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.
Taking on new clients and increasing your customer base powers your company’s success. The Pareto principle would predict that 20% of your sales team will trigger growth by generating 80% of your revenue. But what about the other 80% of your team?
If you want to optimize your entire sales function, you have to motivate your team through fair and realistic financial incentives. “A properly incentivized compensation plan can affect your business,” said Scot Sorenson, senior advisor, Strategic Sales Results, in our Jan. 21, 2021, installment of the Alchemizing HR webinar series. But developing sales compensation plans that are both fair and effective can be tricky.
Here’s how to implement Sorenson’s five components of a successful compensation plan at your organization.
Connect individual sales team members to the larger company. “When everyone’s working towards that same goal, your messaging, coordination and energy is all in the same direction,” Sorenson says. Tie variable compensation to at least two of these factors:
To decide on departmental and company variables, determine how much of an impact each individual can have on those areas of performance. Consider the culture you’re trying to create and how each element of variable pay sends a message about institutional priorities.
Financial incentives should drive your sales team in the direction you want to go. If you want to push a new product, for instance, offer a higher commission on sales of that product. Step back and look at your plan from the team’s perspective. Are there loopholes they can exploit?
Have the plan implemented as early as possible in the fiscal year, and don’t make any changes once everyone has agreed to it (except in crisis situations, like the pandemic). Align your compensation plan in lockstep with your company goals. Focus on big-picture performance results, and incentivize those.
Don’t leave your team guessing about how they’ll be compensated. “An easy compensation plan to understand is absolutely paramount to success,” Sorenson says. Host a meeting shortly after distributing the plan. If you’re fielding lots of questions by the end, you might need to simplify your plan. Team members should be able to mentally calculate their commissions under your sales compensation plan.
A base salary in sales should allow team members to cover essential costs but still leave them motivated to excel. Commissions and bonuses should kick in with the first sale. Keep it simple: Start with 50 percent salary and 50 percent commission.
Begin with a $50,000 base pay, for instance, and set the commission for filling the entire annual sales quota at an equal $50,000. A 70/30 plan might not motivate effectively, while a 30/70 plan overworks employees and could result in high turnover. You have to find the balance between maintaining a comfort level and motivating performance.
Effective sales compensation plans pay people well for meeting expectations and very well for exceeding them. Your top performers are going to look at your plan and find a way to exceed it. You need to reward that drive. Doing so increases retention, incentivizes others to do better and supports recruiting tactics. Avoid putting a cap on commission: Don’t punish top performers for bringing in more business.
Watch the recording for recertification credit.