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.
There’s never been a better time for HR professionals to embrace their role as business leaders and drivers. The divide between a traditional vs. strategic HR function can be the difference between successful businesses becoming complacent or raising the bar to achieve ambitious long-term business goals.
DARE Worldwide CEO Rita Trehan recently joined us on Achemizing HR to share insights from her research into the state of leadership, purpose and culture. What she discovered was startling: The research found company leaders say that 85% of current performance indicators are unreliable measures of future growth.
Here’s how shifting from a traditional to a strategic HR function can support your company’s long-term success.
Before HR management can step up, we need to understand the true drivers of a business’s strategy. During COVID, most organizations performed well in three areas:
But these don’t truly indicate a business’s growth potential. For example, good communication is always essential. But to be strategic, communication must move past the traditional approach of simple information flow to gathering and sharing new inputs.
According to Trehan’s research, the top three indicators for future performance are:
HR departments are in a position to step up and improve these factors driving future performance.
In general, this is a time when many businesses have been so focused on addressing current challenge that it’s easy to lose sight of what comes next. Trehan’s research shows that employees believe their companies have weathered COVID successfully, but these respondents also admit they’re currently staying in their comfort zone. That’s a problem. The areas companies focused on during COVID aren’t what companies believe will really improve future performance. For example, leaders today are focused on expediency. The research shows, however, that expediency will have a limited impact on performance over the next five years.
“What they really need to be thinking about is purpose, connection and collaboration,” Trehan says. That’s what people are actually asking for, and what leaders believe will impact long-term performance.
Unfortunately, while leaders understand what is necessary moving forward, too often they aren’t actually taking those steps. “There’s a massive gap between what is known and what is done,” Trehan says.
Strategic human resource management practices can begin to fill those gaps, so insights are actually implemented.
Employees need a sense of purpose. Too frequently, they aren’t getting that from their leaders. They also need connections that go beyond basic communications with their peers. Indeed, they should collaborate with them. Strategic HR can help fill these gaps, ones operational leaders may not be equipped to fill.
Start by reflecting on your company’s current state. Do employees understand the company’s purpose? Are their goals and actions aligned with the larger business strategy?
Think about what you’ve learned from pivoting during the pandemic, too. COVID probably highlighted silos, for example, or how quickly your workforce can adapt. What does that tell us about what we were doing before, and what we can do differently to envision a new workplace? Also, remember where the business was five years before the pandemic. Back then, could anyone have predicted our new reality? Remember just how radically things can change whenever you find yourself getting too set in your current ways.
Traditional HR is transactional and reactive. It’s time for strategic HR to step up and lead our companies to long-term success.
Watch the recording for recertification credit.