Human Capital, Succession Planning, Talent & Performance Management for Energy Industry

Transcription

1 The workshop was so prac cal and well presented. Principal HR Officer, Zambia Electricity Supply Corpora on (ZESCO) Register 3 persons and save $300 each The course addressed most of the challenges we face in our company and in the industry in general. Human Capital Business Partner, Petroleum, Oil and Gas Corpora on of South Africa (PetroSA) Human Capital, Succession Planning, Talent & Performance Management for Energy Industry May 2018, Johannesburg Benefits of A ending Take-away resources of over 300 PPT slides and large booklet containing dozens of models, readings, industry examples, templates, how-to guides etc. Learn from an interna onally recognised expert in HR who understand the challenges in the African context Discover how to cost out the loss of talented employees, how to conduct a Talent Audit on your business and then how to formulate a Talent Reten on Plan Discover solu ons to your problems and learn how to approach sensi ve and taboo HR related topics in your organisa on to help move your agenda forward Understand why most succession management strategies are doomed to fail and learn how to do succession management well Gain insights on strategic compensa on and benefits management to a ract and retain high performers See the most innova ve talent management strategies and realise how inexpensive and easy they are to duplicate Networking opportuni es with other par cipants to share challenges and learn from others experiences Formulate your own Ac on Plan to apply immediately in your business Who Should A end Any manager, supervisor, team leader, director who manages either professional or technical employees in any area of the company. Managing and leading people is everyone s responsibility Anyone working in (or aspiring to work in) HR, Employee Rela ons, Corporate Affairs, Talent & Performance Management, Learning and Development, Training and Capacity Building, People Strategy, Organisa onal Development, Leadership Management, Competency Development, Corporate Communica ons Experienced HR prac oners looking to upgrade their knowledge Plus anyone who deal with people management Endorsers Media Partners BOOK NOW!

2 Human Capital, Succession Planning, Talent & Performance Management for Energy Industry Overview This course is the A to Z on strategically managing and op mising your human capital to full poten al in today s difficult business climate. It is a highly prac cal, hands-on course that shows you exactly how to tackle those intractable HR problems: resistance from employees lack of senior execu ve support for HR lack of funding HR not a priority/not taken seriously favori sm and poli cal games This course will give you the knowledge and tool to excite and re-energise your people and to inspire a new-found confidence and trust in HR in your business. Through discussion, examples and ac vi es you will discover the way forwards. The industry insights, templates and models will put you ahead of your compe tors; ahead of the game in designing and delivering winning HR ini a ves which will earn your HR team praise and recogni on and will take your people to the next level. This prac cal, hands-on course will have you excited by the new possibili es to drive performance in your organisa on. The examples given are proven winners and the materials provide for easy adapta on to your business. Within 4 days of comple ng the course you can be forging posi ve change for your organisa on and your people. Teaching Methodology This dynamic and learning-intensive 4 day workshop is designed around the par cipant. It is highly interac ve whereby par cipants will engage in a range of learning experiences including: Comprehensive PowerPoint slides Facilitator lecture and demonstra on Open group discussion One-on-one me with the instructor Sharing of experiences and opinions Small group ac vi es and challenges Individual self-assessments Case study analysis and discussion Future planning ac vi es Readings and templates to take away Course Cer ficate Upon the successful completion of this course, you will receive a Cer ficate of Comple on. This Cer ficate will tes fy your endeavour and serve towards your professional advancement. About Your Course Director Paul is interna onally recognised as a thought leader in strategic human resource management and its contribu on to organisa onal development. Paul has consulted, coached and trained managers and execu ves from more than 8000 people from 400 companies from 70 countries on strategic HRM over the past 15 years. In the energy sector, dozens of companies have a ended his seminars, including Shell, BP, Transocean, Schlumberger, Petronas, Saudi Aramco etc. Paul has run many successful workshops in Africa and the leading energy companies from the con nent have a ended these trainings coming from more than two dozen African countries. Paul sits on the Editorial Advisory Board of the Interna onal Journal of Corporate Governance and is peer reviewer for the Interna onal Journal of Corporate Communica ons. Paul has also published widely in the world s leading management periodicals. His work has been published na onally in major business magazines in UK, USA, Australia, New Zealand, Canada, South Africa, Israel, Hong Kong and Singapore. He wrote three chapters, including the introductory chapter, for Retaining Your Top Talent (Key Media, Sydney; 2006). Paul s work is highly dis nguished by having won three pres gious Emerald Litera awards in the UK for excellence in published research. Paul is acknowledged as the creator of the Public Profit-Chain, an OD model published interna onally. Paul developed the Cogita ve Self- Discipline Coaching Model a revolu on in managing employee performance which has won widespread interna onal cri cal acclaim. Dr Davis has two PhDs (in HRM and in OD) from leading Australian universi es and is an award winning interna onal author. He has researched and published several scholarly papers on HR in Africa. His many client tes monials celebrate his relaxed, warm approach and his ability to share his knowledge with professionals in a no-nonsense, easy to understand way. His workshops are commonly described as enjoyable, interes ng, hands-on, prac cally useful and excellent value. Paul is currently a senior Professor of Management and Associate Dean of the School of Business at the Kazakh Bri sh Technical University, Almaty. He is a na ve speaker of English and hails from London, UK. About Organiser Dr. Paul Davis BA, GDipEd, GCertVET, DipBus, MPET, PhD, AIMM, MAITD, AIHRM Fellow of the Chartered Management Ins tute of the United Kingdom Cer fied Prac oner of the Australian Human Resources Ins tute Full Member of the American Society of Human Resource Management Infocus Interna onal is a global business intelligence provider of strategic informa on and professional services for diverse business communi es. Infocus Interna onal recognises clients needs and responds with innova ve and result oriented programmes. All products are founded on high value content in diverse subject areas, and the highest level of quality is ensured through intensive and in-depth market research from local and interna onal insights.

3 Book 3 persons and save $300 each Tel Day Agenda Human Capital, Succession Planning, Talent & Performance Management for Energy Industry Day 1 14 May 2018 Module 1: Human Capital Challenges and Responses [DISCUSSION] Your HC challenges Assessing the landscape - current challenges facing the HR community [ACTIVITY] Complete the HRII tool to see how you are tracking Energy Industry responses to the current challenges (with examples) Responses from leading global brands (with examples) Module 2: Understanding Human Capital Fundamentals 4 categories of future HC challenges U lising the dynamics of people alignment Understanding the Organisa onal Life-Cycle and the HR role Leveraging the Service-Profit Chain to build HC in your business [ACTIVITY] Discover the Psychological Contract & Exchange Principle Module 3: Making Human Capital Strategic Transac onal vs Strategic HR Business Strategy and integra on of HR Strategy Universalis c vs Con ngency HR approaches Internal vs External Labour Orienta on 4 key HR strategies explained [CASE STUDY] Sta s cs from the energy sector Roles and responsibili es for 21st Century HR teams INDUSTRY INSIGHT Day 2 15 May 2018 Module 4: Introduc on to Succession Planning The benefits of succession planning and understanding why it o en fails Golden handcuffs strategies to retain key people: 5 approaches that work Accelera on Pools (mini step-by-step booklet included) Par cipa ve Followership (with example) [INDUSTRY INSIGHT] Succession Planning with BP [CASE STUDY] from the energy sector Module 5: Succession Planning Step 1 - Talent Management [CASE STUDY] Iden fying Cri cal Posi ons: experiences of Eni and Gazprom Conduc ng a Talent Reten on Audit - Cos ng the turnover of top talent - Iden fying and categorising the reasons why people leave - Developing strategy to retain people - Effec vely manage new recruits [ACTIVITY] Complete a talent management assessment of your organisa on Module 6: Succession Planning Step 2 - Iden fying Competency Gaps How to iden fy different types of competency gaps - Skill - Knowledge - Behavioural [EXAMPLES] Technical skills competencies [ACTIVITY] Leadership behavioural competencies Building a competency-based skills development framework (with examples) Using assessment templates to measure outcomes (with example) Develop individual development maps [DISCUSSION] Your experiences Day 3 16 May 2018 Module 7: Succession Planning Step 3 - Develop your Talent Discover the empowering approach of self-managed learning Develop Employee Empowerment Charters (example included) [2 INDUSTRY EXAMPLES] U lise Communi es of Prac ce to develop talent [ACTIVITY] Introduce your talent to Job Sculp ng [ACTIVITY] Integrate Personal professional Vision Planning [INDUSTRY EXAMPLE] Gain major benefits through volunteering programs [INDUSTRY EXAMPLE] Unleash to power of Virtual Mentoring Career Development - How to make your approach strategic Protean Careers vs Career Ladders 5 step Career Development guide [CASE STUDY] Sco sh Power and Schlumberger Module 8: Succession Planning Step 4 - Implement [DISCUSSION] Challenges to effec ve implementa on Develop and implement [INDUSTRY INSIGHT] Successful implementa on Module 9: Succession Planning Step 5 - Evaluate and Review How to evaluate effec veness [ACTIVITY] Complete the SPQAC assessment on your organisa on A look at some industry examples from major energy companies Resource booklet - examples from global brands outside the energy sector

4 4 Day Agenda Human Capital, Succession Planning, Talent & Performance Management for Energy Industry Day 4 17 May 2018 Module 10: An Introduc on to Performance Management [DISCUSSION ] What is performance Breaking down the elements of performance and performance enablement Approaches to PM HR Strategy and PM Rela ve measures vs absolute measures Forced distribu on vs free distribu on Understanding Parity and Merit reward systems INDUSTRY INSIGHT Module 11: Measuring Performance Effec vely [ACTIVITY] Assessing performance measurement subjec vity Mo va ng and enabling high performance 9 reasons why performance management systems break down [ACTIVITY] Using scales and iden fying grader bias Prac cal mo va on theories - 7 theories that work in real life [CASE STUDY] Saudi Aramco, Total, Shell, ChevronTexaco Module 12: Managing for Performance Improvement [DISCUSSION] How to help employees perform be er Improving Team Performance - Team Leadership Model Iden fy and Fix performance discrepancies - Major and Pipe Model explained [INDUSTRY INSIGHT] Performance improvement strategies in the Energy Sector PM forms and templates (examples included) 15 Point guide to designing and implemen ng a winning PM strategy CASE STUDY [DISCUSSION ] Q&A and free discussion to end program Future Planning will be a theme running throughout the 4 days. Par cipants will be guided to add to an Ac on Plan as we proceed through the course. Programme Schedule 08:30 09:00 10:30-10:45 12:30-14:00 15:30-15:45 17:00 Registra on & tea Course starts Morning refreshment and network Lunch A ernoon refreshment and network End of day Tes monials An excellent program by an excellent presenter. The program was very informa ve and the content and delivery was very engaging. - Head of HRD, OMAN REFINERY COMPANY The program was designed and delivered very well. It was very frui ul also for other func ons outside the HR Department to gain understanding about the strategies to develop people. Paul welcomes the delegates to maintain the network with him and discuss their HR issues a er the program. It was very interes ng. - Training & Development Manager, TRANSPOR- TASI GAS Paul has very good knowledge and excellent communica on skills. He was adap ve, friendly and open to ques ons and the workshop was nicely paced. One of the best trainings I have ever a ended. - HR Execu ve, OMV EXPLORATION & PRODUC- TION The course really got me thinking about many things I could apply and/or improve in the business. - Talent Management Advisor, BP SOUTH AFRICA Paul s presenta on concerning the topics was an eye-opener. The group discussions and sharing of informa on during the course was very good. - Senior HR Consultant, NATIONAL PERTOLEUM CORPORATION OF NAMIBIA The course content was very prac cal and relevant to my work situa on. - HR Manager, ZAMBIA ELECTRICITY SUPPLY CORPORATION The facilitator prepared course content that really will address my work and organisa onal challenges; most especially on talent reten on planning. - Principal OD Officer, WATER UTILITIES CORPORATION SOUTH AFRICA The program was excellent; especially the prac cal examples and case studies. - Senior Manager of Talent Management, MAJAN ELECTRICITY COMPANY The course covered all aspects of HR and talent management comprehensively and was nicely specific to energy sector. - HR Manager, PETROLEUM AGENCY OF SOUTH AFRICA

5 Event Code: DB JB REGISTRATION FORM Human Capital, Succession Planning, Talent & Performance Management for Energy Industry May 2018, Johannesburg DELEGATE DETAILS Registra on & Enquiries Infocus Interna onal Group Pte Ltd 143 Cecil Street #25-02, Singapore Contact : Ms. Jessie Ang Tel : (65) Main : (65) Fax : (65) : jessie@infocusinterna onal.com Web : onal.com/hr YOUR INVESTMENT For 1 or 2 For 3 or more ORGANISATION DETAILS Company Address FEE PER DELEGATE USD 4,190 USD 3,890 Fee includes luncheons, refreshments and complete set of course materials (both hardcopy & so copy). It does not include the cost of accommoda on and travel. Please photocopy for group bookings larger than 4. HOTEL VENUE The Capital Empire Hotel 177 Empire Place (Cnr Rivonia Road) Sandhurst Sandton Johannesburg 2196 Delegates are en tled to our corporate room rates. Contact us for room booking with corporate rates. PAYMENT METHOD Payment is required within 5 working days upon receipt of invoice. [Telegraphic Transfer] Account name: Infocus Interna onal Group Pte Ltd Account number (USD): Swi code: SCBLSG22 Bank name: Standard Chartered Bank Bank address: 6 Ba ery Road, #01-01, Singapore OTHER UPCOMING EVENTS Power Purchase Agreement Mastering Renewable & Alterna ve Energies Energy Storage & Grid-Connected Electric Vehicles (EV) EPC Contracts for Energy Industry Gas / LNG Contracts Public Private Partnership (PPP) Power Week Conference: GROUP DISCOUNT Register 3 or more to enjoy! View event calendar: onal.com/events.html Tel AUTHORISATION Registra on is not valid without authorisa on Signature CANCELLATION POLICY Should you be unable to a end, a subs tute delegate is welcome at no extra charge. If this is not suitable, cancella ons must be made in wri ng (le er or fax) at least 30 days before the program commences. A full refund less an administra- on charge of 10% will be given. Registra ons cancelled less than 30 days before the event must be paid in full and a credit voucher equivalent to the full amount will be issued for you to a end any Infocus Interna onal Group events for up to 18 months. Credit vouchers will not be issued for no-shows without cancella on. Infocus Interna onal Group will provide full course documenta on to a delegate who has paid, but is unable to a end. Infocus Interna onal Group reserves the right to change the content of the program without no ce including the subs tu- on, altera on or cancella on of speakers and/or topics and/or the altera on of the dates of the event. Infocus Interna onal Group is not responsible for any loss or damage as a result of a subs tu on, alterna on, postponement or cancella on of an event under any circumstances.