--- title: "HR Trends Heatmap: what to plan for 2027 | PeopleCentriX" description: Planning 2027? 64 trends from the ten HR outlooks of the last 12 months, on one grid. AI framing rose from 11% to 75%; people sustainability fell. No form. image: https://www.peoplecentrix.eu/hubfs/PCX%20Blog%20-%20Thought%20Leadership/PCX%20IP%20-%202026%20HR%20Trends%20Playbook%20%2B%20Mockup/PeopleCentriX%20-%202026%20HR%20Trends%20and%20Priorities%20-%20Book%20Mockup.png --- [Skip to content](https://www.peoplecentrix.eu/hr-trends-priorities-heatmap#main-content) [![PeopleCentrix](https://www.peoplecentrix.eu/hubfs/assets/images/peoplecentrix-logo.svg "PeopleCentrix")](https://www.peoplecentrix.eu/) [LET'S CONNECT →](https://www.peoplecentrix.eu/work-with-us) - [People Strategy](https://www.peoplecentrix.eu/people-strategy) - [People Centricity](https://www.peoplecentrix.eu/people-centricity) - [How We Work](https://www.peoplecentrix.eu/how-we-work) - [Insights](https://www.peoplecentrix.eu/our-thinking) Show submenu for Insights - [Our Work](https://www.peoplecentrix.eu/our-work) - [Our Thinking](https://www.peoplecentrix.eu/our-thinking) - [About Us](https://www.peoplecentrix.eu/about-us) - [Work With Us](https://www.peoplecentrix.eu/work-with-us) - [People Strategy](https://www.peoplecentrix.eu/people-strategy) - [People Centricity](https://www.peoplecentrix.eu/people-centricity) - [How We Work](https://www.peoplecentrix.eu/how-we-work) - [Insights](https://www.peoplecentrix.eu/our-thinking) Show submenu for Insights - [Our Work](https://www.peoplecentrix.eu/our-work) - [Our Thinking](https://www.peoplecentrix.eu/our-thinking) - [About Us](https://www.peoplecentrix.eu/about-us) - [Work With Us](https://www.peoplecentrix.eu/work-with-us) “It is a capital mistake to theorise before one has data.” Arthur Conan Doyle Planning 2027 · A PeopleCentriX analysis # Ten publishers. One agenda. *What it dropped.* Planning 2027? Start with every major HR outlook published in the last twelve months, read trend by trend and mapped on one grid. Fifty hours of reading. Five minutes of yours. **10**Publishers read **64**Trends mapped **20**Themes **11%→75%**AI-framed trends, in one year **One obsession, one blind spot.** AI now frames three trends in four, up from one in nine. People sustainability\* went the other way. Pay fell from sixth to sixteenth, inclusion slipped, wellbeing drew no trend at all. The hype moved. Your workforce didn’t. [Download the Heatmap](https://www.peoplecentrix.eu/hubfs/PCX%20Blog%20-%20Thought%20Leadership/PCX%20IP%20-%202026%20HR%20Trends%20Playbook%20%2B%20Mockup/PeopleCentriX%20-%202026%20HR%20Trends%20and%20Priorities%20-%20Heatmap.pdf) **No form.** 9 pages, PDF. Updated June 2026 · Next edition: 2027 ![The 2026 HR Trends & Priorities Heatmap, nine-page PDF](https://www.peoplecentrix.eu/hubfs/PCX%20Blog%20-%20Thought%20Leadership/PCX%20IP%20-%202026%20HR%20Trends%20Playbook%20%2B%20Mockup/PeopleCentriX%20-%202026%20HR%20Trends%20and%20Priorities%20-%20Book%20Mockup.png) 10 publishers · 20 themes · 64 trends, on one grid \* Built on the World Economic Forum’s Good Work Framework, people sustainability has six pillars: fair pay, flexibility and protection, health and wellbeing, diversity and inclusion, employability, and responsible AI. The heatmap ## The consensus is *thinner than it looks.* Ten themes, ten publishers, one cell for every call. Here is how to read it. **Rows are themes** The ten broadest of 20, ranked by how many publishers raised them. **Columns are publishers** One per report. Blank means no trend on that theme. **Cells count trends** Trends that publisher wrote on the theme. Darker means more. **The last column adds up** “9 / 12” means nine publishers, twelve trends. **Row 1:** every publisher but SHRM raised HR Value & Operating Model, in twelve trends between them. No other theme comes close. | Theme | AIHR | BCG | David Green | Deloitte | Gartner | i4cp | McKinsey | McLean | Mercer | SHRM | Publishers / trends | | | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | | **Broad consensus**5+ publishers | 1HR Value & Operating Model AI | 2 | 1 | 3 | 1 | 1 | 1 | 1 | 1 | 1 | – | **9** / 12 | | 2Skills & Workforce Agility AI | 1 | 1 | 1 | 1 | – | 1 | – | 2 | – | 1 | **7** / 8 | | | 3Work Redesign & Human-AI Collaboration AI | – | – | 1 | 2 | 1 | 1 | – | – | 1 | – | **5** / 6 | | | **Emerging**3–4 publishers | 4AI Adoption & Transformation AI | 2 | 1 | – | – | – | 1 | – | – | – | 1 | **4** / 5 | | 5People Analytics AI | – | – | 1 | – | – | 1 | – | 1 | 1 | – | **4** / 4 | | | 6Leadership & Management Development AI | – | – | 2 | – | 1 | – | – | 1 | – | – | **3** / 4 | | | 7Organisational Culture | – | – | – | 1 | 1 | – | – | 2 | – | – | **3** / 4 | | | 8Talent Acquisition & Mobility AI | – | – | – | – | – | 1 | 1 | – | – | 1 | **3** / 3 | | | 9Employee Experience, Engagement & Retention AI | – | – | 1 | – | – | – | 1 | – | 1 | – | **3** / 3 | | | 10Workforce Models & Flexibility AI | – | – | – | 1 | – | 1 | – | – | – | 1 | **3** / 3 | | Trends a publisher wrote on the theme: 123– none **9** / 12 publishers raising the theme / trends in total AI AI-led theme: its trends are framed through AI Broad consensus: 5+ publishers · Emerging: 3–4 #### What the graph says Ten publishers, 64 trends, one grid. Only one theme, HR Value & Operating Model, is raised by nearly all of them. Nine of the top ten carry AI-framed trends. Pay, wellbeing and inclusion are missing from the top ten. #### What it implies The last twelve months of reports were written about AI, not about your workforce. Use them to see what the conversation is. Then plan 2027 on your own evidence, starting with the people sustainability themes the reports dropped: fair pay, wellbeing and inclusion, three of the six pillars of good work. Three readings ## The same evidence, read *three ways.* What they said. Why they agree. What to do with it. 01 The Signal ### What did ten publishers actually say? AI framing went from 11% to 75% in a single year. **Inside:** the four signals in ten reports. Two constants worth building on: HR value and operating model, and skills. Two shifts worth questioning: AI rising, and people sustainability falling against six pillars of good work. [Read The Signal](https://www.peoplecentrix.eu/blog/hr-trends-priorities-2026-the-heatmap-the-signal-1/3) 02 The Noise ### Why do ten publishers all say the same thing? A real shift adds. A fad substitutes. **Inside:** why ten publishers now speak one vocabulary, forty years of HR fads from TQM to AI, proof that wellbeing was abandoned rather than solved, and four reasons the consensus is not your context. [Read The Noise](https://www.peoplecentrix.eu/blog/hr-trends-priorities-2026-the-heatmap-the-noise-2/3) 03 The Filter ### What belongs in your 2027 plan? How to read the signal and cut through the noise. **Inside:** a board-approved people strategy audited objective by objective against the consensus, and three disciplines to filter the trends: treat them as hypotheses, put evidence first, keep score year on year. [Read The Filter](https://www.peoplecentrix.eu/blog/hr-trends-priorities-2026-the-heatmap-the-filter-3/3) 2025 to 2026 ## AI climbed in. *People sustainability fell out.* Breadth rank, 2025 (hollow) to 2026 (filled). Rank 1 is broadest. 15101520None 1HR Value & Operating Model 1 → 1 2Skills & Workforce Agility 2 → 2 3Work Redesign & Human-AI Collaboration 14 → 3 4AI Adoption & Transformation 9 → 4 5People Analytics 11 → 5 6Leadership & Management Development 3 → 6 7Organisational Culture 10 → 7 8Talent Acquisition & Mobility 17 → 8 9Employee Experience, Engagement & Retention 4 → 9 10Workforce Models & Flexibility 12 → 10 11Diversity, Equity & Inclusion 8 → 11 12Strategic Workforce Planning 7 → 12 13Change Management 18 → 13 14Responsible AI, Data & Governance 20 → 14 15Performance Management & Productivity 13 → 15 16Pay, Reward & Benefits 6 → 16 17Sustainability / ESG 19 → 17 18AI in HR 16 → none 19Wellbeing & Resilience 5 → none 20Workforce Demographics & Labour Market 15 → none Rising or new Falling Held 2025 rank AI themes rose; people sustainability themes dropped. Method ## How it was built, and *where it stops.* 1. Collect each publisher’s 2026 HR outlook. 2. Extract every trend verbatim. 3. Map each to the 20-theme framework. Flag borderline calls. 4. Treat AI as a lens, flagged trend by trend. Not a bucket. 5. Rank by breadth. Grid the top ten. Ranking metric Breadth: how many publishers raise a theme. Ties go to total trends. Scope Ten outlooks published between late 2025 and June 2026: the last twelve months of the HR conversation. Limits, declared Ten reports are a corpus, not a census. A cell records attention, not importance. Sources ## Ten outlooks, *read in full.* | Publisher | Report | Method | Sample | | --- | --- | --- | --- | | AIHR | *HR Priorities 2026 Report: Market signals, strategy shifts, & steps to lead the AI-powered workforce* (2026) | Secondary synthesis and internal survey | 1,500+ HR professionals | | BCG / WFPMA | *Creating People Advantage 2026: Four Power Moves for the CHRO* (2026) | Quantitative web survey and regression analysis | 7,115 HR and business leaders, 115 countries | | Deloitte | *2026 Global Human Capital Trends: From tensions to tipping points* (2026) | Quantitative survey with Oxford Economics, and interviews | 3,000 leaders; 6,000 workers, managers and executives; 50+ interviews | | Gartner | *2026 Strategic HR Priorities for CHROs* (2026) | Annual quantitative CHRO survey | 426 CHROs, 23 industries | | David Green | *12 Opportunities for HR in 2026: Building Organisations That Thrive in the Agentic Age* (2026) | Expert synthesis and community input | Qualitative | | i4cp | *2026 Priorities & Predictions: C-Suite Perspectives from i4cp’s Boards* (2025) | Invitation-only executive board input | Not disclosed | | McKinsey & Company | *HR Monitor 2026* (June 2026) | Annual quantitative benchmark survey | ~1,300 HR professionals; ~5,500 employees; 10 countries | | McLean & Company | *Trends HR 2026: Leading Through Change* (2026) | Quantitative survey | 1,626 respondents | | Mercer | *Global Talent Trends 2026: Solving the human-machine equation* (2026) | Multi-stakeholder quantitative survey | ~12,000 respondents, 16 geographies | | SHRM | *SHRM 2026: Trends and Predictions* (2026) | Several quantitative surveys | 116 CEOs; 129 CHROs; 3,950 HR professionals; 2,079 US workers | Questions ## Fair objections, *answered.* Is the ranking a measure of importance? No. It measures breadth: how many publishers wrote about a theme. What belongs on your agenda comes from your own evidence. That is The Filter. Why is AI a lens and not a theme of its own? Because it runs through nearly everything: nine of the top ten themes carry AI-framed trends. A separate bucket would hide that. Tellingly, “AI in HR” as a standalone theme drew nothing. Pay, wellbeing and inclusion fell. Do they matter less? No. Publishers chased AI. Fair pay, wellbeing and inclusion are what keep a workforce able to absorb that change. Your board will still judge you on them. What do you mean by people sustainability? Six pillars of good work. Five come from the World Economic Forum’s Good Work Framework (2022): fair pay and social justice; flexibility and protection; health and wellbeing; diversity, equity and inclusion; employability and a learning culture. The sixth is responsible AI. The WEF folds it into fair pay; in a year when AI frames three trends in four, it needs its own line. Only employability advanced. Why these ten publishers? They are the annual outlooks tracked every year since 2006. BCG joined in 2026. Methods and samples are listed above: weigh a survey of 426 CHROs differently from one essay. Can I use it? Yes. Free, with attribution. Citation below. Will there be a 2027 edition? Yes, at this address, once the 2027 outlooks are out. Until then, this is the freshest read: everything published in the last twelve months. Cite as: Dulac, T. (2026, June). *2026 HR Trends & Priorities Heatmap*. PeopleCentriX. https://www.peoplecentrix.eu/hr-trends-priorities-heatmap. Free to use with attribution. Who compiled this ## Tanguy Dulac Founder & Managing Partner, PeopleCentriX - PhD, Applied Economics — LSE / UCLouvain - MSc, Organisational Psychology · MSc, Applied Economics - Academy of Management Journal — cited 1,000+ times - Lecturer — Sustainable Human Capital Management, University of Fribourg - Lecturer — Human Capital Risk Management, HEG Genève Since 2006 I have tracked every major HR outlook as it lands and mapped them against each other. The 2026 ten took five months to publish and fifty hours to read, code and check. A declared interest: PeopleCentriX sells people strategy, so this is not disinterested. It is checkable. Every trend traces to its report. Disagree? Tell me. [tanguy.dulac@peoplecentrix.eu](mailto:tanguy.dulac@peoplecentrix.eu) · [LinkedIn](https://www.linkedin.com/in/tanguy-dulac/) Your 2027 plan ## The trends tell you what everyone is saying. *Your evidence tells you what is true.* Setting your 2027 people strategy? The CPO Playbook turns the conversation into eight moves. No form. When you need evidence your board will accept, that is People Strategy. [Read the CPO Playbook](https://www.peoplecentrix.eu/the-cpo-playbook-from-mandate-to-momentum) [See how we build people strategy](https://www.peoplecentrix.eu/people-strategy) ##### ![logo-white-ls-sample-theme](https://www.peoplecentrix.eu/hubfs/raw_assets/public/popular-theme-v2/assets/images/peoplecentrix-footer-logo.svg) We help HR leaders turn people investment into measurable results — strategies that get approved, interventions that get delivered, impact that gets proven. ##### Follow Us [Follow us on LinkedIn](https://www.linkedin.com/company/peoplecentrixconsulting/) ##### Quick Links - [Home](https://www.peoplecentrix.eu/en/) - [People Strategy](https://www.peoplecentrix.eu/people-strategy) - [People Centricity](https://www.peoplecentrix.eu/people-centricity) - [How We Work](https://www.peoplecentrix.eu/how-we-work) - [Our Client Case Studies](https://www.peoplecentrix.eu/our-work) - [Our Thinking](https://www.peoplecentrix.eu/our-thinking) - [About Us](https://www.peoplecentrix.eu/about-us) - [Work With Us](https://www.peoplecentrix.eu/work-with-us) ##### Contact PeopleCentriX Geneva, Switzerland    [tanguy.dulac@peoplecentrix.eu](mailto:info@peoplecentrix.eu) --- Copyright © 2026 PeopleCentriX SARL. All rights reserved. PeopleCentriX name and logo are registered trademarks of PeopleCentriX SARL. - [Privacy statement](https://www.peoplecentrix.eu/en/privacy-page) ```json { "@context" : "https://schema.org", "@id" : "https://www.peoplecentrix.eu/#organization", "@type" : [ "ProfessionalService", "Organization" ], "address" : { "@type" : "PostalAddress", "addressCountry" : "CH", "addressLocality" : "Founex", "addressRegion" : "Vaud", "postalCode" : "1297", "streetAddress" : "Chemin du Lac 19A" }, "alternateName" : [ "PeopleCentriX Consulting", "PeopleCentriX SARL" ], "areaServed" : [ "Worldwide", "International organisations", "Private sector", "Public sector" ], "audience" : [ { "@type" : "Audience", "audienceType" : "Chief People Officers and Chief Human Resources Officers" }, { "@type" : "Audience", "audienceType" : "Chief Talent Officers and Heads of Talent Management" } ], "contactPoint" : { "@type" : "ContactPoint", "availableLanguage" : [ "English", "French" ], "contactType" : "sales", "email" : "tanguy.dulac@peoplecentrix.eu", "url" : "https://www.peoplecentrix.eu/work-with-us" }, "description" : "PeopleCentriX is an evidence-based people-strategy advisory founded in Switzerland in March 2022 by Tanguy Dulac, PhD. It serves Chief People Officers defining, activating and proving a board-approved people strategy, and Chief Talent Officers attracting, engaging and unleashing talent through focused people-centricity interventions. It helps both turn people investment into measurable results — strategies that get approved, interventions that get delivered, impact that gets proven.", "email" : "tanguy.dulac@peoplecentrix.eu", "employee" : { "@id" : "https://www.peoplecentrix.eu/#tanguy-dulac" }, "founder" : { "@id" : "https://www.peoplecentrix.eu/#tanguy-dulac" }, "foundingDate" : "2022-03", "foundingLocation" : { "@type" : "Place", "name" : "Founex, Vaud, Switzerland" }, "hasOfferCatalog" : { "@type" : "OfferCatalog", "itemListElement" : [ { "@type" : "Offer", "itemOffered" : { "@type" : "Service", "audience" : { "@type" : "Audience", "audienceType" : "Chief People Officers" }, "description" : "Define, Activate, Prove — the sparring partner for the Chief People Officer carrying the board mandate: build the evidence base and business case, govern implementation from inside the programme office, and prove what the investment returned against baselines set before the work starts.", "name" : "People Strategy", "provider" : { "@id" : "https://www.peoplecentrix.eu/#organization" }, "serviceType" : "People strategy advisory", "url" : "https://www.peoplecentrix.eu/people-strategy" } }, { "@type" : "Offer", "itemOffered" : { "@type" : "Service", "audience" : { "@type" : "Audience", "audienceType" : "Chief Talent Officers" }, "description" : "Attract, Engage, Unleash — focused interventions for Chief Talent Officers, each targeting one component of the People Centricity Formula™: an employee value proposition built on researched expectations, moments that matter redesigned, and talent frameworks that develop potential. Closed when solved.", "name" : "People Centricity", "provider" : { "@id" : "https://www.peoplecentrix.eu/#organization" }, "serviceType" : "Talent and employee-experience interventions", "url" : "https://www.peoplecentrix.eu/people-centricity" } } ], "name" : "PeopleCentriX offerings" }, "image" : "https://www.peoplecentrix.eu/hubfs/assets/images/peoplecentrix-logo.svg", "knowsAbout" : [ "People strategy", "People centricity", "Programme management", "Change management", "Business case", "HR metrics", "People analytics", "Employee attraction", "Employee experience", "Employee engagement", "Design thinking", "Human-centred design in HR", "HR operating model", "Human capital risk management", "People risks", "Human sustainability", "People sustainability", "Talent management", "Talent strategy" ], "knowsLanguage" : [ "en", "fr" ], "legalName" : "PeopleCentriX Sàrl", "logo" : { "@type" : "ImageObject", "caption" : "PeopleCentriX logo", "url" : "https://www.peoplecentrix.eu/hubfs/assets/images/peoplecentrix-logo.svg" }, "memberOf" : { "@type" : "Organization", "name" : "Swiss Triple Impact (B Lab Switzerland)", "url" : "https://www.swisstripleimpact.ch" }, "name" : "PeopleCentriX", "publishingPrinciples" : "https://www.peoplecentrix.eu/how-we-work", "sameAs" : [ "https://www.linkedin.com/company/peoplecentrixconsulting" ], "slogan" : "People Strategy for Chief People Officers — defined, activated, proven. People Centricity for Chief Talent Officers — attracted, engaged, unleashed.", "url" : "https://www.peoplecentrix.eu/en/" } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.peoplecentrix.eu/#tanguy-dulac", "@type" : "Person", "affiliation" : [ { "@type" : "CollegeOrUniversity", "name" : "Université de Fribourg", "url" : "https://www.unifr.ch" }, { "@type" : "CollegeOrUniversity", "name" : "Haute École de Gestion de Genève", "url" : "https://www.hesge.ch/heg" } ], "alumniOf" : [ { "@type" : "CollegeOrUniversity", "name" : "London School of Economics and Political Science", "url" : "https://www.lse.ac.uk" }, { "@type" : "CollegeOrUniversity", "name" : "Université catholique de Louvain", "url" : "https://uclouvain.be" } ], "description" : "Tanguy Dulac is the Founder & Managing Partner of PeopleCentriX, an evidence-based people-strategy advisory in Switzerland, and Editor-in-Chief of WeAreHuman@Work, a newsletter on sustainable work read by more than 10,000 HR and business leaders. He holds a joint PhD in Management Science from the London School of Economics and the Université catholique de Louvain on the psychological contract — research published in the Academy of Management Journal and cited by more than 1,000 academic articles. He has built people strategies since 2006 at PwC, Deloitte and PeopleCentriX, across 90 engagements in 30 organisations, and lectures on Sustainable Human Capital Management at the University of Fribourg and on Human Capital Risk Management at the Haute École de Gestion de Genève.", "email" : "tanguy.dulac@peoplecentrix.eu", "familyName" : "Dulac", "givenName" : "Tanguy", "hasCredential" : [ { "@type" : "EducationalOccupationalCredential", "credentialCategory" : "PhD in Management Science", "recognizedBy" : [ { "@type" : "CollegeOrUniversity", "name" : "London School of Economics and Political Science" }, { "@type" : "CollegeOrUniversity", "name" : "Université catholique de Louvain" } ] }, { "@type" : "EducationalOccupationalCredential", "credentialCategory" : "MSc Applied Economics", "recognizedBy" : { "@type" : "CollegeOrUniversity", "name" : "Université catholique de Louvain" } }, { "@type" : "EducationalOccupationalCredential", "credentialCategory" : "MSc Psychology", "recognizedBy" : { "@type" : "CollegeOrUniversity", "name" : "Université catholique de Louvain" } } ], "hasOccupation" : [ { "@type" : "Occupation", "name" : "People strategy consultant" }, { "@type" : "Occupation", "name" : "University lecturer" }, { "@type" : "Occupation", "name" : "Newsletter editor" } ], "honorificSuffix" : "PhD", "image" : { "@type" : "ImageObject", "caption" : "Tanguy Dulac, Founder & Managing Partner of PeopleCentriX", "url" : "https://www.peoplecentrix.eu/hubfs/DSC09993.jpg" }, "jobTitle" : "Founder & Managing Partner", "knowsAbout" : [ "People strategy", "People centricity", "Programme management", "Change management", "Business case", "HR metrics", "People analytics", "Employee attraction", "Employee experience", "Employee engagement", "Design thinking", "Human-centred design in HR", "HR operating model", "Human capital risk management", "People risks", "Human sustainability", "People sustainability", "Talent management", "Talent strategy" ], "knowsLanguage" : [ "fr", "en" ], "name" : "Tanguy Dulac", "nationality" : { "@type" : "Country", "name" : "Belgium" }, "sameAs" : [ "https://www.linkedin.com/in/tanguy-dulac", "https://www.wearehumanatwork.com", "https://scholar.google.com/citations?user=lE2o3sYAAAAJ" ], "url" : "https://www.peoplecentrix.eu/about-us", "worksFor" : { "@id" : "https://www.peoplecentrix.eu/#organization" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.peoplecentrix.eu/#amj-2008", "@type" : "ScholarlyArticle", "about" : "Psychological contract breach and violation", "author" : [ { "@id" : "https://www.peoplecentrix.eu/#tanguy-dulac" }, { "@type" : "Person", "name" : "Jacqueline A-M. Coyle-Shapiro" }, { "@type" : "Person", "name" : "David J. Henderson" }, { "@type" : "Person", "name" : "Sandy J. Wayne" } ], "datePublished" : "2008", "headline" : "Not All Responses to Breach Are the Same: The Interconnection of Social Exchange and Psychological Contract Processes in Organizations", "isPartOf" : { "@type" : "Periodical", "name" : "Academy of Management Journal" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.wearehumanatwork.com/#newsletter", "@type" : "Periodical", "description" : "A newsletter on sustainable work — Work with Purpose — edited by Tanguy Dulac and read by more than 10,000 HR and business leaders.", "editor" : { "@id" : "https://www.peoplecentrix.eu/#tanguy-dulac" }, "inLanguage" : "en", "name" : "WeAreHuman@Work", "publisher" : { "@id" : "https://www.peoplecentrix.eu/#organization" }, "url" : "https://www.wearehumanatwork.com" } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.peoplecentrix.eu/#website", "@type" : "WebSite", "inLanguage" : "en", "name" : "PeopleCentriX", "publisher" : { "@id" : "https://www.peoplecentrix.eu/#organization" }, "url" : "https://www.peoplecentrix.eu/en/" } ``` ```json { "@context" : "https://schema.org", "@type" : "FAQPage", "mainEntity" : [ { "@type" : "Question", "acceptedAnswer" : { "@type" : "Answer", "text" : "No. It measures breadth: how many publishers wrote about a theme. What belongs on your agenda comes from your own evidence. That is The Filter." }, "name" : "Is the ranking a measure of importance?" }, { "@type" : "Question", "acceptedAnswer" : { "@type" : "Answer", "text" : "Because it runs through nearly everything: nine of the top ten themes carry AI-framed trends. A separate bucket would hide that. Tellingly, “AI in HR” as a standalone theme drew nothing." }, "name" : "Why is AI a lens and not a theme of its own?" }, { "@type" : "Question", "acceptedAnswer" : { "@type" : "Answer", "text" : "No. Publishers chased AI. Fair pay, wellbeing and inclusion are what keep a workforce able to absorb that change. Your board will still judge you on them." }, "name" : "Pay, wellbeing and inclusion fell. Do they matter less?" }, { "@type" : "Question", "acceptedAnswer" : { "@type" : "Answer", "text" : "Six pillars of good work. Five come from the World Economic Forum’s Good Work Framework (2022): fair pay and social justice; flexibility and protection; health and wellbeing; diversity, equity and inclusion; employability and a learning culture. The sixth is responsible AI. The WEF folds it into fair pay; in a year when AI frames three trends in four, it needs its own line. Only employability advanced." }, "name" : "What do you mean by people sustainability?" }, { "@type" : "Question", "acceptedAnswer" : { "@type" : "Answer", "text" : "They are the annual outlooks tracked every year since 2006. BCG joined in 2026. Methods and samples are listed above: weigh a survey of 426 CHROs differently from one essay." }, "name" : "Why these ten publishers?" }, { "@type" : "Question", "acceptedAnswer" : { "@type" : "Answer", "text" : "Yes. Free, with attribution. Citation below." }, "name" : "Can I use it?" }, { "@type" : "Question", "acceptedAnswer" : { "@type" : "Answer", "text" : "Yes, at this address, once the 2027 outlooks are out. Until then, this is the freshest read: everything published in the last twelve months." }, "name" : "Will there be a 2027 edition?" } ] } ``` ```json { "@context" : "https://schema.org", "@type" : "Dataset", "creator" : { "@id" : "https://www.peoplecentrix.eu/#tanguy-dulac", "@type" : "Person", "name" : "Tanguy Dulac" }, "dateModified" : "2026-06-26", "datePublished" : "2026-06-26", "description" : "A cross-publisher analysis of the 2026 HR agenda: 64 trends from ten publishers (AIHR, BCG, David Green, Deloitte, Gartner, i4cp, McKinsey & Company, McLean & Company, Mercer, SHRM) mapped to 20 themes and ranked by breadth. AI framing rose from 11% to 75% of trends in one year, while people sustainability, six pillars built on the WEF Good Work Framework (fair pay, flexibility and protection, health and wellbeing, diversity and inclusion, employability, responsible AI), fell. Built to inform 2027 people strategy planning.", "distribution" : { "@type" : "DataDownload", "contentUrl" : "https://www.peoplecentrix.eu/hubfs/PCX%20Blog%20-%20Thought%20Leadership/PCX%20IP%20-%202026%20HR%20Trends%20Playbook%20%2B%20Mockup/PeopleCentriX%20-%202026%20HR%20Trends%20and%20Priorities%20-%20Heatmap.pdf", "encodingFormat" : "application/pdf" }, "isAccessibleForFree" : true, "keywords" : [ "HR trends 2026", "HR priorities 2026", "CHRO priorities", "people strategy", "HR operating model", "AI in HR" ], "name" : "2026 HR Trends & Priorities Heatmap", "publisher" : { "@id" : "https://www.peoplecentrix.eu/#organization" }, "url" : "https://www.peoplecentrix.eu/hr-trends-priorities-heatmap" } ```