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.

Information supporting the management, payment and benefits of FSA personnel.

In 2019, ** percent of large sized organizations revealed that they possess a licensed/ on premise Human Resources Management System(HRMS). During the survey, organizations headquartered in Europe, the Middle East and Africa reported that they utilize on average **** different communication methods within the organization.

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.

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

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.

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 southern Indian state of Karnataka had the highest human resource score of **** across the justice department in 2022. The state of Kerala and Maharashtra followed with a score of about **** and **** 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.

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

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.

Survey of innovation and business strategy, human resource practices used, by North American Industry Classification System (NAICS) and enterprise size for Canada and regions from 2009 to today.

Financial overview and grant giving statistics of Sacramento Human Resource Management Association

A synthetic set of realistic, non-PII, fictitious employee profiles and test scenarios to test Human Resource (HR), Time and Attendance (T&A), and Payroll Systems.

Financial overview and grant giving statistics of Northern Virginia Society For Human Resource Management

Revenue in the HR Provision industry is anticipated to dip at a compound annual rate of 3.8% over the five years through 2024 to €21.2 billion. This drop is down to turbulent economic conditions that have slowed company spending across Europe and cut space in businesses’ budgets for HR services. Surging inflation throughout Europe over the past couple of years has seen businesses reduce their spending on outsourcing HR services, while demand from the public sector has suffered in the face of governments cutting their budgets. In 2024, some HR providers have found opportunities in helping companies negotiate cuts to their workforces due to economic slowdowns across many European countries. Revenue is expected to drop by 2.2% in 2024. Revenue is slated to swell at a compound annual rate of 4.1% over the five years through 2029 to €26 billion. Artificial intelligence has already started to transform HR services across Europe and this is only set to become more prominent in the future, with analytics enhancing how companies can strategise and conduct future workforce planning. HR professionals will be better able to use AI to sift through CVs quickly and use data to predict the potential of a candidate being successful in their role. Companies will be able to create personalised training programmes and establish work advancement pathways through outsourcing to HR services. Workplace regulations will continue to evolve across Europe as employees demand greater rights and protection, raising demand for HR services to keep companies consulted on law changes and ensure employee satisfaction.

Human Resource Technology Market Outlook

According to our latest research, the global Human Resource Technology market size reached $38.6 billion in 2024, demonstrating robust momentum driven by digital transformation across enterprises. The market is expected to register a CAGR of 7.9% from 2025 to 2033, with the market projected to reach approximately $76.8 billion by 2033. This sustained growth is fueled by increasing demand for automation in HR functions, the proliferation of cloud-based HR solutions, and the growing emphasis on workforce analytics to enhance decision-making and operational efficiency.

The rapid evolution of workplace dynamics and the rising adoption of digital technologies are key growth factors propelling the Human Resource Technology market. Organizations globally are striving to streamline their HR processes, reduce manual intervention, and improve employee engagement, all of which are achievable through advanced HR technology solutions. The proliferation of remote and hybrid work models, particularly post-pandemic, has further accelerated the need for cloud-based HR platforms that support seamless collaboration, real-time data access, and effective workforce management. Additionally, the integration of artificial intelligence and machine learning into HR systems is enabling predictive analytics, personalized employee experiences, and automated talent acquisition, thereby driving market expansion.

Another significant growth driver is the increasing focus on regulatory compliance and data security in HR operations. With evolving labor laws and stringent data privacy regulations, organizations are investing in HR technologies that offer robust compliance management and secure handling of sensitive employee information. These solutions not only mitigate legal risks but also enhance transparency and trust among employees. Furthermore, the global talent shortage and the intense competition for skilled professionals are compelling enterprises to leverage HR technology for strategic talent management, including recruitment, onboarding, performance evaluation, and succession planning. This shift towards a more data-driven and agile HR approach is fostering sustained demand for innovative HR technology solutions.

The influx of venture capital and private equity investments in HR technology startups is also contributing to market growth. Investors are recognizing the transformative potential of HR tech, particularly in areas such as employee wellness, diversity and inclusion, and workforce analytics. As a result, the industry is witnessing a surge in product innovation, mergers and acquisitions, and strategic partnerships aimed at expanding solution portfolios and enhancing market reach. The emergence of niche solutions tailored to specific industry verticals and organizational needs is further diversifying the market landscape, providing organizations with a wide array of options to address their unique HR challenges.

From a regional perspective, North America continues to dominate the Human Resource Technology market, accounting for the largest revenue share in 2024. This leadership is attributed to the early adoption of advanced HR solutions, a mature IT infrastructure, and the presence of leading HR technology vendors in the region. However, the Asia Pacific region is poised for the fastest growth over the forecast period, driven by rapid digitalization, expanding enterprise sectors, and increasing investments in HR technology by both multinational and local companies. Europe also remains a significant market, supported by regulatory reforms and a strong focus on employee well-being and organizational productivity.

Component Analysis

The Human Resource Technology market by component is segmented into software and services, each playing a pivotal role in shaping the industry landscape. The software segment encompasses a wide range of solutions, including Human Resource Management Systems (HRMS), payroll software, talent management platforms, and workforce analytics

The 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

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.

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