Between 2015 and 2022, staffing has steadily maintained the largest market share of the HR services industry worldwide. In 2022, the staffing service line held a 56 percent share of the HR services industry. The total HR services market was worth 582 billion euros in 2022.

The market size of the human resources services industry worldwide increased significantly between 2012 and 2022, despite some fluctuation. In 2022, the staffing services market was worth almost *** billion euros, up from *** billion euros in the previous year. The staffing service line also held the majority share of the HR services industry that year – greater than ** percent. The state of companies leading the HR industry In 2022, the leading companies in the human resources services industry worldwide were Randstad, Adecco, and Manpower. Randstand held the biggest market share of the three companies in 2022, and had revenues reaching almost ** billion euros. Randstad is a Dutch human resources company headquartered in Amsterdam, the Netherlands. What are the onboarding challenges faced by HR companies? Onboarding is a means of getting recently-hired employees acquainted with the organizational skills, behaviors, and cultures of the current workplace. This process is typically carried out by human resources, although they face a myriad of challenges during the onboarding process itself. In 2018, the biggest challenge faced by HR departments worldwide was good monitoring of new employees.

The southern Indian state of Karnataka had the highest human resource score of 6.53 across the justice department in 2022. The state of Kerala and Maharashtra followed with a score of about 6.32 and 5.92 respectively that year.

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.

Croatia HR: Employment To Population Ratio: National Estimate: Aged 15-24: Male data was reported at 30.680 % in 2023. This records a decrease from the previous number of 34.070 % for 2022. Croatia HR: Employment To Population Ratio: National Estimate: Aged 15-24: Male data is updated yearly, averaging 29.935 % from Dec 2002 (Median) to 2023, with 22 observations. The data reached an all-time high of 34.201 % in 2008 and a record low of 17.375 % in 2013. Croatia HR: Employment To Population Ratio: National Estimate: Aged 15-24: Male 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: Employment and Unemployment. Employment to population ratio is the proportion of a country's population that is employed. Employment is defined as persons of working age who, during a short reference period, were engaged in any activity to produce goods or provide services for pay or profit, whether at work during the reference period (i.e. who worked in a job for at least one hour) or not at work due to temporary absence from a job, or to working-time arrangements. Ages 15-24 are generally considered the youth population.;International Labour Organization. “Labour Force Statistics database (LFS)” ILOSTAT. Accessed January 07, 2025. https://ilostat.ilo.org/data/.;Weighted average;The series for ILO estimates is also available in the WDI database. Caution should be used when comparing ILO estimates with national estimates.

Analysis of ‘HR data, Predict changing jobs (competition form)’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://www.kaggle.com/kukuroo3/hr-data-predict-change-jobscompetition-form on 28 January 2022.

--- Dataset description provided by original source is as follows ---

Context This dataset was taken from link and separated into competition format. The label for the test data is provided in the form of a function.

--- Original source retains full ownership of the source dataset ---

Analysis of ‘HR Analytics: Job Change of Data Scientists’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://www.kaggle.com/arashnic/hr-analytics-job-change-of-data-scientists on 28 January 2022.

--- Dataset description provided by original source is as follows ---

Context and Content

A company which is active in Big Data and Data Science wants to hire data scientists among people who successfully pass some courses which conduct by the company. Many people signup for their training. Company wants to know which of these candidates are really wants to work for the company after training or looking for a new employment because it helps to reduce the cost and time as well as the quality of training or planning the courses and categorization of candidates. Information related to demographics, education, experience are in hands from candidates signup and enrollment.

This dataset designed to understand the factors that lead a person to leave current job for HR researches too. By model(s) that uses the current credentials,demographics,experience data you will predict the probability of a candidate to look for a new job or will work for the company, as well as interpreting affected factors on employee decision.

The whole data divided to train and test . Target isn't included in test but the test target values data file is in hands for related tasks. A sample submission correspond to enrollee_id of test set provided too with columns : enrollee _id , target

Note: - The dataset is imbalanced. - Most features are categorical (Nominal, Ordinal, Binary), some with high cardinality. - Missing imputation can be a part of your pipeline as well.

# Features #
- enrollee_id : Unique ID for candidate

• city: City code

• city_ development _index : Developement index of the city (scaled)

• gender: Gender of candidate

• relevent_experience: Relevant experience of candidate

• enrolled_university: Type of University course enrolled if any

• education_level: Education level of candidate

• major_discipline :Education major discipline of candidate

• experience: Candidate total experience in years

• company_size: No of employees in current employer's company

• company_type : Type of current employer

• last_new_job: Difference in years between previous job and current job

• training_hours: training hours completed

• target: 0 – Not looking for job change, 1 – Looking for a job change

Inspiration

• Predict the probability of a candidate will work for the company
• Interpret model(s) such a way that illustrate which features affect candidate decision # Please refer to the following task for more details: https://www.kaggle.com/arashnic/hr-analytics-job-change-of-data-scientists/tasks?taskId=3015

--- Original source retains full ownership of the source dataset ---

Analysis of ‘HR Analytics: Employee Promotion Data’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://www.kaggle.com/arashnic/hr-ana on 28 January 2022.

--- Dataset description provided by original source is as follows ---

Content

A large MNC have 9 broad verticals across the organisation. One of the problem is identifying the right people for promotion (only for manager position and below) and prepare them in time.

The final promotions are only announced after the evaluation and this leads to delay in transition to new roles. Hence, company needs help in identifying the eligible candidates at a particular checkpoint so that they can expedite the entire promotion cycle.

Multiple attributes have been provided around Employee's past and current performance along with demographics.

Features:

• employee_id: Unique ID for employee
• department: Department of employee
• region: Region of employment (unordered)
• education: Education Level
• gender: Gender of Employee
• recruitment_channel: Channel of recruitment for employee
• no_ of_ trainings: no of other trainings completed in previous year on soft skills, technical skills etc.
• age: Age of Employee
• previous_ year_ rating: Employee Rating for the previous year
• length_ of_ service: Length of service in years
• awards_ won?: if awards won during previous year then 1 else 0
• avg_ training_ score: Average score in current training evaluations
• is_promoted: (Target) Recommended for promotion

Inspiration

• Predict whether a potential promotee at checkpoint in the test set will be promoted or not after the evaluation process.

--- Original source retains full ownership of the source dataset ---

Croatia HR: Newly Infected with HIV: Adults: Aged 15-24 data was reported at 100.000 Number in 2022. This stayed constant from the previous number of 100.000 Number for 2021. Croatia HR: Newly Infected with HIV: Adults: Aged 15-24 data is updated yearly, averaging 100.000 Number from Dec 1990 (Median) to 2022, with 33 observations. The data reached an all-time high of 100.000 Number in 2022 and a record low of 100.000 Number in 2022. Croatia HR: Newly Infected with HIV: Adults: Aged 15-24 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: Social: Health Statistics. Number of young people (ages 15-24) newly infected with HIV.;UNAIDS estimates.;;This indicator is related to Sustainable Development Goal 3.3.1 [https://unstats.un.org/sdgs/metadata/].

The Workforce Analytics market is experiencing robust growth, fueled by the increasing need for organizations to optimize workforce performance, enhance employee engagement, and improve strategic decision-making. With a Compound Annual Growth Rate (CAGR) of 15.64% from 2019 to 2024, the market is projected to continue its upward trajectory, driven by factors such as the rising adoption of cloud-based solutions, the growing importance of data-driven insights in HR, and the increasing demand for talent optimization strategies. The market segmentation reveals a diverse landscape, with solutions encompassing talent acquisition, payroll, and performance monitoring; professional, managed, and cloud-based service delivery models; and a broad range of end-user industries including BFSI, manufacturing, IT & Telecom, healthcare, and retail. Large enterprises currently dominate the market share, but the increasing adoption of affordable and accessible solutions is driving growth amongst SMEs. Leading vendors like ADP, IBM, Oracle, and Workday are heavily invested in innovation and expansion, further contributing to the market's dynamic nature. The competitive landscape is characterized by both established players and emerging innovative companies. The market's future hinges on several key factors, including advancements in artificial intelligence (AI) and machine learning (ML) for predictive analytics, the integration of workforce analytics with other HR technologies, and the growing focus on data privacy and security. Addressing these factors will be crucial for sustained growth. Continued expansion into emerging economies and the increasing focus on improving employee experience through data-driven insights will also be major drivers shaping the future of this sector. The development of more sophisticated analytical tools capable of providing actionable insights will also play a significant role in shaping the market's future. Recent developments include: September 2022: ActivTrak partnered with Google Workspace to provide personal work insights that enable employees to improve their digital work habits and wellness. Customers can embed individual work metrics into their Google Workspace applications with ActivTrak for Google Workspace, giving employees immediate visibility to help them redesign their workday, protect focus time, and improve well-being., August 2022: ADP has launched Intelligent Self-Service, which assists employees with common issues before they need to contact their HR department for assistance. Based on an analysis of data from across ADP's ecosystem, the product employs predictive analytics and machine learning to predict which issues may arise.. Key drivers for this market are: Increasing Need to Make a Smarter a Decision About the Talent, Increasing Data in HR Departments related to Pay rolls, Recruitment. Potential restraints include: Increasing Need to Make a Smarter a Decision About the Talent, Increasing Data in HR Departments related to Pay rolls, Recruitment. Notable trends are: Performance Monitoring Offers Potential Growth.

In 2022, ******** had the highest market share among the considered leading companies in the human resources services industry worldwide. In that year, Randstad held **** percent of the HR services industry. The total HR services market was worth *** billion euros in 2022.

The HR analytics market, valued at $4.31 billion in 2025, is experiencing robust growth, projected to expand at a Compound Annual Growth Rate (CAGR) of 12.89% from 2025 to 2033. This surge is driven by several key factors. The increasing adoption of cloud-based HR solutions facilitates data accessibility and analysis, enabling organizations to make data-driven decisions regarding workforce planning, talent acquisition, and employee engagement. Furthermore, the growing need for improved employee experience and retention is pushing organizations to leverage HR analytics to understand employee sentiment, identify potential attrition risks, and implement targeted interventions. Automation in HR processes, coupled with advanced analytics capabilities, is streamlining operations and providing more accurate, insightful data, thereby contributing to the market's expansion. The demand for predictive analytics, enabling HR professionals to forecast future workforce needs and proactively address potential challenges, is also significantly bolstering growth. Segmentation reveals strong demand across various industries, with Telecom & IT, BFSI (Banking, Financial Services, and Insurance), and Consumer Goods & Retail sectors leading the adoption of HR analytics solutions and services. The market is witnessing a shift towards cloud-based deployment models due to their scalability, cost-effectiveness, and accessibility. The competitive landscape is characterized by a mix of established players like SAP, Oracle, and IBM, alongside specialized HR analytics vendors and emerging technology providers. These companies are continuously innovating to offer more comprehensive and integrated solutions, encompassing workforce planning, talent management, compensation and benefits analysis, performance management, and employee engagement tracking. Future growth will be fueled by increasing investment in artificial intelligence (AI) and machine learning (ML) within HR analytics, enabling advanced predictive modeling and automated insights. Regional analysis indicates strong growth across North America and Asia Pacific, driven by technological advancements and a growing awareness of the strategic value of data-driven HR decision-making. However, challenges remain, including data privacy concerns, the need for skilled HR professionals capable of interpreting complex data, and the integration of HR analytics with existing HR systems. Addressing these challenges will be key to unlocking the full potential of the HR analytics market. Recent developments include: June 2022: GainInsights, a global data and analytics firm announced it has signed an agreement with DataSwitch, an emerging AI/ML-driven Data Transformation Platform, to accelerate analytics modernization initiatives through data pipeline innovation and accelerators for migration., May 2022: Visier, people analytics and on-demand solution for people-powered businesses established a strategic agreement with Deloitte. By combining cutting-edge technology with world-class consulting, Deloitte and Visier can provide business clients with guidance and professional services support throughout their HR analytics journey.. Key drivers for this market are: Increase in Trends in Cloud-based Solutions, Increase in Workforce and Need for Reduction in Attrition Rate. Potential restraints include: Increase in Trends in Cloud-based Solutions, Increase in Workforce and Need for Reduction in Attrition Rate. Notable trends are: Telecom and IT Industry is Witnessing a Significant Share in the Market.

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Croatia HR: Population: as % of Total: Female: Aged 15-64 data was reported at 61.052 % in 2022. This records a decrease from the previous number of 61.418 % for 2021. Croatia HR: Population: as % of Total: Female: Aged 15-64 data is updated yearly, averaging 65.883 % from Dec 1960 (Median) to 2022, with 63 observations. The data reached an all-time high of 67.278 % in 1984 and a record low of 61.052 % in 2022. Croatia HR: Population: as % of Total: Female: Aged 15-64 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: Population and Urbanization Statistics. Female population between the ages 15 to 64 as a percentage of the total female population. Population is based on the de facto definition of population, which counts all residents regardless of legal status or citizenship.;United Nations Population Division. World Population Prospects: 2022 Revision.;Weighted average;Relevance to gender indicator: Knowing how many girls, adolescents and women there are in a population helps a country in determining its provision of services.

Set of data containing the information cataloged by the Technical Unit of Evaluation and Quality of the University of Extremadura concerning employees during the academic year 2021-2022

In 2023, almost 24 percent of human resources managers in the United States were men. In 2022, there were approximately 167,000 human resources managers in the United States.

Annual salary information including gross pay and overtime pay for all active, permanent employees of Montgomery County, MD paid in calendar year 2022. This information will be published annually each year.

Analysis of ATSSC trends in spending and human resources in 2021-2022.

Croatia HR: Life Expectancy at Birth: Total data was reported at 78.473 Year in 2023. This records an increase from the previous number of 77.576 Year for 2022. Croatia HR: Life Expectancy at Birth: Total data is updated yearly, averaging 71.824 Year from Dec 1960 (Median) to 2023, with 64 observations. The data reached an all-time high of 78.473 Year in 2023 and a record low of 65.746 Year in 1960. Croatia HR: Life Expectancy at Birth: Total 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: Social: Health Statistics. Life expectancy at birth indicates the number of years a newborn infant would live if prevailing patterns of mortality at the time of its birth were to stay the same throughout its life.;(1) United Nations Population Division. World Population Prospects: 2024 Revision; or derived from male and female life expectancy at birth from sources such as: (2) Statistical databases and publications from national statistical offices; (3) Eurostat: Demographic Statistics.;Weighted average;