2nd Annual

Talent Management
Leveraging Talent as Ultimate Currency in Rapidly Evolving World of Work

Dubai, UAE

27th – 29th January 2025

Before anything else,
preparation is the key
to success.
Alexander Graham Bell

Supporting Partner
We must not only adapt to change, but be the architects if it,
sculpting a future where people are the heart of every organisation.

This event is recognised by CPD Standards and the further learning

value and structure of this conference / training conforms to CPD Featuring an Expert Panel of International Speakers, Thought Leaders and
guidelines and has been certified by the CPD Standards. Moderators
Nimeesha Bhagavatula Global Head of HR Maria Giovanna Vianello Global Leadership
Change Adoption and Engagement Development Director and Executive Coach
HSBC, UK Novartis, Switzerland

W Featuring an Exclusive Post-Conference Workshop on Featuring an Expert Panel of Speakers, Thought Leaders and Moderators
Work and Workforce Dynamics: Crafting a Highly Effective Work and Najwa Al Azaimi Director – Downstream HR Shereen Qutob Director, Talent Management
Workforce Strategy Business Partnering & Culture – MAF Entertainment
The future of work is dynamic and demands a strategic approach to ensure Aramco, Saudi Arabia Majid Al Futtaim, UAE
continued success. This is a comprehensive workshop designed to equip leaders
with the knowledge and tools to navigate this evolving landscape. Emma El-Karout VP – Talent Management Yahya Walbi Director of (Organisation
Chalhoub Group, UAE Development – Total Rewards), Talent
Participants will gain a deep understanding of how to navigate disruption and Management and Manpower Planning
uncertainty, foster a culture of continuous learning and innovation and build a Eid S. Alkhaldi Succession Management Director National Housing Company (NHC),
compelling employer brand to attract and retain top talent. They will learn to STC, Saudi Arabia Saudi Arabia
anticipate future skill gaps and develop strategies for upskilling and reskilling
their workforce, ensuring they have the right people with the right skills for Dr. Ghalib Alhosni Chief People Officer Roxane Deschambault Global Director of
tomorrow’s success. The workshop also explores the transformative power of Omantel, Oman Learning & Development
automation in talent management, examining the latest technologies and tools Aramex, UAE
Shaima Al Mansoori Director – Education and
for optimising talent processes, enhancing efficiency and driving better decision-
Training | Lead – Research and Development Özden Yiğit Head of Human Resources
making.
Federal Authority for Nuclear Regulation, UAE – Middle East
Mervyn Dinnen Principal Analyst Bayer, UAE
Two Heads Consulting, UK Khalid Khadim Senior Director – Human Capital
Top 100 HR Tech Influencers – HRE UAE General Civil Aviation Authority Sanaa Ahmed Talent Acquisition Director –
Top 50 HR & Recruiting Thought Leaders – Glassdoor (GCAA) MENA
Top 50 Social HR Experts – Huffington Post L’Oréal, UAE
Rami Abi Sleiman Regional Director – Middle
Sage UK Top 10 Global Business Influencer
East, Africa & Russia Nada Khalid Alhassan Training and
AbbVie, UAE Development Director
Ministry of Investment, Saudi Arabia
Essa AlDossary Senior Talent Management
Practitioner | NRC Member Dr. Don Vimal Head of Human Resources
Government, Saudi Arabia
c An Interactive Activity Based Session American Express, UAE
Aysha Sulaiman Director of Human Resources Fahad Alhajri Director – HR Integration
Strategic Talent Management and Employer Branding Nexus: and Development SAMI, Saudi Arabia
Elevating Organisational Excellence Ras Al Khaimah Economic Zone – Government
In the ever-evolving landscape of talent management, the intersection of of Ras Al Khaimah Kasey Martin Director – Change Management
strategic talent management and employer branding plays a pivotal role in & HR Transformations
shaping organisational excellence. This dynamic session offers a deep dive into the Ina Lorenz Director of Accor Academy & Talent DAMAC Properties, UAE
strategies and practices that elevate organisational performance and reputation. Development – Middle East, Africa, Turkey
Participants will explore innovative approaches to talent attraction, retention and Accor, UAE
development that align with the organisation’s brand identity and values.
Mohammed Babatin HR Center of Excellence
Essa AlDossary Sr. Human Resources Practitioner | NRC Member Director
Government, Saudi Arabia Saudi Ground Services Company, Saudi Arabia

conferences
Day One

Monday 27th January 2025 Booking Line:

Shiraz Zaheer
Tel.: +92 51 8441719
Email: [email protected]

0830 Registration and Coffee 1250 Lunch and Networking

0900 Opening Remarks by Chairperson 1350 High-Potential Identification

Enabling “Targeted” Talent Development and Succession Planning
0910 Evolve and Lead • Identifying emerging leaders through rigorous assessments to pinpoint
What’s In and What’s Out for Talent Management Leaders in 2025 high-potential talent for development
and Beyond • Tailoring development programmes to address the specific needs and growth
• Understanding seismic shifts that are reshaping the talent landscape areas of high-potential individuals
• Leveraging data to understand talent trends, predict future needs and optimise • Mapping succession paths to ensure readiness and continuity by aligning
talent management strategies high-potential talent with future leadership roles
• Fostering a culture of continuous learning, purpose-driven work and sense of • Leveraging data Insights to make informed decisions and optimise talent
belonging development strategies
• Building a future-ready organisation and nurturing the talent to drive success *Speaker to be Advised
and long-term impact
Najwa Al Azaimi Director – Downstream HR Business Partnering
Aramco, Saudi Arabia
P AVOIDING MAYDAY

1430 Harnessing Human Potential in the Age of Automation: Empowering

0950 Future Proofing the Workforce with Skills that Technology Can’t Replace
Transitioning from Job-Based to Skill-Based People Practices This panel will delve into how organisations can harness and enhance human
• Aligning skills-based practices with organisational goals and future needs potential amidst growing automation. It will focus on empowering the workforce
• Facilitating internal mobility through skills mapping and talent with unique skills that technology cannot replicate, ensuring a resilient and
development initiatives adaptable team.
• Leveraging agile and adaptable people management approach • Elevating soft skills like creativity and emotional intelligence to complement
• Streamlining the process with competency-based metrics and outcomes automated processes
• Investing in continuous learning to keep skills relevant and align with evolving
Nimeesha Bhagavatula Global Head of HR Change Adoption and Engagement technologies
HSBC, UK • Enhancing problem-solving abilities to leverage human judgment where
automation falls short
1020 Morning Coffee and Networking • Fostering innovation and collaboration to drive growth and adaptability
beyond technological advancements
1050 Emotional and Social Intelligence Moderator:
Infusing Psychological Safety into the Culture to Attain Growth Aysha Sulaiman Director of Human Resources and Development
and Sustainability Ras Al Khaimah Economic Zone – Government of Ras Al Khaimah
• Developing self-awareness and empathy to enhance relationships and
emotional understanding Panellists:
• Creating a culture of psychological safety and acknowledging it’s a shared Fahad Alhajri Director – HR Integration
responsibility with leadership SAMI, Saudi Arabia
• Establishing a culture that encourages risk-taking, transparency and open Khalid Khadim Senior Director – Human Capital
communication for a safe and supportive workplace UAE General Civil Aviation Authority (GCAA)
• Cultivating a culture of curiosity and role modeling inclusive problem-solving
Nada Khalid Alhassan Training and Development Director
Roxane Deschambault Global Director of Learning & Development Ministry of Investment, Saudi Arabia
Aramex, UAE
1510 Afternoon Break and Networking
P SHAPING TOMORROW
1540 Predictive Attrition Model
1130 Anticipating How the Concept of P-O (Person-Organisation) Fit will
Integrating Tools to Analyse Employee Data and Predict Attrition
Evolve in the Dynamic Business Environment
Risk Factors
As the business landscape becomes more dynamic, the alignment between
• Identifying patterns and predict employee attrition risks with greater accuracy
individuals and organisations—known as Person-Organisation (P-O) fit—faces
• Utilising predictive models to analyse employee data and forecast potential
new challenges. This panel explores how the P-O fit concept is evolving in response
turnover before it happens
to changing work environments, emerging technologies and shifting employee
• Implementing real-time dashboards for ongoing monitoring and early
values. Experts will discuss how organisations can better align with the evolving
detection of attrition risk factors
expectations of the workforce to foster stronger engagement, productivity and
• Enhancing data integration across HR systems to provide a comprehensive view
cultural cohesion.
of factors influencing employee retention
• Reimagining talent acquisition: Prioritising P-O fit for seamless integration
• From matching to molding: How organisations shape individuals and individuals Fahad Alhajri Director – HR Integration
shape organisations SAMI, Saudi Arabia
• Shifting the focus from finding a perfect fit to creating a seamless flow of work
and talent 1620 Strategy Alignment
• Addressing the potential pitfalls of focusing solely on P-O fit, such as neglecting From Reactive to Proactive Talent Management: Aligning Development
diversity, stifling innovation and limiting growth opportunities with Organisational Goals for Lasting Success
Moderator: • Using metrics to track progress at each stage, enabling you to make informed
Sanaa Ahmed Talent Acquisition Director – MENA decisions and allocate resources effectively
L’Oréal, UAE • Implement an employee value proposition to articulate the unique benefits and
opportunities
Panellists: • Leveraging employee networks and turning employees into brand
Rami Abi Sleiman Director – Middle East, Africa & Russia ambassadors
AbbVie, UAE • Evaluating your existing strategies and identify areas for improvement at each
Ina Lorenz Director of Accor Academy & Talent Development – Middle East, Africa, Turkey stage of the development initiatives
Accor, UAE Yahya Walbi Director of (Organisation Development – Total Rewards),
Eid S. Alkhaldi Succession Management Director Talent Management and Manpower Planning
STC, Saudi Arabia National Housing Company (NHC) , Saudi Arabia
Özden Yiğit Head of Human Resources – Middle East
Bayer, UAE 1700 End of Day One and Closing Remarks by Chair

1210 Insights and Informed Decisions

Implementing a Competency-Based Talent Assessment Framework
• Aligning talent strategies with organisational goals through competency-based
assessments
• Enhancing decision-making by leveraging data-driven insights from talent evaluations
• Identifying key competencies that drive high performance and long-term success
• Optimising recruitment and development processes with tailored, competency-
focused assessments
Mohammed Babatin HR Center of Excellence Director
Saudi Ground Services Company, Saudi Arabia
Day Two

Tuesday 28th January 2025 Booking Line:

Shiraz Zaheer
Tel.: +92 51 8441719
Email: [email protected]

0830 Registration and Coffee 1210 Strategic Talent Ecosystems

Pioneering Next-Generation Approaches for Top Talent Management
0850 Opening Remarks by Chairperson
Practices
0900 Insights & Lessons Learned • Setting a clear vision, allocating resources and fostering a culture of
The Art of Strategic Coaching: A Journey of Transformation collaboration across departments
• Harnessing real-world experiences to uncover actionable insights and lessons • Aligning company goals with employee values, ensuring that the workplace is
from strategic coaching practice purpose-driven and socially responsible
• Exploring success stories to illustrate how strategic coaching drives • Creating resilience-focused talent pods that focus on crisis management,
transformation and growth future-proofing skills and rapid response to emerging challenges
• Implementing best practices derived from coaching experiences to refine and • Building a digital twin of your workforce to simulate organisational
enhance strategic approaches restructuring, employee behavior changes and skills deployment
• Reflecting on challenges and triumphs to gain deeper understanding and Shaima Al Mansoori Director – Education and Training | Lead – Research and
improve future coaching strategies Development
Maria Giovanna Vianello Global Leadership Development Director and Executive Federal Authority for Nuclear Regulation, UAE
Coach
Novartis, Switzerland 1250 Lunch and Networking

0940 Potential Mapping 1350 Resolving Skills Mismatches

Balancing Performance, Potential and Passion to Foster a more Empowering Workforce to Excel in a Rapidly Evolving Professional
Engaged and Future-Ready Workforce Environment Through Cutting-Edge Development Programmes
• Identifying high-potential talent by mapping employees’ capabilities, • Identifying critical skill gaps and aligning workforce development programs with
aspirations and performance levels future industry demands
• Aligning passion with role to ensure that employees’ interests and strengths are • Implementing cutting-edge training solutions to foster continuous learning and
matched with their responsibilities adaptability in a fast-paced environment
• Leveraging data-driven Insights to balance performance metrics with potential • Leveraging technology and data analytics to tailor development programmes
growth areas for more targeted development that meet individual and organisational needs
• Architecting personalised career trajectories to forecast future leadership potential • Enhancing employee engagement by offering personalised growth
Emma El-Karout VP – Talent Management opportunities and upskilling initiatives to boost performance
Chalhoub Group, UAE Dr. Don Vimal Head of Human Resources
American Express, UAE
1020 Morning Coffee and Networking

1050 Digital Mindset 1430 Plug and Play

Forecasting Workforce Needs and Aligning Talent Strategies to Address Leveraging AI to Play Central Role in Forecasting and Managing
Agility and Disruption Workforce Management Demands
• Determining the essential skills and competencies needed to thrive in a dynamic • Integrating AI tools to enhance accuracy in workforce demand forecasting
environment and planning
• Developing different workforce scenarios based on potential future market • Optimising resource allocation through AI-driven insights for better
conditions to identify necessary adjustments workforce management
• Creating internal career pathways to move employees to roles where their skills • Automating workforce scheduling to improve efficiency and meet dynamic
are most needed demand fluctuations
• Embedding human-centered design into talent strategies to create adaptive • Analysing trends with AI to proactively address workforce needs and enhance
development experiences that drive innovation strategic decision-making

Dr. Ghalib Alhosni Chief People Officer *Speaker to be Advised

Omantel, Oman
1510 Afternoon Coffee and Networking

P NAVIGATING THE CHANGING LANDSCAPE

C INTERACTIVE ACTIVITY BASED SESSION
1130 How Flexibility and Hybrid Work Models can Enhance Experience
and Productivity 1540 Strategic Talent Management and Employer Branding Nexus: Elevating
As organisations continue to adapt to a changing business environment, flexibility Organisational Excellence
and hybrid work models have emerged as key drivers of both employee satisfaction In the ever-evolving landscape of talent management, the intersection of
and productivity. This panel explores how companies can strategically implement strategic talent management and employer branding plays a pivotal role in
these models to optimise experiences, enhance performance, and stay competitive shaping organisational excellence. This dynamic session delves into the critical
in the evolving workplace. nexus between talent management and employer branding, offering a deep
• Enhancing employee experience: Improving work-life balance, engagement dive into the strategies and practices that elevate organisational performance
and overall job satisfaction. and reputation.
• Increasing productivity: Identifying how hybrid work models can foster Participants will explore innovative approaches to talent attraction, retention
efficiency, focus, and creativity within teams. and development that align with the organisation’s brand identity and values.
• Adapting organisational structures: Strengthening the connection between Essa AlDossary Sr. Human Resources Practitioner | NRC Member
flexibility, hybrid work models, and positive outcomes for employees Government, Saudi Arabia
• Maintaining collaboration and culture: Implementing strategies to preserve
teamwork, communication and a strong organisational culture
Moderator:
Sanaa Ahmed Talent Acquisition Director – MENA
L’Oréal, UAE
Panellists:
Shereen Qutob Director, Talent Management & Culture – MAF Entertainment
Majid Al Futtaim, UAE
Kasey Martin Director – Change Management & HR Transformations
DAMAC Properties, UAE
W Post Conference Workshop
Tuesday 29th January 2025 Booking Line:
Shiraz Zaheer
Tel.: +92 51 8441719
Email: [email protected]

WORK AND WORKFORCE DYNAMICS: CRAFTING A HIGHLY EFFECTIVE WORK AND WORKFORCE STRATEGY

Organisations are facing an exciting, and uncertain, future and they need to ensure Session Four
their people, and their technology, are fit for purpose. Organisations are facing Impact of AI on Organisational Culture
an exciting, and uncertain, future and they need to ensure their people, and their There can be little doubt that Generative AI will dramatically impact many of our
technology, are fit for purpose. business activities. Whilst it might seem a useful tool to free up employee time to
The rapid evolution of technology, particularly AI, differing generational focus on ‘higher value’ activities, there is little doubt that some of the tasks that GenAI
perspectives about work, the ongoing debate about remote, flexible and hybrid will undertake are those that our people actually enjoy. Will AI become an employee
working, the need for continuous re-skilling, and increasing awareness of the engagement enhancer or an employee engagement killer? Is there a danger that we
importance of wellbeing and risks of burnout, are shaping the workforce in different might over rely on it? This discussion should give all participants a chance to speculate
ways. For organisations this means embracing flexibility and supporting and on where the productivity and efficiency gains from AI will be most needed.
enabling their people in ongoing development and giving them access to the skills • Discussing the potential of AI to either enhance or diminish employee engagement
and knowledge they need to know, as they need to know it. • Evaluating the risks of over-reliance on AI for tasks that employees may enjoy
• Identifying where AI-driven productivity and efficiency gains will be most beneficial
This workshop is a must-attend for leaders who are seeking to build a resilient and
adaptable organisation, attract and retain top talent, and ensure their workforce has Session Five
the skills needed for future success. It’s an opportunity to gain valuable insights and Talent Retention, Wellbeing, Mental Health and Burnout
practical strategies to navigate the complexities of the evolving world of work and Approaches to employee engagement and retention are currently priorities in
position your organisation for continued success. organisational planning. Organisations are now looking to retain and up-skill their
talent by offering access to knowledge and skills as when they need it, and employee
Session One experiences that prioritise their wellbeing and mental health. Experience design is
Reimagining Organisational Resiliency becoming a core competency within many HR departments. In this session we will
In this session we will consider how ready and capable our people, managers and share experiences of retention strategies and have an open discussion of the best ways
leaders are to anticipate, prepare for and respond to incremental change and sudden to support our people.
disruptions. Can we separate the hype from the reality? In the future resilience will • Focusing on strategies to retain and up-skill talent
mean evolving strategies and maintaining competitive advantage as challenges arise – • Prioritising employee wellbeing and mental health through experience design
How can we become flexible enough to deal with uncertainty. • Sharing retention strategies and discussing ways to support employee
• Assessing the readiness of people, managers, and leaders to handle incremental wellbeing effectively
change and sudden disruptions
• Distinguishing hype from reality in future work scenarios
• Assessing resilience in our people
• Developing flexibility to maintain competitive advantage amidst uncertainty
Facilitator
Session Two
Mervyn Dinnen Principal Analyst
Winning Talent War
Two Heads Consulting, UK
We need to embrace future-casting as an organisational priority – Do we understand
A Leading Voice on Talent Management.
how to anticipate and prepare for potential disruptions in the future? We will discuss
the concept of Total Talent Thinking – Breaking down silos, thinking more holistically He is a prominent figure in the HR and talent management
about skills across the organisation, and building a capability that includes all workers landscape, recognised for his expertise in navigating the
irrespective of employment status (permanent, contract, fractional). And, of course, evolving world of digital talent acquisition and development.
looking at the implications that not all skills will be provided by humans He is the co-author of two influential books: “Digital Talent” and
• Emphasising the role of future-casting in anticipating and preparing for disruptions “Exceptional Talent,” both exploring the changing dynamics
• Implementing Total Talent Thinking to integrate skills from all workers, including of attracting and retaining top talent in the digital age. These
permanent, contract, and fractional books offer valuable insights and practical strategies for organisations seeking to
• Addressing the implications and best use cases of non-human skills (AI) in build a future-ready workforce.
the workforce Dinnen’s work empowers organisations to navigate the challenges and opportunities
Session Three presented by the digital revolution and build a future-ready workforce.
Preparedness and Capabilities Dinnen’s expertise extends beyond authorship. He serves as a respected talent analyst,
How strong are our organisational capabilities? In this discussion we will be thinking advising recruitment and HR technology businesses on emerging trends and best
about our own organisations, how quickly (and effectively) do we adapt to change. practices. His insightful commentary and analysis have been featured in publications
What is our strategic thinking capacity? We will explore organisational readiness and such as HR-Gazette and LinkedIn Pulse, where he shares his knowledge on topics like
ways in which we can seek to gain competitive advantage. What is our decision-making talent retention, building a culture of engagement, and European talent trends.
process like? And who needs to be involved in the discussions. Some of this would have • Top 100 HR Tech Influencers – HRE
been covered when we looked at future-casting, but in this discussion, we will focus • Top 100 HR Influencers – Engagedly
more on leadership and management strengths and abilities. How strong are our • Sage UK Top 10 Global Business Influencer
strategic, operational and behavioural capabilities? • Top 50 HR & Recruiting Thought Leaders – Glassdoor
• Evaluating organisational adaptability and readiness for change • Top 50 Social HR Experts – Huffington Post
• Enhancing strategic thinking and decision-making processes • Recruitment Blog of the Year Winner – UK Recruiter
• Strengthening leadership, operational, and behavioural capabilities to gain a
competitive edge

Benefits of Attending the Workshop

• Building agile and resilient frameworks that help organisations adapt to
Workshop Schedule disruptions and thrive long-term
0830 Registration • Anticipating skill gaps and implement upskilling and reskilling programs to
0900 Workshop Commences ensure employees are prepared for future challenges
1030 Morning Break • Developing a compelling employer brand and creating a culture that attracts
1045 Workshop Re-commences and retains top talent
1215 Lunch Break • Understanding the impact of AI on work dynamics and develop strategies to
1315 Workshop Commences leverage AI for productivity
1445 Afternoon Break • Gaining leadership skills to manage human capital effectively, drive innovation
1500 Workshop Re-commences and align talent strategy
1630 End of Workshop
More About the Event
Booking Line:
Shiraz Zaheer
Tel.: +92 51 8441719
Email: [email protected]

Why You Cannot Miss This Event Attend this Premier Conference and Gain Insights to
The future of work is talent-driven. Are you ready? The 2nd Annual Talent • Unleashing the untapped potential and witness extraordinary growth that
Management Conference will equip you with the tools and knowledge needed propels your organisation to new heights
to thrive in the ever-evolving business landscape. We’ll explore key themes such • Embracing a harmonious blend of performance, potential, and passion to nurture
as strategic talent ecosystems, future-proofing practices, bridging skills gaps and workforce that thrives in the face of change
balancing performance, potential and passion. But that’s not all! we’ll also delve • Strengthening your talent management strategies to attract, develop, and retain
deep into the power of technology, data and analytics to optimise your talent top talent in a rapidly evolving business landscape
management strategies. • Harnessing the power of data analytics, predictive insights, and AI to make game-
Engage in captivating panel discussions and interactive sessions that explore how changing talent management decisions
to leverage talent as the ultimate currency in the rapidly evolving world of work, • Curating a work environment where every voice is valued, driving innovation and
powered by insights and data. Don’t miss this opportunity to optimise your talent fostering a sense of belonging
management strategies, drive organisational excellence and unlock the potential of • Implementing a cutting-edge competency-based talent assessment framework
your workforce! Get ready to join the revolution! that unlocks the true potential of your workforce
• Cultivating an environment that nurtures personal and professional growth,
ensuring sustainable success in the face of challenges
• Staying ahead of the curve and create an environment that empowers your
Who Should Attend workforce to thrive
This conference is designed to attract all those who are involved in talent, • Elevating your talent management expertise to drive organisational excellence
people and HR industry in all sectors. and exceed expectations
• Chief People Officers / Chief Talent Officers
• Chief Learning Officers
• HR Business Partners
Supporting Partner
• Chief, Directors, GMs, VPs, Heads, Managers of: -
CEOs / MDs / Executive Directors/ Directors, GMs, VPs and Heads of:
• Talent Management
• Human Capital and Human Resources
• Talent Acquisition, Recruiting, Onboarding and Staffing
• Talent Attraction and Retention
• Leadership Development and Capability Building The CIPD is the professional body for experts in people at work. For more than
• Employee Engagement and Experience 100 years, they’ve been championing better work and working lives by setting
• Executive and Career Development professional standards for HR and people development, as well as driving positive
• Succession Planning change in the world of work. With hubs in the UK, Ireland, Middle East, and Asia, the
• Performance Management CIPD is the career partner of choice for almost 160,000 members around the world
• Learning & Development and the only body in the world that can award Chartered status to individual HR and
• Rewards, Compensation and Benefits L&D professionals.
• Organisational Development https://www.cipd.org/asia
• Employee Experience and Engagement
• DE&I
• Wellbeing and Health
• HR Policy Development
• Nationalisation
• Personnel Management
• Centre of Excellence
From across all industries

marcus evans would like to thank everyone who has helped with the research and
organisation of this event, particularly the speakers and their staff for their support
and commitment.
2nd Annual
Talent Management

Booking Line:
REGISTRATION FORM Shiraz Zaheer
Tel.: +92 51 8441719
Please complete in BLOCK CAPITALS and return this form digitally using the desktop
Acrobat Reader software, or by submitting a printed version via scan or fax. Some fields are Email: [email protected]
not compatible with iOS or Android devices.

EVENT CODE: ME-OD6278 LOGIN ID: CODE: E

PLEASE COMPLETE THIS FORM AND SEND BACK TO: CONFERENCE: TALENT MANAGEMENT
SHIRAZ ZAHEER DATES, VENUE: 27TH – 29TH JANUARY 2025, DUBAI, UAE
FAX NO:
+9221 3278 2477
[email protected]
PAYMENT METHOD

REGISTRATION FEES CREDIT CARD

Payment is required within five working days on receipt of invoice
FEES (Credit Card payments attract a 2% surcharge)
2 Days Conference Fee USD 2,395 Please charge my: MasterCard VISA AmEx Diners Club
3 Days Conference Fee USD 3,095
Card Holder’s Name Security Code
CONSULTANTS AND SOLUTION PROVIDERS FEES
2 Days Conference Fee USD 2,875 Card Number
3 Days Conference Fee USD 3,715 Expiry Date Signature
*online documentation included for all fee categories.
Online Documentation Only USD 495
You will be provided a username and password to access the documentation online
Confirmation Details:
Premier Plus Discount* Bring more delegates to this event and benefit from:
10% saving for 2 Delegates 15% saving for 3-4 Delegates 20% saving for 5+ Delegates After receiving payment a receipt will be issued. If you do not receive a letter
*(Applies to full conference event only). outlining joining details two weeks prior to the event, please contact the
Conference Coordinator at marcus evans conferences.
A processing fee of USD 48 will be added per delegate. Domestic taxes will be added if
applicable per delegate.

REGISTRATION DETAILS
1.) Name Fayez Karamsood
Position Talent Management Manager
E-Mail [email protected]
2.) Name
Position Payment is required within five working days on receipt of invoice.
Indemnity: Should for any reason outside the control of marcus evans conferences, the venue or speakers change, or the event be
cancelled due to an act of terrorism, extreme weather conditions or industrial action, marcus evans conferences shall endeavour to
E-Mail reschedule but the client hereby indemnifies and holds marcus evans conferences harmless from and against any and all costs, damages
and expenses, including attorneys fees, which are incurred by the client. The construction, validity and performance of this Agreement shall
3.) Name be governed in all respects by the laws of Malaysia to the exclusive jurisdiction of whose Courts the Parties hereby agree to submit.
Terms & Conditions: marcus evans: Marcus Evans (Malaysia) Sdn Bhd
Position 1. Included: Fees are inclusive of all programme materials, luncheons and refreshments and a 24% service charge.
2. Additional Charges: Should a portion of the Agreement price be at the time of acceptance or at any time in the future be subject to state,
federal, or local taxation, or VAT or other applicable sales tax, marcus evans reserves the right to add such charges to the final invoice or
E-Mail recover such sums from the Client at the time when they become due.
3. Payment Terms: Following completion and return of the registration form, full payment is required within 5 days from receipt of invoice.
The Client acknowledges that it remains fully liable to discharge such payment which shall remain outstanding as a debt and collectable as
To ensure your personal assistant also receives confirmation details please such until paid.
add their details below PLEASE NOTE: payment must be received prior to the conference date. A receipt will be issued on payment. Due to limited conference space,
we advise early registration to avoid disappointment. We reserve the right to refuse admission if payment is not received on time.
Othman Sembawa 4. Cancellation: a) Any cancellations by the Client will immediately trigger marcus evans right to, recover as a debt all amounts outstanding
under this Agreement (plus sales or similar taxes or duties), and to retain all monies received from the Client. The parties acknowledge
Name that this paragraph provides for reasonable liquidated damages, and not a penalty, and bears a reasonable relation to the damages
[email protected] marcus evans will sustain, which are uncertain and difficult to estimate at this time. For purposes of this provision, the relevant date for
E-Mail determining the timing of any notice is the event date as stated on this Contract (or as scheduled as of the date the Contract is effective), even
if the date of the event is subsequently changed at any time for any reason.
5. Confidentiality: All information supplied by marcus evans in connection with this Agreement and event, including the names of
Gulf International Bank
Organisation participants, is confidential and for Client use only. The parties agree that such information may not be conveyed to any third party for
any purpose. All intellectual property rights in all materials produced or distributed by marcus evans is expressly reserved and any
National Address: 5515 Cooperative Council Road, Al Khuzama Area, Unit No. 54, Al
Address Khobar 34721-8208
unauthorized duplication, publication or distribution is prohibited.
6. Data Protection: Client confirms that it has requested and consented to marcus evans retaining client information on marcus evans
group companies database to be used by marcus evans groups companies and passed to selected third parties, to assist in communicating
AlKhobar
Town State Eastern Province products and services which may be of interest to the client. If the client wishes to stop receiving such information, please inform
marcus evans local office or email [email protected]. For training and security purposes telephone calls may be recorded.
Country Saudi Arabia Postcode 34721 7. Important note: While every reasonable effort will be made to adhere to the advertised package, marcus evans reserves the right to
change event dates, sites or location or omit event features, or merge the event with another event, as it deems necessary without penalty
+966 56
Tel. 7749905 Fax
and in such situations no refunds, part refunds or alternative offers shall be made. In the event that marcus evans permanently cancels the
event for any reason whatsoever, (including, but not limited to any force majeure occurrence) and provided that the event is not postponed to
a later date nor is merged with another event, the Client shall receive a credit note for the amount that the Client has paid to such permanently
Nature of Business. Banking cancelled event, valid for up to six months to be used at another marcus evans event. No refunds, part refunds or alternative offers shall
be made.
Company Size: 1-9 10-24 25-49 50-99 8. Governing law: This Agreement shall be governed and construed in accordance with the law of UAE and the parties submit to the exclusive
jurisdiction of the courts in UAE. However, marcus evans only is entitled to waive this right and submit to the jurisdiction of the courts in
100-249 250-499 500-999 1000+ which the Client’s office is located.
9. Client hereby acknowledges that he/she specifically authorizes marcus evans to charge the credit card listed above for the amount
AUTHORISATION provided herein; that this Contract is valid, binding and enforceable; and that he/she has no basis to claim that any payments required under
this Contract at any time are improper, disputed or unauthorized in any way. Client acknowledges that they have read and understood all
terms of this contract, including, without limitation, the provisions relating to cancellation.
Signature Date 9/12/2024
Name Othman Sembawa
APPROVALS (HEAD OF DEPARTMENT): FOR INTERNAL OFFICE USE:
Position Senior Learning and Talent Development Officer
This booking is invalid without a signature.
AUTHORISATION Signatory must be authorised to sign on behalf of contracting organisation

conferences