The HRCI Research Hub brings together original studies, workforce polling, reports, and expert analysis, so you can act on what's happening now and prepare for what's next.
The State of HR Featured ReportsRecovery as a Workforce Strategy
Drawing on HRCI research, workforce data, and expert insight, this report examines the workplace impact of substance use disorder and the practical steps HR can take to strengthen culture, manager readiness, benefits, policies, and recovery support.
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Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.
From return-to-office decisions and hybrid work to contractors and other non-traditional workers, this HRCI report explores the latest research and how HR can use data to make more informed, evidence-based workplace decisions.
From career paths to culture, this research identifies what actually separates HR professionals who are just getting by from those who are truly fulfilled—and what leaders can do to close that gap and build a more committed team.
This research uncovers where professional development is falling short, from misaligned training priorities to gaps in AI readiness, and what it takes to build a workforce equipped for what's next.
From bullying, political tension to substance use and violence prevention, this research covers workplace safety—what the data reveals, what's at stake, and what you can do to reduce risk and build a more resilient organization.
The State of HR
Based on HRCI’s survey of thousands of HR professionals, the State of HR report examines the issues defining the profession today. From AI and workplace culture to talent, leadership, and career growth, the report reveals how HR teams are adapting to change and preparing for the future. Explore the data, trends, and insights shaping the world of work below.
Download the Full ReportState of HR Spotlight Reports
Half of HR professionals work in environments marked by polarized viewpoints, and 4 in 10 describe their stress as extreme or high. Find out what the data reveals about conflict, mental health, and what it means for your organization.
HR professionals are broadly optimistic about their field — but over 4 in 10 are considering careers outside of it. Explore what's driving both the enthusiasm and the tension, and what it takes to build a team of true HR believers.
71% of HR professionals use AI regularly, yet more than half say implementing new technology is the area they feel least prepared to handle. See where the preparation gap is widest and what needs to change now.
83% of HR professionals believe remote work benefits organizations—but the debate is far from settled. Get the data on where HR stands on flexibility, productivity, and the return-to-office conversation.
More Insights for HR Professionals
Explore the issues shaping HR today and get the data you need to lead with confidence, make informed decisions, and move the profession forward.
Recovery friendly workplaces reduce absenteeism, improve retention, and strengthen workplace culture—yet most organizations haven't made meaningful progress. This HRCI and Fors Marsh research reveals why: stigma, undertrained HR teams, and weak leadership buy-in top the list. Understand where the gaps are and what organizations that get it right do differently.
Earning an HRCI certification builds earning power. Within four years, the median HRCI certificant earns 33% more than they did before getting certified. That's double the salary growth of comparable HR professionals over the same period. See what the data shows about the career and financial impact of HRCI certification.
HR is ready to lead, but is the organization ready to let it? This 2024 HRCI and MindEdge research report surfaces a striking disconnect: while 88% of HR professionals believe HR should drive business strategy, only half say leadership agrees. Add in underfunding, understaffing, and persistent burnout, and the case for rethinking HR's role has never been stronger.
AI is reshaping the workplace, and HR professionals are watching closely. This HRCI and MindEdge survey of HR practitioners reveals how the profession is navigating AI adoption, persistent burnout, rising turnover, and the evolving push and pull of remote work. Find out where your peers stand, and what the data means for the work you do every day.
Browse our complete library of research reports, guides, and frameworks. Whether you're building a business case, navigating a workforce challenge, or staying ahead of what's next, the intelligence you need is here.
From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.
Over three-quarters of HR professionals use AI weekly, but most have had little to no training. Learn how to build real confidence and capability starting today.
Explore how HR can turn AI adoption into a strategic advantage—balancing innovation with ethical responsibility.
This research-backed guide gives HR professionals the data and practical steps to build a recovery-friendly culture that reduces risk and supports your people.
The report explores the realities of managing DEI programs in today’s climate—where values alignment, stakeholder trust, and business performance are all on the line.
This report provides critical insights and actionable strategies for HR leaders to foster a more harmonious and productive work environment.
HRCI webinars go beyond the basics. Each session unpacks the trends, data, and real-world strategies HR professionals need to lead with confidence today and adapt to what's coming next.
News and perspectives on the issues driving the HR profession forward.
The answer to the headline’s question may lie in proving the answer to another question: Who makes better decisions? If a computer algorithm made more reliable and productive decisions, wouldn’t you jump at the chance to replace people with programs? The simple answer is anything but simple.
We defer to artificial intelligence algorithms all the time — we use traffic monitoring apps on our phones to guide us efficiently to our destination. We depend on a weather forecasting app to tell us whether we’ll need umbrellas today. Could the pure logic of an emotionless piece of artificial intelligence guide our employment decisions, too?
Artificial intelligence is changing who we hire and how we work. Here’s how.
Automation optimizes our efficiency, and trained human oversight optimizes automation’s effectiveness. Consider an experiment at Columbia University that tried to assess who could generate higher profits at a business-to-business company selling aluminum. Using an automated system that learned and reapplied every salesperson’s pricing decisions, they found that when salespeople used the recommended pricing by the automated system, higher profits were generated. Perhaps more interesting, they found even more profit when the logic of the automated pricing system was paired with an effective sales rep to close the sale.1
So, what if artificial intelligence could better choose the best fit hire from a pool of candidates? What if it could assess performance and recommend compensation adjustments and promotions with better results? What if it could provide more precision in deciding who will be better to manage people, lead functions, or run the company? Would you use it?
As we partnered in writing this blog post, HRCI Immediate Past Chair Jim Lewis, SPHR, GPHR, observed that the objections to relying exclusively on AI for people-related decisions fall into three categories:
Before company leaders and potential users of the technology feel comfortable relying on AI, they want to understand and support the algorithm’s scientific validity, reliability, stability, and transparency. Even once those are proven, there are operational objections to overcome, including the gaining of management buy-in, employee acceptance and accountability for properly using the technology. And even once those hurdles are cleared, legal concerns remain. The best algorithms are initially created by people, which subject them to implicit biases. Thus, the science of the AI must be legally defensible and must be shown to cause no adverse impact in human capital decisions. Further, there must be flawless data security.
It seems that even when artificial intelligence is shown to outperform human decision-making, barriers to complete acceptance remain. Beyond the scientific hurdles, perhaps more importantly, there are human walls to get over. After all, haven’t you ever ignored the rerouting recommendation of your navigation system because you didn’t think it was correct, only to find yourself sitting in a traffic jam down the road? If the AI at work told you who to hire, who to promote, and how much performance bonus to award each employee, but it differed from your personal views, would you use it?
When we automated routine tasks with robotic technology, many jobs went away. One machine could replace possibly a dozen people. So how will AI impact the workforce?
The good news for leaders and HR professionals is that studies are showing the increased importance of social skills needed to support a world with more AI. In one study, 93% of employers reported that for the future, candidates need the capacity to think critically, communicate clearly, and solve complex problems.
Some futurists predict that AI will provide more opportunities and more jobs. But the skill sets needed in the future will be drastically different.
McKinsey research suggests a major skill shift that will need to occur. Specifically, by 2030 the report estimates demand for manual labor and basic cognitive skills will fall around 15%. At the same time, demand for people with higher cognitive skills (+8%), social and emotional aptitude (+24%), and technological skills (+55%) will increase.
Consider these studies as you implement succession and career planning programs. Partner with your IT and strategy functions as they explore the use of AI. Ensure your talent and workforce planning functions have the proper amount of lead time to build the capacity you need to harness the output of your AI.
Help your organization lead into AI in a responsible way. Build the skills in yourself and your organization to leverage the insights AI will provide. Be curious and embrace the future. Remember the Jetsons and how we could not have imagined a day when we could talk into our watch and communicate with others? Well, that is “old” technology now. What is next?
Steve Dion is founder and CEO of Dion Leadership. Steve has dedicated his career to understanding and improving organizational cultures through the creation and deployment of innovative assessment, leadership, and team development programs. His passion for improving businesses through harnessing the power of their people has led him to work with many progressive, global Fortune 1000 organizations. He regularly writes for the CEOWORLD magazine and Training Industry. Steve and his Dion Leadership colleagues are currently working on the development of a new series of training products that support work-life alignment. Follow him on LinkedIn.