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.

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

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.

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.

Contains SSA Employee Information.

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

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...

PredictLeads Job Openings Data provides a robust foundation for enhancing human resource and recruitment functions by directly sourcing job postings from company websites. Unlike traditional data providers that rely on aggregate sites like Indeed or Monster, our approach ensures the highest level of accuracy and freshness, making our dataset a valuable asset for Job Boards, HR Consulting, and Employment Analytics. By focusing exclusively on direct sources, we offer unparalleled insights into Job Postings Data, Employee Data, Recruiting Data, Firmographic Data, and Company Data.

Key Features Tailored for HR and Recruitment:

➡️ Directly Sourced Job Postings Data: Access real-time data on job openings extracted directly from the websites of companies across various industries. ➡️ Comprehensive Firmographic and Employee Insights: Gain detailed insights into company demographics, future employee roles, and recruitment strategies, enhancing HR analytics and consulting. ➡️ Reliable and Up-to-Date Information: Benefit from our commitment to accuracy and freshness, crucial for maintaining competitive job boards and effective recruitment tools.

Enhancing HR Functions with PredictLeads Job Openings Data:

➡️ Job Boards Enhancement: Integrate our job openings data to offer more accurate and timely job listings, attracting more job seekers and employers to your platform. ➡️ HR Consulting: Leverage detailed insights into recruiting trends and firmographics to advise clients on recruitment strategies, workforce planning, and competitive benchmarking. ➡️ Employment Analytics: Utilize our data to perform in-depth analysis of job market trends, helping organizations adjust their HR practices in line with current market demands. ➡️ Human Resources Management: Improve internal HR operations by understanding broader industry hiring practices and benchmarks, enhancing recruitment and retention strategies. ➡️ HR Analytics: Deploy advanced analytics on job postings and employee data to gain strategic insights into talent acquisition, helping shape future HR policies and practices.

Strategic Applications of Job Openings Data in HR:

➡️ Supporting Job Boards: By providing job boards with data directly from company websites, we ensure they offer the most current and comprehensive job listings, enhancing user satisfaction and platform credibility. ➡️ Empowering HR Consultants: HR consultants can utilize our detailed firmographic and recruiting data to offer tailored advice, helping clients optimize their recruitment processes and workforce management. ➡️ Driving HR Analytics: Analyze trends in job openings to predict future industry shifts, helping HR departments and businesses prepare for changes in the job market and workforce requirements.

Why PredictLeads Job Openings Data is Essential for HR and Recruitment:

✅ Focused on Direct Data Extraction: Our method of collecting data directly from company websites sets us apart, providing a level of detail and timeliness not found in other data sources. Tailored Insights for HR Needs: Our dataset is specifically designed to support ✅ HR functions, from job boards to HR consulting, offering insights that are directly applicable to improving human capital management. ✅ Trusted by Industry Leaders: Renowned for its accuracy and depth, PredictLeads Job Openings Data is trusted by leading HR platforms, consulting firms, and analytics departments to enhance their HR operations and strategies.

PredictLeads Job Openings Data is an invaluable tool for any entity involved in HR, recruitment, or employment analytics. By leveraging our direct, fresh, and comprehensive job postings data, HR professionals and job boards can dramatically enhance their offerings and strategies, ensuring they remain competitive and effective in a rapidly changing job market.

This database contains only a very small subset of the Human Resources Operational Data Store data. It supports the SSA Employee and Office Data Retrieval (SEODR) Core Services function. This service is used by management personnel to obtain job-related information about an SSA employee.

Graph and download economic data for Employed full time: Wage and salary workers: Human resources assistants, except payroll and timekeeping occupations: 16 years and over (LEU0254501300A) from 2000 to 2024 about human resources, assistance, occupation, full-time, payrolls, salaries, workers, 16 years +, wages, employment, and USA.

Detail of Human Resource Statistics for Queensland Ambulance Service

NOTE: This dataset is no longer updated. Additional data is available at: https://www.pc.gov.au/research/ongoing/report-on-government-services/2021/health/ambulance-services

Human Resource (HR) Technology Market size was valued at USD 237.51 Million in 2024 and is projected to reach USD 365.07 Million by 2031, growing at a CAGR of 6.09% from 2024 to 2031.

Global Human Resource (HR) Technology Market Drivers

Digital Transformation: HR departments are increasingly using technology to simplify their procedures as a result of firms going through a digital transformation. Digital HR solutions are assisting businesses in being more effective and flexible in a variety of areas, including hiring and onboarding, performance management, and employee engagement.

Remote Work: The COVID-19 epidemic hastened the trend towards remote work, necessitating investments in HR technology by companies seeking to support distant collaboration, communication, and personnel administration. For remote teams, cloud-based HR solutions, communication tools, and virtual onboarding platforms are now essential.

Data Analytics and AI: HR technology is using artificial intelligence (AI) and data analytics to make better judgments. HR managers may examine staff data using advanced analytics tools to spot patterns, forecast labor requirements, and enhance overall performance.

Employee Experience: In order to draw in and keep top talent, organizations are concentrating on improving the employee experience. This is where HR technology comes in, offering solutions for wellness initiatives, employee feedback, and personalized learning and development.

Ratio of attendance hours taken in a period against the work hours available for the same period.

This dataset is no longer being updated. For more information please refer to Workforce statistics at https://www.forgov.qld.gov.au/recruitment-performance-and-career/workforce-planning/workforce-statistics-and-tools/workforce-statistics

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.

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.

Data for analyzing the mediating role of organizational trust and work satisfaction in the relationship between HRM organizational practices and employees’ organizational citizenship behavior, as well as the moderating role of organizational justice. The study includes 339 employees working in healthcare centers in the Metropolitan Region of Chile (sample average age is 40 years; 64.6% are women; 56.2% of the employees had 6 or more years of professional experience). This study provides data from the Perceived HRM practices scale (Den Hartog et al., 2013), Organizational justice (Niehoff & Moorman, 1993), Organizational trust (Cook & Wall, 1980), Job satisfaction (Hackman & Oldham, 1975), and OCB (Kehoe & Wright, 2013) scales.

United States Employment: NF: PB: Human Resource Consulting data was reported at 80.100 Person th in May 2018. This records a decrease from the previous number of 80.200 Person th for Apr 2018. United States Employment: NF: PB: Human Resource Consulting data is updated monthly, averaging 73.700 Person th from Jan 1990 (Median) to May 2018, with 341 observations. The data reached an all-time high of 90.900 Person th in Nov 2000 and a record low of 45.500 Person th in Apr 1991. United States Employment: NF: PB: Human Resource Consulting data remains active status in CEIC and is reported by Bureau of Labor Statistics. The data is categorized under Global Database’s USA – Table US.G024: Current Employment Statistics Survey: Employment: Non Farm.

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 Society For Human Resource Mangement Shrm Atlanta Inc