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.
Senator Mark Warner (D-VA) has introduced legislation establishing an artificial intelligence (AI) workforce transition fund to support training and education activities for workers impacted by AI. In the Senate, bipartisan paid family leave legislation has been introduced. The House Committee on Education and the Workforce held another in its series of hearings examining the impact of AI on the workforce. The Senate has confirmed James R. Macy as a member of the National Labor Relations Board (NLRB).
Senator Mark Warner (D-VA) introduced a bill (S. 5055) that would establish a National Workforce Transition Board to support training and education activities for workers, in response to the adoption of artificial intelligence (AI) and emerging technology. According to Senator Warner, the proposed National Workforce Transition Fund would “support worker retraining, portable training accounts, employer redeployment programs, tuition assistance for high-demand careers, better workforce data, and innovative approaches to help workers adapt as AI reshapes the economy.” The bill, which has been referred to the Committee on Finance, is part of several bills that comprise Senator Warner’s Framework for America’s AI Future that he details in a booklet he released.
The goal of the legislation is to assist workers, employers, and workforce development systems in dealing with the labor market transitions resulting from adoption of artificial intelligence and other emerging technologies by creating a temporary National Workforce Transition Fund. The fund would be administered by a National Workforce Transition Board chaired by the Secretary of Labor along with input from the Secretaries of Education and Commerce. Board members would be equally divided among employer, labor, and government representatives. The Board would give priority to activities to assist workers facing employment loss or labor market disruption resulting from AI implementation. Funding would be provided for programs that expand access to training services through individual training accounts, provide worker transition assistance, establish grants to employers for retention, redeployment, or transitioning, and support modernization of labor market systems to better measure any disruptions due to AI or emerging technologies. The Board would publish a federal workforce transition plan annually, administer the funds, and publish an annual report assessing the effectiveness of the fund.
The “More Paid Leave for More Americans Act” (S. 5017) has been introduced by Senator John Boozman (R-AR) and Senator Kirsten Gillibrand (D-NY). According to Senator Gillibrand, “By empowering states to create robust paid parental, caregiving, and medical leave programs, this bill would help protect Americans’ financial security and allow them the flexibility to deal with life’s emergencies without sacrificing their income.” The bill has been referred to the Committee on Health, Education, Labor, and Pensions. A companion bill (H.R. 3089) has been introduced in the House of Representatives by Representative Chrissy Houlahan (D-PA) and Representative Stephanie Bice (R-OK).
The bill would establish a three-year pilot grant program administered by the Department of Labor to states that enact a paid leave program that provides at least six weeks of paid leave for parental, medical, or caregiving reasons that offers a minimum of 50–67% wage replacement and is delivered by the state in partnership with a private entity such as an insurance company or benefits administrator. The bill also would establish the Interstate Paid Leave Action Network (I-PLAN) to coordinate paid leave benefits across participating states. States could receive conforming grants between $1.5 million and $8 million annually to participate in the I-PLAN plus an implementation grant to help with costs associated with aligning their state paid leave program with the I-PLAN requirements.
The House Committee on Education and the Workforce held a field hearing in Augusta, Georgia to examine “Building an AI-Ready America: How AI Is Creating Opportunities Across America’s Workforce.” This hearing is part of a series of hearings that the committee is holding to examine the impact of artificial intelligence (AI) on the workforce. Representative Rick Allen (R-GA) stated, “The potential for AI to create jobs, strengthen existing industries, and empower job creators is immense, but we must ensure that our policies encourage its responsible adoption, so that every worker can benefit from these advancements.” He called for better data on the impact of AI on the workforce and cautioned against unnecessary regulations that could “stifle innovation or undermine America’s competitiveness.”
Jeffrey Talbert, Ph.D., Professor and Department Chair, Medical College of Georgia at Augusta University, testified that “the healthcare industry can now provide direct evidence that AI can strengthen workforce performance, improve worker experience, preserve expertise, expand workforce capacity, and create new career opportunities when implemented as a workforce-support technology.” He believes that in healthcare, AI is changing job responsibilities but not eliminating occupations. He stated that AI’s most significant impact is “workforce redesign, reduction of administrative work and increased demand for human judgment, oversight, communication, and education.”
Tony Barlow, Vice President of Communications Workers of America Local 3204 and outside plant technician for AT&T, testified that AI has the potential to “displace workers, degrade job quality, and undermine service quality.” He believes that it is important for workers to have a voice in the implementation and use of AI in the workplace. He referenced a 2023 survey of almost 3,000 call center workers who reported that AI tools impacted their job quality negatively, increased stress, and did not improve customer service. He urged Congress to pass the No Robot Bosses Act (H.R. 6371, S. 4833) that would prohibit employers from making decisions concerning hiring, firing, or disciplinary actions solely based on automated software without meaningful human oversight.
James R. Macy was confirmed by the Senate as a member of the National Labor Relations Board (NLRB) for a five-year term that expires on August 27, 2030. Prior to becoming a member of the NLRB, Macy served as Director of the Office of Workers’ Compensation Programs and Acting Administrator of the Wage and Hour Division at the Department of Labor. He also practiced labor and employment law for more than four decades at several Milwaukee law firms. He received his B.A. from the University of Wisconsin-La Crosse and his J.D. from the University of Wisconsin Law School.
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.