Published on March 6, 2014
8 – 12 June 2014 | The Address Hotel | Dubai Mall | Dubai | UAE #TotalRewardsME The Region’s Premier Annual Compensation and Benefits Event – Since 1996 PRESENTING A SENIOR PANEL OF INTERNATIONAL AND REGIONAL REWARDS EXPERTS Total Rewards in Times of Growth: The Engagement and Retention Challenge Vodafone UK Siemens Paul Bissell Head of Reward Karen Gaynor Head of Rewards - UK and North-West Europe Hewlett-Packard Du Lorna MacMillan Total Rewards Manager Mediterranean and MEA Ramakrishna Krovvidi, SVP - Organisation Development Maersk Oil Serco Shawn Cramer Head of Compensation, Benefits & HRIS Rebecca Jeffs Head of Talent and Reward Hilton MTN Julia Miller Director Compensation & Benefits MEA Loshen Naidu Senior Manager - Group Compensation & Benefits JOIN OVER 100 REWARD PROFESSIONALS TO: GE Noor Investment Hear how HP has introduced flexible benefits in the Middle East and how this can help you finally gauge its success in the region Align your total rewards to the imperatives of employee retention and engagement so that you remain competitive Learn how leading organisations are managing rising allowances, sales compensation and executive remuneration to keep costs under control Benchmark your own compensation practices against those of top employers in the region and industry peers Engage in a live debate with reward experts on the latest trends in the compensation in the region like flexible benefits, cost of living allowance, force rankings and more Network with the largest number of reward professionals in the Middle East to exchange insights and best practice Paul Johnstone Compensation & Benefits Manager, MEA Nisheeth Pathak Head of Rewards 18 Years of Total Rewards Thought Leadership From The Organisers Of Support Sponsor PLUS GAIN PRACTICAL TOOLS AND TACTICS FROM 3 RETENTION FOCUSED WORKSHOPS Sunday 8 June The Pay for Performance Boot Camp Wednesday 11 June Designing Incentive Plans and Commission Schemes for Your Sales Force Thursday 12 June Designing Long Term Incentive Plans for Top Executives Led by Robert Mosley Global Remuneration Expert More details inside Powered By an informa event www.iirme.com/compensation
Compensation And Benefits Forum 2014 Employee Retention and Engagement Take Centre Stage Economies 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 flex, sales and executive compensation. However, employee retention and engagement are now the main differentiators for business success and thus have become the theme of many HR strategy meetings. Compensation, rewards and employee benefit 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 efforts. The 18th annual Compensation and Benefits 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. WHO SHOULD ATTEND THE FORUM For 18 years, the Forum has brought together heads of compensation & benefits, 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. This is a must-attend event for all professionals involved in the compensation and employee benefits industry from practitioners, consultants and data providers to benefits administrators and insurance companies. PREVIOUS ATTENDEES INCLUDE ABB 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 Offset Program Bureau l Towers Watson BE THERE TO GROW YOUR NETWORK The 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. WHAT OUR DELEGATES HAD TO SAY ABOUT 18 YEARS OF C&B FORUM A great platform to share knowledge and best practice in the market An essential ingredient for the peoplereward ‘recipe’ for the region Asli Berberoglu, Adidas Group Alistair McWhannell, VP – Compensation and Benefits, Etihad Airways The event provided a good opportunity to learn and share experiences and HR best practices in the region The forum is an opportunity to learn best practices of other companies. I also met exceptional people here. Thank you! Ridha Al-Badai, Petroleum Development Oman Anastasya Lyaschenko, Baker Hughes 2014 REPORT ON COMPENSATION AND BENEFITS TRENDS IN THE GCC FITS ATION AND BENE GCC COMPENS TRENDS IN 2013 PANIES INSIGHTS FROM TOP COM A STUDY BY The MEA region continues to offer economic to opportunities companies but, on the downside, to there continues of be a shortage skilled appropriately talent. es from leading consultanci Recent reports are likely to increase and benefits compensation suggest that salaries The approach to has and high growth and Africa (MEA) in 2013 in emerging Middle in the Middle East prediction is that behind what followed markets. Mercer’s “predicted traditionally lagged are looking at a Remuneration East employees a rate base in developed economies. of 5.4% for 2013”, biased towards average pay rise rate of structures are heavily is well above the ed by guaranteed which they claim salary and supplement allowances generous inflation. allowances. The been paid in “expat strategies, which have historically review their reward into many As companies found their way carefully how packages” have allowances they need to consider in the long run, For employers, for costs are local contracts. sustainable the to attract an attractive mechanism part with the need have provided to and balance this salary and component key talent. According keeping the base liabilities and retain their reducing their salaries and generous of packages low, Mercer, high tax-free ice benefits schemes people contributed to under the end-of-serv the labour laws of in allowances have an to the region. As which are entrenched the region. in wanting to move But they are many of the countries strategy they work. attraction become shifts in allowances having seem to be driving as costly and with Labour shortages on and for local employees taken to compensati the market standard costs can be high. the approaches the of economic growth, for well as expatriates, are benefits. In a period t, it seems prudent globalisation, companies In this environmen doing what and continued how they can to look beyond re-examine companies a fresh being forced to The rigid done, and take skilled employees. they have always their overall 80s attract and retain alternatives and packages of the look at flexible salary and allowance to more flexible and Proposition (EVP). way Employee Value and 90s are giving as companies strive innovative approaches which will motivate packages to offer reward top employees. and retain their 1 © IIR MIDDLE EAST. 2 All rights reserved THE DISCUSSION STARTS TODAY Engage in a discussion today with speakers and other delegates on Twitter. Use TotalRewardsME when posting. Our annual compensation and benefits 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 firstname.lastname@example.org +971 4 335 2437 +971 4 335 2438 email@example.com www.iirme.com/compensation
Event at a Glance / Pre Forum Workshop Venue AT A GLANCE SCHEDULE The Address Dubai Mall Dubai | UAE Sunday 8 June Pre Forum Workshop A (Pay-For-Performance) Monday 9 June Tuesday 10 June 18th Compensation and Benefits Forum Wednesday 11 June Thursday 12 June Post Forum Workshop Post Forum Workshop (Sales Incentive Plans) (Long-Term Incentive Plans) B C This has been an excellent conference, well worth our time and money. I have learned some new things and made some valuable contacts Michelle Johnson, Head of Talent & Reward, Serco Middle Pre Forum Workshop 08.00 08.30 10.30 10.45 Sunday 8 June 2014 Registration and Morning Coffee Workshop Starts Morning Coffee And Networking Break Workshop Continues 12.30 12.50 14.30 14.35 Afternoon Coffee And Networking Break Workshop Continues Workshop Closes Networking Lunch The Pay-For-Performance Boot Camp 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 • 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 Your Workshop Leader Robert Mosley Global Remuneration Expert and Consultant Former SVP Human Resources, Emirates Group 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. 3 +971 4 335 2437 +971 4 335 2438 firstname.lastname@example.org www.iirme.com/compensation
Forum Day One Monday, 9 June 2014 08.30 Registration and Morning Coffee 08.55 11.45 Opening Remarks from the Chair • How communication campaigns can help improve organisational perception, drive adoption and engagement in reward programs Robert Mosley, Global Remuneration Expert and Consultant, Former SVP Human Resources, Emirates Group 09.00 Perception is Reality: Communicating Rewards For Benefits Engagement and Staff Motivation • Building your communication strategy around the importance, scope and strength of your benefits offerings Interactive Polling Session - Live Statistics Generated By The Audience Setting 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 benefits practices. 09.15 • Key ingredients that produce a communication strategy to engage your diverse workforce 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 Paul Bissell, Head of Reward, Vodafone UK Shawn Cramer, Head of Compensation, Benefits & HRIS, Maersk Oil Qatar 09.45 • Utilising technology to deliver cost-effective communication 12.30 • Demonstrating the benefits of compensation analytics like saving money and exposing risks • Understanding and selecting market data sources and job matching • Analysing your compensation effective by converting raw data from various sources into decision-making insights 13.00 Networking Lunch 14.00 Retaining Executives: How Remuneration Should Drive Retention in Times of Growth • Planning long-term reward plans and performancebased remuneration for top executives • Regional approaches to designing executive pay packages where data is scarce • Managing expectations and setting performance targets for senior employees Interactive Roundtable Discussions This 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 findings. Ramakrishna Krovvidi, Senior Vice President Organisation Development, du 10.20 Meeting Accelerator – A Structured Networking Session Afternoon Coffee And Networking Break Driving Engagement Through Structured Non-Cash Recognition Programmes • Exploring key recognition trends and tools to inspire and engage employees Morning Coffee And Networking Break 11.00 15.10 15.30 This unique facilitated session will give you the opportunity to shake hands with your peers from companies representing different sectors in the region. Bring a lot of business cards. 10.30 The For-It or Against-It Panel: Debating The Latest Trends in C&B A panel discussion made up of the forum speakers debating the latest trends in C&B and making the case for their stance. The debate will also be open to the audience to vote. Some of the trends up for debate are: • Flexible Benefits in the Middle East • Cost of Living (COL) or Composite Allowance: a move to single-allowance approach • Forced Performance Rankings and Differentiated Pay • No-Rating Performance Management: Performance Conversations • Leveraging peer-to-peer and social recognition: could there be more efficient alternatives to traditional recognition programmes? • How to prove ROI of recognition programmes: understanding baselines, metrics and target audiences Rebecca Jeffs, Head of Talent and Reward, Serco 16.10 • 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 Paul Johnstone, Compensation & Benefits Manager, MEA, GE Kafa Al Tamimi, Head of Compensation and Benefits, Masdar 4 +971 4 335 2437 +971 4 335 2438 Employee Wellness Initiatives: Do They Pay Off? • Overview of the development of employee wellness programmes – the rationale and links to total rewards Lorna MacMillan, Total Rewards Manager - Mediterranean and MEA, Hewlett-Packard UK Sandrine Bardot, Total Rewards Expert , Former SVP Performance & Reward, Mubadala Strategic Analytics: Health Check of Your Compensation Strategies Nisheeth Pathak, Head of Rewards, Noor Investment Group 16.40 Closing Remarks From the Chair email@example.com www.iirme.com/compensation
Forum Day Two Tuesday, 10 June 2014 08.30 Registration And Morning Coffee 11.50 08.55 Opening Remarks From The Chair Robert 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 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 design Robin Wells, Regional Manager, Middle East and Asia, Medstar Insurance Networking Lunch 13.30 Panel Discussion How 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, Novartis Ishak Majeed, Senior Manager - Compensation & Benefits, Emaar Hospitality Group Jaz 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 Closing Remarks From the Chair 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 12.30 16.40 09.40 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, HewlettPackard 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 tool Karen Gaynor, Head of Rewards - UK and North-West Europe, Siemens BOOK BEFORE 2 0 MARCH 2 0 1 4 AND SAVE BIG 5 +971 4 335 2437 +971 4 335 2438 firstname.lastname@example.org www.iirme.com/compensation
Post Forum Workshops Wednesday 11 – Thursday 12 June 2014 08.00 08.30 10.30 10.45 Registration and Morning Coffee Workshop Starts Morning Coffee And Networking Break Workshop Continues 12.30 12.50 14.30 14.35 Afternoon Coffee And Networking Break Workshop Continues Workshop Closes Networking Lunch Wednesday 11 June 2014 Thursday 12 June 2014 Designing Incentive Plans and Commission Schemes for the Sales Force Designing Long Term Incentive Plans (LTIPs) for Top Executives Incentivise, Motivate and Retain Your Sales Team Encourage Performance, and Motivate and Retain Key Executives 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. 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 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 • 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) Your Workshop Leader Robert Mosley Global Remuneration Expert and Consultant Former SVP Human Resources, Emirates Group 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. Excellent trainer, very knowledgeable, a true guru on reward in the GCC. Suchita Shroff, British Council, Oman 6 +971 4 335 2437 +971 4 335 2438 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 email@example.com www.iirme.com/compensation
Sponsorship Support Sponsor 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. Sponsorship Opportunities 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. 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. èè Generate high value sales leads in the region’s top organisations èè Launch and promote new products to the HR and C&B directors èè Build loyalty with your clients’ key decision makers èè Position your company as leading the sector in front of an influential audience èè Broker new contracts and business partnerships 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. Our Leading HR Events Powered By www.theHRobserver.com 7 +971 4 335 2437 @theHRobserver +971 4 335 2438 firstname.lastname@example.org facebook.com/theHRobserver www.iirme.com/compensation
#TotalRewardsME 8 – 12 June 2014 | The Address Hotel | Dubai Mall | Dubai | UAE Five Easy Ways To Register +971 4 335 2437 +971 4 335 2438 Informa Middle East Ltd. P.O Box 9428 , Dubai, UAE www.iirme.com/compensation register@Informa.com AY2028 Please þ the session/s you wish to attend: Sunday8 June Monday 9 June Pre Forum Workshop A 18 th (Pay-For-Performance) Tuesday 10 June Wednesday 11 June Post Forum Workshop B Compensation and Benefits Forum Thursday 12 June Post Forum Workshop C (Long-Term Incentive Plans) (Sales Incentive Plans) Register Before 20 March 2014 Pricing lUe Register Before 21 April 2014 Register After 21 April 2014 GROUP DISCOUNTS AVAILABLE US$4595 US$4795 US$4995 CALL: +971 4 335 2483 E-MAIL: email@example.com 5 days Entire Event (Forum + 3 Workshops) 4 days Forum + 2 Workshops US$3995 US$4195 US$4395 3 days Forum + 1 Workshop US$3295 US$3495 US$3695 2 days Forum Only US$2595 US$2795 US$2995 3 days 3 Workshops US$3395 US$3595 US$3795 2 days Any 2 Workshops US$2395 US$2595 US$2795 1 day Any 1 Workshop US$1195 US$1395 US$1595 BEST Va Conference fees include documentation, luncheon and refreshments. Delegates who attend all sessions will receive a Certificate of Attendance. All registrations are subject to our terms and conditions which are available at www.iirme.com/terms. Please read them as they include important information. By submitting your registration you agree to be bound by the terms and conditions in full. DELEGATE DETAILS First Name: Surname: Job Title: Company: Address: Postal Code: Country: Tel: City: Mobile: Fax: Email: PAYMENTS A confirmation letter and invoice will be sent upon receipt of your registration. Please note that full payment must be received prior to the event. Only those delegates whose fees have been paid in full will be admitted to the event. AVOID VISA DELAYS – BOOK NOW EVENT VENUE: The Address Hotel, Dubai Mall, Dubai, UAE Tel: +971 4 438 8888 CANCELLATION ACCOMMODATION DETAILS If you are unable to attend, a substitute delegate will be welcome in your place. Registrations cancelled more than 7 days before the Event are subject to a $200 administration charge. Registration fees for registrations cancelled 7 days or less before the Event must be paid in full. Substitutions are welcome at any time. We highly recommend you secure your room reservation at the earliest to avoid last minute inconvenience. You can contact the Informa Hospitality Desk for assistance on: Tel: +971 4 407 2693 Fax: +971 4 407 2517 Email: firstname.lastname@example.org All registrations are subject to acceptance by informa which will be confirmed to you in writing. Due to unforeseen circumstances, the programme may change and informa reserves the right to alter the venue and/or speakers or topics. SS/RB BU33 Human Resources © Copyright informa Middle East Limited ND Delegates requiring visas should contact the hotel they wish to stay at directly, as soon as possible. Visas for non-GCC nationals may take several weeks to process.
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