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.
At many companies, this is the extent of the onboarding process. And that’s a huge mistake for any firm looking to retain great workers.
“It can be a huge cost savings for companies if they can invest in a solid onboarding program,” says Jennifer Currence, SPHR, President of OnCoreManagement in Tampa, Fla. “They are not just holding on to individuals, but good individuals.”
Quality Onboarding
In Currence’s view, a quality onboarding program is integral to employee retention efforts and companies should go beyond the basics when welcoming new workers. She sums up the ideal onboarding program in one word: dynamic. But what does that mean?
“It means it’s not boring. It’s different than the norm,” Currence says. “It lights you on fire, and gets you ready and excited to move forward.”
Currence will speak at the SHRM 2018 Annual Conference and Expo on June 18 in Chicago, offering a presentation titled, “Creating a Dynamic Onboarding Experience.”
Currence says the onboarding process is really three processes in one: pre-boarding, orientation and onboarding. In each phase, care should be taken to ensure the new worker is not only informed, but valued.
Four Key Elements
An onboarding experience should focus on the “Four Cs,” which include:
Compliance – The basics: delivering information on company policies and procedures, benefits, paychecks, the location of the company gym, etc.
Clarifying – Ensuring the employee knows their role and responsibilities. With dynamic onboarding, this should involve more than simply outlining a job description. “You’re not just saying ‘here’s your desk, figure it out,’ you’re getting them involved and getting them to understand their individual goals and how they match with organization’s goals.”
Culture – Sharing both the formal and informal “feel” of the company and how people work together. A dynamic onboarding process allows a company’s culture to shine.
Connection – Helping the new employee feel like they have a friend a work and giving them the information and comfort they need to ask questions and seek help when needed. “When you have that connection, you have better communication. You can talk more intelligently and pointedly with the people you need to work with.”
Currence says that most companies do reasonably well with the first two components, but fall short when it comes to sharing culture and building connections. In fact, research shows only one in five companies even bothers addressing those concerns during onboarding.
“That’s where you get your money’s worth,” she says.
Make Onboarding Dynamic
Moreover, there are easy ways for companies to jazz up even the most mundane parts of onboarding, to both the worker’s and organization’s benefit. Send the new employee a glossy welcome packet before their first day. Provide them with a “get-to-know you” survey. Partner them with another employee who can show them around for a few days. These small steps can make an employee feel like they truly have a place in the organization.
It’s more than just making sure employees are happy. Good onboarding can play a genuine role in retaining workers and, ultimately, saving the company money.
Research from the Aberdeen Group reveals that employees who go through a structured onboarding program are 60 percent more likely to still be with the organization after three years. The group also reports that 70 percent of workers make the decision to stay or leave a company within the first six months.
“You can’t mess up your first day or two of the new employee and make up for it later,” Currence says.
Jennifer Currence is one of many HRCI-certified professionals headlining the SHRM conference, June 17-20 in Chicago. Also, be sure to visit HRCI at Booth #1340.