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 is arguably more politically polarized today than at any other time in modern history.
The number of Americans who describe themselves as "moderate" was 34%, according to a Gallup poll last year, the lowest point since the organization began gathering such data in 1992. A study by Pew Research Center showed that a large majority of Americans see little to no common ground between Republicans and Democrats.
That data, and many other studies that show an increasingly polarized America, begs two important questions: What will the impact of polarization be on America's workforce, and how can companies respond effectively?
To get answers, HRCI queried more than 7,200 human resources professionals around the world. The results are available in Managing Political Polarization in the Workplace, a new whitepaper that explores how HR professionals are impacted by political conflict in the office, what they are experiencing on the job right now, and what companies can do to manage political differences.
While it may seem practical to simply ask employees to refrain from political discussion at work, such a request is often unrealistic. The reason is simple: politics are a reality in the lives of most employees, and they are going to talk about it—especially during times of transition.
In a world where politics often influences identity, and elections dominate the national conversation every two years, it is naive to think that people can simply check their interest, passions, and beliefs at the office door.
“Managers and HR professionals are uneasy about how to handle political conversations in the office, and that’s understandable,” said Amy Dufrane, CEO of HRCI. “But these conversations are going to take place. Politics is a part of everyone’s life, and it is going to come up at work. It is important for companies to be prepared to handle conflict and disruption in the workplace, whether that is caused by politics or anything else.”
Dufrane says the answer lies in the corporate culture created by managers and HR. A culture that encourages respect and values each employee’s perspective will be much more accommodating to political discussion, even among those who disagree with one another.
“Polarizing views are not unique to politics or religion—they can even surround work itself,” Dufrane said. “The goal should be to create a culture that allows individuals to express themselves authentically—and diplomatically—without fear of retribution.”
To learn more about what your company can do, download the whitepaper now.
The survey showed that a majority of HR professionals (55%) say they are somewhat, minimally, or not at all prepared to handle politically charged discussions at work. Almost half (49%) said they do nothing specific to address such conversations.
Among the other findings:
74% said political differences among employees are making it harder to carry out HR responsibilities to some extent.
59% said tension over political issues has impacted relationships with clients or customers.
28% said political polarization has impacted their organization’s ability to hire.
15% said differing political views have caused an employee to leave.
In addition to HR professionals, HRCI sought the opinion of political professionals. With help from Stratalys, a research firm, a focus group was conducted with 33 political insiders, including congressional staffers, lobbyists, think-tank executives, administration analysts, and others.
Most political professionals think partisanship is a significant, and growing, obstacle and suggest that companies should be selective about taking public positions on political issues. Accordingly, 59% said that organizations should only take a public policy stance on issues that directly impact their business. Only 31% said they should do so on broader social or cultural issues.
In the workplace, many insiders see political discussion as inevitable and say that organizations should find ways to ensure discussions remain civil and respectful. For example, 44% said companies should allow political discussions but not encourage them. Another 38% said they should encourage open dialog with clear guidelines and training on civil discourse. Only 16% said companies should discourage political discussions.
“Political discourse is something we encounter in all parts of American life, from the grocery store and the gas station to the dinner table,” Dufrane said. “It is very difficult to just eliminate it in the workplace. But we can manage it so that employees feel heard and that office communities remain safe and comfortable places to work.”