The EIMS is the Human Capital and Talent Management (HCTM) single sign-on web-based employee information system with an Oracle database that comprises the functionality of six Human Resource systems: the Annual Evaluation Tracking system, Employee Data Record (EDR) Reporting System, the Foreign Service Assignment System (FSAS), the Foreign Service Report Card System (FSRC), the Senior Leadership Group System (SLG) and the Incentive Award Online System. The purpose of EIMS is to provide USAID employees with the means to input and update data to help in preparing assignments, awards, and evaluations. The system provides HR personnel data from the prior Agency Personnel System and the National Finance Center (NFC).

description: The EIMS is the Office of Human Resources' web-based employee information system. Direct-hire employees can access and review their USAID personnel information, such as personal locator, employee data records, FS performance report cards, FS assignments, and incentive awards. Employees can also update their emergency contact information. EIMS is a single sign-on intranet application containing seven sub-systems: Emergency Locator system, Biographic Register system, Foreign Service Report Card system, Foreign Service Assignment system, Annual Evaluation Tracking system, Incentive Awards system, Employee Data Record (EDR) reporting. EIMS is an Oracle Database providing HR personnel data from the prior Agency Personnel System and the National Finance Center (NFC).; abstract: The EIMS is the Office of Human Resources' web-based employee information system. Direct-hire employees can access and review their USAID personnel information, such as personal locator, employee data records, FS performance report cards, FS assignments, and incentive awards. Employees can also update their emergency contact information. EIMS is a single sign-on intranet application containing seven sub-systems: Emergency Locator system, Biographic Register system, Foreign Service Report Card system, Foreign Service Assignment system, Annual Evaluation Tracking system, Incentive Awards system, Employee Data Record (EDR) reporting. EIMS is an Oracle Database providing HR personnel data from the prior Agency Personnel System and the National Finance Center (NFC).

Legacy HR system, now phased out/migrated to Shared Services/Systems Applications and Products (SAP). Data stored - Name, Staff No., Pay Band, Work Hours, Org Unit and Cost centre

HR legacy data system. Stores Department for Transport central legacy data prior to the transfer of HR function to the DVLA Shared Services Centre Swansea in April 2008

This data set contains payroll and personnel data for current and past DOT employees. This data is produced by the current HR and payroll provider (Department of Interior's IBC) with historical data also maintained in the dataset produced by DOT's CUPS, CPMIS and IPPS systems. The data contains PII (Employee Name, SSN, Date of Birth, Home Address, Financial information, etc.), Civil Rights (Disability, Gender, Race) and other sensitive data (Background Investigations and Security Clearance).

Human Resources Information System

Holds emergency contact information of OPE employees.

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The Human Resources Information System (HRIS) software market is expanding rapidly, with a market size of $XXX million in 2025 and a projected CAGR of XX% throughout the forecast period (2025-2033). This growth is driven by factors such as the increasing adoption of digital technologies in HR processes, the need for improved employee engagement, and the growing need for compliance with labor laws. Cloud-based solutions and applications for small and midsize businesses (SMBs) are expected to dominate the market, as these businesses seek cost-effective and scalable solutions to manage their HR operations. Key market trends include the rise of artificial intelligence (AI) and machine learning (ML) in HRIS software, which is expected to automate tasks and enhance data analysis capabilities. Additionally, mobile HRIS solutions are gaining popularity, enabling employees to access HR information and services on the go. The market is highly competitive, with major players such as Sage, SAP, Oracle (NetSuite), Automatic Data Processing, and Paychex offering comprehensive solutions. The Asia Pacific region is anticipated to experience significant growth due to the increasing adoption of HRIS software in developing economies such as China and India.

The Employee Information Management (EIM) software market is experiencing robust growth, driven by the increasing need for streamlined HR processes, enhanced employee self-service capabilities, and improved data security and compliance. The market's expansion is fueled by the rising adoption of cloud-based solutions, offering scalability, cost-effectiveness, and accessibility across diverse geographical locations. Large enterprises are leading the adoption, leveraging EIM software to manage vast employee datasets and automate complex HR functions. However, SMEs are also increasingly embracing these solutions to improve efficiency and gain a competitive edge in talent management. The shift towards remote and hybrid work models further accelerates market demand, as organizations seek effective tools to manage geographically dispersed workforces. Key features driving adoption include advanced analytics for workforce planning, improved employee onboarding experiences, and seamless integration with existing HR systems. Competition in the market is intense, with established players like SAP, Workday, and Oracle alongside innovative startups like BambooHR and Connecteam vying for market share. The market is segmented by deployment (cloud-based and on-premises) and user type (large enterprises and SMEs), with cloud-based solutions dominating due to their inherent flexibility and lower upfront costs. Despite the significant growth potential, the EIM software market faces certain restraints. Integration complexities with legacy systems can present challenges for some organizations, while concerns over data privacy and security continue to influence purchasing decisions. Furthermore, the need for ongoing training and support for employees can act as a barrier to adoption, particularly in smaller organizations with limited IT resources. However, the overall trend points towards sustained and rapid growth, fueled by technological advancements, regulatory pressures for compliance, and the ever-increasing importance of efficient HR management in today's dynamic business landscape. The forecast period (2025-2033) is expected to witness significant expansion, driven by continuous innovation and increasing market penetration across various regions. North America and Europe currently hold significant market shares, but rapid growth is anticipated in the Asia-Pacific region due to increasing digitalization and a growing workforce.

Market Size and Growth: The global Human Resources Information System (HRIS) software market is projected to reach $34.0 billion by 2033, exhibiting a CAGR of 11.0% during the forecast period 2023-2033. The increasing adoption of cloud-based HRIS solutions, driven by the need for remote workforce management, data analytics, and automated HR processes, is a major contributor to this growth. Key Market Segments and Trends: The market is segmented by application (small business, SMB, large enterprise), type (on-premise, cloud-based), and region (North America, Europe, Asia Pacific). Cloud-based solutions, with their scalability, flexibility, and cost-effectiveness, are gaining traction. Key trends include the integration of artificial intelligence (AI) and machine learning (ML) to enhance HR analytics, talent management, and employee engagement. Additionally, compliance with data privacy regulations and the need for data security in HRIS are influencing market dynamics.

Europe Human Resources Information System (HRIS) Software market size was estimated at USD XX million in 2024 and will grow at a compound annual growth rate (CAGR) of 3.2% from 2024 to 2031.

LERIS is an agency wide enterprise system for Labor and Employee Relations that tracks, manages, and reports on labor and employee relations cases throughout the FAA. It is the resource for ER/LR specialists to effectively and proficiently address their j

This survey collected data on schools, pupils, and staff from a sample of local education agencies to provide a comprehensive listing, to classify schools and school systems by size, to compute pupil and staff ratios, and to permit various other analyses. The data provide information on number of local education agency staff by position assignment, number of professional and nonprofessional instructional staff, number of noninstructional staff, and pupil enrollment by grade level.

The global Human Resources Information System (HRIS) software market is experiencing robust growth, driven by the increasing need for efficient talent management, enhanced employee self-service capabilities, and the rising adoption of cloud-based solutions. The market's expansion is fueled by several key factors, including the growing complexity of HR functions, the need for improved data analytics to support strategic decision-making, and the increasing pressure on organizations to optimize workforce costs. The shift towards remote work models accelerated by recent global events has further intensified the demand for flexible and accessible HRIS solutions. Large enterprises are driving a significant portion of the market due to their complex HR needs and substantial budgets for software investments. However, SMEs are also increasingly adopting HRIS solutions, recognizing their potential to improve operational efficiency and streamline HR processes. Competition is intense, with established players like SAP, Oracle (NetSuite), and Workday competing alongside smaller, specialized vendors offering niche solutions. The market is segmented by deployment model (cloud-based and on-premises) and target user (large enterprises and SMEs). Cloud-based solutions are gaining significant traction due to their scalability, cost-effectiveness, and accessibility. While on-premises solutions maintain a presence, particularly in highly regulated industries, the trend is clearly towards cloud adoption. Geographic distribution shows strong growth across North America and Europe, with emerging markets in Asia-Pacific showing promising potential for future expansion. The overall market exhibits a healthy Compound Annual Growth Rate (CAGR), indicating sustained growth prospects throughout the forecast period. The future of the HRIS software market hinges on technological advancements, such as the integration of artificial intelligence (AI) for talent acquisition and performance management, and the increasing use of machine learning for predictive analytics. Furthermore, the increasing demand for enhanced security features to protect sensitive employee data will continue to shape the market landscape. The integration of HRIS with other enterprise resource planning (ERP) systems is also a key trend, fostering greater data integration and improving overall business efficiency. Potential restraints include the high initial investment costs associated with implementing some HRIS solutions, the need for ongoing maintenance and support, and the complexities involved in data migration and integration. Nevertheless, the long-term prospects for the HRIS software market remain positive, driven by continued technological innovation and the persistent need for organizations to optimize their human capital management strategies. Considering the market's current trajectory and anticipated trends, we can project sustained growth for the foreseeable future.

Records documenting training required by all or most Federal agencies, such as information system security and anti-harassment training, and training to develop job skills. Records may include:rn- completion certificates or verification documents for mandatory training required of all Federal employees or specific groups of employees (e.g., supervisors, contractors)rn- Individual Development Plans (IDPs)rn- mentoring or coaching agreements

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...

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Discover the latest insights from Market Research Intellect's Human Resources Information System (HRIS) Software Market Report, valued at USD 12.25 billion in 2024, with significant growth projected to USD 27.75 billion by 2033 at a CAGR of 12.5% (2026-2033).