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

Introduction

Human Resource Statistics: Human Resource (HR) Statistics provide essential data about employees and their roles in a company. HR helps businesses understand their workforce better and includes details like the number of employees, their age, gender, education, and job roles. HR statistics also measure things like employee performance, turnover rates, and satisfaction levels.

Companies with effective HR allow teams to make smarter decisions about hiring, training, and retaining workers. It also helps in planning for future needs and improving workplace policies. In short, HR statistics give a clear picture of how well a company is managing its people.

By analyzing this data, businesses can build a stronger, more productive workforce while keeping employees happy and engaged.

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, 80 percent of organizations revealed that they include turnover ratio as a metric in their human resources (HR) reporting. 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.

Salutary Data is a boutique, B2B contact and company data provider that's committed to delivering high quality data for sales intelligence, lead generation, marketing, recruiting / HR, identity resolution, and ML / AI. Our database currently consists of 148MM+ highly curated B2B Contacts ( US only), along with over 4MM+ companies, and is updated regularly to ensure we have the most up-to-date information.

We can enrich your in-house data ( CRM Enrichment, Lead Enrichment, etc.) and provide you with a custom dataset ( such as a lead list) tailored to your target audience specifications and data use-case. We also support large-scale data licensing to software providers and agencies that intend to redistribute our data to their customers and end-users.

What makes Salutary unique? - We offer our clients a truly unique, one-stop aggregation of the best-of-breed quality data sources. Our supplier network consists of numerous, established high quality suppliers that are rigorously vetted. - We leverage third party verification vendors to ensure phone numbers and emails are accurate and connect to the right person. Additionally, we deploy automated and manual verification techniques to ensure we have the latest job information for contacts. - We're reasonably priced and easy to work with.

Products: API Suite Web UI Full and Custom Data Feeds

Services: Data Enrichment - We assess the fill rate gaps and profile your customer file for the purpose of appending fields, updating information, and/or rendering net new “look alike” prospects for your campaigns. ABM Match & Append - Send us your domain or other company related files, and we’ll match your Account Based Marketing targets and provide you with B2B contacts to campaign. Optionally throw in your suppression file to avoid any redundant records. Verification (“Cleaning/Hygiene”) Services - Address the 2% per month aging issue on contact records! We will identify duplicate records, contacts no longer at the company, rid your email hard bounces, and update/replace titles or phones. This is right up our alley and levers our existing internal and external processes and systems.

🟡Please Upvote my dataset If you like It.✨

This dataset contains valuable employee information over time that can be analyzed to help optimize key HR functions. Some potential use cases include:

Attrition analysis: Identify factors correlated with attrition like department, role, salary, etc. Segment high-risk employees. Predict future attrition.

Performance management: Analyze the relationship between metrics like ratings, and salary increments. recommend performance improvement programs.

Workforce planning: Forecast staffing needs based on historical hiring/turnover trends. Determine optimal recruitment strategies.

Compensation analysis: Benchmark salaries vs performance, and experience. Identify pay inequities. Inform compensation policies.

Diversity monitoring: Assess diversity metrics like gender ratio over roles, and departments. Identify underrepresented groups.

Succession planning: Identify high-potential candidates and critical roles. Predict internal promotions/replacements in advance.

Given its longitudinal employee data and multiple variables, this dataset provides rich opportunities for exploration, predictive modeling, and actionable insights. With a large sample size, it can uncover subtle patterns. Cleaning, joining with other contextual data sources can yield even deeper insights. This makes it a valuable starting point for many organizational studies and evidence-based decision-making.

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This dataset contains information about different attributes of employees from a company. It includes 1000 employee records and 12 feature columns.

The columns are:

satisfaction_level: Employee satisfaction score (1-5 scale) last_evaluation: Score on last evaluation (1-5 scale) number_project: Number of projects employee worked on average_monthly_hours: Average hours worked in a month time_spend_company: Number of years spent with the company work_accident: If an employee had a workplace accident (yes/no) left: If an employee has left the company (yes/no) promotion_last_5years: Number of promotions in last 5 years Department: Department of the employee Salary: Annual salary of employee satisfaction_level: Employee satisfaction level (1-5 scale) last_evaluation: Score on last evaluation (1-5 scale)

The largest specialized segment of the core human resources (HR) applications market is core HR and personnel management software, having a total revenue of around *** billion U.S. dollars in 2020. The second-largest segment is payroll software, with *** billion U.S. dollars.

Tired of guessing what's happening in the job market? Xverum's 13M+ job data gives you real-time insights into the dynamic world of work, empowering you to make data-driven decisions and stay ahead of the curve.

Why Xverum's employee data?

➨ Real-time intelligence: Get a pulse on the job market with daily updates from over 13 million job ads, revealing the latest trends and opportunities.

➨ Unrivaled data breadth: Access rich datasets, including employee data, job market data, recruiting data, and even Indeed data, giving you a comprehensive picture of the job landscape.

Actionable insights: Use Xverum's data to:

➨ Optimize your HR strategy: Identify in-demand skills, salary expectations, and talent pools to attract the best talent.

➨ Validate your B2B leads: Target companies actively hiring for your ideal clients, maximizing your marketing ROI.

➨ Unlock HR intelligence: Gain deeper insights into employee demographics, industry trends, and competitor hiring practices.

➨ Optimize talent acquisition: Attract the right talent with precision, ensuring your recruitment efforts are effective and efficient.

➨ Conduct in-depth labor market research: Analyze specific industries, regions, and job categories to inform your business strategies.

➨ Effortless integration: Our industry-standard CSV formats seamlessly integrate with your existing systems and tools for easy analysis.

➨ Historical data at your fingertips: Access past job trends, using 3 years of historical job data, to understand how the market has evolved and anticipate potential future opportunities.

Xverum's global HR data is your secret weapon for success in the dynamic job market. Contact us today to learn how it can transform your business!

PredictLeads Job Openings Data provides real-time hiring insights sourced directly from company websites, ensuring the highest level of accuracy and freshness. Unlike job boards that rely on aggregated listings, our dataset delivers unmatched granularity on job postings, salary trends, and workforce demand - making it a powerful tool for HR, talent acquisition, and market analysis.

Use Cases: ✅ Job Boards Enhancement – Improve job listings with, high-quality postings. ✅ HR Consulting – Analyze hiring trends to guide workforce planning strategies. ✅ Employment Analytics – Track job market shifts, salary benchmarks, and demand for skills. ✅ HR Operations – Optimize recruitment pipelines with direct employer-sourced data. ✅ Competitive Intelligence – Monitor hiring activities of competitors for strategic insights.

Key API Attributes:

• id (string, UUID) – Unique job posting identifier.
• title (string) – Job title as posted by the employer.
• description (string) – Full job description.
• url (string, URL) – Direct link to the job posting.
• first_seen_at (ISO 8601 date-time) – When the job was first detected.
• last_seen_at (ISO 8601 date-time) – When the job was last detected.
• contract_types (array of strings) – Employment type (e.g., full-time, contract).
• categories (array of strings) – Job categories (e.g., engineering, sales).
• seniority (string) – Job seniority level (e.g., manager, entry-level).
• salary_data (object) – Salary range, currency, and converted USD values.
• location_data (object) – City, country, and region details.
• tags (array of strings) – Extracted skills and keywords from job descriptions.

PredictLeads Docs: https://docs.predictleads.com/v3/guide/job_openings_dataset

Context

Similar to others who have created HR data sets, we felt that the lack of data out there for HR was limiting. It is very hard for someone to test new systems or learn People Analytics in the HR space. The only dataset most HR practitioners have is their real employee data and there are a lot of reasons why you would not want to use that when experimenting. We hope that by providing this dataset with an evergrowing variation of data points, others can learn and grow their HR data analytics and systems knowledge.

Some example test cases where someone might use this dataset:

HR Technology Testing and Mock-Ups Engagement survey tools HCM tools BI Tools Learning To Code For People Analytics Python/R/SQL HR Tech and People Analytics Educational Courses/Tools

Content

The core data CompanyData.txt has the basic demographic data about a worker. We treat this as the core data that you can join future data sets to.

Please read the Readme.md for additional information about this along with the Changelog for additional updates as they are made.

Acknowledgements

Initial names, addresses, and ages were generated using FakenameGenerator.com. All additional details including Job, compensation, and additional data sets were created by the Koluit team using random generation in Excel.

Inspiration

Our hope is this data is used in the HR or Research space to experiment and learn using HR data. Some examples that we hope this data will be used are listed above.

Contact Us

Have any suggestions for additions to the data? See any issues with our data? Want to use it for your project? Please reach out to us! https://koluit.com/ ryan@koluit.com

The global Human Resource (HR) Technology market size is valued at USD 25.16 billion in 2023 and is projected to reach USD 50.19 billion by 2030, growing at a CAGR of 9.2% during the forecast period. HR technology is software which is the crucial technological tools to assist employers in the processes of hiring, engagement, retention of employees, as well well as workforce management and payroll processes. Additionally, it aids in just coordinating high-HR events, eradicates expensive duplications and synchronizes information for decision-making. It might be that some of the existing products utilize artificial intelligence and automation. The human resource system is being supported by technological advancement like the automation of communicative service, talent search, performance management, and more. Such instruments become more relevant with the advancement of remote and flexible work and the constantly changing nature of global business. With the digital transformation driving new territory in the business world, human resource technology solutions help companies explore the changes, make their every day operations easier and sustainable, as well deal with any human resource limitations that come up. Recent developments include: October 2023: Workday expanded its partnership with ADP to provide global compliance, payroll, and HR experiences for joint customers. The partnership aimed to enable the customer to view data across their HCM environments, including tax, compliance, and payroll., September 2023: HiBob collaborated with Papaya Global, a payroll platform provider, to help multinational employers meet the need for compliant HR-integrated payroll solutions. Through the collaboration, HiBob integrated its HR data into Papaya’s platform, allowing employers to integrate PTO, HR, and compensation information with real-time data synchronization and optimize payroll processes., September 2023: The Access Group acquired Diversely, a Singapore-based inclusive recruitment solution company, offering a comprehensive suite, Access Volcanic, to its customers. The website allows organizations to track, measure, and improve diversity, providing recruitment solutions to bring new business, stay compliant, and attract a wider candidate group., August 2023: ADP acquired Honu HR, Inc. DBA Sora (Sora), a data integration and workflow automation tool platform company, to simplify complex HR processes through automation. This acquisition aimed to provide HR solutions by integrating Sora's easy-to-use platform with ADP's HCM solutions for employees, business owners, and HR professionals. , June 2023: Oracle introduced Oracle Fusion Cloud Human Capital Management (HCM) with generative AI-powered capabilities to boost HR functions and productivity. These capabilities are embedded in existing HR processes to enhance HR functions, improve productivity, drive faster business value, facilitate HR strategies, and strengthen candidate and employee experience.. Key drivers for this market are: Increasing Shift to Hybrid Workforce by the Organizations to Drive Market. Potential restraints include: Limited Integration of Data and Risk to Data Privacy May Hamper Market Growth. Notable trends are: Implementation of Employee Experience Platform and Robot Process Automation into the Solution to be the Key Trend for Organizations.

Snapshot img

HR Software Market Size 2025-2029

The HR software market size is forecast to increase by USD 17.36 billion, at a CAGR of 12% between 2024 and 2029.

The market is experiencing significant growth, fueled by increased budgets for HR technology solutions and the rising adoption of digital HR systems. Companies are recognizing the value of HR software in streamlining processes, improving efficiency, and enhancing the employee experience. However, this market is not without challenges. Organizational development and strategic workforce planning leverage big data analytics to identify trends and make informed decisions.
To capitalize on market opportunities and navigate challenges effectively, companies must prioritize robust data security measures and transparent data handling practices. Additionally, staying informed about the latest HR technology trends and innovations will be crucial for staying competitive and meeting evolving business needs. Data privacy and security concerns are becoming increasingly prominent, as organizations grapple with the risks associated with storing and managing sensitive employee information. These concerns are heightened as HR software becomes more integrated with other business systems and processes.

What will be the Size of the HR 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.
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The market continues to evolve, with dynamic market activities shaping the industry landscape. Seamlessly integrated solutions now encompass various HR functions, including interview scheduling, HR service delivery, background checks, data privacy, HR analytics, project management, change management, learning management system, absence management, human capital management, integration capabilities, HR business partnering, and global payroll. User experience plays a pivotal role in the market, as organizations prioritize intuitive interfaces and streamlined processes for talent development, employee surveys, leave management, document management, API integrations, and interview scheduling are all integral components of this ever-evolving market.

The market is characterized by continuous innovation, as entities strive to meet the evolving needs of businesses across various sectors. The integration of these HR functions creates a comprehensive HR solution that enables organizations to effectively manage their workforce and optimize their human capital.

How is this HR Software Industry segmented?

The hr 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.

Type

  Core HR
  Talent management
  Employee collaboration and engagement
  Recruiting
  Workforce planning and analytics


End-user

  Large enterprises
  SMEs


Sector

  IT and tech
  Healthcare
  Manufacturing
  Retail
  Others


Deployment

  Cloud-based
  On-premises


Geography

  North America

    US
    Canada


  Europe

    Germany
    The Netherlands
    UK


  Middle East and Africa

    UAE


  APAC

    China
    India
    Japan


  South America

    Brazil


  Rest of World (ROW)

By Type Insights

The core HR segment is estimated to witness significant growth during the forecast period. The human resources (HR) software market is experiencing significant evolution, with a focus on enhancing workforce management capabilities. Compensation management and benchmarking are becoming more sophisticated, allowing for user-friendly experiences and real-time analytics. Talent development is a key priority, with employee surveys and onboarding workflows streamlined to improve engagement and retention. Leave management, document management, and compliance reporting are being integrated with HR systems, ensuring seamless data flow and regulatory adherence. API integrations enable HR solutions to connect with other business applications, improving efficiency and data accuracy. Reference checking, policy management, and workflow automation are essential components of HR information systems, ensuring consistent processes and reducing manual tasks.

Recruitment marketing, applicant tracking systems, interview scheduling, and hr service delivery are essential components of the HR technology landscape, helping organizations attract, engage, and hire top talent. Background checks, data privacy, and hr analytics are also critical, ensuring compliance and informed decision-making. Project management, change management, and learning management systems are increasingly integrated with HR solutions, improving workforce development and organizational effectiveness. Absence management, human capital management, and

Payroll Services - HRPAYB01 NUMBER OF EMPLOYEES ON HR DATABASE

In 2024, the top employee support tool that had already been adopted by HR managers in the UK was in ************************. Almost ** percent of respondents gave this as their answer. ** percent of HR managers in the UK stated that they had used employee support tools for onboarding and offboarding.

Enhance your workforce insights with comprehensive Employee Dataset, designed to help businesses improve recruitment strategies, track employment trends, and optimize workforce planning. This dataset provides structured and reliable employee data for HR professionals, recruiters, and analysts.

Dataset Features

Employee Profiles: Access detailed public employee data, including names, job titles, industries, locations, experience, and skills. Ideal for talent acquisition, workforce analytics, and competitive hiring strategies. Company Employment Data: Gain insights into company workforce distribution, employee tenure, hiring trends, and organizational structures. Useful for market research, HR benchmarking, and business intelligence. Job Listings & Open Positions: Track job postings, employment trends, and hiring patterns across industries. This data includes job titles, company names, locations, salary ranges, and job descriptions.

Customizable Subsets for Specific Needs Our Employee Dataset is fully customizable, allowing you to filter data based on industry, location, job role, or company size. Whether you need a broad dataset for market analysis or a focused subset for recruitment purposes, we tailor the dataset to your specific needs.

Popular Use Cases

Recruitment & Talent Sourcing: Identify top talent, analyze hiring trends, and enhance recruitment strategies with up-to-date employee data. HR Analytics & Workforce Planning: Optimize workforce management by tracking employee movement, industry hiring patterns, and job market trends. Competitive Intelligence: Monitor hiring activity, employee retention rates, and workforce distribution to gain insights into competitors’ strategies. Market Research & Business Expansion: Analyze employment trends to identify growth opportunities, emerging job markets, and industry shifts. AI & Predictive Analytics: Leverage structured employee data for AI-driven workforce predictions, job market forecasting, and HR automation.

Whether you're looking to improve recruitment, analyze workforce trends, or gain competitive insights, our Employee Dataset provides the structured data you need. Get started today and customize your dataset to fit your business objectives.

Human resources and benefits administration companies have experienced significant turbulence recently due to shifting economic conditions. COVID-19 initially caused a dramatic slowdown in many sectors, which forced numerous companies to cut back on discretionary spending systems, including HR services, as organizations downscaled operations and pivoted to internal HR solutions. In 2020, this resulted in a slight revenue decline, though federal interventions like the Paycheck Protection Program (PPP) partially mitigated potential financial stressors. Afterward, as the economic recovery commenced and unemployment figures dwindled to more consistent levels, corporations slowly began reintegrating HR and benefits services into their business models, supporting a notable revenue rebound in 2022. Beginning in 2022, higher interest rates and increasing fears of an economic recession dampened corporate enthusiasm for external HR expenditure, resulting in falling revenue in 2023 and 2024. Despite these hindrances, the past five years also saw rapid technological advancements and increased adoption of AI and machine learning solutions, enabling service providers to innovate their offerings and gain a competitive edge in a saturated market. Concurrently, market share concentration has declined as more companies have entered the industry in expectation of rising revenue streams in the near future. This has bolstered internal competition, putting downward pressure on profit. Overall, revenue for human resources and benefits administration companies has inched upward at a CAGR of 1.0% over the past five years, reaching $88.9 billion in 2025. This includes a 0.5% decline in revenue in that year. Looking ahead, providers anticipate a more optimistic trajectory. As GDP growth maintains a steady pace, generating more employment opportunities, demand for comprehensive HR services will likely see an upturn. Economic uncertainty remains due to tariffs being recently implemented, which may affect GDP growth and corporations' performance. While substitute competition becomes more prevalent due to the increased attractiveness of internal HR services, cloud-based solutions will become essential. Demand for wellness and diversity, equity and inclusion (DEI) initiatives will also swell, requiring providers to adapt to these trends for competitive advantage. Overall, revenue for human resources and benefits administration businesses is forecast to mount at a CAGR of 2.3% over the next five years, reaching $99.8 billion in 2030.

The HR data analytics and people reporting software market is poised for robust growth over the next decade, driven by the increasing need for organizations to leverage data to improve decision-making and enhance employee engagement. With a market size of XXX million in 2025, the market is projected to grow at a CAGR of XX% during the forecast period 2025-2033, reaching a value of XXX million by 2033. Factors such as the adoption of cloud-based solutions, the rise of remote work, and the growing focus on employee well-being are propelling market expansion. Key market trends include the increasing adoption of cloud-based solutions, as organizations seek to reduce infrastructure costs and enhance data accessibility. The growth of remote work has also driven demand for solutions that enable effective remote collaboration and performance management. Furthermore, the growing emphasis on employee well-being is leading to increased investment in analytics and reporting tools that provide insights into employee satisfaction, engagement, and retention. Regional analysis reveals that North America and Europe hold significant market shares, while Asia Pacific and the Middle East & Africa are expected to experience substantial growth in the coming years. Major industry players such as Visier, Workday, and Dayforce are continuously innovating and expanding their offerings to meet the evolving needs of organizations.

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.

Talent marketplace was the fastest growing category among all human resources software categories on G2 with a year-on-year growth rate of ** percent. Coming in second was talent intelligence with ** percent.

Artificial Intelligence in Human Resource (HR) Market Outlook

According to our latest research, the global Artificial Intelligence (AI) in Human Resource (HR) market size reached USD 5.8 billion in 2024, registering a strong momentum in adoption across industries. The market is experiencing a robust CAGR of 36.2% and is forecasted to reach USD 66.4 billion by 2033. This impressive growth is primarily driven by the increasing demand for automation in HR processes, the need for data-driven insights in talent management, and the growing emphasis on employee engagement and retention strategies.

One of the principal growth factors propelling the AI in HR market is the rapid digital transformation across industries, which has led organizations to seek advanced solutions for streamlining complex HR operations. Companies are leveraging AI-powered applications to automate repetitive tasks such as resume screening, candidate shortlisting, and onboarding processes, significantly reducing administrative burdens and turnaround times. The integration of AI with existing HR management systems is enabling organizations to enhance accuracy, minimize human error, and improve the overall efficiency of HR departments. Furthermore, the ongoing shift toward remote and hybrid work models has accelerated the adoption of AI-based HR solutions, as businesses strive to maintain productivity and employee engagement in distributed work environments.

Another significant driver for the expansion of the Artificial Intelligence in Human Resource market is the increasing need for personalized employee experiences. AI technologies, such as natural language processing and machine learning, are being utilized to analyze employee feedback, predict attrition risks, and deliver tailored learning and development programs. This not only helps organizations retain top talent but also fosters a culture of continuous improvement and innovation. The ability of AI to provide actionable insights from vast datasets is transforming traditional HR practices, enabling data-driven decision-making and strategic workforce planning. Additionally, the rising focus on diversity, equity, and inclusion (DEI) initiatives is pushing enterprises to adopt AI tools that minimize bias in recruitment and performance evaluations.

The proliferation of cloud-based HR solutions is another critical factor influencing market growth. Cloud deployment offers scalability, flexibility, and cost-effectiveness, making it an attractive option for organizations of all sizes. With the increasing availability of AI-powered HR platforms on the cloud, even small and medium enterprises (SMEs) are able to access sophisticated tools that were previously only affordable for large corporations. This democratization of technology is leveling the playing field in talent acquisition and workforce management. Moreover, the integration of AI with cloud-based systems is facilitating real-time analytics, seamless collaboration, and enhanced security, further accelerating the adoption of AI in HR functions.

Regionally, North America continues to dominate the AI in HR market, accounting for the largest share due to the presence of major technology providers, high digital literacy, and early adoption of advanced HR technologies. However, Asia Pacific is emerging as the fastest-growing region, fueled by rapid economic development, increasing investments in AI research, and a burgeoning tech-savvy workforce. Europe is also witnessing significant growth, driven by stringent labor regulations and a strong focus on employee well-being. Latin America and the Middle East & Africa are gradually catching up, as organizations in these regions recognize the potential of AI to address unique workforce challenges and enhance competitiveness.

Component Analysis

The component segment of the Artificial Intelligence in Human Resource market is bifurcated into software and services, each playing a pivotal role in the ecosystem