Learn The Modern Trends and Strategies of Health Care Industry in Era of Human Resources Leadership and Empowerment

Compete and grow in Health Care Industry with Revolutionary technologies such as Blockchain, Artificial Intelligence and Internet evolution

Transform The Workplace Into Sustainable Organization

Know The Latest Strategies For Specializing HR. Skills of
Career Development And Talent Management For The Next Generation’s Job

Conference Profile and Objectives

In the era of Human resources leadership and empowerment, the global health care industry challenges have made it necessary to adopt the modern trends and strategies to align with organizational changes towards achieving a sustainable future of HR. development in the regional health care industry.

In the context of Health Care Industry and organizational changes in the era of the Fourth Industrial Revolution, technologies such as Blockchain, Artificial Intelligence, Internet of Things and other modern technologies that support the future of knowledge management, institutional innovation and efficiency and the development of human resources departments and future jobs as the institutional innovation and efficiency has become an important element of the organization’s growth and competency.

The conference aspires to share the latest HR Management strategies to support organizations in building the latest organizational HR. department structure that foresees the corporate transformation towards modern business evolutions. It will also highlight strategies for the role of HR. in transforming the workplace into sustainable organizations and provide the best services, whilst discussing the latest strategies for refining the specialized skills of HR. to enhance career development and talent management to face the challenges of the future jobs and to create the jobs of next generation. The event’s framework will explore the latest in Health Care Industry of modern era for HR management leadership change to support the organizational and services efficiency of future development.

In this context, the conference will demonstrate the best practices in Health Care Industry for HR Management role to enhance the integration of human resources structure and ensure the efficiency of HR by keeping pace with digital technologies for development of Health Care Industry HR Management.

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Past Events VIPs Photo Gallery

Past years events statistics

14600
Attendees
10675
Nominees
2324
Sponsors
1695
Partners
1647
Winners

  • Managers, Executives and Officials from Public, Semi-Governmental and Private Sector
  • Managers, Executives and Officials from Human Resources Departments
  • Managers, Executives and Officials from Training Sectors
  • Managers, executives and Officials from Workforce Planning & Development Department
  • Managers, executives and Officials from Personnel Department
  • Leaders and Executives of Councils and Emiratization Programs
  • Managers, Leaders and Executives in Strategic Planning and Performance
  • University Administrators, Deans, Research & Development Managers and Consultants

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By attending this great event, your organizations leaders and executives become an integral part of the events activities, having one of the best platforms to share and gain the latest knowledge. The event offers your organization leaders and executive’s an exclusive access to the dynamic leaders and official’s network.

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  • Health care HR management and transformation challenges
  • Human resources management and strategic directions to enhance healthcare services
  • Health care HR Specialized skills and expertise development 
  • HEALTH CARE sector management and services excellence
  • The challenges of organizational development in the era of healthcare technology development
  • The best practices in HR development in the era of modern human resources management
  • The state-of-the-art practices to strengthen and empower the HR to lead modern institutions
  • organizational restructuring transformation in health care industry
  • Analytic and analysis Strategies for healthcare sector needs shaping the path for specialized competencies
  • Prospects of professions and sustainable human resources planning
  • Health care talent and competencies management in the era of health care services transformation
  • How does technology impact the HR practices?
  • Human resources and knowledge-based organizations strategies and global competitiveness

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Event Sponsors

IT Strategic Supporter

Past Events Photo Gallery

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  • Enabling dynamic change for the digital era
    Datamatix
  • Enabling dynamic change for the digital era
    Datamatix
  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
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  • Enabling dynamic change for the digital era
    Datamatix
  • Enabling dynamic change for the digital era
    Datamatix
  • Enabling dynamic change for the digital era
    Datamatix
  • Enabling dynamic change for the digital era
    Datamatix
  • Enabling dynamic change for the digital era
    Datamatix
  • Enabling dynamic change for the digital era
    Datamatix
  • Enabling dynamic change for the digital era
    Datamatix