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.
Business leaders are demanding more business-driven human resource management strategies, but less than one in three organizations have adopted even a single strategic HR initiative. Company-wide commitment is a major hurdle, finds new research from HR Certification Institute® (HRCI®).
The HRCI study, Strategic HR Emerges as a Company-Wide Strategy, also finds that only 13 percent of HR leaders would classify their companies as "very" or "extremely" committed to strategic HR.
Strategic HR: Hurdles and Successes
Reasons for the lack of commitment vary, but the most common hurdles cited are a lack of C-suite support and constant reaction to crisis management challenges. At organizations without strategic HR, only 54 percent of C-suite and line managers say they will support the adoption of strategic HR and only 36 percent say they are "extremely" or very "committed" to the idea.
Where strategic HR is more the norm, company-wide commitment to strategic HR is stronger. Nearly 90 percent of HR leaders, line managers and C-suite executives at these companies collectively agree they are satisfied with the results. Strategic HR initiatives are proactively driven by HR leaders.
C-suite and line management support for strategic HR also gains more momentum at organizations in growth mode, the study finds. Perhaps it is no coincidence that growing companies tend to pay more attention to emerging HR and industry trends rather than accepting "the way it’s always been done before."
HR as a Business Strategy
Collectively, the HRCI study finds a mixed bag of reasons for the lack of strategic HR adoption. Without a doubt, HR owns a large piece of the solution. HR professionals must continue to drive and grow strategic proactive people management solutions. But company-wide commitment must also evolve.
When strategic HR initiatives are successfully put in play, they emerge as more holistic, business-driven HR actions that embrace leadership vision and department-by-department goals. Given the right commitment and support, HR managers ranked the most important strategic HR initiatives they would implement:
Such HR practices require a great deal of C-Suite and line management involvement. Courage and conviction are also needed by all business parties to step out of comfort zones and take on more strategic talent management responsibilities. For example: Is the performance management system working for every department? Do business leaders value HR? Do supervisors really understand how to interview and hire the best employees?
Some HR staples ― reducing risk and ensuring compliance, for example ― will always be a top concern and a major role for HR practitioners, but the profession can no longer just rely on risk reduction, old processes for filling positions without an eye to the future, employee satisfaction surveys without analysis for change, or compensation and benefits administration that is not linked to culture and employee engagement.
HR at a Major Crossroads
The HR profession and the next generation of talent management strategies are at a major crossroads. Moving to ditch the status quo in favor of more strategic HR approaches requires a careful mix of consulting and technological approaches with in-house strategies. While outsourced solutions play an important role, business leaders will continue to ask more of HR leaders to provide strategic, analytically based views and decisions that unlock employee potential and maximize business results.
In this effort, HR and business leaders are faced with many new questions. What is the right mix of HR technology, HR outsourcing and in house HR expertise that adds the most strategic value? How can the C-suite, line management and HR work better together to drive business outcomes? How can HR better address the needs of both internal and external stakeholders?
The companies with the best answer to these questions, led by competent HR leaders, will be the winners.