The Buyer's Guide to Data-Driven HR from ADP outlines how organizations can leverage HR data and analytics to make smarter, strategic workforce decisions by first defining clear business goals, identifying and integrating relevant internal and external data sources, and interpreting that data through appropriate analytical capabilities; it then presents three paths for building an HR analytics solution - DIY (build from scratch), Standalone software, or partnering with a full-service HCM provider - and offers key considerations for choosing among them based on an organization's resources, expertise, and needs, emphasizing the importance of actionable insights, data management, cross-functional access, support, and scalability in driving value from HR analytics.
The Agile Program Management (APM) Software Buyer's Guide from Planview is a comprehensive resource for executives, PMO leaders, and technology decision-makers who are scaling Agile practices across multiple teams, programs, and portfolios. The guide explains why traditional team-level Agile tools often fall short at the enterprise level, particularly when organizations need greater visibility into strategic alignment, funding, capacity, dependencies, and delivery risk across complex initiatives. It walks readers through the core capabilities required in an effective APM solution, including program and portfolio planning, real-time metrics and reporting, cross-team coordination, scenario modeling, governance, and integration with existing Agile and DevOps tools. In addition, the guide highlights common pitfalls in APM software selection, clarifies how to distinguish between lightweight Agile tooling and true enterprise-grade platforms, and provides practical evaluation criteria, checklists, and worksheets to support a structured buying process. Overall, the guide helps organizations understand how the right APM software can connect strategy to execution, improve predictability, and enable better decision-making as Agile delivery scales across the business.
The Workforce Management Buyer's Guide provides a practical framework for organizations seeking to evaluate and select the right workforce management (WFM) solution to improve productivity, control labor costs, and enhance employee and customer experiences. It explains how effective WFM systems support core functions such as time and attendance, data collection, scheduling, absence management, analytics, compliance, and advanced workforce planning, while emphasizing the importance of aligning these capabilities with an organization's size, industry, workforce complexity, and strategic goals. The guide also outlines a structured approach to assessing current workforce challenges, defining requirements, and evaluating vendors based on integration, security, scalability, and support, enabling decision-makers to confidently choose a solution that meets both immediate operational needs and long-term growth objectives.
The report identifies the five critical HR priorities for 2026, emphasizing a strategic shift from chasing every new technology to thoughtfully simplifying and automating processes that truly add value. First, organizations are encouraged to streamline HR and rewards processes before implementing automation, using AI to optimize policies and improve employee experiences while maintaining compliance. Second, tailoring total rewards to diverse employee segments ensures engagement and resource efficiency, addressing specific needs such as financial incentives, career development, and work-life balance. Third, connecting rewards strategies to measurable business outcomes demonstrates HR's role in driving growth, enhancing productivity, and managing costs effectively. Fourth, engaging a remote workforce with transparent communication, fair compensation, and career visibility is key to maintaining motivation and inclusion. Finally, fostering collaboration across HR, IT, Finance, and business leaders, supported by clean and integrated people data, enables a seamless, personalized total rewards experience that resonates across generations. By focusing on these priorities, HR teams can become strategic partners, driving organizational success and preparing for the evolving future of work.
