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.
ADP's HR Trends and Priorities for 2026 outlines a strategic roadmap for leaders navigating a workplace defined by rapid technological change, evolving regulatory complexity, and heightened expectations around employee experience, emphasizing that success in 2026 will require balancing innovation with compassion and human-centric leadership. The report highlights how advances in artificial intelligence (AI) and intelligent technologies are reshaping work and HR practices - from the emergence of agentic AI and deeper interdependence between HR and IT to the need for skills-based workforce planning and dynamic job redesign - while underscoring the importance of maintaining fairness, trust, and transparency in how technology is used. Organizations are encouraged to develop AI literacy, embed robust governance and human oversight in automated decision-making, and proactively address compliance challenges posed by multijurisdictional regulations, including AI usage in employment decisions and expanding pay transparency and leave requirements. At the same time, the report stresses that strategic workforce planning, meaningful professional development, and a strong commitment to employee well-being are essential for fostering resilience, agility, and long-term growth, even as companies leverage technology to streamline tasks and augment human capabilities. Ultimately, sustainable success in the evolving world of work will come to those who can drive technological innovation without deprioritizing people, respond to regulatory demands without sacrificing agility, and create an interconnected, intelligent workplace that remains deeply human.
In a rapidly evolving workforce landscape - accelerated by the pandemic - today's employees, particularly remote, dispersed, and deskless workers, increasingly expect employers to provide seamless digital tools, transparent communication, and flexible processes to support their changing needs. Drawing on insight from a PM Insight report, this paper emphasizes three foundational pillars of next-generation HR technology: performance, experience, and intelligence. On the performance front, modern HR platforms reduce the administrative burden that currently occupies over 70% of HR professionals' time, shifting routine tasks through automation and self-service tools so HR can focus on strategy, forecasting, and long-term planning. In terms of experience, digital-native workers demand the same convenience and usability from work systems as they do from consumer apps, and mobile-enabled self-service helps elevate engagement, satisfaction, and a sense of autonomy. From an intelligence standpoint, the integration of AI and predictive analytics allows organizations to extract actionable insights from workforce data - such as forecasting labor demand, identifying productivity gains, or flagging attendance issues - and to run pulse surveys that guide real-time interventions. By combining these capabilities, next-generation HR technology doesn't just streamline HR's operations - it strengthens human connections, empowers workers, and drives more strategic decision-making to improve both organizational resilience and employee satisfaction.
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.
