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Talent Practice % of Orgs That Don’t Explicitly Use Skills % of Orgs that Manually Enter Skills % of Orgs that Have Skills Automatically Suggested Career pathing 23% 30% 28% Hiring — external 21% 36% 23% Hiring — internal 19% 32% 26% Learning and development 13% 38% 28% Mentoring 21% 34% 9% Opportunity/talent marketplace 26% 17% 32% Performance management 28% 38% 26% Rewards and recognition 40% 32% 26% Strategic workplace planning 30% 28% 32% Why Skills Are Crucial for Growth According to Sara Hillenmeyer, the senior director of data science at Payscale, a compensation software and data company, an employee’s skills journey is important for their career development and trajectory.

To support action and application , you can download: ;A report highlighting key findings; ;A short quiz designed to spark meaningful Total Rewards goal-setting conversations within your organization; Access the Report Access the Report Download PDF Report Download PDF Report Access the Total Rewards Priorities Quiz Access the 2025 Total Rewards Leaders' Priorities Study 290 Participating Leaders 61% Directors and above 36% Total Rewards Leaders 28% Plan to prioritize speed and innovation in 2026, rapidly adapting products and services to meet evolving customer needs and enhance their competitive edge.

Course Designing Powerful HR Dashboards Learn how to create powerful dashboards using Power Pivot and Power Query in less time Explore Learning Options Would you like to create HR or Rewards dashboards that tell a powerful story, are interactive and can be easily updated?

Organizations should consider adaptable incentive design and efficient processing protocols to navigate the complexities introduced by natural disasters as well as to maintain fairness and employee engagement.

That may mean ensuring that people with disabilities are included in the talent and skills represented across teams, user testing and feedback, and intentionally involved from design to delivery.

Course Geographic Pay Strategies Attract and retain great talent with pay strategies designed for dispersed workforces.

For 2026, boards should carefully consider incentive plan design to ensure these plans are designed for resilience, including goal-setting, pay mix, long-term incentive (LTI) vehicle mix, etc. 2.

Additionally, creative-driven industries like marketing, interior design or architecture could benefit from this concept, Christen added.

The 36-minutes-a-week pledge involved 30 minutes having mentoring conversations with a junior woman, five minutes pointing out a woman's achievement or congratulating her, and one minute telling everyone else, especially senior leadership.

These roles sit between white- and blue-collar positions and are defined less by degrees and more by skills, opening the door to a fresh workforce type .