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 ReportsManaging the Changing Workplace: A Framework for HR
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.
Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.
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.
From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.
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.
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.
I chose HRCI initially due to a peer’s recommendation. They pursued the SPHR in the past and I’ve always looked to them as a mentor. When I started diving deeper into all that HRCI offers, it was an easy choice.
SPHR’s policymaking focus aligned with roles I see myself holding in the future. I have goals of being in an executive-level HR role and having the SPHR credential affirms my expertise in strategy and policymaking.
The biggest outcome I’ve achieved is developing a successful workforce planning strategy in my organization. Utilizing the knowledge of both the “Leadership and Strategy” as well as “Workforce Planning and Talent Acquisition” I was able to create a seamless backfill strategy and anticipate changes within the business to accommodate attrition. We’ve had higher-than-expected leadership transition, but because I’m equipped with the tools to talent plan and use change management leadership, business hasn’t been interrupted.
This is a tough one because you truly must build strategic fluency. If you are interested in pursuing the SPHR, a great way to build that skill is to position yourself to start assisting with strategy. Get yourself into those rooms, have those conversations, and ask a lot of questions. More importantly, take initiative within your work now, bring ideas to leadership, as well as solutions to roadblocks in your workplace. I felt very prepared to sit for this exam because of my background in leadership, but flashcards were something that resonated with me. There’s a method of learning where flashcards are used to only study the wrong answers until you get them right. If you’re a flashcard person, I’d explore that!
The HRCI webinar series have had a huge impact, especially Alchemizing HR. One I really enjoyed was about Cultivating Executive Presence. Something I’ve struggled with in the past has been imposter syndrome and having an open dialogue with the webinar speaker in the post-webinar HRCI ENGAGE chat was very helpful.
This community has been nothing short of amazing. Seeing it grow has been inspiring! HRCI ENGAGE has offered the chance for me to help peers across the globe on various issues in one setting. The platform makes it easy to quickly advise on performance management, consult on a termination, give guidance on HCM software, and then still circle back and welcome a new member.
I use the “Post Anything HR” the most. It’s collaborative and encourages global HR leaders to interact. It’s also where I can engage with global leaders to contribute and solve problems they may be facing in their businesses.
I’ve had the opportunity to encourage and collaborate with leaders in Egypt and India because I was able to support them through ENGAGE. I now have peers in other countries I can go to for mentorship that I didn’t have before. One of the coolest parts about ENGAGE is how global it is—having the opportunity to guide and mentor leaders in other countries. It’s really inspired me to pursue a GPHR certification!
For anyone currently certified or pursuing certification, you need to join ENGAGE. You will learn so much and it will amplify your HR leadership tremendously. You also have access to free webinars (that often provide recertification credits), discount codes for the HRCI Learning Center or third-party partners. Additionally, you get a bonus or two if you’re an active member posting content that gets ENGAGEment… get it?
The other thing is certification prep. If the certification is worth it, so is the prep. All of that together brings you the most knowledge while maximizing savings.
The big one, AI. HRCI has already done a great job with getting ahead with training and webinars. The conversation is starting, which I’m very happy about. HRCI also has a generative AI tool, HRCI CHAT, that helps HR professionals. I believe the HR “teams of one” would find it to be extremely helpful.
What I love most about human resources is the variability. I come from a retail background where no two days are the same. I really enjoy navigating the challenges and how it changes so frequently. We must be prepared for it all with a level of presence that shows we have everyone’s best interests at heart. I love it.
Chris Price, SPHR, is a strategic HR leader known for his expertise in aligning people strategies with business objectives in high-impact, fast paced environments.