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 ReportsManaging the Changing Workplace: A Framework for HR
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.
Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.
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.
From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.
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.
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.
AI dominates today’s headlines. From stories about workplace productivity gains to debates over bias in hiring software, HR leaders don’t need to look far to see its impact. Applicant tracking systems, learning platforms, and even scheduling tools increasingly rely on AI. These changes create opportunities but also raise critical questions about fairness, transparency, and compliance. Clear AI policies help organizations answer those questions while protecting both employees and the business—empowering HR to guide adoption that drives smarter growth
As we noted in AI Literacy Is a Shared Responsibility, HR doesn’t carry the full weight of AI adoption. Technology leaders provide reliable, capable, and secure systems, while business leaders align AI with strategy. HR, and especially HR leaders, bring the critical perspective of how these tools affect people, culture, and compliance.
One of the most effective ways HR can influence responsible adoption is by helping to shape policy. A clear AI policy reduces risk, sets expectations, and reinforces organizational values.
AI policy often begins in technology or legal departments, but the workforce impact means HR’s perspective is essential.
HR leaders understand how fairness, inclusion, and trust shape employee engagement. They also know where the risks lie—such as in recruiting, promotions, and performance evaluations—and can raise questions others might overlook. An AI policy that doesn’t account for the employee experience will struggle to gain traction, even if it checks all the technical and legal boxes.
For HR leaders, the role is about guiding conversations toward responsible and beneficial adoption: Does this tool support equity? How will employees understand and acknowledge the benefits and risks of the tools? What training will employees need to use AI responsibly and effectively? These are the questions that keep policy grounded in workplace realities.
HRCI CEO Dr. Amy Dufrane said, “AI is only as strong as the values that guide it. At HRCI, we believe HR leaders play a vital role in ensuring technology strengthens trust, equity, and inclusion in the workplace.”
Every organization will develop its own version of an AI policy, but several principles consistently matter:
Fairness and Bias Mitigation
AI systems trained on historical data can replicate bias. Policies should outline how tools are tested, monitored, and corrected when bias is found, particularly in people-related decisions.
Transparency and Communication
Employees need to know when AI is part of decision-making. Policies should make clear when and how this is communicated, whether in hiring, performance reviews, or scheduling.
Data and Privacy Safeguards
AI relies on data, often involving sensitive employee information. Organizations should set clear boundaries around what is collected, how it is stored, who can access it, and what information employees are permitted to share when connecting tools to proprietary systems or platforms that require login credentials.”
Governance and Accountability
AI may inform decisions, but people remain accountable. Policies should define ownership of outcomes, escalation pathways for disputes, and oversight structures
“AI can help make companies better, but accountability must remain human. That’s why governance requires HR, technology, and legal teams to work side by side, so we’re aligning technical capabilities with ethical responsibility,” said HRCI CIO + Digital Strategist Chris Scandlen.
Upskilling and Change Management
Policies should include commitments to training. Managers and employees need the knowledge to use AI responsibly and effectively and the confidence that the organization is investing in their skills.
Shaping AI policy doesn’t require technical expertise. It requires structure, collaboration, and the human perspective.
Map Current and Planned AI Use Cases
Identify where AI is already in play across the employee lifecycle, and where it’s likely to appear next.
Form a Cross-Functional AI Governance Group
Bring together HR, technology, legal, and employee representatives to balance perspectives and priorities.
Draft or Review Policy Language
HR can help ensure policy documents are accessible to employees, not only to lawyers or technologists.
Pilot and Test
Roll out policies in limited areas first. Collect feedback on whether they are practical, well understood, and address concerns.
Communicate and Train
Once a policy is in place, HR should lead communication efforts and integrate policy awareness into leadership training.
AI capabilities and regulations continue to evolve, which means an AI policy should be treated as a living document. Regular reviews—at least annually or in response to significant regulatory, technological, or organizational changes—help keep policies relevant. Because AI is still maturing, organizations should apply a ‘trust but verify’ mindset: embracing innovation while maintaining healthy scrutiny. Incorporating employee feedback into review cycles also ensures policies remain practical and aligned with workplace realities.
Policy development offers HR leaders a way to champion equity, transparency, and trust while showing that HR leaders are ready to balance business goals and responsible use. These are central to whether AI adoption succeeds.
By engaging in policy conversations, HR leaders help ensure that AI strengthens, rather than undermines, the employee experience and business outcomes. That influence builds organizational credibility and positions HR as a partner in innovation.
AI is reshaping how work gets done, and policies are one of the strongest tools HR leaders have to guide its impact. By setting principles, clarifying responsibilities, and preparing the workforce, HR can help ensure that AI adoption reflects both compliance requirements, organizational values, and business goals.
The first step can be small: mapping current use cases, convening a governance group, or starting a conversation about guiding principles. From there, HR leaders can shape policies that keep people at the center of AI adoption, creating workplaces that are both innovative and fair.
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