage in a live debate with reward experts on the latest trends in the compensation in the region like fl exible benefi ts, cost of living allowance, force rankings and more
è Network with the largest number of reward professionals in the Middle East to exchange insights and best practice
18 Years of Total Rewards
Th ought Leadership
Total Rewards in Times of Growth: The Engagement and Retention Challenge
SiemensKaren GaynorHead of Rewards - UK and North-West Europe
Support SponsorFrom The Organisers Of Powered By
an informa event
Knowledge Partner
2 +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/compensation
Compensation And Benefi ts Forum 2014Employee Retention and Engagement Take Centre StageEconomies in the region continue to recover and business growth is forecasted for many sectors and industries. Pay increases are in the 5-6% range again, housing and medical allowances are on the rise, and companies are now actively discussing fl ex, sales and executive compensation.
However, employee retention and engagement are now the main diff erentiators for business success and thus have become the theme of many HR strategy meetings. Compensation, rewards and employee benefi t professionals like you are now under mounting pressure to ensure that C&B budgets are allocated where they matter, but most importantly contribute to retention eff orts.
Th e 18th annual Compensation and Benefi ts Forum brings on the challenge of engagement and retention to centre stage with a programme engineered to give you insights into how organisations are addressing this challenge and how you can too.
WHAT OUR DELEGATES HAD TO SAY ABOUT 18 YEARS OF C&B FORUM
For 18 years, the Forum has brought together heads of compensation & benefi ts, rewards, performance, organisational development, talent management and HR strategy to discuss the discipline’s hottest topics and pressing issues in the Middle East and beyond.
Th is is a must-attend event for all professionals involved in the compensation and employee benefi ts industry from practitioners, consultants and data providers to benefi ts administrators and insurance companies.
WHO SHOULD ATTEND THE FORUM
PREVIOUS ATTENDEES INCLUDEABB Industries l Abu Dhabi Investment Authority l Abu Dhabi University l Aggreko l Ajman Bank l Alstom Grid l Aluminium Bahrain l AON Hewitt l Bahrain Petroleum l BP Egypt l Crescent Petroleum l Dolphin Energy l Dubai Airports l Dubai Aluminium l Emaar Properties l Emirates NBD l Emirates Steel Industries l Ernst & Young l German University in Cairo l Hay Group l Haya Water l Kingdom Holding l Kuwait Petroleum Corporation l Maersk Oil Qatar l Milliman l National Bank of Abu Dhabi l Saudi Arabian Airlines l Saudi Aramco l Saudi Railway Company l Schlumberger l Middle East l Tawazun Off set Program Bureau l Towers Watson
BE THERE TO GROW YOUR NETWORKTh e Forum has been the meeting point for rewards and compensation professionals in the Middle East for 18 years. Many functions are planned throughout the week including structured networking sessions, roundtables discussions, networking lunch tables and 3 workshop days – you are guaranteed to meet new industry peers and exchange insights on your most pressing C&B issues.
THE DISCUSSION STARTS TODAYEngage in a discussion today with speakers and other delegates on Twitter. Use TotalRewardsME when posting.
A great platform to share knowledge and best practice in the market
Asli Berberoglu, Adidas Group
An essential ingredient for the people-reward ‘recipe’ for the region
Alistair McWhannell, VP – Compensation and Benefi ts, Etihad Airways
2014 REPORT ON COMPENSATION AND BENEFITS TRENDS IN THE GCCOur annual compensation and benefi ts trends report in the GGC will be soon available. To participate in the study and to get your free copy, please send an email to ramy.bayyour@iirme.com © IIR MIDDLE EAST. All rights reserved
1
The approach to compensation and benefits
in the Middle East and Africa (MEA) has
traditionally lagged behind what followed
in developed economies. Remuneration
structures are heavily biased towards base
salary and supplemented by guaranteed
allowances. The generous allowances
which have historically been paid in “expat
packages” have found their way into many
local contracts. For employers, allowances
have provided an attractive mechanism for
keeping the base salary and component part
of packages low, reducing their liabilities
under the end-of-service benefits schemes
which are entrenched in the labour laws of
many of the countries in the region.
Labour shortages seem to be driving shifts in
the approaches taken to compensation and
benefits. In a period of economic growth,
and continued globalisation, companies are
being forced to re-examine how they can
attract and retain skilled employees. The rigid
salary and allowance packages of the 80s
and 90s are giving way to more flexible and
innovative approaches as companies strive
to offer reward packages which will motivate
and retain their top employees.
Recent reports from leading consultancies
suggest that salaries are likely to increase
in 2013 in emerging and high growth
markets. Mercer’s prediction is that Middle
East employees are looking at a “predicted
average pay rise of 5.4% for 2013”, a rate
which they claim is well above the rate of
inflation.
As companies review their reward strategies,
they need to consider carefully how
sustainable the costs are in the long run,
and balance this with the need to attract
and retain their key talent. According to
Mercer, high tax-free salaries and generous
allowances have contributed to people
wanting to move to the region. As an
attraction strategy they work. But they are
costly and with allowances having become
the market standard for local employees as
well as expatriates, the costs can be high.
In this environment, it seems prudent for
companies to look beyond doing what
they have always done, and take a fresh
look at flexible alternatives and their overall
Employee Value Proposition (EVP).
GCC COMPENSATION AND BENEFITS
TRENDS IN 2013
The MEA region
continues to
offer economic
opportunities to
companies but,
on the downside,
there continues to
be a shortage of
appropriately skilled
talent.
INSIGHTS FROM TOP COMPANIES
A STUDY BY
Th e event provided a good opportunity to learn and share experiences and HR best
practices in the regionRidha Al-Badai, Petroleum Development Oman
Th e forum is an opportunity to learn best practices of other companies. I also met
exceptional people here. Th ank you!Anastasya Lyaschenko, Baker Hughes
3 +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/compensation +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/compensation
Event at a Glance / Pre Forum Workshop
The Pay-For-Performance Boot Camp
Pre Forum Workshop Sunday 8 June 2014
An Essential Refresher on Key C&B Skills and Best Practice to Prepare for Business Growth, Encourage Performance, Motivate and Retain Key Talent
With many markets in the region gearing up for business growth, many employers are facing a challenge of aligning compensation and benefits practices with business strategies. Uncontrolled business growth poses a new set of risks and challenges that rewards professionals have to plan and prepare for to avoid the pitfalls of pre-recession practices.
This boot camp will enable you to re-equip yourself with key C&B skills and get a better understanding of the latest best-practice approaches for key compensation and reward practices geared towards pay-for-performance.
Workshop Outline
VenueThe Address Dubai Mall Dubai | UAE
AT A GLANCE SCHEDULE Sunday 8 June Monday 9 June Tuesday 10 June Wednesday 11 June Thursday 12 June
Pre Forum Workshop A
(Pay-For-Performance)
18th Compensation and Benefits Forum
Post Forum WorkshopB
(Sales Incentive Plans)
Post Forum WorkshopC
(Long-Term Incentive Plans)
Michelle Johnson, Head of Talent & Reward, Serco Middle
This has been an excellent conference, well worth our time and money. I have learned some new things and made some valuable
contacts
Robert Mosley is widely recognised as a leading global expert on compensation and benefits. He worked as a Principal Consultant with the HAY Group in the UK and the UAE for 6 years. After which he joined the Emirates Group where he was for 13 years, eventually becoming the SVP Human Resources. He later went on to Qatar Airways in the same role. Now he spends most of his time in the Middle East offering an expert range of services and solutions on all HR and compensation and benefits issues.
Robert MosleyGlobal Remuneration Expert and ConsultantFormer SVP Human Resources, Emirates Group
Your Workshop Leader
• Managing performance ratings and performance distribution curves: current best-practice § Approaches to performance appraisal rating scales§ Using forced distribution curves of appraisal ratings§ Understanding and managing the “snap-ratio”§ Adjusting the distribution curve of employee ratings to reflect
company results• Managing the annual merit-pay review process and linking pay
reviews with performance • Conducting and managing the annual pay review process (both
fixed-pay and merit-pay)• Linking merit-pay and annual pay reviews to individual employee
performance• Rewarding performance within basic salary increases and merit
pay reviews
• Rainbow curves to manage pay-for-performance and using an advanced merit-matrix
• Balancing the annual pay review budget• Managing retention programmes to retain top performers• What is a retention programme in both a risk and non-risk
context?• Why have retention plans linked to talent management and key
employee plans?• Identifying the most appropriate retention schemes for your
company• Types of retention plans and the typical costs of retention
schemes• Using various 9-box techniques for identifying talent and key
retention employees• Linking pay-for-performance with talent management into
3-year retention plans
12.30 Afternoon Coffee And Networking Break12.50 Workshop Continues14.30 Workshop Closes14.35 Networking Lunch
08.00 Registration and Morning Coffee08.30 Workshop Starts10.30 Morning Coffee And Networking Break10.45 Workshop Continues
4 +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/compensation
Forum Day One Monday, 9 June 2014
08.30 Registration and Morning Coff ee
08.55 Opening Remarks from the ChairRobert Mosley, Global Remuneration Expert and Consultant, Former SVP Human Resources, Emirates Group
09.00 Interactive Polling Session - Live Statistics Generated By Th e AudienceSetting the tone for the rest of the agenda, this session will help you put matters in perspective and generate data and statistics to support your compensation and benefi ts practices.
09.15 Harmonising Total Rewards and Talent Management to Drive Business Growth • Dissecting the link between a talent management
strategy and the overall business strategy and embedding growth objectives into your architecture
• Integrating stand-alone reward programmes with key talent management programmes for better alignment
• Demonstrating how compensation can be linked to career mapping, strategic talent acquisition and organisational design
Shawn Cramer, Head of Compensation, Benefi ts & HRIS, Maersk Oil Qatar
09.45 Retaining Executives: How Remuneration Should Drive Retention in Times of Growth • Planning long-term reward plans and performance-
based remuneration for top executives • Regional approaches to designing executive pay
packages where data is scarce • Managing expectations and setting performance
targets for senior employeesRamakrishna Krovvidi, Senior Vice President - Organisation Development, du
10.20 Meeting Accelerator – A Structured Networking SessionTh is unique facilitated session will give you the opportunity to shake hands with your peers from companies representing diff erent sectors in the region. Bring a lot of business cards.
10.30 Morning Coff ee And Networking Break
11.00 Th e For-It or Against-It Panel: Debating Th e Latest Trends in C&BA panel discussion made up of the forum speakers debating the latest trends in C&B and making the case for their stance. Th e debate will also be open to the audience to vote. Some of the trends up for debate are:• Flexible Benefi ts in the Middle East• Cost of Living (COL) or Composite Allowance: a move
to single-allowance approach• Forced Performance Rankings and Diff erentiated Pay • No-Rating Performance Management: Performance
Conversations Lorna MacMillan, Total Rewards Manager - Mediterranean and MEA, Hewlett-Packard UKPaul Johnstone, Compensation & Benefi ts Manager, MEA, GEKafa Al Tamimi, Head of Compensation and Benefi ts, MasdarSandrine Bardot, Total Rewards Expert , Former SVP Performance & Reward, Mubadala
11.45 Perception is Reality: Communicating Rewards For Benefi ts Engagement and Staff Motivation• How communication campaigns can help improve
organisational perception, drive adoption and engagement in reward programs
• Building your communication strategy around the importance, scope and strength of your benefi ts off erings
• Key ingredients that produce a communication strategy to engage your diverse workforce
• Utilising technology to deliver cost-eff ective communication
Paul Bissell, Head of Reward, Vodafone UK
12.30 Strategic Analytics: Health Check of Your Compensation Strategies• Demonstrating the benefi ts of compensation
analytics like saving money and exposing risks• Understanding and selecting market data sources and
job matching • Analysing your compensation eff ective by converting
raw data from various sources into decision-making insights
13.00 Networking Lunch
14.00 Interactive Roundtable DiscussionsTh is interactive session divides the audience into 3-4 groups, each representing an industry and / or a hot topic ranging from employee retention to recognition and engagement. Delegates are given the opportunity to vote on what topics to be discussed. Each roundtable is tasked to come up with three practical strategies related to their topic and/or industry. Discussion will go on for 25 minutes and then each moderator will present his or her table fi ndings.
15.10 Afternoon Coff ee And Networking Break
15.30 Driving Engagement Th rough Structured Non-Cash Recognition Programmes• Exploring key recognition trends and tools to inspire
and engage employees • Leveraging peer-to-peer and social recognition: could
there be more effi cient alternatives to traditional recognition programmes?
• How to prove ROI of recognition programmes: understanding baselines, metrics and target audiences
Rebecca Jeff s, Head of Talent and Reward, Serco
16.10 Employee Wellness Initiatives: Do Th ey Pay Off ? • Overview of the development of employee wellness
programmes – the rationale and links to total rewards• How to address diverse cultures and needs of
employees and measure programme engagement levels
• Ensuring ROI: linking wellness programmes to overall healthcare spend, productivity and employee engagement
Nisheeth Pathak, Head of Rewards, Noor Investment Group
16.40 Closing Remarks From the Chair
+971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/compensation 5 +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/compensation
Forum Day Two Tuesday, 10 June 2014
08.30 Registration And Morning Coffee
08.55 Opening Remarks From The ChairRobert Mosley, Global Remuneration Expert and Consultant, Former SVP Human Resources, Emirates Group
09.00 Total Rewards and the Employer Value Proposition: A Two Dimensional Perspective • Understanding the strategic value of a strong
employer value proposition • How to define value and what models to use to achieve
a growth ‘culture’ the attracts and retain staff• How a better EVP can impact employee satisfaction
and in return increase engagement and reduce benefits costs
Julia Miller, Director Compensation & Benefits MEA, Hilton
09.40 Optimising Your Pay and Rewards Structures: Are You Spending Where It Matters?• Understand employee preferences in the context of
emerging trends and relative positioning in respect to careers
• Evaluating the effectiveness of each reward element and reviewing alignment with business strategy and employee needs
• Highlighting any disconnect between what employees value and what the company is focused on
Loshen Naidu, Senior Manager - Group Compensation & Benefits, MTN
10.20 Insights into the Best Medical Insurance Scheme Designed by Medstar Drawing upon 16 years of designing and managing medical insurance schemes for companies in the Middle East, Robin will be offering a personal view on what makes a successful and sustainable group medical insurance scheme, using on a real-life company in the UAE as case study.• Designing excellence into the scheme from the outset
- how you can ensure a great programme by following a simple step-by-step process
• The 6 common mistakes to be avoided • Essential learning for everyone engaged in this aspect
of benefits designRobin Wells, Regional Manager, Middle East and Asia, Medstar Insurance
10.40 Morning Coffee And Networking Break
11.10 Pay for Performance: Aligning Performance Management Systems with Total Rewards• Ensuring alignment between employee performance
goal-setting and rewards• Understanding contribution to long-term retention
and higher business performance • Striking the balance of fixed vs. variable pay for
performance differentiation• Using pay-for-performance as a differentiation and
engagement toolKaren Gaynor, Head of Rewards - UK and North-West Europe, Siemens
11.50 Introducing Flexible Benefits in the Middle East: An HP Case Study• How flexible benefits can bring competitive advantage,
key differentiators in retaining talent and better value perception
• Why you should give your people a ‘choice’ – overcoming the trust challenge
• Can you drive benefits costs down by implementing a flexible benefits approach?
• Overcoming challenges in transitioning into a flexible benefits approach – internal culture, finance and legal
Asraa Habib, Total Rewards Consultant - MEMA, Hewlett-Packard
12.30 Networking Lunch
13.30 Panel DiscussionHow Can Reward Help to Retain and Engage Talent in this Business Climate?• Are pay and benefits still the main motivators for staff
retention?• Which reward policies and programmes are directly
associated with employee engagement and which score higher?
• The correlation between spend and engagement levels: do you have to invest more to achieve a more engaged workforce?
• How do you maintain an attractive benefits package in a competitive environment?
Yasser Galal, Head of Compensation & Benefits, Middle East, NovartisIshak Majeed, Senior Manager - Compensation & Benefits, Emaar Hospitality GroupJaz Chuhan, HR Expert – C&B and Talent Management, Bayer Emma El-Karout, Group Head of Human Resources, Etoile Group
14.15 Global Talent for Global Growth: Managing Mobility and Rewards• Exploring the different structures for expatriate pay:
pros and cons and when to choose which• Managing the balance between temporary
assignments pay and flexibility for reintegration into home salary schemes
Daniel Sickora, Director of Remuneration, Jumeirah Group
15.00 Afternoon Coffee And Networking Break
15.30 Designing a Reward Mix for Retaining Your National Workforce• Understating the influencers in retaining nationals in
the private sector beyond pay and financial rewards• Adapting your retention schemes to nationals’
expectations and aspirations with innovative benefits and recognition programmes
• What can C&B do to support nationalisation drives nationals in the private sector
Sandrine Bardot, Total Rewards Expert , Former SVP Performance & Reward, Mubadala
16.10 Realigning Sales Incentive Plans (SIPs) with Business and Market Growth Strategies• Translating your sales targets into sales incentive
plans that support your company's go-to-market strategy
• Examine job design and performance measures for different sales roles and layers
• Designing commission plans and incentive tools for your sales force that keep them motivated and engaged
16.40 Closing Remarks From the Chair
BOOK BEFORE 2 0 MARCH 2 0 1 4 AND SAVE BIG
08.00 Registration and Morning Coffee08.30 Workshop Starts10.30 Morning Coffee And Networking Break10.45 Workshop Continues
6 +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/compensation
Post Forum Workshops Wednesday 11 – Thursday 12 June 2014
12.30 Afternoon Coffee And Networking Break12.50 Workshop Continues14.30 Workshop Closes14.35 Networking Lunch
Robert Mosley is widely recognised as a leading global expert on compensation and benefits. He worked as a Principal Consultant with the HAY Group in the UK and the UAE for 6 years. After which he joined the Emirates Group where he was for 13 years, eventually becoming the SVP Human Resources. He later went on to Qatar Airways in the same role. Now he spends most of his time in the Middle East offering an expert range of services and solutions on all HR and compensation and benefits issues.
Robert MosleyGlobal Remuneration Expert and ConsultantFormer SVP Human Resources, Emirates Group
Your Workshop Leader
Excellent trainer, very knowledgeable, a true guru on reward in the GCC.
Suchita Shroff, British Council, Oman
Robert is an excellent trainer. Robert brought lots of examples from various
companies and brilliantly mixed knowledge with his great experience.
Sukaina Al Essa, Bank Dhofar Al Oman Al Fransi
Wednesday 11 June 2014
Designing Incentive Plans and Commission Schemes for
the Sales Force
Incentivise, Motivate and Retain Your Sales Team
Business growth is directly linked to the organisation’s ability to maximize sales results, drive sales ROI and reach the next level. This workshop will enable you to design and deliver effective sales incentive plans (SIPs) and commission schemes to attract, motivate and incentivise your sales staff, and get a better understanding of the latest best-practice approaches for SIPs that are geared towards pay-for-performance.
Workshop Outline
• Introduction to Sales Incentives Programmes (SIPs)• Understanding the different types of sales employees : hunters,
farmers, gatherers and supporters• Managing the risk-reward ratio and understanding employee
motivational psychology• Managing the mixture of fixed pay versus variable pay within
the total cash package• Setting performance targets, bonus and incentive payment
levels• Expressing SIPs as a “percentage commission” scheme• Designing scheme rules and terms-sheets for SIPs• Managing the payment process for SIPs: timing and deferral• Implementing an end-of-year “true-up” process for monthly or
quarterly SIPs
Thursday 12 June 2014
Designing Long Term Incentive Plans (LTIPs) for Top Executives
Encourage Performance, and Motivate and Retain Key Executives
Senior management and executives tend to be the most mobile during times of growth and recovery. Retaining your executives is one of the key differentiators in the future of the business. This workshop will enable you to design and deliver effective long term incentive plans (LTIPs) to attract, motivate, incentivise and retain your key top Executives and Senior Management, and get a better understanding of the latest best-practice approaches for LTIPs.
Workshop Outline
• The role of the Remuneration Committee (RemCo)• Introduction to LTIPs and types of LTIPs • Understanding and managing the key fulcrum points for
designing LTIPs:§ Setting the “threshold” or “minimum” level§ Setting the “on-target” or “100%” level§ Setting the “stretch” or “ceiling” level
• Why are all LTIP awards expressed and communicated at the “stretch” level?
• Understanding the impact of LTIP awards on share dilution (the 10-10 rule)
• Other critical elements of “Executive Compensation” plans• Other deferral schemes for retaining C-Suite Executives
(including Provident schemes)
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Sponsorship
Medstar Insurance (‘Medstar’) are the MENA region's leading specialist in employee benefits insurances - meaning they design and manage medical, life and pension schemes for top level companies. Medstar have significant experience in this field, and a blue-chip client base across the Middle East region.
Mercer Marsh Benefits is a brand name providing clients with a single touch point for managing the costs, people risks and complexities of employee health & benefits. Our network is a combination of Mercer and Marsh local offices around the world, home to our benefits experts, servicing clients in more than 150 countries. Through our locally established businesses, we have a unique common platform which allows us to serve clients with global consistency and locally unique solutions. Mercer and Marsh are two of the Marsh & McLennan Companies (NYSE: MMC), together with Guy Carpenter and Oliver Wyman. MMCo, is a global professional services firm offering clients advice and solutions in the areas of risk, strategy, and human capital, with more than 54,000 employees worldwide and approximately $12 billion in annual revenue. To reach Mercer and Marsh in Middle East please check http://me.mercer.com and http://me.marsh.com/
Support Sponsor
Knowledge Partner
For 18 years, the Forum has been the hub that brings the compensation, reward and employee benefits community in the Middle East together to network and learn. If you provide solutions or services that could help the community face the challenges of retention and engagement, this is THE event to be associated with
Position yourself as a market leader in the field of employee compensation and benefits and meet top decision makers in the discipline. Our customised sponsorship packages are designed to give your brand targeted exposure and increase your client base with targeted speaking and networking opportunities.
To find out more on how the forum can help you with your marketing strategy, contact Faariss Khalil on +971 4 4072516 or sponsorship@iirme.com for further details.
As business conference experts we know how to best use events to promote, develop and generate business for you. We offer a range of tailored packages. If you have any questions, whether general or specific, we would be happy to help you to answer them.
è Generate high value sales leads in the region’s top organisations è Launch and promote new products to the HR and C&B directors è Build loyalty with your clients’ key decision makers è Position your company as leading the sector in front of an
influential audience è Broker new contracts and business partnerships
Sponsorship Opportunities
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7. Substitutions are welcome at any time but in all other respects delegate registrations are issued for your personal use only. You may not purchase registrations as agent for any third party or sell or otherwise transfer your registration to others, or exploit the registration commercially or non-commercially in any way.
8. You may transfer your registration for a training course to an alternative course provided that the alternative course takes place within 3 months of the date of the original course. Transfers are subject to availability and to the payment of any additional fees due in respect of the alternative course. You will not be entitled to any refund when you transfer to an alternative course. You may only transfer between courses once. We regret that we cannot accept cancellations once you have transferred to an alternative course and any fees will be remain payable in full. We regret that we cannot accept the transfer of registrations between conferences.
9. IIR reserves the right at any time to change the format, participants, content, location and timing or any other aspect of the Event, in each case without liability.
10. IIR reserves the right to cancel or change the date of an Event at any time for any reason whether or not due to causes beyond its reasonable control. Where the date of an Event is changed, your registration will be valid for the new date of the Event if you wish to attend. Where IIR changes the date of or cancels an Event (and you no longer wish to attend the Event where the date has been changed), you will be entitled to receive either a credit note or a refund in respect of the full registration fees at your discretion. You acknowledge that the credit note or refund of registration fees (or the continued validity of your registration if you choose to attend the rescheduled Event) is your sole remedy in the event of the changing of the date of the Event or cancellation of the Event by IIR and all other liability is expressly excluded.
11. IIR reserves the right without liability to refuse admission to, or to eject from the Event, any person in its absolute discretion, including (without limitation) any person who fails to comply with these terms and conditions or who in the opinion of IIR represents a security risk, nuisance or annoyance to the running of the Event. You agree to comply with all reasonable instructions issued by IIR or the venue owners at the Event.
12. All unauthorised photography and the recording or transmitting of audio or visual material, data or information is expressly prohibited. You consent to filming and sound recording and photography of the Event as a delegate and you consent to the use by IIR of any such recording or photography anywhere in the world for promotional, marketing and other purposes.
13. The personal information which you provide to us will be held by us on a database and may be shared with other companies in the Informa Group and selected third parties in the UAE and internationally for direct marketing purposes. For more information about how we use the information you provide please see our privacy policy at www.iirme.com/Content-Pages1/Privacy-Policy/
14. IIR excludes all liability for loss, injury or damage to persons or property at the Event. All indemnities, warranties, terms and conditions (whether express or implied) are excluded. IIR accepts no liability for any loss or damage whatsoever that you may suffer in connection with or arising from the Event whether direct, indirect or consequential (including but not limited to loss of profit, loss of business or any other type of economic loss) or otherwise. If IIR is liable to you for any reason, IIR’s tota l liability to you in relation to the Event (whether under these terms or conditions or otherwise) is limited to the amount of the registration fees paid by you to IIR. The limitations and exclusions in this condition 14 only apply to the extent permitted by applicable law.
15. IIR reserves the right to amend these terms and conditions from time to time and you will be subject to the terms and conditions in force at the time you submit your registration.
16. These terms and conditions will be governed by the laws of the Emirate of Dubai and such federal laws of the UAE applicable in the Emirate of Dubai and disputes under or in connection with them shall be subject to the non-exclusive jurisdiction of the Courts of Dubai.
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