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.
Last fall I was honored with the opportunity to speak at HRCI’s Higher Standard Micro Summit. At the start of my presentation, I shared eye-opening Great Resignation statistics that were challenging human resource professionals to step up their talent retention efforts.
Since my presentation, the numbers are even more jaw-dropping. According to the U.S. Bureau of Labor’s latest Job Openings and Labor Turnover Survey (JOLTS) report, 4.2 million Americans left their jobs in October (following a record-high 4.4 million in September) as employers struggle to attract and retain talent.
While many experts indicate pay and working conditions as a major cause of these unprecedented resignations, I think there is an additional, more nuanced and foundational layer of worker dissatisfaction that is propelling this trend. For many workers, flexibility is more important than increased wages.
In a recent NPR interview, Lane Windham, a Labor Historian at Georgetown University, characterized 2021 as “a worker rights revival… a slow-moving general strike.” Windham goes on to point out that this movement is the largest one since the mass entry of women into the workforce.
In a working research paper (registration required), UC Berkeley economist Ulrike Malmendier suggests that there is something very personal that is driving widespread worker discontentment. I believe the pandemic and the wide-spread adoption of remote work have fundamentally changed the way we think about work life balance and how they should align.
What will it take to lure talented workers back to our organizations? As human resource professionals, we know the basic building blocks of a high-functioning talent strategy (clear roles, fair compensation, healthy cultures, etc.), yet even with these critical items in place, organizations are still struggling to attract and retain talent.
What is missing? Flexibility. Flexibility is the new employment currency. To be successful in today’s labor market, organizations need to figure out ways for employees to contribute in meaningful ways at work and at home, while enjoying other aspects of their family lives.
It is challenging to provide workers with flexibility, while ensuring you meet customer demands. However, organizations indicated it would be challenging, nearly impossible, to meet changing Occupational Safety and Health Administration (OSHA) requirements or comply with new American with Disabilities Act (ADA) regulations while running a profitable business. Decades later, they figured it out, and organizations and society are better for it.
Today, helping employees to find a new way to align work and life is an essential balance. While well-being programs and flex days policies are a start, organizations should utilize their most important and under-utilized resources, their managers, to promote this alignment. As the gatekeepers, managers can show flexibility and convince the workforce of the value of these privileges.
Research by Dr. Ellen Ernst Kossek (Purdue University) and Dr. Leslie Hammer (Portland State University) indicates that an employee’s ability to align their work and personal responsibilities hinge on the extent to which people managers demonstrate four specific behaviors. In partnership with Kossek and Hammer, my organization has adapted these behaviors to create a practical learning program that teaches managers how to:
Kossek and Hammer’s National Institute of Health backed research found that managers who consistently demonstrate these behaviors positively impact employee engagement, retention and well-being.
Steve Dion is Founder and CEO of Dion Leadership a leadership and organization development consulting firm. Steve has dedicated his career to understanding and improving organizational cultures through the creation and deployment of innovative assessment, leadership, and team development programs. He is a regular contributor to Fast Company, CEOWORLD magazine, Chief Executive, TrainingIndustry.com, and HRCI’s HR Leads Business Blog.