Strategic Talent Management – A series of interactive workshops

If it is the quality of the people that makes an organisation great, how can HR ensure that we are successfully managing the attraction and development of key talent to meet the needs of the business?

In this interactive workshop, delegates will discover best practice strategies to enable them to identify, recruit and retain high potential and high performing staff – giving them an opportunity to implement the practical tools and techniques top organisations utilise to help them win “the war for talent”.

Learning outcomes

• Understand the importance of strategic talent management and the link to organisational success
• Review the impact of talent management on effective succession planning
• Identify practical tools for workforce and talent planning – go to market or grow your own?
• Effectively identify potential – what is high potential and what are the 4 key cornerstones of talent?
• Develop strategies for attracting, developing & deploying talent in the organisation
• Keeping the best – how to ensure that you retain talent within the organisation

Our Speaker

Andy Callaghan is a Senior Learning & Development Consultant with Bradfield, delivering programmes in the GCC region.

In his previous roles, he has been responsible for implementing Talent Management programmes, Sales & Leadership training, appraisal processes and also rolled out a coaching programme across the 80,000 staff in one of the UK´s largest banks.

Dates and Locations

• Doha

Sunday 9th September

Register here

• Muscat

Monday 10th September

Register here

• Dubai

Monday 17th September

Register here

• Abu Dhabi

Wednesday 19th September

Register here

Spaces go quickly, so make sure you grab your free place today! Feel free to drop us an email with any questions you might have.

Based on Gulf Talent online survey’s findings, 92 percent of employees in the region plan to watch at least some of the football World Cup games. On a gender basis, the percentage is slightly lower among women at 84%, as compared with 93% of men.

Four Arab countries (Morocco, Tunisia, Egypt and Saudi Arabia) have qualified for the FIFA World Cup so the interest across the Arab world in this year’s international competition is running high.

According to Gulf Talent, only 16% of managers surveyed said their companies had a specific employee policy for the World Cup and the impact on staff productivity could be the following:

• 92% of professionals plan to watch at least some of the matches
• 28% of employees plan to watch during working hours
• 33% will watch at work with permission
• 28% will leave work early
• 12% will secretly live stream at work
• 12% will take day of leave
• 1% will report sick

HR professionals should be ready and communicate the company policies before the start of the World Cup to avoid suffering a disproportionate amount of absenteeism.

• Some policies that you could include are:
• Giving employees time off if targets had been achieved
• Giving permission to watch the games whenever the employee’s national team is playing
• Watching on company TV screens as a team building initiative
• Deducting salaries if the absence was not authorised or reported

Bradfield Learning & Development delivers CIPD Qualifications and Awards in the Middle East to encourage HR and L&D professionals to be up to date with the latest trends and skills in the field of the Human Resources.

If you would like to attend one of our courses or you need to sign up someone from your team, please email us on enquiries@bradfield.co.uk and our CIPD Programme Advisors will be happy to assist you.

With the referendum looming what would an OUT vote mean for your business?

With the EU referendum drawing closer, there has been much debate from both the remain and leave campaigns for and against Britain to exit the European Union.  While a large number of people remaining undecided it has been hard to truly predict what would happen if Britain decided to leave, but both campaigns have strong arguments for and against.

According to a recent report in The Guardian, small businesses are evenly split about whether Britain should leave the EU.  Among them there is a great desire for economic stability and some believe that by voting to leave we could bring about another recession.  At the same time a large number believe that although the waters could be muddied at first, trading would become easier and stronger relationships would be formed between international nations.

As for HR, what would Brexit mean for organisations in Britain?  How could it potentially impact them for the better or for the worse?  We take a look at what some of the implications may be.

1. Recruitment – with the impending referendum and level of uncertainty as to which way the vote will go, businesses are being cautious and putting a temporary freeze on hiring new talent particularly permanent employees in to the business.  However, there has been an increase in short term and interim contracts to cover the next few months until the votes are cast and a more definitive plan has been put in place if Brexit were to occur.  We could assume that if Britain decided to remain that there would be an uplift in permanent hires towards the latter part of the year.
2. EU nationals – If Brexit did occur, EU nationals would have vast amounts of paperwork to deal with in order to work in the UK, causing headaches for businesses and the individual.  What we may see is a huge amount of talent leaving the UK to go to other EU countries where it would be easier to work as the level of paperwork would not exist.  However the UK could be faced with huge skills gaps and shortages within businesses.
3. Lack of flexibility – Brexit could mean that the UK has less flexibility in order to access EU nationals’ skills precisely for the reasons above.  However, it has been suggested that a points system could be introduced to enable only migrants with in-demand skills to gain access to work in the UK, much like in Australia and Canada so that skills gaps are plugged.
4. Employment law – much of the employment law and workers’ rights we have in the UK today were sanctioned by the European Union so an exit could bring some of these laws into question and review.  This could include working time, TUPE, entitlements around maternity, discrimination protection and holiday entitlements as well as agency worker rights.  Any changes to legislation could have heavy repercussions on both employees and employers if less favourable changes were passed.
5. Confusion – Leaving the EU could cause a lot of confusion for both employees and employers as well as being quite costly and time consuming if laws were to be reviewed and changed.  New legislation may come in to play and firms would need to ensure that their policies were in line with any amends to avoid being caught out.

What is clear from recent media and polls, is that there is no clear cut decision from the British public as yet, with many opinions divided.  The fear of the unknown will certainly make some people question whether it is a good idea or not to leave, while others will embrace it and see this as a chance for economic freedom.  Whichever side you fall, there is no way of knowing exactly how it would be if Britain was to leave.  In any case it could take up to two years for Britain to fully separate from the EU, ensuring a period time for everyone to grasp the reality of what that means.  All anyone can do is to wait and see and to be prepared for whichever way the decision goes when the time comes.

If you’re looking for part-time HR consultants to help you during this time of uncertainty then Bradfield has a team of experts who run the day to day HR administrative tasks as well as giving guidance at a more strategic level.  Get in touch with us to find out more at enquiries@bradfield.co.uk or call us o 0207 977 9200.

A two minute guide to navigating social media

The landscape is changing and the role of social media is ever-evolving. Two thirds (65%) of organisations hired employees
using social media in 2015 (Source: Society for Human Resource Management 2015 survey). Social media is no longer
something just for out-of-office with even 53% of senior managers using it for work (Source: CIPD 2013 survey).

Click here to take a look at our two-minute guide.

Bradfield’s team were in attendance at the EduTraC conference in Muscat

The Bradfield Group continued to establish itself as the provider to go to in Oman for CIPD qualifications by attending the annual EduTraC 2015 exhibition in Muscat.

As the Sultanate’s number one event for Higher Education, Training, and Careers, we were proud to be catalogue sponsors of the event, taking our place amongst prestigious universities from the UK and USA, and renowned local training institutions like the Polyglot Institute. Throughout the three days of the event we were delighted to talk to many Omani’s who are interested in starting or developing their careers in HR and acquiring a CIPD qualification.

The Bradfield team attending the event included Carolyn Khoo (Marketing Executive), Donald Lopez (Business Development Executive), Ioanna Stogiannou (Corporate Business Development), and Derek Moseley (Head of Business Development & Marketing).  This was our second event in Muscat in the past month, having recently hosted a ‘Be an inspirational HR leader’ seminar in the centre of town.  As always, we found Muscat to be a delightful location and have been inspired by the desire of Omani’s to become accredited HR professionals.

In January 2016, Bradfield will be delivering its first two programmes in Oman. The Diploma in Human Resource Practice (DHRP) is aimed at those who wish to enter into a career in HR or develop their skills into the level of a HR manager. The Diploma in Human Resource Management (DHRM) is aimed at those who have already had significant experience within an HR role and wish to become more strategic and business-focused.

If you’d like to find out more about these courses please contact us today on enquiries@bradfield.co.uk and one of our executives will be happy to take you through the course dates and the details of each of the courses.