Core HR Statistics 2024 - Everything You Need to Know

Are you looking to add Core HR to your arsenal of tools? Maybe for your business or personal use only, whatever it is – it’s always a good idea to know more about the most important Core HR statistics of 2024.

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How much of an impact will Core HR have on your day-to-day? or the day-to-day of your business? Should you invest in Core HR? We will answer all your Core HR related questions here.

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On this page, you’ll learn about the following:

Best Core HR Statistics

Best Core HR Statistics

☰ Use “CTRL+F” to quickly find statistics. There are total 366 Core HR Statistics on this page 🙂

Core HR Benefits Statistics

[Gallup The top two pieces of information job seekers look for when researching a company or looking at job descriptions are salaries (67%) and benefits (63%). ^[0]
[Glassdoor Job seekers look at attractive benefits (48%), convenient commute (47%) and relatively high salary (46%). ^[0]
18 Flexible work policies (78%), healthcare and other benefits (64%), and the financial stability of the organization (55%). ^[1]
HR professionals in the US think that these three aspects will impact a company’s ability to attract and retain talent flexible work policies (78%), healthcare and other benefits (64%), and the financial stability of the organization (55%). ^[2]
63% of survey respondents indicated HR is involved in benefits management. ^[2]
63% of candidates cite benefits as the reason for accepting jobs. ^[2]
57% of job candidates in the US take perks and benefits into consideration before accepting a job. ^[2]
The top five benefits that employees consider must haves are health insurance (86%), auto insurance (72%), 401or other (69%), dental insurance (69%), and home insurance (65%). ^[2]
Only 55% of employees see life insurance and vision plans as must. ^[2]
Salary (67%) and benefits (63%). ^[3]

Core HR Usage Statistics

80% of major companies monitor their employees’ internet, email, and phone usage. ^[2]
In 2020, 73% of organizations registered an increase in online learning usage. ^[2]

Core HR Market Statistics

2 10.4% is the projected compound annual growth rate of the HR market. ^[1]
4 13% is the forecast growth rate of the market for talent management tools. ^[1]
10.4% – the projected compound annual growth rate of the HR market. ^[2]
13% – the forecast growth rate of the market for talent management tools. ^[2]
Other business functions, including operations (25%), marketing (15%), Innovation/R&D (15%), customer service (17%), and HR (11%). ^[2]
15% of organizations extensively use alternative arrangements for marketing. ^[2]
The types of training that freelancers believe will advance their careers are networking skills (40%), marketing (35%), financial management (33%), project management (28%), and skills to transition to a new field (25%). ^[2]
The percentage of organizations that have completed a full talent market study within the last 12 months. ^[2]
Only about 22% of organizations share market data with employees. ^[2]
With the CAGR, this market is estimated to reach USD million in 2029. ^[4]

Core HR Software Statistics

3 9.4% is the projected increase in the size of core HR software from 2017 to 2025. ^[1]
9.4% – projected increase in the size of core HR software from 2017 to 2025. ^[2]
In one survey, only 49% of employees say that their companies do not use employee monitoring software for work tracking. ^[2]
In the same survey, only 21% of employees stated that their companies use employee monitoring software. ^[2]
Only 10% of employees would trust their employers more if their work is being tracked by software. ^[2]
The number of employees who actively use your HR software divided by the total number of employees, multiplied by 100 to get a percentage. ^[5]
But, 47% of companies have HR software that is over seven years old. ^[6]
30% say they intend to increase their onboarding budget for 2018 and focus on new software. ^[6]
41% attribute the success of their HR software to a close relationship between IT and HR.HR. ^[3]

Core HR Latest Statistics

41% of employees say a significant increase in income is “very important” to them when considering a new job. ^[0]
[Gallup 51% of employees say they would change jobs for one that offers them flexible work time. ^[0]
[Glassdoor The majority of job seekers prefer a short process , with 62% saying they would like the process to be completed in less than two weeks. ^[0]
[Glassdoor Candidates find clear and regular communication (58%), clear expectations (53%), and feedback regarding rejection (51%). ^[0]
[Glassdoor 51% of U.S. employees say they are actively looking for a new job or watching for openings. ^[0]
[Gallup Only 12% of employees strongly agree their organization does a great job of onboarding new employees. ^[0]
[Gallup 32% of executives say their company’s onboarding experience is below average or poor. ^[0]
[Harvard Business Review 72% of new hires want oneon one time with their direct manager. ^[0]
[ 67% of all employees want a clear outline of upcoming expectations. ^[0]
58% of those who left a job due to. ^[0]
[SHRM 25% of Americans define organizational culture as a combination of employees’ attitudes, actions and behaviors. ^[0]
76% say their manager sets the culture of their workplace. ^[0]
[SHRM 21% of employees strongly agree that their performance is managed in a way that motivates them to do outstanding work. ^[0]
[Gallup 75% of companies are doing annual reviews. ^[0]
[Workforce 91% of companies believe an annual review is core to employee engagement. ^[0]
[Workforce 80% of Gen Y employees prefer onthe spot reviews over formal reviews. ^[0]
[Workforce 45% of Millennials say a job that accelerates their professional or career development is “very important” to them compared to 31% of Gen Xers and 18% of Baby Boomers. ^[0]
[Gallup 68% of employees prefer to learn at work. ^[0]
[ 94% of employees would stay at a company longer if it invested in their career. ^[0]
[ 56% of employees would take a manager. ^[0]
[ 38% of U.S. workers are “very satisfied” with their current job. ^[0]
[SHRM 33% of U.S. workers are engaged. ^[0]
[Gallup 53% of employees say a role that allows them to have greater worklife balance and better personal well being is “very important” to them. ^[0]
[Gallup 34% of U.S. employees are engaged, tying the highest percentage in Gallup’s history. ^[0]
[Gallup] The “Actively disengaged” percentage of employees is down to 13%, a new low. ^[0]
[Gallup 36% say their manager doesn’t know how to lead a team. ^[0]
Available to download in PNG, PDF, XLS format 33% off until Jun 30th. ^[7]
6 74% of businesses plan on increasing spending on HR technology. ^[1]
7 44% of talent managers look to cloud solutions to increase efficiency and productivity. ^[1]
35% of those, on the other hand, see the cloud as a way to reduce costs. ^[1]
9 58% of companies use HR technology to find, attract, and retain talent. ^[1]
1296% of HR professionals in the US think that they have effectively handled new ways of working during the COVID. ^[1]
Compared to the US, the numbers are in the UK are (84%), Australia (80%), and Germany (66%). ^[1]
13 40% of managers said that they doubt their ability to manage workers remotely, and 38% of those said that employees perform worse when working remotely. ^[1]
14 94% of US workers have adjusted well to new ways of working, according to HR professionals. ^[1]
28% of employees across all income ranges said that their employers have done nothing in response to the COVID. ^[1]
16 69% of employees stated that the pandemic has been “the most stressful time of their entire professional career.”. ^[1]
With 60%, maintaining productivity is the biggest challenge that HR professionals think they will face because of the outbreak. ^[1]
More than 75% of HR professionals, however, did not plan to provide childcare assistance post. ^[1]
20 16% of employees said that their companies offered additional sick leaves as a result of the concerns during the pandemic. ^[1]
79% of HR professionals in the US think that their companies have the technology to navigate a changing work environment. ^[1]
23 80% of employees and 92% of managers think that they are not prepared for the future of work. ^[1]
24 60% of CEOs want to prioritize teaching employees the necessary skills for the future of work. ^[1]
25 22% of American HR professionals will be investing in learning programs for reskilling and mobile platforms. ^[1]
26 50% of job seekers have had a negative experience during a hiring process and 50% of respondents had declined a job offer due to a poor experience. ^[1]
27 70% of the global workforce is made up of passive talent who aren’t actively job searching, and the remaining 30% are active job seekers. ^[1]
28 87% of active and passive candidates are open to new job opportunities. ^[1]
The top channels people use to look for new jobs are online job boards (60%), social professional networks (56%), and word of mouth (50%). ^[1]
The most important factors in accepting a new job are compensation (49%), professional development (33%), and better work/life balance (29%). ^[1]
35 89% of talent says being contacted by their recruiter can make them accept a job offer faster. ^[1]
36 35% of employees refer to help their friends. ^[1]
32% do it to help their company. ^[1]
26% do it to be seen as a valuable colleague. ^[1]
Only 6% do it for money and recognition. ^[1]
Talent is 4x more likely to consider your company for a future opportunity when you offer them constructive feedback. ^[1]
60% of applicants stop filling out application forms due to their complexity or length. ^[2]
50% of employers have claimed that the length of their job application forms can weed out applicants who don’t want to finish. ^[2]
72% of HR managers claim to provide clear job descriptions 74% of CEOs are concerned about the availability of employees’ key skills. ^[2]
Out of all of these, 32% state that they are extremely concerned. ^[2]
39% of women consider brand important when planning a job move. ^[2]
80% of HR professionals report that soft skills are increasingly important to company success. ^[2]
However, only about 41% of companies have a formal process for soft skills assessment. ^[2]
Also, about 57% struggle to accurately assess applicant soft skills. ^[2]
The top workplace aspects that are becoming more important in the future of recruiting and HR identified by professionals are soft skills (91%), work flexibility (72%), anti harassment (71%), and pay transparency (53%). ^[2]
In 2019, about 45% of US workers are working alone. ^[2]
This is down from 54% in 2013 and 50% in 2016. ^[2]
About 30% of American workers collaborate in person and 14% collaborate virtually before the COVID. ^[2]
In one survey, around 51% of respondents stated that they have been more productive working remotely or from home during the pandemic. ^[2]
The top reasons for improving productivity according to workers are fewer interruptions (68%), more focused time (63%), a quieter work environment (68%), a more comfortable workplace (66%), and the avoidance of office politics (55%). ^[2]
This may explain why 61% of workers view remote work as positive. ^[2]
The most important outcomes in work transformation for the next three years according to employees are improving quality of work, increasing innovation, and. ^[2]
Work flexibility is very important to 36% of women job hunters and 29% of male applicants. ^[2]
96% of HR professionals in the US believe that their organizations have effectively handled new ways of working as a response to the COVID. ^[2]
These include the UK (84%), Australia (80%), and Germany (66%). ^[2]
Around 94% of US workers, HR professionals claim, have adjusted well to new ways of working. ^[2]
Around 66% of HR professionals in the US have thought so. ^[2]
Maintaining productivity (60%) and reskilling (22%). ^[2]
A reported 79% of HR professionals in the US believe that their companies have the technology to navigate a changing work environment. ^[2]
Only 22% of American HR professionals will be investing in learning programs for reskilling and mobile platforms. ^[2]
More than 75% of HR professionals, however, did not plan to provide childcare assistance post. ^[2]
Since the outbreak, 99% of employees in a survey wish to work at home to some degree. ^[2]
22% of employees are happier working at home. ^[2]
16% of companies are already adopting fully. ^[2]
55% of organizational redesign is focused on improving efficiency. ^[2]
68% of hiring managers state that remote work is going more smoothly since the start of the pandemic. ^[2]
22% of the American workforce will be remote by 2025. ^[2]
Because of remote work, 70% of hiring managers have noticed a reduction in non. ^[2]
60% of hiring managers noticed an increase in schedule flexibility. ^[2]
Only 76% of workers in the US have access to paid vacations. ^[2]
In a survey, only 28% of employees across all income ranges stated that their employers have done nothing in response to the COVID. ^[2]
Only 16% of employees stated that their companies offered additional sick leaves in response to the concerns over the outbreak. ^[2]
In fact, 61% of those that freelanced pre and during the pandemic state that they got the amount of work they desired or more. ^[2]
58% of workers new to remote work that are also non freelancers are now considering freelance in the future. ^[2]
The extensive use of alternative labor is not only limited to IT (33%). ^[2]
Around 53% found a positive impact from using outsource/managed services, 30% found a positive impact from gig workers, 49% from using freelance/independent workers, and 17% from crowdsourced setup. ^[2]
Freelancers that are aged 55+ make up a little more than a quarter of all freelancers in the US at 26%. ^[2]
About 50% of the Gen Z workforce has freelanced in 2019 and 36% started since the pandemic hit. ^[2]
Also, 90% are likely to continue freelancing in the future. ^[2]
About 45% of American workers do side hustles to make extra cash. ^[2]
The average monthly income of side hustlers is $1,122 33% of organizations extensively use alternative arrangements for IT. ^[2]
25% of organizations extensively use alternative arrangements for operations. ^[2]
15% of organizations extensively use alternative arrangements for. ^[2]
R&D. 32% of companies replace full time employees with contingent workers to save. ^[2]
19.4% of experts predict that there will be a significant increase in freelancing demand post. ^[2]
34% of experts predict a slight increase in freelancer demand and 20.88% feel that demand will remain as before. ^[2]
A 92% percent customer satisfaction rate was earned by 1,700 Bosch contingent former and retired employees worldwide. ^[2]
75% of companies manage contractors via the purchasing department, not the HR department. ^[2]
75% of survey respondents in a study conducted by Deloitte reported that HR supports sourcing alternative workers. ^[2]
66% of survey respondents said HR is involved in training alternative workers. ^[2]
65% of HR organizations say that gig and contract workers are critical or very important. ^[2]
41% of HR organizations believe that gig and contract workers are a significant part of their workforce. ^[2]
65% of survey respondents said HR negotiates work arrangements. ^[2]
51% of survey respondents said that their organizations have specific plans to address recruitment strategies for the alternative workforce. ^[2]
31% of survey respondents have existing learning and development plans for alternative workers. ^[2]
23% of survey respondents said they survey the alternative workers for feedback. ^[2]
22% of survey respondents said they award alternative workers bonuses and other types of incentive pay. ^[2]
8% – the percentage of HR organizations that believe they are ready to manage gig or contract workers well. ^[2]
Alternative Workforce by Age Group 70% of senior leaders believe that gig workers are reasonable hiring alternatives. ^[2]
64% of Millennials plan to do side hustle. ^[2]
62% of young workers believe gig work is a viable work alternative. ^[2]
61% of GenZ workers plan to leave their employers within two years. ^[2]
43% of all younger workers plan to leave their employers within two years. ^[2]
14% of Millennials already do side hustle. ^[2]
64% of Millennials feel financially stressed. ^[2]
32% of Millennials say financial stress impacts their daily work. ^[2]
15% of college graduate salaries go to student loan debt. ^[2]
50% of American households have no savings. ^[2]
40% of US adults rated a C, D or F on personal finance literacy. ^[2]
41% of business leaders hold the belief that their organizations fail when it comes to meeting leadership standards 83% of businesses state that they find it important to develop leaders at all levels of the organization. ^[2]
However, only about 5% of organizations have implemented leadership development at all levels. ^[2]
In one survey, only 45% of respondents state that their organizations reward their employees for developing skills and capabilities. ^[2]
Also, only 39% state that they are rewarding their leaders for developing skills and capabilities. ^[2]
54% of respondents believe that workers themselves are responsible for their own development. ^[2]
Only 19% believe that workforce interest when it comes to development is an issue. ^[2]
In a survey, only 28% of employees across all income ranges stated that their employers have done nothing in response to the COVID. ^[2]
Only 16% of employees stated that their companies offered additional sick leaves in response to the concerns over the pandemic. ^[2]
Freelancers are concerned most about putting enough money into savings (76%), retirement savings (75%), unpredictable income (72%), being paid fair (72%), access to affordable healthcare (72%), and high tax (72%). ^[2]
60% of freelancers are men and 40% are women. ^[2]
86% of freelancers work at home. ^[2]
Some 40% also work in coffee shops. ^[2]
Also, some 19% reported that they also use co. ^[2]
13% of freelancers manage only one project at once. ^[2]
Thirteen percent manage five to nine, while only 4% manage 10 or more. ^[2]
72% of workers state that their productivity will not get affected if their company should decide to use employee monitoring platforms. ^[2]
15% say that they will become less productive and 13% state that they will be more productive. ^[2]
16% of employers are now using technologies to monitor their employees frequently. ^[2]
Unemployment and the Candidate Driven Market 6.7% is the unemployment rate in the US in December 2020. ^[2]
In April 2020, however, the unemployment rate was at its highest in the last two decades at 14.8%, thanks to the pandemic. ^[2]
In a survey, 94% of HR professionals believe that employee experience is very important in the future of recruiting and HR. ^[2]
There are about 85% of HR professionals that believe people analytics are going to be very important in the future. ^[2]
82% of HR professionals believe that internal recruiting will be very important in the future. ^[2]
74% of HR professionals believe that having a multigenerational workforce and managing them well is key to company success in the future. ^[2]
In fact, there was a 242% increase in HR professionals with data analysis skills in the last five years. ^[2]
77% of companies now focus on employee experience to increase retention rates. ^[2]
It has been found that there is 41% longer employee tenure at organizations with high internal hiring. ^[2]
About 56% of companies stated recently that they have updated their policies to appeal to a multigenerational workforce. ^[2]
67% of candidates say that salary is the reason for accepting jobs. ^[2]
59% of candidates say that location is their reason for accepting jobs. ^[2]
43% of candidates say that commute time is the reason for accepting a job. ^[2]
32% of candidates state that employee review is the reason for accepting jobs. ^[2]
67% of US employees say they are not likely to apply for a job at a company where men and women are paid unequally for the same work. ^[2]
Only 52% of HR professionals say that their organizations provide a positive employee experience. ^[2]
58% of candidates view clear and regular communications as most important to a positive experience. ^[2]
Reasons Why People Quit Their Jobs 80% of the American workforce state that they feel stressed because of ineffective company communication. ^[2]
53% of employees don’t feel like their organization communicates with them in a way that makes them want to be an advocate for their organization. ^[2]
63% of employees are already ready to quit their jobs. ^[2]
Even with a notso ideal pay, about 69% of employees would be less likely to quit if their company is more effective in communicating with them. ^[2]
HR professionals believe that it improves retention rate (81%), accelerate new hire productivity (69%), and accelerates the hiring process (63%). ^[2]
The top ways that internal candidates get recruited are via the internal job board (72%), managers reaching out (50%), and word of mouth (45%). ^[2]
52% of hiring decision makers say that passive candidate sourcing has been less effective for their company. ^[2]
67% of employers believe retention rates would be higher if candidates had a clearer picture of what to expect about working at the company before they took the job. ^[2]
The top reasons companies can’t find top talents are competition from other companies (43%), missing soft skills (36%), and missing technical skills (35%). ^[2]
75% of CEOs felt that they could not find people for the high skill tech positions that they need. ^[2]
89% of hiring managers have found “few to no” qualified candidates for high. ^[2]
61% of companies say that finding qualified, and experienced hires are the most difficult recruitment challenge. ^[2]
37%% of organizations say that identifying full time talent with the right skills is the most difficult recruitment challenge. ^[2]
34% of organizations state that finding qualified entry level hires is their most difficult recruitment challenge. ^[2]
31% of organizations cite articulating accurate talent brand as their most difficult recruitment challenge. ^[2]
27% of organizations say onboarding employees on time is their most difficult recruitment challenge. ^[2]
26% of organizations cite ineffective recruiting technology as their most difficult recruitment challenge. ^[2]
25% of organizations say constructing an appealing job offer is their most difficult recruitment challenge. ^[2]
59% of US enterprises no longer require degrees for tech and data candidates. ^[2]
65% of US developers claim that they are self. ^[2]
35% of candidates would turn down a job if the company culture does not match their own. ^[2]
Around 55% of managers believe that their organizations have a diverse workforce. ^[2]
However, about 75% of employees see their organizations as laggards when it comes to diversity measures. ^[2]
97% of companies believe that soft skills are of equal importance to technical skills. ^[2]
27% of women had 10 years median tenure with their current employer Employee Tenure by Age Group. ^[2]
For workers ages, 60 to 64, around 54% have been employed for the last 10 years with their current employers. ^[2]
Ethnicity Employee Tenure 29% of Whites had been with their current employer for 10 years or more. ^[2]
22% of Hispanics had been with their current employer for 10 years or more. ^[2]
23% of Blacks had been with their current employer for 10 years or more. ^[2]
26% of Asians had been with their current employer for 10 years or more. ^[2]
The total workers that are 25 years and older who had 10 or more years of tenure make up 32.2% of the workforce. ^[2]
About 33.1% of men aged 25 years and older and 31.2% of women have 10 years or more tenure with their current employers. ^[2]
84% of employees with high benefit satisfaction report high job satisfaction. ^[2]
About 34% of employees expected a 3% increase in their base pay in 2020; 11% expected a 4.5% increase and 8% expected more than a 5% increase. ^[2]
Around 85% of organizations intended to give base pay increases in 2020,. ^[2]
In 2020, 38% of organizations planned to conduct a pay equity analysis according to factors like gender and/or race. ^[2]
The top 3 reasons to adjust compensation strategy are employee retention (~82%), recruitment (~75%), and pay for hot skills (~69%). ^[2]
Top performing organizations reward highperforming employees with a bigger base pay increase (67%), promotion (52%), bonus or incentive with no formal plan (39%), career development (36%), and goal based bonus or incentive (35%). ^[2]
Retention among Businesses 66% – The percentage of organizations that see retention as a growing concern. ^[2]
73% of organizations budget for variable or incentive pay. ^[2]
Also, individual incentive bonuses are the most prevalent at 67%. ^[2]
The highest base pay increase to any employee in 2019 is more than 30%. ^[2]
This is for 4% of employees in a survey. ^[2]
In 2019, around 19% and 14% of employees were given a 1014.99% and 5 5.99% base increase, respectively. ^[2]
As of November 2020, the total quit rate in the US is 2.2%. ^[2]
The quit rate in the private sector is 2.5%. ^[2]
The quit rate in the public sector is 0.8%. ^[2]
The total annual separation rate in the US is 45%. ^[2]
In 2020, 3% of employees and 2% of job candidates perceived that their target organizations have very bad pay. ^[2]
43% of organizations rate their pay brand as good or very good for employees. ^[2]
About 39% of employees and 44% of job candidates rate their target organizations as neither bad nor good. ^[2]
Only 6% of organizations make pay information available to all employees. ^[2]
Only around 45% of organizations tell their employees when and what to expect in their paycheck. ^[2]
Only 8% of organizations have a comp plan that reflects organization culture and drives talent strategy. ^[2]
Only 32% of organizations train managers on how to speak to employees about compensation. ^[2]
25% of employees quit in the first year. ^[2]
Every time an employee leaves, it costs a company up to 75% of the salary. ^[2]
The largest employee group that went through employee onboarding programs in the US in 2019 are new hires (90%). ^[2]
Only 52% of internal employee transfers have undergone onboarding programs. ^[2]
Only 51% of internal employees that got promoted have undergone onboarding programs. ^[2]
Only about 44% of interns/co op participants and employees from mergers/acquisitions were enrolled in employee onboarding programs. ^[2]
95.3% of onboarding comes in the form of handson/onthe. ^[2]
Only 20.44% of onboarding training programs have industry. ^[2]
Companies with strong onboarding programs can improve their new hire retentions by 82%. ^[2]
However, more than half of organizations at 52% state that their onboarding programs focus on paperwork and processes. ^[2]
In 2019, only 6% of recruitment organizations believe they have bestin class processes and technology. ^[2]
In 2019, 81% of recruitment decision makers believe their organizations’ recruitment processes were standard or below standard. ^[2]
In 2019, only 9% of recruitment decision makers say they have strong screening technology. ^[2]
In 2019, only 12% of recruitment decision makers report having strong outsourcing technology. ^[2]
87% – Sourcing/Outreach 83% – Screening 83% – Application 75% – Assessment 60% – Offer Generation 54% – Selection 51% – Candidate Close 48% –. ^[2]
Only 40% of US workers feel a sense of well being from their organization. ^[2]
The highest share of employees that feel well being concerns from their companies is 45% from Japan and Brazil. ^[2]
80% of employees feel that investing in employee building is good business. ^[2]
And, 81% of employees claim that their companies have made well being programs very accessible when they need them. ^[2]
70% of US employees cite wellbeing programs as one of the reasons they stay at their jobs. ^[2]
And, 68% state that these programs help them avoid getting sick. ^[2]
Wellbeing programs, 75% of employees claim, help them become productive and enable them to create a better financial future. ^[2]
Online Recruitment Market to Exhibit 7.1% CAGR by 2027; Increasing Adoption of Advanced Technologies to Surge Demand Fortune Business Insights™. ^[2]
Upwork Study Finds 22% of American Workforce Will Be Remote by 2025. ^[2]
Over one fifth (21%). ^[8]
In a separate survey , chief human resource officers cited difficulties in attracting cloud talent (44%), retaining cloud talent (42%) and upskilling existing employees (40%). ^[8]
More than a third (36%). ^[8]
Only 20% call it very unlikely. ^[8]
The answer may lie in the two top challenges that HR leaders report in technology projects, budget (cited by 28%) and integration with other technology solutions (27%). ^[8]
With 95% of survey respondents using or planning to use technology to manage work, make sure your tracking tools strike the right balance in measuring engagement and results without eroding trust. ^[8]
Only 41 percent of HR professionals are able to improve efficiency and drive business value through skilled use of technology and data. ^[9]
This means that almost 60 percent of HR professionals are falling behind more tech savvy colleagues in terms of efficiency and impact. ^[9]
Furthermore, less than half of HR professionals have a solid understanding of their business, its customers, and the greater economic context which would enable them to help the company achieve its mission and goals. ^[9]
It is also the competency in which HR professionals exhibit the highest level of expertise. ^[9]
What’s more, a whopping 82 percent say that such HR metrics are somewhat useful, useful, or extremely useful for their organization. ^[5]
a full 87 percent of respondents said that HR reports influence their organization’s strategy to varying degrees. ^[5]
Among the nonHR executives we surveyed, nearly one third said their HR team doesn’t report often enough, and 16 percent said they have no idea how often their HR team reports. ^[5]
While 51 percent of the respondents did agree that their HR teams report frequently enough, the numbers suggest that many organizations still have room for improvement. ^[5]
From a list of various options, almost a quarter of respondents selected employee satisfaction as a report they would like to have, and 20 percent selected employee engagement. ^[5]
The number of employees who leave your organization within a given period of time divided by the average number of total employees. ^[5]
The number of employees who completed a given training divided by the total number of employees, then multiplied by 100 to get a percentage. ^[5]
With more accessible, more streamlined reporting, American Cedar & Millwork has seen a 2530 percent reduction in overtime hours as clockin/clock out tracking has become more accurate. ^[5]
Employment of human resources managers is projected to grow 9 percent from 2020 to 2030, about as fast as the average for all occupations. ^[10]
In fact, According to an IDC survey, The Document Disconnect, over 80 percent of business leaders surveyed agreed that problems “arise because they have different internal systems/applications that don’t ‘talk’ to each other.”. ^[6]
According to Personnel Today, 38% of enterprises are already using AI in their workplace with 62% expecting to start using it as early as this year. ^[6]
According to Bersin by Deloitte, 33% of employees expect that their jobs will become augmented by AI in the near future. ^[6]
Nearly 40% of companies are using some form of AI in HR alone. ^[6]
Employers predict 17% of work will be automated by 2020 5. ^[6]
45% of companies are still in the early stages of basic automation 6. ^[6]
83% of employers believe attracting and retaining talent is a growing hiring challenge. ^[6]
66% of millennials expect to leave their organization by 2020. ^[6]
The removal of human bias (43%). ^[6]
The ability to deliver the best candidate match (31%). ^[6]
80% of surveyed HR employees found that using HR technologies improved employee attitude toward the company. ^[6]
80% of job seekers say they would be discouraged from considering other relevant job openings at a company that failed to notify them of their application status. ^[6]
Yet they would be 3.5 times more likely to re apply to a company if they were notified. ^[6]
In fact, SurveyMonkey partnered with Microsoft and reported that 93% of the 1000+ millennial workers surveyed say that a business having upto date technology is an important factor when choosing a workplace. ^[6]
76% of HR leaders say employee onboarding practices are underutilized at their organization. ^[6]
36% of HR professionals blame insufficient technology for their inability to automate and better organize onboarding programs, further inhibiting their ability to train managers in proper onboarding techniques. ^[6]
36% of HR professionals said that the inability to implement onboarding automation into their processes negatively impacts their training of new employees. ^[6]
Organizations with a standardized onboarding process experience 62% greater new hire productivity, along with 50% greater new hire retention. ^[6]
40% of 300+ surveyed companies have their core HR applications in the cloud 18. ^[6]
According to a CareerBuilder survey, HR managers lose an average of 14 hours a week manually completing tasks that could be automated. ^[6]
Tedious administrative tasks take up a large part of HR’s time (about 73.2%). ^[6]
The McKinsey Global Institute estimates that 56 percent of all tasks human resources departments perform can be automated with existing technologies. ^[6]
The McKinsey Global Institute also shared that a fast growing tech company reduced time spent drafting and checking accuracy in offer letters by 66% using bots. ^[6]
Employee file management – 53% Employee onboarding – 48% Policies and procedures administration – 32% Employee separation – 48% 24. ^[6]
G2 predicts that companies will increase their use of technology to remove unconscious bias from the hiring process by 30% through 2019. ^[6]
The Ponemon Institute reported that nearly 70 percent of compromised records last year was the result of human error in 2017 27. ^[6]
2021 Estimated Year 2024 Forecast Period 2024. ^[4]
The average time to hire is 36 days , according to one Society of Human Resource Management report. ^[11]
New hire turnover is the percentage of new hires that leave the company within a certain time period, typically 30 days, 90 days, or one year. ^[11]
13% of employees voluntarily leave , it’s important to use tools like 11 meetings to check in, get feedback, and stay aligned. ^[11]
30% Plans, implements, executes, and evaluates existing strategies and objectives for a program and makes recommendations to unit leadership for program or function enhancement. ^[12]
Full or Part Time 80%. ^[12]
51% of job hunters prefer finding job opportunities through online listings. ^[3]
53% of people look up company details and reviews on job search websites. ^[3]
The global workforce is 55.3% male and 44.7% female,cites LinkedIn’sWorkforce Diversity Report 2020. ^[3]
58% of leadership positions are held by men. ^[3]
LinkedIn’s report also highlights thatBlack and Latino workers only represent 5.8% of leadership rolesin their survey. ^[3]
McKinsey’s Diversity and Inclusion Report states thatcompanies with greater gender diversity outperform less diverse companies by 25%.When companies put both men and women in leadership roles, they are 25% more likely to outperform their peer group. ^[3]
Companies with ethnic diversity outperform peers of less diverse companies by 36%Ethnic diversity practices strongly correlate with improved financial performance. ^[3]
Business executive teams that included ethnic diversity were 36% more likely to financially outperform. ^[3]
, highlights that 25% of companies’ onboarding programs don’t include any form of training. ^[3]
Up to 20% of staff turnover occurs within the first 45 days. ^[3]
72% of respondents listed oneon one time with their direct manager as the most important part of any onboarding process. ^[3]
70% of say a friend at work is the most crucial element to a happy work life. ^[3]
51% ofmanagers are not engaged; 14% are actively disengaged. ^[3]
Meanwhile, Gallup’s Employee Engagement poll, states30% of U.S. workers are engaged in their workplace. ^[3]
Companies with high employee engagement are 21% more profitable Engaged workers are healthier workers. ^[3]
33% of workerslook for a new job because they’re bored. ^[3]
89% of workers believe it’s important to always network for future opportunities. ^[3]
With nearly 90% of workers constantly networking for new opportunities, some attrition is natural across all industries. ^[3]
The report states that 47% of HR teams say employee retention and turnover is their biggest challenge. ^[3]
An estimated 35% of employees will leave their jobs each year to go work somewhere else. ^[3]
27% of workers leave their jobs voluntarily every year. ^[3]
80% of exit surveys use poor methodology. ^[3]
Job characteristics and work environment led the way at 81% and 53%, respectively. ^[3]
While just 39% expected workers to spend at least one day a week at home before the COVID19 pandemic, 55% plan on this after COVID ends, states the COVID 19 US Remote Work Survey by PwC. ^[3]
Once the coronavirus subsides and allows offices to reopen,32% of workerswant five days at home per week, 9% four days per week, 17% three days per week, 14% two days per week and 11% one day per week. ^[3]
17% would like to work remotely less than once per week or stay in the office full. ^[3]
A twopart disease management and lifestyle program saved employersroughly $30 per employee,but 87% came from disease management. ^[3]
87% of employees participate in lifestyle management programs. ^[3]
According to LinkedIn’s 2020 Workplace Learning Report 83% of executives support employee learning. ^[3]
Companies who encourage curiosity see employees engage more deeply in their work, with 73% generating and sharing new ideas. ^[3]
24% of development professionals don’t measure learning engagement. ^[3]
Employer portals led 56% of employees to learning opportunities. ^[3]
PwC HR Technology’s Survey indicates that58% of businesses use HR technology to find, attract and retain talent. ^[3]
Roughly44% of talent managerslook to cloud solutions to increase efficiency and productivity, while 35% see the cloud as a way to reduce costs. ^[3]
74% plan on increasing spending on HR technology. ^[3]
47% of companies will use AI based solutions in human resources by 2024.AI is already something 17% of businesses leverage. ^[3]
57% of those using AI in HR are looking to improve their employee experience. ^[3]
51% look to AI to save costs with HR.Repetitive tasks may be automated with AI, and that can lead to significant savings. ^[3]
According to the Open University, 79% of job applicants use social media in a job search. ^[3]
80% of our product updates come from customer feedback. ^[13]
And, with a record of hitting 98% of our roadmap commitments, you can trust that we’ll keep our promises to you, so you can deliver on your commitments to your customers. ^[13]
Of all the variations in the human genome that are considered neurodiverse, people on the autism spectrum have the highest unemployment rate, estimated at over 80%, even in countries where awareness is the greatest. ^[13]

I know you want to use Core HR Software, thus we made this list of best Core HR Software. We also wrote about how to learn Core HR Software and how to install Core HR Software. Recently we wrote how to uninstall Core HR Software for newbie users. Don’t forgot to check latest Core HR statistics of 2024.

Reference

arcoro – https://arcoro.com/blog/35-hr-statistics-to-take-with-you-to-2020/.
userguiding – https://userguiding.com/blog/hr-statistics-trends/.
financesonline – https://financesonline.com/hr-statistics/.
netsuite – https://www.netsuite.com/portal/resource/articles/human-resources/hr-statistics.shtml.
newschannelnebraska – https://southeast.newschannelnebraska.com/story/46293894/core-hr-software-market-growth-global-analysis-by-business-size-2024-future-scope-with-demand-status-and-share-estimation-growth-analysis-by-top.
bamboohr – https://www.bamboohr.com/blog/key-hr-metrics/.
frevvo – https://www.frevvo.com/blog/25-hr-automation-stats/.
statista – https://www.statista.com/statistics/727521/worldwide-core-hr-applications-market-forecast/.
pwc – https://www.pwc.com/us/en/tech-effect/cloud/hr-tech-survey.html.
aihr – https://www.aihr.com/blog/hr-competency-research-statistics/.
bls – https://www.bls.gov/ooh/management/human-resources-managers.htm.
pingboard – https://pingboard.com/blog/hr-metrics-examples.
wisc – https://jobs.hr.wisc.edu/cw/en-us/job/512944/statistical-analysis-and-research-programming-core-director.
oracle – https://www.oracle.com/human-capital-management/.

How Useful is Core Hr

Core HR refers to the fundamental functions of HR management that are essential for ensuring the smooth running of an organization. These functions typically include recruitment, onboarding, payroll, benefits administration, compliance, and employee relations. By streamlining and automating these core HR processes, companies can improve efficiency, reduce costs, and enhance employee experience.

One of the key benefits of core HR is its ability to centralize and standardize HR operations. By using a single platform for all HR processes, organizations can improve data accuracy, reduce errors, and ensure compliance with legal regulations. This level of consistency enables organizations to make better-informed decisions and provide a more seamless experience for employees.

In addition to standardization, core HR also helps to automate routine tasks, such as payroll processing and benefits administration. By leveraging technology to handle these administrative functions, HR teams can free up time to focus on more strategic initiatives, such as talent development and employee engagement. This not only improves the efficiency of HR operations but also enhances overall employee satisfaction.

Furthermore, core HR systems often come equipped with analytics tools that enable organizations to track key HR metrics and generate insightful reports. By analyzing this data, companies can identify trends, predict future needs, and make data-driven decisions to improve organizational performance. This level of data visibility is crucial for strategic HR planning and aligning HR initiatives with business goals.

Another key advantage of core HR is its role in enhancing employee engagement and retention. By providing employees with self-service tools for tasks such as updating personal information, requesting time off, and accessing HR policies, organizations can empower employees and streamline communication channels. This level of transparency can improve employee morale, increase productivity, and ultimately reduce turnover rates.

Overall, core HR plays a crucial role in driving organizational success by standardizing processes, automating tasks, providing data insights, and enhancing employee engagement. By leveraging core HR technology, companies can transform their HR function from a purely administrative role to a strategic business partner that drives long-term growth and success.

In conclusion, the value of core HR cannot be overstated in today’s fast-paced business environment. By investing in core HR systems and embracing the digital transformation of HR processes, organizations can gain a competitive advantage, foster a positive work culture, and achieve sustainable growth in the increasingly complex and dynamic marketplace.

In Conclusion

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We tried our best to provide all the Core HR statistics on this page. Please comment below and share your opinion if we missed any Core HR statistics.

Core HR Statistics 2024 – Everything You Need to Know