Founder and Managing Director Tim Russell Group & Company and Training Advances

Transcription

1 C L A R I D E N Knowledge for the world business leaders 7-8 September 2015 Langham Place Mongkok, Hong Kong September 2015 The Langham, Hong Kong 2 Separately Bookable Sessions The two sessions are designed to provide participants with best practices and top strategies on managing talent within their organizations, by managing the dynamics within their multigenerational and culturally diverse workforce effectively as well as identifying, cultivating and retaining talent from within their organizations. Participants are strongly encouraged to attend both sessions to maximize their learning and bring these skills and actionable plans back to their workplace. Session A: Managing Talent Across Generations and Workplace Diversity Understand and Effectively Maneuver through the Complexities of a Multigenerational and Multicultural Workforce 7-8 September 2015 (Monday Dr. Robert & Tuesday) A. Langham Howell Place Mongkok, Hong Kong Tim Russell Founder and Managing Director Tim Russell Group & Company and Training Advances International consultant & advisor with more than 35 years of experience training business leaders in the public and private sector, with leading clients including HSBC, University of Cambridge, Standard Chartered Bank, Hong Kong Productivity Council, Hong Kong Management Association, Singapore Airlines, Motorola and Marks & Spencer Regularly featured on high profile media and contributor of numerous articles on many world renowned newspapers and journals on leadership training and leadership management Author of Effective Feedback Skills and Gower Handbook of Management Skills Session B: Establishing an Internal Talent Management Program An End-to-End Roadmap to Implement or Improve on your Organization s Talent Management Program September 2015 (Thursday & Friday) The Langham, Hong Kong Dr Tim Baker Managing Director WINNERS-at-WORK Pty Ltd International consultant with 18 years of experience training and advising senior executives and business leaders on topics including talent management, performance management and workplace culture Leading clients include Boeing, Unilever, IBM, Singapore Airlines, Toyota, McDonald s Corporation and Nokia Voted one of the 50 Most Talented Global Training & Development Leaders by the World HRD Congress in 2013 and was awarded QUT Mentor of the Year 2014 by Queensland University of Technology in 2014 Author of five books, including Attracting and Retaining Talent: Becoming an Employer of Choice, The 8 Values of Highly Productive Companies: Creating wealth from a New Employment Relationship and The End of the Performance Review: A New Approach to Appraising Employee Performance

2 Establishing an Internal Talent Management Program Session B: September 2015, The Langham, Hong Kong FACULTY DIRECTOR Dr Tim Baker Managing Director WINNERS-at-WORK Pty Ltd Dr Tim Baker is the Managing Director of WINNERS-at-WORK Pty Ltd, a consultancy with a successful track record in transforming organizational capability through vital areas including talent management, facilitating performance enhancement, workplace culture change, change management, leadership development and team development. He frequently trains, coaches and advises senior executives and business leaders across various industries in countries such as Singapore, Hong Kong, Taiwan, Indonesia, Australia, New Zealand, Canada and Saudi Arabia. His clients include Singapore Airlines, Boeing, Unilever, Lenovo, IBM, Triumph, Toyota, McDonald s Corporation, Nokia, PricewaterhouseCoopers, Sydney Symphony Orchestra and Warner Brothers Movie World. A highly revered authority in his industry, he was voted as one of the 50 Most Talented Global Training & Development Leaders by the World HRD Congress in 2013 and was awarded QUT Mentor of the Year 2014 by Queensland University of Technology. He has also shared his expertise at more than 2,430 seminars, workshops and keynote addresses to over 45,000 people in 11 countries across 21 industry groups, on topics including The Four Key Influencing Strategies. Outside of his consultancy and advisory role, Tim is also a Corporate Educator and Post Graduate Lecturer at Queensland University of Technology (specializing in organizational behaviour, high performing teams and leadership) and a State Councillor at The Australian Human Resources Institute (AHRI), a Senior Advisor Organizational Change and Leadership Development at Local Government Association of Queensland. In addition, he has authored five books, namely Attracting and Retaining Talent: Becoming an Employer of Choice, The New Influencing Toolkit: Capabilities for Communicating with Influence, The 8 Values of Highly Productive Companies: Creating Wealth from a New Employment Relationship, The End of the Performance Review: A New Approach to Appraising Employee Performance and Conversations at Work: Promoting a Culture of Conversation (co-authored with Aubrey Warren). Through this program, Tim will show you how to leverage the skills and capabilities your talents contribute to your organization and provide them with the recognition they deserve. In addition, he will also equip you with strategies to identify top talents within your organizations for succession planning and cultivate a workplace culture that engages with your employees and support their development and career. Tim Baker is an excellent coach with outstanding communication and conceptual skills. The services provided by his company are of the highest standard in the human resources industry and are guaranteed to produce results. - Project Manager, Gold Coast City Council Tim Baker s knowledge of his topic was excellent and his group interaction skills encouraged open discussion based learning. - Managing Director, Bornhorst & Ward 2

3 Establishing an Internal Talent Management Program Session B: September 2015, The Langham, Hong Kong EXECUTIVE SUMMARY Program: Dates: Location: Establishing an Internal Talent Management Program September 2015 The Langham, Hong Kong Early Bird 1 (Register & pay by 16 July 2015): Early Bird 2 (Register & pay by 13 August 2015): Regular Tuition Fee: US$2,390 US$2,590 US$2,690 Group discount of 10% for 2nd participant from the same organization. For limited time only by 13 August 2015 register 3 participants and the 4th participant will receive a complimentary seat (one discount scheme applies). Program Essence: Does your organization have the right talent to achieve your company s current and future goals? Do you have the ability to attract and retain the right talent? Is your succession planning program effective? As the talent war intensifies with globalization and intensified competition, your organization must implement strong talent management programs and practices to harness the capabilities of your human capital and successfully manage this critical resource - talent. Led by Dr Tim Baker, an experience talent management trainer, consultant and author, this 2-day Establishing an Internal Talent Management Program program will be an end-to-end roadmap for organizations looking at implementing or improving your organization s talent management program. Through interactive discussions and case studies, you will understand the value of talent management and why it is critical for your organization. Learn best practices from the 10 essential talent management lessons and how to incorporate them into your organization s talent attraction, recruitment, onboarding, development, motivation, appraisal and retention strategies. You will be guided through an in-depth analysis and benchmarking of your organization s current talent management program using the 8 Values of Highly Productive Companies framework focusing on areas including employee engagement, internal mobility and succession planning. In addition, you will learn the importance of utilizing both the traditional and non job roles performance management framework to better assess and appraise employees. Find out how to identify critical roles and high potential employees to build an effective succession program. Gain insight into establishing different reward packages for talent vs employee and exploring monetary and non-monetary incentives that work. You will leave this program with a completed action plan for internal talent management that can be implemented in your organization immediately. 3

4 Establishing an Internal Talent Management Program Session B: September 2015, The Langham, Hong Kong PROGRAM INTRODUCTION With an intensified global marketplace, organizations today are no longer competing on market share and profits alone. Many business leaders discover that with globalization comes fiercer competition of resources for production of goods and services, with one of the most pertinent competition involving competing for talent. To maximize the capabilities and skill sets of their human capital and meet business goals, stay ahead of competition and satisfy customers needs, this highly interactive 2-day Establishing an Internal Talent Management Program program equip HR professionals and business leaders with critical skills for implementing or improving on your organization s talent management program. Guided by faculty director Dr Tim Baker, you will benchmark and analyse your current talent management programs against best practices and gain in-depth understanding and practical ideas on relooking vital procedures including employee engagement, workplace culture and internal mobility. Through interactive case studies and discussions, this program will be a comprehensive end-to-end roadmap guiding you through key elements of talent management from talent attraction, recruitment, development, appraisal, retention to succession planning to aid you in developing your organization into an employer which focuses on bringing out the best in employees for their career advancement. Explore the effectiveness of using both traditional and non job roles performance management framework to better assess and appraise employees and find out how to identify critical roles and high potential employees and assess their leadership capabilities to build an effective succession program. Gain insight into establishing different reward packages for talent vs employee, integrating learning and development systems with your compensation and rewards and exploring monetary and non-monetary incentives that work. At the end of this program, you will leave this program with a completed action plan that can be implemented in your organization immediately to effectively retain your top talents and harness their skills for increased competitive advantage for your organization to emerge as a top employer in your industry. WHO WILL BENEFIT THE MOST This program is designed for but not limited to mid to senior level Human Resources, Talent, Compensation and Rewards, Performance Management, Business Manager and Directors who want to increase the productivity and strength of their workforce through strategic talent acquisition, talent retention, employee engagement, succession planning, performance management and customized rewards packages. LEARNING OBJECTIVES Identify the crucial components of a internal talent management program to successfully implement or improve on your existing talent management program Benchmark your organization s current talent management program using the 8 Values of Highly Productive Companies framework Learn best practices from the 10 essential talent management lessons and internal talent management strategies from leading organizations Develop a workplace culture that engages with employees and supports employees personal development in the organization by relooking vital organizational policies and procedures involving talent attraction, recruitment, onboarding, development, motivation, appraisal and retention Discover how to identify critical roles and high potential employees and assess their leadership capabilities to build an effective succession program and grow leaders within your organization Explore the effectiveness of traditional vs non job roles performance management framework and utilizing them to provide an all-rounded performance assessment for your employees/subordinates Align your organization s learning and development systems with compensation and rewards system to develop monetary and non-monetary rewards and provide the recognition that your top 4 talents deserve

5 Establishing an Internal Talent Management Program Session B: September 2015, The Langham, Hong Kong PROGRAM OUTLINE DAY ONE What is Talent Management? Objectives & outline Defining talent management What the experts have to say? What does a talent management program include? Definition of talent ( Talent = competency + commitment + contribution) What are the seven Key Processes? o Attracting, o Recruiting, o On-boarding o Developing o Motivating o Appraising o Retaining Value of talent management o Best practice: The 10 essential talent management lessons from industry o Research on talent management and its effectiveness Employee Engagement and the Eight Values of Highly Productive Companies The changing world of work The changing needs of organizations & employees Group discussion: Benchmarking your organization against the model The changing psychological contract Traditional vs new employment relationship model o Best practice: The new employment relationship model Group discussion: How does your organization compare against the ideal workplace culture for engagement, attraction, and retention Measuring & Developing a Productive Workplace Culture Corporate Culture Change Cycle: Case Study Case study: How an organization went about changing their culture o Discussion on lessons learnt from the case Strategies for engagement o The five elements that drive employee engagement & how they can be implemented in your organization o Group exercise: Implementing the five elements in an organization Strategies for succession planning and internal mobility o Best practice case study of internal mobility at Sodexo o Organization transition from replacement planning to succession management. (Review the process, the data that needs collecting, learning support mechanisms available, assessment tools and action planning process) Performance-Focus Vs Job-Focus Frameworks Performance Management Framework o The seven-step performance management framework o Case study: Development of a performance management framework at QTK o The increasing importance of non-job roles in performance 5

6 Establishing an Internal Talent Management Program Session B: September 2015, The Langham, Hong Kong Consider the four non-job roles framework Overcoming the pitfalls of the traditional performance appraisal system o Research sharing on the performance review o Experience sharing on performance reviews Shifting from performance assessment to performance development o Five Conversations Framework using case studies o Five additional performance conversations DAY 2 - Morning Review of Day 1 Building a Leadership Pipeline Anticipating and matching future critical roles with high potential candidates o Five attributes for identifying potential Motivation Curiosity Insight Engagement Determination o How to assess for high potential with a good level of accuracy Methods of leadership development o Developing the high potential employee (options open to organizations) o Group discussion: Executive coaching o Implementing a mentoring program that works using case studies Assessing leadership capability o Case studies:360-degree feedback o Self-reflection approaches to leadership learning Rewards and Recognition that Work How HR professionals can create different reward packages for talent vs employees o Aligning learning and development with compensation and rewards (differentiation in L & D and C & R systems; Choosing L & D and C & R strategies; The benefits of integration; Taking action) o Case study: Integrating Learning and Development with Compensation and rewards at Hertz Monetary and non-monetary rewards o Types of remuneration packages o 24 Non-monetary incentives that work Team vs individual reward systems: pros and cons o Group discussion: The merits of team or individual rewards Briefing & Preparation for Group Presentations Participants will be broken into several teams and be given the opportunity to give a brief group presentation on one aspect of talent management from the program. The key questions for the group presentation are: Briefly identify the area of talent management and explain it to the audience Why does it have relevance to your organization? Outline a process of implementation How will you measure success? Group Presentations After each presentation, the facilitator will invite each group in the audience to ask a thought provoking question to stimulate discussion. The facilitator uses these presentations to also generate further learning. 6

7 Managing Talent Across Generations and Workplace Diversity Session A: 7-8 September 2015, Langham Place Mongkok, Hong Kong FACULTY DIRECTOR Tim Russell Founder and Managing Director Tim Russell Group & Company and Training Advances Tim Russell is an international consultant equipped with more than 35 years of experience training senior managers, directors and business leaders in organizations in the private and public sector, specializing in people management, interpersonal skills, organizational change, customer service and the training of trainers. As the Founder and Managing Director of Tim Russell Group, with bases in Singapore, London and Australia, he has trained and consulted high profile clients from organizations across multiple industries including Harrods, HSBC, Marks & Spencer, Nokia, Rolls Royce Motor Company, Standard Chartered Bank, University of Cambridge, Hong Kong Management Association, Singapore Airlines, Hong Kong Productivity Council, The European Commission and Western Australian Department of Transport. Revered as a thought leader in people management and leadership management, Tim shares his expertise with working professionals through lectures at institutions such as Singapore Institute of Management, Australian Institute of Management and Imperial College as well as frequent appearances at conferences organized by CIPD, European Union and UK Engineering Employers Federation. In addition, he is regularly featured in multiple media outlets, having being interviewed on leadership and management issues on radio and television for MediaCorp Radio, BBC Radio and Brunei TV s programs. In addition, Tim is the author of Effective Feedback Skills and a contributor to the Gower Handbook of Management Skills and has written numerous articles on leadership training for British, European, American, Far Eastern, Australian and New Zealand newspapers and journals such as The Director, Management Today. He is a graduate in psychology from the University of London and a member of the UK Chartered Institute of Personnel & Development. Through this program, Tim will show you how your organization can harness the power of multigenerational and culturally diversified workforce to bring about new ideas and add value to your organization by leveraging these diversified skill sets and values to drive employee performance for your organization for improved competitive advantage. Thank you very much for conducting an extremely enjoyable yet practical course; I believe I don t speak only for myself when I say we gained much from your insight and the perspectives you provided has broadened our view of things not only within the realm of aviation but in other fields as well. - Singapore Airlines Thank you - I really found the training very helpful and the method and structure you used made the 2-days not only accessible but also memorable. These past few days I ve frequently found myself thinking back to the material we covered when in comparison previous training days have tended to slip out of the mind as soon as they re finished. - Cambridge University Judge Business School 7

8 Managing Talent Across Generations and Workplace Diversity Session A: 7-8 September 2015, Langham Place Mongkok, Hong Kong EXECUTIVE SUMMARY Program: Dates: Location: Managing Talent Across Generations and Workplace Diversity 7-8 September 2015 Langham Place Mongkok, Hong Kong Early Bird 1 (Register & pay by 16 July 2015): Early Bird 2 (Register & pay by 13 August 2015): Regular Tuition Fee: US$2,390 US$2,590 US$2,690 Group discount of 10% for 2nd participant from the same organization. For limited time only by 13 August 2015 register 3 participants and the 4th participant will receive a complimentary seat (one discount scheme applies). Program Essence: More than two-thirds (69%) of HR leaders surveyed by Randstad Sourceright s Global Trends 2015 study said that managing an age-diverse workforce is one of the most daunting challenges they will face this year. With four or even five different generations working side by side, coupled with the complexity of cultural diversity from the increasingly global workforce, such diversity in a workplace can present a multitude of challenges, problems and conflicts. To help you manage the complexities of having a highly diversified workforce in your organization, this highly interactive 2-day Managing Talent Across Generations and Workplace Diversity program will provide you with an in-depth understanding on the generational and cultural trends in Hong Kong and the key motivators of each generation. You will learn how these trends and differences will impact your organization commercially and socially and how to leverage their diverse skill sets, perspectives and values to drive a plethora of ideas and add value to your organization. Through interactive discussions and case studies, you will evaluate and re-look at your existing HR policies and programs against learning lessons and best practices from leading organizations to ensure that they align with your employees values to bring out the best out of each generation of your workforce. In addition, you will gain strategies on successfully earning your senior management s support for diversity initiatives and effectively managing resistance across a multigenerational workforce. You will also learn about latest Hong Kong laws and policies regarding discrimination, equality and diversity and how to handle difficult conversations and conflicts with or between employees. Led by Tim Russell, an international management consultant with more than 35 years of experience consulting and training on organizational diversity, change and interpersonal skills, you will learn how to take advantage of your multigenerational workforce and effectively attract and retain employees while increasing employee engagement and performance for improved competitive advantage. 8

9 Managing Talent Across Generations and Workplace Diversity Session A: 7-8 September 2015, Langham Place Mongkok, Hong Kong PROGRAM INTRODUCTION According to a Kelly Services survey, 50% of employees in Asia Pacific reported having had severe intergenerational conflicts in the workplace. Are you grappling with the competing demands of the different generations while keeping them motivated and productive? Are your organization s policies and procedures bringing out the best in your multigenerational and multicultural workforce? The different expectations, perspectives, goals and communication styles of each generation can spell conflicts that are detrimental to an organization s performance and day-to-day operations. While harnessing the strength of a diversified workforce can increase your competitive advantage, organizations that ignore the impact of the multigenerational workforce risk losing out in the war for talent. Through interactive discussions and case studies, Clariden s highly interactive 2-day Managing Talent Across Generations and Workplace Diversity program will prompt you to relook your HR policies and programs concerning recruitment, retention, rewards, performance management and succession planning to move away from the traditional one-size-fits-all model and welcome a more flexible management structure that caters to different generations, cultures, values, aspirations and motivations. You will learn about generational and cultural trends in Hong Kong and the key motivators and common perceptions each generation responds and possesses as well as the implications they bring to you and/or your organization on a company, departmental and individual level. You will gain insight into how to successfully earn your senior management s support for diversity initiatives and how to effectively manage resistance across a multigenerational workforce. You will also learn about latest Hong Kong laws and policies regarding discrimination, equality and diversity and how to handle difficult conversations and conflicts with or between employees. With the facilitative training approach by our faculty director Tim Russell, you will leave the program with renewed ideas and strategies to bring out the strengths of talents of diverse generation and cultural backgrounds, thus reaping the benefits of cohesive working relationships and increase productivity within your organization in the long term. WHO WILL BENEFIT THE MOST This program is designed for but not limited to all mid to senior Human Resources Managers, Directors, Head of Departments, Line Managers, Supervisors, Team Leaders as well as business leaders responsible for ensuring that their organization s policies and procedures on engagement, recruitment, reward, talent retention and performance management are in line with the generational, cultural and diversity changes taking place in Hong Kong. LEARNING OBJECTIVES Update your company s HR strategies by understanding the generational, cultural and diversity changes occurring in Hong Kong: Develop a deep understanding of the mindset and motivators of the different generations (Traditionalists, Baby Boomers, Generation X, Generation Y / Millennials, Generation Z) and learn how you can leverage this to achieve organizational goals Understand the current demographic position in Hong Kong and how it is impacting your organization Measure your organization s policies and practices against the values of your staff and re-align your recruitment, retention and performance management methods to retain diversified talents within your organization Evaluate and re-look at your existing HR policies and programs against learning lessons and best practices from other organizations through hands on exercises Promote programs on cultural understanding, diversity and flexible working and reward systems while successfully earning your senior management s support for diversity initiatives Effectively handle resistance to change Discover how to handle difficult conversations and conflicts with or between employees of diverse backgrounds 9

10 Managing Talent Across Generations and Workplace Diversity Session A: 7-8 September 2015, Langham Place Mongkok, Hong Kong PROGRAM OUTLINE DAY ONE - Morning Introductions, Outline of the Program and Review of the Pre-program Survey Exploring Generational and Cultural Issues Dimensions of culture How and why cultures have changed in Hong Kong over the years The implications of these changes Dimensions of generational culture Demographic data for Hong Kong by: o Age o Gender o Educational level o Years of service The links between culture, economic cycles, globalization and government policies Exercise to review how multigenerational and multicultural issues impact your organization: o Commercially o Socially o Alignment How Does Your Organization s Practices and Policies Align with the Values of Your Staff? o Employee engagement o Leadership and authority o Working styles o Use of technology o Work/life balance o Learning and development Exercise to evaluate your practices and policies DAY ONE - Afternoon Relooking at Your HR Policies and Practices and Addressing Multigenerational and Multicultural Implications Case studies comparing with other organizations o Organizational structures and reporting o Recruitment o Retention o Training, coaching and mentoring o Reward o Motivation o Teamwork o Performance management o Discipline and termination o Career management o Succession planning o Flexible working arrangements o Maternity, paternity and child and elder care o Retirement o Retrenchment and redundancy 10

11 Managing Talent Across Generations and Workplace Diversity Session A: 7-8 September 2015, Langham Place Mongkok, Hong Kong DAY TWO - Morning Review of Previous Day s Work Managing Staff Across Geographical Boundaries Maintaining employee reporting systems Managing the task Managing the team Managing the individual Laws and Policies Regarding Discrimination, Equality and Diversity o Race o Religion o Gender o Age o Sexual orientation o Disability o Workers rights o Union membership o Flexible working practices o Well being Case studies using recent examples Handling Difficult Conversations and Conflicts Using Different Media o Interviews o Meetings o Face to face o Telephone o Video conferencing o Social media o and messaging Skill sessions with demonstrations, practice and feedback DAY TWO - Afternoon Skills sessions continued How to Promote and Manage Multicultural and Multigenerational Engagement Programs o On a company wide basis o On a departmental basis o On an individual basis How to Influence Senior Management o Strategies to use on different management functions o Establishing champions and sponsors How to Handle Resistance to Change o Typical causes of resistance o How to pre-empt them o How to counter them if they do arise Review of the Program 11

12 7-8 September 2015, Langham Place Mongkok, Hong Kong September 2015, The Langham, Hong Kong REGISTRATION PAGE PROGRAM FEES Session Session A: Managing Talent Across Generations and Workplace Diversity (7 8 Sep) Session B: Establishing an Internal Talent Management Program (10 11 Sep) GROUP DISCOUNTS 1st Early Bird Fee Per Participant (If payments & registrations are received by 16 Jul 2015) US$2,390 US$2,390 Booking Contact (Approving Manager) Mr/Mrs/Ms: Job Title: Department: Telephone: Fax: Organization: Address: Postal Code: I would like to receive more information on hotel accommodation using Clariden Global coporate rate. Please register the following participant for this seminar. (Please tick to select your seminar(s). You may tick more than one.) VENUE AND ACCOMMODATION INFORMATION Langham Place Mongkok, Hong Kong 7-8 September Shanghai Street, Mongkok, Kowloon, Hong Kong Tel: +(852) Website: com/index.html 2nd Early Bird Fee Per Participant (If payments & registrations are received by 13 Aug 2015) US$2,590 US$2,590 Regular Fee Per Participant US$2,690 US$2,690 Group discount of 10% for 2nd participant from the same organization. For limited time only by 13 August 2015 register 3 participants and the 4th participant will receive a complimentary seat (One discount scheme applies). Note: GST is applicable to participants from Singapore registered companies. 1st Participant Name (Mr/Mrs/Ms): Job Title: Department: Telephone: Fax: Date of Birth: Seminar(s): Session A Session B 2nd Participant Name (Mr/Mrs/Ms): Job Title: Department: Telephone: Fax: Date of Birth: Seminar(s): Session A Session B 3rd Participant Name (Mr/Mrs/Ms): Job Title: Department: Telephone: Fax: Date of Birth: Seminar(s): Session A Session B 4th Participant Name (Mr/Mrs/Ms): Job Title: Department: Telephone: Fax: Date of Birth: Seminar(s): Session A Session B The Langham, Hong Kong September Peking Road, Tsimshatsui Kowloon, Hong Kong Tel: +(852) Website: com/en/the-langham/hong-kong/ 4 WAYS TO REGISTER PAYMENT METHODS C L A R I D E N Knowledge for the world business leaders admissions@claridenglobal.com Fax: Call: Website: BY CHEQUE / BANK DRAFT : Made payable to CLARIDEN GLOBAL INTERNATIONAL LIMITED and mail to: 3 International Business Park, #04-29, Nordic European Centre, Singapore BY TELEGRAPHIC TRANSFER TO: Bank Name: Standard Chartered Bank Bank Code: 7144 Bank Branch Code: 001 Bank Address: 6 Battery Road, #01-01 Singapore Bank Account No: Bank Account name: CLARIDEN GLOBAL INTERNATIONAL LIMITED SWIFT Code: SCBLSG22 Please note that all bank charges are to be borne by participants. Please ensure Clariden Global International Limited receives the full invoiced amount. Note: Please include invoice number on all payment types and your company s name in your payment instructions for our reference. CREDIT CARD: To make payment by credit card, please call our client services hotline at HOW TO REGISTER AND PAY An invoice and registration confirmation will be sent within 7 days, please contact us if you have not heard from us within 7 days. Payment can be made by credit card, by bank transfer or by cheque. ALL PAYMENTS MUST BE RECEIVED IN ADVANCE OF THE EVENT. ACCOMMODATION Accommodation is not included in the program fee but you will be entitled to use our corporate rate for your accommodation. Information will be sent along with your registration confirmation. CANCELLATIONS AND SUBSTITUTIONS Once we have received your booking, the place(s) are confirmed. No refunds will be made for any cancellations, however, program credits of equivalent value only applicable for Clariden Global events will be provided. Credits can only be redeemed for 1 program and is valid for only one (1) year from date of issue. Substitution with a qualified candidate is allowed by providing at least 5 working days of advance notice to Clariden Global. One time substitution is allowed with no charges. Subsequent substitutions will be charged 10% admin fee. ALL CANCELLATIONS MUST BE RECEIVED IN WRITTEN FORM PLEASE NOTE: CLARIDEN GLOBAL INTERNATIONAL LIMITED reserves the right to change the content and timing of the programme, the speakers and the date and venue due to reasons beyond their control. If in the unlikely event that the course is cancelled, CLARIDEN GLOBAL INTERNATIONAL LIMITED will refund the full amount and disclaim any further liability. ENQUIRIES: If you have any queries about registration or payment please do not hesitate to contact our client services department on PRIVATE DISCLOSURE STATEMENT: Any information provided by you in relation to this event is being collected by CLARIDEN GLOBAL INTERNATIONAL LIMITED and will be held in the strictest confidence. It will be added to our database for the primary purpose of providing you with information about future events and services. Visit us at for upcoming events FOR OFFICIAL USE FEE RECEIVED REFERENCE 5147_L5143/JS/KY