Releases ‘The DNA of Human Capital’ Report Revealing Twelve Critical Traits To Help Set HR On Its Future Path

Jacksons Point, ON – For over three years, has helped human resources (HR) departments of all sizes keep their finger on the pulse of the industry, ensuring their organizations are maximizing the potential of their people.

This newly released report, ‘The DNA of Human Capital: Trends Report 2019’, synthesizes many of the studies conducted by the HR Research Institute, driven by The report breaks down the insights into twelve critical traits that make up the DNA of human capital. Each section of the report explores one critical trait and provides insights to how to deal with the daunting challenges faced by HR in each area. Included are tangible and sustainable solutions for HR professionals to incorporate in their workplace. The twelve DNA traits concerned are:

  1. The Nouveau Workforce: The Future Of The World Of Work Is Now – Smart technologies and analytics are quickly becoming essential. Over three-quarters of HR professionals (78%) indicate that analytical thinking will be the most vital worker capability by 2020. And alarmingly, only 11% of organizations report they are making good progress building a capable workforce to meet 2020 goals.
  2. Leadership: Why Is Competent Leadership So Elusive? – A well-designed leadership strategy combining diversity, good coaching, and data-driven decisions is imperative for effective future leadership. Only 20% of HR professionals give a high rating (at least 8 out of 10) to their organizations’ leadership skills, and only 17% of HR professionals agree (high/very high extent) that their leaders are effective coaches.
  3. Learning and Development: Accelerate Raising The Educational Bar – Employee development programs are viewed as one of the most crucial HR issues for the coming year, yet only a third of HR professionals feel that learning is embedded in their culture. Moreover, organizations are making slow progress in key areas such as personalization, mobile learning and micro-learning.
  4. Performance Management: Perpetually and Constructively Engage Performance – Performance management is in need of serious reform. Management training is inadequate in this area. Just 21% of HR professionals believe (agree/strongly agree) that managers are skilled at performance management. Technologies are also being reformed. In 2019, performance management systems will be among the HR systems most likely to be added, replaced, or modified.
  5. Talent Analytics: The Long Overdue Need To Transform Data Into Tangible Insight – Leveraging talent analytics requires new skills, solid technology and, more than anything else, a new mindset. Currently, a majority (59%) of HR professionals do not make use of talent analytics, even though organizations that excel at it report support from management and a noticeable competitive advantage.
  6. Talent Acquisition: Succeeding In An Age Of Talent Scarcity – “Recruit talent to support growth” is the most important area of focus for HR departments in 2019, tied with “employee learning and development.” Yet, many companies are failing in this crucial area. In fact, HR professionals regret an average of 31% of new hires. Emerging technologies in the areas of artificial intelligence and recruitment marketing are expected to help.
  7. Diversity and Inclusion: Why Does Simple Implementation Evade Us? – Most organizations have not yet reached a higher maturity level when it comes to diversity and inclusion (D&I) practices. Companies with successful D&I initiatives are more likely to have support from senior leaders, to track metrics in this area, and to require D&I training for their workforce.
  8. Human Engagement: Decades Of Seemingly Unremarkable Progress – Engagement deficits are costing employers a fortune. Continuously measuring and tracking engagement is key, but success requires action based on those metrics. More than anything else, leadership (77%) and culture (74%) are essential for supporting initiatives and driving employee engagement.
  9. HR and Workforce Technologies: The Transformation Is Embryonic – How companies leverage artificial intelligence (AI) and smart technology will be integral to their performance. Only 10% of companies report making high or very high use of AI for HR, so there’s a long way to go to leverage the benefits of the AI technology.
  10. The HR Function: HR Must Quickly Realign With New Roles and Realities – HR must prepare for the future by adopting more strategic responsibilities and by acquiring greater knowledge of technologies and analytics. It must, in short, close the skills gaps in its own profession.
  11. Workforce Planning: Talent Remains The Most Crucial Of Commodities – Turning mounds of data into real insights and recommended courses of action will be a challenge but also a necessity. Companies must devote more resources to career planning and succession planning to ensure workforces have the up-to-date skill sets needed to keep their business moving forward.
  12. The Human Experience: HX Occupies The Epicenter Of Productive Talent – Human experience (HX) goes beyond the employee experience when a company can create meaning for their employees at work. Employees want to reach their full potential, and HR can take the lead on helping employees set and attain goals to maximize employee engagement levels.

“HR could be the single most important profession of the next decade. The future will be powered by talent. But, to reach its potential, HR must quickly develop the skills it needs to succeed, such as improved leadership, analytical knowledge, strategic thinking and more,” stated Debbie McGrath, Chief Instigator and CEO of

For more information on The DNA of Human Capital: Trends Report 2019 and to gain key strategic takeaways from this exclusive industry research, the full report is available for free download.


About and the HR Research Institute

The HR Research Institute operates as’s research arm. is committed to creating inspired and informed workforces by maximizing the potential of HR professionals around the world. Over 1.2 million HR professionals rely on as the foremost, trusted industry resource for education, career development, and compliance. Offerings include 85+ primary research reports from the HR Research Institute, 400+ annual webcasts, the most comprehensive HR certification exam preparation program supporting SHRM and HRCI certification, legal compliance guidance programming, an on-demand training library housing thousands of lessons and tips, and 13 monthly-themed and interactive HR ePublications. and

For more information, contact:
Debbie McGrath
Chief Instigator and CEO,