Recognizing, Empowering, and Certifying HCM Excellence around the world since 1993

Our research, data, and insights fuel the best minds in Human Capital Management to help them create future-proof learning, talent, and HR strategy for the new era of work

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HCM Outlook

There’s no question of HCM becoming more data-driven and savvy with AI-enabled technologies. But true HCM Excellence brings order from chaos and clarity from confusion. This research charts a course for HR to unite workforces for a successful future." – Mike Cooke, Brandon Hall Group CEO

Find Your Excellence

When it comes to Human Capital Management, one size does not fit all. We produce three pieces of HCM content everyday, in a variety of formats, but how we apply those insights is up to you.

Membership

Subscribe to Brandon Hall Group’s network of research, business cases, data, and insights. Specifically designed for Learning, Talent, and HR professionals who want to optimize their organizations processes and maximize their team’s impact on the business. Available for corporate organizations and individuals, or HCM technology companies.

Learning and
Development

Talent
Management

Leadership
Development

Talent
Acquisition

Human
Resources

Diversity, Equity
and Inclusion

Certifications

Enhance your career with one of our six certifications that focuses on the learning journey where the exam taker feels they have acquired new competencies and skills that can be applied in their organization. Available for L&D, Leadership Development, Talent Management, DE&I, Human Resources, and Talent Acquisition.

Certifications we offer

CTAS designation

Certified Talent Acquisition Strategist

Three-phase program

CLDS designation

Certified Leadership Development Strategist

Three-phase program

CTMS designation

Certified Talent Management Strategist

Three-phase program

CHRS designation

Certified Human Resources Strategist

Three-phase program

CDEIL designation

Certified Diversity, Equity and Inclusion Leader

Three-phase program

CLS designation

Certified Learning Strategist

Three-phase program

Awards

The Excellence Awards feature two annual programs that recognize the best organizations that have successfully deployed programs, strategies, modalities, processes, systems, and tools that have achieved measurable results. The awards attract entrants from leading corporations around the world, as well as mid-market and smaller firms.

The HCM Excellence

Spring Program

Announcements: 08.22.24

The HCM Excellence Awards recognize top organizations that successfully deployed programs, strategies, modalities, processes, systems, and tools that achieved superior and measurable results in Human Capital Management. Solution Provider wanting to participate must enter with their corporate client.

Technology

Fall Program

Opened 04.22.2024

Deadline 09.12.2024

The Excellence in Technology showcase ways their Human Capital Management Technology (that they developed or implemented) has measurably benefited an organization. Solution Providers and Corporate are encouraged to enter together or separately.

Education Technology

Fall Program

Opened 04.22.2024

Deadline 09.12.2024

Our education audience now has a dedicated category in the Technology Awards to submit and be reviewed by your peers. Searching for EdTech companies, K-12, colleges/universities, and executive business schools.

Employee Voice Edition

Fall Program

Deadline 05.31.2024

Empower your workforce and amplify employee voices with Brandon Hall Group Excellence Awards, Employee Voice Edition.

Events

The HCM Excellence Conference takes place at the beginning of each year and runs multiple tracks across human capital management. The DE&I Conference, held over the summer focuses on how Learning, Talent, and HR professionals create strategies to better support today’s diverse workforce.

Our conferences

Annual HCM Excellence Conference

Brandon Hall Group is famous for its actionable Human Capital Management research. Our annual HCM Excellence Conference delivers the same experience through a 3-day event with leading practices from award-winning organizations along with checklists, self-assessments, models, frameworks, and other tools that you can use to convert insights into measurable benefits for your organization.

Stay updated with all our news

This Strategy Brief discusses the importance of evaluating and maintaining an effective talent management technology ecosystem in 2024. It covers the current state, challenges, consequences, and provides a point of view on leveraging AI and
One of the areas of the employee experience most ripe for improvement with automation is onboarding. Onboarding new employees suffers from a bit of an identity crisis because it is often ill-defined within the organization
This Strategy Brief explores the current state, complexities and challenges organizations face in identifying and developing high-potential talent to build strong leadership pipelines. It discusses the benefits and drawbacks of formal high-potential identification processes and

Recent posts

This Strategy Brief discusses the importance of evaluating and maintaining an effective talent management technology ecosystem in 2024. It covers the current state, challenges, consequences, and provides a point of view on leveraging AI and emerging technologies. The brief outlines key questions to ask and approaches for creating a cycle of continuous evaluation and making the business case for talent management technology investments.
One of the areas of the employee experience most ripe for improvement with automation is onboarding. Onboarding new employees suffers from a bit of an identity crisis because it is often ill-defined within the organization and many times multiple teams are responsible for different aspects of the process. By strategically applying automation technologies, organizations can significantly enhance the onboarding experience, leading to better employee engagement, retention, customer satisfaction and business results.
This Strategy Brief explores the current state, complexities and challenges organizations face in identifying and developing high-potential talent to build strong leadership pipelines. It discusses the benefits and drawbacks of formal high-potential identification processes and provides recommendations for organizations looking to improve their approach to uncovering top talent and future leaders.
UKG, a leading HCM technology provider, is coming off a strong year of growth and product innovation, and company leaders made it clear at their Spring Analyst Day in Las Vegas that they will not let that momentum wane. As always, UKG leaders covered a lot of ground during the briefing. Here are information and insights in five areas: AI Strategy; SMB Market strategy; Impact of Great Places to Work®; Frontline workforce; and UKG’s multi-country pay solution.
Brandon Hall Group™ research reveals that while most organizations recognize the benefits of offering leadership development to employees at all levels, many face challenges in making this a reality. Key strategies to overcome obstacles include redefining leadership to encompass both formal and informal roles, adopting more agile and continuous learning approaches beyond traditional classroom training, and finding creative ways to prioritize leadership development amidst competing priorities.

Stay updated with all our free resources

The balance of skilled partnership and deep technical expertise makes Brandon Hall Group™ Smartchoice® Preferred Provider VPS the right partner. Grounded in complex technical training challenges for organizations such as the US Navy and General
Generative AI (GenAI) is seemingly everywhere, but in human capital management it is far more likely to be used in learning and development and talent acquisition than workforce management, Brandon Hall Group™ research shows. But
Learning and Development organizations can leverage strategic partnerships with EI Powered by MPS to maximize impact, accelerate transformation and drive measurable results. Learn key principles for successful L&D partnerships and how to measure their effectiveness.

Recent posts

This Strategy Brief discusses the importance of evaluating and maintaining an effective talent management technology ecosystem in 2024. It covers the current state, challenges, consequences, and provides a point of view on leveraging AI and emerging technologies. The brief outlines key questions to ask and approaches for creating a cycle of continuous evaluation and making the business case for talent management technology investments.
One of the areas of the employee experience most ripe for improvement with automation is onboarding. Onboarding new employees suffers from a bit of an identity crisis because it is often ill-defined within the organization and many times multiple teams are responsible for different aspects of the process. By strategically applying automation technologies, organizations can significantly enhance the onboarding experience, leading to better employee engagement, retention, customer satisfaction and business results.
This Strategy Brief explores the current state, complexities and challenges organizations face in identifying and developing high-potential talent to build strong leadership pipelines. It discusses the benefits and drawbacks of formal high-potential identification processes and provides recommendations for organizations looking to improve their approach to uncovering top talent and future leaders.
UKG, a leading HCM technology provider, is coming off a strong year of growth and product innovation, and company leaders made it clear at their Spring Analyst Day in Las Vegas that they will not let that momentum wane. As always, UKG leaders covered a lot of ground during the briefing. Here are information and insights in five areas: AI Strategy; SMB Market strategy; Impact of Great Places to Work®; Frontline workforce; and UKG’s multi-country pay solution.
Brandon Hall Group™ research reveals that while most organizations recognize the benefits of offering leadership development to employees at all levels, many face challenges in making this a reality. Key strategies to overcome obstacles include redefining leadership to encompass both formal and informal roles, adopting more agile and continuous learning approaches beyond traditional classroom training, and finding creative ways to prioritize leadership development amidst competing priorities.

Complimentary Webinars on the latest HCM trends and best practices. Participate live or view them on-demand.

Corporate commitment to DEI has faced headwinds over the past few years. The numerous challenges to, and questioning of, DEI have created uncertainty and hesitancy among leaders in many organizations. Even so, Brandon Hall Group’s research shows that 71% of organizations are still planning to focus effort and resources on embedding the values of DEI across the organization. 51% of organizations are also focusing on improving the DEI strategic plan. (Source: HCM Outlook 2024) But why has DEI gained so much notoriety, and what is the effect on businesses in 2024?
As the workforce landscape evolves rapidly, onboarding has emerged as a critical priority for organizations in 2024. A staggering 62% of companies are now laser-focused on elevating their onboarding experiences, recognizing the profound impact it has on new hire engagement, productivity, and retention (Brandon Hall Group’s™ HCM Outlook 2024 study). However, traditional onboarding processes are plagued by inefficiencies – manual paperwork, repetitive tasks, and a lack of personalization often lead to a slow, frustrating start for new employees. This antiquated approach fails to provide the seamless, tailored experience that today’s top talent demands.
In the turbulent world of healthcare, the challenges of recruiting, nurturing, and advancing care providers and clinician leaders are unparalleled.
Organizations are grappling with the overwhelming challenge of attracting, developing, and retaining top talent to drive their bottom line. As a staggering 85 percent of organizations scramble to enhance their leader development programs, the spotlight has turned to the most critical roles within the company.

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We are experiencing an unprecedented level of disruption in the workplace driven by the blinding speed of technology evolution and its impact on work. Those who are charged with safeguarding and supporting the ability of individuals to deliver value to the business are finding themselves fighting many little fires.
In the turbulent world of healthcare, the challenges of recruiting, nurturing, and advancing care providers and clinician leaders are unparalleled.
Organizations are grappling with the overwhelming challenge of attracting, developing, and retaining top talent to drive their bottom line. As a staggering 85 percent of organizations scramble to enhance their leader development programs, the spotlight has turned to the most critical roles within the company.
Corporate commitment to DEI has faced headwinds over the past few years. The numerous challenges to, and questioning of, DEI have created uncertainty and hesitancy among leaders in many organizations. Even so, Brandon Hall Group’s research shows that 71% of organizations are still planning to focus effort and resources on embedding the values of DEI across the organization. 51% of organizations are also focusing on improving the DEI strategic plan. (Source: HCM Outlook 2024) But why has DEI gained so much notoriety, and what is the effect on businesses in 2024?
Organizations are grappling with the overwhelming challenge of attracting, developing, and retaining top talent to drive their bottom line. As a staggering 85 percent of organizations scramble to enhance their leader development programs, the spotlight has turned to the most critical roles within the company.
Corporate commitment to DEI has faced headwinds over the past few years. The numerous challenges to, and questioning of, DEI have created uncertainty and hesitancy among leaders in many organizations. Even so, Brandon Hall Group’s research shows that 71% of organizations are still planning to focus effort and resources on embedding the values of DEI across the organization. 51% of organizations are also focusing on improving the DEI strategic plan. (Source: HCM Outlook 2024) But why has DEI gained so much notoriety, and what is the effect on businesses in 2024?

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