Brandon Hall Group has released six progression models designed to help organizations assess the maturity of their human resources, talent, learning and leadership functions.
The models cover learning and development, talent management, human resources, talent acquisition, leadership development, and rewards and recognition. Each outlines stages of maturity and the capabilities organizations may need to move to the next stage.
“Organizations today are operating in a constant state of advancement,” said Mike Cooke, CEO and principal analyst at Brandon Hall Group. “For years, leaders approached change as a series of large-scale transformation projects. What we see now is something fundamentally different. The highest-performing organizations are building systems, capabilities, and cultures that enable continuous progression. These models give leaders a way to understand where they are today, what capabilities define the next stage of maturity, and how to move forward with confidence.”
The research framework is intended to help leaders benchmark their current practices and develop plans for improving performance and business results, the company said.
Models cover six workforce functions
The newly released research includes:
- Learning: Learning and Development Progression Model
- Talent: Talent Management Progression Model
- HR: Human Resources Progression Model
- Recruitment: Talent Acquisition Progression Model
- Leadership: Leadership Development Progression Model
- Recognition: Rewards and Recognition Progression Model
Brandon Hall said the models examine how workforce functions can develop from foundational operations into functions that contribute more directly to organizational strategy and performance.
The models assess capabilities in five areas: people, processes, technology, governance and strategy. They also identify practices associated with different stages of maturity.
“One of the most common questions we hear from executives is, ‘How do we know if we’re making progress?’” said Michael Rochelle, chief strategy officer and principal analyst at Brandon Hall Group. “The challenge is that most organizations benchmark activities rather than capabilities. Progression Models change that conversation. They help leaders evaluate the maturity of their function, understand what distinguishes high-performing organizations, and focus investments on the capabilities that create measurable business value.”
Framework expands earlier AI research
The six models expand on Brandon Hall’s artificial intelligence progression model, which the company introduced in 2025.
Brandon Hall said the broader framework reflects a shift away from treating organizational change as a series of isolated transformation projects. Instead, the research focuses on developing systems and capabilities that allow organizations to adapt and improve continuously.
The company’s earlier HR Outlook research described 2026 as the “Year of Progression.” Brandon Hall said organizations face growing pressure to strengthen workforce skills, manage transformation and demonstrate measurable results.
Research summaries for the six models are available from Brandon Hall Group.
The models are based on the company’s research and analysis of organizational practices, operating models, governance structures, technology adoption, leadership approaches and performance outcomes. Brandon Hall did not provide respondent counts, fieldwork dates or other sample details in its announcement.
