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https://www.hr.com/en/resources/free_research_white_papers/
Submission: On January 22 via api from CH — Scanned from DE
Submission: On January 22 via api from CH — Scanned from DE
Form analysis 4 forms found in the DOM
<form id="signupFormAOI" class="signupFormAOI">
<div id="interestsConts">
<div class="HRCategories">
<ul>
<li>
<input id="globCat1502735812622" name="globCat" type="checkbox" class="globCat" value="1502735812622">
<label for="globCat1502735812622">AI/Machine Learning and Chatbots</label>
</li>
<li>
<input id="globCat1182468223065" name="globCat" type="checkbox" class="globCat" value="1182468223065">
<label for="globCat1182468223065">Benefits</label>
</li>
<li>
<input id="globCat1313511905787" name="globCat" type="checkbox" class="globCat" value="1313511905787">
<label for="globCat1313511905787">Community Groups</label>
</li>
<li>
<input id="globCat1182468235407" name="globCat" type="checkbox" class="globCat" value="1182468235407">
<label for="globCat1182468235407">Compensation</label>
</li>
<li>
<input id="globCat1287434027468" name="globCat" type="checkbox" class="globCat" value="1287434027468">
<label for="globCat1287434027468">Contract Workforce and Talent Exchange</label>
</li>
<li>
<input id="globCat1488907071020" name="globCat" type="checkbox" class="globCat" value="1488907071020">
<label for="globCat1488907071020">Core HR & Compensation & Benefits</label>
</li>
<li>
<input id="globCat1287541910591" name="globCat" type="checkbox" class="globCat" value="1287541910591">
<label for="globCat1287541910591">Employee Wellness</label>
</li>
<li>
<input id="globCat1488906900266" name="globCat" type="checkbox" class="globCat" value="1488906900266">
<label for="globCat1488906900266">Go-To-Market Profile</label>
</li>
<li>
<input id="globCat1344356078565" name="globCat" type="checkbox" class="globCat" value="1344356078565">
<label for="globCat1344356078565">Health and Safety</label>
</li>
<li>
<input id="globCat1403801414474" name="globCat" type="checkbox" class="globCat" value="1403801414474">
<label for="globCat1403801414474">HR Certification</label>
</li>
<li>
<input id="globCat1354039498848" name="globCat" type="checkbox" class="globCat" value="1354039498848">
<label for="globCat1354039498848">HR in California</label>
</li>
<li>
<input id="globCat1307641914730" name="globCat" type="checkbox" class="globCat" value="1307641914730">
<label for="globCat1307641914730">HR in Canada</label>
</li>
<li>
<input id="globCat1313511931197" name="globCat" type="checkbox" class="globCat" value="1313511931197">
<label for="globCat1313511931197">HR in India</label>
</li>
<li>
<input id="globCat1310062031176" name="globCat" type="checkbox" class="globCat" value="1310062031176">
<label for="globCat1310062031176">HR Industries</label>
</li>
<li>
<input id="globCat1182468336731" name="globCat" type="checkbox" class="globCat" value="1182468336731">
<label for="globCat1182468336731">HR Outsourcing</label>
</li>
<li>
<input id="globCat1541447258870" name="globCat" type="checkbox" class="globCat" value="1541447258870">
<label for="globCat1541447258870">HR Sales and Marketing Institute</label>
</li>
<li>
<input id="globCat1516051330327" name="globCat" type="checkbox" class="globCat" value="1516051330327">
<label for="globCat1516051330327">HR Technology</label>
</li>
<li>
<input id="globCat1182468352575" name="globCat" type="checkbox" class="globCat" value="1182468352575">
<label for="globCat1182468352575">HRIS and Payroll</label>
</li>
<li>
<input id="globCat1182468250922" name="globCat" type="checkbox" class="globCat" value="1182468250922">
<label for="globCat1182468250922">Human Resources Management</label>
</li>
<li>
<input id="globCat1485897163349" name="globCat" type="checkbox" class="globCat" value="1485897163349">
<label for="globCat1485897163349">Immigration</label>
</li>
<li>
<input id="globCat1287542166390" name="globCat" type="checkbox" class="globCat" value="1287542166390">
<label for="globCat1287542166390">Integrated Talent Management</label>
</li>
<li>
<input id="globCat1182468477778" name="globCat" type="checkbox" class="globCat" value="1182468477778">
<label for="globCat1182468477778">Labor Relations</label>
</li>
<li>
<input id="globCat1182468395979" name="globCat" type="checkbox" class="globCat" value="1182468395979">
<label for="globCat1182468395979">Leadership</label>
</li>
<li>
<input id="globCat1488907255037" name="globCat" type="checkbox" class="globCat" value="1488907255037">
<label for="globCat1488907255037">Learning Mgmt & Onboarding</label>
</li>
<li>
<input id="globCat1182468367641" name="globCat" type="checkbox" class="globCat" value="1182468367641">
<label for="globCat1182468367641">Legal and Compliance - Managing Employer Risk</label>
</li>
<li>
<input id="globCat1182468425360" name="globCat" type="checkbox" class="globCat" value="1182468425360">
<label for="globCat1182468425360">Organizational Development</label>
</li>
<li>
<input id="globCat1488905547371" name="globCat" type="checkbox" class="globCat" value="1488905547371">
<label for="globCat1488905547371">Payroll & Workforce Mgmt</label>
</li>
<li>
<input id="globCat1182468441513" name="globCat" type="checkbox" class="globCat" value="1182468441513">
<label for="globCat1182468441513">Performance Management</label>
</li>
<li>
<input id="globCat1287542298883" name="globCat" type="checkbox" class="globCat" value="1287542298883">
<label for="globCat1287542298883">Quality of Hire</label>
</li>
<li>
<input id="globCat1182525281001" name="globCat" type="checkbox" class="globCat" value="1182525281001">
<label for="globCat1182525281001">Recruitment Process Outsourcing</label>
</li>
<li>
<input id="globCat1659033179166" name="globCat" type="checkbox" class="globCat" value="1659033179166">
<label for="globCat1659033179166">Remote Workforce Solutions</label>
</li>
<li>
<input id="globCat1287541993215" name="globCat" type="checkbox" class="globCat" value="1287541993215">
<label for="globCat1287541993215">Rewards and Recognition</label>
</li>
<li>
<input id="globCat1488903716384" name="globCat" type="checkbox" class="globCat" value="1488903716384">
<label for="globCat1488903716384">Services & Ecosystem Tech</label>
</li>
<li>
<input id="globCat1287542225223" name="globCat" type="checkbox" class="globCat" value="1287542225223">
<label for="globCat1287542225223">Social Media and Employee Communications</label>
</li>
<li>
<input id="globCat1182468297992" name="globCat" type="checkbox" class="globCat" value="1182468297992">
<label for="globCat1182468297992">Talent Acquisition</label>
</li>
<li>
<input id="globCat1488907255051" name="globCat" type="checkbox" class="globCat" value="1488907255051">
<label for="globCat1488907255051">Talent Mgmt & Engagement</label>
</li>
<li>
<input id="globCat1287542235844" name="globCat" type="checkbox" class="globCat" value="1287542235844">
<label for="globCat1287542235844">Technology Enabled Learning</label>
</li>
<li>
<input id="globCat1182468380154" name="globCat" type="checkbox" class="globCat" value="1182468380154">
<label for="globCat1182468380154">Training and Development</label>
</li>
<li>
<input id="globCat1509023940330" name="globCat" type="checkbox" class="globCat" value="1509023940330">
<label for="globCat1509023940330">Translation and Localization</label>
</li>
<li>
<input id="globCat1182468320098" name="globCat" type="checkbox" class="globCat" value="1182468320098">
<label for="globCat1182468320098">Workforce Management (Time & Attendance)</label>
</li>
<li>
<input id="globCat1182468462095" name="globCat" type="checkbox" class="globCat" value="1182468462095">
<label for="globCat1182468462095">Workforce Planning and Analytics</label>
</li>
</ul>
</div>
</div>
</form><form class="needs-validation" id="signupForm" novalidate="">
<div class="row">
<div class="col-md-12 col-sm-12 col-xs-12 MarginTop10">
<input type="email" class="FullWidth" name="email" id="email" value="" size="30" placeholder="Email Address" required="">
<font color="red"><span class="errorEmail font-weight-bold"></span></font>
</div>
<div class="col-md-6 col-sm-6 col-xs-12 MarginTop10">
<input type="text" class="FullWidth" name="first_name" id="first_name" value="" size="30" placeholder="First Name" required="">
<font color="red"><span class="errorFname font-weight-bold"></span></font>
</div>
<div class="col-md-6 col-sm-6 col-xs-12 MarginTop10">
<input type="text" class="FullWidth" name="last_name" id="last_name" value="" size="30" placeholder="Last Name" required="">
<font color="red"><span class="errorLname font-weight-bold"></span></font>
</div>
<div class="col-md-6 col-sm-6 col-xs-12 MarginTop10">
<input type="password" class="FullWidth" name="password" id="password" value="" size="30" placeholder="Password" required="">
<font color="red"><span class="errorPassword font-weight-bold"></span></font>
</div>
<div class="col-md-6 col-sm-6 col-xs-12 MarginTop10">
<input type="password" class="FullWidth" name="password_confirm" id="password_confirm" value="" size="30" placeholder="Confirm Password" required="">
<font color="red"><span class="errorConfirmPssword font-weight-bold"></span></font>
</div>
<div class="col-md-12 col-sm-12 col-xs-12 MarginBottom10">
</div>
<div class="col-md-12 col-sm-12 col-xs-12">
<input type="checkbox" id="Checkbox11" name="iagree" required="" value="option1">
<label class="Dark" for="Checkbox11">I agree</label> <span class="Dark">to HR.com's
<a href="/en/about_us/legal_information/" class="Blue" style="color:#4ac4d5!important;" target="_blank" data-feathr-click-track="true" data-feathr-link-aids="["6127cfab0dc20e810ab012ed"]">terms of service</a> and
<a href="/en/about_us/privacy_information/" class="Blue" style="color:#4ac4d5!important;" target="_blank" data-feathr-click-track="true" data-feathr-link-aids="["6127cfab0dc20e810ab012ed"]">privacy policy</a>.</span>
<br>
<font color="red"><span class="erroriagree font-weight-bold"></span></font>
</div>
<div class="col-md-12 col-sm-12 col-xs-12">
<input type="checkbox" id="Checkbox2" name="iagreeEmail" required="" value="option1">
<label class="Dark" for="Checkbox2">I agree</label> <span class="Dark">to receive HR.com email communication and notifications, as well as communications from our sponsors. (You will be able update your profile to manage your subscriptions upon
registration.)</span>
<br>
<font color="red"><span class="erroriagreeEmail font-weight-bold"></span></font>
</div>
<div class="col-md-12 col-sm-12 col-xs-12 MarginTop10">
<button type="button" class="btn BlueBtn LargeBtn FullWidth" id="signup" name="signup" onclick="signupValidate()">Create Account</button>
<p class="Dark MarginTop10">You will be prompted to activate your HR.com user account via email.</p>
</div>
</div>
</form>GET
<form method="get" class="lm_verify_ipfm" data-group-name="ipfm" data-autosubmit="false" autocomplete="off">
<input type="text" id="ipfm-1" name="ipfm-1" data-next="ipfm-2" maxlength="1">
<input type="text" id="ipfm-2" name="ipfm-2" data-next="ipfm-3" data-previous="ipfm-1" maxlength="1">
<input type="text" id="ipfm-3" name="ipfm-3" data-next="ipfm-4" data-previous="ipfm-2" maxlength="1">
<input type="text" id="ipfm-4" name="ipfm-4" data-next="ipfm-5" data-previous="ipfm-3" maxlength="1">
<input type="text" id="ipfm-5" name="ipfm-5" data-next="ipfm-6" data-previous="ipfm-4" maxlength="1">
<input type="text" id="ipfm-6" name="ipfm-6" data-next="ipfm-7" data-previous="ipfm-5" maxlength="1">
<button type="button" id="lmVerifyBtn" class="ipfm_sbtn"><svg xmlns="http://www.w3.org/2000/svg" width="7.852" height="12" viewBox="0 0 7.852 12">
<path d="M-336.852,313.223l4.148-4.148-4.3-4.3,1.778-1.778,5.926,5.926.148.148L-335.074,315Z" transform="translate(337 -303)" fill="#fff"></path>
</svg></button>
</form><form id="signup2Form">
<div class="col-md-12 col-sm-12 col-xs-12">
<hr style="margin-top:0px;">
<input type="hidden" id="customerID" name="customerID" value="">
<input type="hidden" id="isVendor" name="isVendor" value="">
</div>
<div id="target-Professional" style="display:none;">
<div class="col-md-12 col-sm-12 col-xs-12">
<div class="row" style="margin-left:30px">
<div class="col-md-12 col-sm-12 col-xs-12 text-left">
<label class="col-form-label Dark"> Job Title</label>
<div class="row">
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3001" value="3001">
<label for="3001">Administrator</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1488463097441" value="1488463097441">
<label for="1488463097441">Alliances</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3002" value="3002">
<label for="3002">Analyst</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3003" value="3003">
<label for="3003">Assistant</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3004" value="3004">
<label for="3004">CEO</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1490187661254" value="1490187661254">
<label for="1490187661254">Consultant</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1613482689893" value="1613482689893">
<label for="1613482689893">Content Marketing</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3005" value="3005">
<label for="3005">Coordinator</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1490187680018" value="1490187680018">
<label for="1490187680018">Corporate M&A</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1490187750422" value="1490187750422">
<label for="1490187750422">Customer Account Management</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1613482700876" value="1613482700876">
<label for="1613482700876">Demand Gen Marketing</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3006" value="3006">
<label for="3006">Director</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1613482635251" value="1613482635251">
<label for="1613482635251">Event Manager</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3007" value="3007">
<label for="3007">Executive</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1184355546422" value="1184355546422">
<label for="1184355546422">General HR</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1660793076310" value="1660793076310">
<label for="1660793076310">In transition</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1232552605792" value="1232552605792">
<label for="1232552605792">Investor</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3008" value="3008">
<label for="3008">Manager</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1456339567952" value="1456339567952">
<label for="1456339567952">Marketing</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1531145602718" value="1531145602718">
<label for="1531145602718">Media/Influencer/Research</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1184355597968" value="1184355597968">
<label for="1184355597968">Other</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3009" value="3009">
<label for="3009">President</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1490187814657" value="1490187814657">
<label for="1490187814657">Product Management</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3010" value="3010">
<label for="3010">Professor/Teacher</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1488463067803" value="1488463067803">
<label for="1488463067803">Sales</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3011" value="3011">
<label for="3011">Specialist</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3012" value="3012">
<label for="3012">Student</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1269533148277" value="1269533148277">
<label for="1269533148277">Third Party Administrator</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3013" value="3013">
<label for="3013">Vice President</label>
</div>
</div>
<font class="col-md-5 col-sm-5 col-xs-5" color="red"><span class="errorjobTitle font-weight-bold"></span></font>
</div>
<div class="col-md-12 col-sm-12 col-xs-12 text-center MarginTop20 MarginBottom20">
<button type="button" class="btn BlueBtn LargeBtn" onclick="signupStep2()">Complete signup</button>
</div>
</div>
</div>
</div>
<div id="target-Vendor" style="display:none;">
<div class="col-md-12 col-sm-12 col-xs-12">
<div class="row" style="margin-left:30px">
<div class="col-md-12 col-sm-12 col-xs-12 text-left">
<label class="col-form-label Dark"> Job Title</label>
<div class="row">
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3001" value="3001">
<label for="3001">Administrator</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1488463097441" value="1488463097441">
<label for="1488463097441">Alliances</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3002" value="3002">
<label for="3002">Analyst</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3003" value="3003">
<label for="3003">Assistant</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3004" value="3004">
<label for="3004">CEO</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1490187661254" value="1490187661254">
<label for="1490187661254">Consultant</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1613482689893" value="1613482689893">
<label for="1613482689893">Content Marketing</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3005" value="3005">
<label for="3005">Coordinator</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1490187680018" value="1490187680018">
<label for="1490187680018">Corporate M&A</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1490187750422" value="1490187750422">
<label for="1490187750422">Customer Account Management</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1613482700876" value="1613482700876">
<label for="1613482700876">Demand Gen Marketing</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="3006" value="3006">
<label for="3006">Director</label>
</div>
<div class="col-md-4 col-sm-4 col-xs-12 ">
<input type="checkbox" class="job_title" name="job_title" id="1613482635251" value="1613482635251">
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Job Title
Administrator
Alliances
Analyst
Assistant
CEO
Consultant
Content Marketing
Coordinator
Corporate M&A
Customer Account Management
Demand Gen Marketing
Director
Event Manager
Executive
General HR
In transition
Investor
Manager
Marketing
Media/Influencer/Research
Other
President
Product Management
Professor/Teacher
Sales
Specialist
Student
Third Party Administrator
Vice President
Complete signup
Job Title
Administrator
Alliances
Analyst
Assistant
CEO
Consultant
Content Marketing
Coordinator
Corporate M&A
Customer Account Management
Demand Gen Marketing
Director
Event Manager
Executive
General HR
In transition
Investor
Manager
Marketing
Media/Influencer/Research
Other
President
Product Management
Professor/Teacher
Sales
Specialist
Student
Third Party Administrator
Vice President
Complete signup
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* THE FUTURE OF RECRUITMENT TECHNOLOGIES 2023: USING TECHNOLOGY TO GAIN
COMPETITIVE ADVANTAGE IN TALENT ACQUISITION
HR RESEARCH INSTITUTE RESEARCH REPORT
December 2022
Did you know?
* Only 26% say they would rehire 80% to 100% of employees hired in the past
12 months. About the same proportion (27%) say they would rehire just 40%
to 79%. Even worse, nearly half (47%) would rehire less than 39% of recent
hires.
* About three-fourths of respondents agree (53%) or strongly agree (21%)
that their job application is optimized for mobile devices or is device
agnostic.
* Nearly half (48%) of organizations use artificial intelligence (AI) for
the purpose of enhancing talent acquisition to a large extent, and 73% use
it at least to some extent.
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* THE STATE OF INTERNAL MOBILITY, SUCCESSION, AND CAREER DEVELOPMENT: CREATE
CAREER DEVELOPMENT, SUCCESSION AND MOBILITY PLANS THAT ARE MUTUALLY
BENEFICIAL FOR ORGANIZATIONAL AND EMPLOYEE GOALS
HR RESEARCH INSTITUTE RESEARCH REPORT
November 2022
Did you know?
* Only 42% of respondents say they look to internal candidates first when
filling open positions.
* While 91% of organizations have either a formal or informal succession
plan, only 48% say their organization is effective or very effective at
managing succession.
* Half of respondents say the financial resources devoted to employee
development have increased a little or a lot over the past six months, and
60% say the same about the amount of time.
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* THE FUTURE OF PERSONALIZED HR SERVICES: OFFER STRATEGIC PERSONALIZED HR
SERVICES TO BOOST EMPLOYEE RETENTION AND ENGAGEMENT
HR RESEARCH INSTITUTE RESEARCH REPORT
November 2022
Did you know?
* Respondents say surveys (71%) and exit or stay interviews (64%) are the
most effective methods to gather information on the individual needs and
desires of employees.
* More than half (57%) say personalized HR services and experiences have
increased in importance a lot or a little over the last two years.
* Respondents say learning and development is the HR function that best
lends itself to personalization, and 40% personalize what, when and how
learning happens to a moderate or large extent.
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* THE CHALLENGES OF PAYROLL AND COMPLIANCE IN 2022-23: HOW REMOTE WORK,
SECURITY BREACHES, FAST-CHANGING REGULATIONS AND CONTINUOUS INNOVATIONS HAVE
MADE PAYROLL MORE COMPLEX
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
November 2022
The HR Research Institute partnered with Greenshades Software, leader in
payroll, tax, HR, and compliance software, to conduct the study to understand
the current state of payroll security, regulation, and innovation to help
payroll professionals better manage and deal with today’s payroll challenges.
Did you know?
* Fewer than two-thirds (61%) agree or strongly agree that they have all the
tools and expertise needed to manage compliance.
* Organizations that find compliance challenging are more than twice as
likely to have faced a security breach in the past two years.
* Companies that have no remote workers are twice as likely to find
compliance very easy compared to companies where all workers are remote at
least some of the time.
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* BRIDGING THE SKILLS GAP 2022-23
HR RESEARCH INSTITUTE RESEARCH INFOGRAPHIC
November 2022
How do organizations keep up with the constant need to upskill employees? Do
they have a formal employee development framework? Or do they implement
coaching or mentoring programs?
The HR Research Institute and Unit4, a leader in enterprise cloud
applications for people-centric organizations, conducted the Skills Gaps
Pulse Survey 2022 to answer these questions and understand how employers can
bridge the skills gap. Download the infographics for insights and takeaways
Download Research Report
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* EMPLOYEE IDENTITY VERIFICATION: FROM NICE-TO-HAVE TO NEED-TO-HAVE
HR RESEARCH INSTITUTE RESEARCH REPORT
November 2022
Did you know?
* More than half of the respondents in our research study have experienced
identity fraud in some way. 60% of those respondents cited that an
employee was discovered to have lied about their identity.
* Nearly half of organizations wait until an employee is hired to verify
their identity. This typically occurs during the Form I-9 process in the
U.S.
* Cost is the biggest factor when deciding whether or not to add identity
verification prior to a background check.
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* THE FUTURE OF EMPLOYEE ENGAGEMENT: ENGAGEMENT IN THE ERA OF REMOTE WORK AND
QUIET QUITTING
HR RESEARCH INSTITUTE RESEARCH REPORT
November 2022
Did you know?
* Although 87% say there are reliable ways to measure engagement, only 53%
actually measure it. Large organizations with 1,000 or more employees
(67%) are far more likely to measure it than are small organizations (40%)
* More than three-fifths (62%) of HR professionals view employee engagement
as a crucial concern at or near the top of their list of priorities
* When we asked HR professionals how the level of employee engagement in
their organizations had changed over the last year, we found that: Just
over a quarter (27%) say their engagement levels have risen, but 41% say
engagement is down
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* THE STATE OF LEGAL, COMPLIANCE AND EMPLOYMENT LAW: IMPROVE HR COMPLIANCE
PROCESSES TO MANAGE DATA, REPORTING AND EMPLOYEES’ UNDERSTANDING OF
COMPLIANCE PROCEDURES
HR RESEARCH INSTITUTE RESEARCH REPORT
November 2022
Did you know?
* Eighty-three percent of respondents agree that their organization will
place greater importance on compliance in the next two years.
* Although many say their organization’s compliance strategies are adequate,
HR compliance processes often lack maturity.
* Three in ten say their organizations are struggling to stay up to date
with their understanding of all HR-related compliance issues, often citing
problems such as: growing scope of federal and state HR-related
regulations, changing interpretations of laws, and technology failing to
keep up with compliance changes.
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* THE FUTURE OF COMPENSATION AND TOTAL REWARDS: A DEEP DIVE INTO HR’S BIGGEST
INVESTMENT
HR RESEARCH INSTITUTE RESEARCH REPORT
October 2022
Did you know?
* Over 40% of respondents say their total rewards system is not seen as
differentiating relative to competitors
* Over a third of organizations offer enhanced learning and development
opportunities to attract and retain key talent.
* On the topic of health and wellness benefits, just over 1 in 5
organizations provide an allowance for home gym equipment, self-help
books, etc.
Download Research Report
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* THE STATE OF HR SKILLS & EDUCATION: DEVELOP CAPABILITIES TO LEAD
ORGANIZATIONS OF TOMORROW
HR RESEARCH INSTITUTE RESEARCH REPORT
October 2022
Did you know?
* When asked how HR professionals would rate their own capability in their
current role, we found that 30% rate themselves as expert and a further
39% say they are proficient.
* About two-fifths of HR professionals have a master’s degree (37%) and a
sizeable proportion also have either a bachelor’s degree (32%) or an
associate’s degree (9%).
* An overwhelming number of HR experts rely on articles or white papers
(84%) or conferences (80%) when learning new skills. Articles, white
papers and conferences often give access to expert knowledge in the field
and feature information on current and future trends.
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* THE FUTURE OF DIVERSITY, EQUITY AND INCLUSION 2022: INCORPORATE NEW DEI
INITIATIVES TO FOSTER STRONG EMPLOYEE RELATIONSHIPS AND INCREASE
ORGANIZATIONAL SUCCESS
HR RESEARCH INSTITUTE RESEARCH REPORT
October 2022
Most of today’s organizations lack mature and effective diversity, equity,
and inclusion (DEI) programs. This research shows that the organizations that
do have successful DEI programs tend to share a range of characteristics and
practices. In short, to do DEI well, these organizations comprehensively
define and work at it. We invite you to read the full report which includes
research insights and 13 key takeaways you can apply in your own
organization.
Download Research Report
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* THE STATE OF EMPLOYEE RETENTION: RETAIN EMPLOYEES THROUGH TARGETED STRATEGIES
AND PRACTICES
HR RESEARCH INSTITUTE RESEARCH REPORT
September 2022
Did you know?
* When compared with organizations that do not retain employees very
successfully, those that do are nearly 3x more likely to say they make
managers accountable for the retention of subordinates.
* Fully 77% of HR professionals say employee retention is either their top
priority (35%) or among their top three priorities (42%) in their
organizations.
* The three biggest reasons employees leave their jobs are: desire for
better work experiences, inflation rates as employees seek higher wages,
and an increase in opportunities outside the organization.
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* THE STATE OF PEOPLE ANALYTICS 2022-23: DESIGNING PEOPLE ANALYTICS TO MANAGE
THE WORKPLACE OF TODAY AND TOMORROW
HR RESEARCH INSTITUTE RESEARCH REPORT
September 2022
Did you know?
* Only 13% of respondents say their organization is very good at
understanding and evaluating people analytics
* Compensation tops the list as the most important HR functional area where
people analytics are most important
* Data governance and integration are the most difficult areas of people
analytics processes
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* THE STATE OF TODAY'S HR TECH STACK 2022-23: BUILD AND USE AN HR TECH STACK
THAT HELPS HR PROCESSES THRIVE
HR RESEARCH INSTITUTE RESEARCH REPORT
September 2022
Did you know?
* Just two-fifths agree or strongly agree that their organization is good at
implementing HR tech stack systems so that they are well aligned with
critical business objectives.
* Sixty-two percent agree or strongly agree their organization’s HR tech
stack measurably increases/improves organizational
efficiency/productivity.
* Just one-fifth strongly agree that their HR tech stack supports the needs
of employees and other stakeholders who work on-site or remotely.
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* THE FUTURE OF TALENT ACQUISITION 2022-23: STRATEGIES, PRACTICES AND
TECHNOLOGIES FOR BUILDING THE FUTURE WORKFORCE
HR RESEARCH INSTITUTE RESEARCH REPORT
August 2022
Did you know?
* Fewer than half (47%) rate their organization’s talent acquisition
capabilities as top notch or above average.
* About a quarter cite “weak employer brand and/or poor company reputation”
as among the biggest challenges to acquiring talent at their organization.
* One in ten organizations do not expect to automate any TA related
processes in future.
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* THE STATE OF HUMAN EXPERIENCE IN THE WORKPLACE 2022-23: MEASURE AND MANAGE
THE EMPLOYEE EXPERIENCE
HR RESEARCH INSTITUTE RESEARCH REPORT
August 2022
The concept of human experience goes way beyond the traditional customer
satisfaction focus. Employee experience in HR follows from the concept of
customer experience in marketing. It is a recognition that the day-to-day
experience of employees has a critical impact on attracting, retaining, and
managing staff. Employee experience serves as an overarching framework or
paradigm that incorporates a wide variety of talent-management-related
factors, from compensation to culture. We invite you to read the full report
which includes research insights and 8 key takeaways you can apply in your
own organization.
Download Research Report
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* DIABETES MANAGEMENT IN TODAY’S WORKPLACE 2022-23
HR RESEARCH INSTITUTE RESEARCH INFOGRAPHIC
July 2022
The Diabetes Management in Today’s Workplace Survey ran from April to June
2022. We gathered 159 complete and partial responses from HR professionals in
virtually every industry vertical. Respondents are located worldwide, but
most of them reside in North America, especially in the United States.
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* THE FUTURE OF HR'S ROLE IN MANAGING CORPORATE CULTURE & CHANGE 2022-23
HR RESEARCH INSTITUTE RESEARCH REPORT
July 2022
Did you know?
* Only a third of HR professionals are satisfied with their organization’s
ability to handle negative issues with its corporate culture
* Only 13% say their organization measures the cultural differences between
remote and in-location teams
* 14% of organizations do not measure their corporate culture at all!
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* THE FUTURE OF PERFORMANCE MANAGEMENT 2022-23
HR RESEARCH INSTITUTE RESEARCH REPORT
July 2022
Did you know?
* About one-tenth of top leaders see performance management as an
unnecessary waste of time
* Just 7% strongly agree that managers in their organization have received
sufficient training in performance management
* Only 27% say their PM systems aid training and development
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* LEADERSHIP COACHING PULSE SURVEY 2022-23 - KICKSTART EFFECTIVE LEADERSHIP
COACHING
HR RESEARCH INSTITUTE RESEARCH INFOGRAPHIC
June 2022
For this study, the HR Research Institute partnered with Sounding Board, a
unified Coaching Management Platform, to take the pulse of how organizations
are developing their employees with leadership and coaching programs,
including exploring what’s working with coaching, what’s not, and what
employers can do to ensure success of their leadership programs.
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* WHY EMPLOYEES LEAVE THEIR JOBS 2022
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
June 2022
There are ebbs and flows in the war for talent. Many organizations are
reporting difficulty attracting and retaining talent in the past year. So
many employees are quitting, or at least considering leaving, that the media
refers to this as “The Great Resignation.”
In this study, we investigate what different organizations are experiencing
in terms of resignations and attracting talent. We look at what they think is
causing problems and how they are responding. In particular, we assess the
differences between organizations that can retain employees and organizations
and those that have higher resignation rates. We invite you to read the
report which includes research insights and 8 key takeaways you can apply in
your own organization to help improve the automation of employee data and
information management as well as overall HR processes.
Download Research Report
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* THE STATE OF HOURLY HIRING AND SELECTION TOOLS 2022: OPTIMIZE RECRUITING
STRATEGIES FOR HIGH-VOLUME HIRING SUCCESS
HR RESEARCH INSTITUTE RESEARCH REPORT
June 2022
Hourly workers account for a whopping 73.3 million workers ages 16 or over in
the United States. Employers have had to adapt to fluctuating and evolving
work demands with more creative talent acquisition strategies like hiring of
temporary or hourly earners (ie. seasonal hires, tipped labor and contingent
workers) or recruiting in large numbers or “high-volume recruiting.”
High-volume recruiting requires employers to bring on anywhere from a few
dozen to tens of thousands of new employees at any one time, often for the
same or almost identical job openings. Our report will focus on these dynamic
methods of agile recruiting during today’s post-pandemic phases and
challenges. We invite you to download and read the full report with 10 key
takeaways from this annual research to learn how these outcomes and insights
may apply to your organization.
Download Research Report
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* SELF-SERVICE SOFTWARE FOR EMPLOYEES 2022: IMPROVE ENGAGEMENT AND REDUCE
COMPLIANCE RISKS THROUGH SELF-SERVICE TECHNOLOGY FOR EMPLOYEES
HR RESEARCH INSTITUTE RESEARCH REPORT
June 2022
Not long ago, employees were not able to directly access or update their own
information; it all had to be done by an HR professional. Now, thanks to
self-service software, employees are able to do many transactions themselves.
Despite this shift toward self-service tech for employees, its potential is
still not fully realized by many organizations. In this study, we look at how
self-service tech is being used in 2022 and where the barriers to adoption
lie. We invite you to download and read the full report with 8 key takeaways
from this annual research to learn how these outcomes and insights may apply
to your organization.
Download Research Report
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* THE STATE OF LEARNER ENGAGEMENT, SOLUTIONS AND PLATFORMS 2022: DRIVE BUSINESS
SUCCESS VIA BETTER L&D
HR RESEARCH INSTITUTE RESEARCH REPORT
June 2022
Employers are spending billions of dollars on corporate learning and
development (L&D) but, according to our research, too often getting little in
return. We believe that, collectively, L&D professionals can and should do
better. Those intent on building best-in-class learning programs face a
myriad of challenges and opportunities. We invite you to download and read
the full report with 7 key takeaways from this annual research to learn how
these outcomes and insights may apply to your organization.
Download Research Report
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* MENTORING IN THE WORKPLACE 2022: USE MENTORING PROGRAMS TO DEVELOP
LEADERSHIP, ENGAGE EMPLOYEES, AND IMPROVE ORGANIZATIONAL PERFORMANCE
HR RESEARCH INSTITUTE RESEARCH REPORT
June 2022
The concept of mentoring has been around for ages. In fact, the word
originates from a character in Homer’s classic poem “The Odyssey,” which
dates back to three millennia ago. But that doesn’t mean that the concept has
been static. Traditional mentoring relationships have often formed naturally,
with older people often passing along knowledge and wisdom to younger ones.
To better understand this evolution and current trends, the HR Research
Institute partnered with the Art of Mentoring, an organization that
specializes in mentoring program delivery and design. We invite you to
download and read the annual research report with 9 key takeaways to learn
how these outcomes and insights may apply to your organization.
Download Research Report
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* THE STATE OF EMPLOYEE WELL-BEING 2022: IMPROVE EMPLOYEE WELL-BEING THROUGH
EFFECTIVE INITIATIVES
HR RESEARCH INSTITUTE RESEARCH REPORT
June 2022
Many of today’s well-being initiatives originated with wellness programs, but
they tend to be more encompassing than those original programs. Gallup
reports that wellness describes “a healthy lifestyle beyond acute illness”
whereas well-being “encompasses the broader holistic dimensions of a
well-lived life.” Although many of today’s wellness and well-being concepts
arose over the last half-century, the Covid-19 pandemic brought about a
dramatic shift in the ways organizations view and address well-being related
issues. For example, today’s well-being paradigms are more likely to
incorporate the concepts of remote work, hybrid work, virtual healthcare,
mental wellness and more. Organizations tend to be more alert, responsive,
and empathetic to the well-being requirements of the employees. We invite you
to download and read the annual report today to learn how these outcomes and
insights may apply to your organization, plus 8 key takeaways.
Download Research Report
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* STUDENT LOAN BENEFITS 2022
HR RESEARCH INSTITUTE RESEARCH INFOGRAPHIC
May 2022
The study, Student Loan Benefits, was conducted by HR.com Research Institute
in partnership with Candidly, a platform geared towards helping students pay
debt with efficiency by the use of machine learning and behavioral economics.
The study sought to find out the range of services for employee benefits and
employee assistance programs that organizations offer to promote employee
financial wellbeing.
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* REDUCING BIAS THROUGH SOFT SKILLS ASSESSMENT
HR RESEARCH INSTITUTE RESEARCH INFOGRAPHIC
May 2022
The study, Reducing Bias Through Skills Assessment, was conducted by the
HR.com Research Institute in partnership with Pymetrics, a leading solution
provider in AI Recruiting and Job Matching. The study sought to explore
essential soft skills and hard skills for candidate evaluations to ensure
unbiased talent acquisition.
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* THE FUTURE OF THE HR FUNCTION 2022: PREPARE HR FOR THE EMPLOYEE-CENTRIC
WORKPLACE OF 2022 AND BEYOND
HR RESEARCH INSTITUTE RESEARCH REPORT
April 2022
In recent years, Human Resources (HR) has faced unprecedented challenges due
to the Covid-19 pandemic, and now it faces a raft of new challenges due to
labor shortages, inflation, high turnover and rising worker expectations.
This requires many organizations to adopt new mindsets when it comes to HR
management. In this study, we look at the attitudes, concerns, priorities and
skills of today’s HR professionals as well as their views on what will be
most important in the near future. We invite you to download and read the
annual report today, including 9 key takeaways, to learn how these outcomes
and insights may apply to your organization.
Download Research Report
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* THE STATE OF EMPLOYEE COMMUNICATIONS 2022: GAIN POSITIVE ORGANIZATIONAL
BENEFITS THROUGH EFFECTIVE COMMUNICATION
HR RESEARCH INSTITUTE RESEARCH REPORT
April 2022
Employee communication is an essential subset of human communication. It is
all about how employees receive, share and act on information. As of 2022,
three trends are especially influencing employee communications. First, more
employees are working remotely as a result of the Covid-19 pandemic, and this
requires more communication to be mediated by technology. Second,
organizations are faced with a tight labor market that is making recruitment
and retention more important than ever. As a result, organizations must
communicate in ways that make the organization’s brand and work climate more
attractive. Third, jobs increasingly require collaboration among team
members, and this demands excellent communication skills, practices and
tools. We invite you to download and read the annual report today, including
5 key takeaways, to learn how these outcomes and insights may apply to your
organization.
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* MITIGATING BIASES WHEN BUILDING A DIVERSE TEAM
HR RESEARCH INSTITUTE RESEARCH INFOGRAPHIC
March 2022
The study, Mitigating Biases When Building a Diverse Team, was conducted by
HR.com Research Institute in partnership with EVERFI and Greenhouse.io, a
virtual specialist platform. EVERFI, a Blackbaud company, is an international
technology company driving social impact through education. Greenhouse
provides software that enables organizations to optimize every aspect of
hiring. The study sought to find out current hiring and onboarding practices
and how organizations ensure accountability in addressing biases.
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* THE STATE OF COACHING AND MENTORING 2022: ENGAGE, DEVELOP AND RETAIN
EMPLOYEES THROUGH BETTER COACHING AND MENTORING
HR RESEARCH INSTITUTE RESEARCH REPORT
March 2022
Let’s call it the coaching and mentoring conundrum. It goes like this:
although coaching and mentoring are viewed as important talent development
practices in most organizations, they are too often held back by a shortage
of good coaches and mentors. That is, organizations need a solid core of
skilled coaches and mentors in order to build a large organizational roster
of coaches and mentors throughout the organization. In this report, we take a
closer look at this conundrum and at the other factors that fuel and hinder
effective coaching. We invite you to download and read the annual report
today to learn how these outcomes and insights may apply to your
organization, plus 9 key takeaways.
Download Research Report
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* THE STATE OF EMPLOYER BRANDING AND RECRUITMENT ADVERTISING 2022: BUILD A
STRONG EMPLOYER BRAND AND RECRUITMENT ADVERTISING STRATEGY TO ATTRACT
CANDIDATES AND IMPROVE THE EMPLOYEE EXPERIENCE
HR RESEARCH INSTITUTE RESEARCH REPORT
March 2022
Call it what you want. Great resignation, great migration, great talent swap.
It doesn’t matter much. The point is that, especially in the U.S., employees
have quit their jobs in droves in search of greener pastures, whether that
means retirement, finding a new employer, starting their own businesses or
just staying home with their families. To cope, more employers are eager to
improve and burnish their employer brands, a strategy intended to boost both
recruitment and retention. How many organizations have achieved this level of
employer branding success? How can they even measure that success? And what
do best practices look like in 2022? To find out, the HR Research Institute
ran its fourth annual comprehensive survey of employer branding and
recruitment advertising. We invite you to download and read the annual report
today to learn how these outcomes and insights may apply to your
organization, plus 5 key takeaways for Employer Branding and 9 key takeaways
for Recruitment Advertising.
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* THE STATE OF HR INFORMATION MANAGEMENT: STRENGTHEN A CORE RESPONSIBILITY WITH
WHICH HR STILL STRUGGLES
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
February 2022
Information management is one of the core accountabilities of HR, one that
has become even more important as a result of the trend toward remote work
arrangements. In this study, we examine how HR departments are handling the
challenges of information management. In particular, we examine the
difference between information management leaders and laggards. By examining
the differences between the two groups, we can gain insight into what
practices may be most useful. We invite you to read the report which includes
research insights and 7 key takeaways you can apply in your own organization
to help improve skills and career development for HR executives for optimal
overall business success.
Download Research Report
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* AUTOMATING ONBOARDING 2022
HR RESEARCH INSTITUTE RESEARCH INFOGRAPHIC
February 2022
The Automating Onboarding Survey was conducted by HR.com Research Institute
in partnership with BambooHR, an HR program and payroll software company. The
study examines the current state and the future of automating the employee
onboarding process.
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* INTERVIEW SCHEDULING 2021-22
HR RESEARCH INSTITUTE RESEARCH INFOGRAPHIC
February 2022
The Interview Scheduling Survey was conducted by HR.com Research Institute in
partnership with Yello, a talent acquisition company. The study examines the
extent to which organizations use automation software to schedule interviews.
It also evaluates which tools are largely used by organizations in scheduling
interviews, what barriers they usually face in scheduling interviews, and
what the future looks like for automating interview scheduling.
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* THE STATE OF HR’S ROLE IN CORPORATE SOCIAL RESPONSIBILITY: IMPROVE THE BRAND
AS WELL AS THE BOTTOM LINE BY CREATING MORE SUSTAINABLE AND RESPONSIBLE
BUSINESSES
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
February 2022
Today’s organizations are facing increasing pressure to respond to a wide
range of social issues. This pressure is not just coming from activists and
governments but from investors. In this report, we investigate the role that
human resources professionals are playing in the growing movement toward
greater corporate social responsibility. We invite you to read the full
report which includes research insights and 6 key takeaways you can apply in
your own organization.
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* SETTING HR PROFESSIONALS FREE: LEVERAGE AUTOMATION TO ALLOW HR TO ENGAGE IN
MORE VALUE-ADDED WORK
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
February 2022
Today’s HR professionals have a lot on their plates. Even as they continue
adjusting to workplace health risks and new work arrangements, they must also
try to hire enough employees at a time when talent is scarce and many
employees have resigned from their jobs. We partnered with BambooHR, a
leading provider of all-in-one HR software, to investigate the current state
of HR professionals, with an emphasis on small and mid-sized organizations.
We invite you to read the report which includes research insights and 8 key
takeaways you can apply in your own organization to help improve skills and
career development for HR executives for optimal overall business success.
Download Research Report
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* VIRTUAL CARE 2021-22
HR RESEARCH INSTITUTE RESEARCH INFOGRAPHIC
January 2022
The Virtual Healthcare Survey was conducted by HR.com Research Institute in
partnership with Summus Global, a virtual specialist platform. The study
sought to find out how widespread access to virtual healthcare has become and
which areas employees and dependents are most likely to require specialty
care.
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* THE STATE OF THE NEW HYBRID AND FLEXIBLE WORKPLACE 2022: IMPROVE THE EMPLOYEE
EXPERIENCE THROUGH BETTER MANAGEMENT OF FLEXIBLE WORK ARRANGEMENTS
HR RESEARCH INSTITUTE RESEARCH REPORT
January 2022
In the HR Research Institute study conducted a year ago, we presented how
work arrangements rapidly changed due to the Covid-19 pandemic.
Unfortunately, it continues to loom over our businesses and our personal
lives as of January 2022. However, many of the workplace changes that were
necessitated by the pandemic have become the new normal and, in one form or
another, are likely to be with us in decades to come. Most recently, in
addition to remote work, one of the options gaining greater acceptance is
hybrid work. It tends to incorporate a mixture of in-office and remote work
into workers’ schedules. We invite you to read the full report which includes
research insights and 8 key takeaways you can apply in your own organization.
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* HYBRID WORKFORCE PULSE SURVEY: ENSURE A SUCCESSFUL LEARNING CULTURE IN HYBRID
WORK ARRANGEMENTS
HR RESEARCH INSTITUTE RESEARCH INFOGRAPHIC
December 2021
The Hybrid Workforce Pulse Survey was conducted with elearning innovator
OpenSesame to understand current employee learning and development
initiatives and examine how organizations are adjusting their learning
strategies and processes during the pandemic. Findings and insights are
presented in an informative infographic to help employers understand what is
and isn't working with today's learning culture in hybrid work arrangements.
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* HIRING TRENDS 2021: IMPROVE HIRING PRACTICES TO RECRUIT AND RETAIN THE BEST
TALENT
HR RESEARCH INSTITUTE RESEARCH INFOGRAPHIC
December 2021
The Hiring Trends Pulse Survey was conducted by the HR Research Institute in
partnership with Accurate Background, provider of employment background
screening and workforce monitoring services. The study examined today's
hiring and recruitment programs, especially considering the effects on these
initiatives from the Covid-19 pandemic and changing work environments.
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* THE FUTURE OF RECRUITMENT TECHNOLOGIES 2021: SUCCESSFULLY RECRUIT TALENT IN A
TIME OF HIGH TURNOVER
HR RESEARCH INSTITUTE RESEARCH REPORT
December 2021
This study not only examines these trends but also looks at how organizations
that use Talent Acquisition technologies more effectively differ from those
that are less effective users. In addition, it outlines predictions of how
these recruitment technologies are most likely to be used in the near-term
future. We invite you to read the report which includes research insights and
9 key takeaways you can apply in your own organization to help optimize
recruitment and prepare for the future of talent acquisition.
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* DIGITAL EMPOWERMENT TODAY: FREE UP HR TEAMS AND EMPLOYEES TO FOCUS ON
HIGH-VALUE WORK THROUGH DIGITAL EMPOWERMENT
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
December 2021
The COVID-19 pandemic radically accelerated the growing shift toward adopting
a more digitized workplace. For HR professionals, digitization has become
mission critical. But how digitally empowered are employees, leaders and HR
teams in today’s organizations as we move to a post-pandemic workforce? To
find out, the HR Research Institute (HRRI) produced this study in partnership
with Infor, a leading global provider of innovative cloud-based human capital
management solutions. We invite you to read the report which includes
research insights and 7 key takeaways you can apply in your own organization
to help improve skills and career development for HR executives for optimal
overall business success.
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* CREATING A MORE FLEXIBLE EMPLOYEE MOBILITY EXPERIENCE: IN A TRANSITIONING
WORLD, GAIN COMPETITIVE ADVANTAGES THROUGH OUTSTANDING GLOBAL MOBILITY
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
December 2021
A growing, vibrant business must be nimble and able to respond to changes in
the marketplace. An essential element for success is the ability to find and
place talent where an organization needs it. To support this, HR
professionals must create effective mobility policies and processes, even
during a global pandemic. Once the Covid-19 pandemic began, large portions of
employees moved out of the office to support social distancing. Today,
vaccinations have started to change the global landscape again. Amid these
and other changes, the HR Research Institute partnered with CapRelo, employee
mobility expert and relocation services provider, to investigate a range of
employee relocation topics. We invite you to read the report which includes
research insights and 9 key takeaways you can apply in your own organization
to ensure your organization is prepared and more agile with optimal employee
mobility policies and processes, even in uncertain times.
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* THE STATE OF INTERNAL MOBILITY, SUCCESSION, AND CAREER DEVELOPMENT 2021-22
HR RESEARCH INSTITUTE RESEARCH REPORT
November 2021
HR is largely responsible for the issues of internal mobility, career
development and succession management, separate processes that strongly
integrate with each other. Collectively, some experts refer to them as talent
mobility. Done well, talent mobility processes ensure that organizations have
the right people ready at the right time for key roles today and in the
future. In this study, we explore the three components of talent mobility. We
invite you to read the report which includes research insights and 9 key
takeaways you can apply in your own organization.
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* THE FUTURE OF EMPLOYEE ENGAGEMENT 2021-22: DETERMINE WHICH OF YOUR
TALENT-MANAGEMENT POLICIES ARE TRULY DRIVING EMPLOYEE ENGAGEMENT
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
November 2021
More than ever before, employers must understand how they can best partner
with their employees to achieve business goals. To better understand what the
state of employee engagement is today and identify how organizational
practices affect engagement, we investigated various areas such as the extent
to which company workforces are engaged and whether engagement levels have
changed over the last two years. We invite you to read the report which
includes research insights and 9 key takeaways you can apply in your own
organization.
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* THE STATE OF THE HR FUNCTION IN SMALL TO MID-SIZED BUSINESSES: BOOST HR
STRATEGY AND PRACTICES IN SMALLER ORGANIZATIONS
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
October 2021
Most of the management research focuses on large organizations; this leaves
many HR professionals in small and mid-sized businesses with fewer than 1,500
employees (SMBs) wondering how much of this research is relevant to them. To
help close the gap in our understanding of HR’s challenges, priorities, and
practices in SMBs, HR.com partnered with UKG, a global HR technology company,
to investigate HR strategies in SMBs and provide best practices for making
changes. We invite you to read the report which includes research insights
and key takeaways you can apply in your own organization.
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* THE STATE OF HR COMPLIANCE 2021: IMPROVE COMPLIANCE PERFORMANCE THROUGH
BETTER INTEGRATION AND AUTOMATION
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
October 2021
Regulatory compliance can be a tough area for HR because few notice when it
is done right, but everyone notices if it is done wrong. This study looks at
problem areas related to compliance, technology, and the investment of time
and money in compliance.We invite you to read the report which includes
research insights and 8 key takeaways you can apply in your own organization.
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* THE STATE OF HR SKILLS AND EDUCATION 2021: ADAPT TO A NEW ERA BY ELEVATING
HR’S CAPABILITIES
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
October 2021
Amid today’s various business disruptions, there remains one constant: our
workforces tend to be our most important competitive advantage. The greatest
recent disruption, of course, has been the Covid-19 pandemic. We believe that
the HR function has been resilient in managing amid these changes. It is
within the context of these challenges that we examine what HR professionals
are doing to stay on top of their game by continuously improving their own
capabilities. It is critical that HR professionals place as much emphasis on
their own development as they do on the rest of the workforce. We invite you
to read the report which includes research insights and 10 key takeaways you
can apply in your own organization to help improve skills and career
development for HR executives for optimal overall business success.
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* RESILIENCE IN DIFFICULT TIMES: HOW LIBERTY MUTUAL HELPS EMPLOYEES ADAPT AND
STAY PRODUCTIVE
HR RESEARCH INSTITUTE AND MEQUILIBRIUM CASE STUDY
October 2021
The Covid-19 pandemic brought on an unprecedented amount of disruption to
businesses. This case study looks into how Liberty Mutual Insurance leveraged
meQuilibrium’s solution to minimize disruption and increase resilience among
its thousands of U.S. and Canadian employees.
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* 2021 VIEWPOINT: DIVERSITY, EQUITY & INCLUSION
HR RESEARCH INSTITUTE AND SALARY.COM RESEARCH REPORT AND INFOGRAPHIC
October 2021
Employers and employees are increasingly aware that diversity, equity and
inclusion (DE&I) issues can no longer be given short shrift. However, many
employers still do not know how best to improve their DE&I initiatives. To
gain a better understanding of trends and best practices, the HR Research
Institute partnered with Salary.com, a leading provider of compensation data
and software. We collected and compared perceptions about DE&I
issues—especially as they pertain to internal pay equity—among employees as
well as HR practitioners.
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* HOW EMPLOYEES LEARN 2021: NURTURE A LEARNING CULTURE THAT ENGAGES EMPLOYEES
AND ADVANCES THE BUSINESS
HR RESEARCH INSTITUTE AND FUSE RESEARCH REPORT AND INFOGRAPHIC
September 2021
An organization's learning culture is the foundation for successful learning
and development (L&D). Yes, organizations need the proper L&D tools,
personnel, and courses, but it is culture that encourages learning and forms
the bedrock of success. L&D professionals should be asking themselves whether
their culture enables employees to capitalize on organizational tacit
knowledge, and whether employees have the freedom and time to learn from whom
they want. We invite you to read the report which includes research insights
and 6 key takeaways you can apply in your own organization.
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* THE STATE OF HR ANALYTICS 2021: INCREASE HR’S EFFECTIVENESS BY MASTERING
PEOPLE ANALYTICS
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
September 2021
HR analytics has evolved from a nice-to have to a must-have for most
organizations. However, little about people analytics is easy. It can be hard
to collect data, clean it, and draw insights from it. It’s even harder when
there’s a need to integrate data among multiple systems. So how is HR doing
in its attempt to create useful analytics? This study looks at a wide range
of organizations, some of which are doing well with HR analytics and many of
which are struggling. We invite you to download and read the annual report
today to learn how these insights and 12 key takeaways may apply to your
organization.
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* THE FUTURE OF TALENT ACQUISITION 2021: SUCCEED THROUGH SPEED, AGILITY AND
QUALITY
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
August 2021
What a difference a year makes! It’s been over a year since we published The
Future of Talent Acquisition 2020. When we gathered data for the 2020 report,
we were just entering the Covid-19 era. Organizations not only had to contend
with major threats to the health and well-being of employees and customers,
they also had to deal with a sharply contracting economy. The results were
seismic changes in our workplaces, labor markets, and recruiting practices.
With public health restrictions in place, many organizations downsized their
workforces or even shuttered their businesses entirely. Millions of employees
were either temporarily laid off or terminated. Among workers still employed,
many did so from home. Unemployment skyrocketed to over 14%, the highest
rates seen since 1948 when data was first collected. We invite you to read
the report which includes research insights and 9 key takeaways you can apply
in your own organization.
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* BACKGROUND SCREENING: TRENDS IN THE U.S. AND ABROAD
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
August 2021
With more remote workers now than ever, professional background checks are
even more important to safeguard today’s increasingly globalized workforce.
HR.com’s HR Research Institute and the Professional Background Screening
Association (PBSA) completes an annual survey of human resources
professionals to identify trends in the expansion of screening in the global
labor market. This report examines background screening trends worldwide and
compares the differences between organizations with locations in the U.S. and
those with no U.S. locations.
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* REWARDS AND RECOGNITION TODAY: LEVERAGE PROGRAMS TO BOOST EMPLOYEE ENGAGEMENT
AND ACHIEVE GREATER SUCCESS
HR RESEARCH INSTITUTE AND AWARDCO INFOGRAPHIC
August 2021
HR.com and Awardco conducted the Rewards and Recognition Pulse Survey 2021 to
gain insights on employee recognition and rewards and recognition programs
for greater employee engagement and business results. Download this
informative infographic PDF for free!
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* MANAGEMENT OF THE DIGITAL WORKFORCE: USING KEY HIRING AND MANAGEMENT
PRACTICES TO SUCCESSFULLY MANAGE STAFF IN A DIGITAL WORLD
HR RESEARCH INSTITUTE AND ACCURATE RESEARCH REPORT AND INFOGRAPHIC
July 2021
The Covid-19 pandemic forced many organizations to embrace digital workforce
arrangements more quickly than they had previously intended, according to
this new study. This does not mean that all organizations have perfected such
arrangements. Indeed, the HR Research Institute’s study, conducted in
partnership with Accurate Background, shows that most organizations still
have a long way to go. Our research also shows, however, that many
organizations have taken a major step forward in this area. We invite you to
read the report which includes research insights and 12 key takeaways you can
apply in your own organization.
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* THE STATE OF TODAY'S HR TECH STACK 2021: LEVERAGE YOUR TECHNOLOGY STACK TO
BOOST EMPLOYEE ENGAGEMENT WHILE MAKING HR MORE EFFICIENT AND EFFECTIVE
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
July 2021
The importance of HR technology has been amplified in the past year due to
the Covid-19 pandemic. HR professionals had to adapt quickly, using
technology to better serve remote workers and support virtual teams. This
research shows that developing a robust and useful HR tech stack is still a
challenge for many organizations. It also shows that successfully meeting
that challenge may pay dividends in many ways, from higher productivity to
more engaged employees. We invite you to download and read the annual report
today to learn how these insights and 8 key takeaways may apply to your
organization.
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* THE STATE OF PERFORMANCE MANAGEMENT 2021: IMPROVE PERFORMANCE MANAGEMENT
PRACTICES WHILE ADAPTING THEM TO A FAST-CHANGING WORLD
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
July 2021
Performance management (PM) remains one of the most highly scrutinized
processes in HR. It affects every employee and involves a good deal of time
and emotion — not to mention real consequences for individuals’ careers and
organizational performance. This study seeks to ground decisions about
performance management in data. The fourth annual research study was
conducted to better understand the state of performance management systems
and their impact on individuals and organizations today and in the future,
especially in light of the current Covid-19 pandemic.
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* THE STATE OF EMPLOYER BRANDING AND RECRUITMENT ADVERTISING 2021: FOCUS ON
BUILDING A COMPELLING EMPLOYER BRAND TO HELP ATTRACT AND RETAIN THE BEST
POSSIBLE TALENT DURING ECONOMIC RECOVERY
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
June 2021
In some areas, many organizations are growing their businesses and their
workforces again. If competition for the best talent continues to rise, the
winning organizations will be those that have mastered their recruiting and
hiring processes. How many organizations have accomplished this already? And
what do best practices look like as the pandemic recedes? To find out, HR.com
ran its third annual comprehensive survey of HR professionals. As in the
past, we divided our report into two critical components of the talent
acquisition process: employer branding and recruitment advertising. Feel free
to download your own copy of the report, The State of Employer Branding and
Recruitment Advertising 2021, to better understand the state of recruiting
and branding strategies to optimize engagement and retention.
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* THE STATE OF LEARNING ENGAGEMENT, SOLUTIONS, AND PLATFORMS 2021: IMPROVE
LEARNER ENGAGEMENT AND SUCCESS IN CHANGING TIMES
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
June 2021
The Covid-19 crisis has turned out to be a double-edged sword for some
corporate learning and development (L&D) departments. From the perspective of
trying to upskill the workforce, the timing was especially bad. Corporate
executives have been vociferously demanding strategies for employee
upskilling. But skills challenges and shrinking budgets do not tell the whole
story. After all, the pandemic also opened up new opportunities, especially
in digital learning. The rise in online training and remote learning
resources may, in fact, make it easier for motivated employees to retrain or
upskill even from remote locations. Feel free to download your own copy of
the report to gain insights into how to improve your corporate learning
initiatives in our new normal world of work and into the future.
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* THE STATE OF EMPLOYEE COMMUNICATIONS 2021: BOOST EMPLOYEE ENGAGEMENT BY
GETTING THE MOST OUT OF TODAY'S COMMUNICATION TOOLS AND PRACTICES
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
May 2021
Communication is the lifeblood of many organizations, serving a wide range of
critical purposes. Communication helps employees understand the mission,
vision, and values of the organization. It provides important updates on what
is happening. And, if done well, it can be an opportunity for leadership to
hear back from employees about what is on their minds. The importance of
employee communication was raised several notches during the pandemic as
organizations rapidly pivoted to work-from-home arrangements. Download your
own copy of the research results and insights to understand how to cultivate
and improve communication initiatives to optimize employee engagement,
employer brand, and productivity.
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* THE STATE OF COACHING AND MENTORING 2021: IMPROVE ORGANIZATIONAL CULTURE BY
DEVELOPING AND HIRING BETTER COACHES AND MENTORS
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
April 2021
Formally or informally, some form of coaching or mentoring is most likely
taking place in your organization. Done well, it can help organizations
prepare employees for future challenges and positively impact business
performance. In fact, a study conducted by the Institute of Coaching found
that over 70% of individuals who received coaching also benefited from
improved work performance, better relationships, and more effective
communication skills. Download your own report copy to better understand the
current state of employee and coaching and mentoring programs and their
impact on employees, their future development, and business performance.
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* CYBER WELLNESS 2021 - INSIGHTS FROM HR PROFESSIONALS ON IDENTITY THEFT AND
DEVICE SECURITY
HR RESEARCH INSTITUTE RESEARCH INFOGRAPHIC
March 2021
For this study, the HR Research Institute partnered with NortonLifeLock a
global leader in consumer Cyber Safety, with a growing portfolio of trusted
and recognized brands including Norton, Avira, LifeLock, and
ReputationDefender.
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* THE FUTURE OF THE HR FUNCTION 2021: PREPARE HR TO MEET THE CHALLENGES OF A
NEWLY TRANSFORMED WORLD OF WORK
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
March 2021
Since early 2020, Human Resources (HR) has faced unprecedented challenges due
to the Covid-19 pandemic. Seldom in history has the HR function needed to
pivot so quickly and dramatically to meet such urgent workforce and business
needs. These trends are requiring HR to rethink its roles and priorities
while the world of work is transforming. In this study, we look at the
attitudes, concerns, priorities and skills of today’s HR professionals as
well as their views on what will be most important in the near future.
Download your own copy of the report to gain insights into current trends
regarding attitudes, concerns, priorities, and skills of today’s HR
professionals to prepare your workforce for the future of work.
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* USING LIFE-WORK PLANNING & DEVELOPMENT TO IMPROVE THE EMPLOYEE EXPERIENCE: GO
BEYOND STANDARD CAREER DEVELOPMENT TO BOOST ENGAGEMENT AS WELL AS PERFORMANCE
HR RESEARCH INSTITUTE AND UKG RESEARCH REPORT AND INFOGRAPHIC
March 2021
Free Report Download: Exclusive HR research from HR.com's Research Institute
and UKG. Using Life-Work Planning & Development to Improve the Employee
Experience study was conducted to investigate the state of employee career
planning and development as part of the employee journey in today's
organizations.
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* THE STATE OF HUMAN EXPERIENCE IN THE WORKPLACE 2021: IMPROVE TALENT
MANAGEMENT BY GAINING A BETTER UNDERSTANDING OF EMPLOYEE ENGAGEMENT
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
February 2021
This is the second in an ongoing series of studies of human experience. In
our first study, we found that organizations with more positive human
experiences also tend assign higher ratings around a variety of related
factors including engagement, empowerment, sense of belonging, and “work
inspiration.” In this report, we investigate the current state of employee
and human experience in light of recent business and global changes,
including the Covid-19 pandemic. Download your own copy of the report to gain
insights into how to optimize human experience, engagement, and productivity.
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* SUPPORTING EMPLOYEE WELLBEING AND RESILIENCE DURING A GLOBAL HEALTH CRISIS
HR RESEARCH INSTITUTE AND MEQUILIBRIUM CASE STUDY
February 2021
Free Download: HR Research Institute and meQuilibrium Case Study. Supporting
Employee Wellbeing and Resilience During a Global Health Crisis research
report was developed from a series of executive roundtables, hosted by
meQuilibrium, with customer companies to assess the protection of employee
wellbeing and engagement while maintaining business operations during the
pandemic.
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* THE STATE OF EMPLOYEE HEALTH AND WELL-BEING 2021: BOOST EMPLOYEE WELL-BEING
IN AN AGE OF UNCERTAINTY
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
February 2021
The Covid-19 pandemic has had a dramatic impact on work over the last year,
with most HR professionals agreeing that it has significantly reduced
employee well-being. Employee well-being is increasingly linked with employee
experience, which is another more expansive concept that has grown more
important in recent years. These experiences are believed to impact a range
of other positive business outcomes including recruitment, retention,
engagement, performance and productivity. Download your copy of this research
study to understand the current state of employee well-being and strategies
that may help organizations try to influence and safeguard well-being,
especially in light of recent challenges.
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* THE FUTURE OF DIVERSITY, EQUITY AND INCLUSION 2021
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
February 2021
Most of today’s organizations lack mature and effective diversity, equity,
and inclusion (DEI) programs, according to study results. The organizations
that do have effective DEI programs tend to share a range of characteristics
and practices. In short, they achieve their status by working at it. Download
the report to read the results and insights to help you improve your DEI
initiatives.
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* USING CHATBOTS IN THE HUMAN RESOURCES FUNCTION
HR RESEARCH INSTITUTE AND UKG INFOGRAPHIC
February 2021
Conversational artificial intelligence (AI) is reshaping HR and the employee
experience. To gain insights about the current state of chatbot applications
in HR functions, download this infographic.
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* UNDERSTANDING AND ADAPTING TO TODAY’S MASSIVE TRANSFORMATION OF WORK
HR RESEARCH INSTITUTE AND SKILLSURVEY REPORT AND INFOGRAPHIC
January 2021
The COVID-19 pandemic has had an unprecedented impact on our society,
businesses and work lives. The changes it has wrought comes on top of a
variety of other workplace challenges such as shifting workplace
technologies, changing work arrangements and changing talent management
philosophies and approaches. To better understand such changes, the HR
Research Institute partnered with SkillSurvey, the provider of cloud-based
technology designed to help organizations hire, engage and retain the talent
they need.
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* THE STATE OF CHANGING WORK ARRANGEMENTS 2021: HOW THE PANDEMIC HAS DRIVEN
MASSIVE CHANGES THAT MAY BECOME PERMANENT
HR RESEARCH INSTITUTE REPORT AND INFOGRAPHIC
January 2021
The Covid-19 pandemic has had a massive impact on how organizations get work
done. It has shaken up perceptions about which kinds of work arrangements are
effective and achievable. Even years after the pandemic subsides, its impact
will likely be felt in how it has accelerated our progress into the future of
work. This study focuses on three types of changing work arrangements: 1.
Contingent work arrangements 2. Flexible work arrangements 3. Job/role
transformations
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* THE STATE OF MIGRAINE DISEASE IN THE WORKPLACE 2021
HR RESEARCH INSTITUTE AND AIMED ALLIANCE REPORT AND INFOGRAPHIC
January 2021
Although most have heard of “migraine headaches,” relatively few have a good
understanding of what migraine disease is or how it affects employees. In
fact, many employers and employees alike struggle to differentiate the terms
“headache” and “migraine.” There are, after all, more than 300 types of
headaches, and only one-tenth have known causes, which further adds to the
confusion. The HR Research Institute, in partnership with the not-for-profit
health policy organization Aimed Alliance, conducted this study to help
inform the Human Resources (HR) community about migraine disease.
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* THE STATE OF HIGH VOLUME RECRUITMENT AND ASSESSMENT TOOLS 2021
HR RESEARCH INSTITUTE REPORT AND INFOGRAPHIC
January 2021
The research study, The State of High-Volume Recruitment and Assessments, was
conducted to better understand the state of high-volume recruitment, mass
hiring, and assessments, especially in light of the Covid-19 pandemic. The
world of recruiting can roughly be broken into two kinds of talent
acquisition: ● Recruiting for low-volume or one-off jobs. If you need to hire
a new controller, for example, then the recruiting team looks for the right
one. ● High-volume recruiting. In high-volume recruiting, the organization is
hiring dozens, perhaps hundreds, of people for a given role or roles. This
study focuses on the latter.
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* THE FUTURE OF EMPLOYEE HEALTHCARE 2020
HR RESEARCH INSTITUTE AND LEAGUE RESEARCH INFOGRAPHIC
December 2020
Free Download: HR.com’s HR Research Institute partnered with League, the OS
technology healthcare organization, to understand the current and future
state of employee healthcare to help workers maintain their safety and
well-being.
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* PREVENTING RETALIATION IN THE WORKPLACE 2020
HR RESEARCH INSTITUTE AND EVERFI RESEARCH REPORT
December 2020
According to data from the U.S. Equal Employment Opportunity Commission
(EEOC), retaliation is the most frequently filed charge of job discrimination
nationwide. To gain greater insight into this growing problem, HR.com’s HR
Research Institute partnered with EVERFI, a leader in digital education on
critical workplace culture issues, to conduct a survey to examine retaliation
in today’s workplaces.
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* WHY ORGANIZATIONS SHOULD INVEST MORE IN SOFT SKILLS DEVELOPMENT: GET THE MOST
OUT OF YOUR LEARNING AND DEVELOPMENT INITIATIVES
HR RESEARCH INSTITUTE AND FIERCE CONVERSATIONS RESEARCH REPORT AND
INFOGRAPHIC
December 2020
Employee development can be grouped into two broad categories: hard skills
and soft skills. Hard skills are tangible and relatively easy to assess,
including competencies such as the ability to use a piece of equipment or
perform a procedure. Soft skills are less easily defined and include things
such as communication skills, teamwork and adaptability. In this study, the
HR Research Institute partnered with Fierce Conversations, a global
leadership development and training company, to investigate how human
resources (HR) professionals and organizations think about soft and hard
skills. Which are more important? Which are harder to develop? Which should
you invest in? We then take a deep dive into one of the most important soft
skills: communication. This study is intended to provide HR professionals
with the latest information on hard-and-soft skill trends, insights, tactics,
strategies and benchmarks.
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* THE STATE OF APPLICANT TRACKING SYSTEMS 2020
November 2020
What a difference a year makes. In September 2019, the U.S. unemployment rate
stood at 3.7%, a mark that some economists deem “full employment.” A year
later, the U.S. September unemployment rate was 7.9%. This means, of course,
that the circumstances surrounding last year’s survey on applicant tracking
systems (ATS) were dramatically different from this year’s. In light of the
global pandemic and accompanying global recession, some recruitment
professionals have been forced to adopt modified recruitment approaches.
These modifications often result in changes in the way ATS are leveraged as
well. HR.com’s HR Research Institute surveyed the human resources (HR)
community during the autumn of 2020 to learn the details of those changes. We
invite you to download and read the annual report today to learn how these
outcomes and insights may apply to your organization, plus 6 key takeaways.
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* THE STATE OF INTERNAL MOBILITY, SUCCESSION, AND CAREER DEVELOPMENT 2020:
LEVERAGE INTERNAL MOBILITY, SUCCESSION PLANNING, AND CAREER DEVELOPMENT TO
BOOST CHANCES OF LONG-TERM ORGANIZATIONAL SUCCESS
November 2020
Talent mobility and development can make the difference between
organizational success and failure. Done well, they ensure that organizations
have the right people ready at the right time for key roles today and in the
future. This allows continuity in leadership ranks and bolsters workforce
engagement and performance. In this study, we explore three crucial
talent-focused components of talent mobility and development: internal
workforce mobility, succession planning and management, and employee career
development. We invite you to download and read the annual report today to
learn how these outcomes and insights may apply to your organization, plus 10
key takeaways.
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* THE STATE OF IDENTITY VERIFICATION: DETER AND DETECT IDENTITY FRAUD TO GAIN
GREATER CONFIDENCE IN EMPLOYEE DATA
September 2020
In today’s society, identity theft has become all too common. As a result, a
job candidate might have successfully passed through all the steps in the
hiring process and still leave HR with one key unanswered question: are they
really who they say they are? To address this uncomfortable question, many
organizations adopt candidate identity verification processes. But how is
this done, and how effective are these processes? To answer these and related
questions, the HR Research Institute conducted this study in partnership with
Sterling, an industry-leading background and identity services organization.
Learn more about candidate identity verification process and get 4 key
insights and strategic takeaways. We invite you to read the complete report.
Download Research Report
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* THE STATE OF TODAY’S HR TECH STACK 2020: OPTIMIZE HR TECH STACKS TO IMPROVE
THE EMPLOYEE EXPERIENCE AS WELL AS MAKE PRODUCTIVITY GAINS
Aug 2020
Despite the importance of Human Resources (HR) technology solutions in 2020,
few HR professionals give top grades to their current systems, according to
the HR Research Institute’s new analysis. Many HR professionals refer to the
entirety of their technology solutions as the HR technology stack, aka, the
“HR tech stack.” This research shows that developing a robust and useful HR
tech stack can be a struggle for many organizations. We invite you to
download and read the report today to learn how these insights and 6 key
takeaways may apply to your organization.
Download Research Report
Download Infographic
* IMPROVING HEALTH OUTCOMES THROUGH TECHNOLOGY
Aug 2020
Most say employees have some knowledge of ways to advance and maintain their
health, though there is room for improvement. What technological resources do
employers use to keep employees engaged with their health and well-being? Why
give employees access to knowledge about health and well-being issues?In an
effort to learn more about improving health outcomes through technology,
HR.com’s HR Research Institute partnered with the OS technology healthcare
organization League to survey today’s HR professionals.To learn more about
improving health outcomes, and to receive 6 strategic takeaways, we invite
you to read the infographic.
Download Research Report
Download Infographic
* THE STATE OF PERFORMANCE MANAGEMENT 2020: ADAPT KEY PRACTICES TO SUCCEED IN
UNCERTAIN TIMES
HR RESEARCH INSTITUTE RESEARCH REPORT AND INFOGRAPHIC
JULY 2020
Since the start of the Covid-19 pandemic, performance management (PM) has
arguably become more important than ever. Its origins, however, can be traced
back as far as third-century China. It began as a process to evaluate the
performance of the official family members of the Wei dynasty emperors. Today
PM is a very prevalent process. In fact, our research shows that more than
90% of organizations have a performance management process. Despite this
prevalence, however, few organizations believe they have highly successful
performance management processes and systems.We invite you to download and
read the third annual report today to learn how these outcomes, insights, and
9 key takeaways may apply to your organization.
Download Research Report
Download Infographic
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