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 human resource management function is changing. The pendulum has swung from HR’s focus on administration to an emphasis on HR practices that are aligned with C-level business goals and values. This is not unlike challenges recently faced in marketing, and there is much HR can learn from marketing’s recent journey to the proverbial "seat at the table."
The Intersection of Marketing and HR
Thirty years ago, marketing was not yet an established major at many colleges and universities. Marketing was a concentration in the business school and has grown into a huge industry with many marketing specialists. We see the same happening to the HR profession. In fact, some would argue that the HR profession is now an industry as it too has developed into many specialized areas of HR-related services and products.
HR and Marketing share similar perceptions and generalized labels, as well as tasks. Marketing is the logo cop and HR the policy police. Both functions are equally celebrated and lamented as functions that have fun, make it look good and are mostly tactical. And, both HR and marketing professionals are most successful when they understand the demographics and psychographics of their audiences. This is the only way we can ensure the best talent management policies (for HR) and the best campaigns (for marketing). Yet, unlike marketing, HR continues to suffer more from the perception that it remains a cost center versus a critical strategic partner to the CEO.
Like marketing, HR must understand business goals, align HR efforts to maximize goals and find measurable ways to illustrate return on investment. I urge HR professionals to team up with marketers to better understand how they can show how HR efforts are moving the organization forward more effectively.
At HR West, I asked the audience: "Can you name something you see your marketing department doing that you believe HR could take a lesson from?" What HR notices about marketing, said one attendee, is that marketing is the one department you see going to every other department in the company. Marketing, he said, pushes the envelope, even when it's not popular to do so, to gather information from all groups to make sound recommendations.
“HR could stand to be more like that,” the attendee said, to much head nodding.
Aligning With the Business Journey
Business goals, marketing goals, HR goals and company success must all be aligned. HR, like marketing, must understand what drives customers as well as employees, and how the different perspectives of other departments come into play.
Once these things are understood, it's about clearly communicating your analysis to upper management and intentionally using data to firmly support a position. As both HR and marketing increase the level of automation needed to keep pace with a younger and more digital workforce, along with the driving need for more data-driven analysis, it’s easy to lose the forest in the trees.
HR and marketing are departments that survive on their ability to understand the audience they serve. The opportunities to work together to drive the company workforce to meet the needs of the external customer are limitless.
HR ― your marketing counterparts need you at the table. So, step out boldly and take your seat. Marketers are eager to help you succeed.
Kerry Morgan, CMO of HR Certification Institute® (HRCI®), recently addressed a crowd of HR professionals at HR West 2017. The event, led by the Northern California Human Resources Association (NCHRA) was held March 6-8 at the Oakland Convention Center. The following are highlights of Morgan’s remarks from the presentation.