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.
Have HR professionals taken on new HR competencies over the last three decades?
The answer is "yes," based on the findings of a comprehensive study of more than 4,000 HR practitioners at over 1,200 organizational units. A new book, Victory Through Organization, details the findings of 30 years of research and provides empirical evidence on the HR profession’s evolution.
HR Certification Institute® (HRCI®) is a partner in the research effort, which includes new results from the seventh (2016) round of the HR competency study known as the HRCS. The HRCS represent nearly 30 years of work led by HR guru Dave Ulrich, a Professor at the University of Michigan’s Ross School of Business and partner at The RBL Group. Ulrich is joined by David Kryscynski from Brigham Young University, Michael Ulrich, from Utah State university, and Wayne Brockbank from the Ross School.
HRCI asked the researchers to shed light on the HRCS findings. This is the second in a series of blogs on the changing model of HR competencies detailed in the book.
Attention HRCI credential holders! Read Victory Through Organization and receive three Business Credits toward recertification. This is a pre-approved activity (seminar) credit.
The HR Function Grows in Complexity
The competencies required to be an effective HR leader have continued to evolve. Over a 30-year span, Ulrich and team have conducted seven rounds of independent study on HR competencies. In each round, the research has found as much as 40 percent of individual HR competencies to change as the complexity of HR, itself, has grown.
In 1987, the research found three essential HR competency domains: business knowledge, HR delivery and management of change. Four domains were found in 1992 and five in 1997. In the most recent research, nine domains of HR competency have been identified.
"Being a competent HR professional has become increasingly complex, with some of the recent competencies (analytics designed and interpreter [and] technology and social media integrator) reflecting how HR competencies reflect general business trends," researchers say.
Based on the research of performance (1=low to 5=high) scores, HR professionals have dramatically improved from 1987 to 2016:
HR Professionals Are Their Own Toughest Critics
Still, researchers say, HR professionals have not recognized their own progress. HR practitioners often rate themselves lower than others in an organization. HR practitioners, in the 2016 findings (see table below), have self-assessments that are lower than non-HR associate ratings.
"HR professionals tend to be harsh on themselves, perhaps having an inevitable identity crisis," researchers say. "This self-criticism shows up in essays on the HR profession, often bemoaning what is wrong with HR efforts . . . in performance appraisal, HR governance, business partner models and so forth. Maybe it is time to build on HR strengths and successes while creating a better future."
Clearly, some HR professionals are not as effective as others. But the researchers warn that this is no reason to generalize perceptions about the HR profession as a whole. The HRCS demonstrates that the profession continues to transform with business needs and goals.
"Instead of bemoaning what HR professionals lack, maybe it is time to relish the progress that has been made," researchers conclude. "Do these results imply that HR 'has arrived?' No, there is always more to do, but the base forward is strong and getting stronger."
This is one of several HRCI blogs on the HRCS study and the new book, Victory Through Organization. In addition to learning about the nine emerging competencies for HR, read more about how HR roles have become more complex, the need to HR must navigate paradox, how to be viewed as a "HR as Strategic Positioner" and the importance of HR and credible activism.