INTERNATIONAL HRD SQUARE 2022
OUR KEY PATHS FOR 2022
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Top Speaker of the day: Valeria Morosini | TOFFOLETTO DE LUCA TEMAJO Panelists:
Wan Asma’ Wan Omar | AFFIN BANK GROUP
Usman Aziz | QATARENERGY
Praveen Gandhi | RPG GROUP
Becky McAlees | UNILEVER
Erik de Turck | SANDOZ
Guillermo Rademakers | GRUPO PIÑERO
Valeria Morosini
TOFFOLETTO
KEY POINTS
Legal issues in monitoring employees
The key might be not to measure anymore, but to trust
The fact gathered through the monitoring can be used in a potential disciplinary procedure.
In many countries, by the way, especially in European countries, by the way, there will be a main requirement in terms of inappropriate information for the employees.
In others as far as I know in UAE or in Poland regulation is very very strict and specific. So as to make basically monitoring extremely difficult.
Make sure you are well equipped in every single jurisdiction
Wan Asma’ Wan Omar
AFFIN BANK GROUP
KEY POINTS
Digital and social media has a big impact
Out of the box ways to measure performance
Companies have to be more flexible on getting the results
There are many different ways to “see” the way your employees work
Usman Aziz
QATARENERGY
KEY POINTS
How do employees measure performance
Setting small objectives
Communication is essential in the remote working world
Empowering your employees
Being flexible with the timings/time zones
Praveen Gandhi
RPG GROUP
KEY POINTS
In our organization, remote working polices are forever. Our employees don’t have to come to the office if not expressly required. No question asked
Performance management is applicable globally
Communication between employee and employer is the KEY
Becky McAlees
UNILEVER
KEY POINTS
Many companies think that remote-working means lower employee performance
Fear for remote working
Before COVID, did we monitor how long people stay at their desk before? Or did we know exactly what they were doing at their desk?
Being at the office doesn’t automatically mean that people are working
How did we use to measure performance before pandemic?
Look at outcomes and productivity, not at their presence in the office
Erik de Turck
SANDOZ
KEY POINTS
How do you ensure that the employees don’t lose social connections with the company?
Assignment options at Novartis:
1.Extended Business Traveler
2.Short Term Assignments and Rotations
3.Long Term Assignments
4.Rhine Valley Assignments
5.Local to local relocations
6.Virtual Assignments
7.Domestic mobility / Hybrid working / Flexible working
Special hubs for employees working across the world
Main Challenges: - Operating model / the “new normal” - Compliance - Cost of the location
Guillermo Rademakers
GRUPO PIÑERO
KEY POINTS
Increase understanding & visibility
Increase interaction employee and manager
Perspective of the position and its organizational context
Orientation to success, vision on mid and long term
Reflexion & learning
THANK YOU
