2nd – 3rd June, 2016 - Berlin

Global HR & Talent Management For Oil & Gas and Energy Forum

Key Practical Learning Points of the Forum:

Building strong competency development, advantage over emerging markets, succession planing and talent management programs for your people

• Exploring the top workforce planning and employee engagement strategies• Reexamining the role of human capital management in the oil and gas industry• Conduct a retention audit and build a retention plan for your company• See what the most innovation talent management stratigies and realise how inexpensive and easy they are to duplicate• A significant focus on learning and development practices and data driven decision making• Networking opportunities with industry leaders, interactive panels, roundtable sessions and in-depth workshops

The Global HR & Talent Management in Oil & Gas and Energy Forum will feature strategies and opportunities to streamline HR processes, optimize spending, increase ROI and effectively manage the workforce during these challenging times. Learn from the best on: global recruiting, engagement and retention strategies, accelerating employee development, identifying and creating leaders and how HR can support the business and effectively manage the workforce in a volatile market.

Focused Sessions will tackle:Using technology to optimize recruiting and training processesCost effective strategies for HiPo development Innovative learning methods that increase ROI and decrease time to competence Engaging early career professionals, Managing performance, Sustaining engagement and driving retention

VP Performance Management Development Statoil

Bjarte Bogsnes

VP, workforce Planning & Analytics SAP

Peter Howes

Conference Speakers:

Rob Veersma

Director, UK & Nordics CrossKnowledge

Paul Morton

Director Talent Transitions

Chris Morrall

Sr Director, Human ResourcesEurope, Africa & Middle East Fluor

Marcel Bechger

Head of Human Resources Europe & Africa Trina Solar

Sarah Stary

Principal consultant, Former Sr Leader Global Workforce Planningat SSShhheeellllll

Ton Van Dijk

Hr Business PartnerSaudi Aramco

Glenn Ruud Global Head of Competence & LearningDNV GL - Oil & Gas

Kent ChristensenRainer SchuzeVP.Head of Group Talent ManagementVattenfall Europe AG

Global Director - Emergency Response and Crisis ManagementPetrofac

David Evans

Director, Training & Development Gazprom Internationl

2nd of June - Global HR & talent management in oil & Gas and Enegy Forum

-Effective Leadership Development Strategies In Turbulent Times

55 -

6 2 c & e d o

6 0

Creating a learning work culture

The Human Capital outlook for oil, gas & power

12:40 Business Lunch14:00 Coffee & Networking Break

6 30 -

7 1 -Case Study

Improving leadership skills in the area of Project en Engineering Management

14 3 -

Managing Talent, Knowledge Management and Compensation

Global Mobility: Managing and Attracting EmployeesAround The World

19:30 Business DinnerOPEN FORSPONSORS

Appreciate the challenges for leading in turbulent times

Discover strategies for managing change in your organisation

Managing risk and complianceTechnology and efficiencyDeploying talent strategically

Sarah StaryHead of HR Europe & AfricaTrina Solar

Françoise MenouCompensation & Benefits, Global Mobility, ManagerSPIE

Paul MortonDirector, U & ordics

CrossKnowledge

Analysing organisational needs to create a sustainable organization towards the futureCreating a compentency framework for PM’s and EM’sDevelopment Framework in order to recruit for the future and develop our leaders

Reflections on best practices in workforce planning based on 40 years’ experience in WFP with more than 200 companiesDiscuss the framework companies can utilize to understand the interdependencies of activities within a workforce planning process

Explore options for building a workforce planning capability within companies

Create work environments that foster empowerment in your staff

Speaker Job TitleCompany Name

5 - Strategic Workforce Planning and the unpredictable forces behind oil prices

How to deal with uncertainties when planning your workforce The journey to a more mature workforce planning practice Tailoring workforce planning to the key characteristics of the organisation Answering business questions at the top table, and elevating workforce planning beyond the HR space Lessons learned: What to do and what not to do

Ton Van Dijk Principal Consultant, Former Sr Leader Global WorkforcePlanning for Shell

4 &

11 1 -

International trends in Workforce Planning

Integrating local teams into a global organizationOverall Global strategies versus European employment regulationsBridging the culture clash by providing culture trainings and platforms for exchange The importance of communication in an integration project/overcoming language barriers

What is learning culture? Why it is so important?How to build learning Culture?

Chris MorrallDirectorTalent Transitions

Learning and development in a VUCA world

Focusing on self-directed learning, i.e. encouraging employees to develop themselvesReinforcing a basic knowledge of the corporate world and of management principlesDeveloping the digital competencies of their workforceBlending the learning environment with the work environmentSetting up their workforce for success in a VUCA world.

5 15 -Intercultural challenges of M&A integrations

Peter HowesVP, Workforce Planning & AnalyticsSAP

Marcel BechgerSr Dir Human Resources Europe, Africa & Middle EastFLUOR

Interactive Roundtable Discussions: Overcoming Industry Roadblocks Allowing Your Company To Reach Its Full Potential

Measuring Return On Investment For Human Capital

Initiatives

Managing Through the Talent Lifecycle - From Performance Man-agement to Succession Planning

Single most expensive and precious asset in most organiztionsis their workforceEngagement and rtention are a critical part of the talent management lifecycle.Goal to create a workplace that is engaging and motivating.

3rd of June - Global HR & Talent Management in Oil & Gas and Energy Forum

13:00 Busines Lunch14:00 Coffe and Networking Break

Reducing Cost And Redundancies In Your Global Workforce Training Through Use of Learning Management Systems

Virtual Leadership

09:05 Case Study

The End of Performance Management (as we know it)- the Statoil implementation journey

Global Oil and Gas Industry Hiring Insights

Human Capital Competency Development Strategies

Succession Planing & Technical Skills Competence

The problems with traditional management

Management innovation - the new arena for competitive advantageStatoil’s“Ambitionto Action”model:

- Redefining performance - dynamic and relative with a holistic performance evaluation- Dynamic forecasting and resource allocation and no traditional budgets

- From calendar-driven to event-driven; a more self-regulating process

Implementation experiences and advice

The need for HR-Finance collaboration

Bjarte BogsnesVP Performance Management DevelopmentStatoil ASA

Rob VeersmaDirector, Training & DevelopmentGazprom International

Why go virtual

The virtual challenge

The leadership challenge

Glenn RuudGlobal Hd of Competence & LearningDNV GL

Michael ZauggHead HR Talent Europe

ABB

Implementing a robust Learning Management System to create uniformity in training your global workforceReducing redundancies and cost through the utilization of a LMSInvesting in training programs to reach your global work-force, and close competency gaps

What are the trends in the sector that are driving increased concern about the ROI of human capital management?What are some examples of how good talent management translates into tangible ROIs?What types of barriers do leaders face in measuring human capital management ROI?

Rainer SchuzeVP.Head of Group Talent ManagementVattenfall Europe AG

What kinds of positions job seekers wantWhat job seekers value when looking for a new career opportunityWhich tools recruiters and hiring managers use to reach job seekers

Chris MorrallDirectorTalent Transitions

Registration Form

Global HR & talent management in oil & Gas and Energy Forum

conditions detailed below.

the delegate will receive and invoice within 24hrs of sending the signed form. The hotel details will be sending two to three weeks before the date of the conference.

Cancellations: Made one month prior to the start of the conference will be refunded less a 50% administration charge.Refunds will be made after the conference. Cancellations made within one month of start date of the conference will receive no fund. Substitutes are accepted till 3days before the conference.

Force Majeure: While every reasonable effort will be made to adhere to the advertised package, UniPower 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 and in such situations no refunds part refunds or alternative offers shall be made. In the event that UniPower 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 canceled event. No refunds, part refunds or alternative offers shall be made.

Copyright etc:

All Intellectual Property rights in all materials produced or distributed by UniPower in connection with this event is expressly reserved and any unauthorized duplication, publication or distribution is prohibited.

For Registration please fill out the form with full details and send it back to us via Fax or Email to:Steli BrownSales Director Tel: +420 777 682 120Email: registration@hr-talentmanagement.com

All inclusive:: 2999 EUR - 2 days conference + 2 nights in the hotel where the conference will take place + luxury transportation from the airport to hotel + Gala Dinner by the end of the first day + online documentation

Standard Pack: 2599 EURO - 2 days conference + Gala Dinner by the end of the first day + online documentation

Basic Pack: 2099 EURO - 2 days conference + online documentation

Online Documentation: 499 EUR -Access to the conference documentation on the document portal

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Conference Fee

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