HR Research Institute News

The newly formed 2026 Managing and Leading Performance Advisory Board features these distinguished experts:

Lauren Bidwell, Ph.D., Senior Research Scientist, SAP SuccessFactors
Amanda Busfield, Senior Organizational Development Partner
Catarina Edlund, HR Specialist - HR Policy, Org Design & Performance Management, UN Women
Lena Finch, Vice President, People & Culture, Allego
Craig Friedman, Sr. Talent Advisor and Skills Practice Leader, St. Charles Consulting Group
Edie Goldberg, President & Founder, E.L. Goldberg & Associates
Kiara Graham, Sr. Talent Management and Organizational Development Advisor, Workleap
Kimberly Hodge, Talent Development Manager, MWM DesignGroup
Andrew Lane, Director, PM and Employee Engagement, George Mason University
Melissa Phillippi, VP, Organizational Development and Talent Management, Highspring
Robrette Vaden, Human Resources Specialist, Performance Management, DC Courts

“Performance management isn’t just a process; it’s how organizations thrive,” said Debbie McGrath, CEO of HR.com. “We’re thrilled to have these leaders on our advisory board to help HR professionals use modern strategies and technology to enhance performance reviews, foster employee growth, and drive business results.”

The HR Research Institute releases annual “State of the Industry” reports in a variety of HR topic areas, including last year’s research report, HR.com's Future of Managing and Leading Performance 2025, covering the same topic.

This and other free research reports and infographics can be downloaded at hr.com/researchinstitute.

About HR.com and the HR Research Institute

The #1 source for HR research-read by more HR professionals than any other! The HR Research Institute (HRRI), powered by HR.com, identifies key trends and best practices to help more than 2 million HR professionals and their organizations make strategic decisions with informed and insightful research findings.

The HRRI has published hundreds of high-quality reports across a wide array of HR topics. HR.com’s free membership offers many benefits, including access to over 300 exclusive primary research, state-of-the-industry reports, and infographics. These resources are published based on surveys developed with the assistance of a panel of thought leaders and industry experts on the advisory boards. Visit hr.com/hrresearchinstitute to maximize your HR potential. #hrresearchinstitute

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AI Officially Takes the #1 Spot in HR Priorities for 2026, New HR.com Research Finds

Mon, 06 Apr 2026 13:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Monday Apr 6, 2026 @ 9:00 AM Eastern —

HR.com, the largest online community of HR professionals, today released the findings of its 2026 Hot Topics Survey. The data reveals a landmark shift in the human resources landscape: for the first time, Artificial Intelligence (AI) has emerged as the top priority for HR organizations, cited by 36% of respondents as a critical issue for the next 12 months.

The annual poll, which tracks the shifting priorities of HR professionals globally, shows that the “experimental” phase of AI is over. AI moved into the #1 position in 2026, up from #3 in 2025, #9 in 2024, and #22 in 2023. This suggests that many HR departments are now focused on full-scale implementation, automating administrative tasks, and making data-driven decisions.

“HR can no longer afford to backburner the issue of AI,” said Debbie McGrath, CEO of HR.com. “It affects virtually every HR function and the rise of effective agentic AI means it's going to transform the way most white-collar work is done. So, HR must not only consider how AI affects its own work but also how work is performed throughout the entire organization.”

Key Findings From the 2026 Hot Topics Survey

The AI Takeover: AI usage is the primary concern for 36% of HR pros, placing it well above the second most highly ranked issue, Leadership Development, at 27%. This surge comes as organizations look to scale not only HR productivity but the productivity of the entire workforce.

Leadership Development Shifts: After holding the top spot in 2025, Leadership Development has moved to #2, the same position it held in 2024. While still vital, organizations are pivoting from general leadership training to specialized management of hybrid and AI-augmented teams.

The Performance Rebound: Performance Management has seen a significant jump, rising to the #3 spot (26%), up from #6 in 2025. This indicates growing dissatisfaction with legacy review systems, a move toward real-time feedback loops, and a desire to boost employee performance using new AI technologies.

Retention Concerns Stabilize: Employee Retention, which peaked at a staggering 63% during the “Great Resignation” era of 2022, has settled into the #5 spot (24%). This suggests a return to a more stable labor market where “staying power” is no longer the singular emergency it once was.

Compliance and Regulation on the Rise: Legal and compliance issues rose to #6 (22%), likely driven by a new US administration and new global regulations surrounding AI ethics, data privacy, and changing labor laws.

Implications for the Profession

The data suggests that HR professionals are increasingly being asked to act as "Human-Technology Integration Specialists" alongside their traditional roles. The rise of Performance Management and AI implies that “buyer intent” in 2026 will be heavily weighted toward software replacement and automation tools that can demonstrate clear ROI.

To help HR professionals navigate these shifts, HR.com’s Research Institute will produce a series of State of the Industry research reports and virtual events throughout 2026, specifically targeting AI implementation, next-gen performance management, and modern leadership strategies.

About HR.com and the HR Research Institute

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New Research Reveals Culture Remains a Key Driver of Retention and Engagement

Tue, 31 Mar 2026 14:48:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Tuesday Mar 31, 2026 @ 10:48 AM Eastern —

Culture and people continue to be powerful anchors for retaining and engaging employees, according to The State of Workplace Culture and Connection 2026, a new study conducted by the HR Research Institute in partnership with Motivosity. The research surveyed 5,538 employees, managers, and executives to understand the impact of workplace culture in today’s rapidly changing environment.

The findings highlight the tangible benefits of strong workplace cultures:

Employees in high-performing cultures are nearly 16 times more likely to receive meaningful recognition from their managers on a weekly basis.
They are over 9 times more likely to be recognized by peers.
They are more than 8 times as likely to have high trust in organizational leadership.

Despite the clear advantages, the study reveals persistent gaps that undermine culture and connection. Over a third of employees report they rarely receive meaningful recognition from peers (35%) or managers (37%). Many employees feel disconnected from broader leadership, even while enjoying strong ties with immediate teams.

“Culture is built through everyday moments of connection; not giving your people more stuff or a fully-stocked breakroom,” said Scott Johnson, CEO and Founder of Motivosity. “This report confirms what we’ve long believed at Motivosity: when employees feel seen, valued, and connected, trust grows, engagement improves, and performance follows. The organizations thriving in 2026 aren’t doing more; they’re making culture a core part of their business strategy and prioritizing connection, employee engagement, and recognition as a way to reinforce the right behaviors consistently.”

Many organizations aren’t fully aware of the gaps in their workplace culture. In fact, 59% of managers and executives don’t know their Employee Net Promoter Score (eNPS), a key measure of engagement and loyalty. This “data blindness” makes it harder to spot problems before they affect retention and performance.

The report shows that culture isn’t just a feel-good concept - when approached strategically, it delivers real benefits for employees and the business. By using modern listening tools and analytics, organizations can move from guesswork to proactive cultural management, improving recognition, trust, and the overall employee experience.

“Strong workplace culture isn’t just a nice-to-have. It’s a key business driver,” stated Debbie McGrath, CEO of HR.com. “These findings highlight how HR leaders can better understand culture, address engagement gaps, and create workplaces where employees thrive and organizations succeed.”

About Motivosity

Motivosity is the leading Recognition and Rewards solution built for companies that understand people-first cultures drive business growth. Unlike other recognition and rewards tools, Motivosity is the only solution focused on improving employee engagement to see better performance, retention, and bottom-line results. Our platform enables frequent recognition, automates programs, simplifies communication, connects teams, and delivers meaningful, flexible rewards - all while consolidating tools and minimizing the administrative lift for HR teams. Companies that choose Motivosity don’t just recognize and reward employees, they build cultures people stay for and businesses that perform at the highest level.

About HR.com and the HR Research Institute

Become a part of HR.com’s HR research influencer panel today! Participate in surveys, share your insights, and earn rewards!

HR.com's Future of Learning Technology and Upskilling 2026 Virtual Event
July 7, 2026

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HR Experts Unite to Guide Learning Technology and Upskilling in 2026

Mon, 23 Mar 2026 12:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Monday Mar 23, 2026 @ 8:00 AM Eastern —

The HR Research Institute proudly announces the 2026 Future of Learning Technology and Upskilling Advisory Board, comprising industry leaders, L&D specialists, and tech experts, to lead a research initiative and virtual event on workplace learning.

As organizations place greater emphasis on employee development and measurable outcomes, the advisory board will guide HR leaders on using learning technologies effectively, measuring the impact of upskilling, and addressing gaps that hinder learning success. The board will also explore emerging trends, including AI-driven personalized learning, workforce skill tracking, and digital learning strategies, shaping research and events that provide HR and L&D professionals with actionable tools and frameworks.

HR.com's State of People Analytics 2026 Virtual Event
June 17, 2026

The newly formed 2026 Future of Learning Technology and Upskilling Advisory Board features these distinguished experts:

Christopher Allen, President, Allen Interactions
Matthew Casey-Sudvary, Learning and Talent Development Consultant
David Creelman, CEO, Creelman Research
JD Dillon, VP Strategic Alignment, Axonify
Sam Herring, Vice President and General Manager, Intrepid, VitalSource
Sheila Jagannathan, Global Head, Capacity Building and Digital Learning, The World Bank
Christine Janssen, PhD, Founder and CEO, Edstutia
Brad Kogut, Head of Talent, Anywhere Real Estate
Heather Lambert, VP of Learning & Organizational Development, Wellpath
Christopher Lind, Executive Advisor, Business Transformation, Christopher Lind Co.
Stacy Marshall, Associate Vice President, People and Technology Consulting, HUB International
Lisa Menke, Sr. Learning Experience Designer & Facilitator, TEKsystems
Todd Moran, Chief Learning Strategist, NovoEd
Philip Pinkerman, Learning and Development Manager, Bristol Farms
Heidi Schisel, VP, People & Culture of Commercial, Medical and Government Affairs, Genentech
Caitlynn Sendra, PhD., Sr. Research Scientist, Future of Work Research Lab, SAP SuccessFactors

“This advisory board will help the HR industry stay ahead of the curve,” said Debbie McGrath, CEO of HR.com. “By sharing guidance for upcoming research and events, these thought leaders will equip HR professionals to boost employee skills, engagement, and organizational performance.”

The HR Research Institute releases annual “State of the Industry” reports in a variety of HR topic areas, including last year’s research report, HR.com's Future of Learning Technologies 2025, covering the same topic.

This and other free research reports and infographics can be downloaded at hr.com/researchinstitute.

About HR.com and the HR Research Institute

The #1 source for HR research—read by more HR professionals than any other! The HR Research Institute (HRRI), powered by HR.com, identifies key trends and best practices to help more than 2 million HR professionals and their organizations make strategic decisions with informed and insightful research findings.

Become a part of HR.com’s HR research influencer panel today! Participate in surveys, share your insights, and earn rewards!
HR.com Newsroom

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New Advisory Board to Advance HR Analytics and AI-Driven Workforce Strategies

Wed, 11 Feb 2026 13:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Wednesday Feb 11, 2026 @ 8:00 AM Eastern —

The HR Research Institute is excited to announce the formation of its 2026 State of People Analytics Advisory Board, a group of industry leaders and data experts, brought together to guide a major research initiative and a virtual event centered on HR analytics in the workplace.

As HR leaders navigate growing expectations to tie workforce strategy to measurable business impact, the advisory board will provide expert guidance on leveraging people data to make smarter, more equitable, and actionable decisions. Composed of forward-thinking practitioners, analytics specialists, and HR veterans, the board will shape research and practical insights to help HR teams address skills gaps, evolving technology, and complex organizational demands.

The board’s work will directly inform an upcoming study and virtual event designed to equip HR professionals with frameworks, tools, and strategies to integrate analytics into day-to-day HR operations, culture, and strategic planning. With a special focus on AI-enabled solutions, the Advisory Board aims to provide expertise that ultimately helps organizations harness data to drive results, enhance workforce performance, and support inclusive, evidence-based decision-making.

HR.com's State of Frontline and Volume Hiring 2026 Virtual Event
March 19, 2026

The newly formed 2026 State of People Analytics Advisory Board features these distinguished experts:

Ranjan Dutta, Ph.D., Founder and Managing Partner, ThothProAI
Helen Friedman, Partner and CEO, Merit Analytics Group LLC
Jeff Higgins, Founder and CEO, Lytiqs
Fiona Jamison, Ph.D., VP Research & People Analytics, People Results
Mike Kidwell, Executive Director and Senior Lead Analytics Consultant, Wells Fargo
Shane McGowan, Talent Analyst, People Data and Analytics, S&S Activewear
Viktor Mirovic, CEO, KeenCorp
Adam Murphy, Director, People Analytics & Systems, AMC Theatres
Miles Overholt, Ph.D., Founder and CEO, Strategia Analytics
Lisa Perez, Founder of National Management Training Week, Keynote Speaker, HBL Resources
Konstantin Tskhay, Founder and Managing Partner, Tskhay & Associates, Inc.

“We’re thrilled to unite HR and analytics experts to guide our upcoming research and virtual event,” said Debbie McGrath, CEO of HR.com. “Their insights will empower the HR community to use data and AI-driven analytics to make smarter, fairer, and more effective workplace decisions.”

The HR Research Institute releases annual “State of the Industry” reports in a variety of HR topic areas, including this past research report, HR.com's State of People Analytics 2025-26, on the same topic.

This and other free research reports and infographics can be downloaded at hr.com/researchinstitute.

About HR.com and the HR Research Institute

Become a part of HR.com’s HR research influencer panel today! Participate in surveys, share your insights, and earn rewards!

Contact: Email Contact
HR.com Newsroom

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New Study Identifies Critical Gaps and Future-Proofing Strategies for Talent Acquisition in 2026

Wed, 04 Feb 2026 16:15:00 GMT

Irvine, California (Newsworthy.ai) Wednesday Feb 4, 2026 @ 11:15 AM Eastern —

While 77% of HR professionals identify talent acquisition (TA) as a top five organizational priority, more than half are struggling with outdated or insufficient processes, according to a comprehensive new analysis by The HR Research Institute (HRRI), the research arm of HR.com.

The study, Hiring Trends and Strategies 2026: Future-Proof Your Talent Acquisition Process, conducted in partnership with Accurate, the world’s largest independent provider of compliant background screening and monitoring solutions, also found that 58% of organizations have “subpar” recruitment functions, categorized as nonexistent, chaotic, or basic/reactive.

These shortcomings carry a heavy financial burden. A single bad hire can cost an organization roughly 30% of that employee’s annual earnings. The impact of these “regrettable hires” is widespread: 43% of HR professionals report they would rehire fewer than half of the candidates they brought on last year.

“We’re seeing more organizations recognize talent acquisition as a strategic priority,” said Tim Dowd, CEO of Accurate. “But this research shows that real impact only happens when that priority is backed by a company-wide commitment — and many organizations still have work to do to get there.”

Progress Amidst Persistent Challenges

Despite these hurdles, the research highlights a promising upward trend in talent acquisition maturity. The percentage of organizations reporting “advanced” or “world-class” hiring processes — those that are strategically aligned and directly contribute to business success — has more than doubled since 2021.

However, several challenges continue to plague TA departments, including:

A scarcity of candidates with the required skills or experience
Reactive hiring approaches that focus on immediate needs rather than long-term planning
Compensation levels that fall below market rates
A lack of comprehensive workforce planning

The Rise of Artificial Intelligence (AI) and Shifting Labor Markets

Looking toward 2030, the labor market is projected to undergo a massive transformation, potentially creating 170 million new jobs while displacing 92 million. The fastest-growing roles are expected to emerge in technical sectors, led by big data specialists, fintech engineers, and AI and machine learning specialists.

To adapt, organizations are increasingly turning to artificial intelligence. In fact, adoption of AI in recruitment has nearly tripled, rising from 5% in 2023 to 14% in 2025. Currently, AI is used primarily for content creation, including writing job descriptions (65%) and creating interview questions (67%). However, HR leaders remain cautious, citing concerns about system bias, depersonalization of the candidate experience, and potential legal risks.

“The rapid evolution of technology and labor trends means that TA can no longer be a reactive function,” said Debbie McGrath, Chief Instigator and CEO of HR.com. “This research underscores that when HR professionals prioritize performance-linked metrics and embrace strategic technology like AI and advanced analytics, they can dramatically improve both hiring quality and organizational resilience.”

Industry-Specific Burnout and Compliance

The report also highlights high-turnover in industries facing severe burnout challenges. In healthcare, 61% of nurses report anxiety, depression, or burnout, while 55% of retail employees report similar struggles. The study recommends prioritizing well-being resources and structured onboarding to improve retention in these sectors.

Compliance also remains a significant risk area. Only one-third of organizations take a proactive approach to employment law, and 34% faced enforcement actions in the past year. Employers must navigate an increasingly complex landscape of “Clean Slate” laws and “Fair Chance” regulations to mitigate legal exposure.

INFOGRAPHIC DOWNLOAD

About Accurate

Accurate provides background screening solutions and support for companies of all sizes, including some of the world's largest employers. With over 25 years of experience and operations in more than 240 countries, Accurate helps organizations hire quickly, confidently, and compliantly. Built for global scale, Accurate’s platform manages complex screening needs while remaining easy to use for both employers and candidates. The company also brings deep expertise across key industries, with dedicated teams in sectors such as healthcare, retail, transportation, and insurance. As a committed partner, Accurate operates with the drive, knowledge, and speed to keep its customers ahead of the curve and help them make seamless first impressions. For more information, visit www.accurate.com.

About HR.com and the HR Research Institute

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New Research and Expert Guidance Reveal the State of Employee Development

Mon, 05 Jan 2026 13:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Monday Jan 5, 2026 @ 8:00 AM America/Toronto —

The HR Research Institute (HRRI) is proud to release its latest study, HR.com's Future of Career Development & Mobility 2025-26, developed under its career development Advisory Board — a panel of industry experts guiding HR professionals through the evolving landscape of employee growth. The board provides strategic insights and expertise to help organizations unlock the full potential of their workforce today and prepare for the future.

Under the board’s guidance, HRRI conducted new research and hosted a one-day virtual event, giving HR leaders actionable insights on optimizing employee development to drive organizational success. On December 4, 2025, participants explored key findings on career development and mobility, examining emerging trends, challenges, and opportunities shaping the modern workplace. Recordings from the virtual event are available on-demand.

HR.com's Future of Career Development & Mobility 2025 Virtual Event
[WATCH THE ON-DEMAND SESSIONS]

Research and discussion topics include:

Organizational engagement in employee development initiatives
Challenges and benefits of effective career development programs
Strategies, tools, and best practices to support employee growth
Career development’s role in succession management
Resource allocation to prevent skills gaps
Internal mobility trends, barriers, and impacts on career growth
Emerging technologies driving employee development

The esteemed Future of Career Development & Mobility Advisory Board includes the following industry thought leaders:

Gayle Lantz, Founder and CEO, Workmatters
Bev Kaye, Founder and CEO, BevKaye&Co.
Frank Ginac, Chief AI Officer, CTO and Co-Founder, TalentGuard
Megan Bickle, Head of Talent Management, Rothy’s
Jennifer Borun, Sr Director, Recruiting, Learning, Performance, and HR Suites, Cornerstone OnDemand
Doreen Coles, Sr. Director Talent & Learning, ADP
Jonathan Westover, Assoc. Dean and Director of HR Academic Programs, Western Governors University

“This group comprises some of the brightest minds in HR and workforce development,” said Debbie McGrath, CEO of HR.com. “Their guidance has helped organizations develop actionable strategies to cultivate talent, enhance internal mobility, and use career development as a competitive advantage.”

Free research reports and infographics in all HR specialties available at hr.com/researchinstitute.

About HR.com and the HR Research Institute

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New Advisory Board of Talent Leaders Assembles to Shape the Future of Frontline and Volume Hiring

Fri, 19 Dec 2025 16:35:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Friday Dec 19, 2025 @ 10:35 AM Central —

The HR Research Institute (HRRI) is excited to announce the launch of the 2026 State of Frontline and Volume Hiring Advisory Board, a distinguished panel of leading recruitment and talent experts. This advisory board will guide HR.com’s upcoming research study and virtual event, helping HR professionals navigate evolving talent acquisition trends, adopt best practices, and prepare for future workforce challenges.

The board will focus on key topics to help shape the research study and virtual event, including:

Evaluating the effectiveness and maturity of large-scale recruitment strategies
Addressing current challenges in frontline and volume hiring
Leveraging technology, automation, and AI to boost hiring efficiency
Enhancing frontline employee engagement, satisfaction, and retention
Identifying the metrics that measure high-volume hiring outcomes and success
Planning for the future evolution of frontline and volume recruitment

The upcoming day of expert sessions will be a free online event, offering strategies, solutions, and insights for HR and hiring professionals managing workforces.

HR.com's State of Legal and Compliance 2026 Virtual Event
March 12, 2026

The newly appointed State of Frontline and Volume Hiring 2026 Advisory Board includes the following industry thought leaders:

Clair Bush, GTM, Growth & Marketing Advisor, AMP Strategies, Grayscale
Daniel Goyeneche, Director of Talent, Affiliated Monitoring
Orlando Haynes, NA Talent Acquisition Lead & Program Manager, The Mosaic Company
Martin Mathe, VP of Strategy & Partnerships, Narau
Rhonda Merchant, Senior Director, Talent Acquisition & D&I, Invited

“We’re excited to bring together leading experts to address these unique hiring challenges,” said Debbie McGrath, CEO of HR.com. “Their insights will equip HR professionals with strategies to meet today’s urgent workforce needs and plan for the talent demands of the future.”

The HR Research Institute releases annual “State of the Industry” reports across various HR topics, including its previous report, HR.com's State of Seasonal, Hourly and Volume Hiring 2025.

This and other free research reports and infographics can be downloaded at hr.com/researchinstitute.

About HR.com and the HR Research Institute

Become a part of HR.com’s HR research influencer panel today! Participate in surveys, share your insights, and earn rewards!

HR.com Newsroom

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HR.com Launches Legal and Compliance 2026 Advisory Board to Guide HR Through Rapidly Evolving Regulatory Challenges

Mon, 01 Dec 2025 13:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Monday Dec 1, 2025 @ 8:00 AM America/Toronto —

The HR Research Institute (HRRI) is pleased to announce the formation of the State of Legal and Compliance 2026 Advisory Board, a select panel of leading workplace, employment law, and compliance experts who will guide HR.com’s upcoming research study and virtual event. The initiative will help HR professionals navigate one of the most fast-changing and high-risk landscapes in modern business: legal and compliance management.

From AI ethics to pay equity audits to new federal–state law fragmentation, the compliance environment is shifting faster than most organizations can keep up with. The newly assembled advisory board will provide strategic direction on the most urgent and emerging issues facing employers in 2026.

HR.com's Future of HR Skills and Strategies 2026 Virtual Event
March 18, 2026

The newly appointed State of Legal and Compliance 2026 Advisory Board includes the following industry thought leaders:

Robert Boonin, Partner & Attorney, Dykema
Bryn Goodman, Partner, Jackson Lewis
Emily Langdon, Attorney, Fraser Stryker PC, LLO
Lara Makinen, Senior Director, HR Compliance Initiatives, Valet Living
Patrick McNeil, Ph.D., Principal Business Consultant, Affirmity Workforce Compliance
Asia Meador, General Counsel & SVP of Compliance and Human Resources, Meritan
Holly Sutton, Partner, Farella Braun + Martel

“As regulations accelerate, HR leaders need clarity and trusted expertise,” said Debbie McGrath, CEO of HR.com. “This advisory board brings top legal and compliance minds together to help HR anticipate change, reduce risk, and build ethical, resilient workplaces for the future.”

The HR Research Institute releases annual “State of the Industry” reports across various HR topics, including its previous report, HR.com’s State of Legal Compliance and Employment Law 2025.

This and other free research reports and infographics can be downloaded at hr.com/researchinstitute.

About HR.com and the HR Research Institute

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Advisory Board Launched to Guide HR Skills Evolution for Modern Workforce Challenges

Mon, 24 Nov 2025 13:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Monday Nov 24, 2025 @ 8:00 AM America/Toronto —

The HR Research Institute (HRRI) has unveiled its Future of HR Skills and Strategies 2026 Advisory Board, bringing together prominent thought leaders to shape the future of HR capability-building. The announcement comes at a pivotal time as organizations grapple with rapid advancements in AI, workforce redesign, changing employee expectations, and increasing complexity in labor markets.

This select group of advisors will shape HRRI's comprehensive research initiative and virtual event, examining how HR teams can proactively develop the competencies and strategies required to navigate emerging workforce challenges. Their expertise will illuminate proven approaches for upskilling and reskilling HR professionals to help the HR.com community effectively manage tomorrow's talent landscape.

The program will deliver practical guidance and research-backed strategies for HR executives looking to strengthen their teams' capabilities, leverage advanced tools and methodologies, and position their organizations for sustained success.

The newly appointed Future of HR Skills and Strategies 2026 Advisory Board includes the following industry thought leaders:

Jennifer Akoma, Vice President, Human Resources, Android Industries
Joya Bradley, Head of HR, Americas, Argus Media, Inc.
Greg Conner, VP, People and Culture, E-Comm 9-1-1
Dr. Ken Keis, President and CEO, Consulting Resources Group
Lisa Kemph, CHRO, Brooks Rehabilitation
Christopher Lind, VP, Chief Learning Officer, ChenMed
Amy Madden, Chief People & Culture Officer, PRO-spectus
Angela Mallon, Senior VP, Human Resources, Care Plus NJ
Dr. Jonathan H. Westover, Dean, Western Governors University
Lauren Winans, CEO, Principal HR Consultant, Next Level Benefits
Ekta Vyas, Ph.D., CHRO, Keck Medicine of USC

“The HR function is undergoing its most significant transformation in decades,” noted Debbie McGrath, CEO of HR.com. “This board will guide critical topics in HR professional development, equipping HR leaders with the frameworks, competencies, and strategies needed to drive organizational excellence in a volatile and ever-changing environment.”

The HR Research Institute releases annual “State of the Industry” reports in a variety of HR topic areas, including its past research report, HR.com’s Future of HR Skills and Strategies 2025.

This and other free research reports and infographics can be downloaded at hr.com/researchinstitute.

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HR.com's Future of Coaching and Mentoring for Leadership 2026 Virtual Event
March 4, 2026

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Influential Experts Collaborate to Redefine Leadership Development Through Coaching and Mentoring

Thu, 20 Nov 2025 13:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Thursday Nov 20, 2025 @ 8:00 AM America/Toronto —

The HR Research Institute (HRRI) has announced the establishment of its Future of Coaching and Mentoring for Leadership 2026 Advisory Board, bringing together a distinguished group of practitioners committed to advancing leadership excellence. This board will guide organizations on modern coaching and mentoring — balancing AI-driven tools with essential human connection, shaping policies and processes for responsible AI use, and defining the evolving role of leaders in an AI-enabled workplace.

This expert advisory panel will direct HRRI's extensive research project and virtual event, exploring how organizations can harness coaching and mentoring to build robust leadership pipelines and accelerate professional growth. Their combined knowledge will reveal effective methodologies for implementing and scaling coaching cultures that foster leader readiness and organizational resilience.

The initiative will provide evidence-based recommendations and actionable insights for HR professionals aiming to enhance leadership development programs, optimize mentor-mentee relationships, and create sustainable pathways for nurturing high-potential talent.

The newly established advisory board features the following industry professionals:

Lizzie Bentley Bowers — Author, Speaker, Coach, The Causeway Coaching
Anne Bloom — CEO/Founder, Business Advisor, Your Aspire Coach
Mitwuana Bruce — Senior Officer, Human Resources, The Hunger Project
Morgan Kemick — HR/OD Consultant & Leadership Coach, Morgan Kemick Consulting
Mark Monaghan — VP of Organizational Development & Coaching, iQor
Helen Patterson — HR Leader, Fractional VP, People and Culture, Author, Consultant & Speaker, Life Works Well
Tracey Power — Chief People Officer and Performance Coach, Highspring
Michelle Prince — Executive Career Coach, Global Leadership Consultant, MPrince Consulting LLC
Rey Ramirez — Co-Founder, Thrive HR Consulting
Iyad Uakoub — Chief Coach & Behavioral Scientist, Sparathon
Anja van Beek — Agile Talent Strategist & Executive Coach, Anja van Beek Consulting & Coaching
Jason Walker — Founder and Chief People Officer, Thrive HR Consulting

“In a time of unprecedented change, leadership development is essential,” said Debbie McGrath, CEO of HR.com. “Our new Advisory Board will guide HR in building stronger leaders through effective coaching and mentoring, with the right balance of artificial and human intelligence.”

The HR Research Institute releases annual “State of the Industry” reports in a variety of HR topic areas, including this past research report, HR.com’s Future Demands in Coaching and Mentoring Research 2025.

This and other free research reports and infographics can be downloaded at hr.com/researchinstitute.

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Industry Leaders Unite to Shape the Future of Recruiting and Talent Acquisition

Mon, 10 Nov 2025 15:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Monday Nov 10, 2025 @ 9:00 AM Central —

The HR Research Institute (HRRI) has announced the formation of the Future of Talent Acquisition 2026 Advisory Board, a panel of industry experts dedicated to helping HR professionals prepare for the rapidly changing world of recruiting and workforce planning.

This distinguished group of advisors will guide HRRI’s upcoming research study and virtual event focused on the future of talent acquisition. Their insights will help uncover best practices and emerging strategies to meet growing challenges in sourcing, hiring, and retaining top talent in today’s competitive labor market.

The initiative will provide actionable takeaways and data-driven insights for HR leaders seeking to optimize quality hiring, embrace technology, and improve the candidate experience.

HR.com's Future of Talent Acquisition 2026 Virtual Event
February 10, 2026

The newly appointed Future of Future of Talent Acquisition 2025 Advisory Board includes the following industry thought leaders:

Brian Gilbert, VP Talent Acquisition & Sourcing, Brown University Health
Deborah Kurtz, Founder, Magenta Search
Steve Levy, Global Talent Acquisition & Sourcing Expert
Hannah R. Miller, Senior Talent Acquisition Partner, Saint Francis Health System
Tara Turk-Haynes, Talent Acquisition and People Operations Managing Partner, Equity Solutions

“Recruiting and hiring are at the core of every organization’s success,” stated Debbie McGrath, CEO of HR.com. “The Future of Talent Acquisition Advisory Board brings together leaders with deep expertise to help HR professionals strengthen their hiring strategies and build future-ready talent pipelines.”

The HR Research Institute releases annual “State of the Industry” reports in a variety of HR topic areas, including this past research report, HR.com's Future of Talent Acquisition 2025, on the same topic.

This and other free research reports and infographics can be downloaded at hr.com/researchinstitute.

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HR.com's Future of Compensation and Total Rewards 2025 Virtual Event
November 19, 2025

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New Advisory Board to Guide HR on the Future of Compensation and Total Rewards

Tue, 19 Aug 2025 13:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Tuesday Aug 19, 2025 @ 9:00 AM America/Toronto —

The HR Research Institute (HRRI) has announced the formation of HR.com’s Future of Compensation and Total Rewards Advisory Board. This panel of industry experts will help HR professionals optimize one of the most critical—and rapidly evolving—areas of talent management.

The advisory board will guide an upcoming research study and virtual event on the future of compensation and total rewards, providing HR leaders with actionable takeaways to attract, retain, and engage talent.

Total rewards—the combination of pay, benefits, and other rewards employees receive—has long been a cornerstone of HR strategy. As the competition for talent intensifies, leading employers are rethinking traditional approaches, personalizing offerings, and tying pay more closely to performance.

The newly appointed Future of Compensation and Total Rewards 2025 Advisory Board includes the following industry thought leaders:

Supriya Bahri, Vice President, Global Total Rewards, Roblox
Wally Brown, Total Rewards Manager, UC Health
Adam Chmielewski, VP, People, Carbon Health
Danielle DuBois, Director, Global Rewards & HR Systems, Dairy Queen
Emily DuPont, Compensation Manager, NFI Industries
Chris Fusco, SVP, Compensation, Research and Content Creation, Salary.com
Gail Greenfield, EVP of Total Rewards Strategy and Solutions, Trusaic
Tom McMullen, Senior Client Partner & Total Rewards Expertise Leader, Korn Ferry
Mara Notarfonzo, VP, Total Rewards, CAA
Marty Reaume, Board Member, HR Venture Advisor, Professor
Kerrian Soong, Head of Total Rewards & HR Analytics, Bridgewater Associates
Vanita Tyagi, Director of Total Rewards, Empyrean

“Compensation and total rewards are no longer just about market rates—they’re about shaping an employee experience that drives performance, loyalty, and engagement,” stated Debbie McGrath, CEO of HR.com. “Our advisory board will help HR professionals understand what’s working now and prepare for the changes ahead.”

The HR Research Institute releases annual “State of the Industry” reports in a variety of HR topic areas, including this past research report, HR.com's Future of Compensation and Total Rewards 2024-25, on the same topic.

This and other free research reports and infographics can be downloaded at hr.com/researchinstitute.

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Become a part of HR.com’s HR research influencer panel today! Participate in surveys, share your insights, and earn rewards!

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New Research Uncovers Secrets to Scaling Hiring Without Sacrificing Quality

Thu, 24 Jul 2025 12:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Thursday Jul 24, 2025 @ 8:00 AM America/Toronto —

Organizations that excel in high-volume hiring share a common approach: a well-defined strategy, backed by effective technology use and continuous metric tracking.

For example, such organizations are:

4X more likely to find AI tools effective
3X more likely to link hiring metrics to on-the-job performance

The HR Research Institute’s latest research study, HR.com's State of Seasonal, Hourly and Volume Hiring 2025, also reveals that companies that excel at high-volume recruitment are hiring quickly and at scale—without sacrificing quality.

The research provides timely insights for HR professionals navigating growing hiring demands, especially in industries reliant on large hourly or contract workforces. With clearly defined goals, the right tech stack, and data-driven practices, high-volume hiring can become a true competitive advantage.

The top high-volume recruiting metrics cited by respondents include quality of hire (61%), conversion rate (47%), time to hire or fill (46%), and retention rate (44%). These findings highlight that measuring what matters most—how well hires perform, how efficiently candidates move through the funnel, and how long they stay—is key to long-term hiring success.

Modern high-volume recruiting also tends to rely heavily on technology. The most effective tools, according to the study, include:

Applicant tracking systems (ATS) – 51%
Artificial intelligence (e.g., chatbots, SMS automation) – 51%
Virtual job previews or simulations – 45%
Employee referral tracking tools – 44%

This data confirms that automation and personalization—when used together—help recruiters manage scale while enhancing the candidate experience.

Despite progress, many HR teams still struggle with:

High turnover and churn
Poor candidate-job fit
Manual processing of overwhelming application volumes

The study emphasizes that solving these problems requires not just better tools—but better strategy.

“High-volume hiring success hinges on the right data and the right tools,” said Debbie McGrath, Chief Instigator and CEO of HR.com. “This research shows that when HR professionals prioritize performance-linked metrics and embrace technology like AI and ATS platforms, they dramatically improve both hiring quality and efficiency.”

HR.com's State of People Analytics 2025 Virtual Event
November 12, 2025

The recording of the research webcast presentation, Hiring at Scale in 2025: New Insights into Seasonal, Hourly and Volume Recruiting, is available for viewing 24/7 on demand.

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New Advisory Board to Help HR Harness People Data and Analytics Strategies

Wed, 16 Jul 2025 12:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Wednesday Jul 16, 2025 @ 8:00 AM America/Toronto —

The HR Research Institute is proud to announce the formation of a new Advisory Board of industry experts to guide a major upcoming research initiative and virtual event focused on HR analytics.

As HR leaders face mounting pressure to connect business impact with workforce strategy, a newly formed State of People Analytics Advisory Board is stepping in to help. Comprising industry veterans, data experts, and forward-thinking practitioners, the board will guide HR professionals on one of their most complex challenges: leveraging people-focused metrics and analytics to drive smarter, fairer, and more effective workplace decisions.

The State of People Analytics Advisory Board was created to provide input and expertise in the design of an upcoming research study and insightful virtual event on these topics. Their insights will support HR leaders as they navigate skills gaps, shifting business demands, and accelerating technology—especially AI. The panel will play a critical role in providing practical frameworks and thought leadership on how to embed data and analytics into HR strategy, culture, and day-to-day operations.

The newly appointed State of People Analytics 2025 Advisory Board includes the following industry thought leaders:

Chris Coleman, Senior Manager, People Analytics, Verizon
Ranjan Dutta, PhD., Founder and Managing Partner, ThothProAI
Helen Friedman, Partner and CEO, Merit Analytics Group LLC
Jeff Higgins, Founder and CEO, Lytiqs
Fiona Jamison, PhD., VP Research & People Analytics, People Results
Mike Kidwell, Executive Director, Senior Lead Analytics Consultant, Wells Fargo
Steve Lovig, Senior Human Resources Consultant, Flex HR + Lovig HR Consulting
Viktor Mirovic, CEO, KeenCorp
Miles Overholt, PhD., Founder and CEO, Strategia Analytics
Emily Pelosi, PhD., Employee Listening Research Manager, Apple
Richard Rosenow, VP People Analytics Strategy, One Model

“Analytics is a necessity in business today,” stated Debbie McGrath, CEO of HR.com. “But many HR professionals still struggle with where to start, what to measure, and how to scale. This board brings together the minds who’ve been in the trenches and can help others use data not just to report—but to lead.”

The HR Research Institute releases annual “State of the Industry” reports in a variety of HR topic areas, including this past research report, HR.com's State of People Analytics 2024-25, on the same topic.

This and other free research reports and infographics can be downloaded at hr.com/researchinstitute.

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DEIB Efforts Are Evolving in the Heat of the Shifting Political Climate — New Study by HR.com Research Institute

Mon, 14 Jul 2025 12:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Monday Jul 14, 2025 @ 8:00 AM America/Toronto —

As political and legal scrutiny intensifies, HR professionals find themselves caught in the crossfire of shifting expectations around diversity, equity, inclusion, and belonging (DEIB). A new research report, HR.com’s Future of DEIB 2025, reveals how complicated and even contradictory the DEIB scene has become.

On one hand, the perceived effectiveness of DEIB initiatives has reached an all-time high. On the other, organizations are adjusting to changing political winds by doing things such as consulting legal experts, pausing or reevaluating DEIB training, and actively revising DEIB policies to align with the new executive order called “Ending Illegal Discrimination and Restoring Merit-Based Opportunity."

How important are these recent political changes? When the HR Research Institute asked about the barriers to increasing the effectiveness of DEIB initiatives, the top answer was “political and/or social backlash against DEIB ideas,” cited by 38%. When asked about the specific kinds of political and social factors they’re encountering, the top answers were “fear of potential legal risks” and “influence of media or external pressure.” That’s not to say DEIB has disappeared from the landscape. In fact, the study finds that the proportion of organizations claiming high effectiveness of their DEIB initiatives reached 32% in 2025, the highest level ever recorded in longitudinal research conducted since 2018.

Organizations are adapting to the new political environment. They are often taking a number of steps to mitigate risks, with the top ones being:

Consulting legal experts to update initiatives
Pausing or reevaluating DEIB training
Actively revising DEIB policies to align with executive orders

Some are even renaming DEI or DEIB in their organization, with the name “Inclusion and Belonging” mentioned several times as an alternative.

The good news is that the DEIB leader organizations— those that have deeply embedded DEIB into their operations—are significantly more likely than their laggard counterparts to report that their organizations are in the top 25% of financial performers over the last fiscal year.

Their practices vary as well. Compared to DEIB laggards, DEIB leader organizations are:

Nearly 8X more likely to integrate DEIB into company values and practices
Over 7X more likely to allocate a formal budget to DEIB initiatives

The most commonly adopted DEIB strategies (used to a high or very high extent) include:

Integrating DEIB into company values and practices (38%)
Supporting employee resource groups (ERGs) (32%)
Ensuring consistent internal DEIB communication (32%)

“HR teams are trying to do the right thing, but they’re navigating an increasingly complex environment where legal risk and cultural tension run high,” said Debbie McGrath, Chief Instigator and at HR.com. “This report offers actionable guidance for employers to move forward and keep people at the center of DEIB.”

The recording of the research webcast presentation, Building Belonging and Inclusivity in an Era of Uncertainty, is available for viewing 24/7 on demand.

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Employee Engagement Is Rising, But Poor Engagement Still Persists — New Study by HR.com Research Institute

Wed, 02 Jul 2025 12:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Wednesday Jul 2, 2025 @ 8:00 AM America/Toronto —

A new research report from HR.com’s Research Institute reveals a complex picture of employee engagement in 2025: While engagement has improved from 23% in 2022 to 30% this year, over 40% of HR professionals say the average employee is still poorly engaged.

HR.com’s State of Employee Productivity and Engagement 2025 report highlights a growing urgency for organizations to move beyond surface-level initiatives and invest in the real drivers of engagement—culture, leadership, and intelligent use of technology.

The research found that companies seeing greater success in employee engagement are 5X more likely to measure engagement more frequently than quarterly. Yet, only 15% of organizations actually do so..

Organizational culture was named the top driver of engagement, but few are putting their money where their mission. In fact, only:

45% continuously work to improve culture
41% actively listen to employee feedback
27% invest in programs that enhance engagement
14% train managers on how to engage employees

In contrast, organizations where managers and leaders prioritize engagement report far better outcomes. More than 70% of those say their managers:

Give regular feedback
Build trust
Listen and act on employee input

The report also points to the emerging role of AI in driving both engagement and productivity. While just 36% of organizations currently use AI for productivity-related tasks, the technology shows promise in reducing administrative burdens and freeing up time for meaningful employee interactions.

“We’re seeing encouraging signs of progress,” said Debbie McGrath, Chief Instigator and at HR.com. “But true engagement isn’t a one-time metric—it’s an ongoing strategy. To make lasting gains, organizations must invest in leadership, culture, and smarter tools.”

The recording of the research webcast presentation, Staying Productive and Engaged in an Age of Bewildering Change, is available for viewing 24/7 on demand.

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Critical Gap Emerges Between Mental Health Needs and Support in the Workplace — New Study by HR.com Research Institute

Mon, 30 Jun 2025 12:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Monday Jun 30, 2025 @ 8:00 AM America/Toronto —

A new research report, HR.com's State of Employee Mental Health & Stress in the Workplace 2025, reveals a troubling disconnect between employee mental health needs and the support offered by organizations. While 89% of organizations provide mental health benefits, far fewer are actually equipped to help employees manage stress and mental health challenges in meaningful ways.

A staggering 61% of respondents say they often feel personally stressed at work—yet only 28% believe their organizations are effective at helping employees manage that stress. Less than half of companies have systems in place to respond effectively to mental health issues among employees.

While 45% of respondents believe their organizations go beyond benefits to truly address mental health challenges, 34% actively disagree—a 15-point change from last year. This sharp decline signals a worsening trend that organizations can no longer ignore. Just 9% of organizations have any way to measure employee mental health, leaving most employers without the insights needed to track progress or improve support.

Further analysis uncovers several key findings that highlight the severity of the issue. Only 15% managers are equipped to guide employees who are experiencing stress. Even fewer—just 14%— agree that managers in their organizations are able to recognize signs of employee stress. Additionally, only 35% of respondents say their work environment actively supports mental health.

This lack of manager readiness compounds the problem: most managers are unequipped to identify stress, intervene early, or support mental wellness, despite being on the front lines of employee experience.

“The message is clear,” said Debbie McGrath, Chief Instigator and CEO of HR.com. “Mental health programs aren’t enough. Organizations must prioritize culture, manager training, and leadership accountability to close this critical gap.”

The recording of the research webcast presentation, Breaking the Silence on Employee Mental Health and Stress Issues 2025, is available for viewing 24/7 on demand.

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Skills Frameworks Are Key to Unlocking Talent Mobility Success - Study by HR Research Institute in Partnership with SHL

Mon, 23 Jun 2025 12:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Monday Jun 23, 2025 @ 8:00 AM America/Toronto —

A newly released research report from the HR Research Institute, in partnership with SHL, reveals a clear differentiator between thriving internal mobility programs and those that underperform: a strong, structured skills framework.

The study, titled “Talent Mobility Programs 2025,” explores how organizations are tackling the complexities of internal mobility and what sets high-impact programs apart. While the majority of organizations recognize the value of internal mobility—54% of HR professionals report noticeable improvements in retention and business outcomes—few have the infrastructure in place to realize its full potential.

One standout finding from the report: organizations that assess both employee skills and job requirements are significantly better positioned to match people to opportunities—quickly and at scale. However, more than half of respondents say translating and measuring skills using their current frameworks is “somewhat” or “very” challenging, often due to bloated skill libraries or unclear role profiles.

While talent mobility has significantly improved retention and performance, execution remains a hurdle. Only 8% say they have a concise, easy-to-use skills framework—an essential enabler of successful mobility. The most common barriers include managers prioritizing external hires (33%), limited budgets (28%), and outdated technology (18%).

Despite the clear benefits, many organizations still lack the infrastructure to scale internal talent strategies. To close the gap, HR leaders should embed mobility into their core talent strategy, train managers on the business value of internal advancement, invest in scalable technology, and refine skills frameworks for clarity and actionability.

“Reskilling and internal mobility go hand in hand,” says Debbie McGrath, Chief Instigator and CEO of HR.com. “But without a clear, structured view of employee skills and job needs, even the best intentions fall flat. This study shows that skills frameworks may be the connective tissue organizations need to execute on mobility effectively.”

[DOWNLOAD REPORT]

The research report is available for free download and offers actionable insights for HR professionals seeking to bridge the execution gap and make mobility a driver of retention, development, and workforce agility.

About SHL

SHL exists to help you win. At a time of unprecedented change, we provide deep people insights to predict and drive performance. Our world-class talent solutions empower leaders and their teams to make unbiased decisions throughout the employee journey. With 40+ years of talent expertise, cutting-edge assessment science and more than 45 billion data points, we have an unparalleled view of the workforce. SHL partners with organizations of all sizes – from start-ups to multinational firms – worldwide to deliver proven business results from people investments.

For more information, visit www.shl.com

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Coaching and Mentoring Are on the Rise, But Few Organizations Are Nailing Execution — New Study by HR.com Research Institute

Thu, 12 Jun 2025 12:00:00 GMT

Jacksons Point, Ontario, Canada (Newsworthy.ai) Thursday Jun 12, 2025 @ 8:00 AM America/Toronto —

HR.com’s newly released research report, HR.com's Future Demands in Coaching and Mentoring 2025, reveals a striking trend: while the majority of organizations are investing in coaching and mentoring, many are falling short of realizing their full business potential.

A growing number of organizations are prioritizing coaching and mentoring—70% offer coaching programs and 60% have mentoring initiatives. However, a gap in execution is evident: while over two-thirds of HR professionals view them as strategic, only 45% report a significant boost to business success. To drive real impact, organizations may need stronger infrastructure, better training, and more effective measurement.

Respondents identified the following top roadblocks preventing coaching and mentoring programs from achieving their full potential:

Lack of time
Managers avoid difficult conversations
No clear training or career pathing
No defined outcomes
Budget constraints

With leadership development emerging as one of the hottest HR issues of 2025, the research points to a need for better infrastructure, measurement, and support. High-performing organizations are more than three times as likely to reward internal coaches and track program impact using retention and engagement data.

Yet, many companies still fail to invest enough in those doing the work:

Only 51% of coaches and 45% of mentors are well-trained
Just 50% of coaches and 53% of mentors receive recognition or rewards for their efforts

“The data shows coaching and mentoring are being widely adopted, but execution is where many organizations stumble,” said Debbie McGrath, Chief Instigator and CEO of HR.com. “If your organization isn’t using coaching or mentoring yet, now is the time to start—but be strategic about how you implement and support these programs.”