Save the date for

9th Edition MENA HR Summit

11. October - 13. October 2016
InterContinental Hotel, Abu Dhabi, United Arab Emirates

More about the Venue


Key Topics

  • Work force Optimization in Difficult Times
  • Winning over the next wave of Millennial through Innovative Engagement Plans
  • Fostering a culture of growth and learning through Effective Career Development Plans
  • Digitized Learning: The Success Story of Tanfeeth University
  • Aligning Competency mappings to business strategies
  • Innovating and disrupting rewards and recognition
  • Ensure employee happiness and retention through career development plans
  • Create a robust Work force optimization plan to withstand difficult times
  • Reshape your organization for the next millennial wave through engagement plans
  • Learn how to use the Digital tool to attract your talent pool
  • Entice your work force with disruptive rewards and recognition tools
Special Features
  • HR Leaders Focused Panel Discussion on the 'Future of Jobs'
  • Interactive Fish Bowl Sessions on Developing Cultural Competencies in a Multi Cultural World
  • 3 - track huddle session
  • Panel Discussion on 'Job Satisfaction Vs Career Progression - Keeping your employees happy'
  • Post Event Master Class Workshops

Want to know more?

Stay tuned for event updates!

Who You Will Meet

By Position

  • C- Level Executives
  • Senior Vice President
  • Vice President
  • Global Head
  • Head
  • Director
  • Lead
  • Manager/Senior Manager
  • Thought Leaders
  • Training Supervisors
  • Advisor

By Industry

  • FMCG
  • Banking & Finance
  • Real Estate
  • Automotive
  • Telecom Services
  • Airlines & Travel Portals
  • Education
  • Healthcare
  • Hotels & Resorts
  • Internet & Web
  • E-Commerce



HR Goes Digital

Unleashing The True Potential


Exclusive pre-event interview - Sultan Al Hajji

Sultan Al Hajji shares his view on the changing role of HR in MENA region and strategies for optimising human capital


Exclusive Pre-Event Interview - Manish Misra

Manish Misra (Head of Compensation & Benefits and Organizational Effectiveness, ENOC Group, UAE) shares his view on the changing role of HR in MENA region and strategies for optimising human capital


Engaging Your Millennial Workforce

Winning over the next wave of the Millennial Workforce


Exclusive Pre - Event Interview - Hind Al Mualla

Hind Al Mualla (Chief of Creativity, Happiness and Innovation at Knowledge & Human Development Authority) shares her view on the changing role of HR in MENA region and strategies for optimising human capital


Exclusive Pre-Event Interview - Farnaz Ranjbar

Farnaz Ranjbar Shares Insights On The Current Trends And Issues Of MENA HR Sector


All change? Global mobility’s role towards 2020

In this White Paper Santa Fe assess the on-going debate about the role of global mobility within organisations; should they aim to be more strategic, and if so how should they go about doing so? We draw from both the RES Forum Annual Report 2015 and Santa Fe Global Mobility Survey 2014 and 2015 and in addition, other industry research and sources as well as academic research.


Global mobility – a competitive advantage for international business

Despite the stop/start nature of the global economic recovery, one thing that is perennially on the agenda of CEOs and HR leaders is the war for talent. McKinsey in their latest Quarterly Review (1) suggest that ‘progress towards globalisation’s new era will be uneven for economies and companies alike’. Knowledge in the new intangible assets world will certainly mean power. In the digital global age there will inevitably be a demand for new breeds of talent – emanating from both emerged and emerging countries.


To be, or not to be, local-plus

A successful compensation strategy involves keeping expatriates motivated while maintaining a competitive advantage by achieving a company’s corporate goals and budgets. While in theory this seems achievable, in practice there are many challenges with expatriate compensation that cause problems for companies. Many are in a battle to win external talent, and to retain internal talent. At the same time, cost pressures to reduce the expense of international assignments is increasing. The balance-sheet approach is expensive relative to the fact that a very small proportion of a company’s overall total employee workforce (e.g., perhaps 5 percent of employees in total) may be incurring 60 or 70 percent of total salary costs. Not surprisingly, for many years this was a major reason why expatriates agreed to go. There is also the tax equalization expense when assignees relocate from low tax to high tax countries.