8th International Conference on Research in Human Resource Management (ICRHRM)
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About this event
8th International Conference on Research in Human Resource Management (ICRHRM) 2026
Date: 03 - 05 July 2026
Venu: Zurich, Switzerland
Event Type: Academic & Professional Conference focused on Human Resource Management (HRM)
Estimated Attendance: Not explicitly stated, but typical for international HRM conferences of this scale to attract 300–600+ participants including researchers, academics, and industry professionals.
1️⃣ Who attends (BUYERS / ATTENDEES)
- Researchers and scientists in HRM and related disciplines
- Graduate and post-graduate students specializing in HR, organizational behavior, and business management
- Representatives from for-profit and non-profit organizations with HR departments
- Academics and faculty members from universities and business schools
- Government agencies focused on labor, employment, and workforce development
- HR consultants, executive coaches, and talent management professionals
- Recruitment agencies and corporate talent acquisition teams
- Leaders in corporate learning, leadership development, and organizational culture
2️⃣ Location + Attendee Geographic Origin
Show Location: Zurich, Switzerland
Attendee Origin: Global, with a strong emphasis on European participants due to the venue location. Expected international representation from North America, Asia-Pacific, and the Middle East due to the conference's academic and professional focus.
Best Geographic Targeting: Europe (especially Switzerland, Germany, UK), North America (USA, Canada), and Asia-Pacific (Australia, Singapore, India).
3️⃣ Audience Reach
Reach Type: Global
This conference attracts an international audience through its academic reputation, publication opportunities, and association with global HR research networks. While hosted in Europe, its call for papers and virtual presentation options expand its reach beyond regional boundaries.
4️⃣ Sample Buyer Company Names + Websites
| Priority | Company | Website | Best Title to Target | Why This is a Good Buyer Fit |
|---|---|---|---|---|
| 1 | Deloitte | https://www2.deloitte.com | HR Consulting Director / Talent Management Lead | Global HR consulting firm with active participation in academic conferences for thought leadership and talent acquisition. |
| 2 | McKinsey & Company | https://www.mckinsey.com | Organizational Behavior Partner / HR Research Lead | Leads cutting-edge research in workforce strategy and organizational development, aligning with ICRHRM's academic focus. |
| 3 | LinkedIn Talent Solutions | https://www.linkedin.com/business/talent-solutions | Director of Product Marketing / HR Technology Lead | Platform central to talent acquisition and HR tech, with vested interest in research-driven recruitment strategies. |
| 4 | SHRM (Society for Human Resource Management) | https://www.shrm.org | VP of Research / Conference Director | Global HR association that collaborates with academic institutions and conferences to shape HR practices. |
| 5 | Oracle HCM | https://www.oracle.com/hcm | Senior Product Manager / HR Analytics Lead | Technology provider for human capital management solutions, interested in research on workforce trends and analytics. |
| 6 | SAP SuccessFactors | https://www.sap.com/products/successfactors.html | Global HR Solutions Director / Talent Management Lead | Major HR software vendor with research partnerships in talent management and digital transformation. |
| 7 | Harvard Business Review | https://hbr.org | Editor / HR Research Curator | Publisher of influential HR research and case studies, likely to engage with conference participants for content. |
| 8 | Google People Operations | https://peopleoperations.google.com | Head of People Research / Organizational Development Lead | Leader in data-driven HR practices, with active research participation in workplace innovation and talent development. |
| 9 | IBM Global Business Services - HR | https://www.ibm.com/services/hr | HR Transformation Partner / Research Director | Consulting arm focused on HR innovation and digital transformation, aligned with academic research agendas. |
| 10 | University of Cambridge Judge Business School | https://www.jbs.cam.ac.uk | Professor of Organizational Behavior / HR Research Lead | Academic institution with active HR research programs and conference participation for collaboration opportunities. |
| 11 | CIPD (Chartered Institute of Personnel and Development) | https://www.cipd.co.uk | Head of Research / Policy Advisor | UK-based HR professional body that values academic research for shaping policy and best practices. |
| 12 | Gallup | https://www.gallup.com | Workplace Research Director / HR Analytics Leader | Global polling and research organization with specialized focus on employee engagement and workforce trends. |
| 13 | ATD (Association for Talent Development) | https://www.td.org | VP of Research / Learning & Development Director | Professional association dedicated to talent development, with interest in academic research for training programs. |
| 14 | Ernst & Young (EY) People Advisory Services | https://www.ey.com/en_GB/people_advisory | HR Transformation Consultant / Research Lead | Advisory firm providing HR solutions, leveraging academic research for client strategies and innovation. |
| 15 | Wharton School - University of Pennsylvania | https://www.wharton.upenn.edu | Professor of Human Resources / Organizational Behavior Chair | Prestigious business school with leading HR research initiatives and conference participation for academic collaboration. |
| 16 | MIT Sloan School of Management | https://sloan.mit.edu | Director of HR Research / Behavioral Science Professor | Renowned institution integrating technology and management research, including HR innovation and workplace studies. |
| 17 | Accenture HRVantage | https://www.accenture.com/us-en/services/human-resources/accelerate-hr | HR Technology Director / Research Consultant | Consulting practice focused on HR digital transformation, requiring ongoing research insights for client solutions. |
| 18 | World Economic Forum (WEF) - Human Capital Task Force | https://www.weforum.org | Global Head of Human Capital / Policy Researcher | International organization shaping global HR policies and workforce strategies, requiring academic research input. |
| 19 | Stanford Graduate School of Business | https://www.gsb.stanford.edu | Organizational Behavior Professor / HR Research Center Director | Leading academic institution contributing to HR research and talent development theories. |
| 20 | UN Global Compact - Labor & Human Rights | https://www.unglobalcompact.org | Sustainability & HR Policy Advisor / Research Coordinator | International body promoting ethical HR practices, aligning with academic research on labor rights and sustainability. |
5️⃣ Job Profiles, Industries & Event Type
Best Job Profiles to Target:
- HR Research Directors
- Talent Management Consultants
- Organizational Development Leads
- Workforce Analytics Managers
- Corporate Learning & Development Directors
- Academic Professors (HR, Organizational Behavior)
- Chief Human Resources Officers (CHROs)
- Employee Experience Strategists
- Recruitment & Talent Acquisition Managers
- HR Technology Solution Providers
Relevant Industries (Apollo-based filters):
- Education Management
- Higher Education
- Human Resources
- Professional Training & Coaching
- Management Consulting
- Information Technology & Services (HR Tech)
- Nonprofit Organization Management
- Government Administration (Labor/Employment Departments)
- Research
- Staffing & Recruiting
6️⃣ Estimated Attendance
While the official website does not specify exact attendance figures, similar international academic conferences in HRM typically draw between 300–600 participants. This includes academic researchers, industry professionals, students, and exhibitors focused on HR solutions.
7️⃣ Key Focus Areas & Buyer Engagement
Key Focus Areas:
- Talent Acquisition and Workforce Planning
- Leadership Development and Succession Planning
- Organizational Culture and Employee Engagement
- Diversity, Equity, and Inclusion (DEI) Strategies
- HR Technology and Digital Transformation
- Workforce Analytics and Performance Management
- Future of Work Trends (Remote Work, Gig Economy)
- Employee Well-being and Mental Health Initiatives
- Global HR Challenges and Cross-Cultural Management
Buyer Engagement Angle: Position your offering as a solution that bridges academic research with practical HR applications. Highlight opportunities for collaboration between academia and industry, such as joint research initiatives, technology implementation case studies, or talent pipeline development programs.
8️⃣ Client-Product Fit Note
To refine the buyer list further, please share your client’s official website. The ideal target companies will depend on your product/service. For example:
- If your client sells HR analytics software, prioritize companies like Gallup, Google People Operations, and Oracle HCM.
- If your client offers leadership development programs, target academic institutions (e.g., Wharton, MIT Sloan) and consultants (e.g., McKinsey, Deloitte).
- If your client provides HR tech platforms, focus on SAP SuccessFactors, Accenture HRVantage, and LinkedIn Talent Solutions.
- If your client specializes in workforce research or publications, engage with Harvard Business Review, SHRM, and ATD.
9️⃣ Final Recommendation
Yes, this event is highly relevant for B2B outreach, particularly for companies in HR consulting, academic research, talent development, and HR technology. The academic focus provides a unique opportunity to engage with decision-makers who value evidence-based solutions and long-term partnerships. Quality rating for B2B engagement: 9/10.
Data sheet
8th International Conference on Research in Human Resource Management (ICRHRM) – Event Attendee & Buyer Profile Analysis
Event date: 03 - 05 July 2026
Location: Novotel Zürich City West, Zurich, Switzerland
Event status: Upcoming
Research date: 30 June 2026
Event Overview
| Event Name | 8th International Conference on Research in Human Resource Management (ICRHRM) |
| Event Date | 03 - 05 July 2026 |
| Event Status | Upcoming |
| Venue | Novotel Zürich City West |
| City | Zurich |
| State / Region | Zurich |
| Country | Switzerland |
| Organizer | ICRHRM organizing body / conference organizer not explicitly named in the supplied official text |
| Official Event Website | icrhrm.org |
| Event Type | Academic & professional conference |
| Primary Category | Education & Training |
| Secondary Applicable Categories | Business Services |
| Audience Reach | Global, with strong European concentration |
| Estimated Attendance / Expected Footfall | Attendance figure not publicly confirmed by the organizer. |
| Attendance Data Reliability | Low for count metrics; attendee profile is confirmed by official event description. |
| Main Purpose of Event | Research presentation, academic publishing, professional networking, HR thought leadership exchange, and collaboration across academia, institutions, government, and for-profit / non-profit organizations. |
About the Event
The 8th International Conference on Research in Human Resource Management (ICRHRM) is a three-day international conference focused on human resource management research, discussion, and professional exchange. According to the official event website, the conference is designed for researchers, scientists, graduate and post-graduate students, as well as representatives of for-profit organizations, non-profit organizations, research institutions, and government agencies.
From a commercial intelligence perspective, ICRHRM is not a classic buyer-heavy trade show. It is more valuable as a thought-leadership, partnership, academic outreach, HR innovation, training, and institutional relationship-building event. It is most relevant for suppliers that sell into universities, executive education, corporate HR functions, talent management teams, research institutions, government workforce bodies, and HR advisory ecosystems rather than high-volume procurement teams.
1. Who Attends: Buyers / Attendees
| Buyer / Attendee Segment | Typical Organizations | Buying Role or Influence | Relevance to Exhibitors / Suppliers |
|---|---|---|---|
| Researchers and scientists | Universities, business schools, research institutes | Influence research tools, academic content, publication platforms, and learning solutions | High relevance for academic publishing, research software, data providers, and educational services |
| Graduate and post-graduate students | Universities and postgraduate programs | Early-stage users and future buyers; low direct budget authority | Relevant for training, certification, academic tools, and career services |
| Academic faculty and program leaders | Business schools, HR departments, executive education units | Can approve curriculum tools, partnerships, speakers, and institutional collaborations | High-value targets for educational platforms, conferences, research partnerships, and sponsorships |
| Corporate HR and talent management professionals | For-profit companies, multinational employers, SMEs | Influence HR tech, L&D, recruitment, coaching, engagement, and performance programs | Relevant for HR software vendors, training providers, assessment firms, and talent advisory services |
| Non-profit and association representatives | Non-profits, foundations, workforce associations | Can influence program partnerships, sponsorships, and workforce initiatives | Good fit for training, outreach, DEI, workforce development, and research collaboration offers |
| Government agencies focused on labor and workforce development | Labor ministries, employment agencies, public workforce bodies | Policy, training, public workforce, and labor-market program influence | Relevant for research partnerships, public-sector training, policy support, and workforce analytics |
| HR consultants and executive coaches | Consulting firms, boutique HR advisors, coaching practices | Direct buyers of frameworks, tools, content, partnerships, and certification programs | Strong reseller and referral potential for HR services and knowledge products |
| Recruitment and talent acquisition teams | Staffing firms, in-house TA teams, employer branding groups | Influence recruitment systems, assessments, sourcing tools, and learning programs | Relevant for recruitment tech, assessments, employer branding, and L&D solutions |
2. Event Location and Attendee Geographic Origin
| Geographic Area | Likely Attendee Origin | Buyer Concentration | Notes |
|---|---|---|---|
| Host city: Zurich | Local academics, HR professionals, consultants, institutions | Medium | Zurich is a major Swiss business and higher-education hub, supporting local corporate and academic attendance. |
| Host region: Canton of Zurich / wider Switzerland | Swiss universities, public bodies, employers, research networks | Medium to High | Likely draw for national HR and workforce-development stakeholders. |
| Nearby European business and academic hubs | Germany, Austria, France, Netherlands, Italy, UK, Nordics | High | Strong likelihood based on the event’s international academic positioning and Zurich accessibility. |
| National reach | Switzerland-wide institutional and corporate attendance | Medium | Conference format and subject matter support national attendance, but counts are not publicly confirmed. |
| International reach | Global academic and professional audience | Medium to High | Official website repeatedly positions the event as an international conference. |
3. Audience Reach
| Reach Level | Assessment | Explanation |
|---|---|---|
| Global | Primary classification | The event is officially presented as an international conference and is structured to attract researchers, institutions, government representatives, and organizational participants across countries. |
| Regional | Secondary practical concentration | Despite global positioning, attendee concentration is likely strongest in Europe due to event location, travel convenience, and academic network proximity. |
4. Sample Buyer Companies and Websites
| Buyer Company / Organization | Buyer Type | Why It Is Relevant | Website | Best Job Titles to Target | Evidence Level |
|---|---|---|---|---|---|
| No official current-year attendee, sponsor, exhibitor, or speaker organization list was identified in the supplied official source text. | Verification note | This conference is suitable for role-based and institution-type targeting, but not strong for event-confirmed attendee list building from currently available public information. | icrhrm.org | HR Director; Professor of HRM; Dean; Learning & Development Director; Talent Management Lead | Confirmed organizer website limitation |
Prior-year participation evidence was not available in the supplied official source text. Not a confirmed attendee list for the current edition.
5. Job Profiles, Industries and Event Type
| Priority | Job Title / Function | Department | Seniority Level | Why This Role Matters |
|---|---|---|---|---|
| 1 | Professor of Human Resource Management | Academic / Research | Senior / Director | Core attendee profile for papers, partnerships, and research collaborations. |
| 2 | Dean / Associate Dean | Academic Administration | VP / CXO | Can approve institutional partnerships, executive education, and sponsorship relationships. |
| 3 | HR Director | Human Resources | Director | Relevant for applied HR solutions, talent programs, and organizational development offerings. |
| 4 | Head of Talent Management | Human Resources | Director / Head | Strong fit for conference themes around talent management, leadership development, and performance. |
| 5 | Learning & Development Director | L&D / HR | Director | Relevant to learning trends, targeted development, and coaching culture themes. |
| 6 | Talent Acquisition Director | Recruitment / HR | Director | Useful target for recruitment-related products and talent strategy services. |
| 7 | Research Director | Research | Director | Important for studies, data partnerships, and institutional collaboration. |
| 8 | Government Workforce Program Manager | Government / Labor | Manager / Director | Relevant for public workforce development and policy-linked initiatives. |
| 9 | Executive Coach / Practice Lead | Consulting / Advisory | Owner / Director | Strong fit for coaching, capability-building, and leadership services. |
| 10 | Partnerships Director | Business Development | Director | Useful for institutional partnerships, sponsorships, and collaborative programs. |
| Priority | Apollo Industry | Why It Fits the Event | Best Buyer Use Case |
|---|---|---|---|
| 1 | Higher Education | Core audience includes academics, students, and universities. | Research tools, conference partnerships, publishing, executive education |
| 2 | Education Management | Relevant to schools, academic program operations, and institutional leadership. | Curriculum partnerships, learning systems, events and training |
| 3 | Research | Research institutions are named attendee groups. | Data services, knowledge partnerships, publication support |
| 4 | Management Consulting | HR advisory, executive coaching, and transformation firms align with event themes. | Consulting partnerships, coaching, diagnostics, talent strategy |
| 5 | Professional Training & Coaching | Conference themes include coaching culture, leadership development, and learning. | Certification, executive coaching, learning content, workshops |
| 6 | Staffing & Recruiting | Talent acquisition and recruitment themes are directly listed. | Recruitment tools, assessments, sourcing platforms |
| 7 | Government Administration | Government agencies are explicitly identified as attendee groups. | Workforce policy, public training programs, labor initiatives |
| 8 | Nonprofit Organization Management | Non-profit organizations are part of the stated audience. | Training, organizational development, people strategy support |
| 9 | Human Resources | Not available in approved Apollo industry list. | Use department and title filters instead of industry |
| 10 | Information Technology & Services | Useful secondary filter for HR tech providers and digital learning platforms. | HR software, LMS, workforce analytics, employee experience tools |
6. Estimated Attendance
| Metric | Figure | Status | Source / Basis | Notes |
|---|---|---|---|---|
| Estimated total footfall | Attendance figure not publicly confirmed by the organizer. | Confirmed unknown | Official website text reviewed | No public attendee count found in supplied official content. |
| Exhibitor count | Not publicly confirmed | Confirmed unknown | Official website text reviewed | This appears to be a conference rather than an exhibition-led show. |
| Buyer count | Not publicly confirmed | Confirmed unknown | Official website text reviewed | No official buyer program or hosted buyer count identified. |
| Speaker count | Not publicly confirmed in supplied text | Confirmed unknown | Official website menu references speakers page | No count available from the provided extract. |
| Sponsor count | Not publicly confirmed | Confirmed unknown | Official website text reviewed | No sponsor list found in supplied text. |
| Historical attendance | Not publicly confirmed | Historical / prior-year evidence unavailable | Supplied official content only | No prior-year attendance numbers were provided in the official extract. |
7. Key Focus Areas and Buyer Engagement
| Focus Area | Typical Buyer Need | Buyer Engagement Opportunity | Relevant Supplier Offering |
|---|---|---|---|
| Talent Management | Better retention, succession, and capability-building frameworks | Research-backed HR strategy discussions | Talent platforms, assessments, advisory, analytics |
| Corporate Learning | Scalable learning content and development programs | Executive education and L&D solution conversations | LMS, microlearning, training content, workshops |
| Leadership Development | Manager and executive capability improvement | Networking with coaches, academics, and L&D leaders | Coaching, leadership academies, diagnostics |
| Recruitment and Talent Acquisition | Faster hiring, stronger sourcing, better candidate quality | Applied HR practice and academic insight exchange | ATS, sourcing tools, employer branding, assessments |
| Performance Management | Fair, measurable, engaging performance processes | Peer discussion and practice benchmarking | Performance systems, engagement tools, consulting |
| Executive Coaching | Leadership behavior change and organizational alignment | High-value one-to-one and programmatic engagement | Coaching services, leadership labs, assessments |
| Research Publication and Academic Collaboration | Publishing, visibility, co-authorship, and academic reach | Institutional and scholarly partnership building | Publishing services, databases, academic networks |
| Workforce Development and Policy | Better labor market outcomes and people policy insights | Government and institutional dialogue | Policy research, public training, workforce analytics |
Lead Quality Assessment
| Factor | Assessment | Explanation |
|---|---|---|
| Buyer relevance | Medium | Good fit for HR, learning, coaching, academic, and workforce-related offers; less suitable for general procurement-led selling. |
| Decision-maker availability | Medium | Attendees likely include department heads, faculty leaders, and HR practitioners, but not necessarily enterprise procurement teams. |
| Data collection potential | Low to Medium | Public attendee organization transparency appears limited from currently supplied sources. |
| Apollo targeting potential | High | Strong title-, department-, and industry-based targeting is possible despite limited event-confirmed company data. |
| Geographic targeting potential | High | Europe-first targeting is practical, with expansion to global academic and HR networks. |
| Best outreach approach | High | Thought-leadership, research collaboration, training value, and institutional partnership messaging will perform better than hard-selling. |
| Overall lead quality | Medium | Strong niche relevance for HR and education-related solutions; weaker for broad B2B attendee-list sales. |
| Best use case | High | Academic partnerships, HR thought leadership campaigns, L&D outreach, coaching offers, and research platform selling. |
| Limitations / risks | High caution | No public attendee count or named organization list confirmed in the supplied official material; event is not optimized for exhibitor-driven buyer extraction. |
Apollo.io Targeting Recommendation
| Filter Type | Recommended Filters | Purpose |
|---|---|---|
| Apollo industries | Higher Education; Education Management; Research; Management Consulting; Professional Training & Coaching; Staffing & Recruiting; Government Administration; Nonprofit Organization Management; Information Technology & Services | Build event-like audience pools where official attendee names are not public. |
| Departments | Human Resources; Learning and Development; Talent Acquisition; Research; Education; Operations; Partnerships; Business Development | Focus on departments aligned to conference themes and likely attendance. |
| Seniority | Director; Head; VP; CXO; Partner; Owner; Professor; Dean | Prioritize decision-makers and influence holders. |
| Job titles | HR Director; Head of Talent Management; Learning & Development Director; Talent Acquisition Director; Professor of Human Resource Management; Dean; Research Director; Executive Coach; Workforce Development Manager; Organizational Development Director | Mirror the event’s stated attendee profile and session themes. |
| Geography | Switzerland; Germany; Austria; France; Netherlands; Belgium; Italy; United Kingdom; Nordics; broader Europe | Target the most likely event-travel and institutional network corridors. |
| Employee size | 11-50; 51-200; 201-500; 501-1,000; 1,001-5,000; 5,001+ | Cover universities, consulting firms, public bodies, and corporates with dedicated HR functions. |
| Keywords | human resource management; talent management; corporate learning; leadership development; executive coaching; recruitment; organizational behavior; workforce development; performance management; learning and development | Surface organizations and roles closely matching the conference agenda. |
| Technologies, if relevant | LMS; ATS; HRIS; performance management software; assessment platforms | Useful if selling HR technology, learning systems, or analytics tools. |
| Revenue range, if relevant | Mid-market to enterprise for corporate HR buyers; not essential for university/government targeting | Helps segment commercial vs. institutional outreach. |
| Company type | Universities; research institutions; consulting firms; non-profits; government bodies; large employers | Matches the organizer’s stated participant mix. |
Suggested Apollo Search Logic: ("human resource management" OR "talent management" OR "learning and development" OR "organizational development" OR recruitment OR "executive coaching" OR "workforce development") AND (Director OR Head OR VP OR Dean OR Professor OR "Research Director") AND (Switzerland OR Germany OR Austria OR France OR Netherlands OR UK OR Europe).
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Sources & Verification Notes
| Source | Type | What It Verified | Reliability |
|---|---|---|---|
| ICRHRM Official Website | Official organizer website | Event name, dates, Zurich location, international positioning, attendee profile, deadlines, and conference themes | High |
| Supplied event details from requester | User-provided event metadata | Venue stated as Novotel Zürich City West | Medium |
| Official website content review limitation | Verification note | No public attendee count, named attendee organizations, speaker count, or sponsor list were confirmed from the supplied official extract | High confidence in limitation |
Verification summary: ICRHRM 2026 is confirmed as an upcoming international HR management conference taking place 03 - 05 July 2026 in Zurich, Switzerland. The event is suitable for role-based B2B prospecting into HR, learning, academic, and workforce-related audiences, but it is currently weak for confirmed attendee-list building because public named participant data is not visible in the supplied official source material.
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