In 2023, China's labor force amounted to approximately 772.2 million people. The labor force in China indicated a general decreasing trend in recent years. As both the size of the population in working age and the share of the population participating in the labor market are declining, this downward trend will most likely persist in the foreseeable future. A country’s labor force is defined as the total number of employable people and incorporates both the employed and the unemployed population. Population challenges for China One of the reasons for the shrinking labor force is the Chinese one-child policy, which had been in effect for nearly 40 years, until it was revoked in 2016. The controversial policy was intended to improve people’s living standards and optimize resource distribution through controlling the size of China’s expanding population. Nonetheless, the policy also led to negative impacts on the labor market, pension system and other societal aspects. Today, China is becoming an aging society. The increase of elderly people and the lack of young people will become a big challenge for China in this century. Employment in China Despite the slowing down of economic growth, China’s unemployment rate has sustained a relatively low rate. Complete production chains and a well-educated labor force make China’s labor market one of the most attractive in the world. Working conditions and salaries in China have also improved significantly over the past years. Due to China’s leading position in terms of talent in the technology industry, the country is now attracting investment from some of the world’s leading companies in the high-tech sector.

In 2023, about ***** million people in China were estimated by the UN to be at a working age between 15 and 64 years. After a steep increase in the second half of the 20th century, the size of the working-age population reached a turning point in 2015 and figures started to decrease thereafter. Changes in the working-age population China's demographic development is characterized by a rapid change from a high fertility rate to a low one. This has caused the development of an arc shaped graph of the working age population: quickly increasing numbers before 2010, a gradual turn with a minor second peak until around 2027, and a steep decline thereafter. The expected second maximum of the graph results from the abolishment of birth control measures after 2010, which proved less successful in increasing birth figures than expected. The same turn can be seen in the number of people eligible for work, with an accelerated downturn in the years of the coronavirus pandemic, where many people left the labor force. It is very likely that the size of the labor force will rebound slightly in the upcoming years, but the extent of the rebound, which parallels the second maximum of the working age population, might be limited. China's labor market China's labor market was once defined by its abundant and cheap labor force, but competition for talent has been getting increasingly tense in recent years. This development is very likely to further intensify and extend itself into the less skilled ranks of the labor market. As the number of people who fall within the retirement age group is increasing and adding to the burden on the economy, steps to keep labor participation high are necessary. Raising the retirement age and providing incentives to stay in the labor force, are measures being implemented by Chinese government. Strategies to increase labor productivity would be ideal to mitigate the pressure on the Chinese economy, however, realizing such strategies is challenging.

Unemployment Rate in China remained unchanged at 5 percent in June. This dataset provides - China Unemployment Rate - actual values, historical data, forecast, chart, statistics, economic calendar and news.

In 2024, about 60.9 percent of the Chinese population was between 16 and 59 years old. Apart from the information given on broad age groups in this statistic, some more information is provided by a timeline for the age distribution and a population breakdown by smaller age groups. Demographic development in China China ranked as the second most populous country in the world with a population of nearly 1.41 billion as of mid 2024, surpassed only by India. As the world population reached more than eight billion in mid 2024, China represented almost one fifth of the global population. China's population increased exponentially between the 1950s and the early 1980s due to Mao Zedong's population policy. To tackle the problem of overpopulation, a one-child policy was implemented in 1979. Since then, China's population growth has slowed from more than two percent per annum in the 1970s to around 0.5 percent per annum in the 2000s, and finally turned negative in 2022. China's aging population One outcome of the strict population policy is the acceleration of demographic aging trends. According to the United Nations, China's population median age has more than doubled over the last five decades, from 18 years in 1970 to 37.5 years in 2020. Few countries have aged faster than China. The dramatic aging of the population is matched by slower growth. The total fertility rate, measuring the number of children a woman can expect to have in her life, stood at just around 1.2 children. This incremental decline in labor force could lead to future challenges for the Chinese government, causing instability in current health care and social insurance mechanisms. To learn more about demographic development of the rural and urban population in China, please take a look at our reports on population in China and aging population in China.

Contains data from the World Bank's data portal. There is also a consolidated country dataset on HDX.

Data here cover child labor, gender issues, refugees, and asylum seekers. Children in many countries work long hours, often combining studying with work for pay. The data on their paid work are from household surveys conducted by the International Labour Organization (ILO), the United Nations Children's Fund (UNICEF), the World Bank, and national statistical offices. Gender disparities are measured using a compilation of data on key topics such as education, health, labor force participation, and political participation. Data on refugees are from the United Nations High Commissioner for Refugees complemented by statistics on Palestinian refugees under the mandate of the United Nations Relief and Works Agency.

In 2024, the rate of surveyed unemployment in urban areas of China amounted to approximately 5.1 percent. The unemployment rate is expected to remain at 5.1 percent in 2025 and the following years. Monthly unemployment ranged at a level of around 5.3 percent in the first quarter of 2025. Unemployment rate in China In 2017, the National Statistics Bureau of China introduced surveyed unemployment as a new indicator of unemployment in the country. It is based on monthly surveys among the labor force in urban areas of China. Surveyed unemployment replaced registered unemployment figures, which were often criticized for missing out large parts of the urban labor force and thereby not presenting a true picture of urban unemployment levels. However, current unemployment figures still do not include rural areas.A main concern in China’s current state of employment lies within the large regional differences. As of 2021, the unemployment rate in northeastern regions of China was notably higher than in China’s southern parts. In Beijing, China’s political and cultural center, registered unemployment ranged at around 3.2 percent for 2021. Indicators of economic activities Apart from the unemployment rate, most commonly used indicators to measure economic activities of a country are GDP growth and inflation rate. According to an IMF forecast, GDP growth in China will decrease to about four percent in 2025, after five percent in 2023, depicting a decrease of more than six percentage points from 10.6 percent in 2010. Quarterly growth data published by the National Bureau of Statistics indicated 5.4 percent GDP growth for the first quarter of 2025.

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Workforce Analytics Market Size 2025-2029

The workforce analytics market size is forecast to increase by USD 3.27 billion, at a CAGR of 19.1% between 2024 and 2029.

The market is experiencing significant growth, driven by the increasing demand for efficient workforce management and recruitment. Companies are recognizing the value of leveraging data-driven insights to optimize their workforce, leading to increased adoption of workforce analytics solutions. Another key trend in the market is the growing use of mobile applications for workforce analytics, enabling real-time access to data and analytics from anywhere. However, the market also faces challenges, including the lack of a skilled workforce capable of effectively implementing and utilizing these advanced analytics tools. As the market continues to evolve, companies seeking to capitalize on opportunities and navigate challenges effectively must prioritize investments in workforce analytics solutions and focus on building a skilled workforce to maximize the value of their data.

What will be the Size of the Workforce Analytics Market during the forecast period?

Explore in-depth regional segment analysis with market size data - historical 2019-2023 and forecasts 2025-2029 - in the full report.
Request Free SampleThe market continues to evolve, driven by the ever-increasing importance of data-driven decision making in various sectors. Cost optimization, data visualization, and data warehousing are integral components of workforce analytics, enabling organizations to gain valuable insights from their workforce data. Process automation and employee development are also key areas of focus, as they help streamline operations and enhance employee skills. Performance management and organizational network analysis provide valuable insights into employee productivity and team dynamics. ETL processes and risk management ensure data accuracy and security, while recruitment optimization and career pathing facilitate effective talent acquisition and retention. Predictive modeling and sentiment analysis aid in anticipating workforce trends and employee sentiment, respectively. Data security and strategic workforce planning are essential for mitigating risks and ensuring long-term success. Machine learning and natural language processing are advanced technologies that are increasingly being adopted for data analysis and processing. Workforce analytics encompasses a range of applications, from compensation analysis and employee satisfaction to diversity and inclusion and leadership development. These areas are interconnected and evolve continuously, with new technologies and trends shaping the market landscape. The ongoing integration of these applications into comprehensive workforce analytics solutions enables organizations to optimize their workforce and gain a competitive edge.

How is this Workforce Analytics Industry segmented?

The workforce analytics industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD million' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments. End-userRetailBFSITelecom and ITHealthcareOthersApplicationLarge enterprisesSmall and medium sized enterpriseDeploymentCloudOn-premiseServiceConsulting ServicesSystem IntegrationManaged ServicesGeographyNorth AmericaUSCanadaEuropeFranceGermanyItalyUKAPACChinaIndiaJapanSouth KoreaRest of World (ROW)

By End-user Insights

The retail segment is estimated to witness significant growth during the forecast period.In today's dynamic business environment, retail organizations face increasing pressure to optimize their workforce to stay competitive. The retail industry's growth is driven by factors such as changing market economics, rising competition from e-commerce, and evolving customer demands. To meet these challenges, retailers are investing in their workforce, recognizing its crucial role in driving business success. Workforce optimization strategies encompass various approaches, including 360-degree feedback, organizational network analysis, and social network analysis, to enhance employee performance and engagement. Headcount planning, aided by cloud computing, enables retailers to manage their workforce effectively and adapt to seasonal fluctuations. Regression analysis, statistical analysis, and time series analysis help retailers identify trends and make data-driven decisions. Strategic workforce planning, succession planning, and talent acquisition are essential components of a robust workforce strategy. Employee development, cost optimization, data cleaning, and natural language processing are critical for maintaining a skilled and productive workforce. Data mining, ETL processes, data warehousing, and business intelligence provide valuable insights into workforce performance and trends. Retention strategies,

The China GSS is an annual or biannual questionnaire survey of China's urban and rural households aiming to monitor systematically the changing relationship between social structure and quality of life in urban and rural China. The objectives of the China GSS are: (1) to gather longitudinal data on social trends; (2) to address issues of theoretical and practical significance; and (3) to serve as a global resource for the international scholarly community. Includes: labour force activity, demographic variables, household size and composition, ethnicity of R and parents, mobility, dwelling, income, expenditures and facilities, education, military service, etc. 1 data file (1,000 logical records) & accompanying documentation (5 pdf files) in both English and Chinese characters.

The Chinese logistics industry, currently exhibiting a CAGR exceeding 2%, presents a significant growth opportunity. Driven by the nation's robust e-commerce expansion, increasing industrial output, and substantial infrastructure investments in transportation networks (high-speed rail, expanded port capacities), the market is poised for continued expansion. Key segments within the industry, such as transportation, warehousing, and value-added services catering to end-users in manufacturing, energy, and construction, are experiencing particularly strong growth. The presence of numerous large domestic players like Sinotrans and international logistics giants like Kuehne + Nagel highlights the industry's competitiveness and global integration. However, challenges remain, including potential labor shortages, escalating fuel costs, and the need for continuous technological upgrades to optimize efficiency and supply chain resilience. The forecast period (2025-2033) suggests a substantial increase in market value, fueled by government initiatives promoting infrastructure development and technological advancements within the logistics sector. The continued growth of e-commerce, particularly cross-border e-commerce, will drive demand for efficient last-mile delivery solutions. Furthermore, the increasing complexity of global supply chains, coupled with a need for greater transparency and traceability, creates opportunities for specialized logistics providers offering value-added services like inventory management and customs brokerage. Competition will intensify, requiring companies to adopt innovative strategies, such as automation and data analytics, to gain a competitive edge and meet the evolving needs of their clients. While the specific market size for 2025 is not provided, a logical estimate based on a CAGR above 2% from a prior year would place it in the billions of dollars range, given the scale of the Chinese economy and its logistics demands. Recent developments include: January 2023: Maersk and the administrative body of the Shanghai Free Trade Zone signed a land grant agreement late in December 2022 for the Lin-gang new area. This is the first green and smart flagship logistics center from Maersk to open in China. It has low or very low greenhouse gas emissions. The project will begin in the third quarter of 2024 and cost 174 million US dollars., January 2022: Members of the Ocean Alliance, CMA CGM, COSCO Shipping Lines, OOCL, and Evergreen have signed the Ocean Alliance Day 7 Product, which launches in January 2023. It has been announced that 26 dual-fuel, LNG-powered CMA CGM ships would be assigned to Ocean Alliance. The new product will feature a total of 353 containerships, of which 125 will be operated by the CMA CGM Group, 40 services, and an estimated total annual capacity of around 22.4 million TEUs. The launch of the new service will coincide with the entrance into force of the IMO's Carbon Intensity Indicator (CII) rating scheme, which has come under a lot of fire recently for not being fit for purpose.. Key drivers for this market are: 4., Increasing Usage of Renewable Energies Boosts Opportunities for Project Logistics Companies4.; Growth of E-commerce. Potential restraints include: 4., Cost - Intensive4.; Lack of Skilled Labor. Notable trends are: Wind power is expected to propel the demand for project logistics services through the forecast period.

The China Factory Automation and Industrial Controls market is experiencing robust growth, projected to reach a substantial size within the next decade. Driven by increasing automation needs across various end-user industries, particularly in oil and gas, chemical, and automotive sectors, the market exhibits a Compound Annual Growth Rate (CAGR) of 11.22%. This growth is fueled by several key factors: the government's ongoing initiatives to modernize manufacturing, the rising adoption of Industry 4.0 technologies (including IoT, AI, and big data analytics) to enhance efficiency and productivity, and the increasing demand for advanced control systems like DCS, PLC, and SCADA. Significant investments in infrastructure development and the expansion of manufacturing capabilities further propel market expansion. Competition is intense, with established global players like General Electric, Siemens, and Rockwell Automation alongside strong domestic Chinese companies vying for market share. The market is segmented by type (Industrial Control Systems and Field Devices) and end-user industry, indicating opportunities for specialized solutions catering to specific industry needs. Growth in the field devices segment is especially noteworthy, driven by the adoption of advanced sensors, robotics, and machine vision systems for improved process control and quality management. The market's future trajectory suggests continued strong growth, potentially exceeding initial projections, considering the ongoing digital transformation within Chinese industries. However, challenges exist. These include the need for skilled workforce development to manage and maintain complex automation systems, concerns about cybersecurity vulnerabilities in interconnected systems, and the potential for supply chain disruptions. Despite these challenges, the long-term outlook for the China Factory Automation and Industrial Controls market remains optimistic, driven by consistent government support and the continuous drive for enhanced manufacturing efficiency and competitiveness in the global market. The market's impressive CAGR signifies a substantial investment opportunity for both established and emerging players. Recent developments include: April 2024 - Valmet announced the launch of the next-generation distributed control system (DCS), the Valmet DNAe. It provides a solid platform for moving toward more digitalized, autonomous operations, helping customers thrive in the changing business environment. The system provides a familiar user interface for controls, analytics, configuration, and maintenance., November 2023 - Nio, one of China’s top three builders of premium EVs, announced that it aims to reduce its workforce by a third by 2027 as it rapidly replaces them with robots.. Key drivers for this market are: Growing Prominence of Automation Technologies Due to Declining Workforce. Potential restraints include: Growing Prominence of Automation Technologies Due to Declining Workforce. Notable trends are: The Distributed Control System Segment is Expected to Hold a Significant Market Share.

Please visit https://www.censtatd.gov.hk/en/EIndexbySubject.html?scode=200&pcode=D5250025 for the historical issues, related publications, concept, methods, definitions of terms, and notes of this dataset. User can download, distribute and reproduce free of charge for both commercial and non-commercial purposes subject to the Terms and Conditions of Use as stipulated under DATA.GOV.HK.

This brief outlines the socioeconomic implications of the aging population of the People's Republic of China. Hazards of population aging, and China’s position regarding aging are discussed. The challenges ahead are then outlined: sustaining inclusive economic growth, improving mobility and quality of the labour force, and strengthening safety nets. The brief concludes with policy directions for the PRC.

The size of the China Robotics Market was valued at USD 1.56 Billion in 2023 and is projected to reach USD 2.59 Billion by 2032, with an expected CAGR of 7.50% during the forecast period. The China robotics market is growing at a tremendous pace. In fact, advancements in automation and artificial intelligence are rapidly enhancing the demand for robotics from various industries, like the manufacturing sector, logistics, healthcare, and consumer electronics. As the single largest manufacturing hub for most goods in the world, China has widely adopted the use of industrial robots to achieve higher productivity, reduce labour costs, and improve operational efficiency in the automotive, electronics, and food processing industries, among others. The main trends include cobots that are designed to work alongside human workers to improve safety and productivity, AI and machine learning to make smarter automation solutions, and the growth of robotics applications in non-traditional sectors such as healthcare, agriculture, and retail. The Chinese government is also actively supporting the robotics industry through policies and initiatives to foster innovation, domestic manufacturing, and the adoption of Industry 4.0 technologies. The market challenges, therefore, include a highly qualified workforce needed to operate and maintain sophisticated robotics systems, high initial investment costs, and integration complexities with legacy manufacturing systems. There are opportunities, however, in the increasing demand for robotics applications in service sectors, the move toward smart manufacturing, and China's effort to lead in next-generation technologies such as AI and autonomous robotics. Notable trends are: Growing requirement for automation and safety in businesses is driving the market growth.

Abstract

This research was carried out in China between December 2011 and February 2013. Data was collected from 2,700 privately-owned and 148 state-owned firms.

The objective of Enterprise Surveys is to obtain feedback from businesses on the state of the private sector as well as to help in building a panel of enterprise data that will make it possible to track changes in the business environment over time, thus allowing, for example, impact assessments of reforms. Through interviews with firms in the manufacturing and services sectors, the survey assesses the constraints to private sector growth and creates statistically significant business environment indicators that are comparable across countries.

Usually Enterprise Surveys focus only on private companies, but in China, a special sample of fully state-owned establishments was included as this is an important part of the economy. Data on 148 state-owned enterprises is provided separately from the data of 2,700 private sector firms. To maintain comparability of the China Enterprise Surveys to surveys conducted in other countries, only the dataset of privately sector firms should be used.

Geographic coverage

Twenty-five metro areas: Beijing (municipalities), Chengdu City, Dalian City, Dongguan City, Foshan City, Guangzhou City, Hangzhou City, Hefei City, Jinan City, Luoyang City, Nanjing City, Nantong City, Ningbo City, Qingdao City, Shanghai (municipalities), Shenyang City, Shenzhen City, Shijiazhuang City, Suzhou City, Tangshan City, Wenzhou City, Wuhan City, Wuxi City, Yantai City, Zhengzhou City.

Analysis unit

The primary sampling unit of the study is an establishment.The establishment is a physical location where business is carried out and where industrial operations take place or services are provided. A firm may be composed of one or more establishments. For example, a brewery may have several bottling plants and several establishments for distribution. For the purposes of this survey an establishment must make its own financial decisions and have its own financial statements separate from those of the firm. An establishment must also have its own management and control over its payroll.

Universe

The whole population, or universe of the study, is the non-agricultural economy of firms with at least 5 employees and positive amounts of private ownership. The non-agricultural economy comprises: all manufacturing sectors according to the group classification of ISIC Revision 3.1: (group D), construction sector (group F), services sector (groups G and H), and transport, storage, and communications sector (group I). Note that this definition excludes the following sectors: financial intermediation (group J), real estate and renting activities (group K, except sub-sector 72, IT, which was added to the population under study), and all public or utilities sectors.

Kind of data

Sample survey data [ssd]

Sampling procedure

The sample for China ES was selected using stratified random sampling. Three levels of stratification were used in this country: industry, establishment size, and region.

Industry stratification was designed in the following way: the universe was stratified into 11 manufacturing industries and 7 services industries as defined in the sampling manual. Each manufacturing industry had a target of 150 interviews. Sample sizes were inflated by about 20% to account for potential non-response cases when requesting sensitive financial data and also because of likely attrition in future surveys that would affect the construction of a panel. Note that 100% government owned firms are categorized independently of their industrial classification. The 148 surveyed state-owned enterprises were categorized as a separate sector group to preserve the representativeness of other sector groupings for the private economy.

Size stratification was defined following the standardized definition for the rollout: small (5 to 19 employees), medium (20 to 99 employees), and large (more than 99 employees). For stratification purposes, the number of employees was defined on the basis of reported permanent full-time workers. This seems to be an appropriate definition of the labor force since seasonal/casual/part-time employment is not a common practice, except in the sectors of construction and agriculture.

Regional stratification was defined in twenty-five metro areas: Beijing (municipalities), Chengdu City, Dalian City, Dongguan City, Foshan City, Guangzhou City, Hangzhou City, Hefei City, Jinan City, Luoyang City, Nanjing City, Nantong City, Ningbo City, Qingdao City, Shanghai (municipalities), Shenyang City, Shenzhen City, Shijiazhuang City, Suzhou City, Tangshan City, Wenzhou City, Wuhan City, Wuxi City, Yantai City, Zhengzhou City.

The sample frame was obtained by SunFaith from SinoTrust.

The enumerated establishments were then used as the frame for the selection of a sample with the aim of obtaining interviews at 3,000 establishments with five or more employees. The quality of the frame was assessed at the onset of the project through calls to a random subset of firms and local contractor knowledge. The sample frame was not immune from the typical problems found in establishment surveys: positive rates of non-eligibility, repetition, non-existent units, etc.

Given the impact that non-eligible units included in the sample universe may have on the results, adjustments are needed when computing the appropriate weights for individual observations. The percentage of confirmed non-eligible units as a proportion of the total number of sampled establishments contacted for the survey was 31% (6,485 out of 20,616 establishments).

Mode of data collection

Face-to-face [f2f]

Research instrument

The following survey instruments are available: - Services Questionnaire, - Manufacturing Questionnaire, - Screener Questionnaire.

The Services Questionnaire is administered to the establishments in the services sector. The Manufacturing Questionnaire is built upon the Services Questionnaire and adds specific questions relevant to manufacturing.

The standard Enterprise Survey topics include firm characteristics, gender participation, access to finance, annual sales, costs of inputs/labor, workforce composition, bribery, licensing, infrastructure, trade, crime, competition, capacity utilization, land and permits, taxation, informality, business-government relations, innovation and technology, and performance measures. Over 90% of the questions objectively ascertain characteristics of a country’s business environment. The remaining questions assess the survey respondents’ opinions on what are the obstacles to firm growth and performance.

Cleaning operations

Data entry and quality controls are implemented by the contractor and data is delivered to the World Bank in batches (typically 10%, 50% and 100%). These data deliveries are checked for logical consistency, out of range values, skip patterns, and duplicate entries. Problems are flagged by the World Bank and corrected by the implementing contractor through data checks, callbacks, and revisiting establishments.

Response rate

The number of contacted establishments per realized interview was 7.24. This number is the result of two factors: explicit refusals to participate in the survey, as reflected by the rate of rejection (which includes rejections of the screener and the main survey) and the quality of the sample frame, as represented by the presence of ineligible units. The number of rejections per contact was 0.55.

Item non-response was addressed by two strategies: a- For sensitive questions that may generate negative reactions from the respondent, such as corruption or tax evasion, enumerators were instructed to collect the refusal to respond as a different option from don’t know. b- Establishments with incomplete information were re-contacted in order to complete this information, whenever necessary.

Survey non-response was addressed by maximizing efforts to contact establishments that were initially selected for interview. Attempts were made to contact the establishment for interview at different times/days of the week before a replacement establishment (with similar strata characteristics) was suggested for interview. Survey non-response did occur but substitutions were made in order to potentially achieve strata-specific goals.

Revenue for the Cargo Handling industry is expected to grow an annualized 0.1% over the five years through 2023, to total $18.0 billion. In 2023, as the Chinese government liberalizes its control over the COVID-19 pandemic, the domestic market will resume growth. Additionally, the total domestic freight volume is expected to increase 4.2% in 2023. The downstream manufacturing and construction sectors were seriously affected by the COVID-19 outbreak in the first half of 2020, pushing down industry revenue.Due to the substantial number of small and provisional firms in the industry, profit margins are low. Industry profits will account for an estimated 6.2% of revenue in 2023. Companies with good technology and competent management often benefit from higher profit. In recent years, rising labor costs have resulted in some negative effects on industry profit.An increasing number of foreign competitors have been putting pressure on domestic companies to improve service quality and efficiency. Many local firms operate with low automation and machinery, and still rely on manual labor. To help address these problems, the state government has introduced several new policies to improve cargo handling services quality and increase professional development.The implementation of the One Belt and One Road strategy, and growing downstream market demand and support policies, industry revenue is anticipated to grow an annualized 3.5% over the five years through 2028, to reach $21.4 billion. In addition, regulations and national industry standards aimed at improving enterprises' competitiveness are likely to be implemented in the near future.

According to the Seventh National Chinese Population Census, the age dependency ratio in China increased to 46.5 percent in 2023. This meant that for every 100 people of working age, more than 46 seniors and children had to be supported. Age dependency ratio The age dependency ratio denotes the relationship between economically dependent age groups (people who are either too old or too young to work) to those of working age. Those who are defined as being able to work, according to the source, are people between the ages of 15 and 64. The dependency ratio indicates how great a burden is placed on those of working age by those of non-working age. In international comparison, China has a relatively low age dependency ratio, when compared to age dependency in G20 countries or other countries in the Asia Pacific region. Development in China In the past two decades, China’s economy has profited from a relatively low dependency ratio. In combination with a growing working age population, these were the two main demographic causes for China’s large and cheap labor force. However, the dependency ratio has been falling since the 1970s, mainly because of lower birth rates and a resulting decrease of child dependency. This led the age dependency ratio to reach a historic low between 2005 and 2017, when it fell to levels below 40 percent. A turning point had been reached around the year 2010, when the effects of declining child dependency were neutralized by growing old-age dependency. This rapid aging of the population is the other side of the coin of decades of low birth rates, which will pose great challenges to Chinese society in the future.

Objectives: Mental healthcare has gained momentum and significant attention in China over the past three decades. However, many challenges still exist. This survey aimed to investigate mental health resources and the psychiatric workforce in representative top-tier psychiatric hospitals in China.Methods: A total of 41 top-tier psychiatric hospitals from 29 provinces participated, providing data about numbers and types of psychiatric beds, numbers of mental health professionals, outpatient services and hospitalization information covering the past 3 years, as well as teaching and training program affiliation.Results: Significant variations were found among participating hospitals and across different regions. Most of these hospitals were large, with a median number of psychiatric beds of 660 (range, 169-2,141). Child and geriatric beds accounted for 3.3 and 12.6% of all beds, respectively, and many hospitals had no specialized child or geriatric units. The overall ratios of psychiatrists, psychiatric nurses, and psychologists per bed were 0.16, 0.34, and 0.03, respectively. More than 40% of the hospitals had no clinical social workers. Based on the government's staffing guidelines, less than one third (31.7%) of the hospitals reached the lower limit of the psychiatric staff per bed ratio, and 43.9% of them reached the lower limit of the nurse per bed ratio.Conclusion: Although some progress has been made, mental health resources and the psychiatric workforce in China are still relatively insufficient with uneven geographical distribution and an acute shortage of psychiatric beds for children and elderly patients. In the meantime, the staffing composition needs to be optimized and more psychologists and social workers are needed. While addressing these shortages of mental health resources and the workforce is important, diversifying the psychiatric workforce, promoting community mental health care, and decentralizing mental health services may be equally important.

China is the largest labor force market in the world. China’s economic prosperity wouldn’t exist without the large number of people working in this country. With increasing living standards and growing inflation, the wages of employees in China are increasing as well. As of 2022, average wages in China increased to ******* yuan from ****** yuan in 2012. Wage gap between regions The wages vary in China depending on sector, position, gender and region like in any other country. Since China’s different regions have developed unequally, the wage gaps between people working in different regions can also be very large. This is a reason for no single minimum wage being set for the entire nation. The local governments set minimum wages based on local living standards. Considering the city tier, the wage standards are higher in cities with higher rankings. ******** and ******* have the highest minimum wage standards in China. Although the minimum wages in China have been increasing, the standards are still lower than in developed countries. Challenges of increasing labor costs Increasing wages also make the labor force market less attractive. Affected by increasing labor costs and the China-United States trade war, many companies are transferring their investment destinations, especially in the manufacturing sector. Local governments are also taking measures to ensure the living costs remain at a reasonable level to retain companies and employees. These measures include regulating the residential housing market more strictly.

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Workforce Management Software Market Size 2025-2029

The workforce management software market size is forecast to increase by USD 3.67 billion, at a CAGR of 8.4% between 2024 and 2029.

The market is driven by the increasing regulatory compliance requirements for managing employee hours and attendance. With the growing emphasis on ensuring labor law adherence and productivity optimization, businesses are turning to advanced workforce management solutions. Additionally, the adoption of digital HR technology is on the rise, as organizations seek to streamline processes and enhance operational efficiency. However, the implementation and maintenance costs associated with these systems pose a significant challenge for smaller businesses and organizations with limited budgets. Navigating this expense while maximizing the benefits of workforce management software will require strategic planning and cost management initiatives. Companies must also stay updated on the latest technology trends and regulatory changes to effectively capitalize on market opportunities and mitigate potential challenges.

What will be the Size of the Workforce Management Software Market during the forecast period?

Explore in-depth regional segment analysis with market size data - historical 2019-2023 and forecasts 2025-2029 - in the full report.
Request Free SampleThe market continues to evolve, offering dynamic solutions that seamlessly integrate various functionalities to cater to the diverse needs of businesses across sectors. These solutions encompass employee training, workforce planning, scheduling, compliance tracking, return on investment, data security, key performance indicators, task management, absence management, and shift bidding. Employee training and onboarding are essential components, ensuring a skilled and productive workforce. Workforce planning and scheduling facilitate efficient resource allocation and optimize labor costs. Compliance tracking and data security safeguard business operations and protect sensitive information. Key performance indicators, task management, and absence management enable real-time monitoring and proactive management of workforce performance. Shift bidding and scheduling provide flexibility while maintaining regulatory compliance. Return on investment analysis and reporting and dashboards offer valuable insights into the effectiveness of workforce management strategies. Integration with HR systems, payroll, and project management tools streamlines processes and enhances operational efficiency. Mobile workforce management and biometric authentication offer flexibility and enhanced security. Predictive scheduling and time off management promote employee engagement and retention. The ongoing market activities reveal a dynamic and evolving landscape, with continuous innovation and integration of advanced technologies such as API integration, cloud-based solutions, and AI-driven predictive analytics. These advancements enable businesses to optimize workforce management, improve productivity, and enhance overall organizational performance.

How is this Workforce Management Software Industry segmented?

The workforce management software industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD million' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments. End-userIT and telecomBFSIHealthcareManufacturingRetailGovernment and Public SectorEducationTransportation and LogisticsHospitalityOthersDeploymentCloud basedOn-premisesHybridTypeWorkforce schedulingWorkforce analyticsTime and attendance managementPerformance and goal managementAbsence and leave managementTask ManagementEmployee Self-Service (ESS)Fatigue ManagementPayroll IntegrationOthersOrganization SizeSmall and Medium Enterprises (SMEs)Large EnterprisesComponentSoftwareServicesGeographyNorth AmericaUSCanadaEuropeFranceGermanyUKAPACChinaJapanSouth KoreaRest of World (ROW)

By End-user Insights

The it and telecom segment is estimated to witness significant growth during the forecast period.In the dynamic IT and telecom sector, companies are prioritizing the effective management of their workforce to meet both short- and long-term objectives. Leveraging workforce management software is a key strategy to optimize human capital and enhance business functions. This includes automated timekeeping and attendance management, employee onboarding, productivity tracking, API integration, employee engagement, gps tracking, cloud-based solutions, employee training, workforce planning, employee scheduling, compliance tracking, and return on investment. Data security and key performance indicators are also crucial elements, ensuring efficient task management, absence management, shift bidding, real-time monitoring, and performance management. Talent acquisition, succession plann

The China Autonomous Material Handling Equipment market is experiencing robust growth, fueled by the country's burgeoning e-commerce sector, increasing automation across industries, and government initiatives promoting technological advancement. With a Compound Annual Growth Rate (CAGR) of 15.80% between 2019 and 2024, the market is projected to maintain significant momentum through 2033. Key drivers include the need for enhanced efficiency and productivity in logistics and manufacturing, labor shortages, and the rising demand for improved safety in warehouse and factory environments. The market is segmented by product type (hardware, software, services), equipment type (AGVs, AMRs, ASRS, conveyors, palletizers, sortation systems), and end-user vertical (airport, automotive, food and beverage, retail, general manufacturing, pharmaceuticals, post and parcel). The significant adoption of Automated Guided Vehicles (AGVs) and Autonomous Mobile Robots (AMRs) is a major contributor to market expansion, particularly in the manufacturing and logistics sectors. Furthermore, increasing investments in warehouse automation and the growing popularity of e-commerce are pushing the demand for advanced material handling solutions like Automated Storage and Retrieval Systems (ASRS). The competitive landscape is characterized by both established players and emerging companies. While specific market size figures for individual years are not provided, given the 15.80% CAGR and a base year of 2025, a reasonable estimation suggests significant expansion. For instance, if the 2025 market size is estimated at (let's assume) $5 billion USD (this is an example to illustrate the methodology, not a precise figure based on the provided data), the market size in 2033 could project to approximately $16 billion USD (based on compound growth calculation). However, this is an approximation and accurate data requires deeper market research. Challenges remain, including high initial investment costs for automation technologies and the need for skilled workforce to implement and maintain these systems. Despite these restraints, the long-term outlook for the China Autonomous Material Handling Equipment market remains exceptionally positive, driven by persistent demand for enhanced efficiency and automation across various sectors. Recent developments include: November 2020 - A Chinese 32,000-square-foot warehouse belonging to e-commerce giant Alibaba successfully increased its production rate by 300 percent by incorporating robots into the workflow. These artificially intelligent indoor driving robots were made by Quicktron, a Shanghai-based startup founded in 2014., January 2021 - Japan's Yaskawa Electric invested YEN 4 billion to YEN 5 billion to build a plant on a 90,000-sq.-meter plot in Changzhou, Jiangsu Province, where it plans to start making servomotors and controllers for industrial robots in fiscal 2022.. Key drivers for this market are: Increasing technological advancements aiding market growth, Industry 4.0 investments driving the demand for automation and material handling; Rapid growth of Smart manufacturing. Potential restraints include: Increasing technological advancements aiding market growth, Industry 4.0 investments driving the demand for automation and material handling; Rapid growth of Smart manufacturing. Notable trends are: AGV to Register Highest CAGR.