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.
Workforce analytics must play a bigger role in HR and people management. Companies now want comprehensive data to show how HR practices and talent decisions align with business objectives. The HR Certification Institute® (HRCI®) and its community of experts, which constantly keeps tabs on emerging HR and talent management trends, has identified workforce analytics as swiftly rise in importance as an essential competency.
A recent HRCI practice analysis of experts in the field recommended more emphasis on workforce analytics for the PHR® and SPHR® exams (effective August 1, 2018). The HRCI expert community also suggested that more e-learning and assessment is needed on workforce analytics — for HR and non-HR pros with people management responsibilities.
The result: HRCI just announced the Workforce Analytics upSkill, a self-paced learning module. This is the first of many e-learning modules that HRCI has planned for its new suite of on-demand HRCI upSkill topics. Each module will be designed to help professionals grow and be recognized for people management excellence.
There remains a need for expanded thinking and more capabilities around workforce analytics, says Dave Ulrich, the Rensis Likert Professor at the University of Michigan’s Ross School of Business and a partner at the RBL Group. Ulrich believes companies gain a significant competitive advantage with more focus on workforce analytics. But he also believes much more work remains to be done.
What do we mean when we talk about workforce or HR analytics? What is working? How are HR-related analytics viewed as essential organizational drivers?
Workforce Analytics Still Lag
"The analytics on HR analytics suggests that this new HR elixir has not yet fully achieved the stated or desired impact for either HR professionals or HR departments," Ulrich tells HR Leads Business. "HR professionals who can do analytics are not being seen as more effective, delivering value to stakeholders or creating business impact. HR departments with an analytics capability are not delivering business results or stakeholder value as much as other department capabilities."
Ulrich backs this warning with findings from The Human Resources Competency Study, also published in the book, Victory Through Organizations. A comprehensive study by Ulrich and team measured the impact of various HR competencies on business performance. So far, HR analytics has had only modest impact on delivering business results or stakeholder value.
Ulrich offers some advice to help HR departments gain greater analytical impact and respect:
Focus on the right issues. Ulrich suggests that there are four stages of analytics: (1) HR scorecard, (2) HR insights, (3) HR interventions and (4) business impact. "Much of the (low impact) HR analytics work is in the first few stages. These analytics do not start with or explicitly connect with business impact."
Manage expectations. Ulrich believes that HR is still viewed as non-analytical. That may still be having an impact on HR’s reputation as an analytical contributor. "HR professionals need to overcome these expectation biases by being even more able to link their work to business results."
Build on previous research. "Science does not advance with isolated studies, but a series of studies, each building on each other to create more rigorous and robust insights," Ulrich notes. "In HR, studies too seldom build on previous work. HR analytics are too often isolated events rather than cumulative building blocks."
Strengthening Your HR Analytics Muscles
Individual HR professionals must also continue to do more to build analytical competencies. The study suggests that HR professionals should continue to sharpen abilities to:
"For HR analytics to evolve from being a quick fix elixir to having sustainable impact, HR needs to focus on the right issues in the right ways," Ulrich concludes. "Sustainability comes when HR is not about HR but about stakeholder and business impact and when each individual study becomes a puzzle piece of a larger HR mosaic."
upSkill Your Workforce Analytics
Learn more about how HR roles have become more complex and the nine emerging competencies for HR identified in The Human Resources Competency Study. Also, strengthen and demonstrate your alignment with business goals by earning the HRCI Workforce Analytics upSkill, a new on-demand learning and assessment module from HRCI.
HRCI upSkill is the first e-learning of its kind to aligns HR and non-HR people management practices with team goals and organizational objectives. It’s time to up the ante on workplace analytics as a foundational skill for all managers and executives.