AHRLC 2024 Qatar Edition

Conference overview

The realm of Human Resources (HR) is experiencing a dynamic and transformative landscape driven by a confluence of technological advancements, evolving workforce dynamics, and changing societal expectations. HR professionals find themselves now more than ever at the forefront of redefining the employee experience. There is a shift towards innovative technologies like predictive analytics, artificial intelligence, data analytics, and automation to streamline HR processes to enhance talent management, and foster a more agile and inclusive workplace. The HR space is now marked by a fundamental shift towards a data-driven, employee-centric, and digitally-connected future, wherein the strategic role of HR in achieving organizational success has never been more pronounced.

Key HR transformations in the modern workplace

Purpose driven organizations that focus on both profit and positive societal impact

As the 21st century takes place, it is evident that employees in particular millennials and Gen Z are seeking monetary compensation, meaning and fulfillment in equal measure. This is further emphasized by a recent Deloitte survey which postulates that purpose driven organizations tend to have more engaged employees, attract and retain top talent and derive better financial outcomes. Thus the transition to purpose driven organizations is both about employee engagement and gaining a competitive edge.

Human centric cultures

The heartbeat of successful organizations is its people. According to a Harvard Business Review, human centric cultures yield an empowered and satisfied workforce that drives business success as they prioritize employee engagement, well being and growth.

Why are human centric cultures a prevailing trend?

Organizations have realized the need to invest in human centric cultures that emphasize human creativity, empathy and collaboration.Such cultures also foster workplaces where employees genuinely feel valued and motivated.

• Sustainable employee wellbeing approach a top priority

"As HR, we need to break the paradigm that a "good worker" is someone that stays late, is there first, works over weekends, and never says no to any demand from the organization. (Dr. Dieter Veldsman, Chief Scientist HR and OD, AIHR). HR specialists must understand that great employees are those able to strike balance between demands and resources in tandem with organizational expectations and how to deliver results within such a relationship in a sustainable manner. A sustainable employee wellbeing approach therefore needs to advocate for mental, social, financial, physical, career well being as well as resilience.

• Feedforward performance management strategy

Feedback has been one of the conventional methods of performance assessment either through positive or constructive criticism. The challenge with this approach as a performance review method is that it focuses on the past which employees cannot rewrite. Feedforward approach strategy aims at supporting employees to develop innovative, creative and new ways of doing tasks and solving problems. It encourages employees to adopt a growth mindset and focus more on organizational goals along with individual career advancement.

Intertwining of technology and HR practices

• Generative AI (Artificial Intelligence) as part of Learning & Development programs

Currently making headlines in HR practices is Generative AI which is an advanced version of AI with the capability to offer customized learning. This is technology that HR departments can take advantage of to encourage employees to advance in their career path by offering personalized and efficient learning.

• Data driven learning

HR decision making processes are now largely dependent on data and so are learning processes. By using predictive analytics, HR teams can keep track of metrics such as learning engagement, course completion rates and knowledge retention and application levels. This data driven learning approach yields optimal learning outcomes by allowing room for continuous improvement and fine tuning L&D programs based on actual performance and feedback.

Why Africa HR Leaders Conference?

The Africa HR Leaders Conference is an annual event that serves as a pivotal platform for HR professionals across the continent and beyond to converge, collaborate, and strategize, with the overarching goal of advancing HR practices, fostering talent development, and driving organizational growth in the African context.

This conference motivates HR professionals to share insights, best practices, and innovative solutions, enabling attendees to address the unique challenges and opportunities presented by the diverse African workforce.

Through engaging discussions, workshops, and networking opportunities, the conference aims to empower HR leaders to be at the forefront in driving organizational success through effective people management, shaping the future of work in Africa and ultimately contributing to economic and social development across the region.

AHRLC benefits to delegates

1. Build professional connections and collaborations with HR professionals, industry experts and thought leaders from across Africa and beyond
2. Gain knowledge on innovative HR tools, technologies and solutions to enhance HR operations.
3. Derive practical insights and case studies on best HR practices from an African/global context.
4. Interactive sessions with our community of international speakers.
5. A one of a kind excursion/social networking experience on the last day of the conference.

Who should attend?

1. HR directors/managers
2. HR business partners
3. HR shared services officers
4. Learning & development directors/managers
5. Training managers/officers
6. Talent & performance management managers
7. People & culture specialists
8. Change & organizational development Specialists
9. Compensation & benefits specialists
10. Anyone interested in gaining more insights into the world of HR

Conference topics

1. Best practices for enhancing employee value proposition(EVP) strategies.
2. Integrating Generative AI into learning & development programs.
3. Sustainability and Corporate Social Responsibility (CSR) efforts as part of HR strategies.
4. Cultural transformation: HR's impact on building purposeful workplaces.
5. Feedback vs feedword: Redefining performance management.
6. Strategies of driving talent analytics in the workforce planning.
7. Does HR really understand the use of Data Analytics in data driven decision making?
8. What is the Modern recruitment world like?
9. What are the benefits of creating workplace policies of A.I to drive the organization in the HR space.
10. Strategies of developing remote workplace and policies to drive organization agenda.
11. Remote talent management: Challenges, benefits & strategies.
12. How to manage dementia, mental health and wellness at the workplace.
13. Strategic leadership for the HR unit towards organization success.