INTERNATIONAL HRD SQUARE 2022
OUR KEY PATHS FOR 2022
Top Speaker of the day: Oluyomi Okunowo | WELLA COMPANY
Panelists:
Meenaxi Ramesh | SCHNEIDER ELECTRIC
Naureen Hirani | HSBC
Hanan Ibrahim | HASSAN ALLAM HOLDING
Christine Belanger | MUBADALA HEALTH
George Rafla Salib | RECKITT
Oluyomi Okunowo
WELLA COMPANY
KEY POINTS
Performance management is a business tool to drive business success
More focus on coaching and on feedback
Making sure that the engagement between leaders and people happens more regularly
How do you define what to be measured?
When I look at the key building blocks, the first thing for me is aligning on the fact that this is a business process
Meenaxi Ramesh
SCHNEIDER ELECTRIC
KEY POINTS
goal setting – goals should align to the strategy
Including wellbeing into coaching conversations
Rewards have to be given out frequently
Aim is to reflect back and set goals to move forward
Naureen Hirani
HSBC
KEY POINTS
Measure the customer sentiments by creating a feedback tool
Open of receiving feedback this would help to support and to become better
Providing the right tool for learning and development
for senior leader feedback tools are indication of performance
HR are enabler of the process, but not the owner of it
Hanan Ibrahim
HASSAN ALLAM HOLDING
KEY POINTS
How would you measure something when you don't know where the end is?
HR are not the ones to carve out the KPIs
Get people accountable of what they need to be valued on
Christine Belanger
MUBADALA HEALTH
KEY POINTS
People tend to forget that KPIs are not only numbers/check list
We have the tendency to replace strategy by metrics
What I do today has an impact to the strategy
There is not one only Performance Management model
Focus on relationships
George Rafla Salib
RECKITT
KEY POINTS
No matter about the metrics, but it should support methodology
3 actors: Company - managers - employees
As HR professionals, how can we support the managers to lead the processes?
Biggest challenge comes from stakeholders, and it is the budget
But we need to trust people. Trust the manager, they will do the right thing
The key is how the employees are perceiving feedback and metrics
THANK YOU
