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 United States Supreme Court began its new term on October 3rd with several cases already on its docket that could impact workforces. The federal government has been funded through mid-December thus avoiding a partial government shutdown that would have occurred on October 1st. The Department of Labor has expanded its registered apprenticeship program, OSHA has modified the Severe Violator Enforcement Program, and the EEOC has released new data.
Government Shutdown Avoided – Congress passed a continuing resolution that was signed by President Biden and averted a partial government shutdown that would have occurred on October 1st. The continuing resolution funds the federal government through December 16th. The failure to pass the twelve appropriation bills prior to the start of the new fiscal year is not surprising given that 1997 was the last time that Congress accomplished this and avoided the need for a continuing resolution.
Supreme Court Begins New Term – The first Monday of October marked the beginning of the US Supreme Court’s new term. While the court is still finalizing its docket for this term that runs through June 2023, there are several cases it has agreed to decide that could have workforce impact.
In the case of Helix Energy Solutions v. Michael Hewitt, the Supreme Court has agreed to review a Fair Labor Standards Act (FLSA) case that raises the issue of whether a highly compensated employee whose pay is computed on a daily basis is exempt from the FLSA. The United States Court of Appeals for the Fifth Circuit ruled for the employee, since while earning a certain level of income is required, “but insufficient on its own to avoid the overtime protection of the FLSA.” Oral argument in this case will be held on October 12th.
There are two cases, Students for Fair Admissions v. President and Fellows of Harvard and Students for Fair Admissions v. University of North Carolina that challenge the use of race as a factor in admissions to Harvard College and the University North Carolina. In both cases, the admissions policies of the universities are alleged to violate the Civil Rights Act by Harvard failing to admit Asian American students at the same rates as qualified students of other backgrounds and the University of North Carolina offering preferences to some groups to the detriment of white and Asian American applicants. The cases are scheduled for oral argument on October 31st.
In the 303 Creative v. Elenis case the court will decide whether a web designer in Colorado can, due to her religious beliefs, refuse to design wedding websites for same-sex couples. The Colorado Anti-Discrimination Act prohibits denying service to someone based on a number of factors including sexual orientation and the Supreme Court will decide whether the Colorado law violates the Free Speech Clause of the First Amendment. Oral argument has not yet been scheduled in this case.
Registered Apprenticeship Program Expands – The Department of Labor has selected the initial group of 207 apprenticeship ambassadors across multiple industries who will share their registered apprenticeship experience to promote and expand these programs across industries. The registered apprenticeship program according to the Department of Labor is designed to be an industry-driven, high-quality career pathway where employers can develop and prepare their future workforce, and individuals can obtain paid work experience, receive progressive wage increases, classroom instruction, and a portable, nationally recognized credential.
“By partnering with employers and industry stakeholders, the Apprenticeship Ambassador Initiative has produced commitments to create nearly 500 new Registered Apprenticeships programs,” said Secretary of Labor Marty Walsh. The Apprenticeship Ambassadors have existing Registered Apprenticeship programs in over 40 in-demand industries and have committed to expand and diversify these programs over the next year by collectively: developing 460 new Registered Apprenticeship programs across their 40 industries, hiring over 10,000 new apprentices, and holding 5,000 outreach, promotional and training events to help other business, labor and education leaders launch similar programs.
OSHA Modifies Severe Violator Enforcement Program – The Occupational Safety and Health Administration (OSHA) has expanded the criteria for placement in its Severe Violator Enforcement Program. The new criteria is designed to strengthen enforcement and increase compliance with workplace standards. The program will continue to focus on repeat offenders in all industries. "The Severe Violator Enforcement Program empowers OSHA to sharpen its focus on employers who – even after receiving citations for exposing workers to hazardous conditions and serious dangers – fail to mitigate these hazards," said Assistant Secretary for Occupational Safety and Health Doug Parker.
According to OSHA, the new criteria will include:
EEOC Releases New Data – The U.S. Equal Employment Opportunity Commission (EEOC) released new data on its website that includes the following reports: 2019 and 2020 EEO-1 for private employers with at least 100 employees and federal contractors with at least 50 employees, 2020 EEO-3 for referral local unions, 2021 EEO-4 for state and local governments, and 2020 EEO-5 for public elementary and secondary schools. The EEOC also announced that it has moved data tables to EEOC Explore where data about discrimination charges filed with the EEOC during fiscal years 1997 – 2021 can be accessed.
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.