Executive Summaries on Current HR Topics (ILRHR 6640)
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The following reports were prepared by students of ILRHR 6640: HR Online Research and Reporting Methods for Executive Decision-Making in cooperation with HR executives at Cornell’s Center for Advanced Human Resource Studies-sponsoring companies. CAHRS sponsors submitted questions about current HR issues that they were facing and the students then did comprehensive research on the topic in question using a large number of free and library-purchased resources otherwise not available to the general public. The students then prepared an executive summary of no more than two pages that addressed the specific needs of the company in question. These reports were then shared with the HR executives that had requested the research in order for the companies to benefit from the findings that the students had compiled.
The executive summaries shared below are the same as the ones submitted back to the CAHRS sponsors, except any reference to the company requesting the research has been redacted.
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Item What Should HR do to Help Employees get Ready for GenAI in the Workplace?Talghatti, Isha; Mei, Jessica (Cornell University, ILR School, Center for Advanced Human Resource Studies, 2025-05)As GenAI continues to evolve, it introduces more than just new technology. It represents a fundamental shift in how work is organized, how skills are developed, and how decisions are made. HR leaders are uniquely positioned to manage this transformation. They must ensure employees are prepared, supported, and guided through this change in a way that aligns with business goals and ethical standards. This summary explores what HR should be doing to prepare employees and the strategic approaches it can use to lead GenAI adoption effectively.Item What Factors Influence how Employees adopt GenAI HR tools and What Tasks do Employees Prefer for GenAI?Matican, Bradley; Ho, Duy (Cornell University, ILR School, Center for Advanced Human Resource Studies, 2025-03)The integration of Generative AI (GenAI) into HR functions is reshaping how organizations approach talent acquisition, employee support, and strategic workforce planning. As this technology becomes more embedded in daily operations, understanding where it compliments rather than competes with human expertise is critical. This research explores where GenAI can deliver the most value within HR by identifying tasks that are technically well-suited for AI, already adopted or welcomed by employees, and realistically implementable by HR Business Partners (HRBPs) without compromising their strategic, high-trust role. By focusing on this intersection, the analysis aims to enhance HRBP effectiveness, reduce employee resistance, and support a streamlined rollout. It also highlights where GenAI can build on existing HRBP strengths, using targeted insights from data and gap analysis to inform pragmatic solutions.Item What Contributes to Successful Deployment of Digital Agents in HR?Wu, Joyce; Woolf, Bridget (Cornell University, ILR School, Center for Advanced Human Resource Studies, 2025-05)Digital agents represent the next evolution of workplace automation, moving beyond simple bots to intelligent systems that can plan, decide, and execute complex tasks with autonomy. In HR, they have the ability to reshape everything from employee self-service to onboarding and workforce planning. Unlike traditional rule-based bots, agentic AI can interpret intent, choose from multiple actions, and operate within existing workflows to deliver personalized, real-time support at scale, functioning more like proactive team members than passive tools (see Appendix A & B). The shift toward these AI-powered systems marks a major turning point in how companies structure HR operations and elevate employee experiences.Item What are Trends in the US Labor Movement with Manufacturing with What Implications?Gala, Urmi; Avila, Lauren (Cornell University, ILR School, Center for Advanced Human Resource Studies, 2025)What are the current trends in the US Labor Movement with regard to manufacturing and what would be their implications?Item Latest Practices Enabling Career Planning Within Large-Scale OrganizationsLozano, Laura; Mamaril, Morielle (Cornell University, ILR School, Center for Advanced Human Resource Studies, 2025-04)Among top-performing U.S. employees, 41% reported insufficient career growth opportunities, calling the need for more effective career mobility and planning tools to improve retention. This paper examines AI’s impact on career development to address whether organizations should develop their own tools or integrate external solutions, with an emphasis on a “boundaryless” culture to stimulate career exploration within employees.Item Key Metric Measuring Quality Hires and Best Practices That Enhance Hiring OutcomesFigueroa Orozco, Anielka; Wu, Joyce (Cornell University, ILR School, Center for Advanced Human Resource Studies, 2025-04)Quality of hire is a central metric in talent acquisition, often considered a reflection of how effectively new hires contribute to organizational success. Despite its importance, there is no universally accepted definition of quality of hire. Quality of hire is often conceptualized as a combination of employee performance, retention, and cultural fit over time. Industry research emphasizes that organizations employing multi-metric approaches are better equipped to evaluate and improve hiring outcomes. Given the complexity of defining and measuring quality of hire, this report synthesizes key metrics and best practices to provide actionable insights for improving hiring outcomes.Item How to Measure the Role of People Leaders to Inspire Teams Grow Talent and Deliver OutcomesChowdhury, Salma; Singh, Shruti (Cornell University, ILR School, Center for Advanced Human Resources, 2025-04)The role of People Leaders is pivotal in shaping an organization’s culture, driving talent growth, and achieving business outcomes. Effective leadership is about accountability and measurable outcomes. As the business landscape evolves, there is a pressing need to adopt performance-based metrics that provide tangible evidence of leadership effectiveness.Item How to Effectively Detect Emerging Skills for Future Workforce Planning and Talent Management StrategiesPacheco, Maria; Chowdhury, Salma (Cornell University, ILR School, Center for Advanced Human Resource Studies, 2025-05)In an era shaped by accelerating digital transformation, emerging technologies such as automation, Generative AI, and sustainability innovations are rapidly reshaping labor markets1. For global organizations providing strategic advisory, operational services, or technology implementation, the ability to proactively detect emerging jobs and skills is a competitive imperative. This research examines how companies can effectively anticipate and identify emerging job roles and competencies into workforce planning and talent management systems, amidst fast-paced environments.Item How to Create Value in Hiring Talent Internally for Senior Leadership RolesMei, Yiheng; Gala, Urmi (Cornell University, ILR School, Center for Advanced Human Resource Studies, 2025)Firms have been hiring externally for senior leadership roles for some time. There are some costs to hiring externally, related to performance and employee relations. Therefore, building internal talent, if done right, can be beneficial to organizations in the long run.Item How Should US Manufacturing Companies Adapt Hourly Labor Practices Under the new Administration?Grover, Misha; Nahar, Nazmun (Cornell University, ILR School, Center for Advanced Human Resource Studies, 2025-04)With the start of a new U.S. administration, the manufacturing landscape has experienced significant regulatory and cultural shifts that are both rapid and unpredictable. U.S. manufacturing companies—particularly those with large hourly workforces—are now navigating an increasingly complex environment shaped by heightened immigration enforcement, evolving attitudes toward DE&I, and uncertain labor regulations. In such circumstances, the ability to adjust without making premature decisions is crucial in maintaining compliance, employee trust, and operational efficiency.