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.
The “gig” economy offers employers a massive potential workforce. A 2018 Gallup poll found that 36% of the workforce functions in gig roles, which translates to about 57 million Americans. How can your organization take advantage of this enormous section of the workforce?
The best solution is to create a pipeline of good gig workers to draw from, and keep them happy and continue to look for work with your organization. This sounds great in theory, but how do you make it happen in actual practice?
Here are some practical steps you can take to build a healthy bank of talent for your organization.
HR teams often fail to take responsibility for sourcing contract workers. “In the past there seemed to be no interest in contract workers and the technology associated with that,” says Andrew Karpie, a contingent workforce analyst for Spend Matters Network. “The best step you can take is to be involved.”
However, don’t waste time or effort trying to identify contract workers until you know what your company needs are. “You don’t want to be figuring it out as you go,” says Shelton Blease, director of HR operations for Lucas Group. Once you’ve identified a need for contract work, Blease suggests choosing projects that will be challenging — most contract workers are looking to build a diverse skill set, so if you want to keep engaged contract workers coming back, give them the opportunity to build their skills.
Blease says the best way to streamline resources when hiring contract workers is to find a good staffing agency. A good agency will be tapped into the top talent and treat contract workers like employees. This should include offering traditional benefits such as healthcare and paid time off, which will make contract workers feel valued and increase engagement when they’re working on your projects.
Depending on your organization’s needs, online platforms like Upwork may be a good way to source freelancers. “Sourcing from a platform produces different results than a staffing agency,” Karpie says. “The former is typically used to source remote freelancers, while the latter engages talent to come to your organization.”
Don’t think of your contract workers as employees, because they aren’t. And, don’t try to run performance evaluations or get caught up in the metrics — that’s why you hired a staffing agency or have sourced through a platform. Many employers get bogged down in trying to re-create employee elements, but that shouldn’t be your focus.
What you should do, however, is treat your contract workers with respect and courtesy. This is a simple — but highly effective — way to maintain the best talent. “Even people who aren't your employees, people who are vendors, you want them to enjoy your environment and your company,” Blease says. “It maintains your reputation, and shows that you really care.”