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 honor of Veterans Day 2017, HR Certification Institute® (HRCI®) would like to highlight some of the latest thinking on how to make the most out of hiring and retaining as many as 360,000 men and women who leave the military each year. Experts agree that well-established military-to-civilian integration programs are key for tapping into the veteran population for top talent.
"You can’t expect veterans to do all the adapting," according to Harvard Business Review (How Your Company Can Better Retain Employees Who Are Veterans). "Corporate leaders must become versed in military culture. Managers need to be able to actively anticipate language and communication gaps, and develop creative ways to find common ground."
Veterans come with great soft skills and can-do attitudes, but may need a little help translating the hard skills they learned in the military to civilian life, according to Bloomberg BNA. "Employers wishing to hire veterans can use ‘skills translation’ to understand how their military experiences can give them excellent preparation for civilian life," writes Martin Berman-Gorvine.
Learning on the Job
It’s interesting to note than more veterans have been exposed to some level of higher education than their civilian counterparts, but fewer have actually graduated, according to the 2016 Veterans Economic Communities Initiative (VECI) Pilot Report. Employers, as a result, should provide veterans with plenty on continuous learning opportunities and on-the-job training to help veterans feel more confident and comfortable as civilian workers.
"In today’s fast-paced, ever-changing economy, education and training are key to maintaining economic relevance and enabling economic mobility," according to the VECI report. "Providing Veterans with the opportunity to acquire or sharpen their skills, education and training is a critical function that enables Veterans to bridge or translate their military experience into challenging work and a rewarding career."
A U.S. Marine veteran, Brian Royer uses his military experience as a Recruiter and Veterans Outreach Coordinator with Duke Human Resources Recruitment. In Duke Today, Royer says that it’s important to understand how to help veterans adjust to life outside of the military. Listening is the most important skill when trying to match applicants with firing managers, he notes. "Listening allows me to understand what is truly needed and then offer resources to directly meet those needs."
Apprenticeship programs are also an option. "Many newer apprenticeship programs are technology-oriented — training people for positions such as internal tech support or software programming," writes Jena McGregor for The Washington Post. "But they’re also training human resources analysts, insurance customer support agents, account managers and more." Accenture, Aon, JPMorgan Chase, Amazon and the Hartford have begun apprenticeships, she says.
Commitment to Excellence
Such ideas can help match veterans to jobs that go beyond their primary military specialties. In return, employers can tap into a wealth of top talent with high potential.
"These brave men and women come with tremendous operational expertise, total commitment in the face of any challenge and dedication to meeting the mission, learned in service to their country," says Jeff Brody, Chief Human Resources Officer at ManTech. For the second-straight year, ManTech has been named the Best Company for Veterans by job board Monster.com. Veterans represent 46 percent of the employee population at ManTech, recently named the Best Company for Veterans employees by job board Monster.
It’s essential to have honest and open conversations about the differences between military and civilian culture, HBR concludes. "You don’t want a workplace where a transitioning veteran doesn’t speak up out of fear of being a ‘burden’ to their organization. You want open, respectful, candid conversations where all parties are committed [to] better understanding each other and succeeding in the organization."