The HR professional services market is segmented By Provider Type (Consulting Companies, Software-as-a-Service Companies), By Function Type (Recruitment And Talent Acquisition, Benefits And Claims Management, Workforce Planning and Analytics, Payroll And Compensation Management, and Other Functions), By End User Industry (BFSI, Healthcare, IT and telecom, Manufacturing, Retail, Government, and Other Industries), by Geography (North America, Europe, Asia-Pacific, Latin America, and Middle East and Africa). The report offers Market size and forecasts for HR Professional Services Market in value (USD Million) for all the above segments.

Abstract

The survey was one of three components of a World Bank project implemented to provide information on the size and composition of the civil service, improve systems and control mechanisms, institutional capacity, and provide information on policy-formulation and decision-making processes. Other components included a census of Guatemalan civil servants and contractors, and the continuous updating and use of this information to strengthen checks and improve transparency, and a new policy framework aimed at strengthening the institutional capacity of the Guatemalan civil service.

The aim of the survey was to assess the characteristics and quality of human resource management in the public administration, as well as to capture the attitudes, motivations, and experiences of public officials. In particular, the survey focused on the priority areas for reform identified by the Government of Guatemala and the World Bank. The data collected was used to support the World Bank’s diagnostic of key problem areas in the human resource management of the public administration in Guatemala. It was used to inform the design of institution-level interventions, as well as the new public policy framework.

Geographic coverage

The target population were civil servants across 18 institutions in Guatemala at the central, and their respective departmental and municipal branches.

Analysis unit

Public servants (managers and non-managers) across 18 institutions in Guatemala at the central, and their respective departmental and municipal branches.

Kind of data

Aggregate data [agg]

Sampling procedure

The sample frame used comes from the frame used for the Human Resources National Census. It has the list of positions in all the units of the 18 institutions selected for this study. The sample size for the managerial level was calculated with a 95% confidence level and a 5% margin error for each institution. For the non-managers, it was calculated with the same confidence level and margin error. The sample sizes are adjusted so the sample would have an even number for each study domain for the experiment which will assign a different questionnaire to half of the respondents.

Mode of data collection

Computer Assisted Personal Interview [capi]

Research instrument

The survey questionnaire comprises following modules: 1- Pre-interview questions, 2- Demographic and work history information, 3- Management practices, 4- Performance evaluation, 5- perceptions about discrimination, 6- Human resources management practices, 7- Perceptions of the national office of the civil service, 8- Perception of acts of corruption, and 9- Review of surveys.

The questionnaire was prepared in English and Spanish.

Response rate

Response rate was 96%.

Global Core HR Software Market size valued at US$ 10.43 Billion in 2023, set to reach US$ 21.95 Billion by 2032 at a CAGR of 8.62% from 2024 to 2032.

In 2013, the first physicians arrived for the More Doctors Program. The process of implementation was engulfed in legal disputes and ideological conflicts sparked by Brazilian physicians and their representative associations. The initiative to create the program was seen by the medical associations as a unilateral measure of the federal government, lacking in planning and designed to win votes. This paper presents the historical process that gave rise to the program, highlighting the tension between the government and medical associations. It is an exploratory study with biographical and documental research. Through analyzing data and national and international trends, as well as statements from physicians and their representative associations, it can be inferred that the program is not understood in its entirety, which goes beyond the immediate provision of physicians. In addition, the regulatory role of the State, in its responsibility to comply with the Federal Constitution, is being misinterpreted as undermining the autonomy of the medical profession.

Global HR Software Market size was worth around USD 18.54 billion in 2023 and is predicted to grow to around USD 52.24 billion by 2032, a CAGR of 12.20%.

Argentina AR: Government Researchers: % of National Total data was reported at 49.973 % in 2022. This records a decrease from the previous number of 50.118 % for 2021. Argentina AR: Government Researchers: % of National Total data is updated yearly, averaging 46.024 % from Dec 1997 (Median) to 2022, with 26 observations. The data reached an all-time high of 50.720 % in 2017 and a record low of 35.724 % in 1997. Argentina AR: Government Researchers: % of National Total data remains active status in CEIC and is reported by Organisation for Economic Co-operation and Development. The data is categorized under Global Database’s Argentina – Table AR.OECD.MSTI: Number of Researchers and Personnel on Research and Development: Non OECD Member: Annual.

In Argentina, the coverage of the business enterprises was expanded in 2015. BERD data are derived from a new survey from 2009. Since 1997, data for human resources relate to R&D. Before that, human resources data were expressed in terms of Science and Technology Activities (STA), involving R&D and diffusion activities of S&T (library services, training services, conferences, etc.). These have not been transferred to the OECD database. Since 2002, the source of funds data for private non-profit organisations, universities and S&T public organisations are requested for R&D. Before 2002, these sources of funds data were requested in terms of STA. These data were converted into R&D by means of a coefficient for each sector of performance. The main source of funds for science and technology activities in Argentina is the National Budget.

COVID-19 is a global pandemic. In response to this unprecedented crisis, Chinese government formulated a series of policies. This research is dedicated to exploring the dynamic evolution of China’s policy mix in response to COVID-19 in different crisis response stages from a network perspective. First, a three-dimensional analysis framework of “policy subject-policy target-policy instrument” was developed. Then, based on the data sets collected by textual analysis, the dynamic evolution of policy subject, policy target, policy instrument in China’s policy mix in response to COVID-19 was discussed by using the method of SNA. This study concluded that the core policy subject, policy instrument, and policy target of China’s response to COVID-19 changed with time. National Health Commission (NHC), Ministry of Finance (MOF), Ministry of Transport (MOT) and Ministry of Human Resources and Social Security (MHRSS) have important influences in the network of policy subjects. Other subjects are more at the edge of the network, and there are few joint issuances among policy subjects. The study also found that the core policy target was adjusted over time, with phased dynamic characteristics. At the initial stage of China’s response to COVID-19, “reduce infection and mortality” and “steadily carry out economic and social work” were the core policy targets. With the COVID-19 under control, “enterprise development and work resumption” becomes a new core policy target. In addition, this study also revealed the dynamic evolution and unbalanced use of China’s policy instruments in response to COVID-19 in different stages. The combination of policy instruments is mainly composed of “mandatory administration instruments” and “economic incentive instruments”, and supplemented by “health promotion instruments” and “voluntary plan instruments”. These findings may enrich the literature on COVID-19 policy to help researchers understand the dynamics of policy from a network perspective. Moreover, these findings may provide several valuable implications for policymakers and other countries to formulate more effective policies for epidemic response.

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Benefits Administration Service Market Size 2024-2028

The benefits administration service market size is forecast to increase by USD 144.7 billion at a CAGR of 3.09% between 2023 and 2028. The market is witnessing significant growth due to the increasing importance of HR systems and HRIS in managing employee benefits. Compliance requirements and administrative tasks continue to be a challenge for organizations, leading to a high administrative overhead and potential for manual errors. To address these issues, there is a growing trend towards streamlining processes through automation. Customization options in HR systems enable employee happiness and engagement, making it essential for businesses to adopt advanced solutions. Despite the benefits, the high cost of software acquisition and implementation remains a barrier for some organizations. In summary, the market is driven by the need for efficient benefits administration, increasing business process automation, and employee satisfaction, while challenges include cost and compliance complexities.

What will be the Size of the Market During the Forecast Period?

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Employee benefits administration refers to the process of managing and overseeing various benefits programs offered by businesses to their employees. These programs include health insurance, retirement plans, wellness initiatives, and other employee benefit management solutions. The effective administration of these programs is crucial for maintaining positive employee-management relations and ensuring HR-related tasks are handled efficiently. The importance of employee benefits administration services lies in their ability to streamline HR processes, improve communication, and ensure compliance with various regulations. By implementing advanced software platforms, businesses can automate eligibility management, plan customization, and compliance tracking.

Market Segmentation

The market research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2024-2028, as well as historical data from 2018-2022 for the following segments.

Service Type

  Core benefits administration
  Ancillary benefits administration
  Integrated benefits administration


End-user

  Employers
  Insurance companies
  Government agencies
  Third-party administrators (TPAs)
  Brokers and consultants


Geography

  North America

    Canada
    US


  Europe

    Germany
    UK
    Italy


  APAC

    China
    India
    Japan


  Middle East and Africa

    South Africa


  South America

    Brazil

By Service Type Insights

The core benefits administration segment is estimated to witness significant growth during the forecast period.In the market, the health insurance segment plays a pivotal role, enabling organizations to effectively manage healthcare benefits for their employees on a global scale. The demand for comprehensive benefits administration solutions is on the rise, as companies and insurance providers aim to simplify the enrollment and management process for health insurance plans. Integrated platforms are becoming increasingly popular, offering features such as decision support tools, personalized health insurance recommendations, and easy access to crucial information to help individuals make informed choices regarding their coverage. These platforms provide employers with control over security and patch management, ensuring the protection of sensitive data.

Customization options cater to the unique needs of small agencies and businesses, making it a long-term investment for efficient HR-related tasks and employee-management relations. Access to these services is available on a regular basis, ensuring the smooth running of benefits administration processes.

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The Core benefits administration segment accounted for USD 385.10 billion in 2018 and showed a gradual increase during the forecast period.

Regional Insights

North America is estimated to contribute 29% to the growth of the global market during the forecast period. Technavio's analysts have elaborately explained the regional trends and drivers that shape the market during the forecast period.

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In North America, the employee benefit administration market holds significant significance due to the increasing digitalization trend and the increasing demand for cost-effective solutions. Companies are increasingly adopting cloud-based benefits administration systems to streamline their workforce management and foster growth and profitability. The employment rate in North America, especially in the US, is on the rise, leading to a higher need for benefits administration services to manage the workforce efficiently. These

Argentina AR: General University Funds: % Of Civil GBARD data was reported at 2.516 % in 2012. This records a decrease from the previous number of 3.174 % for 2011. Argentina AR: General University Funds: % Of Civil GBARD data is updated yearly, averaging 11.961 % from Dec 1996 (Median) to 2012, with 17 observations. The data reached an all-time high of 17.784 % in 2000 and a record low of 2.516 % in 2012. Argentina AR: General University Funds: % Of Civil GBARD data remains active status in CEIC and is reported by Organisation for Economic Co-operation and Development. The data is categorized under Global Database’s Argentina – Table AR.OECD.MSTI: Government Budgets for Research and Development: Non OECD Member: Annual.

In Argentina, the coverage of the business enterprises was expanded in 2015. BERD data are derived from a new survey from 2009. Since 1997, data for human resources relate to R&D. Before that, human resources data were expressed in terms of Science and Technology Activities (STA), involving R&D and diffusion activities of S&T (library services, training services, conferences, etc.). These have not been transferred to the OECD database. Since 2002, the source of funds data for private non-profit organisations, universities and S&T public organisations are requested for R&D. Before 2002, these sources of funds data were requested in terms of STA. These data were converted into R&D by means of a coefficient for each sector of performance. The main source of funds for science and technology activities in Argentina is the National Budget.

The Relational Database Software Market size was estimated at USD 21.97 Billion in 2024 and is projected to reach USD 45.23 Billion by 2031, growing at a CAGR of 9.4 % from 2024 to 2031

Global Relational Database Software Market Drivers

Rising Demand for Efficient Data Management: Organizations across industries are generating and collecting ever-increasing volumes of data. This necessitates efficient and secure data management solutions. Relational databases, with their structured format and robust querying capabilities, offer a valuable tool to organize, manage, and analyze this data, leading to increased demand for this software.

Cloud Adoption and Scalability: The proliferation of cloud computing has significantly impacted the relational database market. Cloud-based database solutions offer scalability, flexibility, and reduced IT infrastructure burden for businesses. This makes them particularly attractive for small and medium-sized enterprises (SMEs) and facilitates easier data access for geographically dispersed teams.

Growing Importance of Data Security and Compliance: Data breaches and cyberattacks pose significant threats to businesses. Relational database software vendors are constantly innovating to enhance security features like encryption and access controls. Additionally, stringent data privacy regulations like GDPR and CCPA are driving the need for compliant data storage and management solutions, further propelling the market for secure relational databases.

Global Data Fusion Market market size valued at US$ 16.95 Billion in 2023, set to reach US$ 76.04 Billion by 2032 at a CAGR of about 16.2% from 2024 to 2032.

Transforming productivity and growth are central concerns of governments and other stakeholders in the advanced nations. Supporting employees to innovate is a key theme in discussions of the role of the workplace in improving productivity, articulated in the UK Government Industrial Strategy (HM Government 2017) and as a theme for researchers exploring performance-enhancing HR strategies (Shipton 2017) and workplace innovation practices (Findlay et al. 2016a). Choices around management practices are central to how employees’ experience work; and this research proposes that the interaction of workplace and job design practices create or limit innovative work climates that in turn impact on employees’ engagement and capacity to innovate, a core driver of productivity improvement. This research centres on the need to better theorise, understand and measure how workplace practices are selected and shape employee responses (behaviours and attitudes), and how these deliver outcomes of value to businesses, employees and society. Better conceptual framing, analysis and evidence are crucial to influencing business and to designing interventions that support the adoption of better business practices and improved innovation outcomes. The core research thesis is that business characteristics and management practices associated with workplace innovation – such as decentralised organisational structures, wider information sharing, supporting enterprising behaviours, and HR practices that reward creativity and bounded risk-taking – can help develop resource-rich jobs and innovative work climates associated with higher work engagement and innovative work behaviours. The research adopts an innovative, multi-disciplinary approach to exploring the relationships between (a) factors shaping management support for workplace practices that contribute to an innovative work climate, (b) workplace practices and job design features (job demands and resources) that enable or constrain employee innovation, (c) employees’ work engagement, and (d) employee wellbeing, innovative work behaviours and employee-driven innovation outcomes that enhance productivity.

The dataset contains survey data collected from 3665 employees and managers in 30 medium or large-sized businesses in the UK, 126 transcripts from interviews with members of senior management (CEO, HR Director, Operations Director) and productivity data from each business covering the period 2016-2021. Data was collected between 2019 and 2022 although case studies were generally completed within a few months.

AIMS This research will adopt an innovative, multi-disciplinary approach to exploring how workplace and job design practices shape employees' wellbeing and involvement in innovation, and how insights on these issues can help address the UK's 'productivity puzzle'. The proposed research aims to explore relationships between (a) factors shaping management support for workplace practices that contribute to an innovative work climate, (b) workplace practices and job design features (job demands and resources) that enable or constrain employee innovation, (c) employees' work engagement, and (d) employee wellbeing, innovative work behaviours and employee-driven innovation outcomes that enhance productivity. The research brings together a UK team with expertise on how workplace innovation practices support innovative work behaviours (Findlay, Lindsay, McQuarrie, Dutton, Burns, Roy) with world leading experts on Job Demands-Resources (JDR) theory and work engagement (Bakker, Demerouti). The research will be innovative in synthesising and integrating elements of these previously distinct research agendas, harnessing insights from a multi-disciplinary team with expertise in organisational psychology, occupational medicine, employment relations, organisational studies and labour economics to make an innovative conceptual contribution, develop and validate new research instruments, and deliver impactful research outputs. RESEARCH QUESTIONS 1. Which factors influence strategic choice and management support for workplace practices that contribute to an innovative work climate? 2. What is the relationship between workplace practices, innovative work climate and job demands and resources, and levels of work engagement among employees? 3. What is the relationship between these factors and employee wellbeing, innovative work behaviours and employee-driven innovation? 4. What is the relationship between these outcomes and firm performance and productivity? 5. What is the scope for any firm-level productivity benefits from improved workplace practice, innovative work climates and work engagement to impact sectoral and national productivity? METHODS, ANALYSIS AND OUTPUTS The research will involve the development, validation and deployment of innovative, bespoke survey and case study tools to capture relationships between workplace practices and JDR, work engagement and employee outcomes...

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Argentina AR: Civil GBARD: Current PPP: Space Programmes data was reported at 209.086 USD mn in 2012. This records an increase from the previous number of 191.963 USD mn for 2011. Argentina AR: Civil GBARD: Current PPP: Space Programmes data is updated yearly, averaging 47.756 USD mn from Dec 1996 (Median) to 2012, with 17 observations. The data reached an all-time high of 209.086 USD mn in 2012 and a record low of 29.911 USD mn in 2002. Argentina AR: Civil GBARD: Current PPP: Space Programmes data remains active status in CEIC and is reported by Organisation for Economic Co-operation and Development. The data is categorized under Global Database’s Argentina – Table AR.OECD.MSTI: Government Budgets for Research and Development: Non OECD Member: Annual.

In Argentina, the coverage of the business enterprises was expanded in 2015. BERD data are derived from a new survey from 2009. Since 1997, data for human resources relate to R&D. Before that, human resources data were expressed in terms of Science and Technology Activities (STA), involving R&D and diffusion activities of S&T (library services, training services, conferences, etc.). These have not been transferred to the OECD database. Since 2002, the source of funds data for private non-profit organisations, universities and S&T public organisations are requested for R&D. Before 2002, these sources of funds data were requested in terms of STA. These data were converted into R&D by means of a coefficient for each sector of performance. The main source of funds for science and technology activities in Argentina is the National Budget.