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!

The 10,000 Worlds Employee Dataset is a comprehensive dataset designed for analyzing workforce trends, employee performance, and organizational dynamics within a large-scale company setting. This dataset contains information on 10,000 employees, spanning various departments, roles, and experience levels. It is ideal for research in human resource analytics, machine learning applications in employee retention, performance prediction, and diversity analysis.

Key Features of the Dataset: Employee Demographics:

Age, gender, ethnicity Education level, degree specialization Years of experience Employment Details:

Department (e.g., HR, Engineering, Marketing) Job title and seniority level Employment type (full-time, part-time, contract) Performance & Productivity Metrics:

Annual performance ratings Work hours, overtime details Training programs attended Compensation & Benefits:

Salary, bonuses, stock options Benefits (healthcare, pension plans, remote work options) Employee Engagement & Retention:

Job satisfaction scores Attrition and turnover rates Promotion history and career growth Workplace Environment Factors:

Team collaboration metrics Employee feedback and survey results Work-life balance indicators Use Cases: HR Analytics: Identifying patterns in employee satisfaction, retention, and performance. Predictive Modeling: Forecasting attrition risks and promotion likelihoods. Diversity & Inclusion Analysis: Understanding representation across departments. Compensation Benchmarking: Comparing salaries and benefits within and across industries. This dataset is highly valuable for data scientists, HR professionals, and business analysts looking to gain insights into workforce dynamics and improve organizational strategies.

Would you like any additional details or a sample schema for the dataset?

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...

Success.ai’s B2B Contact Data for Human Resources Professionals Worldwide empowers businesses to connect with HR leaders across the globe. With access to over 170 million verified professional profiles, this dataset includes critical contact information for key HR decision-makers in various industries. Whether you’re targeting HR directors, talent acquisition specialists, or employee relations managers, Success.ai ensures accurate and effective outreach.

Why Choose Success.ai’s HR Professionals Data?

1. Comprehensive Contact Information:
2. Access verified work emails, direct phone numbers, and LinkedIn profiles for HR leaders worldwide.

3. Data accuracy is backed by AI validation to ensure 99% reliability.

4. Global Reach Across HR Functions:

5. Includes profiles of HR directors, recruiters, payroll specialists, and training managers.

6. Covers regions such as North America, Europe, Asia-Pacific, South America, and the Middle East.

7. Continuously Updated Datasets:

8. Real-time updates provide the latest information about HR professionals in decision-making roles.

9. Ethical and Compliant:

10. Adheres to GDPR, CCPA, and other global privacy regulations for ethical use of data.

Data Highlights: - 170M+ Verified Professional Profiles: Includes HR professionals from diverse industries. - 50M Work Emails: Verified and AI-validated for seamless communication. - 30M Company Profiles: Rich insights to support detailed targeting. - 700M Global Professional Profiles: Enriched data for broad business objectives.

Key Features of the Dataset:

• HR Decision-Maker Profiles: Identify and connect with HR professionals at all levels, including C-suite HR leaders.
• Advanced Filters for Precision Targeting: Filter by industry, company size, location, and specific HR roles for precise results.
• AI-Driven Enrichment: Profiles enriched with actionable data for personalized engagement.

Strategic Use Cases:

1. Recruitment Solutions and HR Services:
2. Offer your HR technology, software, or services directly to decision-makers.

3. Build relationships with professionals managing recruitment, payroll, or employee engagement.

4. Corporate Training and Development:

5. Reach training managers to promote learning solutions, workshops, and skill-building programs.

6. Showcase personalized employee development initiatives.

7. Targeted Marketing Campaigns:

8. Design campaigns to promote HR-focused tools, resources, or consultancy services.

9. Leverage verified contact data for higher engagement and conversions.

10. HR Tech Solutions:

11. Present HR software, automation tools, or cloud solutions to relevant decision-makers.

12. Target professionals managing HR digital transformation.

Why Choose Success.ai?

1. Best Price Guarantee: Enjoy premium-quality datasets at competitive pricing.
2. Seamless Integration: Integrate data into your CRM using APIs or download datasets in preferred formats.
3. Data Accuracy with AI Validation: Confidence in 99% accuracy for all profiles included in the dataset.
4. Customizable and Scalable Solutions: Tailor data to your specific industry or HR role requirements.

APIs for Enhanced Functionality

1. Data Enrichment API: Enrich existing records with verified HR contact data.
2. Lead Generation API: Automate lead generation for HR-specific campaigns and initiatives.

Leverage B2B Contact Data for Human Resources Professionals Worldwide to connect with HR leaders and decision-makers in your target market. Success.ai offers verified work emails, phone numbers, and continuously updated profiles to ensure effective outreach and impactful communication.

With AI-validated accuracy and a Best Price Guarantee, Success.ai provides the ultimate solution for accessing and engaging global HR professionals. Contact us now to elevate your business strategy with precise and reliable data!

No one beats us on price. Period.

Snapshot img

Human Resource Technology Market Size 2025-2029

The human resource (HR) technology market size is forecast to increase by USD 18.31 billion, at a CAGR of 8.4% between 2024 and 2029.

The market is experiencing significant growth, driven by several key trends. One of the most notable trends is the increasing adoption of HR technology among Small and Medium-sized Enterprises (SMEs). This is due to the cost savings and efficiency gains that HR technology can provide. Another trend is the integration of artificial intelligence (AI) in HR solutions, which is enabling more accurate and data-driven hiring decisions. However, the market also faces challenges, including data security and privacy concerns. As companies adopt more advanced HR technologies, ensuring the security and confidentiality of employee data becomes a top priority. This report provides a comprehensive analysis of these trends and challenges, offering insights into the future growth prospects of the HR technology market.

What will be the Size of the human resource (HR) technology Market During the Forecast Period?

Request Free Sample

The market is experiencing significant growth and transformation, driven by the increasing demand for digital solutions to enhance workplace culture, productivity, and employee engagement. AI chatbots and people analytics are leading tech trends, automating routine HR tasks and providing valuable insights for leadership in areas such as talent retention, employee development, and diversity and inclusion. Cloud-based HR software solutions enable remote team management, compliance, and outsourcing, while also facilitating process automation and ethics in areas like recruitment and employee onboarding.
Employee well-being and benefits are also key focus areas, with technology playing a crucial role in employee productivity, engagement strategies, and communication. Digital transformation is a top priority for organizations, with HR technology adoption becoming essential for effective workforce planning and branding. Employee reskilling and diversity and inclusion are also critical areas of focus, as companies seek to stay competitive and foster a culture of innovation and continuous improvement.

How is this human resource (HR) technology Industry segmented and which is the largest segment?

The human resource (HR) technology industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments.

Application

  Payroll processing
  Applicant management
  Learning and development
  Talent management
  Others


End-user

  Large enterprises
  Small and medium enterprises (SMEs)
  Government organizations
  Non-profit organizations


Geography

  North America

    Canada
    US


  Europe

    Germany
    UK
    France


  APAC

    China
    India
    Japan


  South America

    Brazil


  Middle East and Africa

By Application Insights

The payroll processing segment is estimated to witness significant growth during the forecast period.

The market encompasses a variety of solutions for managing payroll processing, workforce management, recruitment, and employee experience. Payroll processing solutions are essential, automating salary calculations, tax deductions, benefits management, and pay slip generation. Automated payroll systems streamline the process, reducing HR administrative burden and minimizing errors. Compliance features ensure adherence to local and global payroll regulations. Other HR technologies include cloud-based workforce management tools for scheduling, time tracking, and attendance monitoring, and recruitment platforms for streamlining the hiring process. Employee experience platforms focus on enhancing employee engagement and satisfaction. Payroll processing solutions remain a crucial application within the HR technology market, ensuring accurate and timely compensation for employees while maintaining regulatory compliance.

Get a glance at the human resource (HR) technology Industry report of share of various segments Request Free Sample

The payroll processing segment was valued at USD 5.47 billion in 2019 and showed a gradual increase during the forecast period.

Regional Analysis

North America is estimated to contribute 42% to the growth of the global market during the forecast period.

Technavio's analysts have elaborately explained the regional trends and drivers that shape the market during the forecast period.

For more insights on the market share of various regions, Request Free Sample

The North American market is driven by the high adoption rate of advanced HR solutions among businesses of all sizes, with small businesses playing a pivotal role. in the United States, there were approximately 34 million small bus

Abstract

The survey was one of three components of a World Bank project implemented to provide information on the size and composition of the civil service, improve systems and control mechanisms, institutional capacity, and provide information on policy-formulation and decision-making processes. Other components included a census of Guatemalan civil servants and contractors, and the continuous updating and use of this information to strengthen checks and improve transparency, and a new policy framework aimed at strengthening the institutional capacity of the Guatemalan civil service.

The aim of the survey was to assess the characteristics and quality of human resource management in the public administration, as well as to capture the attitudes, motivations, and experiences of public officials. In particular, the survey focused on the priority areas for reform identified by the Government of Guatemala and the World Bank. The data collected was used to support the World Bank’s diagnostic of key problem areas in the human resource management of the public administration in Guatemala. It was used to inform the design of institution-level interventions, as well as the new public policy framework.

Geographic coverage

The target population were civil servants across 18 institutions in Guatemala at the central, and their respective departmental and municipal branches.

Analysis unit

Public servants (managers and non-managers) across 18 institutions in Guatemala at the central, and their respective departmental and municipal branches.

Kind of data

Aggregate data [agg]

Sampling procedure

The sample frame used comes from the frame used for the Human Resources National Census. It has the list of positions in all the units of the 18 institutions selected for this study. The sample size for the managerial level was calculated with a 95% confidence level and a 5% margin error for each institution. For the non-managers, it was calculated with the same confidence level and margin error. The sample sizes are adjusted so the sample would have an even number for each study domain for the experiment which will assign a different questionnaire to half of the respondents.

Mode of data collection

Computer Assisted Personal Interview [capi]

Research instrument

The survey questionnaire comprises following modules: 1- Pre-interview questions, 2- Demographic and work history information, 3- Management practices, 4- Performance evaluation, 5- perceptions about discrimination, 6- Human resources management practices, 7- Perceptions of the national office of the civil service, 8- Perception of acts of corruption, and 9- Review of surveys.

The questionnaire was prepared in English and Spanish.

Response rate

Response rate was 96%.

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.

Snapshot img

HR Software Market Size 2024-2028

The hr software market size is forecast to increase by USD 15.23 billion at a CAGR of 11.74% between 2023 and 2028.

The market is experiencing significant growth, driven by increased budgets for HR technology solutions, HR outsourcing and the rising adoption of digital HR systems. Organizations are recognizing the value of HR software in streamlining processes, enhancing employee engagement, professional developments and improving overall HR efficiency. This trend is expected to continue, with more companies investing in advanced HR solutions to meet their evolving needs. However, the market also faces challenges, primarily in the area of data privacy and security. With the increasing digitization of HR functions, ensuring the confidentiality and protection of sensitive employee data has become a major concern.
Companies must invest in robust security measures and comply with data protection regulations to mitigate these risks and maintain trust with their workforce. Additionally, integrating HR software with other business systems and ensuring seamless data flow between them presents another challenge. Addressing these obstacles will be crucial for companies seeking to capitalize on the opportunities presented by the market and effectively navigate its strategic landscape.

What will be the Size of the HR Software Market during the forecast period?

Request Free Sample

The market continues to evolve, with dynamic market activities shaping the landscape. Applicant tracking systems streamline recruitment, while performance management tools enable continuous feedback and development. HR analytics offers insights into workforce trends, and learning management systems foster employee growth. HR outsourcing and workforce planning ensure business agility, with employee wellbeing initiatives enhancing productivity. HR consulting provides expert guidance, and machine learning powers predictive analytics. Work-life balance, hybrid work, and compensation and benefits are increasingly important. Employee development, diversity and inclusion, and training and development are key focus areas. Compensation surveys offer benchmarking, and workflow automation streamlines processes.
Succession planning ensures business continuity, and mobile HR enables flexibility. Cloud-based HR software facilitates remote work and global workforce management. Employee retention strategies are crucial, and time and attendance tracking ensures compliance. AI-powered HR solutions offer personalized experiences, and reporting and analytics provide data-driven insights. Employee empowerment, data security, and talent acquisition analytics are essential components. The ongoing evolution of HR software reflects the changing needs of businesses and their workforces.

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 2024-2028, as well as historical data from 2018-2022 for the following segments.

Deployment

  Cloud
  On-premises


End-user

  Large enterprises
  SMEs


Type

  Core HR
  Employee Collaboration & Engagement
  Recruiting
  Talent Management
  Workforce Planning & Analytics
  Core HR
  Employee Collaboration & Engagement
  Recruiting
  Talent Management
  Workforce Planning & Analytics


Geography

  North America

    US


  Europe

    Germany
    UK


  APAC

    India
    Japan


  Rest of World (ROW)

By Deployment Insights

The cloud segment is estimated to witness significant growth during the forecast period.

The market is witnessing significant growth as organizations seek to streamline their human resources processes. Cloud-based HR software, in particular, is gaining popularity due to its flexibility and cost savings. This deployment model allows companies to focus on their core competencies while relying on cloud service providers for software and services. The cloud segment is expected to expand rapidly during the forecast period. HR analytics, performance management, learning management systems, workforce planning, employee wellbeing, and hr outsourcing are integral components of HR software, all of which can be effectively delivered via the cloud. Additionally, machine learning, work-life balance, hybrid work, compensation and benefits, employee development, diversity and inclusion, and succession planning are essential HR functions that can be optimized through cloud-based solutions.

Mobile HR, remote work, and global workforce management are other areas where cloud HR software offers advantages. Cloud applications ensure data security, employee self-service, reporting and analytics, and employee empowerment. Talent acquisition, benefits administration, talent management, time and attendance, and performance reviews can al

The dataset links data from two sources of information: (1) individuals with executive titles in a sample of small to medium- sized enterprises in Alberta were surveyed in 2016 and 2018 about their organization's human resource management practices, and (2) archival organizational-level injury data from Alberta Workers' Compensation Board from 2014 to 2019. Thus, the purpose of this dataset is to connect human resource management practices with injury data at the organizational level in a sample of small- to medium- sized enterprises in Alberta over time. The function of this dataset is to provide greater understanding of potential organizational-level predictors of occupational safety. The variables from the survey were removed prior to posting publicly; contact the researcher for more information.

Human Resources Information System (HRIS) Software Market Outlook 2032

The global human resources information system (HRIS) software market size was USD 23.5 Billion in 2023 and is likely to reach USD 42.1 Billion by 2032, expanding at a CAGR of 6.7% during 2024–2032. The market growth is attributed to therole of mobile and remote HRIS solutions.



The human resources information system (HRIS) software market has emerged as a crucial component of modern business operations, offering comprehensive solutions for managing an organization's human resources functions. This market encompasses a wide range of software applications designed to streamline HR processes, including recruitment, payroll, performance management, and employee data management.

As organizations increasingly recognize the value of data-driven decision-making, the demand for sophisticated HRIS solutions has surged. The market is characterized by a diverse array of vendors offering both on-premises and cloud-based solutions, catering to businesses of all sizes across various industries. With technological advancements and the growing emphasis on workforce optimization, the HRIS software market is poised for significant growth in the coming years.



The increasing demand for mobile and remote HRIS solutions is reshaping the HRIS software market, driven by the growing trend of remote work and the need for flexible workforce management. Mobile HRIS applications enable employees and HR professionals to access HR functions anytime and anywhere, facilitating tasks such as time tracking, leave management and performance reviews on the go.



This mobility enhances employee engagement and productivity by providing a seamless and convenient user experience. Remote HRIS solutions support the management of distributed teams, allowing organizations to maintain effective HR operations regardless of geographical location.



The pandemic has accelerated the adoption of these solutions, highlighting the importance of digital tools that support remote work environments. As organizations continue to embrace flexible work arrangements, the role of mobile and remote HRIS solutions is expected to expand, driving further innovation in the market.

<span style="font-size:20

Landing page for Pollen surface sample data from HR 059, including data download options and linked resources.

According to Cognitive Market Research, the global HR Analytics market size will be USD 2.07 billion in 2024 and will expand at a compound annual growth rate (CAGR) of 14.2% from 2024 to 2031. Market Dynamics of HR Analytics Market

Key Drivers for HR Analytics Market

Increasing importance of data-driven decision- One of the main reasons for the HR Analytics market rise of digital platforms and IoT devices, HR departments have access to diverse data sources, including employee performance metrics, engagement levels, and even sentiment analysis from social media. This wealth of data allows for more nuanced and accurate workforce planning, personalized employee experiences, and proactive risk management. Harnessing big data analytics enables HR professionals to identify trends, anticipate future challenges, and optimize strategies to align with organizational goals effectively.
Streamlining HR processes through advanced technology solutions is anticipated to drive the HR Analytics market's expansion in the years ahead.

Key Restraints for HR Analytics Market

The HR Analytics business is seriously threatened by restrictions on data use and sharing.
Gaps in skills Insufficient knowledge hinders efficiency. The application of HR analytics affects market expansion.

Introduction of the HR Analytics Market

HR Analytics also referred to the increasing demand for data-driven decision-making in human resources, has propelled organizations to adopt analytics to understand workforce dynamics better, optimize recruitment processes, and enhance employee engagement and retention strategies. Secondly, advancements in technology, particularly in artificial intelligence and machine learning, have enabled more sophisticated analysis of HR data, allowing for predictive analytics that can forecast trends and behaviors. Additionally, the growing availability and affordability of cloud-based HR analytics solutions have democratized access to these tools, making them accessible to organizations of all sizes. Moreover, regulatory pressures and the need for compliance with labor laws and ethical standards have also pushed organizations towards implementing robust analytics frameworks to ensure fairness and equity in HR practices. Collectively, these factors underscore the pivotal role of HR analytics in shaping the future of work and organizational performance.

The research objective is how much influence the work environment and work culture together have on the work performance of employees at the Secretariat of the Human Resources Development Agency, Ministry of Home Affairs. The purpose of this study is to determine and examine the magnitude of the influence of the work environment and work culture jointly on employee performance at the Secretariat of the Human Resources Development Agency, Ministry of Home Affairs. The research method uses a survey with a quantitative approach that is correlational with the sampling technique used based on the sampling table developed by Isaac and Michael. In this study, the number of samples was 58 respondents. The variables studied were work environment (X1) and work culture (X2) as independent variables, while employee performance was the dependent variable (Y). Based on the results of the research that has been done, namely: 1) Based on the results of hypothesis testing the effect of work environment variables on employee performance at the Secretariat of the Human Resources Development Agency of the Ministry of Home Affairs, it has a strong and significant positive influence, this is indicated by the correlation coefficient value of 0.695 and the coefficient of determination of r2 = 0.483 or 48.3%, this means that 48.3% employee performance is determined by the work environment, the remaining 51.7% is determined by other factors. Furthermore, for the significance test, the t-count value is 7.233 and the t-table value is 2.000. This means that the alternative hypothesis is accepted because t-count (7.233) > t-table (2.000). 2) Based on the results of hypothesis testing the effect of work culture variables on employee performance at the Secretariat of the Human Resources Development Agency of the Ministry of Home Affairs, it has a strong and significant positive influence, this is indicated by the correlation coefficient value of 0.697 and the coefficient of determination of r2 = 0.486 or 48.6%, this means that 48.6% employee performance is determined by work culture, the remaining 51.4% is determined by other factors. Furthermore, for the significance test, the t-count value is 7.276 and the t-table value is 2.000. This means that the alternative hypothesis is accepted because t-count (7.276) > t-table (2.000). 3) To test the double correlation hypothesis of work environment and work culture variables together on employee performance at the Secretariat of the Human Resources Development Agency of the Ministry of Home Affairs, it turns out to have a strong and significant positive influence with a correlation coefficient of 0.739 and a coefficient of determination of r2 = 0.546, this means that together employee performance of 54.6% is determined by the work environment and work culture, the remaining 45.4% is determined by other factors. Furthermore, for the significance test, the F-count value was 33.133 and the F-table value was 3.17. This means that the alternative hypothesis is accepted because of F-count (33.133) > F-table (3.17).

The Human Resources (HR) Provision industry is in the growth stage of its life cycle, as HR outsourcing has become increasingly popular. Over the five years through 2024-25, revenue has risen at a compound annual rate of 0.5% to reach £2.2 billion. Prior to the COVID-19 pandemic, a growing number of UK businesses and rising employment provided ample opportunities for HR providers. The range of services provided by HR providers has expanded beyond tasks that are necessary for the daily functioning of a business – though payroll services bring in the most revenue. However, inflationary pressures and rising energy bills have negatively affected businesses' confidence in the economy and government funding for HR over the last few years; revenue is set to grow by 2.6% in 2024-25. The introduction of new HR rules and regulations throughout 2024, have helped drum up business for HR providers. Over the five years leading up to 2029-30, revenue is forecast to grow at a compound annual rate of 3.5% to reach £2.6 billion. HR providers will continue to benefit from businesses increasingly outsourcing HR functions to cut costs and boost efficiency. However, potential clients could bypass the industry altogether – the increasing capabilities and ease of use of HR software are likely to make it easier for businesses to complete HR tasks in-house. The average industry profit margin is forecast to rise, though rising operating costs will still pose a threat.

The dataset is an outcome of survey research conducted on The effect of job satisfaction and moonlighting intentions with mediating and moderating effects of commitment and HR practices in an empirical study. The data were gathered for five constructs of this empirical study—job satisfaction, organizational commitment, human resources practices, economic intentions, and moonlighting intentions—by surveying IT-enabled industry employees in Hyderabad. The data set has demographic characteristics of the study sample and the data related to nine reflective constructs for which the study was assessed

Abstract

Nigeria has one of the largest stocks of human resources for health (HRH) in Africa. However, great disparities in health status and access to health care exist among the six geo-political zones, and between rural and urban areas. This assessment measures the size, skills mix, distribution, and growth rate of HRH in the public health sector in Nigeria. The assessment also quantifies the increase in HRH requirements in the public health sector necessary for reaching key PEPFAR targets and the health Millennium Development Goals. The findings are based on a survey conducted in April-May 2006 in 290 public health facilities representing all levels of care (primary, secondary, and tertiary). The study data enabled us to estimate the total number of doctors, nurses, midwives, lab and pharmacy staff, and community health workers currently employed in the public sector. The distribution of health workers by level of care, and HRH availability in rural and urban areas was also quantified.Staff attrition rates, measuring the number of those leaving the public sector as percent of total staff, were determined among all staff categories. The annual growth in HRH in the public sector from new graduates was also measured.

Geographic coverage

National

Analysis unit

Public Health Facilities

Universe

The survey focused on public health facilities representing all levels of care (primary, secondary, and tertiary).

Kind of data

Sample survey data [ssd]

Sampling procedure

Two-Stage Stratified Random Sample A survey was conducted in 290 public health facilities representing all levels of care (primary, secondary, and tertiary). The facilities were selected using two-stage stratified sampling. First, two states were selected from each of the six geo-political zones in Nigeria, with probability of selection of each state proportional to its population size. In addition, the Federal Capital Territory of Abuja (FCT) was added to the two states selected in the North Central zone. The selected states in each zone cover between 32 and 50 percent of the zone's population and in total, the 13 states included in the sample account for 40 percent of Nigeria's population. In the second stage of sampling, a sample of facilities at each level of care was chosen in each selected state. All Federal Medical Centers and teaching hospitals in the sampled states were selected with certainty. All other facilities were selected using systematic random sampling. A higher proportion of hospitals, compared to smaller facilities, were included in the sample in order to increase the number of facilities that have most of the data being collected. Primary care facilities include health centers, health clinics, maternities, and dispensaries. There was non-response from two facilities selected with certainty.

Mode of data collection

Face-to-face [f2f]

Research instrument

Data collection instrument In each of the selected facilities, a questionnaire was administered to eligible facility managers and health staff. These were staff in charge of the services included in the survey – for example, information regarding immunizations in a hospital was obtained from the nurse in charge at the hospital’s child health clinic. The questionnaire collected information on: 1. Number of staff employed in 2004, 2005, and at the time of survey (April 2006); 2. Number of incoming and outgoing staff in 2005 by reason for leaving or starting work at the facility; 3. Types of services provided at the facility for HIV/AIDS, TB, malaria, maternal and child health, and family planning; 4. Number of patients seen at the facility in the three months preceding the survey for each of these services; 5. Which types of health staff provide each service; 6. Average time spent per patient-visit for each of the services related to the five focus areas.

Cleaning operations

Data from the survey questionnaires was entered electronically using an EpiInfo database, and all data analysis was performed using Stata v.8 software.

Snapshot img

HR Payroll Software Market Size 2025-2029

The HR payroll software market size is forecast to increase by USD 7.84 billion at a CAGR of 15.9% between 2024 and 2029.

The market is witnessing significant growth due to the digital transformation of HR functions, driving the adoption of advanced technologies such as cloud-based solutions. The flexibility, cost savings, and enhanced functionality offered by cloud-based HR payroll software are compelling reasons for businesses to migrate from traditional methods. However, regulatory hurdles impact adoption in certain regions, necessitating compliance with local data protection laws and regulations. Data security and privacy concerns continue to pose challenges for market participants, as sensitive employee data is at risk of breaches. Implementing robust security measures, such as encryption and multi-factor authentication, is crucial to mitigate these risks and build trust with customers. Additionally, the adoption of advanced workforce analytics, particularly those leveraging Machine Learning, is increasing.
Furthermore, ensuring seamless integration with other HR systems and payroll processes is essential to optimize operational efficiency and minimize supply chain inconsistencies that can temper growth potential. Smartphone adoption is another trend driving the market growth. Companies seeking to capitalize on market opportunities and navigate challenges effectively must focus on providing secure, user-friendly, and customizable solutions that cater to the evolving needs of HR departments.

What will be the Size of the HR Payroll Software Market during the forecast period?

Request Free Sample

The market is experiencing significant advancements, with mobile payroll apps gaining popularity for their convenience and accessibility. Payroll software upgrades continue to prioritize HR analytics dashboards, payroll automation tools, and biometric authentication for enhanced efficiency and security. Data encryption and employee data privacy remain crucial concerns, with payroll compliance software ensuring regulatory adherence. Payroll fraud detection, fueled by machine learning (ML) and artificial intelligence (AI), is a growing trend. Mobile phone users increasingly seek devices capable of leveraging 5G network technologies, with chipmakers responding by producing 5G chips for integration into mobile handsets.
Cloud security and HR software integrations are essential for seamless operations. Benefits management software, talent acquisition platforms, and employee self-service portals further streamline HR processes. Payroll system customization, maintenance, reporting dashboards, and predictive analytics enable data-driven decision-making.

How is this HR Payroll Software Industry segmented?

The hr payroll 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.

Component

  Software
  Services


Deployment

  On-Premises
  Cloud


End-user

  Large Enterprises
  Small and Medium Enterprises


Geography

  North America

    US
    Canada


  Europe

    France
    Germany
    UK


  APAC

    China
    India
    Japan
    South Korea


  South America

    Brazil


  Rest of World (ROW)

By Component Insights

The software segment is estimated to witness significant growth during the forecast period. The market encompasses a range of digital solutions designed to automate and manage various payroll-related functions for businesses. These software platforms facilitate accurate payroll processing, including salary calculations, tax deductions, benefits management, and payslip generation. By streamlining these tasks, businesses can minimize errors and reduce administrative overhead. Modern HR software often integrates with other HR modules, such as time and attendance, talent management, and employee self-service portals, creating a unified system that boosts operational efficiency and transparency. Cloud-based payroll solutions are gaining popularity due to their flexibility, real-time data access, and cost savings. Additionally, these systems enable compliance with various payroll regulations and offer features like payroll reporting, tax filing, and employee onboarding. Cloud computing plays a crucial role in enabling these features, with both private and public cloud solutions gaining popularity. Environmental concerns are also influencing the market, with the adoption of bio-based adhesives and composite materials becoming more common in the production of workforce management software.

Request Free Sample

The Software segment was valued at USD 2.6 billion in 2019 and showed a gradual increase during the forecast period. HR services, payroll services, and compliance

Further to the original Enterprise Application request, the contract below has expired. Please provide the current status. Finance Capita CRM Trustmarque Solutions Ltd I'd like to apologise for the length of this request, and how tedious it may be to handle. That being said, please make an effort to provide all of this information. The information I'm requesting is regarding the software contracts that the organisation uses, for the following fields.Enterprise Resource Planning Software Solution (ERP): Primary Customer Relationship Management Solution (CRM): For example, Salesforce, Lagan CRM, Microsoft Dynamics; software of this nature. Primary Human Resources (HR) and Payroll Software Solution: For example, iTrent, ResourceLink, HealthRoster; software of this nature. The organisation’s primary corporate Finance Software Solution: For example, Agresso, Integra, Sapphire Systems; software of this nature. Name of Supplier: Can you please provide me with the software provider for each contract? The brand of the software: Can you please provide me with the actual name of the software. Please do not provide me with the supplier name again please provide me with the actual software name. Description of the contract: Can you please provide me with detailed information about this contract and please state if upgrade, maintenance and support is included. Please also list the software modules included in these contracts. Number of Users/Licenses: What is the total number of user/licenses for this contract? Annual Spend: What is the annual average spend for each contract? Contract Duration: What is the duration of the contract please include any available extensions within the contract. Contract Start Date: What is the start date of this contract? Please include month and year of the contract. DD-MM-YY or MM-YY. Contract Expiry: What is the expiry date of this contract? Please include month and year of the contract. DD-MM-YY or MM-YY. Contract Review Date: What is the review date of this contract? Please include month and year of the contract. If this cannot be provide please provide me estimates of when the contract is likely to be reviewed. DD-MM-YY or MM-YY. Contact Details: I require the full contact details of the person within the organisation responsible for this particular software contract (name, job title, email, contact number).’

The dataset links data from two sources of information: (1) individuals with executive titles in a sample of small to medium- sized enterprises in Alberta were surveyed in 2016 and 2018 about their organization's human resource management practices, and (2) archival organizational-level injury data from Alberta Workers' Compensation Board from 2014 to 2019. Thus, the purpose of this dataset is to connect human resource management practices with injury data at the organizational level in a sample of small- to medium- sized enterprises in Alberta over time. The function of this dataset is to provide greater understanding of potential organizational-level predictors of occupational safety. The variables from the survey were removed prior to posting publicly; contact the researcher for more information.

Abstract

The objectives of the survey were to provide information regarding the following: a. Household use of, and expenditure patterns for, social services; b. Reasons for low levels of household investment in education and health services for children; c. The distribution of the benefits of public spending for social services and how to improve targeting; d. Households' evaluation of the social services available to them; e. The potential for demand-side interventions to increase human capital investment directly (especially for girls and the poor); and f. The feasibility of repeated national monitoring surveys to assess the impact of future Bank and government projects in the social sectors, and to increase Tanzania's capacity to perform household survey work.

Geographic coverage

National coverage

Kind of data

Sample survey data [ssd]

Sampling procedure

Sample size is 5,184 households

The HRDS is national in scope and uses all the 222 clusters of the National Master Sample (NMS) maintained by the Bureau of Statistics as its sampling frame.4 Two NMS clusters were not surveyed because of weather conditions. For example, Nyamburi village in the Mara region was inaccessible. Heavy rains had washed away a bridge 8 kms (14 miles) from the village. All household surveys conducted by the Bureau of Statistics (e.g. Agricultural Sample Survey since 1986/87, Labor Force Survey in 1990/91) have used the framework of the NMS. This permits obtaining estimates at the national level and by area: rural, Dar es Salaam (DSM), and other urban towns. The current NMS covers 222 clusters: 100 rural villages representing the rural areas, and 122 Enumeration Areas (EAs) representing the urban areas. Fifty-two EAs are from the capital city, itself, 40 EAs are from the nine municipalities (Arusha, Dodoma, Moshi, Tanga, Morogoro, Iringa, Mbeya, Tabora, and Mwanza), and 10 EAs are from the remaining regional headquarters.

Selection of households and non-response.

Household selection was done in the field. In each cluster the team supervisor would first obtain the list of ten-cell leaders from the local authorities, and then, from each ten cell-leader, the list of households belonging to his/her cell. Each household was assigned a unique number, and then, using a table of random numbers, randomly selected. In each cluster, a list of about 30 households was then obtained, the last households in the list being alternates. With the collaboration of local authorities, the field workers were able to have an almost 100 percent reponse rate, except for the cases in which no member of the household was present for intervieing, and returning to the household was not feasible. Refusals to cooperate were rare. In those cases--absent households or refusals--, new households were drawn from the list of alternates.

The survey covered a total of 4,953 households in the 20 regions of Mainland Tanzania: 2,135 rural and 2,818 urban (see Table 1). In a second stage, the survey was extended to Zanzibar, where 230 households, in 24 clusters, were interviewed.

Region / Rural / Urban / Total Dodoma / 100 / 80 / 180 Arusha / 118 / 121 / 239 Kilimanjaro / 124 / 154 / 278 Tanga / 132 / 167 / 299 Morogoro / 88 / 120 / 208 Coast / 79 / 88 / 167 Dar es Salaam / 0 / 1127 / 1127 Lindi / 84 / 50 / 134 Mtwara / 114 / 44 / 158 Ruvuma / 69 / 49 / 118 Iringa / 124 / 128 / 252 Mbeya / 174 / 153 / 327 Singida / 82 / 41 / 123 Tabora / 99 / 72 / 171 Rukwa / 59 / 56 / 115 Kigoma / 83 / 35 / 118 Shinyanga / 153 / 54 / 207 Kagera / 193 / 24 / 217 Mwanza / 163 / 192 / 355 Mara / 97 / 63 / 160 Mainland Tanzania / 2135 / 2818 / 4953 Zanzibar / 127 / 104 / 231

Mode of data collection

Face-to-face [f2f]

Research instrument

Development of Survey Instrument.

The first draft of the household survey was developed in English in July, 1993. Training of enumerators, based on this draft, began on August 2, 1993. The month of August was devoted to training the enumerators and pre-testing the questionnaire. The first pre-test of the questionnaire took place in mid-August. The household questionnaire was almost completely precoded to eliminate coding errors and time delays. A category labeled "other: specify" was added to several questions. For those questions for which answers were not mutually exclusive, we precoded them with letters, rather than numbers, to allow for unambiguously coding of multiple answers. To minimize nonsampling errors, the questionnaire was in a form that reduced to a minimum the number of decisions required of interviewers while in the field. In anticipation of pages becoming detached from the questionnaire, every page contained a space for the household number and the last digit of the cluster code. Despite the fact that questions were written exactly as they were supposed to be asked by the interviewer, interviewers were granted some flexibility to give the interview greater semblance to a conversation, rather than an inquisition.

Pre-Test of Questionnaire.

The "pre-pre-test" of the questionnaire (August 16, 1993) was done only to discern whether the questions were understood, how long the administration of the survey required, whether all responses had been anticipated, which sections needed to be stressed during the training, etc. In this pre-pre-test, each questionnaire required an average of 4 hours to complete, far longer than the planned 1.5 hour maximum. The survey was consequently shortened and streamlined.

The true pre-test was conducted in two different types of clusters: Ubungo ward in DSM (urban) and Kibaha in the Coast Region (rural) over a period of two days. We chose these clusters because they are representative of two distinct groups, so a broader spectrum of answers and problems with the instrument could be anticipated. In the pre-test each questionnaire required an average of 2.5 hours. After a couple weeks of interviewing, the enumerators became more familiar with the instrument, resulting in their spending an average of 1.5 to 2 hours per questionnaire.

During the pre-test, each supervisor was asked to comment on each interview. The supervisor was asked to pay special attention to questions that seemed to make the respondent uncomfortable, that the respondent had difficulty understanding, or that the respondent seemed to dislike. The supervisor also evaluated which sections seemed to go slowly, had the most difficult questions, or provided insufficient opportunity for a complete response.

Revision of questionnaire.

Given the results of the two pre-tests, several areas for improvement in the questionnaire were identified. Perhaps most importantly, the willingness-to-pay amounts were adjusted. The sample distributions of the maximum willingness-to-pay questions were analyzed, and, based on that analysis, we decided to change some of the values. For example, in the child spacing question, the "pay Tsh 1,000" responses unexpectedly accounted for a large share of the bids. Thus, we provided the option of paying more by introducing "pay Tsh 50,000" and "pay Tsh 25,000" as answer choices. For the other contigent valuation sections--health and education--the first pre-test determined that there was also a large lumping of responses at the high end of the scale. We adjusted the ranges accordingly, although there remains some lumping at the high end in the final data.

We also changed the order of the sections. Based on the pre-test and judgment of the field workers, we decided to first ask the questions in the individual section, then the contigent valuation questions, then the household questions. Because the respondents enjoyed the contigent valuation questions so much, this decision helped increase interest in the questionnaire and re-energized the respondent before proceeding with the household questions--the last part of the questionnaire. The final survey instrument, incorporating all of the changes dictated by the pre-tests and other expert advice, was completed on September 12, 1993.

Translation.

Translation of the survey instrument was a joint effort of the enumerators and supervisors. Given the specific characteristics of the Kswahili language, this was a much better approach than asking one translator to translate from English to Kswahili, and another one to translate from Kswahili to English. The "group" translation, involving those who would ask the questions, was intended to avoid different interpretations of the same question and achieve uniformity. In this way the enumerators were able to better convey the message/objective of each question.

The majority of the interviews were conducted in swahili. In very few cases, because no one in the selected household could speak swahili, the need arose to use interpreters.

Our initial plan called for the field work to start no later than August 29. However, unforeseen circumstances, including both financial and logistical problems, delayed the first field trip. Both the money and the materials were available by September 6, and five of the six teams left for Tanga region on that day. Initially we had planned to have the sixth team based full-time in Dar es Salaam; however, tighter time constraints imposed by the above and subsequent delays eventually made it necessary to send the sixth team into the field as well, as detailed below.

Description of questionnaires

The main objective of the survey was to obtain data on the use of, and spending on, the social sectors. The primary emphasis was on education and health--the areas in which the major gaps in availability of data were identified. The survey was divided into five major components, each of which was further subdivided, as described below:

I. Individual Questionnaire A. Household Roster; B. Information on