1. Page 1 of 3
Introduction
The initiative features a blog, LinkedIn group, Twitter feed, online webinars and a series of offline
informal networking functions.
The Blog
A first of its kind in the Middle East, the blog features articles, insights and analysis from HR experts
in the Middle East with topics ranging from leadership development to compensation and benefits.
The focus of the blog is on issues and insights relevant to the Middle East.
Categories:
 HR News: updates about labour laws, wider economic issues affecting the HR industry, new
HR directors joining major companies and other newsworthy stories
 Talent Management: Articles related to talent management, succession planning, career
development, etc…
 Compensation and Benefits: Articles related to compensation, rewards, performance
management, employee benefits, etc…
 HR Analytics & Technology: Articles related to HR metrics and analytics, new technologies,
cloud HR, social media, etc…
 Recruitment: Articles related to talent acquisitions, manpower and workforce planning,
psychometric testing and assessments, etc…
 Learning and Development: Articles related to training, learning, coaching, mentoring, etc…
 Leadership: Articles related to leadership identification, selection, development and
succession, etc…
The Audience
Any and everyone in the HR team in the Middle East – and beyond. The articles will address issues
relevant to different level with the HR department from a CHRO level to a new starter in HR.
The HR Observer is an initiative by Informa aimed at becoming a platform for HR professionals in
the Middle East to exchange insights and expertise, both online and offline, in an effort to take
the industry forward.

2. Page 2 of 3
The Contributors
As the tagline suggests, the contributors to the blog will be HR practitioners, consultants, trainers,
authors and researchers. Most importantly, they will either be based in the Middle East or have had
extensive experience working in HR in this region. It will also feature contribution form international
experts with topics relevant to the industry in the Middle East.
Invitation to Contribute
This initiative can only be successful if it is supported by the industry itself. We are now approaching
a handful of HR experts for the collection of the first number of blog posts that will be used to launch
the blog.
Why Should You Do It?
One of the main reasons you should join us is giving back to the community. By taking part in
sharing insights on some of the key issues driving human capital development in the Middle East,
you are contributing to the dialogue that will help the HR community in the Middle East advance and
move forward.
The blog will also be supported by a heavy marketing campaign to increase subscription base and
being one of the contributor, you will be seen as a thought leader and help build you more exposure
in the industry.
How Can You Contribute?
We simply ask you to write a blog post about any of the current issues that fall within the
aforementioned categories. We only ask you to make sure it is relevant to the Middle East.
The post could be:
 Your observations of a certain trend in HR
 A thought provoking piece about a new of way approaching an old issue
 A ‘this is what I’ve learnt’ type article
 A ‘listicle’ – where you list a number of tips to address a certain issue. E.g “5 tips to for an
effective on-boarding programme”
 Etc… the options are endless
Will You Be Paid?
No. Subscription to the blog is free of charge. We will not be generating any direct revenue from
the blog and but will be investing a lot of time, effort and resources into making it a success. From
the industry for the industry.
Who Can Contribute?
Anyone can, as long as you have great content that is relevant to the Middle East to share. It could
be your first time as well. However, we will accept no promotion of certain products, companies,
services. Our aim is to keep this a content-driven platform that is free of selling.

3. Page 3 of 3
What is a HR Blog Anyway?
A blog is a collection of posts written by individuals in a personal manner. It discusses current issues,
affairs or merely personal observations. It is your own perspective.
Blog posts should be easy to read and follow. Not too long (limited to 600 words max). Come across
as written by people and not corporates.
A blog post is not an academic or research paper. It is a personal assessment / analysis of the issue at
hand.
Show Me Examples of HR Blogs
http://blog.thehrobserver.com/ (the blog is now live)
http://www.tribehr.com/blog
http://www.tlnt.com/
http://www.compensationinsider.com/
Great, What’s Next?
Choose a topic or an idea for your blog post and start writing.
Send us 1st
draft, we will go through and suggest edits if necessary and then have it approved by you
and published with full credit to you mentioning your short bio at the bottom of the post and ways
for our readers to contact you.
Join Us
 Visit the blog www.theHRobserver.com
 Follow us on twitter @theHRobserver
 Join the LinkedIn Group
 Circle us on Google+
 Follow us on SlideShare
Please note that publishing posts is at the discretion of Informa. If we feel you post does not meet
the criteria we have set above, we may decline to publish it.
Send us your contributions to content@informa.com