Context Slice Global HR Compliance Research
Output format:
# HR Compliance Updates: [Year/Period]
## Regional Summary
| Region | Key Changes | Effective Date | Impact Level |
|--------|-------------|----------------|--------------|
| EU | [Summary] | [Date] | [High/Med/Low] |
| US | [Summary] | [Date] | [High/Med/Low] |
| APAC | [Summary] | [Date] | [High/Med/Low] |
## EU Compliance Updates
### [Topic 1: e.g., Remote Work Laws]
- **What changed:** [Description]
- **Effective:** [Date]
- **Countries affected:** [List]
- **Action required:** [What HR needs to do]
- **Source:** [Official source link]
### [Topic 2: e.g., Data Privacy/GDPR Updates]
- **What changed:** [Description]
- **Effective:** [Date]
- **Countries affected:** [List]
- **Action required:** [What HR needs to do]
- **Source:** [Official source link]
## US Compliance Updates
### [Topic 1: e.g., Employee Classification]
- **What changed:** [Description]
- **Effective:** [Date]
- **States affected:** [Federal/specific states]
- **Action required:** [What HR needs to do]
- **Source:** [Official source link]
### [Topic 2: e.g., Pay Transparency]
- **What changed:** [Description]
- **Effective:** [Date]
- **States affected:** [List]
- **Action required:** [What HR needs to do]
- **Source:** [Official source link]
## APAC Compliance Updates
### [Topic 1]
- **What changed:** [Description]
- **Countries affected:** [List]
- **Action required:** [What HR needs to do]
- **Source:** [Official source link]
## Priority Actions
1. [Highest priority compliance action]
2. [Second priority action]
3. [Third priority action]
## Sources
- [Source 1 with link]
- [Source 2 with link]DEI Program Benchmarks
Output format:
# DEI Benchmarks: [Company Size Segment]
## Your Context
- **Company size:** [Employee count]
- **Industry:** [Industry]
## Budget Benchmarks
| Company Size | Avg DEI Budget | % of HR Budget | Per Employee |
|--------------|----------------|----------------|--------------|
| 500-1,000 | [$X] | [X%] | [$X] |
| 1,000-2,500 | [$X] | [X%] | [$X] |
| 2,500-5,000 | [$X] | [X%] | [$X] |
**Source:** [Citation]
## Team Structure
| Company Size | DEI FTEs | Reports To | Common Titles |
|--------------|----------|------------|---------------|
| [Size] | [N] | [Role] | [Titles] |
| [Size] | [N] | [Role] | [Titles] |
## Common Program Components
| Component | % of Companies | Typical Investment |
|-----------|---------------|-------------------|
| ERGs/BRGs | [X%] | [$X/group] |
| Training | [X%] | [$X/employee] |
| Recruiting Programs | [X%] | [Varies] |
| Community Partnerships | [X%] | [$X/year] |
| Executive Coaching | [X%] | [$X/leader] |
## Metrics Tracked
| Metric | % Tracking | Typical Target |
|--------|-----------|----------------|
| Representation by level | [X%] | [Target] |
| Pay equity | [X%] | [Target] |
| Promotion rates by group | [X%] | [Target] |
| Belonging survey scores | [X%] | [Target] |
| Diverse hiring pipeline | [X%] | [Target] |
## Key Insights
1. [Insight from research]
2. [Insight from research]
3. [Insight from research]
## Recommendations for Your Stage
1. [Specific recommendation]
2. [Specific recommendation]
3. [Specific recommendation]
## Sources
- [Source 1 with link]
- [Source 2 with link]HR Technology Trends
Output format:
# HR Tech Trends: [Year]
## Executive Summary
[2-3 sentence overview of the top trends]
## Top 5 Trends
### 1. [Trend Name]
- **What it is:** [Description]
- **Why it matters:** [Business impact]
- **Vendor examples:** [Tool 1], [Tool 2], [Tool 3]
- **Adoption stage:** [Emerging/Growing/Mainstream]
- **Best for:** [Company types/use cases]
### 2. [Trend Name]
- **What it is:** [Description]
- **Why it matters:** [Business impact]
- **Vendor examples:** [Tool 1], [Tool 2], [Tool 3]
- **Adoption stage:** [Emerging/Growing/Mainstream]
- **Best for:** [Company types/use cases]
### 3. [Trend Name]
...
### 4. [Trend Name]
...
### 5. [Trend Name]
...
## Implications for Mid-Sized Companies
- [Opportunity 1]
- [Opportunity 2]
- [Risk/consideration]
## Action Recommendations
1. [Near-term action]
2. [Medium-term consideration]
3. [Watch list item]
## Sources
- [Source 1 with link]
- [Source 2 with link]Retention Strategy Research
Output format:
# Employee Retention Strategies: [Industries]
## Your Context
- **Industry:** [User's industry]
- **Challenge:** [Specific retention challenge if provided]
## Strategy Comparison
| Strategy | Industry | Key Elements | Results Reported | Source |
|----------|----------|--------------|------------------|--------|
| [Strategy 1] | [Industry] | [Elements] | [Impact] | [Source] |
| [Strategy 2] | [Industry] | [Elements] | [Impact] | [Source] |
| [Strategy 3] | [Industry] | [Elements] | [Impact] | [Source] |
## Industry: [Industry 1 - e.g., Technology]
### Top Strategies
1. **[Strategy]:** [Description and why it works]
2. **[Strategy]:** [Description and why it works]
3. **[Strategy]:** [Description and why it works]
### Case Study
**Company:** [Name]
**Challenge:** [What they faced]
**Solution:** [What they did]
**Results:** [Quantified impact]
**Source:** [Link]
## Industry: [Industry 2 - e.g., Healthcare]
### Top Strategies
1. **[Strategy]:** [Description]
2. **[Strategy]:** [Description]
3. **[Strategy]:** [Description]
### Case Study
...
## Industry: [Industry 3 - e.g., Financial Services]
...
## Post-Pandemic Considerations
[Specific strategies addressing remote/hybrid, burnout, career development concerns]
## Key Patterns Across Industries
1. [Common theme]
2. [Common theme]
3. [Differentiator by industry]
## Recommendations for Your Context
1. [Specific recommendation with rationale]
2. [Specific recommendation with rationale]
## Sources
- [Source 1 with link]
- [Source 2 with link]Recruiting Tool Evaluation
Output format:
# Recruiting Tool Comparison
## Your Context
- **Company size:** [Size]
- **Hiring volume:** [Est. hires/year if provided]
- **Key needs:** [If specified]
## Tool Comparison
| Tool | Category | Best For | EEOC Compliant | Pricing | Rating |
|------|----------|----------|----------------|---------|--------|
| [Tool 1] | [Sourcing/ATS/Screening] | [Use case] | [Yes/Partial/Unknown] | [$X/mo] | [X/5] |
| [Tool 2] | [Category] | [Use case] | [Compliance] | [$X/mo] | [X/5] |
| [Tool 3] | [Category] | [Use case] | [Compliance] | [$X/mo] | [X/5] |
| [Tool 4] | [Category] | [Use case] | [Compliance] | [$X/mo] | [X/5] |
## Detailed Reviews
### [Tool 1]
- **Category:** [Sourcing/ATS/Assessment/etc.]
- **Strengths:**
- [Strength 1]
- [Strength 2]
- **Limitations:**
- [Limitation 1]
- [Limitation 2]
- **Pricing:** [Details]
- **Compliance:** [EEOC, OFCCP status and considerations]
- **Best for:** [Company type/use case]
- **Source:** [Link to reviews/info]
### [Tool 2]
...
### [Tool 3]
...
### [Tool 4]
...
## Compliance Considerations
[Important notes on AI bias in recruiting tools, EEOC guidance, audit requirements]
## Recommendations
1. **Best overall for mid-market:** [Tool] — [Why]
2. **Best for [specific need]:** [Tool] — [Why]
3. **Best budget option:** [Tool] — [Why]
## Sources
- [Source 1 with link]
- [Source 2 with link]Research Guidelines
See Research Guidelines for complete principles. Key points for HR research:
- HR-specific sources: SHRM, Josh Bersin, McKinsey, and Deloitte publish regular HR benchmarks
- Compliance priority: For legal topics, always prefer official government sources (DOL, EEOC, EU Commission)
- Regional awareness: HR practices vary significantly by geography; always note jurisdiction