Dubai, 27th May 2014: Human resources function in the Middle East today is seeing a transformation, a powerful one, which is revolutionizing the image of the HR function. Number crunching, metrics and solid measurable results is no longer limited to finance professionals but is now seen as the new language of the 21st century. There is no doubt that measuring the return on investment (ROI) of human resources initiatives (HR) is critical for success in today's business world and is an absolute requirement for HR professionals in public or private sector.

 " Over the last few years, HR leadership has been making conscious efforts towards establishing itself as "Strategic Partners". What can reinforce this more than ROI? It is time that HR professional demonstrate the success for talent strategies with trends and ROI on the difference that the Talent management team is making. HR is making a difference in business, it is proven- ROI is now supporting our debate and reinforcing this for organizational leadership." says Hassan Al Hammadi, Executive Director - HR, Qatar Foundation.

To address this growing trend for HR professionals in the middle east,  a 3 day Forum and workshop will be attended by some of the Top HR executives from the leading companies in the Middle East. The ROI for HR Forum and workshop, the first of its kind concept in the middle east, will reveal the Key metrics and practical methodologies to measure your Return on Investment. The conference will showcase live examples, regional case studies combined along with an extensive training on ROI for HR. Organised by Dubai based QnA International, the ROI for HR conference will take place from June 3rd to 5th at the Fairmont the Palm Hotel & Resorts.

However important it may be- the HR function is usually considered as nonprofit and indeterminate. Calculating ROI through KPI's, Kirk Patrick Model, , Dashboard and many other measurement techniques can transform this view.

"When a Dashboard or Balanced Scorecard presents with a clear picture, the tandem movement of HR expenditure and the exponential increase in profits, it will be difficult to continue to consider HR an intangible asset or a cost center. HR must claim its profits."  said Abe Khalil, Acting VP HR, Milaha.

Further Hassan Al Hammadi from Qatar Foundation added "HR is not clearly viewed as a "Profit" center but it is not a "cost" center as well. HR is demonstrating the results of targeting development strategies by ROI. For example ROI on customer service/problem solving is evident from first call resolution rate. HR' ROI on succession management will be clear from number of internal placement in leadership position and associated costs for head hunting. ROI on assessment center is visible from right selection, as an example one can consider early out rate for employees. "

The need of ROI for HR can just be understood by the fact that HR Analytics and Workforce planning are now dedicated departments that focus on analyzing and measuring the HR function across multiple verticals. HR analytics not only helps in identifying flaws in the HR strategies and give a corresponding corrective measurement but also identifies the future of specific HR components as well, giving a company its competitive edge. And while this concept is prevalent in most of the leading organizations across the west, the Middle East companies have some catching up to do.

Patrick Coolen, Manager HR Analytics, ABN AMRO Bank, Netherlands, who will also be speaking at the ROI for HR Forum 2014 says "If we can go from HR data analyses resulting in KPI's that are telling us what is happening? To the HR data analyses that tells us what will happen to business outcomes if we focus on specific HR activities or aspects? , then we ARE a profit making department."

Emphasizing on the importance of theses HR metrics and its effect on HR strategies, Ali Albar, Chief Human Resources Officer, Arcelor Mittal, Kingdom of Saudi Arabia said "Research shows that companies with high employee engagement (measured by employee surveys) have higher profitability, return on assets and market capitalization."

Stressing on the need of a conference like this Mubarak Al Mansoori, VP Administration Support, Emirates Steel, UAE says "When discussed with business leaders and entrepreneurs, the term ROI generates a sense of the business direction. Employee Engagement Surveys, ROI comparative analysis, ROI measuring software's, KPI's will only tell you "what" are the plus and minus of the HR function. As professionals we need to concentrate on the "how" we arrive at those results. That will make the entire exercise of ROI for HR a more dynamic tool and one which is forward moving to the industry."

Mubarak continues, "Going forward from 2014 onwards, Human Resources function will grow a lot harder than it is in other functions. The metrics for HR aren't always cut and dry, especially when you look outside of the HR domain. You want to prove that employer branding is worth the cost and effort it takes. You also want to show the management that the work the HR fraternity does, makes a valuable contribution to the company overall". Patrick further added "If you are an HR professional that is keeping track of the latest developments in HR, you cannot have missed the rise of (HR) analytics or (HR) big data. The simple fact that analytics and big data is one of the fastest growing disciplines means you cannot afford to miss the opportunity to know more about it" 

Sponsored by Novaterra, which is the product of international collaboration between coaches from four continents: Europe, North America, Latin America and Asia/Middle East, the ROI for HR Forum 2014 is a powerful initiative set to change the Middle Eastern outlook and aims at delivering the Return On Investment paradigm in the HR department of an organization.

Please visit roiforhr.com/index.html

For further information, please contact:
Ms.Monica Perreira  
Marketing  Manager 
ROI For HR Forum and Workshop  
Tel: +971 4388 5545 
Email: monica@roiforhr.com  
Website:www.roiforhr.com

Organiser website: http://www.qnainternational.com

About ROI FOR HR FORUM AND WORKSHOP
Human Capital is highly regarded as an invaluable asset by most CEO's. But if that is the case, why doesn't it often appear on the balance sheet of the organizations? Human Capital is considered an intangible asset or a soft commodity. The financial impact of the HR strategy is not measured consistently and most of the information or research is theoretical. So the BIG question is: How can we pragmatically measure the ROI of your investment policy? To answer the BIG question, to discuss diverse state of the art technologies, tools & strategies and to address the key challenges on measuring the ROI for HR, we bring to you for the first time in the Middle East "the most awaited" and just the perfect platform with the best human resources education available - ROI (Return on Investment) for HR Forum & Workshop. Envisaged and implemented on special demand, the ROI for HR Forum & Workshop will host a stellar line up of speakers - the best in the industry and empower every HR professional to deliver & Implement the ROI paradigm in their respective organization.

This elite congress will host only the decision makers due to its "by invitation"nature.If you are an HR professional in the Middle East and are looking for an unprecedented platform for learning, networking, inspiration, collaboration and engagement, ROI for HR is the place to be.

Organiser: About QnA International
QnA International creates and delivers business learning and development exchange platforms through B2B conferences, bespoke events and trainings. The company also has an expertise in outsourced sponsorship sales and key account management. www.qnainternational.com

© Press Release 2014