In 2021, ** percent of white respondents reported having contingent work in the United States. This is compared to ** percent of Black respondents who reported the same. Contingent workers are those with temporary, freelance, or contract work who are paid according to hours worked and do not have the same benefits as regular employees.

In 2020, investing in remote workers became a priority for investments regarding general spending on information technology (IT) staff in 2021. Because of the COVID-19 pandemic, organizations are reevaluating their investments and expectations regarding employees working from home. Further, fewer organizations plan to increase investements and instead plan to reduce investments in outsourcing. This may be a consequence of the reduction of data centers.

This statistic shows the market size of the staffing and recruiting industry in the United States in 2018 and 2019 and gives a projection through 2021, broken down by category. In 2019, the market size of the U.S. temporary staffing segment was ***** billion U.S. dollars. Due to the coronavirus outbreak, this segment is forecasted to decrease to ***** billion U.S. dollars in 2020.

List of AMA (Employment Activities) employers with AMA participants aggregated by year and broken down by employee class, sector, employer address. Labour activities in the social economy started in April 2021, but we do not have full figures for 2021, so data is only available from 2022.Since participants may have several employees, summing up the number of participants in this dataset will not reflect the total number of unique participants.Differences with the figures in the annual report social economy can be explained in number of participants because they know another source, this dataset is based on data that companies themselves pass on to the WSE department, so that there may be no participants.

List of AMA (Employment Activities) employers with AMA participants aggregated by year and broken down by employee class, sector, employer address. Labour activities in the social economy started in April 2021, but we do not have full figures for 2021, so data is only available from 2022.Since participants may have several employees, summing up the number of participants in this dataset will not reflect the total number of unique participants.Differences with the figures in the annual report social economy can be explained in number of participants because they know another source, this dataset is based on data that companies themselves pass on to the WSE department, so that there may be no participants.

Reports on departmental staff numbers and costs. Monthly management information on staff numbers for the Northern Ireland Office. For workforce numbers, both payroll and non-payroll (contingent labour, including consultants) information is provided, split between full-time equivalents (FTE) and headcount, with payroll staff numbers mapped to standard Civil Service grades. Staffing numbers are as at the last day of the month for the reference month. Prior to 2021, spend data was published on GOV.UK at: transparency-and-freedom-of-information-releases-northern-ireland-office The published data is validated and released in CSV format and OGL-licensed for reuse. For more information about this series, see: https://www.gov.uk/guidance/how-to-publish-workforce-management-information

Between 2021 and 2022, the top recruitment lifecycle challenge for global staffing firms remained the same, with most respondents attributing sourcing as their main obstacle. Two new answers appeared in the 2022 survey owing to the end of COVID-19 restrictions in many workplaces that were back office administration and onboarding.

In 2023, the turnover rate for temporary and contract staff was *** percent, a decrease of **** percent when compared to the previous year. The turnover rate refers to the percentage of employees in a workforce who leave within a certain time period.

Presentation of the results of the 2021 Staffing and Non-Partisanship Survey for Federal Public Servants who are members of an employment equity group (except persons with disabilities)

The SNPS is an important tool for understanding public servants' perceptions of the public service staffing system as well as their awareness of their legal rights and responsibilities regarding political activities. The information gathered in the survey will be used to identify current and emerging trends at government-wide and organizational levels, to inform potential improvements to staffing policies and practices, and better target efforts to safeguard non-partisanship within the federal public service. The survey will provide vital information to managers, human resources advisors and Deputies to improve staffing within their own organizations, and to the Public Service Commission (PSC) on the staffing system as a whole. The information will also be used to support reporting to Parliament via the PSC's Annual Report.

The survey is conducted every two years.

Please visit the Public Service Commission’s 2021 Staffing and Non-Partisanship Survey interactive visualisation tool to that makes use of the data in this collection.

Overall, nearly ** percent of respondents stated that their company was understaffed in terms of their cybersecurity workforce in both 2023 and 2024, although ** percent of respondents declared their company was significantly understaffed in terms of cybersecurity in 2024, a slight increase compared to 2023. By contrast, only ***** percent of respondents stated that their company had a surplus of cybersecurity professionals.

The SNPS is an important tool for understanding public servants' perceptions of the public service staffing system as well as their awareness of their legal rights and responsibilities regarding political activities. The information gathered in the survey will be used to identify current and emerging trends at government-wide and organizational levels, to inform potential improvements to staffing policies and practices, and better target efforts to safeguard non-partisanship within the federal public service. The survey will provide vital information to managers, human resources advisors and Deputies to improve staffing within their own organizations, and to the Public Service Commission (PSC) on the staffing system as a whole. The information will also be used to support reporting to Parliament via the PSC's Annual Report. The survey is conducted every two years. Please visit the Public Service Commission’s 2021 Staffing and Non-Partisanship Survey interactive visualisation tool to that makes use of the data in this collection.

The annual net income of BG Staffing fluctuated considerably between 2015 and 2021. In 2021, the Dallas/Fort Worth-based staffing services company reported an annual net income of around **** million U.S. dollars, a sharp increase compared to the previous year.

As per cognitive market research, the healthcare workforce management software market is projected to experience significant growth. Healthcare Workforce Management System Market size was valued at around USD XX billion in 2024 and is anticipated to register a CAGR of over XX% between 2025 and 2033.

The North American healthcare workforce management software market size was USD XX Million in 2021 and it is expected to reach USD XX Million in 2033. The Europe healthcare workforce management software market size was USD XX Million in 2021 and it is expected to reach USD XX Million in 2033. The Asia Pacific healthcare workforce management software market size was USD XX Million in 2021 and it is expected to reach USD XX Million in 2033. The South America healthcare workforce management software market size was USD XX Million in 2021 and it is expected to reach USD XX Million in 2033. The Middle East and Africa healthcare workforce management software market size was USD XX Million in 2021 and it is expected to reach USD XX Million in 2033. Market Dynamics of Hospital Workforce Management Software Market

Key Drivers for Hospital Workforce Management Software Market

Growing Labor Expenses and Staffing Shortages: Healthcare institutions are dealing with growing labor costs and staffing shortages. By limiting turnover, cutting down on overtime, and optimizing staff allocation, workforce management (WFM) software helps keep costs under control without sacrificing patient care. Adoption of AI and Cloud-Based Solutions: By incorporating cloud computing and artificial intelligence (AI) into WFM systems, predictive analytics, scheduling automation, and decision-making are all improved, which results in more effective hospital operations. For instance, applied workforce management solutions in healthcare organizations to optimize scheduling and improve labor deployment. Their tools are known for enhancing operational efficiency and ensuring compliance with labor regulations. Transition to Value-Based Care: Effective resource use is required as volume-based care models give way to value-based care models. WFM software facilitates this by guaranteeing the best possible staffing levels, which enhances both operational effectiveness and patient outcomes. Growth in Telehealth Services: To properly manage distant and hybrid care models, telehealth needs scalable and adaptable workforce solutions.

Key Restraints for Hospital Workforce Management Software Market

High Implementation Costs: Adoption may be hampered by the initial outlay required to implement sophisticated WFM systems, especially for smaller healthcare facilities. Integration Difficulties: It can be difficult to integrate WFM software with current electronic health records (EHR) and hospital information systems (HIS), which could cause problems throughout the transition. Data Security and Privacy Issues: WFM systems' handling of private patient and employee data raises questions about data breaches. Moreover, As healthcare organizations increasingly move towards the cloud-based solutions, authorizing data security becomes even more critical. Strict data protection regulations, such as GDPR in Europe and HIPAA in the united states, require organizations to implement stringent security measures.

Key Trends for Hospital Workforce Management Software Market

AI-Driven Predictive Analytics: By integrating AI into WFM software, hospitals may anticipate demand and proactively allocate resources by using predictive modeling for staffing needs. Mobile and Self-Service Platforms: By giving healthcare employees more control over scheduling and time management, mobile applications and self-service portals improve job satisfaction and operational effectiveness. Emphasis on Employee Well-Being: In order to foster a healthy workplace and lower attrition rates, WFM systems are increasingly including tools that track employee workload and burnout levels. Global Market Expansion: As a result of emerging economies' investments in healthcare infrastructure, WFM solutions are being used more frequently to efficiently handle the rising needs of the healthcare industry. Introduction of healthcare workforce management software

A healthcare workforce management system, also known as workforce management software. A healthcare workforce management system is a software solution designed to optimiz...

The annual cost of services of BG Staffing decreased overall from 2015 to 2021, despite some fluctuations. In 2021, the Dallas/Fort Worth-based staffing services company reported annual cost of services to the value of over *** million U.S. dollars.

The Payroll Based Journal (PBJ) Nurse Staffing and Non-Nurse Staffing datasets provide information submitted by nursing homes including rehabilitation services on a quarterly basis. The View Data link above includes the hours staff are paid to work each day, for each facility, aggregated by staff reporting category. Examples of reporting categories include Director of Nursing, Administrative Registered Nurses, Registered Nursing, Administrative Licensed Practice Nurses, Licensed Practice Nurses, Certified Nurse Aides, Certified Medication Aides, and Nurse Aides in Training. There are also other non-nurse staff categories provided in the data such as Respiratory Therapist, Occupational Therapist, and Social Worker. The datasets also include a facility’s daily census calculated using the Minimum Data Set (MDS) submission. The Payroll Based Journal (PBJ) Employee Detail Nursing Home Staffing datasets and technical information have been moved to a new location. Note: This full dataset contains more records than most spreadsheet programs can handle, which will result in an incomplete load of data. Use of a database or statistical software is required.

India Minimum Daily Wage Rate: Odisha: Employment under any Government Authority (Casual Contingency Employee) data was reported at 315.000 INR in 2021. This records an increase from the previous number of 308.000 INR for 2020. India Minimum Daily Wage Rate: Odisha: Employment under any Government Authority (Casual Contingency Employee) data is updated yearly, averaging 246.750 INR from Dec 2014 (Median) to 2021, with 8 observations. The data reached an all-time high of 315.000 INR in 2021 and a record low of 150.000 INR in 2014. India Minimum Daily Wage Rate: Odisha: Employment under any Government Authority (Casual Contingency Employee) data remains active status in CEIC and is reported by Labour Bureau. The data is categorized under India Premium Database’s Labour Market – Table IN.GBE028: Minimum Daily Wage Rate: Minimum Wages Act, 1948: Odisha.

Monthly management information on staff numbers for the Northern Ireland Office. For workforce numbers, both payroll and non-payroll (contingent labour, including consultants) information is provided, split between full-time equivalents (FTE) and headcount, with payroll staff numbers mapped to standard Civil Service grades. Staffing numbers are as at the last day of the month for the reference month. Prior to 2021, spend data was published on GOV.UK at: transparency-and-freedom-of-information-releases-northern-ireland-office The published data is validated and released in CSV format and OGL-licensed for reuse. For more information about this series, see: https://www.gov.uk/guidance/how-to-publish-workforce-management-information