Most (75%) of the 852 professionals surveyed in Q1 by the Institute for Corporate Productivity (i4cp) on the current state of workplace diversity, equity, and inclusion efforts reported that their companies are making progress. Few respondents (9%) said their organizations have failed to make progress toward their DE&I goals in the past 18 months. The list of factors contributing to lack of progress closely mirrors the list of factors driving progress, which we explored in an earlier article: Leadership buy-in, having clear goals and objectives, ensuring that DE&I is an integral part ..read more

Headlines trumpeting "the death of DE&I" have become ubiquitous of late, and persistent detractors insist that the demise of workplace diversity, equity, and inclusion is upon us, yet new research indicates this simply is not the case—in fact, far from it. A significant number of individuals surveyed this month by the Institute for Corporate Productivity (i4cp) said that their companies have made progress in the last 18 months toward their stated diversity, equity, and inclusion goals. The survey, which gathered responses from 852 participants, found that 75% of those from larger organiza ..read more

Job postings including generative AI as a skill have increased while relatively few organizations are upskilling their workforce Wielding generative AI (GenAI) competently is becoming more important to every organizational function—evidenced by nearly every tech platform in existence announcing new AI features. Generative AI may seem simple enough to use informally. But organizations won't benefit from these new tools, or worse, they could open themselves to lawsuits or cyber attacks, without some basic skills and education within its workforce to: Effectively prompt models (which are AI s ..read more

Organizations that are more advanced in their use of AI are far more likely to hire for AI-related roles and skills in HR, according to recent data from the Institute for Corporate Productivity (i4cp), an HR research organization and the leading authority on next practices in human capital management. In addition, new research from Revelio Labs, a workforce analytics company, connecting job posting and i4cp survey data, shows that job postings for AI-related positions in HR have almost tripled since 2019. Moreover, the rate of increase in AI-related postings in HR climbed dramatically above t ..read more

Talent acquisition leaders anticipate substantial and continuous change in their function throughout 2024, with skills-based recruitment, employer brand, and refining employee value proposition topping the list of priorities. Broadening the implementation of generative AI (GenAI) is expected to increase speed and efficiency and decrease costs in the long-term but will clearly require both significant focus and dedicated upskilling of the TA function. The top-four priorities for 2024 listed by members of the Institute for Corporate Productivity's (i4cp) Talent Acquisition Board are: 1. Balan ..read more

In the dynamic landscape of 2024, People Analytics leaders are at the forefront of steering organizations toward a more data-driven and insightful future. Members of the Institute for Corporate Productivity's (i4cp) People Analytics Board are prioritizing strategic response to evolving workforce dynamics, technological advancements, and the increasing demand for agile decision-making processes. Automating data analytics delivery: A key to efficiency Innovators in People Analytics (PA), those in the advanced predictive/prescriptive realm, are prioritizing the automation of data analytics deli ..read more

2024 promises to be one fascinating year. People, companies and even nations only wish they could glimpse now what we will know at the end of 2024. What will be the economic, supply chain and people impacts of the current dreadful regional conflicts? Who will be running the U.S., and how will this affect the social and macroeconomic environments? Which world economies will emerge from the remaining inflationary period stronger, and which will be weaker? These are only some of the obvious uncertainties. As for the unseen uncertainties, we hope to be prepared. As members of the Institute for C ..read more

Chief Human Resource Officers are responsible for a wide and increasingly complex range of people and business processes and outcomes. When the Institute for Corporate Productivity (i4cp) asked members of its Chief Human Resource Officers Board to identify their most pressing concerns for 2024, macroeconomic uncertainty (e.g., inflation, potential recession, supply chains, etc.) was cited as the number-one external worry. The magnitude of global events and their effect on business make clear that a strong, change-embracing organizational culture is imperative. In order to respond to these ex ..read more

Multiple studies conducted by the Institute for Corporate Productivity (i4cp) in recent years, and the resulting reports, from Culture Renovation: A Blueprint for Action to Culture Fitness: Healthy Habits of High-Performance Organizations, have demonstrated a strong correlation between having a strong learning culture and a healthy overall organizational culture—which in turn analysis shows is strongly correlated to better productivity and business outcomes. More specifically, learning is one of the six key traits that i4cp research has found make up the most "fit cultures" (the others are em ..read more

Even relative to the events of the past four years, 2024 is shaping up to be a wild ride. With an uncertain and shifting economy and labor market, continued explosive growth of technology (AI-centered and otherwise), several wars and global hotspots of conflict, and major elections in the U.S. and elsewhere—learning and talent leaders have plenty of factors to consider as they enable their organization's success. Members of the Institute for Corporate Productivity's (i4cp) Chief Learning and Talent Officer Board (CLTO) were recently asked what their top priorities and predictions are for the ..read more