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.
When corporations give back, they can make a huge difference. In 2018 alone, corporate charity programs matched employee donations, giving more than $2 billion to eligible nonprofits. That’s a pretty big sum.
There also are collateral benefits for organizations that donate to charities: Consumers are more likely to sustain relationships with companies that support charitable giving. And, an improved social image can give organizations an edge in the perpetual competition for top talent.
“Employees want to work for organizations that have some alignment with their own personal values,” says Jim Starr, president and CEO of America’s Charities. “As they are job searching or deciding to remain, candidates and employees are looking to the company to provide them with the vehicle to be engaged in their community through philanthropy.”
Here are three tips to help your organization navigate corporate holiday giving this season.
If you really want your charitable contributions to be meaningful, consider matching the donations made by employees to their favorite nonprofits. “Including a matching-gift component will drive participation and engagement,” Starr says. “People love to see their contribution amplified by their employer.” This demonstrates that you care about and are willing to support the causes your employees are passionate about.
You can also establish a Dollars for Doers program to incentivize employee volunteering. Your employees may want to donate to a local charity or nonprofit but be prevented by their own financial responsibilities. “Typically, though, employees are more than willing to donate some of their time,” Starr says. “And having that amplified by an employer-sponsored grant to that charity in recognition of volunteer service is pretty powerful.”
It’s important to give employees choices when it comes to charitable giving, but you should also watch out for potential scandals. “It’s a good practice to do your basic research to identify any potential legal or branding pitfalls prior to donating so that your benevolent gesture doesn't backfire,” says Karen Oakey, director of human resources at Fracture. “It’s typically a good idea to avoid charities that are overly political, religious or culturally sensitive in nature.”
When deciding how much freedom of choice to give your employees, it’s important to determine what your overall goals are, Starr says. When employees are given more freedom, engagement in the program tends to increase. If you prefer to keep the initiative aligned with a particular cause or charity, you can maintain more brand control — but you can expect less engagement. “There are some in-between options too,” Starr says. A common option is to encourage employees to donate to any charity that they wish, but only offer matching components to a particular cause or group of charities.
These are all viable approaches to corporate charitable giving, so the model you choose will depend upon your goals in launching the program.
It’s important for leaders in the company to set the tone for holiday giving — but in a fun way, Starr says. Having the C-suite kick it off with their personal donations is a good way to lead the way by example. “One of the key success factors to any giving program within a company is visibility and leadership support,” Starr says.
How donations are made is important to consider too. Employees should be given options to donate through credit card, PayPal, check or payroll deductions. “Payroll deduction is by far the most impactful way to give,” Starr says. “And providing that opportunity to employees is also very important, whether they opt in for a one-time event or as a recurring donation.”
No matter how it’s done, holiday charitable giving can be a huge force for good in your communities and the world at large. “Holiday giving comes from a good place,” Oakey says. “And this world can use all of the positivity we have to offer.”