Research Topics

The use of Generative AI in the workplace may level the playing field when it comes to skills. What will be the new category of KSA's needed to succeed?

Everyone's all a buzz about generative AI and its impact on HR Tech. But what is real and what is hyperbole? And what can we realistically expect to see coming soon? We will explore this and more in this report.

How are organizations truly enabling talent mobility, in each of the 5 models we identified in 2021?

A long long time ago, in a company far away, we wrote a performance management framework. It talked about all the different components in performance management, how to think through how to use them cohesively together, and how to think about the role of technology as an enabler (not simply an automator) of PM practices. Should we write a new version? One that takes into account hybrid work, AI, generational preferences, and more? What else should we include to update such a framework? Let us know what you think!

One of the challenges in incorporating skills into talent practices is the proliferation of skills data and frameworks (taxonomies / ontologies). This study would dive into how organizations are managing these data to make them talk to each other and tell all stakeholders something useful. We will look into: How are organizations structuring their skills data? How are they managing the multitude of taxonomies / ontologies from various vendors and making them work together? How is the "skills tech stack" structured to enable the effective use of these skills data? Is there a primary source of truth? What is the glue between all of these skills data sets and tie all the data together?

As the economy works to find its footing, how are organizations making decisions about what talent is critical, and how to develop that talent?

What does the performance tech landscape look like? What are the trends in the space, and what should organizations be looking for when purchasing tech? This will be our Q3 2025 Tech Consortium webinar.

Organizations that put purpose at the center of what they do are experiencing challenges on a number of fronts: economic, social, cultural, and political. How are they weathering these challenges? What changes are they making? And how are these new dynamics affecting organizational culture and performance?

Too often, organizations try to boost employee wellness by adding more to employees' plates: An app to interact with, a program to follow, a class to take. These efforts, though well-intentioned, don't address a fundamental and underlying driver of employee stress and burnout: There's just too much to do. This project would look at how organizations are simplifying, redesigning, and / or automating work to make workloads more manageable--and the effects those efforts have on employee wellbeing.

There are tons of great analytics tech out there, but how do they all fit together? And how might a people analytics practitioner think about making decisions on which type of ecosystem to stitch together?

What are the systems of L&D

How should organizations consider their ethical responsibility when it comes to employee and company data?

Update to Coaching Tech Research - 2021

What skills does L&D need