In 2023, there were approximately 980,000 human resources workers in the United States. This was a significant increase since 2020 as numbers have returned to pre-pandemic levels and beyond.

The main area of human resources (HR) for large organizations worldwide that are planning to increase their staff is HR data analytics, with 34 percent of respondents in a 2019 survey stating they plan to increase their staffing in this role.

In 2019, 26 percent of organizations revealed that they implemented talent management within their human resources (HR) applications. During the same survey, 69 percent of organizations stated that cost and user experience were the two most important factors in selecting a talent management (TM) application.

This statistical bulletin is a report on the structure of the commission staff and includes combinations of breakdowns by gender, age, grade, nationality, budget, locations and directorates-general, services and offices.

This statistic depicts the leading challenges with onboarding according to human resource (HR) practitioners worldwide in 2018. During the survey, 49 percent of respondents stated good monitoring of the new employees as a challenge.

According to Cognitive Market Research, the global Human Resources Information System (HRIS) Software market size is USD XX million in 2024 and will expand at a compound annual growth rate (CAGR) of 4.70% from 2024 to 2031.

North America held the major market of more than 40% of the global revenue with a market size of USD XX million in 2024 and will grow at a compound annual growth rate (CAGR) of 2.9% from 2024 to 2031.
Europe accounted for a share of over 30% of the global market size of USD XX million.
Asia Pacific held the market of around 23% of the global revenue with a market size of USD XX million in 2024 and will grow at a compound annual growth rate (CAGR) of 6.7% from 2024 to 2031.
Latin America market of more than 5% of the global revenue with a market size of USD XX million in 2024 and will grow at a compound annual growth rate (CAGR) of 4.1% from 2024 to 2031.
Middle East and Africa held the market of around 2% of the global revenue with a market size of USD XX million in 2024 and will grow at a compound annual growth rate (CAGR) of 4.4% from 2024 to 2031.
The Cloud-based held the highest Human Resources Information System (HRIS) Software market revenue share in 2024.

Market Dynamics of Human Resources Information System (HRIS) Software Market

Centralization and Automation to Increase the Demand Globally

Human Resource Information Systems (HRIS) serve as crucial repositories for employee statistics, streamlining HR operations with the aid of automating mundane obligations, including payroll and onboarding. By consolidating records in a single available platform, HRIS reduces the likelihood of errors and complements efficiency. This centralized method permits HR departments to dedicate more time to strategic projects instead of administrative chores. With HRIS, corporations can tune employee facts seamlessly, facilitate communication, and ensure compliance with regulations. Ultimately, the integration of centralization and automation through HRIS empowers HR professionals to be cognizance of fostering tremendous painting surroundings and driving organizational achievement.

Compliance Management to Propel Market Growth

Human Resource Information Systems (HRIS) play a critical role in ensuring organizational compliance with intricate, hard-work legal guidelines. By leveraging HRIS, companies can systematically song and control worker facts, facilitating adherence to prison requirements. These structures offer features that include computerized reporting and signals, allowing HR departments to stay updated on regulatory adjustments and make certain well-timed compliance. HRIS additionally streamlines documentation techniques, making it simpler to maintain correct information and display compliance for the duration of audits or investigations. Overall, the mixing of compliance control within HRIS helps companies mitigate prison dangers, keep away from consequences, and foster a subculture of ethical conduct within the place of the job, thereby safeguarding each personnel and the enterprise.

Restraint Factor for the Human Resources Information System (HRIS) Software Market

Implementation Costs to Limit the Sales

Implementing a Human Resource Information System (HRIS) can certainly entail big fees, generally attributed to software licensing, customization, and integration necessities. Licensing prices for the HRIS software itself can represent a vast part of the initial investment. Additionally, customization is frequently vital to tailor the gadget to the precise desires and tactics of the organization, which incurs further charges. Integration with present structures and databases might also involve extra charges, mainly if sizeable modifications are needed to ensure seamless information glides. Despite these upfront charges, HRIS implementation gives lengthy-term blessings, which include progressed performance, streamlined tactics, and better selection-making abilities, which, in the long run, outweigh the preliminary monetary outlay. Moreover, the investment in HRIS is critical for boosting HR operations and helping organizational growth and competitiveness in the long run.

Impact of Covid-19 on the Human Resources Information System (HRIS) Software Market

The COVID-19 pandemic has substantially impacted the Human Resources Information System (HRIS) software market. As far-off work has become conventional, corporations more and more sought virtual answers...

In 2021, human resources professionals plan to take action to address and accelerate employees' skill development. According to a survey conducted worldwide in 2020, identifying new skills and capabilities for post-COVID-19 operations should be the main objective, followed by developing remote working skills, and exploring ways to effectively develop talent based on individual skills.

Graph and download economic data for Employed full time: Wage and salary workers: Human resources, training, and labor relations specialists occupations: 16 years and over (LEU0254475100A) from 2000 to 2010 about human resources, occupation, full-time, salaries, workers, 16 years +, wages, labor, employment, and USA.

Graph and download economic data for Employed full time: Wage and salary workers: Human resources workers occupations: 16 years and over (LEU0257855600A) from 2011 to 2024 about human resources, occupation, full-time, salaries, workers, 16 years +, wages, employment, and USA.

The United States human resource (HR) technology market size reached USD 11.0 Billion in 2024. Looking forward, IMARC Group expects the market to reach USD 29.4 Billion by 2033, exhibiting a growth rate (CAGR) of 11.60% during 2025-2033.

IMARC Group provides an analysis of the key trends in each segment of the United States human resource (HR) technology market report, along with forecasts at the country and regional levels from 2025-2033. Our report has categorized the market based on application, type, end use industry and company size.

Access the summary of the Human Resource (HR) Analytics market report, featuring key insights, executive summary, market size, CAGR, growth rate, and future outlook.

In 2024, the top impacts that generative artificial intelligence (GenAI) had already had in HR departments were in recruiting and admin. On the recruitment side, GenAI was already being used in content creation, and within admin it was being used as an HR chatbot. 70 percent of respondents said this was already the case in their HR departments.

The global human resource (HR) technology market size was valued at USD 36.0 Billion in 2024. Looking forward, IMARC Group estimates the market to reach USD 69.6 Billion by 2033, exhibiting a CAGR of 7.6% from 2025-2033. North America currently dominates the market, holding a market share of over 59.9% in 2024. The human resource (HR) technology market share is growing because of rapid digital adoption, strong presence of HR tech vendors, increasing remote work, focus on employee experience, and advanced data analytics integration.

IMARC Group provides an analysis of the key trends in each segment of the global human resource (HR) technology market, along with forecast at the global and regional levels from 2025-2033. The market has been categorized based on application, type, end-use industry. and company size.

The Human Resource (HR) Technology market has evolved dramatically over the years, becoming an essential pillar for organizations seeking to enhance their workforce management and streamline HR processes. This market encompasses a diverse range of software applications and solutions designed to assist HR departments

Human resources survey statistics are important statistical indicators that are indispensable for modern countries to coordinate with economic and social development. Governments around the world are actively promoting this survey in order to obtain reliable manpower statistical information on a regular basis in order to plan the allocation of human resources and meet the needs of national construction projects. Natural resources in Taiwan are limited, so how to effectively utilize human resources and solve problems such as supply and demand adjustment in the labor market is particularly important. Therefore, the Accountant General Office of the Executive Yuan regularly conducts surveys, understanding and analysis of the private manpower supply situation and the economically active population aged 15 and above who have the ability and willingness to work for the following purposes: (1) Understand the private manpower supply Situation: Collect the quantity, quality, regional distribution, etc. of the private population over the age of 15 in order to plan and supply the manpower needed for economic and social development. (2) Understand the employment situation of the labor force: Explore the labor force, the number of employed and unemployed people, as well as industry, occupation, employment status, education, economy, ability, interests, etc., to provide reference for decision-making in manpower planning, vocational training and employment guidance. (3) Understand the human resources development trends: Analyze and predict the human resources development trends in Taiwan based on theory, experience and relevant domestic and foreign data, as a reference for domestic public and private sectors, and for international human resource comparisons.

HR: Time Required to Build a Warehouse data was reported at 146.000 Day in 2019. This stayed constant from the previous number of 146.000 Day for 2018. HR: Time Required to Build a Warehouse data is updated yearly, averaging 350.000 Day from Dec 2005 (Median) to 2019, with 15 observations. The data reached an all-time high of 450.000 Day in 2009 and a record low of 146.000 Day in 2019. HR: Time Required to Build a Warehouse data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Croatia – Table HR.World Bank.WDI: Company Statistics. Time required to build a warehouse is the number of calendar days needed to complete the required procedures for building a warehouse. If a procedure can be speeded up at additional cost, the fastest procedure, independent of cost, is chosen.;World Bank, Doing Business project (http://www.doingbusiness.org/). NOTE: Doing Business has been discontinued as of 9/16/2021. For more information: https://bit.ly/3CLCbme;Unweighted average;Data are presented for the survey year instead of publication year.

Croatia HR: Procedures to Build a Warehouse data was reported at 22.000 Number in 2019. This stayed constant from the previous number of 22.000 Number for 2018. Croatia HR: Procedures to Build a Warehouse data is updated yearly, averaging 22.000 Number from Dec 2005 (Median) to 2019, with 15 observations. The data reached an all-time high of 23.000 Number in 2009 and a record low of 22.000 Number in 2019. Croatia HR: Procedures to Build a Warehouse data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Croatia – Table HR.World Bank.WDI: Company Statistics. Number of procedures to build a warehouse is the number of interactions of a company's employees or managers with external parties, including government agency staff, public inspectors, notaries, land registry and cadastre staff, and technical experts apart from architects and engineers.;World Bank, Doing Business project (http://www.doingbusiness.org/). NOTE: Doing Business has been discontinued as of 9/16/2021. For more information: https://bit.ly/3CLCbme;Unweighted average;Data are presented for the survey year instead of publication year.

The Department of Education contributes to the maintenance of effective human resource management including recruitment, payroll, industrial relations, workplace health and safety, employment equity …Show full descriptionThe Department of Education contributes to the maintenance of effective human resource management including recruitment, payroll, industrial relations, workplace health and safety, employment equity and diversity, workforce planning and reporting. *This dataset is no longer being updated. For more information please refer to Workforce statistics at https://www.forgov.qld.gov.au/human-resources/workforce-planning/workforce-statistics-and-tools/workforce-statistics

Market Size statistics on the HR Consulting industry in United States

Croatia HR: Time Required to Enforce a Contract data was reported at 650.000 Day in 2019. This stayed constant from the previous number of 650.000 Day for 2018. Croatia HR: Time Required to Enforce a Contract data is updated yearly, averaging 561.000 Day from Dec 2003 (Median) to 2019, with 17 observations. The data reached an all-time high of 650.000 Day in 2019 and a record low of 561.000 Day in 2011. Croatia HR: Time Required to Enforce a Contract data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Croatia – Table HR.World Bank.WDI: Company Statistics. Time required to enforce a contract is the number of calendar days from the filing of the lawsuit in court until the final determination and, in appropriate cases, payment.;World Bank, Doing Business project (http://www.doingbusiness.org/). NOTE: Doing Business has been discontinued as of 9/16/2021. For more information: https://bit.ly/3CLCbme;Unweighted average;Data are presented for the survey year instead of publication year.