HR policy is structured around 4 components:
1. Recruiting talent to meet current demands and future challenges
Teamwork requires ongoing cohesion and collaboration, cross-functional interaction and curiosity.
At Comexposium, rising to challenges is an everyday occurrence. We have defined 7 key skills: questioning, collaboration, curiosity, results-oriented mindset, respect for procedures and internal methods, creativity, and relational intelligence. This is why the recruitment process seeks out personalities rather than standard profiles.
Find out more about the 10 reasons to join us
To develop the skill areas and the talents of the future, Comexposium shares its passion for the events world from the word go, to help structure their professional plans. A development program has been put together for young graduates, so that they can specialise in the course of a carefully planned integration process.
2. Integrating and supporting employees
New staff are well looked after at Comexposium so that they quickly become operational and involved, and feel at home in their new role. An integration pathway has been set up, consisting of meetings and updates with their key contacts. The HR Unit conducts regular career and activity interviews to discuss proficiency in the role, support needs, and employees’ goals and plans.
Comexposium also encourages internal mobility (vertical or cross-functional) both nationally and internationally.
3. Adapting to changes in working methods and enabling all employees to develop their skills
3 measures have been identified and put in place in recent years:
- Providing self-study tools (Sales Academy for sales staff), participatory workshops (‘Do-It’ for managers, ‘The Art of Persuasion’, etc.) or more academic training on new developments in working methods.
- Offering a constantly updated training catalog for the business areas and for both individual skills (efficiency, development) and collective ones (sales, communications, digital technologies, management, customer relations).
- Supporting our employees with their career plans by providing tools such as the training plan, individual training entitlement (DIF), individual training leave (CIF), skills assessments, validation of acquired experience (VAE), etc.
4. Foster quality of life in the working environment
Ensure a good work/life balance (survey every other year). View the results of the 2015 survey.
Maintain a positive dialogue with partners on workload, remote working, working hours, etc.
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