Employee/organizational surveys

Employee/talent profiling (tracking and modeling individual data on critical talent or high-potential employees)

HR metrics including scorecards and dashboards

Partnership or outsourced research including membership-based research consortia

Workforce forecasting (e.g. workforce supply/demand and segmentation analysis to forecast and plan when to staff up or cut back)

Ad hoc HRIS data mining and analysis

HR benchmarking

Learning measurement/analytics

HR program evaluation

Return-on-investment (ROI) projects

Labor market, talent pool and site/location identification research

Advanced organizational behavior (OB) research and modeling

Selection research involving the use of validated personality instruments that measure various employee traits, states, characteristics, attributes, attitudes, beliefs and/or values

Talent supply chain (analytics to make decisions in real time for optimizing immediate talent demands in terms of changing business conditions)

360 degree or multirater feedback (360-degree leadership and management assessments or performance appraisal/evaluations)

Sentiment analysis (interpretation and classification of emotions whether positive, negative and neutral within text data using text and/or thematic analysis techniques)

Using organizational network analysis (ONA) tools