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.
Innovation is perhaps the buzzword of this century. An overwhelming majority of business leaders (93%) view innovation as critical to spurring growth and generating revenue. Consumers also like and expect innovation — 63% of consumers report liking it when companies offer new products.
It seems that everyone is scrambling to innovate all the time, yet we’re rarely successful. One common reason: The more time we spend talking about innovation, the less likely we will succeed. Instead, we succumb to innovation fatigue. Our creativity and mental energy plummet, suppressing our odds of generating good ideas. The counterintuitive results: We see less innovation.
So what can employers do to stay competitive without inviting boredom and burnout? Here are three ways to cultivate sustainable innovation in your organization.
We tend to think of innovation with a capital “I,” a massive transformation or radical new idea. But beware of conflating big ideas with innovative ones.
Leaders tend to associate innovation with hype. Flashy, big ideas get leadership buy-in but may not lead to real results. Approach innovation with the same critical eye as you do all elements of your business and make sure you’re not just buying into the hype of an exciting idea.
Take a pragmatic approach to innovation. Small changes to operations or business functions can lead to significant gains. It might not result in winning the Malcolm Baldrige Award, but it could lead to substantial savings or increased profits. And as a bonus, these small, incremental innovations over time can result in those kinds of large, transformative shifts even while they build the organization’s overall capacity for innovation.
For innovation to happen, employees have to feel like the culture is conducive to risk-taking. If employees worry they will be penalized for trying new ideas or approaches, they may be reluctant to share creative or innovative ideas. Lower the stakes for failure. When team members pursue large-scale innovation, it represents a significant investment in time and resources. But what if the new product or service is not successful? If the stakes for failure are too high, it can discourage employees from pursuing new ideas and suppress innovation.
It’s also important to recognize that innovation can come from anywhere in the organization, not just from the C-Suite or from leaders. Democratizing your approach to innovation can avoid it feeling like a top-down directive and increase buy-in from employees. Your goal should be to embed a genuinely innovative culture into your organization at every level, from frontline workers to new hires to organizational veterans. You want them to feel empowered to share ideas with their leaders, rather than taking them to a competitor or even starting their own company.
What gets rewarded gets done. If you reward your people for being innovative, especially when it comes to operations and business functions, you will encourage innovation across your organization.
Celebrate the small wins and reward people for trying a new innovative approach or idea, even if it fails. Focus on doing things better, not just performing well. Embedding innovation in performance evaluations can help incentivize employees to find ways to innovate in their roles. Spot bonuses and rewards pegged specifically to innovative ideas can also encourage employees to take creative approaches to their jobs.
But you can also reward people for approaching innovation critically. Employees in each role are the best positioned to apply a critical eye to the operations surrounding them and, therefore, can identify opportunities for improvement. Be open to these ideas and reward employees who come forward.
Susan Richards, SPHR, is CEO of Sapient Insights. Richards has been leading change management, HR technology, strategy, organizational effectiveness, and transformation engagements for more than 20 years. Previously, she founded SteelBridge and worked at Mercer, Buck Consultants, Deloitte and IBM. She earned an MBA from Virginia Commonwealth University and a BA from Maryville College.