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.
Ninety-five percent of HR professionals participated in professional development last year, and 98% expect to do so again this year. Those numbers tell me something important: HR professionals recognize that investing in continuous learning is essential to meeting the demands of a changing profession.
At the same time, HRCI's latest report, Meeting the Future: The Vital Role of Professional Development, found that 81% of HR professionals believe their organizations don't spend enough on professional development for HR. And nearly as many professionals rated their learning experiences as "excellent" (24%) as rated them "fair," "poor," or "very poor" (21%).
Budget certainly plays a role, but those findings suggest the biggest opportunity is being more deliberate about how learning supports the capabilities organizations need most.
Organizations often assemble learning opportunities over time without a clear strategy. The strongest learning programs begin with a simple question: What capabilities does our organization need next?
Learning should support specific business priorities, whether that's strengthening leadership skills, preparing for regulatory changes, improving employee relations, or developing the knowledge needed to implement new technologies. As AI becomes increasingly embedded in HR, for example, governance and responsible implementation are quickly becoming capabilities organizations can no longer afford to treat as optional.
Once priorities are clear, organizations can build learning experiences around them.
People learn differently. Some benefit from structured programs like formal education, while others prefer webinars, online courses, peer communities, certification, or self-directed learning.
Offering a variety of options provides flexibility while ensuring opportunities still support broader organizational goals. The objective is to provide learning that aligns individual growth with business needs.
Organizations often assume professional development problems can be solved with a larger budget. Our research suggests otherwise. Learning becomes more effective when organizations are clear about the capabilities they want to build and intentionally select learning opportunities that support those goals. Strategy should come before spending.
Professional development becomes far more meaningful when employees can see how it connects to their own future. Individual development plans help create that connection. Rather than assigning the same training to everyone, organizations should encourage employees to build plans that reflect both current responsibilities and long-term career aspirations.
McKinsey has identified a lack of career development as one of the leading reasons employees leave their organizations. Individual development plans help address that challenge by connecting learning to long-term career growth.
Some of the most valuable learning happens when it's embedded into day-to-day work. Deloitte recently observed that many organizations face less of a skills gap than an experience gap. Employees often understand concepts but haven't had enough opportunity to apply them.
Whether through stretch assignments, mentoring, cross-functional projects, or guided practice, learning becomes more valuable when employees can immediately apply what they've learned in their day-to-day responsibilities.
Regular feedback plays an important role as well. A thoughtful conversation after a challenging project or situation can reinforce learning in ways formal training cannot. Creating opportunities to exchange feedback strengthens development without requiring additional budget.
One of the most encouraging findings from our research is the relationship between preparation and workplace fulfillment. HR professionals who described their departments as completely prepared were nearly three times more likely to be what we call "HR Evangelists": professionals who enjoy working in HR, would recommend the profession to others, and aren't considering leaving the field. Our research team found that feeling prepared isn't simply associated with workplace fulfillment. It's one of the strongest drivers of it.
Professional development builds confidence, resilience, and engagement, making it one of the most practical investments organizations can make in both their people and their business.
Professional development looks different for every organization, and no single approach fits every team. But one principle remains consistent: learning should be intentional.
The organizations that build the strongest HR teams will be the ones that treat learning as a strategic investment, align it with business priorities, and make it part of everyday work.
The workplace will continue to evolve, and HR will continue to be asked to lead through that change. Organizations that embrace continuous learning will build teams that are more confident, more adaptable, and better prepared for whatever comes next.
Amy Schabacker Dufrane, Ed.D., SPHR, CAE, is CEO of HRCI, where she drives strategic conversations about building high-performing HR teams. An award-winning thought leader at the intersection of talent strategy and continuous learning, Dr. Dufrane is a celebrated keynote speaker on the human side of successful business strategy.