Human Capital Institute

Before he hits the spotlight at SPARK TALENT this fall, we are stripping away the formal agendas for an exclusive, casual conversation with LinkedIn’s very own Kevin Bishop. We won’t be giving away the secrets of his upcoming presentation; instead, we pull back the curtain on Bishop’s unique career journey, the defining moments that shaped his perspective, and the core passions that drive his work today.

For decades, maternity care has been one of the few areas in healthcare paid as a single bundle—one price covered prenatal care, delivery, and postpartum support. That era is ending. For most employers, this will be among the most significant changes to benefits design and cost structure in the next decade. In 2027, the AMA will dismantle global maternity billing, replacing it with a new, itemized system.

Fresh from the SHRM 2026 Annual Conference, OrgChart CEO, Tom McCarty, breaks down the trends that defined this year's conference: from the rallying cry of "Taking Back HR" and the shift from reactive to strategic, to AI's growing role in the function, and Oprah's challenge to build cultures where people truly feel seen. Plus: what HR leaders should prioritize for the rest of 2026.

Understand where your organization currently sits in terms of skills-based workforce planning. You’ll answer six short questions and get a readiness score and explanation. Remember, you can start from anywhere. This is only meant to give you a quick picture on where you may need to focus on your skills-based journey.

The Skills Action Map helps HR professionals translate skills assessment results into practical workforce actions. Use this tool after completing a skills inventory or employee skills assessment. The goal is to move from “What did we learn?” to “What should we do next?” This tool is designed to help HR and leaders identify the right response to different types of skills findings, including skill gaps, hidden talent, concentration risk, emerging capabilities, and internal mobility opportunities.

This guide helps HR professionals define, organize, and standardize skills before launching a skills inventory, workforce planning pilot, talent marketplace, or workforce capability assessment. A skills-based approach depends on a shared understanding of what skills matter, what those skills mean, how proficiency should be interpreted, and what evidence demonstrates skill capability.

This toolkit helps HR professionals identify, validate, and analyze workforce skills during a skills-based workforce planning pilot. This toolkit contains four components: Skills Inventory Implementation Guide (HR Use) Employee Skills Assessment Manager Validation Worksheet HR Analysis & Action Planning Workbook

Personalized learning has become harder to operationalize in the AI era. New Go1 research surveying 950 senior IT, Finance, Procurement, Legal, and Compliance leaders found that the challenge is not a lack of belief in personalization. It is the growing complexity surrounding how learning technology gets evaluated, approved, integrated, and governed inside large organizations. Over the past two to three years, the buying committee for learning technology has expanded significantly.

This toolkit helps HR professionals design and launch internal opportunities that allow employees to apply, build, and demonstrate skills across the organization. Use this resource after you have identified priority skills, assessed employee capabilities, or completed a skills inventory. The goal is to turn skills visibility into action by creating structured ways for employees to contribute to projects, stretch assignments, internal gigs, and cross-functional work.

HR has always been at the center of the employee experience, but today's most effective HR leaders are storytellers. They’re shaping the narratives that define culture, drive engagement, and align organizations through change, and, in order to do this, they need the right tools and skillset.