The HR+ Online Contest is a platform that brings together innovative practices and ideas aimed at addressing real‑world challenges in Human Resources. We are happy to announce that the contest received 53 submissions from across Europe, reflecting a broad range of approaches to improving workplace practices and systems.
Among the entries, 21 were presented as Best Practices, highlighting implemented solutions with tangible impact, while 32 were submitted as Innovative Ideas, offering forward‑looking concepts with the potential to influence future HR strategies. Together, these contributions demonstrate the value of collaboration and creativity in advancing people‑centred and sustainable solutions for the HR community.
Giulia turned workplace health prevention into a practical, accessible service by introducing FisioVan, a mobile physiotherapy clinic that brings professional care directly to employees during working hours. This initiative promotes physical well-being, reduces absenteeism, and shows how people-centered HR leadership can become a powerful organizational strategy.
Multicountry Predictive Labor Adjustment System with Inverted Recruitment, Experiential Evaluation Based on Kolb’s Model, and Environmental Sustainability Approach
Cristian reimagined recruitment across Spain, Colombia, Italy, and Hungary with SPAL-M, a data-driven system combining labor economics, experiential evaluation, and sustainability. By proposing that companies travel to candidates and aligning roles with predictive analytics and learning styles, he created a more equitable and efficient labor ecosystem.
In addition to the main award winners, a selection of submissions was also recognised for their outstanding quality, relevance, and potential impact. These contributions stood out for their innovative approaches and meaningful alignment with the objectives of the HR+ project.
Given their value in addressing current HR challenges and enriching the overall outcomes of the contest, these special mentions further demonstrate the diversity, creativity, and commitment of participants across all categories.
Best Practices – Special Mentions
Work Schedule Universe
Viktor implemented a system of flexible work patterns that balances operational stability with employee needs, using transparency and co-designed rules to improve retention, reliability, and organizational resilience.
They developed a structured method that helps mothers translate caregiving experience into professional skills, boosting self-confidence, employability, and inclusive pathways back into the labour market.
Beyond the CV: The PAV Method for Human-Centred Labour Matching
Roberto developed a human-centred framework that aligns candidates’ passions, aptitudes, and values with roles, improving engagement, reducing inefficiencies, and creating sustainable labour matches.
At ARD Raccanello, Anita transforms listening into a structured organisational practice, using continuous feedback mechanisms to turn employee input into concrete actions that strengthen trust, engagement and performance.
Stella launched a recurring internal lecture series that transforms individual expertise into a shared organisational knowledge ecosystem, enhancing collaboration, trust, and long-term competitiveness.
Francesca created a structured journey of listening and alignment that turns employee feedback into data-driven actions, boosting engagement, leadership, and organisational trust.
This initiative creates a mentoring pathway where senior and junior employees collaborate to capture and digitise critical knowledge, ensuring continuity while fostering innovation and engagement across generations.
Organisational Knowledge as a Driver for Effective Onboarding
This approach transformed organisational knowledge into a clear onboarding booklet, improving new employees’ understanding, early engagement, and stability during their first months.
Leda Ferrari, Nefos Holding – Change Forward Cultural Transformation
This programme guides employees through cultural change, turning resistance into responsibility and mistrust into collaboration, fostering sustainable organisational evolution.
Purificación Romero Solla, Instituto Médico Imaya – Inclusive Employment Bridge
This approach creates a structured intermediation ecosystem for migrant professionals, improving labour matching, reducing turnover, and unlocking untapped talent for long-term workforce stability.
YourChange® Canvas: Collective Intelligence Framework for Strategic HR Alignment
Alessandro created a digitally supported framework that turns individual perceptions into shared strategic clarity, reducing ambiguity, accelerating alignment, and enabling actionable decisions across complex organisations.
Mental Health Days as a Knowledge Preservation Strategy
María Isabel proposed preventive mental health days as a strategic tool to reduce turnover, preserve tacit knowledge, and strengthen organisational continuity in knowledge-intensive environments.
Silvana María identified organisational readiness, rather than talent, as the real barrier. Her initiative helps companies build inclusive, diverse teams through training and partnerships.
Andrea Szabados — MagenTALK Employee Talks Program — Internal storytelling program that transforms tacit knowledge into visible, shareable, and emotionally engaging learning. Read more here.
Sabrina Zardo — HR Digital Transformation — Best Practice — Digital transformation of HR processes to support international growth and reduce operational fragmentation. Read more here.
Marco Duò — An ESG Framework for HR Management — Practical ESG framework enabling HR to translate sustainability principles into concrete and measurable actions. Read more here.
Alessandro Lovison — EHRCare+ (Employees’ Health & Retention Care Plus) — Health and retention initiative positioning employee wellbeing as a strategic driver of performance and retention. Read more here.
Anita Zuin — Parenthood Support in ARD Raccanello — Parenthood support measures strengthening employee retention, engagement, and long-term sustainability. Read more here.
Sara Bagno — Scrum Community of Practice — Internal community fostering agile knowledge sharing, alignment, and peer learning across teams. Read more here.
Nuno Varajão — Internal Organization and Clear Communication in a Small Architecture Firm — Organizational and communication improvements enhancing coordination and efficiency in a small enterprise. Read more here.
Luís Correia — Integrated Program for Recruitment, Onboarding, and Integration of Workers in the Construction Sector — End-to-end workforce integration program improving recruitment, onboarding, and retention in construction. Read more here.
Legrand Zrt. — Turning Equality into Capacity – When Inclusion Becomes Workforce Strategy — Inclusion-driven workforce strategy turning diversity into internal mobility and talent availability. Read more here.
Fabio Salin — Together towards the Future: Engagement and Professional Growth — Engagement and development strategy addressing turnover through shared growth pathways. Read more here.
Andrea Levine — Peer to Peer Education: CIAC 2 CIAC — Peer-learning model enabling knowledge circulation and breaking organizational silos. Read more here.
Anita Zuin — Corporate Volunteering in ARD Raccanello — Corporate volunteering initiative strengthening culture, engagement, and social impact. Read more here.
All Submissions — Innovative Ideas
OVERSEA srls Consulting & Training Services — HR SIMLAB EUROPE: Simulation-Based Training for Strategic, Digital and Sustainable HR Management — Simulation-based training ecosystem preparing HR for digital, green, and strategic transformation. Read more here.
Víctor Leite Robledo — Talent Digital Twin (TDT): A Predictive Architecture for Managing HR Complexity — Predictive HR architecture managing workforce complexity through data-driven modelling. Read more here.
Annamaria Pigozzo — Horizontal Development of Production Resources — Workforce flexibility model addressing turnover and skills shortages. Read more here.
Cristina Del Guasta — Augmented People: Redefining Work in the AI Era — Approach to enhance human capabilities alongside AI transformation. Read more here.
Alida Rodríguez González — A Strategy for Developing Soft Skills and Leadership Skills in Middle Management at Contact Centres — Structured development of leadership and transversal skills in middle management. Read more here.
Sara Montanari — Training to Transform — Internal academy shifting from reactive training to strategic skills development. Read more here.
Diana Fernandes — Team Management and Improving the Restaurant Experience — Team coordination and communication approach enhancing customer experience. Read more here.
Pasquale Esposito — The One-Question Override (OQO): A Minimal HR Mechanism to Improve Decision Quality in Complex Organizations — Minimal HR mechanism to improve decision-making in complex environments. Read more here.
Rocío Romero Rouco — Family Redefined — Reframing work-life balance policies to reflect diverse family realities Read more here.
Sonia Romero Fernandez — Talent Attraction & Development Academy— Turning Industrial Know-How into a Strategic Asset — Launching a Talent Academy at Cartografica Veneta to preserve critical expertise and attract new technical talent. Read more here.
Cristian Esposito & Giulia Trombella — Airport Academy — Training solution addressing sector-specific talent shortages. Read more here.
Orsolya Tálas-Alföldy — Project-Based Upskilling Ecosystem — Learning model based on real projects to activate and develop skills. Read more here.
Liana Griggio — From Intuition to Listening: Building an HR People Management System in a Family-Owned Company — Transition from informal management to structured HR systems based on listening. Read more here.
Tímea Rátkainé Maximilián-Tóth — A Living Competency Map for OrganizationsBuilding Tomorrow – an endless story — Dynamic competency framework adapting to organizational change. Read more here.
Óscar Oliveira — Flexible Model of People Management in Experiential Tourism — Adaptive workforce model responding to seasonal and experiential demand. Read more here.
Olaya Parada — Predictive Resignation Risk Model for Public Administration — Data-driven model to anticipate and prevent employee turnover. Read more here.
Martina Pinton — Digitalization of Time & Attendance Systems — Digital transformation improving workforce tracking and efficiency. Read more here.
Anita Zuin — Competency Mapping in ARD Raccanello — System aligning employee competencies with organizational strategy. Read more here.
Olga Fernandes — Team Organization and Skills Enhancement in the Building Finishing Sector — Improving coordination and skills development in construction SMEs. Read more here.
Jennifer Zarem Diaz Caycedo — FutureSkills EU – Upskilling & Reskilling — Initiative addressing the gap between emerging skills and workforce supply Read more here.
Anahí Fernandez — SkillFlow: A Competence-Based Internal Mobility System — Internal mobility system based on competencies and skill matching Read more here.
Cinzia Ritt — Formative Strategic Competence Assessment: ENAIP Veneto VET Teachers and Trainers — Competence evaluation framework for VET educators Read more here.
Rosa Neutro — HR Talent Booster — Initiative to activate and maximize underutilized internal talent. Read more here.
Nicole Brotto — Knowledge Capital — Positioning knowledge as a core organizational asset. Read more here.
Luca Valleri — Integrated RAG and Communities of Practice Modelfor Organisational Learning — Combining AI and communities to enhance organizational learning. Read more here.
Krisztina Bene — Train-the-Trainer – How an HR leader can be the engine of change — Model positioning HR leaders as internal change multipliers. Read more here.
