Future Training Development and Learning Leaders

21 - 22 October, 2019 | Grosvenor House, Dubai, United Arab Emirates

Conference Day One: Monday, 21 October 2019

8:00 am - 8:45 am Registration, welcome refreshments and networking

8:45 am - 8:50 am IQPC welcome remarks

8:50 am - 9:00 am Chairman’s welcome and opening remarks

TRANSFORMING LEARNING AND DEVELOPMENT WITH THE USE OF TECHNOLOGY
In order L&D to be efficient and maximised, it has to adapt in order to meet the ever changing demands of organisations and employees. In addition, the business world has moved drastically towards digitalisation and has created a faster paced environment, which creates the need for the L&D department to rethink their strategy to ensure the impact is meaningful.

9:00 am - 9:20 am Leveraging AI, Big Data and Machine Learning to generate ROI through personalized learning and develop your talents

Joe Hayes - Director, Learning & Development Planning, Etisalat UAE
The advancement of new technology such as AI , Big Data and Machine Learning has arrived in the most convenient time. It is known that by 2020 millennials will make up around 75 % of the workforce and based on a Gallup research, 87% of the same generation says that career growth opportunities and professional development are their top priorities, and this is where futuristic technologies come in place. Thanks to them, learning experiences are delivered in the same speed which millennials demand content and data is analysed to reskill and upskill employees.

Key question – More than 50% of the organisations are implementing AI in the L&D, so are you being left behind by your competition?
  • Using AI to learn from the users about their skills and struggles creating a personalised journey
  • Understanding how the learning is acquiring information and the pace of it by the usage of Big Data
  • Tailoring the learner’s journey through a learning material with machine learning
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Joe Hayes

Director, Learning & Development Planning
Etisalat UAE

With approximately 2.5 billion headsets being purchased last year, the emerging market creates huge opportunities and great potential for businesses looking to improve their learning and development departments. Virtual reality can help solve real-time business problems to create competitive advantage by providing better, faster and safer training. In regards to the gamification in the corporate environment, it can help create a progressive reward system into training, which will keep learners interested and motivated to increase their skills, knowledge and improve learning experience.

Key question – How do you facilitate the successful adoption of gamified training?
  • Exploring game changing immersive learning technologies
  • Elevating soft skills and immersively connecting people with virtual reality
  • Revealing the opportunities which gamification creates in the classroom
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Marcelo ALVISI DE PAULA

Senior Manager Culture, Leadership and Learning
flyadeal KSA

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Maxwell Wayman

Group Learning and Development
Medcare Hospitals UAE

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Harsh Sood

Senior Vice President & Head of Human Resources & Center of Excellence
Union National Bank – Head Office UAE

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Andrew Stotter-Brooks

Head of Learning and Development
M.H. Alshaya Co Kuwait

We are being forced to question our own mortality as our relationship with technology deepens. The Learning and Development community will play a fundamental role in helping people develop themselves to understand and co-exist with technology. This will be a progressive shift, but we will decide the speed and direction we will take to achieve this co-existence. At the current rate of innovation, this may well be our generations legacy to humanity.
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Hugh Ragg

Senior Manager Learning & Development – Human Resources, Workforce & Volunteers
Expo 2020 UAE

ACQUIRING TOP MANAGEMENT BUY-IN AND FUNDING
83% of organisations are changing to “flexible, open career models” rather than accepting passive career progression. In order for businesses to instill a culture to match with those new expectations, leaders have to focus their attention on continuous training and encouraging learning behaviours. Therefore, organizations have to take into consideration the best way to engage with their employees, so they become interested in adopting ad designing these skills sets to make a progression on their career.

As our business world gets more volatile, complex, and ambiguous - our competitive advantage will come from tapping colleagues’ ideas, skills, and initiatives. It is important for the companies to take the step towards coaching performance culture from managing performance culture to maximise performance at the workplace. Coaching performance is slowly becoming a popular development technique as these skills will improve the performance of your team and create a strong workforce who will be committed by taking responsibility and ownership for their actions. Coaching draws parallels with NLP and often focuses on psychology of excellence – making what’s good even better, and helping managers to keep ahead of the game. Put simply, coaching is getting best out of our colleagues at work.
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Tripat Mehrotra

Regional Director Learning & Development Middle East & Africa
Millennium Hotels and Resorts UAE

10:30 am - 10:50 am Speed networking

10:50 am - 11:20 am Refreshments and networking break

11:20 am - 11:40 am Strengthening the relationship between managers and employees through training

In the learning culture, the top management and trainers have to work together to establish the values, processes and practises the organisation, departments and employees can use to boost up their performance at the workplace. Management buy-in is the way to increase the cooperation and participation of the employees in their trainings. According to Gallup poll, 50% of the employees leave their jobs of the main reason of breaking ties with their bosses. Hence, managers have to be fully aware why training matters as they are the ones responsible for developing their teams and talents, which leads to the reduction of turnover and the increase of profitability and engagement.

Key question – Where is the gap and what can organizations do about it?
  • Demonstrating willingness from the managers to participate in voluntary learning activities
  • Developing a robust and creative communications plan between managers and employees

Reserved for Government of Dubai

11:40 am - 12:00 pm Establishing a strong learning culture for developing future leaders

In order for learning to be successful, it has to become a core value of an organisation. It has to be created and delivered in a way, where is it not seen as a waste of time or unnecessary task, but as a positive experience for further development and improvement. Therefore, providing the right kind of training and a strong learning environment is really crucial in order to create opportunities for employees` career growth in the most competitive industries.

Key question – How have the training needs evolved? How do you ensure your training program covers the needs of Baby Boomers and Millennials?
  • Creating a supportive learning culture to develop connectedness amongst the learning community
  • Knowing how to address the learners` needs to keep employees engaged and happy
  • The importance of providing feedback and celebrating success to improve performance

Reserved for ENOC

12:00 pm - 12:30 pm The future of Learning and Development, encouraging learners to own it!

Andrew Stotter-Brooks - Head of Learning and Development, M.H. Alshaya Co Kuwait
Stotts will introduce you to the importance of linking your goals to your learners why, giving learners a purpose (Be-Purpose). Transparency of Measurement, the how to achieve goals (Do). The critical nature of being specific when Identify the steps/actions your learners need to achieve their goal/purpose (Know-Knowledge). Then how your learners can show others how to do the same (Train). This is leading.
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Andrew Stotter-Brooks

Head of Learning and Development
M.H. Alshaya Co Kuwait

12:30 pm - 1:30 pm Lunch break and networking

CURATED LEARNING AND DEVELOPMENT OPPORTUNITIES FOR THE AGILE ENTERPRISE
L&D is functioning in a climate of constant change. This gives pressure to the L&D professionals to be more agile, demonstrate impact and most of all to create an opportunity where their efforts will be seen. That is why one of the main focus is on the content. There is so much learning content out there and one of the main challenge is to figure out, is it more efficient to procure and curate existing content or create a completely new one ?

1:30 pm - 1:50 pm Creating a personalized journey and understanding individual development plan with learning management system (LMS)

Maxwell Wayman - Group Learning and Development, Medcare Hospitals UAE
When learners have control over the nature, timing and the direction of the learning process, this leads to the greater desire and motivation to learn. From their perspective, the role of the learning management system (LMS) is to provide easier and more accessible training. In addition, in today`s multicultural workforce it is more than needed to be created personalised trainings, which helps employees to learn in a unique way based on their skills, experience and background.

Key question – What are the tools available for the training department that enable agility to be at the forefront?
  • Customised learning items and learning paths to meet employee’s individual needs
  • Ensuring LMS is responsive to deliver easier access though portable devices
  • Understanding the value of customized corporate training
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Maxwell Wayman

Group Learning and Development
Medcare Hospitals UAE

1:50 pm - 2:10 pm Finding the right fit for the employees to create a desire for learning and improvement

Mukesh Vasandani - Vice President - Learning & Organisational Development, Kerzner International UAE
In the learning and development environment, it is now important more than ever to take into different roles – mentor, educator, coach and strategist. But the newest title which is getting more and more discussed nowadays is being a curator. This approach gives the opportunity for the L&D team to gather resources and represent different choices for the employees. In that way, leaners have the chance and ability to review what is available out there and make a decision what is most relevant to them. In addition, curation has the potential to unlock a great personalised experience based on the employees preferences and particular needs.

Key question – How do you know which learning content is right for your employees?
  • Adopting content curation in your L&D strategy to identify the most relevant information, contextualize and organize before presenting it
  • Understanding the process of curated content and what are the content curation strategies
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Mukesh Vasandani

Vice President - Learning & Organisational Development
Kerzner International UAE

UPGRADING TRAINING TO ACHIEVE ROI AND STRATEGY IMPACT THROUGH DESIGN THINKING
Technology can contribute to more affordable, convenient and easy professional learning and technology-driven learning can be a very important tool to exchange new information and regulations with remote workers when at the same time helps businesses which are growing rapidly to get employees quickly on the same page. A lot of executives believe that e-learning can contribute to tangible business gains, including improvement in productivity, more consistent practices, saving of time and reduction of costs. However, the issue most of the time is that those benefits fail to materialise. Moreover, most of the companies lack a framework to be able to measure the effects of the learning which they invest in.

2:10 pm - 2:30 pm Transforming L&D to a full-fledged Performance Consultancy

Dr. Sangeeth Ibrahim - VP, Head - Learning & Development, Sharjah Islamic Bank UAE
Performance issues are not caused merely by the absence of relevant knowledge or skills. Its root cause could be lying elsewhere in the Performance Ecosystem. To add value to business, L&D must focus on delivering Capability and not just enhancing Competency. For that L&D professionals must identify the root causes related to the Worker, Work and the Work Place. They should then proactively strive to remove all barriers that stop an employee from reaching his or her full potential. To facilitate this L&D must work very closely with every employee and his/her Manager. They must understand work processes and customer expectations better. This change in approach is imperative to keep L&D relevant and to ensure that it adds value to Business.
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Dr. Sangeeth Ibrahim

VP, Head - Learning & Development
Sharjah Islamic Bank UAE

2:30 pm - 2:50 pm Developing a matrix to measure the learning

Historically, the ROI in L&D is measured by cost as learning and development practitioners falsely assume greater investment in programs lead to greater outcomes. It is very well-known the saying “You can`t change what you can`t measure”. Therefore, when considering the value of learning and development programs, measuring change must demonstrate both enterprise-wide commercial value – quantified in financial terms and individual professional development value – quantified by capability and performance outcomes. How do you measure the return on investment of learning and development initiatives through an assessment of commercial and development value?

Key question – How do you implement Design Thinking in your L&D strategy?
  • Why traditional L&D ROI measurement based on cost-benefit approach do not translate to strategic return?
  • How a value-driven L&D measurement system leads to greater program or initiative efficacy – The ability to produce a desired or intended results or outcome?
The world of workplace learning is constantly evolving and changing, creating not only new challenges and exciting opportunities, but also the demand of L&D professionals to constantly develop their skills in order to meet the demands of their learners. There are many choices and opportunities available to learn, collaborate, share and build knowledge. The most significant enablers for just-in-time learning are applications and technology platforms. For example, mobile-learning apps, polling software, next-generation learning management systems, virtual classrooms, learning video platforms, massive open online courses (MOOCs) to name just a few. However, the L&D leaders must unsure that learning technologies fit into the overall system architecture including functionality to support the overall talent cycle, onboarding, performance management real-time feedback tools, career management, succession planning, recognition and rewards.

Key question – What is the right tool for you to achieve success in training and development?
  • Finding ways to migrate learning into the cloud
  • Overcoming budgetary restrains to maximize tech offerings
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Mukesh Vasandani

Vice President - Learning & Organisational Development
Kerzner International UAE

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Dr. Chandra Shekar

Director - Learning and Development
Universal Hospital UAE

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Saqr Alhemeiri

Chief Innovation Officer, Director - Training and Development Center
Ministry of Health and Prevention UAE

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Hugh Ragg

Senior Manager Learning & Development – Human Resources, Workforce & Volunteers
Expo 2020 UAE

3:30 pm - 3:30 pm Chairman’s closing remarks and end of Conference Day One