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.
.png?sfvrsn=19b9ec76_1)
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.
Financial insecurity is one of the leading causes of stress, and it could be derailing productivity at your organization. In fact, recent data reveals that 58 percent of employees are stressed about their finances, and 50 percent of those employees admit to financial stress causing distraction at work. Improving your workforce’s financial wellness can boost employee productivity, engagement and satisfaction.
“Workforce financial wellness programs help increase employees’ knowledge and education and can help change their behavior and outlook,” says Carol Turpen, SPHR, Owner and Principal Consultant at Carol Turpen Consulting LLC. When employees have a better sense of control over their finances, they will be happier and function better.
In addition to offering competitive pay and benefits, here’s how HR can support financial wellness at your organization.
Different employee populations will experience different financial struggles, often along generational lines, says Dylan Robertson, SPHR, Client Executive of Employee Health and Benefits at Marsh & McLennan Agency-West. Older employees are thinking ahead to their retirement and may be dealing with unexpected medical costs. Many members of Generation X are taking care of aging parents and worrying about retirement savings. Millennials are often still paying down student loans and caring for dependents (children or parents). Members of Generation Z who are entering the workforce may be saving money for school or paying off debt.
“Start with collecting employee feedback to find out where employees are and how you can support them,” says Cyndi Wenninghoff, PHR, Employee Success Manager at Quantum Workplace. “Develop a strategy, and aim for small changes that make a big impact.” Survey your workforce to determine which benefits they would find most useful. Student loan and tuition reimbursement benefits are becoming more common, for instance. Consider adding an incentive, such as a lowered insurance premium, for participating in a financial wellness benefit or activity.
How you communicate your benefits plan impacts how many employees actually use what’s offered. Some employees may not realize the extent of financial benefits you offer or know how to use their traditional benefits, like a 401(k), to support workforce financial wellness. Create a communication plan to highlight different benefits throughout the year, not just at open enrollment. Share resources that are available to employees as part of their benefits package. Employee assistance plans, for instance, often include financial counseling, while many payroll or retirement benefit providers offer education around financial planning.
Educating employees on benefits and incentivizing their use can spur a stronger return on investment for your benefits package. “Employers don't necessarily have to spend more money on benefits, wellness programs or perks to get the value that they want because, ultimately, it's the employee’s perception of value that matters most,” Robertson says. “They just have to have a really good communication education strategy.”
Lack of financial literacy is a primary driver of financial stress and insecurity. Worldwide, only 33 percent of adults are financially literate. Being able to stay within a manageable budget or create a plan for paying off debt can drastically reduce employee stress. Include a financial literacy course as part of your learning and development curriculum, or partner with other organizations, like the National Endowment for Financial Education or The Foundation for Financial Education, to offer seminars and resources on various topics relevant to your workforce.
“For a small business that doesn’t have a lot of resources, tapping into a nonprofit that can offer some of these classes is a nice thing to do,” Turpen says. Offer incentives for attending classes, or use contests and programs to help employees stay on track with their financial goals, Wenninghoff suggests. Involving the entire workforce signals that financial wellness is an organizational priority, which empowers employees to take better control of their finances.