ThemeThink Better Before You Decide Module 1The New Reality of Business Decision MakingDescriptionExplore why decision quality has become one of the most important drivers of organisational performance and why even experienced professionals make poor decisions.TopicsThe changing nature of business decision-makingDecision quality versus decision speedWhy good organisations make poor decisionsBusiness consequences of poor decisionsDecision maturity assessmentActivityBusiness Decision Failure MappingModule 2Critical Thinking & Executive JudgementDescriptionDevelop structured thinking skills that improve reasoning, analysis, evaluation and judgement.TopicsCritical thinking principlesStructured thinkingLogical reasoningEvaluating evidenceChallenging assumptionsFirst Principles ThinkingAsking better business questionsActivityCritical Thinking ChallengeModule 3Cognitive Biases, Assumptions & Decision TrapsTopicsConfirmation biasAnchoringAvailability biasGroupthinkEscalation of commitmentAI biasOrganisational biasActivityBias Under Pressure SimulationModule 4Decision Intelligence FrameworksTopicsProblem framingRoot cause analysisDecision treesCost-benefit analysisDecision matricesOODA LoopDecision quality checklistActivityDecision LabModule 5Commercial Judgement & Business AcumenTopicsValue creationCustomer impactOpportunity costROI thinkingStrategic alignmentProductivity implicationsBusiness sustainabilityActivityCommercial Decision WorkshopModule 6Ownership, Accountability & Decision CourageTopicsResponsibility versus accountability versus ownershipDecision courageManaging fear and uncertaintyTaking initiativeBuilding confidencePersonal ownershipActivityOwnership Spectrum Simulation

ThemeNavigate Complexity. Build Alignment. Make Better Decisions. Module 7Decision Making Under Pressure, Risk & UncertaintyActivityUncertain Future SimulationModule 8AI-Assisted Decision MakingTopicsMicrosoft CopilotChatGPTPrompting techniquesAI limitationsVerificationResponsible AIHuman judgementActivityAI Decision LabModule 9Systems Thinking & Organisational ImpactTopicsInterdependenciesSecond-order thinkingRipple effectsCross-functional decisionsOrganisational complexityActivitySystems Mapping ExerciseModule 10Decision Governance & Decision RightsTopicsGovernanceDecision rightsDelegationEscalationRACIRAPIDActivityDecision Governance WorkshopModule 11Stakeholder Influence & Strategic AlignmentTopicsStakeholder mappingInfluence strategiesManaging resistanceNegotiationBuilding alignmentActivityStakeholder Alignment Role PlayModule 12High-Performance Team Decision MakingTopicsPsychological safetyCollective intelligenceTeam decision dynamicsAvoiding groupthinkCollaborative decisionsActivityExecutive Leadership Simulation

ThemeDeliver Better Results Through Ownership & Execution Excellence Module 13Communicating Decisions with Confidence & InfluenceActivityExecutive Decision PitchModule 14Decision-to-Execution ExcellenceTopicsExecution planningAccountability checkpointsRemoving barriersMonitoring progressExecution disciplineActivityExecution Planning WorkshopModule 15Measuring Decision Effectiveness & Business ImpactTopicsKPIsBusiness metricsROILeading and lagging indicatorsCustomer outcomesPerformance dashboardsActivityBusiness Impact LabModule 16Learning from Successes, Failures & ExperienceTopicsDecision reviewsLessons learnedAfter Action ReviewsContinuous improvementDecision journalsActivityFailure Analysis WorkshopModule 17Ethical Decision Making & Responsible LeadershipTopicsEthical judgementResponsible leadershipOrganisational valuesComplianceResponsible AIReputation managementActivityEthical Decision Simulation Executive Business SimulationDecision Intelligence & Ownership ChallengeParticipants work in teams to solve a complex, high-pressure business scenario requiring them to:

Module 1 - Performing Under Pressure: Understanding Today’s Sales Reality Overview Sales professionals are facing increasing pressure from changing customer expectations, economic uncertainty, stronger competition, and more informed buyers. This opening module establishes the context for the day and explores what distinguishes top-performing sales professionals during challenging market conditions. Key Topics Today’s business realities in Qatar and the GCC Why customers are changing The impact of uncertainty on buying decisions Why traditional sales approaches are becoming less effective Characteristics of high-performing sales professionals The difference between reactive and proactive sales behaviour Building resilience during challenging times Learning Outcome Participants understand the changing sales landscape and recognise the behaviours required to succeed under pressure. Activity Sales Reality Check Discussion Participants identify current market challenges and their impact on sales performance. MODULE 2 Accountability, Ownership & Commercial Mindset Overview High-performing sales professionals take ownership of their results. This module focuses on developing accountability, initiative, commercial thinking, and a stronger understanding of how individual actions influence business performance. Key Topics Accountability versus responsibility Ownership behaviours of top performers Eliminating excuse-based thinking Taking initiative and following through Revenue versus profit The hidden cost of discounting Customer Lifetime Value (CLV) Thinking like a businessperson rather than a salesperson Learning Outcome Participants develop greater ownership of sales outcomes and understand the commercial impact of their decisions. Activity Commercial Impact Challenge Teams analyse real sales scenarios and identify how decisions affect profitability and customer value. MODULE 3 Opportunity Creation & Pipeline Growth Overview One of the biggest challenges facing sales teams today is the lack of consistent opportunity generation. This module focuses on creating opportunities rather than waiting for them and strengthening pipeline discipline. Key Topics Opportunity creation versus opportunity dependence Building a healthy sales pipeline Prospecting disciplines of high performers Identifying opportunities within existing customers Re-engaging dormant customers Managing sales activity and follow-up discipline Pipeline visibility and forecasting Learning Outcome Participants learn practical strategies for strengthening pipelines and creating sustainable revenue opportunities. Activity Pipeline Health Assessment Participants evaluate their own pipelines and identify immediate growth opportunities.

MODULE 4 Customer Psychology & Decision-Making Behaviour Overview Understanding how customers think is essential for influencing decisions. This module explores the psychological factors that drive buying behaviour and explains why customers often hesitate, delay, or resist decisions. Key Topics Why customers delay decisions Risk avoidance behaviour Emotional versus logical buying drivers Building trust during uncertainty Understanding customer fears and concerns Creating confidence in the buying process Learning Outcome Participants gain insight into customer behaviour and learn how to adapt their approach accordingly. Activity Customer Mindset Mapping Exercise Teams analyse real customer scenarios and identify underlying buying motivations. MODULE 5 Consultative Selling Excellence Overview Customers increasingly expect advisors rather than product presenters. This module develops participants’ ability to uncover needs, create value-focused conversations, and build stronger customer relationships. Key Topics Moving from selling to advising Building credibility quickly Asking powerful questions Active listening skills Understanding customer challenges Identifying needs and opportunities Positioning solutions effectively Learning Outcome Participants develop stronger consultative selling skills and improve the quality of customer conversations. Activity Customer Discovery Role Plays Participants practise real customer conversations and receive coaching feedback. MODULE 6 Influencing Customer Decisions & Building Trust Overview Influence is one of the most important skills for modern sales professionals. This module focuses on helping participants guide customer decisions ethically and effectively. Key Topics The psychology of influence Authority and credibility Social proof and trust-building Communicating value clearly Creating urgency without pressure Influencing hesitant customers Managing difficult conversations Learning Outcome Participants improve their ability to build trust and influence customer decisions confidently. Activity Influence Under Pressure Simulation Participants work through customer situations involving uncertainty and hesitation. MODULE 7 Objection Handling & Value Selling Overview Many sales opportunities are lost because salespeople struggle to handle objections effectively. This module provides practical tools for managing resistance and communicating value. Key Topics Understanding the true meaning behind objections Price objections Competitor objections Delay tactics and indecision Handling “I’ll think about it” Selling value instead of discounts Protecting margins and profitability Learning Outcome Participants gain confidence in managing objections while protecting value and maintaining customer confidence. Activity Objection Handling Clinic Participants bring actual customer objections and practise effective responses. MODULE 8 Customer Retention & Account Growth Overview Retaining and growing existing customers is often more profitable than acquiring new ones. This module helps participants maximise value from existing customer relationships. Key Topics The economics of customer retention Strengthening customer loyalty Managing key relationships Cross-selling and upselling opportunities Recovering dormant customers Identifying at-risk customers Increasing customer lifetime value Learning Outcome Participants learn how to protect revenue, deepen customer relationships, and grow existing accounts. Activity Customer Growth Opportunity Workshop

Module 1: The Banking Transformation Imperative Module Description Examining the forces driving digital transformation across banking and financial services and understanding why transformation capability has become a strategic priority. Learning Outcome Participants will understand the strategic drivers, market forces, and organisational pressures shaping banking transformation initiatives across the Middle East and globally. Topics Strategic Drivers of Banking Transformation Digital banking evolution Customer expectations and changing behaviours Regulatory and compliance requirements AI, automation, and emerging technologies Qatar & GCC Transformation Landscape National transformation agendas Open banking and fintech trends Regional transformation priorities The Future of Banking Transformation Emerging opportunities Future transformation challenges Activity Banking Transformation Landscape Discussion Module 2: Why Banking Transformations Succeed or Fail Module Description Exploring the most common causes of transformation success and failure using global and regional examples. Learning Outcome Participants will identify the factors that increase or reduce the likelihood of transformation success and recognise warning signs within their own initiatives. Topics The Reality of Transformation Success Global transformation statistics Why transformation initiatives fail Common misconceptions Transformation Failure Patterns Weak sponsorship Poor stakeholder alignment Governance failures Change resistance Benefits realization challenges Early Warning Indicators Recognising transformation risks before they escalate Activity Transformation Failure Investigation Module 3: Global Best Practices & Banking Success Stories Module Description Reviewing how leading banks successfully planned, governed, and executed transformation initiatives. Learning Outcome Participants will understand the practices, behaviours, and approaches that consistently contribute to successful transformation outcomes. Topics Lessons from Leading Banks DBS Bank Emirates NBD BBVA ING Capital One What Successful Organisations Do Differently Strategic alignment Executive sponsorship Customer-centric transformation Agile execution Continuous improvement Top Transformation Success Factors Activity Success Story Analysis Workshop Module 4: Governance, Sponsorship & Executive Alignment Module Description Examining how effective governance and leadership influence transformation success. Learning Outcome Participants will understand how governance structures, executive sponsorship, and accountability mechanisms contribute to successful transformation outcomes. Topics Executive Sponsorship Characteristics of effective sponsors Maintaining leadership commitment Governance Best Practices Steering committees Decision rights Escalation frameworks Accountability & Ownership Defining responsibilities Benefits ownership Activity Governance Decision-Making Simulation

Module 5: Stakeholder Alignment, Change Adoption & Organisational Readiness Module Description Addressing the people side of transformation and strengthening adoption, engagement, and stakeholder commitment. Learning Outcome Participants will be able to identify stakeholder risks, manage resistance, and improve transformation adoption across the organisation. Topics Stakeholder Management Stakeholder mapping Managing competing interests Influencing without authority Change Adoption Why people resist change Building buy-in and ownership Communication strategies Organisational Readiness Measuring readiness Strengthening adoption Activity Resistance & Adoption Challenge Module 6: Common Transformation Mistakes & Lessons Learned Module Description Exploring the most common mistakes organisations make during transformation programmes and how to avoid them. Learning Outcome Participants will be able to identify transformation pitfalls and apply practical strategies to avoid common implementation mistakes. Topics The Top Transformation Mistakes Technology-first thinking Governance overload Poor stakeholder engagement Weak communication Inadequate benefits ownership Top Lessons Learned from Large Programmes What Leaders Wish They Had Known Earlier Activity Lessons Learned Roundtable Module 7: Transformation Recovery & Rescue Strategies Module Description Understanding how struggling transformation initiatives can be identified, stabilised, and successfully recovered. Learning Outcome Participants will be able to recognise signs of transformation distress and apply practical recovery strategies to improve outcomes. Topics Early Warning Signs Delays Stakeholder disengagement Adoption failures Governance breakdowns Recovery Strategies Re-establishing sponsorship Rebuilding stakeholder confidence Re-prioritisation and re-alignment Crisis Leadership During Transformation Activity Transformation Recovery Case Study Module 8: Benefits Realisation, Value Delivery & Future Roadmap Module Description Ensuring transformation initiatives deliver measurable business value and sustainable outcomes. Learning Outcome Participants will understand how to measure transformation success, sustain benefits, and strengthen long-term transformation capability. Topics Measuring Success Financial KPIs Customer KPIs Operational KPIs Risk KPIs Benefits Realisation Best Practices Benefits ownership Tracking value Sustaining outcomes Personal Transformation Roadmap Applying lessons learned Future priorities Action planning Activity 90-Day Transformation Success Action Plan

Learning Outcome - Participants understand where their time is actually being spent. 45 Minutes Workplace Productivity Benchmark Review Using the benchmark table, participants compare their workload against common workplace activities. Topics How professionals spend their time today Why productivity is declining despite more technology The hidden cost of interruptions Email overload Meeting overload Information overload Rework and duplication Activity Personal Productivity Audit

Learning Outcome: Participants recognise common productivity traps. 45 Minutes Topics Workplace Productivity Myths Multitasking improves efficiency Working longer means higher performance Meetings are necessary for alignment Being busy means being productive AI Misconceptions AI always saves time AI outputs are always correct More AI tools create more productivity AI can replace thinking Activity Productivity Failure Analysis Participants analyse realistic scenarios involving: Excessive meetings Email overload Poor prioritisation AI misuse

Learning Outcome: Participants improve how they manage time, tasks, and workload.   60 Minutes Topics Time Management Prioritisation Focus management Managing interruptions Task Management Planning realistically Managing competing priorities Reducing unnecessary work Workload Management Delegation Simplification Elimination Success Stories Examples of professionals who reduced workload and improved performance. Activity Workday Redesign Workshop Participants redesign their daily workflow.

Learning Outcome - Participants experience measurable productivity gains firsthand. 90 Minutes This becomes the flagship module. Section 1 - Email Productivity Typical Time - 6–12 hrs/week AI Savings - 30–60% Demonstration Email drafting Email summarisation Action extraction Tools Copilot ChatGPT Gemini Section 2 - Meeting Productivity Typical Time - 5–10 hrs/week AI Savings - 50–70% Demonstration Meeting summaries Action items Follow-up generation Tools Teams Recap Fireflies Otter Section 3 - Document Productivity Typical Time - 3–8 hrs/week AI Savings - 40–60% Demonstration Reports Proposals Business correspondence Tools Claude ChatGPT Copilot Section 4 - Research Productivity Typical Time - 2–6 hrs/week AI Savings - 40–70% Demonstration Deep Research Source validation Executive summaries Tools Perplexity Gemini ChatGPT Deep Research Section 5 - Reporting & Analysis Typical Time - 2–5 hrs/week AI Savings - 30–60% Demonstration Report analysis Trend identification Summary creation Tools Excel Copilot ChatGPT Claude Practical Exercise - AI Productivity Challenge Participants complete a real workplace task using AI.

Learning Outcome - Participants learn how AI supports end-to-end work processes.   60 Minutes Topics From Tasks to Workflows Thinking beyond individual tasks Workflow optimisation AI Assistants vs AI Agents What’s the difference? When to use each Emerging Productivity Technologies Agentic AI Workflow automation Knowledge management tools AI-enabled workspaces Demonstrations Email-to-task workflow Meeting-to-action workflow Reporting workflow Activity Personal Productivity Workflow Mapping Participants redesign a real workplace process.

Learning Outcome - Participants leave with a realistic implementation roadmap. 90 Minutes Topics Managing Stress in the Digital Workplace Digital fatigue Information overload Cognitive overload Responsible AI Use Privacy Confidentiality Verification Hallucinations Lessons Learned Success Stories Examples of productivity improvements. Failure Stories Examples of: AI-generated errors Poor judgement Over-reliance on AI Privacy failures Activity 30-Day Smart Productivity Action Plan Participants identify: Tasks to eliminate Tasks to automate Tasks to improve AI tools to adopt

Theme: From managing activity to running a performance rhythm. Outcome:  By the end of Day 1, the participants can run a weekly performance rhythm that creates ownership without micromanaging.   Module detail — teaching points Opening — Reality Check •      Reading your diagnostic: where you scored low and what it predicts about your team •      The activity trap: why effort and motion get mistaken for performance •      Managing activity versus leading performance — the behavioural difference •      The everyday leadership habits that quietly enable underperformance •      The commercial reality: softer demand, mixed teams, high turnover Module 1 — Focus: The Vital Few •      The 80/20 principle applied to a sales leader's week •      The vital few activities that actually move the numbers •      The vital few customers and opportunities worth your team's time •      Where leaders leak time: firefighting, low-value admin and distraction •      Holding focus when the market is volatile or seasonal Module 2 — Accountability Without Micromanagement •      Accountability versus responsibility — the distinction that changes behaviour •      Setting expectations specific enough to actually hold people to engage •      Building visible accountability: a scorecard the team can see •      The weekly performance rhythm — 1:1 cadence plus team review •      Creating ownership without hovering: the trust-and-control balance •      Setting one shared standard across a mixed-nationality team

Theme: From telling to coaching — the conversation that shifts behaviour. Outcome:  By the end of Day 2, the participants can run a coaching conversation that shifts a real underperformer toward ownership — in a way that fits workplace culture.   Module detail — teaching points Module 3 — The Coaching Conversation •      The shift from sales manager to performance coach •      Coaching versus directing — and when each one is right •      One repeatable conversation structure for creating ownership •      Asking questions that make people think, not defend •      Turning a pipeline review into a coaching moment •      Diagnosing the real issue: skill, will, or system Module 4 — Difficult Conversations •      Addressing underperformance early, before it hardens •      Separating the behaviour from the person •      Private correction versus public exposure — why it matters •      Holding the standard without damaging the relationship •      Handling defensiveness, excuses, and silence •      Face, hierarchy, and coaching across team members

Theme: Deciding commercially and leading change through market cycles. Outcome:  By the end of Day 3, the participants can make commercially smarter decisions, lead your team through a real market shift, and leave with a 90-day plan you will actually execute.   Module detail — teaching points Module 5 — The Numbers That Change Decisions •      Margin versus revenue: why top-line growth can hide a problem •      The true cost of discounting — what a 10% discount really costs •      Customer value: strategic versus transactional accounts •      Forecast accuracy and pipeline coverage discipline •      Reading a commercial scenario and making the leadership call Module 6 — Leading Change Through Market Cycles •      The four barriers to change: cognitive, resource, motivational, political •      The Blue Ocean Leadership Grid: leadership acts to Eliminate, Reduce, Raise, Create •      Identifying the real blocker limiting your team's performance •      Creating momentum and ownership of change, fast •      Leading through market cycles: Ramadan, summer slowdown, ongoing conflict •      Holding standards under pressure without burning out the team Module 7 — AI as a Leadership Tool •      AI for coaching preparation and performance insights •      AI for pipeline review and forecast sanity-checking •      Governing how your team uses AI — setting the guardrails •      Data privacy and responsible use in the context •      Choosing one practical AI use to pilot

Overview This module sets the foundation by clarifying what digital procurement, automation, analytics, and AI really mean in day-to-day procurement work. It helps participants move beyond hype and understand how digital tools can support visibility, efficiency, control, compliance, and decision-making. Key Topics Digital procurement in practical terms Digitisation, automation, analytics, and AI Why technology-led transformation fails Where digital tools create procurement value Common myths around AI in procurement Outcome Participants will understand the practical role of digital procurement and AI, and why transformation must start with business problems, not technology selection.

Overview This module focuses on what must be ready before a digital procurement or AI initiative begins. Participants will explore how unclear processes, poor data, weak ownership, and limited stakeholder alignment can create implementation challenges. Key Topics Process readiness before automation Data quality and visibility requirements Stakeholder and ownership readiness Common readiness gaps in procurement Risks of automating broken processes Interactive Activity: Digital Transformation Checklist Outcome Participants will be able to recognise the key readiness areas that must be addressed before digital tools can deliver real value.

Overview This hands-on lab gives participants guided exposure to selected digital tools and system concepts used across the procurement lifecycle. The objective is to help them understand how different systems support procurement activities, what inputs they require, what outputs they generate, and where human review is still required. This is not a vendor comparison or system training session. It is a practical exposure lab designed to build confidence, awareness, and better understanding of how procurement technology works in real business scenarios. Key Topics Digital requisition and approval workflows Supplier onboarding and supplier portal concepts E-sourcing, RFQ, and bid comparison tools Contract repository and contract review tools Spend dashboards and procurement reporting Supplier risk and due diligence databases Workflow automation examples AI-assisted document review, summarisation, and market intelligence Outcome Participants will gain practical familiarity with common procurement tools and system concepts, enabling them to better understand digital requirements, participate in technology discussions, and identify where tools can support procurement efficiency and control.

Overview Digital procurement succeeds only when people use it properly. This module helps participants understand the importance of user experience, stakeholder behaviour, adoption barriers, and change management during transformation. Key Topics Requester, approver, buyer, and supplier journeys Adoption barriers and resistance to change Communication, training, and internal champions Behavioural reasons why users bypass systems Interactive Activity: Perception assessment tool Outcome Participants will understand how user experience and change management affect digital procurement adoption, and how to identify friction points that may reduce system usage.

Overview This module explores where AI can realistically support procurement activities and where caution is required. Participants will review practical AI use cases while also understanding confidentiality, accuracy, bias, and governance risks. Key Topics Practical AI use cases in procurement AI for research, summaries, analysis, documents, and reporting Human review and professional judgment Data privacy and confidentiality risks AI governance and ethical use Outcome Participants will understand how AI can support procurement productivity and decision-making, while recognising the governance guardrails needed to use it responsibly.

Overview The final module brings the workshop together through a practical action-planning exercise. Participants will identify improvement opportunities, readiness gaps, questions to ask internally, and potential next steps for future transformation discussions. This remains a workshop-level learning exercise and does not replace a formal digital maturity assessment, system selection, implementation roadmap, or transformation consulting engagement. Key Topics Identifying digital improvement opportunities Prioritising quick wins and readiness gaps Questions to ask before transformation begins Linking digital ideas to procurement value Building a practical 30-day action checklist Interactive Activity: AI readiness Assessment for your organization Outcome Participants will leave with a practical action checklist and a clearer understanding of what needs to be explored further before moving into formal assessment, system selection, implementation, or advisory support.

Module 1 – The Modern HR Function & Future of Work Overview This module introduces participants to the evolving role of HR within modern organisations and how HR functions are changing due to AI, workforce transformation, and evolving business expectations. Topics Covered The Evolving Role of HR • HR beyond administration • HR as a business support function • The modern employee lifecycle • Workforce expectations in modern workplaces HR Professionalism & Workplace Credibility • Professional conduct in HR • Confidentiality and ethics • Building trust with employees and managers • Professional workplace communication The Future of Work • AI-enabled workplaces • Hybrid and flexible work environments • Workforce digitalisation • Human skills that remain critical Introduction to AI in HR • What AI means for HR professionals • Automation vs human judgment • AI opportunities in HR • Ethical and responsible AI usage Practical Activity Future workplace scenario discussion and HR role mapping exercise Module 2 – Modern Talent Acquisition & Workforce Development Overview This module focuses on practical recruitment coordination, workforce planning awareness, onboarding support, and modern talent acquisition practices relevant for operational HR professionals. Topics Covered Recruitment Coordination Fundamentals • Understanding recruitment workflows • Job posting coordination • CV screening basics • Interview scheduling and coordination Candidate Experience & Employer Image • Professional communication with candidates • Recruitment professionalism • Candidate engagement basics • Supporting positive recruitment experiences Workforce Development Awareness • Workforce planning basics • Identifying staffing needs • Supporting onboarding processes • Employee integration support Applying AI & Digital Tools in Recruitment • AI-assisted recruitment awareness • Recruitment analytics basics • Digital recruitment workflows • Responsible AI usage in recruitment Practical HR Tools • Interview evaluation forms • Recruitment trackers • Onboarding checklists • Basic recruitment dashboards Practical Activity Mock recruitment coordination and onboarding simulation Module 3 – Workforce Analytics, Digital HR & AI Applications Overview This module introduces participants to Workforce Analytics, HR reporting, Digital HR systems, and practical AI applications used within modern HR environments. Topics Covered Introduction to Workforce Analytics • What People Analytics means • Why HR data matters • Evidence-based HR decision-making • Moving from administrative HR to analytical HR Understanding HR Metrics • Attrition and retention indicators • Attendance and absenteeism trends • Recruitment metrics • Workforce productivity awareness HR Dashboards & Reporting • Reading HR dashboards • Identifying workforce trends • Basic HR reporting concepts • Presenting HR information professionally Digital HR & HR Technology • Introduction to Digital HR systems • Employee self-service concepts • HR workflow automation awareness • Digital employee records AI Applications in HR • AI-assisted employee communication • AI productivity tools for HR • AI-supported workforce planning • Risks and ethical considerations Practical Activity HR dashboard interpretation and AI-in-HR use case discussion

Module 4 – Performance Enhancement & Employee Capability Building Overview This module focuses on supporting employee performance, workforce capability development, employee growth, and workplace engagement. Topics Covered Understanding Performance Management • Purpose of performance management • Goal setting and accountability • KPI and SMART goals awareness • Performance culture fundamentals Workforce Capability Development • Identifying capability gaps • Supporting employee development • Reskilling and upskilling awareness • Continuous learning culture Supporting Managers & Employees • HR’s role during performance discussions • Constructive workplace communication • Feedback conversation awareness • Encouraging employee engagement Employee Growth & Retention • Career development awareness • Employee motivation basics • Workforce adaptability • Supporting retention and engagement Practical Activity Performance support and capability development scenario exercise Module 5 – Practical Learning & Development Foundations Overview This module introduces practical Learning & Development coordination concepts and how HR supports workforce capability development within modern organisations. Topics Covered Training Needs Analysis (TNA) • Identifying learning gaps • Understanding workforce capability needs • Supporting development priorities • Gathering learning feedback Learning Coordination Fundamentals • Supporting training administration • Training logistics coordination • Employee learning communication • Learning participation tracking Modern Learning Approaches • Blended learning awareness • Digital learning platforms • Coaching and on-the-job learning • Continuous development culture Leveraging Data & AI in Learning • Learning analytics basics • Tracking learning effectiveness • AI-assisted learning awareness • Personalised learning pathways Practical HR Tools • TNA templates • Learning trackers • Attendance and participation records • Basic learning reports Practical Activity Training coordination and capability planning exercise Module 6 – Workforce Resilience, HR Adaptability & Future HR Trends in the GCC Overview This highly relevant module explores workforce resilience, employee wellbeing, organisational readiness, and how economic, technological, and regional developments are influencing HR priorities across the GCC and Middle East. Topics Covered Workforce Challenges in Modern Organisations • Employee stress and burnout • Workforce fatigue and pressure • Retention challenges • Workforce morale during uncertainty Employee Wellbeing & Workplace Support • HR’s role in employee wellbeing • Workplace empathy and support • Psychological safety awareness • Positive workplace culture Workforce Adaptability & Organisational Readiness • Supporting workforce continuity • Workforce adaptability during change • Employee communication during uncertainty • HR support during organisational changes Future HR Trends in the GCC • AI and workforce transformation • Digital HR evolution • Emerging workforce expectations • GCC workforce trends and challenges Regional & Economic Influences on HR • Economic uncertainty and workforce planning • Workforce impacts of regional developments • Talent retention challenges • Workforce stability awareness Practical Activity Regional HR scenario analysis and workforce resilience discussion

MODULE 1 Understanding Business Priorities & the Strategic Role of L&D Module Description This session helps participants better understand how organisational priorities, operational per-formance, workforce capability, and business challenges should shape L&D strategy and de-cision-making. What This Module Covers • Understanding organisational priorities and performance drivers • Connecting capability gaps to operational outcomes • Business and operational language for L&D professionals • Understanding how organisations measure success • Mapping business priorities to learning priorities • Common barriers preventing L&D from becoming more strategically involved • Understanding the expectations of senior leadership in Qatar/GCC organisations Activities • Organisational priority mapping exercise • Capability gap identification activity • Business-to-learning alignment discussion MODULE 2 Strategic Learning Needs Analysis & Capability Planning Module Description This module explores how to conduct more strategic and business-focused learning needs analysis processes that go beyond traditional training requests and competency surveys. What This Module Covers • Difference between training requests and business capability needs • Organisational, functional, and individual capability analysis • Identifying operational performance gaps • Using business data to identify learning priorities • Common L&D diagnostic mistakes • Prioritising learning investments • Linking learning priorities to Qatarisation and workforce development Activities • Strategic TNA workshop • Capability gap analysis activity • Building a business-aligned learning proposal MODULE 3 Learning Transfer, Behaviour Change & Performance Improvement Module Description This session focuses on improving learning effectiveness by understanding the factors that influence workplace behaviour change and performance improvement. What This Module Covers • Why learning often fails to transfer into workplace performance • Understanding behaviour change principles • Designing for behaviour, not just knowledge • Role of managers in learning transfer • Reinforcement and application strategies • Measuring workplace behaviour indicators • Practical approaches to improving learning application Activities • Learning transfer diagnostic • Redesigning weak learning objectives • Behaviour-change planning activity MODULE 4 L&D, National Capability Development & Qatarisation Module Description This session explores how L&D can contribute more effectively towards national workforce development priorities, succession planning, and Qatarisation initiatives. What This Module Covers • Qatar National Vision 2030 and workforce development • L&D’s role in supporting Qatarisation • Building capability pipelines for national talent • Succession readiness and structured development pathways • Coaching, mentoring, and workplace learning • Common challenges in national workforce development • Measuring capability readiness beyond participation numbers Activities • Qatarisation capability planning discussion • Development pathway design exercise • GCC case study analysis

MODULE 5 Measuring L&D Impact, ROI & Strategic Dashboards Module Description This session helps participants strengthen their ability to measure, communicate, and demon-strate the impact of L&D initiatives using practical metrics and dashboards. What This Module Covers • L&D measurement frameworks • Understanding business-focused metrics • ROI and impact measurement approaches • Behaviour indicators and operational metrics • Linking L&D metrics to business outcomes • Dashboard design principles • Executive reporting approaches • Visualising L&D data effectively Activities • L&D dashboard workshop • KPI mapping activity • ROI scenario discussions MODULE 6 Stakeholder Engagement, Influence & Change Management Module Description This session focuses on strengthening stakeholder engagement and improving the ability of L&D professionals to contribute more effectively to organisational discussions and workforce initiatives. What This Module Covers • Stakeholder mapping for L&D professionals • Building credibility and influence • Understanding organisational decision-making dynamics • Engaging managers and business leaders • Communicating recommendations effectively • Managing resistance to learning initiatives • Change management principles for L&D transformation • Building stronger partnerships across the organisation Activities • Stakeholder mapping exercise • Influence and communication role plays • Leadership engagement simulations MODULE 7 Modern L&D Strategy, AI & Benchmarking Module Description This session examines emerging L&D trends, modern learning ecosystems, AI-enabled learn-ing approaches, and benchmarking practices relevant to Qatar and GCC organisations. What This Module Covers • Modern L&D operating models • AI applications in L&D • Learning ecosystems and digital learning strategy • Skills analytics and personalised learning • AI risks, governance, and quality considerations • Benchmarking L&D maturity • Comparing organisational practices against leading GCC organisations • Future skills and workforce capability trends Activities • AI in L&D discussion lab • L&D maturity assessment • Benchmarking exercise MODULE 8 Strategy-to-Execution Simulation & Action Planning Module Description The final session consolidates workshop learning through a practical simulation where partici-pants convert strategic ideas into realistic implementation plans. What This Module Covers • Translating strategy into implementation • Prioritising initiatives and quick wins • Resource and stakeholder planning • Managing constraints and organisational realities • Building sustainable L&D initiatives • Creating practical implementation roadmaps • Strengthening long-term L&D credibility and impact Activities • Strategy-to-execution simulation • Group implementation planning • 90-day action roadmap development • Peer review and facilitator coaching MODULE 9 Special Session | Qatari Women in the Workforce Featuring Aysha Al Kuwari Module Description L&D strategy doesn't happen in a vacuum. It happens inside organisations shaped by culture, policy, and workforce dynamics that are actively shifting. Qatar's workforce is changing and understanding who is entering, advancing, and leading in organisations today is directly relevant to how L&D professionals design programmes, meas-ure impact, and build stakeholder credibility. Aisha Al Kuwari brings a grounded perspective on the evolving role of Qatari women in the workforce the structural enablers, the persistent barriers, and what organisations are actually doing versus what they claim. This isn't a surface-level diversity conversation. It's a practical lens on a workforce reality that every L&D professional in Qatar and the GCC needs to ac-count for in their strategies, their talent pipelines, and their influence conversations with lead-ership.

Module 1: Why AI Has Become a Board-Level Legal Risk AI misuse headlines globally Reputational damage trends Why regulators are intervening Executive accountability Module 2: AI-Related Regulations / Governance in Qatar Personal Data Privacy Protection Law (Law No. 13 of 2016) Data consent, purpose limitation, transfers NCSA governance expectations MCIT digital strategy direction Sector obligations for regulated industries Module 3: Real Qatar Case Study Qatar International Court and Dispute Resolution Centre AI Rules (2026) Court introduced procedural rules after false AI-generated citations were used in litigation Lawyers required to verify AI outputs Confidential data must not be uploaded into public AI tools Misleading submissions may attract consequences   Module 4: Global AI Cases & Penalties Lawyer sanctions in US / UK for fake AI citations GDPR fines involving profiling / unlawful processing AI recruitment bias lawsuits IP lawsuits against generative AI providers Module 5: Discussion  What legal risks would damage your organisation most: privacy, bias, false outputs, or confidentiality leaks?

Module 1: What Regulators Expect from Organisations Oversight, not chaos Risk ownership Evidence of controls Clear accountability Module 2: Building an AI Governance Framework AI Acceptable Use Policy AI register / inventory Risk-tiering model Human review controls Escalation matrix Board reporting Module 3: Vendor Governance & Procurement Risk Public AI tools vs enterprise tools Data ownership clauses Confidentiality obligations Cloud and cross-border risk Audit rights in contracts Module 4: Lessons from Global Enforcement Cases Weak vendor due diligence leading to breaches Privacy notices challenged by regulators Uncontrolled employee AI use Lack of audit trail failures Module 5: Practical Case Study

How external events impact focus, emotions, and behaviour Common signs of stress in the workplace The link between stress, performance, and team dynamics

Why managers are key in buffering stress What helps vs. what unintentionally harms Boundaries: supporting without overstepping

How to acknowledge difficult contexts appropriately Simple check-in techniques Language that opens vs. shuts down conversations

Helping employees regulate stress in the moment Encouraging healthy boundaries (e.g., news consumption, workload) Maintaining structure, clarity, and priorities

Keeping teams focused without dismissing reality Reconnecting to purpose and meaning Recognising effort and maintaining morale

Strength-based leadership in practice Encouraging connection and peer support Small habits that build long-term resilience

Overview: This module focuses on how to build a strong, risk-aware supplier base from day one, with better visibility, stronger checks, and smarter decisions in uncertain environments. Key Topics: Pre-qualification with risk and reliability lens Due diligence beyond basics: financial + operational + disruption exposure Compliance in a tightening regulatory environment Embedding risk checkpoints into onboarding workflows Introduction to digital tools for supplier screening and tracking Outcome: Participants will be able to select suppliers more confidently, reducing future disruptions by strengthening the foundation of supplier relationships. Interactive Activity: Participants will evaluate supplier onboarding decisions under a disruption scenario, forcing real-time judgment calls.

Overview: This module focuses on where to focus, who to monitor, and how to act before problems escalate. Not all suppliers deserve the same attention, especially in times of disruption. Key Topics: Segmentation based on value + risk + criticality Supplier mapping for better control and visibility Identifying early warning signals in unstable markets Risk-based prioritization: focus where it actually matters Using basic analytics and data points for smarter decisions Outcome: Participants will learn how to focus efforts on the right suppliers, reducing risk exposure while improving efficiency. Interactive Activity: Participants will prioritize suppliers in a high-pressure scenario with limited data, simulating real-world ambiguity.

Overview: This module connects performance, collaboration, and risk management into one practical approach. Performance management today is about continuity, responsiveness, and resilience. Key Topics: 360° performance tracking including risk and continuity indicators Moving from scorecards towards actionable insights Supplier collaboration for problem-solving Using performance data to strengthen resilience            Role of digital tools in monitoring and visibility Outcome: Participants will be able to manage suppliers proactively, improving performance while reducing the impact of disruptions. Interactive Activity: Participants will respond to a supplier performance breakdown scenario, making decisions under pressure.

Overview: This module provides a practical, no-jargon view of how technology is changing SRM, helping participants understand what truly matters, what to ignore, and how to start using digital tools to improve visibility, reduce risk, and strengthen supplier management in a disrupted environment.  Key Topics: What’s Changing in SRM: How automation, AI, and digital platforms are reshaping supplier management, risk visibility, and decision-making. From Reactive to Proactive: Using dashboards and real-time data to identify risks earlier and improve supplier responsiveness. Cutting Through the Hype:Understanding what technologies actually deliver value vs. what is overcomplicated or unnecessary at this stage. Practical Use Cases: Application of technology in SRM such as supplier tracking, performance dashboards, and risk monitoring tools. Outcome: Participants will gain a clear understanding of how technology can support better supplier management decisions, enabling them to take simple, practical steps toward improving visibility, reducing risk, and building resilience in their supplier base. Interactive Element Participants will evaluate different technology options in a real-world scenario, deciding what to adopt, what to ignore, and how to prioritize based on business needs and constraints.

Understand why emotions influence behaviour, decisions, and relationships Recognise the impact of emotional reactions on performance and communication Understand how emotions spread within teams and take personal responsibility for

Move beyond ‘stress’ to accurately identify emotions Expand emotional vocabulary for better self-understanding Understand how naming emotions helps reduce intensity and improve control

Use structured writing to process challenging situations Clear mental clutter and gain clarity on what is actually happening Manage internal dialogue more effectively using three targeted cognitive strategies

Understand when and how to express emotions in a professional setting Identify safe and effective ways to share concerns Build supportive and constructive workplace conversations

Understand the role of flow in maintaining focus and performance Use productive distraction to reset and recharge Apply practical strategies to manage emotional fatigue during the workday Use simple techniques to pause and regain control in difficult moments Improve focus and presence during conversations Respond thoughtfully instead of reacting impulsively

Understand the link between lifestyle habits and emotional control Identify small, practical improvements in daily routines Balance personal responsibility and organisational support

Work through realistic workplace scenarios involving pressure and conflict Select the right strategies in the right situations Understand how different tools work together

Identify individual emotional triggers and response patterns Select practical strategies to apply immediately Create a simple, actionable plan for workplace and daily-life situations

Why analytics investment often fails to deliver strategic impact Key themes The “data-rich, decision-poor” reality in many organisations Why insights are interesting but not actionable Why intuition and hierarchy often override analytics Interactive element Insight-to-Action Review: Participants assess real examples of reports and ask, “What strategic decision does this actually support?” Learning outcomes Participants will be able to: Diagnose why analytics fail to influence strategy Distinguish between insight generation and decision enablement Identify gaps in their organisation’s use of consumer data

The last mile between insight and leadership decision-making Key themes Translating analytics into strategic language Misalignment between analytics teams and decision-makers Cognitive and organisational biases affecting leadership decisions Scenario-based discussion The Disconnect: A facilitated role-play illustrating how insights lose impact at senior levels Learning outcomes Participants will be able to: Recognise structural and behavioural barriers to insight adoption Reframe insights to support strategic dialogue Challenge confirmation bias and selective data use

What successful organisations do differently Key themes Decision-led analysis: starting with the strategic choice, not the data Converting insights into strategic options and trade-offs Linking consumer understanding to portfolio, brand, and channel decisions Case discussion Strategic Pivot Case: How organisations realign strategy based on consumer behaviour shifts Learning outcomes Participants will be able to: Structure insights around strategic decisions Translate consumer understanding into clear strategic options Improve alignment between insight teams and strategy owners

Moving from hindsight to informed anticipation Key themes Difference between forecasting, prediction, and anticipation Identifying early signals and emerging consumer patterns The role of predictive analytics and AI as decision-support tools (not decision-makers) Scenario exercise Future Market Simulation: Participants explore how early signals can inform strategic bets under uncertainty Learning outcomes Participants will be able to: Identify early indicators of consumer behaviour shifts Use predictive insights responsibly to inform strategy Make better strategic decisions when data is incomplete

Avoiding costly mistakes in analytics-driven decision-making Key themes Vanity metrics vs meaningful indicators Over-reliance on AI outputs without business judgement Ethical, governance, and accountability risks Interactive exercise Red Team Challenge: Participants stress-test insights and assumptions to uncover blind spots Learning outcomes Participants will be able to: Identify misleading metrics and flawed insights Ask better questions of analytics and AI outputs Strengthen governance and decision accountability

Use VBA macros to automate recurring FP&A reports. Create Excel Tables with structured references for cleaner, scalable formulas. Apply dynamic array (spilling) functions such as FILTER, SORT, UNIQUE. Combine automation and formulas to produce flexible, dynamic management reports.

Automate data cleaning, merging, and transformation across multiple sources. Consolidate Excel, CSV, and database files into a single pipeline. Build refreshable queries that support month-end and forecast cycles. Handle errors and apply best practices for data quality and consistency.

Build financial data models in Excel or Power BI for connected analysis. Create relationships between tables and define calculated fields. Design PivotTables and PivotCharts linked to data models for dynamic analysis. Apply common finance metrics (budget variance, trend, ratio analysis).

Develop interactive dashboards using slicers, drill-through, tooltips, bookmarks, and navigation buttons. Apply DAX time-intelligence functions (YTD, MTD, QTD, prior period comparisons). Design KPI visuals and variance charts for management storytelling. Ensure clean, readable layouts for financial audiences.

Publish datasets and dashboards to Power BI Service. Use Dataflows to centralize and reuse Power Query transformations. Organize content with Workspaces and Apps for secure collaboration. Introduction to Paginated Reports for print-ready packs. Capstone Project: Build and publish a complete FP&A dashboard.

Reflect on the shift from private to public, permanent, and interpreted digital communication.

Explore how messages are received across cultural, religious, and political lenses. Includes regional and global case studies, discussion prompts, and real-life examples.

Discuss the link between visibility and accountability. Includes patterns like silence = endorsement, tagging, personal opinions, and leadership responsibility.

Practical look at regional regulations, government guidelines, and legal misconceptions. Includes myth-busting quiz and real consequences.

Common issues like reactive posting, oversharing, overconfidence. Why experienced professionals are often at greater risk.

Practical decision-making tools for high-pressure situations. Scenario-based discussion and frameworks for ethical judgment.

Reflection on personal change, risk, and organizational responsibility.

• How cultural values shape workplace behaviour and decision-making • Core belief systems and their influence on communication • Stereotypes, assumptions, and unconscious bias in professional environments • Why experienced professionals still misread situations in Qatar

• Culture as a performance enabler and reputational risk • Applied overview of key cultural frameworks (Hall, Lewis, Hofstede) • Intent vs perception and its impact on professional relationships • Cost of cultural misjudgement on trust and collaboration

• Hierarchy, respect, and professional boundaries • Islamic values and their influence on workplace conduct • Legal compliance vs social and cultural appropriateness • Common mistakes made by long-term residents and senior professionals

• Interaction styles using the Lewis Model • Time orientation: mono-chronic vs poly-chronic cultures • Managing urgency, silence, and expectations across cultures • Typical friction points between Qatari, Arab, Asian, and Western professionals

• Power distance and authority expectations • Blame, apology, and accountability norms across cultures • Managing sensitive conversations while preserving respect and credibility

• Email tone, formality, and cultural signals • Meeting etiquette (in-person and virtual) • Greetings, business card exchange, and first impressions • Risks of informality, humour, and overfamiliarity

• Cultural Intelligence (CQ) as a professional capability • Adapting behaviour without losing authenticity • Practical decision-making framework for culturally sensitive situations

• Key insights for immediate application • Personal reflection and action planning • Open discussion and Q&A

Exploring real-world examples of misunderstood messages, awkward silences, avoidance of conflict, or overuse of formalities. Participants will reflect on where conversations tend to break down at work.  Activities:  Small group discussion: 'When was a conversation at work uncomfortable or unclear?'  Real-time polling on 'Top 5 mistakes people make in business conversations'  Learning Outcome: Participants will be able to recognize patterns in their own conversational behaviors and those of others, especially in a multicultural office environment.

Challenging common beliefs such as:  'Speaking more = sounding smarter'  'Avoiding sensitive topics = being professional'  'English fluency = communication success'  Activities:  • Myth or Fact Game (interactive quiz)  • Case examples from workplace misunderstandings  Learning Outcome: Participants will replace outdated or ineffective assumptions with current, culturally appropriate communication strategies.

Understanding internal blockers — fear of being misunderstood, fear of judgment, fear of escalation. Introducing techniques for confidence-building in common office situations: small talk, updates to leadership, pushing back respectfully.  Activities • Role-play round: 'Difficult conversation with your manager' or 'Correcting a colleague'  • Trainer-coached feedback with safe, supportive commentary  Learning Outcome: Participants will gain greater comfort initiating and responding in critical workplace dialogues without losing presence or credibility.

Concluding with a framework for preparing, navigating, and closing conversations in a business context — from emails to informal chats to meetings. Activities: Conversation Planning Template  1-on-1 'Mini Talk Challenge' with peer feedback  Final reflection: 'What will I do differently next week?'  Learning Outcome: Participants will walk away with specific tools to enhance their everyday communication and a plan to implement small changes immediately.

· Overview of AI & RPA: Strategic potential and real-world banking case studies. · Identifying Processes: Recognizing rules-based, repetitive tasks suitable for RPA. · Prioritizing for ROI: Using a prioritization matrix to rank processes by impact and feasibility. · Process Mapping: Defining scope, inputs, and outputs for effective IT handoff. · Simplification: Applying Lean and Six Sigma principles to remove non-value-adding steps.

· Advanced Modeling: Creating flowcharts and decision trees while defining error-handling. · Avoiding Pitfalls: Addressing change management, scalability, and technical limitations. · The Business Case: Communicating value to executive stakeholders and setting KPIs. · Change Management: Navigating employee resistance and transitioning staff to automated workflows. · Continuous Improvement: Monitoring performance and scaling RPA across other banking functions.

Why managers avoid performance conversations • The cost of avoidance on teams and results • Understanding performance as a management responsibility Activity: Reflection and group discussion

• Skill vs Will framework • Matching management response to the real issue Activity: Case-based group exercise

• Recognising avoidance patterns • Setting clear expectations and deadlines • Creating visible accountability Activity: Practical language and scenario work

• Structured role play • Feedback and debrief

• Redirecting from excuses to ownership • Focusing on controllables Activity: Language practice and scenarios

• Role play with observer feedback

• Coach, support, reassign or escalate • Making fair and confident decisions

• Personal action plan • Key takeaways and close

1. The Reality of Digital Procurement: Understanding what digital procurement really means and why traditional models no longer work. What We Will Cover: What digital procurement is. Why manual, fragmented processes fail in modern organizations Common pain points in non-digital procurement environments Misconceptions around tools, automation, and “quick fixes” What digital actually enables: speed, visibility, compliance, experience Outcomes: Participants gain a realistic view of digital procurement Understand the gaps in current-state operations Clarity on why digital transformation is a business need, not a trend 2. Understanding Data Quality in Procurement: Why data is the foundation of all digital initiatives What We Will Cover: Types of procurement data What poor data looks like and how it impacts digital tools Why vendor master and spend data often break systems The connection between data quality and system performance Readiness indicators for digital procurement Outcomes: Participants understand the data challenges that block digital adoption Ability to assess whether their data is “digitisation-ready” Awareness of the data dependencies in modern procurement systems 3. Process Readiness & Digital Reality Check: Digital doesn’t fix bad processes and understanding how to connect your process to digital systems is important. What We Will Cover: What digitisation requires Understanding workflow realities in S2P Mapping friction points in the PR → PO journey Why organizations overestimate their process maturity Outcomes: Awareness of process gaps that influence digital outcomes Ability to spot digitisation obstacles early Clear understanding of process expectations in any S2P platform 4. Prioritising Digitisation (What to Do First): How to decide where to begin and what not to digitise. What We Will Cover: Strategic vs operational digitisation priorities Which processes give the fastest improvement when digitised Understanding organisational readiness vs ambition How to identify high-impact digital opportunities Avoiding “digitise everything now” syndrome Outcomes: Ability to prioritise digital efforts correctly Awareness of quick-win areas versus long-term areas Clarity on which digital steps make sense for their maturity level 5. Understanding the Digital Procurement Market Landscape: Awareness of the major categories of tools available today. What We Will Cover: Overview of procurement technology stack: o Source-to-Contract o Procure-to-Pay o Supplier Management o Contract Management o Spend Analytics o Workflow & automation tools High-level awareness of platforms What each category generally solves Considerations based on organizational size, complexity & maturity Outcomes: Participants understand the categories, not the configurations Ability to speak confidently about digital procurement ecosystems Awareness of which type of tools align with which needs 6. Risks & Realities of Digital Procurement: What organisations must know before starting a digital journey. What We Will Cover: Why digital procurement projects fail Adoption challenges and internal resistance Integration issues & dependencies Technology fatigue and over-digitisation Budgeting realities Change management considerations Outcomes: Realistic understanding of risks Awareness of pitfalls teams can avoid early Improved ability to set expectations internally How each module runs Concept in Context: a short, practical explanation of the digital topic using simple, real-world examples. Scenario Walkthrough: an industry-relevant situation that shows how digital challenges or opportunities appear in everyday procurement. Guided Reflection: participants identify similar patterns in their own organisation Debrief: group insights on what digital maturity looks like, what decisions matter, and how to approach digitisation more confidently.

1. Administrative — Operational Intelligence: Cut busywork in RFx, intake, and approvals so the team can focus on higher-value decisions. What we’ll cover Turning requirements and policies into clear RFx packs and scoring guides Converting supplier documents into clean, comparable information Rapid status notes and approval briefs that keep momentum Building a lightweight, reusable templates Outcomes Faster cycles, cleaner documentation, fewer rework Shared templates that make future events quicker and more consistent 2. Technical & Category Management — Analytical Intelligence: Raise the quality of specs, normalize proposals, produce costing models, market intelligence and category strategies. What we’ll cover Apples-to-apples comparisons (UOM, TAT, warranty, scope) Highlighting spec gaps and risks in proposals Cost structures to anchor negotiations Category strategies with levers, sourcing waves, and KPIs Outcomes Defensible trade-offs and clearer award rationales Actionable category plans that free time for supplier development 3. Relationship (Stakeholders & Suppliers) — Behavioral Intelligence: Improve the quality and speed of alignment with internal partners and suppliers. What we’ll cover Practicing negotiations and clarification calls with realistic AI personas Turning meetings into crisp minutes, RAID logs, and follow-ups Executive-ready updates that accelerate decisions Outcomes Stronger supplier conversations and fewer cycles of clarification Better Negotiation outcomes Faster stakeholder buy-in and clearer accountability 4. Ethics, Regulations & Governance — Assurance Intelligence: Keep work safe, fair, and audit-ready without slowing the team down. What we’ll cover Plain-language guardrails for using local/offline AI tools Evidence-first award memos with citations and confidence levels Lightweight review gates and record-keeping that satisfy audits Outcomes Awareness of ethical, reputational, financial, and competitive advantage risks when using AI models. Confidence that productivity gains don’t create new risks How each module runs AI in Action: short live demo tailored to procurement Case Study: industry-relevant scenario Guided Practice: hands-on exercise using pre-anonymized examples Debrief: decision quality, communication clarity, and what to improve next

Procurement Teams , including Procurement Professionals and Category Managers. The training targets individuals responsible for sourcing, supplier management, and RFx development who aim to leverage digital fundamentals and hands-on AI skills to improve speed, control, and decision quality.

2 days Instructor-led, case-driven, interactive sessions Optional certificate of completion for participants

Module 1 & 2: Strategic Alignment & Sales Job Design (1Hr) Module 3: Plan Mechanics: Linking Performance & Pay (1.5 Hr) Module 4: Sales Plan Administration & Management (1.25 Hr) Wrap-Up & Q&A for Day 1 (0.25 Hr)

Strategic Alignment & Sales Job Design Key Topics: Decode the connection between corporate strategy, business objectives, and sales incentive design. Differentiate between “hunter” and “farmer” roles and design pay strategies aligned with role purpose. Apply best-practice frameworks to balance fixed and variable pay for optimal motivation. Assess eligibility criteria and align incentive scope with performance accountability.

Plan Mechanics: Linking Performance & Pay Key Topics: Master the architecture of total target compensation (TTC), leverage, thresholds, and quotas. Design payout curves that reward performance progression while protecting cost of sales. Define and weight performance measures to focus seller behavior on business priorities. Build effective quota and territory frameworks to ensure fairness and revenue potential. Apply financial modeling to test the cost-effectiveness and motivation impact of plan mechanics.

Sales Plan Administration & Management Key Topics: Clarify governance versus administrative accountabilities in plan operations. Utilize incentive management tools and automation for transparency and compliance. Integrate sales, HR, and finance data for real-time reporting and performance insights. Monitor compensation cost of sales (CCOS) and ROI to assess financial effectiveness. Implement structured escalation and exception management protocols to maintain plan integrity.

Key Topics: Integrate design, administration, evaluation, and governance for end-to-end plan excellence. Conduct reflection and knowledge check through case debriefs and real-world applications. Define next steps for institutionalizing best practices within participant organizations.

SC1 Modules 1 – 7 faculty guides and participant workbooks Case study handouts and calculators Reference templates for plan design, quota setting, and governance reporting

HR and Compensation professionals Sales leaders and Finance partners involved in incentive planning Business managers responsible for sales performance alignment

2 days Instructor-led, case-driven, interactive sessions Optional certificate of completion for participants

1.1. Strategic Talent Acquisition and Workforce Development Recruitment is not just about filling vacancies; it’s about attracting, selecting, and retaining the right talent to achieve organizational goals. Key concepts include: Workforce Planning: Understand current and future workforce needs, identify gaps, and plan recruitment strategies accordingly. Sourcing Strategies: Use a mix of channels, job boards, LinkedIn, talent pools, and internal referrals to attract diverse and qualified candidates. Selection and Assessment: Employ structured interviews, competency-based assessments, and technical evaluations to identify the best fit. Candidate Experience: Maintain communication, clarity, and professionalism throughout the recruitment cycle to build the employer brand. Applying Data and AI to Support HR Decision-Making Data and AI are revolutionizing how HR operates, making it more proactive, precise, and predictive. Here’s how they apply: HR Analytics: Analyze data on attrition, absenteeism, engagement, and hiring patterns to make evidence-based decisions. AI-Powered Recruitment: Use AI tools to screen resumes, match candidates to roles, and reduce unconscious bias during shortlisting. 1.2 Performance Enhancement and People Capability Building Modern performance management is continuous, transparent, and development-oriented. Key practices include: Goal Setting: Align individual objectives with organizational KPIs using SMART goals. Behavioral Competency Frameworks: Evaluate both results and how they’re achieved, ensuring alignment with company values and culture. Performance Improvement Plans (PIPs): Support underperforming employees with targeted plans, coaching, and review mechanisms. Creating your HR “Chatbot” to assist with Performance Appraisal Processes

1.3 Learning and Development (L&D) L&D focuses on enhancing employee capabilities to drive performance and engagement. Practical HR concepts include: Training Needs Analysis (TNA): Assess skill gaps through surveys, performance reviews, and business requirements to identify learning priorities. Learning Design: Use adult learning principles and instructional design models to create structured, relevant programs. Blended Learning Approaches: Integrate online modules, classroom sessions, on-the-job training, and coaching for holistic development. Leveraging Data and AI to Enhance Learning and Development Outcomes Supports evidence-based learning interventions by analysing the impact of training on performance and behaviour change. Helps L&D teams personalize learning pathways based on learner data, preferences, and performance patterns. 1.4 Workplace Behaviour Excellence and Results-Oriented Communication Demonstrate respectful, responsible, and professional behaviour that supports a positive and productive work environment. Communicate with clarity and purpose, ensuring messages are understood and aligned with workplace goals. Focus communication on outcomes, using concise, solution-driven language that delivers timely, effective results. 1.5. Aligning HR decisions with the Business Strategy and Operations. Ensure HR plans, policies, and workforce initiatives directly support the organisation’s overall business goals and operational needs. Partner closely with leaders to understand priorities and translate them into practical HR actions, such as staffing, capability building, and performance support. Review HR processes regularly to confirm they are contributing to business results, operational continuity, and long-term organisational growth.

HR Professionals who are: Pursuing or holding academic HR qualifications

Delivery Mode: In-person (as per your configuration) Sessions: 6 × 90-minute learning blocks

Theme: Mindset Check & Gamified Icebreaker Description: A fun, interactive start that energizes participants, builds connection, and sets the tone for collaborative learning. Activities: • Nearpod digital readiness quiz to assess initial comfort levels. • “Digital Bingo” challenge to encourage peer networking. • Reflection: How innovation can align with Islamic and Qatari values. Outcome: Participants feel motivated, culturally grounded, and ready to explore new ideas.

Theme: Trends, Local Context & My Future Learner Persona Description: Introduces the national and global shifts shaping education and helps teachers connect technology trends to their own students’ realities. Activities: • MOEHE Digital Learning Strategy & QNV 2030 links. • UNESCO, WISE, and OECD trends in future-ready skills. • Characteristics of Gen Z & Gen Alpha learners in Qatar. • Empathy Exercise – “My Future Learner Persona”: groups create learner profiles to understand motivations and needs. • Collaborative board: map the gap between current teaching practices and future expectations. Outcome: Teachers gain empathy for modern learners and clarity on why digital transformation is essential.

Theme: Tools, Technologies & Lesson Design Sprint Description: A hands-on session exploring emerging tools and translating them into real lesson designs using pedagogical frameworks. Activities: • Exploring top EdTech tools: ChatGPT, Gemini, Synthesia, Vyond, Kahoot, Canva, Padlet. • Introduction to SAMR and TPACK models for meaningful tech integration. • Mapping tools to learning goals across subjects. • Hands-on exploration of 2–3 tools per participant. • Lesson Design Sprint: teachers redesign a part of their own lesson plan using one digital tool. • Peer feedback using a SAMR/TPACK rubric. Outcome: Teachers produce and refine a practical, curriculum-aligned digital lesson idea.

(11:30 – 12:00)

Theme: Ethics, Cultural Sensitivity & Safety Description: Focuses on integrating technology with ethical awareness, student safety, and respect for Qatar’s cultural and religious values. Activities: • MOEHE e-safety and data-protection guidelines. • Islamic ethics in AI and digital citizenship. • Addressing misuse, plagiarism, and over-reliance on technology. • Ethics Simulation: identify “safe” vs. “unsafe” scenarios. • Collaborative Charter: draft a 5-point Digital Ethics Agreement for classrooms in Qatar. Outcome: Participants can model and teach responsible digital behavior in line with local and global standards.

Theme: Mini Lesson Lab, Demo & Share Description: Teachers transform their ideas into actionable mini-lessons and share them for peer feedback and collective learning. Activities: • Mini Lesson Lab (60 min): teachers build a short tech-integrated lesson using the provided template (Objective → Tool → Steps → Assessment → Impact). • Demo & Share (30 min): selected participants present; group provides feedback using the Self-Reflection Rubric. • “Try This Tomorrow” Challenge: each teacher commits to one small action for the next week. Outcome: Concrete, peer-reviewed lesson plans ready for immediate classroom testing.

(2:30 – 3:00)

Theme: Measuring Impact & Sustaining Innovation Description: Empowers teachers to evaluate the effectiveness of technology in learning and communicate impact to their schools. Activities: • Measuring engagement, retention, and achievement. • Simple ROI/Impact Measurement Template: tool → students → evidence → reflection. • How to report results to heads of departments. • Complete the ROI template for their designed lesson. • Peer exchange of successful approaches on Padlet. • Discussion: sustaining digital innovation across the school year. Outcome: Teachers leave with tools to measure and showcase the success of their innovations.

Theme: Reflection, Assessment & Commitment Description: A reflective close reinforcing key takeaways, confidence gains, and individual accountability for implementation. Activities: • Gamified Quiz (Kahoot): recap and celebrate knowledge gained. • Self-Reflection Rubric: participants assess their progress from start to finish. • Group Debrief: one mindset shift and one new classroom habit each participant will apply. • Digital Pledge: commitment to implement at least one innovative strategy. Outcome: Participants conclude the workshop motivated, accountable, and ready to act.

Expert-led Interactive Case-study based

Real-world examples Benchmarking exercises Group discussions

Practical Engaging Results-driven

Actionable knowledge and frameworks that can be directly applied in your organization

Experiential, Introspective Activity-based

Puzzle art Reflection letter Peer support circles Journaling

Personal Engaging Emotionally resonant

Written commitments Accountability partnerships Clarity

Junior to Mid-Level Employees

Expert-led Practical Scenario-based

Real case studies Role plays Interactive Q&A

Engaging Compliance-driven Business-focused

Legal clarity Practical confidence Ability to manage HR issues effectively

HR Professionals HR Managers Legal Advisors Business Leaders Anyone responsible for HR compliance and employee relations in Qatar.

Nationalization – Legal Framework Qatar Vision 2030 Key highlights of Qatarization Law No. 12/2024 Pension Law Challenges Penalties

"Organizational Assessment” Analyze the workforce to identify practical Qatarization areas. “Budgeting & Resource Allocation”: Allocate resources for training, recruitment, and development of Qatari employees

Communicate the Qatarization strategy clearly within the organization to ensure buy-in from leadership and staff. Retention and Succession Strategies: Implement retention and succession tactics, including mentorship, performance recognition, career growth opportunities, and competitive compensation.

Explore cultural expectations in the workplace, such as respect for traditions, gender considerations, and social protocols. Communication and Engagement: Ensure open and effective communication between Qatari and non-Qatari employees to promote mutual understanding and cohesion.

Showcase examples from organizations that have effectively implemented Qatarization, detailing their approaches and outcomes. Key Success Factors: Identify factors that contribute to successful Qatarization, such as strong leadership support, strategic planning, and sustained employee development

AI Overview – What is Artificial Intelligence (AI) and Machine Learning (ML)? The Evolution of AI in HR – From automation to predictive analytics Common AI Terms in HR

AI-powered Applicant Tracking Systems (ATS) Resume screening & candidate shortlisting automation. Predictive analytics for talent forecasting.

Personalized learning platforms (LinkedIn Learning, Degreed, etc.). AI-driven coaching and feedback systems. AI-powered performance reviews & engagement analytics.