An unique opportunity to learn HR policy Fortune 500 companies, such as Google, Facebook, Wal-Mart, LinkedIn, Wells Fargo. All consultans and speakers are HR Directors, managing partners, heads of talent

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HR Management Tour
«It’s all about people»

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HR Management Tour
«It’s all about people»Tour Schedule
2
*Please be advised that 1) under certain circumstances, the schedule may be changed (in case of force majeure). If a visit to a certain company cannot be carried out, tour organizers will arrange a meeting at an equally prominent company in the
same field. To receive updates on the tour schedule, please contact the FastForward representatives. 2) When drawing up the schedule, tour participants’ requests and objectives are taken into account. Some visits are included in the schedule
based on organizing company’s long-term experience
HR Management Tour
Preliminary
Schedule*

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HR Management Tour
«It’s all about people» Tour Schedule
3
Sunday
Arrival
Welcome to San Francisco!
On Sunday, the group arrives at the San Francisco
International Airport (SFO).
http://www.flysfo.com/
FastForward provides transportation (a comfortable
minibus) which will take the group from the San Francisco
International Airport to the hotel.
We recommend the Four Seasons Hotel.
http://www.fourseasons.com/siliconvalley
2050 University Avenue,
East Palo Alto, CA 94303.
Monday
7:30-8:15
Breakfast at the Hotel
8:15-8:30
Official welcome and tour overview.
Introduction
Speaker: FastForward Managing Director Alesya Glushchuk
9:00-11:00
Visit to SAP.
3410 Hillview Avenue, Palo Alto, CA 94304.
http://www.sap.com
The driving force of the company is a CEO who is able to motivate. SAP
made the list of 25 best employers in the IT sphere in 2011, according
to businessinsider.com. During the meeting, the following topics will
be discussed: major methods of personnel motivation and candidate
assessment techniques.
Speaker: David Swanson, Human Resources Executive.
12:00-13:30
Visit to Salesforce.com
One Market, Suite 300, San Francisco, CA, 94105
http://www.salesforce.com/
The company is listed among the best-paying and the most helpful
employers according to Fortune. During the meeting, the following topics will
be discussed: preferential terms for employees; motivation methods in the
company. A Q&A session will be held.
Speaker: Jennifer Johnston,
Senior Director Employee Success.
13:30-14:30
Dinner

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HR Management Tour
«It’s all about people»Tour Schedule
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15:00-17:00
Visit to Bain & Company.
One Embarcadero Center, Suite 3600,
San Francisco, CA 94111
http://www.bain.com/
Bain & Company is an international multi-specialty strategic consulting
firm. According to Financial Times, the company is considered a high-profile
recruiting expert. Bain & Company employs a visionary recruiting and
personnel development system. During the meeting, discussion will focus
on current HR trends, new methods and approaches to staff management,
pros and cons to financial and non-financial incentives, key client focus
development techniques. A Q&A session will be held.
Speaker: Gregory J Caimi, Partner Bain & Company, Inc.
17:00-20:00
A guided tour of San Francisco
San Francisco is considered a major US cultural centre. The tour starts
at the high viewpoint of the Twin Peaks Mountains and continues to Civic
Plaza, the main city square which is home to the City Hall, the San Francisco
Public Library, the Opera and Ballet Theatre, and the Davies Symphony
Hall. Next stop is at the Golden Gate Park, after which the group travels to
Sausalito where the participants will visit the observation deck commanding
a breathtaking view of the Golden Gate and San Francisco. Later, the group
travels to the famous Fisherman’s Wharf which features numerous museums,
boutiques, art galleries, restaurants, and gift shops.
18:00
Supper at the Pampas Brazilian Steakhouse
529 Alma St, Palo Alto, CA 94301, США
+1 650-327-1323
Tuesday
8:00-9:00
Breakfast at the Hotel
10:00-11:30
Visit to InsideView Technologies
и встреча с Loree Farrar,
VP Human Resources (бывший VP по персоналу Yahoo!)
444 De Haro Street, Suite 210, San Francisco, CA 94107
http://www.insideview.com/
InsideView Technologies is one of the world’s fastest-growing companies
specializing in CR Platforms and Intelligence. Founded as a small private
startup, the company grew to be a market leader with a sales level of over
450,000 in less than 10 years. InsideView Technologies provides services for
more than 19,000 companies, including Adobe, Hub International, Franklin
Covey, Rosetta Stone, and SuccessFactors. Loree Farrar has been working
with the company for three months. She specializes in building an HR strategy
for the company’s move over to the next business level. Loree brought to the
table her 20-year experience of developing HR technologies at SunPower and
Yahoo! Loree helped develop the Yahoo! corporate culture when the company
was expanding its staff from 3,000 to 15,000 employees.
Speaker: Loree Farrar, VP Human Resources.
12:00-13:00
Visit and Dinner at Starbucks
2727 Mariposa Street, San Francisco, CA, 94110
http://www.starbucks.com/
Starbucks differs from other companies in its approach to employee training
and motivation which is done locally. In 2013, the company was ranked no. 13
on the list of the most inspiring businesses. Discussion will focus on recruiting
system, preferential terms for employees, and motivation methods employed
at the company. A Q&A session will be held).
Speaker: Raquel Mata, Store Director.
13:30-15:30
Visit to Target.
1550 El Camino Real, San Bruno, CA
www.target.com/
The company is famous for its unique corporate culture. Target is the
6th largest retailer in the USA. Discussion will focus on the company’s
motivation system and team-building techniques.
Speaker: Rachel Manfre, Team Leader and a coach.

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HR Management Tour
«It’s all about people» Tour Schedule
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15:30-18:00
Visit to Wharton Center
for Human Resources.
San Francisco at Hills Bros. Plaza; 2 Harrison Street
http://www.wharton.upenn.edu/
The Wharton Center for Human Resources is a center for scientists and
practitioners specializing in human resources. The center facilitates
widespread networking which forges close ties and allows experts to share
the latest research results and hands-on HR experience. This is the place to
go for groundbreaking ideas pertaining to talent management, employee
training, corporate culture development, etc. During the meeting, discussion
will focus on competition for talent, referral programs based on HR metrics
for high-efficiency recruitment techniques, and personalized recruiting. A
Q&A session will be held.
Speaker: Doug Collom, Vice Dean of Wharton Center for
Human Resources.
18:00
Dinner at the Pastis Restaurant
447 S California Ave, Palo Alto, CA 94306, США
pastispaloalto.com
Wednesday
8:00-9:00
Breakfast at the Hotel
9:00-11:00
Visit to Stanford University.
450 Serra Mall, Stanford, CA 94305
A guided tour of the Stanford University campus. The tour participants will
learn more of the major trends which are currently emerging and the existing
educational programs. They will also get a general idea of the professionals
nurtured by Stanford.
11:00-13:30
Visit to Credit Tech Union.
2010 N. First Street; San Jose, CA 95131 United States
https://www.techcu.com
Credit Tech Union is acknowledged as one of the best managed and the most
reliable financial institutions in the US. During the meeting, discussion will focus
on new employees’ adaptation and their development while working for the
company, as well as talent management. A Q&A session will be held.
Speaker: Angela Toomey, VP of Human Resources.
13:30-15:00
Dinner with an Apple representative
and visit to Apple Shop
15:00-17:30
Visit to Trader Joe’s.
855 El Camino Road, Palo Alto, CA 94301
http://www.wholefoodsmarket.com/
The company’s features are independent teams and transparency. Since
its inception, Trader Joe’s has been included in the Fortune 100 list of
the best employers on a yearly basis. During the meeting, discussion will
focus on teamwork and integrity, transparency policy and its influence on
employees, as well as new approaches to staff motivation. A Q&A session
will be held.
Speaker: Jason Jacob, Store Captain
(Director of the store).
17:30
Dinner at the
Maggiano’s Little Italy Restaurant.
3055 Olin Ave #1000, San Jose, CA 95128, США
+1 408-423-8973
urbanspoon.com

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HR Management Tour
«It’s all about people»Tour Schedule
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Thursday
8:00-9:00
Breakfast at the Hotel
9:00-11:00
Visit to Alexander and Krol, LLC.
Alexander and Krol, LLC is an executive search company specializing in high
tech and IT sectors on the US and Eastern European markets. For more than
20 years, the company has been amassing experience in HR and executive
recruiting. Among its clients are Google, HP, Sony, Yandex, Zynga, and New
World Symphony. During the meeting, discussion will focus on key methods and
secrets to executive recruiting, as well as IT recruiting features.
Speaker: Natalia Krol, Managing Partner.
11:00-13:00
Visit to LinkedIn.
2029 Stierlin Ct, Mountain View, CA 94043, США
The company’s features are its corporate culture and team spirit. The
company is ranked no. 15 on the best IT employers list. During the meetings,
discussion will focus on new headhunting tools and methods used to
encourage employees to promote the company’s values. A Q&A session will
be held.
Speaker: Head of Talent.
13:00-13:30
Dinner at LinkedIn.
13:30-16:00
Visit to Facebook.
The company’s features are its powerful corporate culture and team spirit.
Facebook has been named the best employer in the US and the best
American company to work for. During the meeting, discussion will focus on
the company’s corporate culture, innovative methods and approaches to
employee management, working environment structure, and the company’s
HR department operation. A Q&A session will be held.
Speaker: Cortney E., Head of Technical Recruiting;
Natalie H., HR Business Partner.
16:00-18:00
Visit to Google.
1600 Amphitheatre Pkwy, Mountain View, CA 94043
Among the company’s features are its benefits package and a comprehensive
system of bonuses. The tour participants will learn more about Google’s
unique motivation system, employee involvement methods, and employee
training techniques. A Q&A session will be held.
Speaker: Head of HR.
Flight to Las Vegas
The group arrives at the McCarran International Airport
serving the Las Vegas Valley and Clark County, Nevada,
United States. 5757 Wayne Newton Blvd, Las Vegas, NV
89119, United States.
Transfer to the hotel

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HR Management Tour
«It’s all about people» Tour Schedule
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Friday
10:00-11:00
Breakfast at the Hotel
11:00-14:00
Посещение компании Zappos.
400 E Stewart Ave, Las Vegas, NV 89101, США
www.zappos.com
Zappos is famous for its unique corporate culture, the ability to generate
a WOW effect among its customers and partners, fun and creative working
process, and client-oriented policy. During the visit, discussion will focus
on creating and supporting corporate culture, the company’s values and
features, employee motivation methods, and the WOW effect. At the end of
the visit, a Q&A session will be held.
Speaker: Motivation and engagement manager.
14:00-17:00
Посещение Mandarin Oriental.
3752 S Las Vegas Blvd, Las Vegas, NV 89109
http://www.mandarinoriental.com/
Mandarin Oriental is one of the best hotels in the world. It has received an
AAA Five Diamond Award and Forbes Five Star Awards in each category.
During the visit, discussion will focus on the hotel’s values and features, the
employees’ client focus, and the first-rate service at Mandarin Oriental.
Speaker: Head of HR.
17:00
Closing Dinner of the Week.
Saturday
Cultural Program.
After breakfast at the hotel, the group leaves for
a one-day tour of the Grand Canyon.
The Grand Canyon is one of the deepest canyons in the world. It is situated on the
Colorado Plateau, in Arizona, United States. It’s contained within and managed
by Grand Canyon National Park, the Navaho Nation, the Hualapai Tribal Nation,
and the Havasupai Tribe. The canyon had been carved by the Colorado River in
limestone, slate, and sandstone. The Grand Canyon is 446 km long, 6 to 29 km
wide at the plateau level, and less than a kilometer wide at the bottom level. It
attains the depth of up to 1,800 meters. More than 4 million tourists visit the
canyon each year. In 2013, the famous American high wire artist Nikolas Wallenda
walked across a Grand Canyon area gorge without any safety accessories.
Sunday
Departure
The group leaves for the McCarran International Airport.
FastForward provides transportation to the airport.

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HR Менеджмент-тур
«It’s all about people»HR Market Overview
8
HR Market Overview.
Development Trends
and Challenges.
With each passing year, HR managers grow in demand and prospects. Consequently, qualified professionals face more and more strict requirements.
Today, an experienced HR manager is responsible not so much for staff records keeping as for human resources management as well as training and
motivation systems development. Where does the HR manager’s path to success start?
HR Managers’ Background
IT and telecommunications; Education and Linguistics; Accounting,
Finance, Management; Psychology, HR Management; Marketing,
Advertising, PR; Law; Manufacturing, Engineering; Tourism,
Hospitality Industry
Position Prior to HR Retraining Reasons for Retraining
HR Manager HR Department Manager Recruiter
17%
8%
19%
42%
3%
8%
10%
38%
5%
19%
5%
24%
18%
29%
6%
Engineering; Lawyer; Staff Inspector, Recruiter, Staff Records
Keeping; Accountant, Economist, Banker; Manager; Teacher;
Administrator, Secretary, Office Manager; Therapist, Sociologist;
Interpreter; Other (Layout Designer, Physician, Dispatcher,
Hairdresser, Military)
Desire to work with people; Studying for HR; Interest in the field;
Turn of events (a job opportunity, reorganization, company’s objectives, etc);
New skills, multitasking, specifics; Good pay; No reason,
it’s a terrible profession; Personal and professional growth;
Other (2009 crisis, intuition)
11%
8%
8%
21%
18%
8%
5%
3%
13%
3%
8%
9%
2%
5%
4%
9%
11%
13%
39%

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HR Менеджмент-тур
«It’s all about people» HR Market Overview
9
How Do
American Companies View HR?
Half the American companies view HR as their overriding
priority. This widespread trend was brought to light in a
research conducted by Right Management which provides
career consulting services for Manpower Group. 537
American companies took part in the survey. The study
showed that 49% of companies viewed HR as one of their
major priorities, 13% believed it to be nonessential, and
38% claimed HR didn’t fall within their priorities scope.
According to Right Management CEO and President at
Manpower Group Owen Sullivan, the HR strategy comprises
recruiting, evaluation, training and development, employee
retention and leadership programs provided that each
of these aspects is closely connected to the company’s
business objectives. The respondents were also asked to
name the key points of their talent management strategy
if present.
The following answers were the most popular: leadership
development (for instance, coaching, promising
employees’ development, continuity management,
onboarding, performance management, multicultural
competencies, etc); talent recruitment (employment,
sourcing, screening, and onboarding); employee
involvement (for instance, involvement and retention
strategies, healthcare, performance optimization);
individual and team development (competency
modeling, organization, team and individual evaluation);
organizational effectiveness (development strategy
implementation, staff-to-objective collation, change
management, etc); outplacement and position change (for
instance, career change support, career management and
development).
What Should Recruiters Expect in 2014?
What will happen to HR metrics and résumés,
video interviews and online assessment, referral
programs and screening strategies?
Below are eight major factors which will define the corporate
recruiting strategy in 2014:
1. Competition for talent will intensify. In 2014,
recruiting is anticipated to become much more
competitive. For years, screening process had been
conducted in a relaxed, almost leisurely manner.
In 2014, however, competition will grow so keen
recruiters will have to use every method available to
the fullest extent.
2. Referral programs based on HR metrics will become
the primary recruiting source. (Referral program is a
recruiting method based on recommendations given
by present or former employees). As more and more
companies employ quality metrics for screening
evaluation it becomes clear that referral programs
help attract highly efficient employees and maintain
high retention level.
3. Prognostic metrics and sizable data sets will be
viewed not as gimmicks, but as a necessity. Before
long, managers will be actively using metrics to
monitor developments in real time and prognostic
metrics able to alert recruiters to potential problems
and offer means to avoid undesirable effects. .
4. Promoting HR brands becomes the only long-
term recruiting strategy. Since present and former
employees often describe their working environment
in social networks, companies collecting such
information gain more prominence (for instance, such
companies as Glassdoor, LinkedIn, and Universum).
5. Recruiting finally learns to monetize its business
influence. Despite the fact that recruiting has long
been a standard business practice, now it gradually
steers away from the traditional tendency to serve
existing business objectives and starts to actively
influence them instead.
6. Constant innovation drive will push up the demand
for innovative employees. Companies that had banked
on state-of-the-art technology achieved massive
success. Financial triumph of the likes of Apple,
Google, and Facebook proved the economic impact of
innovative employees can be tremendous. In order to
compete with innovative leaders, companies must put
great emphasis not only on recruiting and employee
retention, but talent management as well.
1. Boomerang recruiting will once again gain
prominence. (Boomerang recruiting means rehiring
employees who have left the company). Boomerang
employees have already proven their efficiency as
a recruitment source, and the shortage of gifted
professionals will rescue this recruitment method
from a long oblivion. As the competition for talent

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HR Менеджмент-тур
«It’s all about people»HR Market Overview
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intensifies, leading companies will re-energize alumni
groups. (Here, ‘alumni’ stands for former employees,
not actual university alumni).
7. Résumés will give way to social network profiles
which will open doors for candidates not actively
hunting for jobs.
What Problems Will Recruiters Be Facing
in 2014?
How will student and alumni recruitment
change? Does quick vacancy processing really
matter? Where will successful recruiters
work? Why will startups easily outstrip large
corporations? What technologies will recruiters
fail to master in 2014?
Let’s have a look at eight major problems of 2014:
1. Employee retention will gain in importance. Today,
employees feel more confident, and they aren’t afraid
to hunt for a new job, choosing the most interesting
and inspiring options. Consequently, employee
turnover will reach almost 25% in 2014. In order to
stem the tide even a little, employers will have to add
a new screening criterion: ‘tendency to frequently
change jobs’.
2. Quick vacancy processing will once again become
a crucial advantage. Recent years saw high
unemployment levels and low competition for talent.
Recruiters could work at leisure and still find the best
candidates. Today, as business is rapidly changing and
competition for talent intensifies, companies have no
choice but to bank on fast screening methods.
3. Resource shortage will call for prioritization. In view
of increasing recruitment volume and the inevitable
recruitment budget deficit, most firms will have to
prioritize their vacancy processing.
4. Business changes call for a more careful workforce
planning while simultaneously complicating matters.
Given the situation, more and more executives
demand that workforce planning be based on data set
analysis.
5. Student and alumni recruitment will be successful
only if recruitment approaches change. Working with
career centers for alumni and young professionals
is no longer enough. Businesses must learn to work
with students from various areas, including distance
learning and online universities, and take notice of
students who aren’t hunting for jobs yet.
6. Shortage of highly-skilled recruiters will become
apparent. As recruitment is gaining momentum,
businesses will soon realize they are in dire need of
able professionals skilled in the latest recruitment
methods. The market is rapidly shirking, and if they fail
to lure the best corporate recruiters away from other
companies, businesses will have to wage a salary war.
7. Major companies will have to compete with startups
for talent. Enjoying generous budgets and financial
success of late, many startups will continue to attract
talented professionals.
8. Recruiters will have to wait for high-end screening
technologies. Contemporary recruiting uses numerous
state-of-the-art technologies, but they are mostly
focused on cost saving and executive workload relief.
In 2014, demand in the following three recruitment areas
will fall.
1. Vacancy adverts at job portals and corporate websites
will play a less important part. As more and more
jobseekers demand ‘real and truthful information’ on
employers, corporate vacancy site ROI and traditional
recruitment advert ROI will decrease.
2. Initial headhunting will become easier. Since today
almost anyone can be found on the Internet or in social
networks, organizing the incoming applications is not
that crucial anymore. Much more emphasis must be put
on developing selling technologies for recruitment.
3. Less effective recruitment methods will take the
backseat. More and more businesses will use metrics
which help evaluate recruitment quality while employing
different headhunting sources.
Trends which won’t become influential until 2015:
• Competitive analysis has not yet become standard
practice. Most recruiting functions are focused on
solving internal problems. Unfortunately, you won’t
convince your boss you’re giving the company a
competitive advantage unless you constantly compare
your achievements to other recruiters’ results.
• Labor market research helps evaluate both the
applicants and your company’s recruitment prospects.
Commerce and customer service have been using
market research for quite some time now, and it won’t

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«It’s all about people» HR Market Overview
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be long till leading recruiters jump on the bandwagon,
too. Market research will be used for recruiting
experienced professionals as well as students and
college alumni.
• Businesses will anticipate talent sources. Sooner
or later, businesses will learn to stay ahead of the
tide: while looking for responses to their standard
vacancies, they will anticipate potential talent sources.
This approach requires businesses to determine their
needs and sources which will later yield professionals in
target areas. Thus, when candidates make a decision,
there will already be a bridge to lead them onboard.
• Online recruiting will become a key employment
method. The more people post texts, images, videos,
and portfolios on the internet, the more businesses will
look online for talented individuals who aren’t actively
hunting for a job.
• Computer simulations will gradually become an
integral part of assessment procedures. For years
now, computer simulations have been used in pilot and
military training. Yet simulators are too expensive to
use them for applicant assessment. As the prices drop,
using simulators for assessment will become standard
practice.
• Hiring candidates without a diploma or other
professional certificate will become commonplace.
Google, Facebook, and many startups achieved
great success without paying much attention to their
employees’ educational background. More emphasis will
be put on past achievements, since in business they are
just as important as in sports and showbiz.
• The age of personalized recruiting is drawing nigh.
Personalized recruiting is still rare, but in the future
it will become much more common as businesses will
target individual talented professionals.
Recruiting competition will intensify in rapidly developing
sectors such as IT, mobile platforms, social media,
construction, and healthcare. Moreover, in 2014, highly-
qualified professionals, engineering experts, and innovators
will grow in demand. Executive recruitment will be the first
to feel the change. The trend is already present: according
to a recent executive survey, 77% of businesses are already
changing their recruiting strategy. This means that most
CEOs agree that traditional talent recruiting methods are
outdated..

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