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Trends 2026

At Talents for Development, we believe it's important to consider the following aspects:

1. Roles based on skills, not just titles: organizational charts are transforming into dynamic competency maps; job descriptions now outline critical skills and learning paths rather than rigid tasks.

2. Hybrid work and flexible roles: a greater proportion of hybrid roles with clauses regarding in-person availability for key activities; the need arises for “hybrid” roles that manage both remote and in-person experiences.

3. AI and integrated automation:generative AI and automation tools are redefining routine tasks; job descriptions must specify interaction with AI, output monitoring, and human quality control.

4. Focus on well-being and job sustainability: job descriptions include responsibilities and metrics related to well-being, workload, and organizational sustainability.

5. Micro-roles and project-based work: temporary or project-based roles are proliferating within the organization, with clear mechanisms for assignment, evaluation, and return to the talent pool. 

6. Talent analytics and people analytics: The dashboard incorporates data on performance, internal mobility, and skills gaps to support evidence-based decision-making.

7. Operationalized diversity, equity, and inclusion: Job descriptions and selection criteria designed to reduce bias and facilitate diverse career paths.

Emerging skills and profiles to include:

1. Technical skills: AI literacy; data analysis; collaborative platform management.

2. Soft skills: Adaptability; critical thinking; virtual collaboration; time management and autonomy.

3. Leadership: Ability to lead hybrid teams, measure results by impact, and manage well-being.

Trends 2026

At Talents for Development, we believe it's important to consider the following aspects:

1. Data-driven assessment and predictive models

Organizations will use advanced analytics and predictive models to identify potential and turnover risk, not just past performance. This includes adaptive testing, career path analysis, and skills scoring that combines performance, learning, and behavioral data.

2. Artificial intelligence as support, not replacement

AI automates screening, analyzes patterns, and suggests candidates, but human validation will remain critical to avoid bias. Increased use of tools that integrate asynchronous interviews with language and video analysis is expected, always with transparency and explainability controls.

3. Continuous assessment and micro-assessments

The shift from annual cycles to frequent micro-assessments and real-time feedback is underway, supported by platforms that record achievements, projects, and competencies demonstrated in daily work. This allows for more agile development and mobility decisions. 

Practical Recommendations

1. Adopt mixed assessments: combine technical tests, work simulations, and structured interviews to gain a holistic view.

2. Implement responsible analytics: audit AI models, measure impact by demographic group, and maintain decision traceability.

3. Design continuous feedback: integrate micro-assessments and personalized development paths to retain talent.

4. Prioritize real-world experience: use projects, portfolios, and contextualized tests as the primary evidence of competence.

Trends 2026

At Talents for Development, we believe it's important to consider the following aspects:

1. Responsible AI Applied to Diversity, Equity, and Inclusion (DEI)

Companies will use AI to detect biases in selection, evaluation, and project allocation processes, but with transparency controls and human oversight. Important: validate models and document automated decisions. Risk: without governance, AI can reproduce or amplify inequalities.

2. Measurement and Advanced Analytics

Actionable metrics (retention rate by group, internal mobility, project allocation gaps) will become standard; quantitative data will be combined with climate surveys and internal network analysis. Impact: faster and more focused decisions on interventions that work.

3. Intersectional Inclusion and Mental Health

Strategies will move away from segmenting by a single dimension (gender, race) and will address intersections (gender + disability + socioeconomic background). Furthermore, mental health and well-being will be integrated as components of DEI, not just isolated benefits. 

4. Corporate Social Responsibility (CSR) as part of ESG and governance

Sustainability and regulatory compliance reports will demand greater transparency in CSR practices; investors and stakeholders will demand evidence of impact, not just policies on paper.

5. Practical training and inclusive leadership

Skills-based training (bias management, sponsorship, inclusive process design) and leadership evaluation based on inclusive behaviors. Important: measure behavioral changes, not just course attendance.

6. Talent and flexibility strategies

Hybrid and flexible models will be designed with an inclusive approach (accessibility, schedules, care) to retain diverse talent; technology will be an ally for accessibility and remote collaboration.

Practical recommendations

1. Prioritize a CSR data inventory and define 6–8 actionable KPIs.

2. Implement AI governance for any tool that influences talent.

3. Link CSR goals to executive compensation and ESG reports. 

4. Rapid pilots (90 days) for retention and recruitment interventions, with before/after measurement.

Trends 2026

At Talents for Development, we believe it's important to consider the following aspects:

1. Personalization and Responsible AI

Platforms will use AI to personalize learning, career paths, and recognition, but with transparency controls and human review. Impact: more relevant experiences and reduced friction in administrative tasks.

2. Employee Lifecycle Analytics

Actionable KPIs (time to productivity, cohort turnover, internal mobility) and organizational network analysis will be standard for prioritizing interventions.

3. Hybrid Experience and Accessibility

Hybrid work design will be inclusive by design: digital accessibility, flexible schedules, and tools that equalize visibility for those working remotely and on-site.

4. Holistic Wellbeing and Purpose

Mental, financial, and social wellbeing are integrated into employee experience (EX); purpose and social contribution are used to attract and retain talent, not just as external communication.

5. Continuous Development and Microlearning

Dynamic career paths, microlearning, and rotating projects increase internal employability and the sense of professional progress.

6. Task Automation and Job Design

Automating repetitive tasks frees up time for higher-value work and improves the perceived meaning of the role.

Practical Recommendations

1. Start with an inventory of employee experience (EX) data and define 6–8 critical KPIs; prioritize metrics that connect business and retention.

2. Implement AI governance: audits, transparency, and joint committees.

3. Run 90-day pilot programs for changes in onboarding, recognition, or flexibility, measuring before and after.

4. Link employee experience (EX) to employer brand and ESG (Environmental, Social, and Governance) factors to attract talent and meet stakeholder expectations.

Trends 2026

At Talents for Development, we believe it's important to consider the following aspects:

1. Continuous, Results-Based Evaluation

Organizations are migrating from annual reviews to continuous evaluations focused on results and quarterly objectives, with short checkpoints that allow for rapid adjustments and on-the-job development.

2. Real-Time Feedback and Manager Coaching

Feedback is integrated into daily workflows and supported by micro-coaching for managers; the leader's role is measured by inclusive behaviors and their team's development capabilities.

3. Advanced Analytics and AI Governance

Predictive analytics and AI are used to identify turnover risks, performance gaps, and mobility opportunities, but require algorithmic audits and transparency to avoid bias in promotion or termination decisions.

4. Skills-Based and Project-Based Evaluation

Evaluations based on skills and project contributions are prioritized over titles or seniority; performance management systems are integrated with learning platforms to close identified gaps. 

5. Focus on Equity and DEI in Performance

Metrics incorporate cohort analysis and intersectional factors to detect disparities in project allocation, promotions, and recognition; equity becomes a performance KPI for leaders.

6. Variable Compensation Linked to Impact and ESG

Compensation and bonuses are increasingly linked to impact metrics, business objectives, and ESG criteria, requiring traceability and evidence of individual contribution to organizational performance.

Practical Recommendations

1. Define 6 KPIs that connect performance with business and retention.

2. Launch a 90-day pilot for real-time feedback and before/after measurement.

3. Implement AI governance and algorithmic audits before automating talent decisions.

4. Measure equity in project allocation and promotions and link results to leadership evaluations.

Trends 2026

At Talents for Development, we believe it's important to consider the following aspects:

1. Anticipation and Strategic Agility

Change is no longer reactive but rather proactive: scenarios, early warning signs, and modular plans enable faster and less disruptive responses. Important: integrate strategic vision with operational tactics to reduce friction in execution.

2. Responsible Technology and Automation

The adoption of digital tools and AI to accelerate change processes (communication, training, monitoring) is growing, but it requires governance, transparency, and auditing to avoid bias and opaque decisions.

3. Human Focus and Adaptive Skills

The focus shifts to soft skills and resilience: adaptive leadership, coaching, and reskilling/upskilling programs designed as part of the change plan. Middle managers become key agents for sustaining adoption.

4. Designing Change Experiences

Human-centered design principles are applied to the employee change journey: segmented communications, micro-pilots, and continuous feedback to iterate solutions before scaling them. 

5. Governance, Metrics, and ESG Integration

Change management is integrated with corporate governance and ESG reporting; clear KPIs (adoption, impact on productivity, equity in the effects of change) are required by stakeholders and investors.

Practical Recommendations

1. Launch a 90-day pilot program with before/after metrics.

2. Create a governance committee that includes IT, HR, and employee representatives.

3. Define five KPIs linked to business and human experience.

4. Invest in training for middle management in coaching and change management.

Trends 2026

At Talents for Development, we believe it's important to consider the following aspects:

1. Comprehensive and Flexible Compensation Packages

Salary is no longer the sole deciding factor: flexible benefits, well-being, and remote work options are being integrated as part of the competitive package. In markets like Peru, companies are already prioritizing flexibility and well-being alongside compensation to compete for talent.

2. Selective Salary Increases and Cost Optimization

Many organizations are projecting selective salary adjustments in 2026, prioritizing critical roles and digital profiles while optimizing costs in other areas; this strategy combines growth with operational efficiency.

3. Transparency, Equity, and Governance

There is a growing demand for salary transparency and cohort-based equity analysis; companies are publishing more data and implementing internal audits to prevent gaps in promotions and compensation.

4. Linking Compensation to Performance and ESG

Bonuses and variable compensation are increasingly aligned with business objectives and ESG metrics, requiring traceability and evidence of impact for stakeholders and investors. 

5. Personalization and Benefits Based on Work Life

Organizations offer customizable benefits (mental health, training, family care, mobility) that employees can choose according to their life stage and needs, strengthening retention and satisfaction.

Practical Recommendations

1. Develop a localized salary guide and compare it to the market; prioritize critical roles for immediate adjustments.

2. Define 5 KPIs: salary competitiveness, equity by cohort, total cost per employee, percentage of flexible benefits used, and linking variable compensation to ESG objectives.

3. Launch a 90-day pilot program with flexible packages for a representative population and measure its impact on attraction and retention.

4. Implement equity audits and publish key results to increase internal and external trust.

Trends 2026

At Talents for Development, we believe it's important to consider the following aspects:

1. Hyper-personalization and intelligent automation

HR platforms will offer personalized learning, career, and benefits experiences using AI to recommend paths, content, and opportunities based on profile and behavior, reducing administrative friction and improving retention.

2. Advanced analytics and operational people analytics

The use of employee lifecycle analytics (time-to-productivity, cohort turnover, internal mobility) and organizational network analysis will enable faster and more focused decisions, connecting experiential metrics with business results.

3. Holistic well-being and employee value proposition

Mental, financial, and social well-being will be integrated into the employee value proposition; flexibility and hybrid models designed with accessibility will be crucial for attracting multigenerational talent.

4. Task automation and job design

Automation will free up time from repetitive tasks, allowing employees to focus on higher-value work and developing critical skills; this requires redesigning roles and continuous learning pathways. 

5. AI Governance and Data Ethics

The adoption of AI requires governance, transparency, and algorithmic audits to prevent bias in selection, evaluation, and internal mobility; trust in the systems will be a prerequisite for their widespread adoption.

Practical Recommendations

1. Define measurable objectives before purchasing technology—align the transformation with business KPIs: retention, time to hire, internal mobility.

2. Build a single layer of people data centralized HRIS + employee CDP to unify payroll, performance, training, and employee engagement data.

3. Automate transactional processes—RPA for payroll, terminations, contracts, and approval workflows; reserve AI for decision support and recommendations.

4. Hyper-personalize the experience—adaptive learning paths, segmented benefits, and dynamic onboarding based on role and stage. 

5. Establish AI and privacy governance—clear policies, data anonymization, and a review committee that includes HR, legal, and IT.

6. Prioritize well-being and experience—integrate pulse surveys, workplace health metrics, and support programs into the core platform.

7. Implement a continuous reskilling plan—internal micro-credentials, partnerships with providers, and measurable competency-based learning pathways.

Trends 2026

At Talents for Development, we believe it's important to consider the following aspects:

1. Comprehensive and Personalized Wellbeing

Wellbeing is no longer a standardized package but rather a series of personalized programs that combine mental, physical, financial, and social health, tailored to the employee's stage of life. Successful companies integrate flexible benefits that employees can choose according to their needs.

2. Technology and Responsible Personalization

Digital platforms and AI are used to recommend resources, measuring usage, and personalize interventions, always within governance and privacy frameworks to avoid bias and protect sensitive data.

3. Wellbeing as a Retention and Productivity Strategy

Organizations link wellbeing metrics to business results (absenteeism, productivity, turnover) and use this data to prioritize investments in programs that demonstrate measurable impact.

4. Focus on Mental Health and Prevention

Mental health is becoming a core pillar: access to therapy, resilience programs, and training for managers in early detection and support are integrated into the workday, not just offered as an additional benefit.

5. Flexibility and Support for Life Outside of Work

Hybrid work policies, flexible schedules, and family care support are designed to reduce friction and improve job retention, especially in markets with high competition for technical talent.

Practical Recommendations

1. Map the employee journey and segment by cohorts to design relevant offers.

2. Define 5 KPIs: Wellbeing NPS, service usage, absenteeism, turnover by cohort, and program ROI.

3. Launch a 90-day pilot program with technological customization and before/after measurement.

4. Establish data governance and ethics frameworks that include HR, IT, and employee representatives.

Trends 2026

At Talents for Development, we believe it's important to consider the following aspects:

1. Hybrid Models with Clear Rules

The hybrid model is maturing, it's no longer just about "working wherever you want," but rather models with rules regarding office days, key meetings, and visibility criteria to avoid bias toward those who are physically present. This reflects the ongoing discussion about new work models that will dominate 2026.

2. Coordination Through Technology and Responsible AI

Tools that schedule meetings, manage availability, and analyze collaboration will be commonplace, but with governance to protect privacy and prevent unfair automated decisions. AI will continue to transform work and talent management in 2026, so its use must be transparent and audited.

3. Flexibility Segmented by Role and Life Stage

Flexibility will be personalized by cohort: roles that require physical presence will have different rules than fully remote roles; in addition, options will be offered based on life stage (e.g., family care, studies) to improve retention and equity. 

4. Focus on Well-being and Productivity

Flexible policies are designed to improve well-being without sacrificing results: metrics such as output per project, time to productivity, and remote experience NPS become standard for evaluating the impact on productivity and workplace health.

5. New Leadership Styles and Culture

Managers will develop skills to lead distributed teams: results-based measurement, micro-coaching, and digital inclusion practices to ensure that remote talent has the same opportunities for visibility and promotion.

Practical Recommendations

1. Define a hybrid policy with criteria for in-office days, mandatory in-person meetings, and cohort-based exceptions.

2. Establish 5 KPIs: promotion equity, productivity per project, remote experience NPS, use of collaborative spaces, and rotation by modality.

3. Launch 90-day pilot programs to test presence rules and coordination tools, measuring before and after.

4. Create technology governance that includes HR, IT, and employee representatives to audit AI and data.