Global HR Trends 2016

+ 60 GLOBAL HR EXPERTS SHARE THEIR PREDICTIONS
GLOBAL HR TRENDS REPORT 2016

www.thepworld.com info@thepworld.com +38925111350
Dear HR Colleagues,
In the past 5 years with the P World we have held more than 20 Global HR Trends Summits in 8 countries in
Central-Eastern Europe and the MENA region, with more than 150 speakers and 4000 participants in
attendance. It has been a tremendous experience, and we are eternally grateful for the opportunity to bring
together so many different cultures, experiences and HR knowledge and offer a great opportunity to our HR
colleagues from around the world for further growth and development.
To give back to our international HR community, we have decided to create a Global HR Trends Report 2016,
containing the predictions of Global HR Experts on what the global HR community can expect to be the
hottest trends in the upcoming year. Our esteemed body of global HR speakers has shared in their words what
they think will mark and make an impact on the International HR Community, which trends will be
predominant and how we can all prepare for what the future will bring in 2016.
Thank you again for being a part of the P World family!
Have a Great 2016!
Sanja Popovska
Global Event Portfolio Director
The Proud Organizer Of
The HR Experience Series Of Events

TALENT MANAGEMENT LEADERSHIP EMPLOYEE ENGAGEMENT
DIGITALIZATION BIG DATA AND ANALYTICS
WORKPLACE FLEXIBILITY PERFORMANCE MANAGEMENT
SOCIAL ECONOMY
CULTURE AND ENGAGEMENT
CORPORATE AND SOCIAL RESPONSIBILITY
EMPLOYEE EXPERIENCE WELLBEING AND RESILENCE PEOPLE DEVELOPMENT

PEOPLE
T A L E N T M A N A G E M E N T
What could be part of the major HR trends in 2016 is first of all related to Talent Management. The business environment
is getting less and less predictable. Future new jobs are unknown and somehow shaped out of the standard models, “indirect”
workers (Uber drivers), fresh new expectation on work environment from the Z Gen, opportunistic global career steps built on
“my” growing skills and experience vs. 40 years in the same company, over reactive succession of hiring and firing plans to
address the market changes. Talent pools are more and more made of insiders and outsiders. We’ll talk about attraction,
retention and contribution to feed the overall external talent pool. Consequences are more fragmented career paths and higher
attractiveness of companies that are seen as career leverages. Diving further we may consider that we enter into a new era
where the contractual relationship employer/employee progressively gains more and more flexibility. ”
Xavier Molinié
HR VP CMA,
CGM
Data-driven recruiting will definitely be a trend that will gain more traction in 2016. Access to data is getting easier and
cheaper with new technology and professional network platforms. Talent acquisition leaders can arm themselves with data
and become very strategic in their decisions. For instance, build talent pools using data helps recruiters enhanced their
understanding of the market and be more efficient.”
Maud Durand
Strategic
EMEA Sourcer Facebook
Key aspect: Identification of talent and tailored development to accelerate readiness. Technology has brought in many
new tools but we continue to have a rather ‘old fashioned’ approach to these two topics, especially the development piece.
Content is now available everywhere, assessment tools allow you to be very specific in terms of what each individual needs.
Why do we continue focusing on ‘off the shelf’ programs that apply a ‘blanket’ approach to learning? ”
Arturo Poire
Global Head of Talent Management
Ericsson

PEOPLE
T A L E N T M A N A G E M E N T
Attracting and retaining the right talent within the organization will be key. As organizations need to be agile to adapt
to changing market circumstances it means you need to have an agile workforce as well, people who can adapt, can work in
a multicultural environment and can develop within the organization.
The learning digitalization will continue, having the right knowledge at the right time and place is becoming more and more
crucial. Learning will need to change further towards availability on demand anywhere using the latest technologies.”
Ronald van der Molen
Global Academy Manager
Lely Industries NV
I would like to highlight some appropriate HR trends for Azerbaijan and companies considering
economic downturn: proper downsizing management and looking for outplacement opportunities, putting
greater efforts on Managing Talents and having greater focus on Employee Engagement.”
Matanat Babayeva
Human Resources Senior Director
Azerfon
Focus should be on attracting the right talent and ensuring strong recruiting processes.”
Torben Pedersen
SVP HR Partner
Novo Nordisk
HR continues to be about relationships rather than programs and a deep understanding
of the business. The key skill set for future HR people will be how to effectively understand
and manage the impact of mergers, demergers and globalization. These changes have
profound impact in the workplace. “
Jenny Arwas MBE
Formerly Director
BT GroupFunctions HRBT

PEOPLE
L E A D E R S H I Pwww.thepworld.com info@thepworld.com +38925111350
Leadership, this topic will become more relevant as our world is getting more complex. I would probably focus
more on leadership aspects. HR people have the tendency to follow a leader but they have to lead the way and take
a stand for their principles more and more. I can also imagine that it would be interesting to have someone talking
about their personal experience as a leader and how that person did overcome some challenges as leader. With that
you would make it more personal and probably more relevant for people.
Performance management systems in the 21st century – Many companies like Microsoft, Netﬂix, Diageo changed their
traditional performance management systems and took away ratings and performance distribution curves. It would
be great to hear how much it improved their productivity and how much more engaging this is for Employees. This
is really a hot topic and many companies stick to old models whilst they know that they have to change one day.
Beneﬁt corporations- In the U.S. there is an initiative that is very successful and it’s getting traction in Europe as well.
B-Corp companies sign a statement that they will not be the best company of the world but the best company for the
world. They will balance interests of various stakeholders (employees, environment, customers and shareholders) in
order to run a sustainable business. This is basically the same like what Fair-trade does for coffee. In the U.S. this is
relevant and even Bill Clinton does speak about this in his key notes. It’s all about sustainability.”
Albert Hakkers
Former HR Director
Europe, Diageo

PEOPLE
L E A D E R S H I Pwww.thepworld.com info@thepworld.com +38925111350
The most important trend will be leadership branding, how to create authentic leadership
behavior aligned to corporate objectives. Leadership learning & development and creating
developmental interventions that have a sustained impact. Also Performance Management –
rethink based on Deloitte’s case. (i.e. Measuring performance of developmental initiatives – linking
engagement and business/leadership performance; Communication - as most organizations need
to deliver more with less resources, enhancing communication skills and reduce distress.) “
Beat Lauper
Director and Owner, Lauper Management Solutions
Torsten Dalhöfer
Former Head Leadership & Management Development
Zurich Insurance Company ltd
Maybe not glamorous but there is still lots of value to be gained by getting the basics right starting
with selecting quality team leaders and equipping them to engage and get the most out of the teams
they lead. The other trend will be the increasing use of big data analytics to help guide where leaders
and HR intervene and focus their attention.”
Jonathan Kohn, HR VP Qatar & MENA Russia Caspian, HR Operations Qatar Shell
Organizations must acknowledge that the power is shifting towards talent as they will be more &
more polarized to work for employers & not for others. This power shift will urge many organizations to
redeﬁne their strategy on how to appeal for more talent that can shape its future business ventures and
maximize its possibilities. In the age of social media, LinkedIn and Glassdoor, the employer brand is not
any more about the image projected to be a talent magnet but rather this comes as result of culture that
can embrace talent expectations and maximize their value. Dear Leaders, it is the New Talent Economy,
so buy yourself a share of the future. “
Haitham Samman, Former Global HR Director -Strategic Industries, Alcatel-Lucent
Number one for me is emotional intelligence in leadership. Number two is truly leveraging reliable,
intuitive and ﬁt for purpose digital technology to enable great employee experience in the workplace
throughout their time with a company. “
Mauro Tarrini, Director - Talent & Learning EMEA, Starbucks

PEOPLE
E M P L O Y E E E N G A G E M E N T
I think the strongest trend is to “Keep HR simple”
With stiff competition in the market and challenging economy in most countries, HR will be challenged to make life simpler: by
focusing on most critical business needs, creating simple solutions that have major impact, reducing internal bureaucracy, while
keeping the HR team small and efficient. This will also involve using technology in a smart way and creating strong HR.
Predictive measurements/analytics to drive employee engagement and enable achievement of business strategy.”
Diaa Mohamed,
Vice President HR Global
Services, HP
In 2016, keeping the skills of your workforce up to date in this fast-changing world will be more important than ever.
Many companies immediately turn to an external training firm but it is worth thinking about the expertise and experience
already in your company and how you can tap into this for the benefit of the rest of your staff. Your younger employees, for
example, probably have knowledge of social media which an older generation might struggle with, reversing the traditional
hierarchy of skills. Harnessing this peer to peer learning can be an efficient and cost effective way of increasing skills, and the
knowledge transferred is likely to be relevant because it is delivered by people who understand your organisation's culture.”
Anne Morrison
Chair, British Acaademy of Film and Television Arts
The things companies will continue to work on in 2016 will be: Engagement, keeping
employees engaged and performing, Leadership learning and leadership development,
Simplification of HR processes, Enhanced performance management, creating a change-ready
organization, creating a corporate image and the recruitment process.”
Barbara Wright-Avlitis
Managing Partner the Wright Work Place
“How to transform leadership into Inspiration by maximizing the 3 Ps: Passion Purpose and People
to boost employee engagement.”
Itziar Rabasa Baraibar, Vice President, HR T&D EMEA and PBC International, Deutsche Bank

PEOPLE
E M P L O Y E E E N G A G E M E N T
The new era of change is expected. Current economic climate demands smarter operational methods of business.
The challenge to stay ahead of global demographical shift and growing competition seems to lean towards one common
theme, Employee Engagement interconnected to Culture. The fact that Employee Engagement may have not been the
center piece historically has a distinctive strategic place in business today. Executives must place Employee Engagement
and Culture as their top most priority in 2016. This growing necessity has benefits and those that embrace will be
victorious. Secondary to this theme is Leadership, having the right people that know how to lead teams, inspiring them on
a journey to success and on the way creating an exemplary brand. Further, learning and development which forms the
foundations of the brand has an equal foothold in this highly commercialized world. This triangulated theme is NEW
revised HR Trend in 2016. Be in it to win it! ”
Ravi Singh, Founder, Bluefin Consultancy [Bridging Knowledge and Performance]
That’s an easy question for me to answer from my perspective. It’s going to be all about engaging all staff in the
business strategy. Part of the challenge here is encouraging people to take a risk and try something new. The big enabler is
creating the leadership environment that fosters the right behaviors.”
Simon Watt, Former Head of International Organizational Development, Mattel
I strongly believe it is more and more important for every company to offer personalized choices when it comes to
attracting, developing and retaining our employees. In addition, I would point out the power of diversity we have to use
differently, as well as attractive, flexible working environments, which allow a new chapter of innovation and collaboration. ”
Matthias Kempf, Senior Director Human Resources, Adidas Emerging Markets
I think employee engagement will continue to be a hot topic for 2016 and aligning career aspirations of employees
with the aspirations and strategy of the business will be crucial. Understanding why people come to work, their motivations
and career goals, will unlock their passion, their loyalty and their commitment to go the extra mile. A winning formula for
everyone. ”
Rachel Brastock MEd BA Chartered MCIPD, Talent Management & Career Coach, Understanding Talent Ltd

PEOPLE
E M P L O Y E E E X P E R I E N C E
I think that the biggest HR trend for 2016 is going to be employee experience. How to integrate emotions into the
company's way of working and thus to create growth in business.”
Sophia Boleckis, Head of Employee Engagement, Tieto
I believe that HR is starting a new journey in terms of focusing. We have been dealing with HR transformation for
the last 10 years, implementing new technology to streamline our processes. The time has come to focus on improving the
Employee Experience. Marketing and sales departments have to improve & develop the customer experience in order to
increase market share and revenue. Our employees at every level have seen this improvement and are now looking forward
to seeing this improvement not only focus on external customer but also internally to improve their journey.
Every function has implemented new processes without looking at the big picture in terms of employee journey and it has
become a painful process between financial / HR / IT / Procurement / Benefits processes. All those departments are using
different technology / workflow and documentation to perform the task that they have transferred in the last decade.
Improving the Employee Experience in a challenging environment will drive engagement and retention. ”
David Lamy,
Lecturer Human Resources
Paris-Sorbonne University
One trend employers should focus on in 2016, in my opinion, (as trivial as this may sound) is on their employees.
Working for Riot Games now, I see and feel how employee focus really pays off and makes a difference. Simple things like
providing cereals and free drinks to employees, providing development programs and regular team outings boost morale,
strengthen team spirit and makes sure employees go the extra mile whenever it is needed ...”
Matthias Besserer, eSports - Senior Talent Operations Manager, Riot Games
Hang on to your experienced people as tempting as it may be to cut costs - that is not the place to cut. ”
Shari Casey, Learning and Development Professional, Shari Casey Enterprises Ltd.

PEOPLE
W E L L B E I N G A N D R E S I L I E N C E
Wellbeing and resilience continues to be a big area of focus for us. For us this means physical, emotional, mental and
purposeful wellbeing. We even provide free counseling with an external expert provider for employees and their
dependents.
As Europe becomes even more volatile and uncertain in terms of socio economic indicators, the pressure on individuals
becomes even more challenging. Individuals are pushed to deliver ambitious growth targets at work and at home there can
be struggles with unemployment (partner or child), ﬁnancial pressures like the mortgage, loans etc. ”
Julie Hudtohan
Global HR for
HR Director,
Unilever
I think the biggest HR trends will be:
Outstanding people development - ﬁnding ways of engaging, developing and equipping people to be more effective and
driving results
Culture change through people - there will be increasing scrutiny of corporates with performance measured in not only
what they do but how they do it. Changing the culture through people will be a strong focus.”
Vanessa Bateson
Global Head Leadership Development & Culture Change
HSBC Bank
PEOPLE DEVELOPMENT
I think the trend companies should focus on is employee wellbeing – helping their people to thrive and perform
sustainably in a VUCA world. I believe this is critical to driving performance, engagement and retention. ”
Fran Newman
Leadership Development Director
Unilever

PEOPLE
W E L L B E I N G A N D R E S I L I E N C E
Most organisations with the ability to thrive in today’s dynamic business environment are struggling because
they don’t empower people or tap into their full potential. While success in the 20th century was driven by process,
structure and encouraging people to function more like machines, success in the future requires us to make more
of the human side of business.
Humans have evolved to deal with uncertainty through collaboration, cooperation and using conflict in a construc-
tive manner. Businesses need to encourage their people to develop mindsets geared towards connection, conver-
sation and experimentation. Curiosity is crucial: we need to continually question whether we are doing things
simply because that’s how they’ve always been done and seek new perspectives to identify potentially better solu-
tions.
While different departments and reporting lines provide clarity of role and accountability, they also create artificial
barriers that block progress. Organising people into silos of similar skills and functions reinforces the patterns
required to solve simple and even complex problems, but discourages them from working with other departments
or people outside of the business. It does nothing to encourage the kind of conversations required to solve the
major problems we face today.
Businesses also need to redefine how they view fear and failure. Most of us allow fear to control of our lives. The
key to eliminating it is to take back that control and look behind the self-imposed curtains our fears create. “
Annemie Ress
Former Global
HR Director
eBay and Skype

“Identification of
talent, and
tailored
development
to accelerate
readiness.”
“Wellbeing
and
resilience.”
“leadership
branding.”
“Benefit
corporations.”
“Engaging all
staff in the
business
strategy.”
“Passion Purpose
and People to
boost employee
engagement.”
“Executives must
place Employee
Engagement
and Culture as their
top most priority
in 2016.”
“Data-driven
recruiting will
definitely be a trend
that will gain
more traction
in 2016.”
QUOTES

TECHNOLOGY
D I G I T A L I Z A T I O Nwww.thepworld.com info@thepworld.com +38925111350
Keeping compatible in a multi-device era is key and will continue to be important for companies in 2016; to avoid
data loss and platform clashes when employees and consumers work and play across multiple devices. This goes from
everything to reading a story where you want to unfold it watching video and pictures and reading text to applying for a
job online from your mobile phone while on the go…”
Anja Andersen, Brand Manager, Group
Marketing & Branding, Maersk
2016 and beyond is all about the next Gen Traveler and Employee. The focus for HR professionals going forward is
adapting to the next generation of employees and their needs where technology plays a crucial part and when it comes to the
balance between private and work life, people need to remain connected and feel connected at work. 2016 and beyond is all
about the next Gen Traveller and Employee. The focus for HR professional going forward is adapting to the next generation of
employees and their needs, technology plays a crucial part and the balance between private and work life, people need to
remain connected and feel connected at work.”
Sergio Snyder,
Area Director of Human Resources, Eastern Europe,
Marriott Hotels International
I think the biggest HR Trend 2016 will be predictive data analysis. We've talked about big data for some time and now
it's time to start to act on that data and put it to use.”
Johannes Sundlo, HR Controller,
Spotify

TECHNOLOGY
Mobile Recruiting - you will use your mobile to apply for jobs. So you need to make your job board mobile and store
your CV store centrally to enable one-click applications. ”
Georg Schlotter, HR Manager Operations & Transformation,
BP Lubricants Europe & Africa
I think the key trend for me will be digital and digitization of the work-force. Globally the digital revolution is changing
how we consume and how businesses can transact and serve their customers. HR needs to play a role in helping create
digitally savvy workforces to deal with the challenges of the modern global economy.”
Mike Thompson, Director Early Careers Personal and Corporate
Banking, BARCLAYS
Certainly a trend in future HR work will be to manage in the digital age and to manage digital natives.”
Rainer Jensen, Former Director Organization
Development and Executive Education,
Coca Cola Erfrischungsgetraenke AGv

TECHNOLOGY
I think in 2016 some of the emerging trends we have seen will start to become mainstream and effect more
and more businesses, and start to impact in some smaller and emerging countries and business sectors that have
not been affected some far.
The ‘Uber-isation’ of business will continue –increasingly capital and/or assets will not be needed in the way they
have in the past. Obvious examples are Uber in the transportation sector, AirBnB in the Hotel/ Travel sector but this
trend will scale. In our function we have seen this well already in with the move to creation and crowd sourcing
content and expertise for Training and Development, so we have expertise and a point of view. This gives us a great
leading vantage point, but typically we have been a ‘service’ functions rather than leaders – in 2016 the leading HR
teams will become thought leaders in this area.
The impact of Machine Learning and Artiﬁcial Intelligence will be immense – a recent Deloitte study predicts that
35% of all UK roles could be automated away in the next 10-15 years. HR and its specialist Centers of Excellent will
start to adopt some of these ideas and tools to drive both efﬁciency and effectiveness - how about AI driven
automated online HR Advisors?
Increasingly the worlds of HR, L&D, Knowledge Management and Organisation Development are becoming very
blurred and overlapping, and this convergence will continue. In many cases the whole People, Culture and
Organisation areas will be reframed in organisations.
Big data and analytics are providing many businesses with new and differentiating customer insights, the ability to
respond rapidly and take new product to market. But, what of HR? It seems we haven’t been able to break out of
our current thinking to be able to really harness the possibilities, but in 2016 emerging examples will become
models for others. ”
Stephan Thoma,
Former Global Learning &
Development
Director, Google

TECHNOLOGY
B I G D A T A A N D A N A L Y T I C S
I think quick feedback will be key in 2016 – using short and quick response or “pulse” surveys in your organisation or
company to measure what your employees are thinking( in no more than 4 or 5 questions), and gather “actionable” data,
then using it quickly to make a difference in the workplace for them.
We use such fast communication approaches in our lives at home (Whatsapp, instant messenger, etc.) yet at work we still
use email and telephones and meetings – things we don’t use at home. Communication is becoming ever faster and more
instantaneous so we need to ﬁnd a way to bring some of that into the ofﬁce, and I think gathering fast actionable feedback
regularly from your employees is a good way to do that.”
Lucy Lockwood, Systems Analyst & Monitoring &
Informatics Section Leader CERN
I think there are and will be three trends in 2016, HR & people analytics (people data), Leadership development
acceleration and HR performance improvement. ”
Rob Veersma, Global Director Training & Development,
Gazprom International
Increased usage of technology in addressing HR priorities: use of big data analytics to gain data-driven actionable
insights into workforce trends; -using Social Media as a key tool in recruitment and company branding strategies;
leverage mobile as a key platform for HR apps, etc.”
Jan De Haes, HR Director Mergers, Acquisitions,
Divestitures and Outsourcing - EMEA &APJ
Hewlett-Packard Enterprise

TECHNOLOGY
B I G D A T A A N D A N A L Y T I C S
HR Analytics. Harvesting the vast amounts of data at our ﬁngertips and utilizing this data as the basis for making stra-
tegic HR decisions will become much more prevalent in 2016 and beyond. The challenge for HR will be to obtain the skills
required to effectively work in a more data driven environment.”
Dennis Kight
Business and Technical Leadership Partner
IBM Middle East and Africa
In my opinion the number one trend in 2016 will be HR Analystics taking centre stage in managing Human Resourc-
es. Organisations will look to ‘Big Data’ and Analytics to take informed and future focused decisions to gain competi-
tive advantage in attracting, developing and retaining top talent. Analytics will permeate all areas of HR and will aid in
external and internal employer branding, measuring and monitoring ROI in the HR spend across the board. ”
Satya SR Pasi
Director Global Employee Engagement TM&OD
EMEA Carlson Wagonlit Travel

QUOTES
“learning
digitalization.”“Social
media.”
“Mobile Recruiting -
you will use your
mobile to apply
for jobs.”
“Machine
Learning
and Artiﬁcial
Intelligence.”
“Analytics will
permeate all
areas of HR.”
“Predictive
data analysis.”

ORGANIZATION
W O R K P L A C E F L E X I B I L I T Y
Workplace flexibility and mobility will become increasingly common. As more organisations move their technology
to the cloud and embrace a 'work anywhere on any device mindset' employees will no longer be tied to the office in order
to get work done. They'll have more freedom to 'work the way they want to' and therefore have an improved work/ life inte-
gration. This is going to change the dynamics between managers and employees whereby managers are going to need
heightened listening and coaching skills and high levels of EQ in order to help employees navigate change and optimise
their performance. I think we'll also start seeing an increased value put on employee creativity and innovation as technolo-
gy is able to take on more of the burden of manual repetitive tasks. I'm personally very excited and interested to see how
machine learning and deep neural networks are going to develop in 2016 and how we might be able to use this technology
in the workplace of the future.”
Kim Wylie, Change and Transformation
Lead, Google for Work
I would say balancing the need to create an ‘agile’ workforce with the need to sustain the core strengths of the
company; great challenge facing companies right now. ”
Keith Robson, Former Senior Director,
eBay Global Marketplaces
If I think 2016 – I would say “complex organisations”, meaning working in a matrix, in virtual team, being able to
self-manage, leading virtual teams and all that complexity that it brings. How can we become better in understanding
the new ways of working with the “old kind of organizations” and old ways of managing/leading people? ”
Sari EK-PETROFF, HR Director Finland & NOBA Talent
and People Development Lead, Sanofi

ORGANIZATION
W O R K P L A C E F L E X I B I L I T Y
Our duty of care to the globally mobile employees. There has been a lot of focus on compliance matters relating to
global mobility in recent years and rightly so. However, employee engagement levels whilst on assignment often depend
greatly on their experience of moving overseas and the moving experience for the
employee is something that organisations should focus on in 2016. Having a slick relocation process, great
policies offering relevant support and a stronger sense of duty of care will help engage the globally-mobile
workforce and increase return on investment.
Areas of focus could include ensuring that basic medical and security support is in place for their overseas
employees, identifying and supporting family considerations in the assignment planning stage, a smooth and efﬁcient relo-
cation process (including effective vendor management) and planning effectively for repatriation to ensure the employees
remain engaged with the organisation when they return from assignment. ”
Tim Wells,
Partner,
Abbis Cadres
British Council Research (2015) shows that India will have the largest 18-22 year old student population by
2025, with 119 million students, and Nigeria will see the highest increase from 7.4 million to 23 million in
students within this age group. Clearly global organisations looking for talent and wanting competitive
advantage through Innovation and Research will need to think very differently over the next decade.”
Indi Seehra, Director of Human Resources,
London School of Economics
and Political Science

ORGANIZATION
P E R F O R M A N C E M A N A G E M E N T
As for the HR Trend for next year I believe that Consolidation of Businesses will continue and the envrionment will
stay challenging for most of the industries. As such HR effectiveness and effectivity paired with analytics on the one hand
and on the other hand I believe we are going to have more and more challenges with Generation Y and how to become the
most attractive employer for the future workforce. ”
Kerstin Knapp, HR Director, Richemont
My view on the most important HR trend we will see in 2016 is simpliﬁcation: e.g. performance reviews:
big companies like Microsoft and Accenture and many others are no longer doing formal performance evaluations. What
they in fact do, is skipping the whole bureaucracy around it: we need to focus on the content of feedback, not on the
evaluation document or process. This is happening in many ways: skip the heavy processes and forms and focus on the
core element. It is in a way “back to basics”, or even better: “back to content.”
Alain De Dauw, Divisonal HR Manager, Airtec, Atlas Copco
I think the hottest topic now is reinventing performance reviews, including dropping performance ratings. A number
of companies like Accenture, Deloitte and others have already done it. GE is piloting. Another one is abolishing
individual bonus. GSK have also done some very interesting things. ”
Bjarte Bogsnes, Vice President Performance
Management Development, Statoil

QUOTES
“HR effectiveness and
effectivity paired
with analytics.”
“Machine learning and
deep neural networks are
going to develop in 2016.”
“Workplace ﬂexibility
and mobility will become
increasingly common.”
“Reinventing
performance reviews.”
“Back to basics”,
or even better:
“back to content”.”

DIVERSITY AND INCLUSION
I would deﬁnitely say Diversity and Inclusion. ”
Jeff Turner, L&D Manager EMEA, Facebook
I want to quote Josh Bersin from his recent article on ’Why Diversity and Inclusion Will Be A Top Priority for 2016: ’
“Sustainable business performance today depends on your ability to attract and engage a highly diverse workforce. Failure
to do this well will impact your employment brand and your company's innovation. It will take a strategic level of focus and
systemic investments in all areas of your people practices to make this happen” To say it in my own words: Diversity and
Inclusion is not only a ‘nice to have’ anymore, it’s an absolute imperative for organizations to remain relevant. “
Gabriele Metz, Head of Talent Management RMEA, Ericsson
A trend that HR should consider in 2016 is ‘Senior Accountability’. I’m referring to this from a Diversity and
Inclusion rspective but it is also relevant for a number of aspects of HR. For a number of years now senior leaders have
spoken about the importance of creating a more diverse and inclusive workplaces, however, not as many have
converted those words into action. Research conducted in the City of London in 2014 should that although 84% of
companies showed a clear commitment to diversity and inclusion at the senior level only 15% of employees saw their
leaders acting upon those words. Employees are seeing through the ﬁne words and challenging where action is not
consistent. The trend should be moving more towards senior leaders being accountable for their actions, outlining
what they have done to create more diverse and inclusive companies, the impact that action has had and what they
will do in the future – being accountable and transparent will be a game changer for many companies and senior
leaders.”
Charlotte Sweeney FCMI, Founder and Director,
Charlotte SwAeeney Associates Ltd. Specialists in Inclusion, Diversity, Wellbeing and Change

QUOTES
“Diversity and Inclusion is not only a ‘nice to
have’ anymore, it’s an absolute imperative
for organizations to remain relevant.”
“Moving more towards senior leaders
being accountable for their actions.”

CONSUMER ORIENTED HR
There are no candidates.
2016 will see further alignment and consistency to consumer branding. The removal of 'candidates' from Ferrero vocabulary
has driven a more people-centric recruitment experience. Take care of your rejections, deliver a brand experience beyond
that of your competitors and reap the rewards for brand, the hiring process and company proﬁt. Word of mouth will rule
as the supreme currency to buy in top talent over that of any marketing.”
Kathryn Callow, Global Employer Brand Manager, Ferrero
Consumer oriented HR is something that takes place more broadly across good companies. All activities are centered
on employees, who are treated as ultimate consumers. In technology era the HR IT systems are becoming conﬁgured
similarly to social media platforms allowing to share a lot information but also allow managers for direct access to
transactional entries with very few touch points from HR. It creates more time for more strategic focus from HRBPs
especially in the area of Leadership Development, potential development, succession planning, etc “
Darek Lenart, Senior VP Human Resources for Worldwide Finance, MasterCard

QUOTES
“Take care of your rejections, deliver a brand
experience beyond that of your competitors
and reap the rewards for brand, the hiring
process and company proﬁt.”
“Consumer oriented HR is something that
takes place more broadly across good
companies.”

SOCIAL ORIENTED HR
S O C I A L E C O N O M Y
From my perspective, I think that companies need to explore more the opportunities of social economy and how to
connect knowledge and competencies, be it internally in international co-operations on special projects or even with a global
mindset, bringing together talents within special fields to generate new great innovations on project basis. As a company you
can create virtual teams working and work spaces on projects which will be the predominant way of working and free of
geographic limitations. “
Bo Germansen, Business HR Partner, Novo Nordisk
The biggest "cutting edge" trend we are seeing globally is the need for companies to strike the balance
between "doing well and doing good". That is, being profitable whilst also paying attention to giving back to
society, moving into "green" technologies, and being a value based company that " walks the talk" from top
leadership role modeling on down through integrated, congruent company policies. CEO's and older workers
are concerned with their "legacy" and Millennials want to work for a company that gives back to society and
the planet. Some call this "conscious capitalism", but by whatever name, it is the trend that will create the
most sustainable and beneficial economies of the future. ”
Teddy Frank,
Humanenergetics,
Inc. "Transforming human potential"
Dennis Frank,
Humanenergetics,
Inc. "Transforming human potential"

SOCIAL ORIENTED HR
C U L T U R E A N D E N G A G E M E N T
Over the last decades, the international leader community has grown, bred by university exchange students,
international business "expatriates" and easy access to travel.Being agile across cultures is today an indispensable skill for
internationally active people, which has become a signiﬁcant and constantly growing community. Today, we all need to
adapt to differences in languages, in non-verbal cues, untold rules for negotiating, power distances, gender considerations,
relation to time etc. etc. Cultural Intelligence, that is being effective across cultures, is becoming a competitive advantage
both for individuals and for companies who are able to foster this skill. ”
Frode Hvaring, Head of HR EBU, Eurovision
Culture and Engagement will be and should be the focus of organizations going forward. The future organization
should work to align the business strategy through the lens of talent. HR must align business strategy with Human Capital
initiatives in order to enhance the strategic results. “
Ron Thomas, Managing Director, StrategyFocusedHR
Culture eats strategy for breakfast" (Peter Drucker). This vision is becoming more and more relevant to consider at
a time when globalisation levels competitive advantages and organisations are left with differentiation through high
performing people and teams. ”
Sebastien Terral, Director, Denison Consulting Europe

SOCIAL ORIENTED HR
C U L T U R E A N D E N G A G E M E N T
I believe the HR function is about to go through the same exciting transformation journey as it went through 25 years
ago when it moved from personnel to HR & business partnership. For 2016 the biggest trend I see coming is an increasing
focus on corporate and social responsibility. That trend will be driven by sustainability goals, Gen Y-focused programs,
outward focus and stronger connectivity beyond the corporate boarders in an increasingly connected world. Social and
business agendas will not clash any more. They will mirror each other. HR is best positioned to lead that development. ”
Yolaine von Barczy, Former Vice President Human Resources
France, Bristol-Myers Squibb
Given the increasing war for talent and their search for purpose, there is an increasing need for organisations to focus
on culture and engagement. In 2016, businesses and HR leaders will need to gain a clear understanding of their
organization’s culture and review every HR initiative as a way to better attract, engage and empower their people. ”
Catherine MacGillivray-Prantl, Former Head of Global Talent Acquisition, Swarovski

QUOTES
“Cultural Intelligence, that is
being effective across cultures,
is becoming a competitive advantage
both for individuals and for companies
who are able to foster this skill.”
“The need for companies
to strike the balance
between ’doing well
and doing good’.”
“Social economy and
how to connect
knowledge and
competencies.”
“Increasing focus on
corporate and social
responsibility.”
“Future organization
should work to align
the business strategy
through the lens
of talent.”

Oil & Gas
FMCG
Telecommunication
Banking & Finance
Pharmaceuticals
Manufacturing
Media
Hospitality
Retail
Automotive
Electronics
Construction
Other
We have held the Global HR Trends Summit in:
Serbia 4
Turkey 2
Azerbaijan 3
Egypt 2
Croatia 4
Bulgaria 1
Qatar 2
Georgia 1
Predominant Industries Of Participants
Oil & Gas 14
FMCG 13
Telecommunication 7
Banking & Finance 9
Pharmaceuticals 8
Manufacturing 9
Media 9
Hospitality 5
Retail 5
Automotive 6
Electronics 6
Construction 4
Other 5
100
Senior HR Executives 60%
HR Managers 25%
Partners 11%
Other 4%
Serbia
Turkey
Azerbaijan
Egypt
Croatia
Bulgaria
Qatar
Georgia
IN THE PAST 5 YEARS WE HAVE ORGANIZED MULTIPLE EDITIONS OF THE
GLOBAL HR TRENDS SUMMIT WITH MORE THE 4000 DELEGATES IN ATTENDANCE
PREDOMINANT INDUSTRIES OF PARTICIPANTS STRUCTURE OF ATTENDEES
0
0.1
0.2
0.3
0.4
0.5
0.6
HR Executives HR Managers Partners Other
Series1

SOME OF THE COMPANIES
THAT HAVE ATTENDED
Asocijacija HR Profesionalaca
Ateshgah Insurance Company
Avus Capital Ltd
Bel Medic
BP
Carlsberg Srbija
Eaton Electric
Ecolab
PASHA Insurance
Represent Communications
State Oil Company of Azerbaijan Republic
ULTRA
Vzajemna zdravstvena zavarovalnica
24 sata
A.T. Lease
AAG Komunikacii
AAW Consulting Engineers
Abbott Laboratories S.A Representative Ofﬁce
AccessBank
Accord
ACE Group Consultants
Acibadem Health Group
Across Company d.o.o.
Actavis d.o.o.
ADA University
Addendum
Adecco Hrvatska
Adel Kalemcilik
Adidas Croatia
Adidas Serbia
Adria Media Serbia
Adriatic Media Grup
Adriatic Properties
Adriatic Slovenica
Adriatic.hr
AFK
AG Bank
Agencija za komercijalnu djelatnost
Agencija za obrazovanje odraslih
Agito
Agrokor
AIESEC
AIKON Construction
Air Serbia
AirTies
Akrapovic
Aksa Acrylic Chemical Company
Al Ahly Capital Holding Company
Al Mana
Al Mansour Automotive
Al Masry Al Youm Media Corporation
Alca Trgovina
ALD AUTOMOTİVE
A-Level
Alexander Hughes d.o.o.
Alimex Aluminyum
Allianz
Allianz Zagreb
Alpha Bank Srbija
Amadeus M.A.J.
AMCHAM
AMERIABANK CJSC
Amoun Pharmaceuticals Co.
Amwaj Cathering
Antal International Adriatic
AO Sarajishvili
Apatinska pivara
Apple Turkey
Arab Investment Bank
Arenaturist
Argentum
Arkas
Artis Rei
ASA Holding
ASCO
Aspire Academy
Asseco South Eastern Europe
AstraZeneca
Ata Bank
AtaHolding
AtaSigorta
Atlantic Grupa
Atria Group SEE d.o.o
Autostar Kaukasus
Avaks
Avon Cosmetics
Avus
AXA MBASK
Aygaz
Azerbaijan Caspian Shipping Company
Azerbaijan Diplomatic Academy
Azerbaijan Fibro Cement
Azerbaijan İnvestment Company
Azerbaijan Marketing Society
Azercell Telecom
Azercosmos
Azerfon
Azernews
B.I.M.ltd
B.net Hrvatska
Badel 1862 d.d.
Baku Grand Prix
Baku White City
Baltika-Baku
Bambi-Banat ad
Banca Intesa ad Beograd
Bank of Baku
Bank Respublika
Banka Varaždin
BAPM
BASF
Basler
BAT Turkey
Bayt.com
Belgrade in your pocket
Beni Suef Cement Company
Beohemija doo
Big Bang d.o.o.
BILLA d.o.o.
BIPA d.o.o
biznesinfo.az
Biznis I ﬁnansije
Black Sea terminal
Blanchard International
BNP Paribas
BORICA-BANKSERVICE AD
Bosch Siemens Home Appliances
Bosnalijek
Boulevard Hotel
BP
BriSA
British American Tobacco South-East Europe
British American Tobacco UK
BSC-Group
Bunge
C.A.T. International
Cairo Three A
Calik Holding
Cargill
Cargotec Croatia
Carlsberg Srbija
Caspian Marine Services limited
Caucasus Online" LLC
CBS CONSULTING
CEMEX Egypt
Cemex Hrvatska
Central Bank of Azerbaijan
Ciceron Komunikacije
Ciklopea
Ciment de Sibline
Citi Bank
CitiBank Turkey
Coca Cola HBC Hrvatska
Coca Cola Hellenic
Coca-Cola HBC - Srbija
Coca-Cola Icecek A.S.
Commercial Bank of Qatar
Competo
Comtrade Solutions Engineering
Concern Bambi
CONFLUENCE PROPERTY MANAGEMENT DOO
BEOGRAD
Constanta Bank
ConsulTeam d.o.o
Cosmo Bulgaria Mobile Ead
CP Turkiye
CRA Holding
Credit Agricole Bank
Credit Agricole Srbija
Crnogorska komercijalna banka AD
Croatian National Bank
Croatian Post
D Marin Isletmecilgi Turizm ve Yon Hiz
Danfoss Trata
Danone Nutricia
DDLAR Group
Dekra zapošljavanje d.o.o.
Delhaize
Delmax d.o.o.
Deloitte
Deloitte & Touche
Delta DMD
Delta Generali Osiguranje
Delta Holding
Delta Maxi
DHL International
Doğuş Holding
Doğuş Otomotiv
Dolphin Energy
Dr Rantasa
Droga Kolinska Dooel
Drzavna lutrija Srbija
Dubai Chamber
Dubrovnik-Babin Kuk
Dukat
Dunav Osiguranje
E kapija
Easy Service Azerbaijan
Eaton Electric
EduCentar
Egis
EHRMA
EKO Srbija-Hellenic Petroleum
Ekonomska fakulteta v Ljubljani
Elcon Geraetebau
Electus DGS
EMBAWOOD
Energoprojekt Holding
EnerjiSA
Eni Croatia B.V.
Enikon Composite
EOS Matrix
Erdemir
Ericsson
Ernst&Young d.o.o.
Erste Bank a.d. Novi sad
Erste bank A.D. Podgorica
Erste Card Club d.o.o.
ETEM Bulgaria AD
Eurodesign
Evyap Palm Oil Soaps
Expertus solution
expressbank
Fakultet za medije i komunikacije
Farmers'Ethanol LLC
Fashion Company
Ferrero
Filaks
FINCA
Fircroft Engineering Services
Fireworks
Forte Consultancy Group
FP7
Franck
Frankfurt School of Finance &
Management
Fruvita d.o.o.
FX3X
GARANTİ EMEKLİLİK VE HAYAT
Gazakh Cement Plant
GAZELLI GROUP
Generali Bulgaria
Gi Group HR Solutions
GlaxoSmithKline
Global Gourmet
Google
Gospodarska zbornica Slovenije
Gradevinska direkcija Srbije
Grand Prom d.o.o.
Grawe Hrvatska d.d.
Groupone
Grundfos Srbija
Gun.az
H&M
H.art development centar doo
Harburg-Freudenberger Belisce
HAVELSAN A.Ş.
Helb
Hemofarm
Hempel Paints
Hewlett Packard
HILL Zagreb d.o.o.
Hilton Hotel
Hilton Imperial Dubrovnik
Holcim
HoldINA doo
HR Angels
HR Blogger
HR Centar
HR Pro d.o.o.
HRG Serbia (Philip Moris)
Hrvatska banka za obnovu i
razvitak
Hrvatska Lutrija
Hrvatski Telekom
HSBC
Human Consulting
HUP ZAGREB
HYPO ALPE-ADRIA-BANK
IBM Hrvatska
IBN Sina Pharma
ICL Services
IDEA
Ideahub
IDES LTD
IDS Borjomi Georgia
Ikea Srbija
Ilirija
INA d.d.
İnci Holding
Inditex Turkey
Info Lab d.o.o.

THAT HAVE ATTENDED
Infobip
Infostud
Innovation Institute
Inovativni trendovi
Insurance Company Aldagi BCI
Inteltek Internet Teknoloji
Intercomp Outsourcing
İntersun Menecment Kompani MMC
Intesa Sanpaolo Card
Ipekyol
IsBank
Iskon Internet
Italferr(Pars Consulting)
Ivekovic savjetovasnja
Iventa Croatia
J.P. SRBIJAGAS
Jadran Galenski Laboratorij
Jadranka hoteli
Jadranski Naftovod
Jaidah Group
Jamnica
Janez Kostanjšek
JobMaster
Jobs.day.az
Johnson Wax
JSC Silknet
JT International
Jurkovic savjetovanje
Kadrovska Zveza
Kamenitza GSs
Kapital
Karanovic&Nikolic OD
Kaufland Hrvatska k.d.
KAZ Group
KBC Banka
KCAD Tiefbohrgesellschaft mbH
Kempinski hotel Adriatic
Kim Tec d.o.o
Knauf Insulation
KOMTEC LLC
Koncar Electrical Industries Inc
Kordsa Global
KPMG d.o.o.
Kraft Foods
Krka
Kuća postignuća
Kuehne & Nagel LLC
LC WAİKİKİ
LEDO
Leoni Wiring Systems Southeast
Liberty Bank
Lidl Hrvatska
Lidl Slovenia
Limundo , Milentija Popovica 5b , 11070 Beograd, Srbija
Linkedin
LinQuality Translation
Ljubljanske mlekarne
Loging Electronics
LOK Microcredit Foundation Sarajevo
L'Oreal
L'Oréal Adria
Lufthansa Technik Sofia
M SAN GRUPA
Macedonian HR Association
Magazine Boutique Baku
Magneti Marelli
Maistra d.d.
mak.az
Management Centre Europe
Manpower Bulgaria
Marbo Product
Maridive
Market
Masrawy
Matrix accounting office
MBask
McCann Erickson PR
MECCA Consulting
Mega Insurance
Mellon Serbia
Mentor Graphics
Mercator d.d.
Merck Serono
MERCK SHARP & DOHME
Merge
Metro Cash & Carry
MF banka
MHR
Microsoft
Ministarstvo socijalne politike i mladih
Ministry of Education
Ministry of Internal Affairs of Georgia
Mitsubishi Corporation
MLEKARA a.d. Bitola
Mobexpert group
Mobitel LLC
MojPosao
Msheireb Properties
Mtel
Mtv
Naftna Industrija Srbije
National Bank of Abu Dhabi
National Bank of Serbia
NECTAR DOO
Nelt co
Nemetschek Bulgaria OOD
Neoplanta
Nestlé Adriatic
Nestle Bulgaria
New Europe Resourcing
New Georgia Production
Nexe Grupa d.d.
NIS a.d.
Nissan
NIVEA Beiersdorf Turkey
Nobel Ilac
Nobel Oil
North West construction
Northern Border University
Norwegian Humanitarian Enterprise
Nova Europa Zapošljavanje d.o.o.,
Nova TV
Nurgun Group
OFFICE PLUS
Oglasnik
OJSCo Azercosmos
Omega Pharma
OMV Hrvatska d.o.o
OMV Srbija d.o.o
One2grow
Oracle
Orbico
Organik Kimiya
Orion telekom
P&G Azerbaijan
Pasha Bank
Pasha Holding
PD Elektrovojvodina
PE Electric Power Industry of Serbia
Peak Games Turkey
Pedersen & Partners
PETROLEUM INDUSTRY OF SERBIA
Pevec
Pfizer Turkey
Philip Morris Services
Philip Morris Zagreb
Phoenix Pharma
PIK Vrbovec
Piraeus Bank
Piraeus Bank Belgrade
PKC Wiring Systems DOO Smederevo Šalinačka bb, 11300
Smederevo Serbia
Pliva Croatia Ltd
Podravka
Poliklinika Identalia
PORR BAU GmbH
Posao.hr
Poslovni turizam
Prag d.o.o
Press dnevne novine
PricewaterhouseCoopers
Privredna banka Zagreb
Pro Plus
ProConsulting Organisational Development
PSP Pharma
Qatar Foundation
Qatar University
Qlobeks
Racio razvoj
Radio 3
Radio and television station "Studio B"
Raiffeisenbank Austria
RAMIRO
Raya Contact Center
Raya Holding
Reckitt Benckiser
REWE GROUPnn Croatia

THAT HAVE ATTENDED
Tau On Line
TBC Bank
TBC Kredit
Tehnologica
Telekom Slovenije
Telekom Srbija
Telenor
Temsa Global
Texas A&M University
Tez Tour
The Caspian Shipping Company
The HR Company (HRC)
The Regent Esplanade Zagreb
The State Oil Fund of the Republic of Azerbaijan
TISAK d.d.,
Tockapromjene
Topaz Marine
Toyota Otomotiv Sanayi
Trend News Agency
Trident
Triglav Osiguranje
Troop HR Solutions
TTE Petrofac
Turan Bank
Turk Telekom Akademi
Turkcell Global Bilgi
Turkish Airlines
UBER
UEDAŞ
UGE Azerbaijan
UNHCR
Unibank
UniCredit Bulbank
Unilever
Unimac Az
Uptitude Makdessi
Valamar Hotels and Resorts
Valoviti papir Dunapack d.o.o
Vast.com doo
Veneto Banka
Veyseloglu
Vibilia
Victoria Group a.d
VIP Club Concierge
Vipnet d.o.o.
Vision Fund AzerCredit
Visteon Tunisia
VIVACOM
Vodovod-Osijek
Vojvođanska banka a.d.
Vzajemna
Wabtec MZT
Westum
Wrigley
Rhea d.o.o.
Rio Sava Exploration
Riviera Adria d.d.
Romantic
Roto
RSL
Rudnap Group A.D.
S&T Macedonia
SABANCI HOLDİNG
SABIC
Salveo
Sanoﬁ-Aventis
Santral Elektrik
Savola Group
Sberbank Srbija
SCIB Paints
Sedam IT
Selectio Kadrovi
Senior Consultant ICAP Srbija
Serbia Investment and Export Promotion Agency
Shaker Group
Shaya
Shell
Sheraton-HUP-Zagreb
Shinwon
Shlumberger
SHRA
Siemens
Siemens
Silatech
Simbrella
Smart Flex
Smart Resources
SOCAR
Societe Generale Bank Srbija
SoftTech A.S.
SOS Children's Village Croatia
SPAN
Splitska Banka
Standard Chartered Bank
State Oil Fund of the Republic of Azerbaijan
Stedilnica Moznosti
Strabag
Studio Moderna
Styria Hrvatska
Suez Steel
Supreme Council of Health
Svan Consulting
Swatycomet
T & K Restaurants Ltd. (Mcdonald`s Georgia)
Taboo
Takeda Ilac
Talentor Hrvatska
Tarkett
Zagrebačka banka d.d.,
Zagrebacka Pivovara
Zavarovalnica Maribor
Zdravlje – Actavis
Zerkalo
Zito Luks AD
АссеssВаnк
Chelopech Mining EAD
Wuzzuf
Xalq Bank
Xalq Sigorta
Xella BH
Yapi Kredi Bank Azerbaijan
Yıldız Holding
Youngculture d.o.o
YU POINT d.o.o
ZAGREB AIRPORT Ltd
Zagreb School of Economics and Management

CARLSON WAGONLIT
CWL_07_0774_Logo_Carlson_Print
22/02/2007
ÉQUIVALENCE PANTONES ÉQUIVALENCES QUADRI
PANTONE 320 C CYAN 100% JAUNE 40%
PANTONE 485 C MAGENTA 100% JAUNE 100%
Ce fichier est un document d’exécution créé sur
Illustrator version 10 ou ultérieure).
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ABOUT THE P WORLD
P World is all about changing reality.
With presence in over twenty countries, our aim is to create a positive change in the global business world.
Whether it is through our events, our TV shows or innovative branding campaigns we are all about creating a
more responsible business world.
At P we do not manufacture events. We create experiences. We work closely with the movers and shakers in
the global business world to develop programmes aiming to change the world we live in. Whether it is a
workshop, master class, exhibition or a conference, signing up for a P programme will set you up for a success.
Our events are all about interaction. P events are a combination of latest case studies, interactive discussions
and exercises. Our events help the companies to create unique business strategies and stay ahead of their
competitors. As a result of our hard work, today, some of the world’s most innovative and biggest business
events are happening in countries such as Azerbaijan, Georgia, Egypt, Morocco, Qatar, Jordan, Turkey and
Ghana. Today, human resources executives from Central Asia and the Middle East, for the ﬁrst time in modern
history, have the unique opportunity to meet experts from super brands such as Facebook, Google, Spotify
and eBay, right in their own neighborhood.

EVENTS IN 2016
Successfully Implement A CSR Business Strategy &
Master Sustainability Reporting
10-11 February 2016
Cairo, Egypt
Global PR Summit Accra
18-19 February 2016
Accra, Ghana
Global PR Summit 3 Istanbul
25-26 February 2016
Istanbul, Turkey
Global HR Trends Summit 2 Cairo
28-29 February 2016
Cairo, Egypt
Marketing Kingdom Morocco
10-11 March 2016
Marrakech, Morocco

EVENTS IN 2016
Global HR Trends Summit 2 Doha
20-21 March 2016
Doha, Qatar
Marketing Kingdom Baku 4
14-15 April 2016
Baku, Azerbaijan
Global PR Summit India
21-22 April 2016
Mumbai, India
Marketing Kingdom Beirut
17-18 March 2016
Beirut, Lebanon

Global HR Trends 2016

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