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.
In a rapidly changing business landscape, it’s important to keep an eye out for new technology. In fact, 70% of HR managers believe their HR technology is outdated. But you’re hardly alone if you find the thought of sorting through countless web pages of new technology paralyzing.
So what can your team do?
There almost certainly are some HR tech options that can help your team be more effective. But making the right choices for your team isn’t as simple as jumping on the bandwagon for the next new thing. “When it comes to technology, keep people at the center of your decision-making process,” says Ellen Mullarkey, vice president of business development at Messina Group Staffing. “Rather than force a new technology on people, or force people to adapt to something new, understand what behaviors and needs the people have and find the solution to fit those needs.”
Here are three things to consider when deciding which HR tech product is right for your organization.
HR technology is a strategic investment. “With time freed up from administrative tasks, HR teams can spend more time looking at an organization’s ultimate goals,” says Michael Roloson, director of business development at PEO Focus. “Then they can invest their expertise and their education into developing talent management.”
Customized solutions might be pricier, but you’ll get tech tailored to your needs. You know your team better than a tech company, so customization makes implementation much easier. “With a customized solution, adoption and efficacy rates will rise while frustration and pain points will fall,” Mullarkey says.
As an HR leader you’re in the business of people, so make sure those people are represented and have a voice in the decision to take on new technology. “Depending on your time and budget constraints, consider sending out a survey, conducting focus groups or having a technology thought group,” Mullarkey says.
Roloson says you should consider the needs of your team when determining your priorities for new technology. “It’s imperative to connect the needs of your people with your needs,” he says. “HR teams can assist in making this a smooth process by knowing exactly what they want the technology to achieve and what parameters and reports are desired initially for their company.”
Be sure to have a tech consultant run demonstrations of software before you make any commitments. “This sounds obvious, but it’s actually overlooked often,” Roloson says. “There is more HR tech out there than ever before, and running a demonstration is a crucial step in determining whether or not a particular technology meets your needs.”
With any new technology, you shouldn’t expect implementation to be easy. In fact, you should plan to take an agile, iterative approach. This will help you identify implementation problems so can they be dealt with on a small, manageable scale. “The whole process can seem to eat up a lot of time, but the more time you invest on the front end, the better your results will be,” Mullarkey says.