In Brief: Traditional performance management systems are falling short for both employers and employees. Research cited by Gallup found that only 2% of Fortune 500 CHROs strongly believe their performance management systems effectively drive performance improvement, while Deloitte reports that fewer than one in three employees believe performance reviews are fair or equitable. Together, these findings highlight a growing disconnect between intent and impact, and signal why organizations are rethinking performance management as a potential competitive advantage rather than a compliance exercise.

In Brief: Modern workplaces span multiple generations with distinct benefit needs. Organizations that move beyond one-size-fits-all approaches to personalized benefits see improved retention and engagement. By segmenting employees by career stage and need states rather than age alone, companies can create flexible benefit frameworks that drive business results.

In Brief: A recruitment process assessment helps HR leaders diagnose inefficiencies, strengthen talent acquisition strategy, and improve hiring outcomes across the organization. This guide outlines a practical framework to audit your recruiting function, from data and metrics to tools, workflows, and stakeholder alignment.

Salary budgets for 2026 are projected at 3.4%. That sits well below the post-pandemic peaks and below what most of your people expected. Meanwhile, posted pay ranges and legally protected wage conversations mean your people arrive at the review with data. A manager script alone cannot hold that conversation together. This article explains the upstream work that makes the low-raise discussion manageable, and what to say when the number is small or zero.

Boomerang employees made up 35% of all new hires in March 2025, the highest share ADP has tracked since 2018. That changes the question from "should we ever rehire a former team member" to "when does it make sense, and how do we do it without losing the team that stayed." This guide walks through both.

Talent acquisition and recruitment are not the same thing, and the gap between them has a measurable cost. This article breaks down what a modern talent acquisition strategy actually looks like, how it differs from reactive hiring, and what five components your organization needs to build one that works.