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 National Labor Relations Board (NLRB) has proposed joint employment regulations. The U.S. Court of Appeals for the District of Columbia Circuit has decided that OSHA cannot be compelled to issue a permanent COVID-19 standard to protect healthcare workers. Legislation has been introduced in both the Senate and House of Representatives that would support the right to unionize while several federal agencies have issued a digital unionization kit designed to assist employers who have workers expressing interest in unionizing.
NLRB Issues Joint Employment Regulations – The National Labor Relations Board (NLRB) has issued proposed regulations concerning joint employment and comments will be accepted until November 7, 2022. The proposed rule rescinds and replaces the joint employer rule that took effect on April 27, 2020. In issuing the proposed rule, NLRB chair Lauren McFerran stated, “In an economy where employment relationships are increasingly complex, the Board must ensure that its legal rules for deciding which employers should engage in collective bargaining serve the goals of the National Labor Relations Act.” The Department of Labor also is considering whether to issue joint employment regulations.
According to the NLRB, “the proposed rule reflects the Board's preliminary view … that the Act's purposes of promoting collective bargaining and stabilizing labor relations are best served when two or more statutory employers that each possess some authority to control or exercise the power to control employees' essential terms and conditions of employment are parties to bargaining over those employees' working conditions.” The proposed rule would define the phrase essential terms and conditions of employment to include such items as wages, benefits, hours of work, scheduling, hiring/firing, discipline, health and safety, work assignments and work performance rules. The proposed rule would provide that merely possessing the authority to control the essential terms and conditions of employment whether control is exercised or not, exercised indirectly or exercised through an intermediary would be sufficient to establish status as a joint employer. The party claiming an employer is a joint employer would under the proposed rule have the burden of establishing the existence of a joint employment by a preponderance of the evidence.
OSHA Not Required To Issue Permanent COVID Healthcare Standard – The United States Court of Appeals for the District of Columbia Circuit denied a request by National Nurses United and other nurses unions for a writ of mandamus to compel the Occupational Safety and Health Administration (OSHA) to: issue a permanent healthcare standard superseding the emergency temporary standard (ETS) it issued in June 2021 that was designed to lessen the risk of COVID-19 transmission; retain the ETS until there is a permanent standard; and enforce the healthcare ETS. The court concluded in this decision that ”While OSHA has a clear duty to follow an ETS with a rulemaking proceeding, OSHA does not have a clear duty to promulgate a permanent standard at the end of that proceeding.”
In issuing the ETS, OSHA determined that exposure to COVID-19 presented a grave danger to healthcare workers making the ETS necessary in order to protect them in healthcare occupational settings. In December 2021, OSHA announced its intention to withdraw the healthcare ETS because it was unable to complete the necessary notice and comment procedures within the six-month timeframe set forth in the law. OSHA recognized that COVID-19 still posed a threat to healthcare workers and stated that it would continue to work on developing a final standard and, until that occurred it would rely on its general standards to help protect healthcare workers. The court noted that while OSHA had to undertake a notice and comment period when considering a permanent standard, the process could result in determining that a permanent standard is not necessary.
Nationwide Right to Unionize Act Reintroduced – Senator Elizabeth Warren (D-CA) and Representative Brad Sherman (D-CA) along with a number of cosponsors reintroduced the Nationwide Right to Unionize Act (S. 4803, H.R. 8793) that would support the right to unionize by prohibiting states from banning union security agreements through “right-to-work” laws. The legislation would repeal the authority under the National Labor Relations Act (NLRA) to enact laws prohibiting agreements requiring membership in a labor organization as a condition of employment.
According to the sponsors, 27 states have enacted right-to-work laws that prevent unions from collecting dues from non-union members who are covered under a union-negotiated contract. The sponsors believe that these laws make it more difficult for workers to form unions. Citing data from the Bureau of Labor Statistics (BLS), Representative Sherman stated that on average, wages in labor rights states are $11,059 per year or 17.1% higher than in right to work states. The bills have been referred to the Senate Committee on Health, Education, Labor and Pensions and the House Committee on Education and Labor. The House Education and Labor Committee held a hearing on September 14th on removing barriers to organizing.
Federal Agencies Release Digital Unionization Toolkit – The Department of Labor has joined with the Small Business Administration, the National Labor Relations Board, and the Federal Mediation and Conciliation Service in releasing a digital toolkit for employers seeking guidance on responding to their employees who are interested in forming or joining a union. Secretary of Labor Marty Walsh stated that “Worker interest in forming unions is higher than we’ve seen in decades, and this resource will be an important tool in helping employers respond positively to worker organizing campaigns.” The toolkit was developed following the first report of the White House Task Force on Worker Organizing and Empowerment that contained recommendations as to how federal agencies could implement policies and programs designed to encourage workers to unionize and bargain with their employers.
The toolkit contains information and resources on the following topics:
Neil Reichenberg is the former executive director of the International Public Management Association for Human Resources. He is an attorney, a frequent writer and speaker on public policy and human resource issues, and an adjunct faculty member at George Mason University. For questions or additional information, contact Reichenberg at neilreichenberg@yahoo.com.