In 2020, according to the survey, ** percent of leaders within their organizations report that the interaction mode in which artificial intelligence (AI) recommends, and the human decides, is the most successful mode. This integration mode still heavily relies on the human workforce to check the AI's process.
This dataset describes statistics regarding the ICE workforce and how that affects human capital efforts.
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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workplace health and safety, employment equity and diversity, workforce planning and reporting.\r \r *This dataset is no longer being updated.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
https://data.gov.tw/licensehttps://data.gov.tw/license
Provide the human resources information of our country's clinics for public use.
AI has become a necessary tool used by many businesses for increased efficiency and reducing human error. In a 2024 survey, ** percent of respondents from different professions stated that in the next five years AI and GenAI will have transformational impact, while ** percent indicated high impact.
Legal & Resources - Human Resources.
Environment Agency employee diversity information.
Attribution 4.0 (CC BY 4.0)https://creativecommons.org/licenses/by/4.0/
License information was derived automatically
This dataset presents statistics on the healthcare workforce in the State of Qatar for the year 2024. It categorizes health professionals by type (physicians, dentists, nurses) and sector (government and private), and provides metrics such as rate per 1,000 population, total number of professionals, and population per professional.These statistics are vital for assessing the availability, distribution, and adequacy of human resources in the healthcare sector. They support health system planning, workforce allocation, and policy development to ensure equitable access to medical services.
This report shows provisional monthly numbers of NHS Hospital and Community Health Service (HCHS) staff groups working in Trusts and CCGs in England (excluding primary care staff). Data is available as headcount and full-time equivalents.
This data is an accurate summary of the validated data extracted from the NHS’s HR and Payroll system. It has a provisional status as the data may change slightly over time where trusts make updates to their live operational systems.
In addition to the regular monthly reports there are a series of quarterly reports (first published on 26 July 2016 looking at the data for March 2016) which include statistics on staff in Trusts and CCGs and information for NHS Support Organisations and Central Bodies.
The quarterly analysis will be published each; September (showing June statistics) December (showing September statistics) March (showing December statistics) June (showing March statistics).
Note: From March 2017 these quarterly reports will also include statistics on; i) Bank staff employed directly by trusts and paid through the Electronic Staff Record (ESR) pay and human resources system (as covered by our consultation on NHS workforce statistics). They are exploratory and experimental statistics. ii) The nationality of staff (previously published every six months) showing quarterly figures from September 2015 onwards.
Attribution 3.0 (CC BY 3.0)https://creativecommons.org/licenses/by/3.0/
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A full time equivalent (FTE) count of Department of Education, Training and Employment (DETE) employees.\r \r 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
In 2019, ** percent of large sized organizations reported that they already adopted time and attendance workforce management applications. During the same survey, ** percent of organizations stated that they experience functionality gaps in applying talent management human resources (HR) processes.
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License information was derived automatically
These are the dataset and codebook used to estimate global and regional researcher headcount. They incorporateR&D personnel data from international sources to determine global and regional employer research-years, and couple with employee surveys, educational attainment, patent, publication, and population data. Sources and definitions are listed in the codebook. Transformations and results are described in an accompanying paper and presentation.
https://digital.nhs.uk/about-nhs-digital/terms-and-conditionshttps://digital.nhs.uk/about-nhs-digital/terms-and-conditions
This data is an accurate summary of the validated data extracted from the NHS's HR and Payroll system. It has a provisional status as the data may change slightly over time where trusts make updates to their live operational systems. In addition to the regular monthly reports there are a series of quarterly reports (first published on 26 July 2016 looking at the data for March 2016) which include statistics on staff in Trusts and CCGs and information for NHS Support Organisations and Central Bodies. The quarterly analysis will be published each; September (showing June statistics) December (showing September statistics) March (showing December statistics) June (showing March statistics). Note: From March 2017 these quarterly reports will also include statistics on; i) Bank staff employed directly by trusts and paid through the Electronic Staff Record (ESR) pay and human resources system (as covered by our consultation on NHS workforce statistics). They are exploratory and experimental statistics. ii) The nationality of staff (previously published every six months) showing quarterly figures from September 2015 onwards. CSV data is available for every month back to September 2009 within the March 2016 report. Due to their size they are broken down into several files. A link to the March 2016 data is given in the 'Related Links' section below. Additional healthcare workforce data relating to GPs and Independent Sector workforce are also available; links to this data are available below. We welcome feedback on the methodology and tables within this publication. Please email us with your comments and suggestions, clearly stating Monthly HCHS Workforce as the subject heading, via enquiries@nhsdigital.nhs.uk or 0300 303 5678
https://digital.nhs.uk/about-nhs-digital/terms-and-conditionshttps://digital.nhs.uk/about-nhs-digital/terms-and-conditions
Note: Currently these statistics are titled as 'provisional' however the data has proved to be of sufficient quality to cease using this term. From next month (March 2018) this title will be dropped. This report shows monthly numbers of NHS Hospital and Community Health Service (HCHS) staff groups working in Trusts and CCGs in England (excluding primary care staff). Data is available as headcount and full-time equivalent. This data is an accurate summary of the validated data extracted from the NHS's HR and Payroll system. Data may change slightly over time where trusts make updates to their live operational systems. In addition to the regular monthly reports there are a series of quarterly reports (first published on 26 July 2016 looking at the data for March 2016) which include statistics on staff in Trusts and CCGs and information for NHS Support Organisations and Central Bodies. The quarterly analysis will be published each; September (showing June statistics) December (showing September statistics) March (showing December statistics) June (showing March statistics). Note: From March 2017 these quarterly reports will also include statistics on; i) Bank staff employed directly by trusts and paid through the Electronic Staff Record (ESR) pay and human resources system (as covered by our consultation on NHS workforce statistics). They are exploratory and experimental statistics. ii) The nationality of staff (previously published every six months) showing quarterly figures from September 2015 onwards. CSV data is available for every month back to September 2009 within the March 2016 report. Due to their size they are broken down into several files. A link to the March 2016 data is given in the 'Related Links' section below.Additional healthcare workforce data relating to GPs and Independent Sector workforce are also available; links to this data are available below. We welcome feedback on the methodology and tables within this publication. Please email us with your comments and suggestions, clearly stating Monthly HCHS Workforce as the subject heading, via enquiries@nhsdigital.nhs.uk or 0300 303 5678
In 2023, there were estimated to be approximately *** billion people employed worldwide, compared to **** billion people in 1991 - an increase of over one billion people. Of these employed people in 2023, approximately *** billion were men, and *** billion were female.
Attribution 3.0 (CC BY 3.0)https://creativecommons.org/licenses/by/3.0/
License information was derived automatically
Department of Education, Training and Employment (DETE) exit survey results and comments. *This data is no longer being updated. For more information please refer to Workforce statistics at www.forgo…Show full descriptionDepartment of Education, Training and Employment (DETE) exit survey results and comments. *This data is no longer being updated. For more information please refer to Workforce statistics at www.forgov.qld.gov.au/human-resources/workforce-planning/workforce-statistics-and-tools/workforce-statistics
https://infrabel.opendatasoft.com/pages/license/https://infrabel.opendatasoft.com/pages/license/
Distribution business activity of the number of active employees of Infrabel.Disclaimer : The statistics in this dataset are presented on a monthly basis, but are updated every morning after internal recalculations. It is therefore possible that the figures differ slightly, both for the current period - if given - and for previous periods.
In 2019, ** percent of organizations expressed that user experience is one of the most important factors in selecting workforce management (WFM) application. During the same survey, ** percent organizations stated that they experience functionality gaps in applying talent management human resources (HR) processes.
Attribution 3.0 (CC BY 3.0)https://creativecommons.org/licenses/by/3.0/
License information was derived automatically
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
https://data.gov.tw/licensehttps://data.gov.tw/license
Total population, civilian population aged 15 and over, workforce, and non-workforce categorized by region in the human resources survey.
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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.
Report Attribute
|
Key Statistics
|
---|---|
Base Year
| 2024 |
Forecast Years
|
2025-2033
|
Historical Years
|
2019-2024
|
Market Size in 2024 | USD 11.0 Billion |
Market Forecast in 2033 | USD 29.4 Billion |
Market Growth Rate (2025-2033) | 11.60% |
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.
In 2020, according to the survey, ** percent of leaders within their organizations report that the interaction mode in which artificial intelligence (AI) recommends, and the human decides, is the most successful mode. This integration mode still heavily relies on the human workforce to check the AI's process.