During uncertainty and rather rough social, political and economic processes the top-priority objective is to create reliable communication space that would allow keeping more close contact with reality and avoiding sense vacuum, not to mention the importance of human contact, moral, emotional, professional support. Eleventh annual forum HR Days this summer became the center of ideas and somehow professional life of people with the most human face in business. The event slogan ‘Looking for inspiration’ itself surprised by its major mode and allusion that even in the most tough times there can appear new, original ideas and approaches that define the next stage of development. As any well-organized professional event HR Days consisted of presentation, interactive, debate and even game parts. The basis was presentations of participants – the representatives of different businesses who shared their secrets and recipes in sphere of personnel management especially under the conditions when it is necessary to make a lot of unpopular decisions and to search for any ways to reduce staff costs while not just keeping but also improving staff loyalty to the company.

One of the main ideas was that staff is not a static system, which reacts the same way to the "sticks" and "carrots", staff is some complex dynamic formation needed to be understood in volume and which potential sometimes could be fulfilled in the very unusual approaches and actions. The values of patriotism, solidarity, mutual assistance, extra efforts, and moral intelligence more often than not in present circumstances outweigh such familiar ones as salary, promotion, full social package and others. That is people are willing not only to take but also to give but it requires the equal position from the company. So more likely that business will benefit which except of cold economic calculation will include human component. Obviously, we came out of comfort zone, and almost everyone was talking about it in presentations, debates, but while one part may panic the other searches and uses unusual approaches, perhaps, letting go that part of soul that could not realize itself in usual calm conditions and only now may get its time to shine. Personally I was pleased that this inspiration, probably, not very much appreciated under conditions of ‘well-fed stability’ defeated fear, despair and apathy.  We reached the need of qualitative changes which will affect deeply the value-semantic sphere of people. In these circumstances the professional in sphere of personnel management should take the liberty of leadership. Standard methods are cost-intensive and inefficient and making something new is frightful, obscure, needs additional efforts and responsibility. However, this is the challenge for every specialist, every business in our new country.