Many workers around the globe are now working remotely due to the COVID-19 pandemic. For some people, the transition has been seamless — perhaps they were even working from home part- or full-time already or appreciate not having to endure a lengthy commute into the office every day. Others may have a harder time making the switch. For one, they weren’t technologically equipped to turn their homes into their workspaces.
As you’ve probably discovered, there are, in fact, many benefits to working remotely, including increased productivity and a better work-life balance. However, before you can enjoy the rewards, you’ll need to be equipped with the right software (opens in new tab) and tools for your home workspace.
Here are some of the most important tools and programs you should have at your disposal, no matter what you do for a living.
This may seem a little basic, but it’s an essential starting point: you must have basic hardware for your remote workspace, including a working desktop or laptop computer, reliable WIFI, and a smartphone. Depending on your job, a printer, scanner, landline, and other equipment may be necessary, too. For example, if you’re a graphic designer, you’ll probably want to be able to print proofs.
If you don’t already have these devices and they’re critical for your job, your employer will probably pay for you to have them or reimburse you for special equipment you have to purchase while you’re working remotely. Even if they don’t, these tools are a good investment that will serve you well in the future, even when stay-in-place orders end.
You probably already use many aspects of Office, including Word, Excel, Outlook, and possibly PowerPoint. These programs are practically mandatory for any office job, along with jobs in which you’re not at a computer all day, and are included in the platform.
There are other features that can be especially helpful for remote working include Microsoft Teams, which enables you to collaborate with your coworkers through messages, live-editing, file-sharing, chats, and more. This is especially helpful when you’re not having face-to-face time with the coworkers you usually see every day.
Project management tools are useful even when you’re working in the office alongside your coworkers, but they’re especially important when you need to keep track of projects remotely. Trello, for example, allows you to assign team members to tasks, set due dates, and more. The pictorial layout uses a system of cards that you can move to different columns and allows you to see the overall progress of the project.
There are plenty of other popular project-management platforms available, too, including Monday, Asana, Basecamp, Wrike, and many more. Some are free at their most basic plan levels, and most have paid options for larger teams or additional features.
Cloud computing platforms essentially recreate your work environment in a virtual space, offering storage, application management, data analysis, security, support, and much more. These solutions are scalable for when you need to add resources and services, accessible for users who need to collaborate remotely, and often affordable.
There are many choices of cloud computing platforms available, but top providers include Amazon Web Services, Google Cloud, IBM Cloud, Microsoft Azure, Alibaba, and Oracle Cloud.
As you’re probably well aware by now, staying in contact with your colleagues during the pandemic, as well as during “normal” circumstances, is important for optimal collaboration. It’s also easier than ever before thanks to technology. With platforms like Zoom and Webex, you can continue to have face-to-face time regularly, either one on one or with your entire team.
For less formal communications, such as a quick check-in, try tools like Slack or Rocket.Chat. This app lets you send direct messages or chat through channels, which include select teams or groups of people. You can even send and share files through many of these platforms, and some also let you switch to video and audio conferencing when you need it.
Not only are cybersecurity tools important for protecting your own information and privacy, but they’re especially necessary when you’re accessing potentially sensitive company files and data. You don’t want to put your organisation — or yourself — at risk, after all. These tools are important no matter where you’re working, and they’re essential for your home office.
One tool you should have in your repertoire is a virtual private network (VPN). A VPN protects your privacy by establishing a private network and masking your IP address when you access the internet. You’ll be able to hide your location and other data, allowing you to browse the internet anonymously. This is especially important when you’re accessing public networks, like WiFi hotspots, which make you particularly vulnerable.
Cybersecurity software, of course, is also important — it protects your devices against threats like malware and hackers. You might set up a two-factor authentication system as well. This means you must offer two forms of evidence attesting to your identity, such as entering both your password and a code that’s emailed or texted to you.
There are many other types of software and hardware you might need depending on the nature of your job. People working in creative industries, for example, may require Adobe Creative Cloud. Financial advisors, meanwhile, might use a program like Money Tree. However, the ones listed here are the basics necessary for most workers across industries, whether you’re a software developer or an office administrator.
If you don’t already have these programs and tools set up on your devices, check with your employer. They may provide them to you complete with installation, which can often be done remotely, pay for them, or reimburse you for the cost. Even if they don’t, you should still make an effort to have these tools in your home working environment — you’ll use them time and time again for many purposes, no matter what your job or organisation.
Malcom Ridgers, Bairesdev (opens in new tab)
Jeff Grundy has been writing computer-related articles and tutorials since 1995. Since that time, Grundy has written many guides to using various applications that are published on numerous how-to and tutorial sites. Born and raised in South Georgia, Grundy holds a Master of Science degree in mathematics from the Georgia Institute of Technology.
Savvy, talented and knowledgeable database professionals are always in demand. This article covers some of the best, most in-demand certifications for database administrators, database developers and anyone else who works with databases.
During the past three decades, we’ve seen a lot of database platforms come and go, but there’s never been any question that database technology is a crucial component for all kinds of applications and computing tasks.
Database certifications may not be as sexy or bleeding-edge as cloud computing, storage, or computer forensics. That said, there has been and always will be a need for knowledgeable database professionals at all levels and in a plethora of database-related job roles.
To get a better grasp of the available database certifications, it’s useful to group these certs around job responsibilities. In part, this reflects the maturity of database technology and its integration into most aspects of commercial, scientific and academic computing. As you read about the various database certification programs, keep these job roles in mind:
Careful attention to these database job roles highlights two important technical issues for would-be database professionals to consider.
First, a good general background in relational database management systems, including an understanding of Structured Query Language (SQL), is a basic prerequisite for database professionals of all stripes.
Second, although various efforts to standardize database technology exist, much of the whiz-bang capability that databases and database applications deliver come from proprietary, vendor-specific technologies. Serious, heavy-duty database skills and knowledge are tied to specific platforms, including various Oracle products (such as the open-source MySQL environment and Oracle itself,) Microsoft SQL Server and IBM DB2. That’s why most of these certifications relate directly to those enormously popular platforms.
It’s important to note that NoSQL databases – referred to as “not only SQL” and sometimes “non-relational” databases – handle many different types of data, such as structured, semi-structured, unstructured and polymorphic. NoSQL databases are increasingly used in big data applications, which tend to be associated with certifications for data scientists, data mining and warehousing, and business intelligence. Although there is some natural overlap, for the most part, we cover those certs in our annually updated “Best Big Data Certifications.”
Before you look at our featured certifications in detail, consider their popularity with employers. The results of an informal search on several high-traffic job boards show which database certifications employers look for most when hiring. Though these results vary from day to day (and by job board), such numbers provide a useful perspective on database certification demand in current job listings.
IBM Certified Database Administrator – DB2
Microsoft SQL Server database certifications**
Oracle Certified Professional, MySQL Database Administrator
Oracle Database 12c Administrator
*See our complete methodology for selecting top five certifications in the “Best Certifications” series.
**Combined totals for MCSA: SQL Database Administration (540), MCSA: SQL Database Development (569), MCSE: Data Management and Analytics (640) and MTA: Database (503).
If the sheer number of available database-related positions isn’t enough motivation to pursue a certification, consider average salaries for database administrators. SimplyHired reports $86,415 as the national average in the U.S., in a range from $60,960 to over $128,000. Glassdoor’s reported average is somewhat higher at $93,164, with a top rung for experienced, senior DBAs right around $135,000.
Now let’s look at the details of our top five database certification picks for 2020.
IBM is one of the leaders in the worldwide database market by any objective measure. The company’s database portfolio includes industry standard DB2, as well as IBM Compose, Information Management System (IMS), lnformix, Cloudant and IBM Open Platform with Apache Hadoop. IBM also has a long-standing and well-populated IT certification program, which has been around for more than 30 years and encompasses hundreds of individual credentials.
After redesigning its certification programs and categories, IBM’s major data-centric certification category is called IBM Data and AI, which includes a range of database credentials: Database Associate, Database Administrator, System Administrator, Application Developer and more. It’s a big and complex certification space, but one where particular platform allegiances are likely to guide readers straight to the handful of items that are relevant to their interests and needs.
Database professionals who support DB2 (or aspire to) on Linux, Unix or Windows should check out the IBM Certified Database Administrator – DB2 certification. It’s an intermediate credential that addresses routine administration, basic SQL, and creation of databases and database objects, as well as server management, monitoring, availability and security.
This certification requires candidates to pass two exams. Pre-exam training is recommended but not required.
IBM Certified Database Administrator – DB2 11.1 (Linux, UNIX and Windows)
Prerequisites and required courses
None required; recommended courses available
Number of exams
Two exams: IBM DB2 11.1 DBA for LUW (exam C2090-600) (60 questions, 90 minutes)
DB2 11.1 Fundamentals for LUW (exam C2090-616) (63 questions, 90 minutes)
Cost per exam
$200 (or local currency equivalent) per exam ($400 total). Sign up for exams at Pearson VUE.
Each exam webpage provides exam objectives, suggested training courses and links to study guides for sale through MC Press. Click the exam Preparation tab for detailed information. You can also visit the Prepare for Your Certification Exam webpage.
SQL Server offers a broad range of tools and add-ons for business intelligence, data warehousing and data-driven applications of all kinds. That probably explains why Microsoft offers database-related credentials at every level of its certification program.
Microsoft has taken significant steps over the last year to change its certification program from technology-focused to role-centric, centered on the skills one needs to be successful in specific technology jobs. With these changes in mind, Microsoft now identifies four job tracks in its certification program: Developers, Administrators, Solution Architects and Functional Consultants. You will find a wide variety of skills and technologies within each of those categories, but we’ll concentrate below on the company’s SQL Server certifications.
The MTA program includes a single database-related exam: Database Fundamentals (98-364). This credential is ideal for students or as an entry-level cert for professionals looking to segue into database support.
Microsoft offers several SQL-related credentials at the Microsoft Certified Solutions Associate (MCSA) level:
There is one SQL database credential at the Microsoft Certified Solutions Expert level: Data Management and Analytics. This certification has the MCSA as a prerequisite (a list of valid items follows in the table) and then requires passing one elective exam.
Prerequisites and required courses
MTA: Database Fundamentals
MCSA: SQL Server 2012/2014
MCSA: BI Reporting
MCSA: SQL 2016 BI Development
MCSA: SQL 2016 Database Administration
MCSA: SQL 2016 Database Development
MCSE Data Management and Analytics prerequisites (only one required):
MCSA: SQL Server 2012/2014
MCSA: SQL 2016 BI Development
MCSA: SQL 2016 Database Administration
MCSA: SQL 2016 Database Development
MCSA: Machine Learning
MCSA: BI Reporting
MCSA: Data Engineering with Azure
Training courses are available and recommended for all certifications but not required.
Number of exams
MTA: Database Fundamentals: One exam
MCSA: BI Reporting: Two exams
MCSA: SQL Server: Three exams
MCSA: SQL 2016 BI Development: Two exams
MCSA: SQL 2016 Database Administration: Two exams
MCSA: SQL 2016 Database Development: Two exams
MCSE: Data Management and Analytics: One exam (from the following)
All exams administered by Pearson VUE.
Cost per exam
MTA: $127 (or equivalent in local currency outside the U.S.)
MCSA/MCSE: $185 (or equivalent) per exam
Microsoft offers one of the world’s largest and best-known IT certification programs, so the MTA, MCSA and MCSE certs are well supported with books, study guides, study groups, practice exams and other materials.
Oracle runs its certifications under the auspices of Oracle University. The Oracle Database Certifications page lists separate tracks for Database Application Development (SQL and PL/SQL), MySQL (Database Administration and Developer) and Oracle Database (versions 12c, 12c R2, and 11g, and Oracle Spatial 11g).
MySQL is perhaps the leading open-source relational database management system (RDBMS). Since acquiring Sun Microsystems in 2010 (which had previously acquired MySQL AB), Oracle has rolled out a paid version of MySQL and developed certifications to support the product.
A candidate interested in pursuing an Oracle MySQL certification can choose between MySQL Database Administration and MySQL Developer. The Oracle Certified Professional, MySQL 5.7 Database Administrator (OCP) credential recognizes professionals who can install, optimize and monitor MySQL Server; configure replication; apply security; and schedule and validate database backups.
The certification requires candidates to pass a single exam (the same exam can be taken to upgrade a prior certification). Oracle recommends training and on-the-job experience before taking the exam.
Most Oracle DBMS credentials require candidates to attend authorized training classes to qualify for the related exam, but MySQL (and Sun-derived) credentials often do not. Oracle certifications also represent a true ladder, in that it is generally necessary to earn the associate-level credentials first, professional-level credentials second and master-level credentials third, culminating with the expert level.
Oracle Database 12c R2 is the latest version, which includes enhancements to Oracle Database 12c. Oracle 12c certifications are currently offered at the associate, professional and master levels.
A Foundations Junior Associate certification (novice level) is also available for Oracle Database 12c, as are three specialist designations: the Implementation Specialist, the Oracle Database Performance and Tuning 2015 Certified Implementation Specialist, and the Oracle Real Application Clusters 12c Certified Implementation Specialist.
Available expert-level credentials include the Oracle Certified Expert; Oracle Database 12c: RAC and Grid Infrastructure Administrator; Oracle Database 12c Maximum Availability Certified Expert; Oracle Certified Expert; Oracle Database 12c: Data Guard Administrator; Oracle Certified Expert; and Oracle Database 12c: Performance Management and Tuning. Oracle still offers 11g certifications as well.
Note: Although premium support for Oracle 11g Database ended on Dec. 31, 2014, extended support lasts until December 2020, so it’s probable that Oracle Database 11g will remain in use for the short term.
We focused on requirements for Oracle Database 12c certifications. One important consideration is that Oracle 11g is forward-compatible with Oracle 12c, but Oracle 12c is not backward- compatible with the prior version. Because Oracle 12c is a newer version, IT professionals with Oracle 11g certifications should consider upgrading their 11g credentials.
Oracle Database 12c Administrator Certified Associate (OCA 12c)
Oracle Database 12c Administrator Certified Professional (OCP 12c)
Oracle Database 12c Administrator Certified Master (OCM 12c)
Oracle Database 12c Maximum Availability Certified Master
Prerequisites and required courses
OCA 12c: Training recommended but not required
OCP 12c: OCA 12c credential and one training course required; complete course submission form
OCM 12c: OCP 12c or 12c R2 credential and two advanced training courses (must be different from the course used to achieve the OCP); complete course submission form; submit fulfillment kit request
Oracle Database 12c Maximum Availability Certified Master: Three credentials
Oracle training: Classes typically run 2-5 days; costs range from $1,360 to over $5,580.
Number of exams
OCA 12c: Choose one exam from the following:
OCP 12c: One exam: Oracle Database 12c: Advanced Administration (1Z0-063) (80 questions, 120 minutes)
OCM 12c: One exam: Oracle Database 12c Certified Master (12COCM), a two-day, performance-based exam
Oracle Database 12c Maximum Availability Certified Master: None
Cost per exam
OCA 12c: 1Z0-071and 1Z0-062 cost $245 each.
OCP 12c: 1Z0-063, 1Z0-082 and 1Z0-083 cost $245 each
OCM 12c: 12COCM costs $2,584; contact Oracle for pricing/availability of upgrade exam.
Oracle Database 12c Maximum Availability Certified Master: None
Note: Prices vary by geography.
Each Oracle certification exam webpage lists exam subjects as well as recommended training courses, seminars and practice tests. A variety of self-study guides are available on Amazon. Oracle Database certification candidates benefit from student manuals, labs and software provided as part of class offerings.
SAP SE has a large portfolio of business application and analytics software, including cloud infrastructure, applications, and storage. The foundation of the SAP HANA platform is an enterprise-grade relational database management system, which can be run as an appliance on premises or in the cloud. The cloud platform enables customers to build and run applications and services based on SAP HANA.
SAP offers a comprehensive certification program, built to support its various platforms and products. We chose to feature the SAP Certified Technology Associate – SAP HANA cert because it aligns closely with other certifications in this article and is in high demand among employers, according to our job board surveys. This certification ensures that database professionals can install, manage, monitor, migrate and troubleshoot SAP HANA systems. It covers managing users and authorization, applying security, and ensuring high availability and effective disaster recovery techniques.
SAP recommends that certification candidates get hands-on practice through formal training or on-the-job experience before attempting this exam. The SAP Learning Hub is a subscription service that gives certification candidates access to a library of learning materials, including e-learning courses and course handbooks. The annual subscription rate for individual users on the Professional certification track is $3,048. This online training program is designed for those who run, support or implement SAP software solutions. Though this may seem like a steep price for online training, you will likely be able to pass any SAP certification exams you put your mind to by leveraging all of the learning resources available to SAP Learning Hub Professional subscribers.
Typically, SAP certifications achieved on one of the two most latest SAP solutions are considered current and valid. SAP contacts professionals whose certifications are nearing end of life and provides information on maintaining their credentials.
SAP Certified Technology Associate – SAP HANA (Edition 2016)
Prerequisites and required courses
Recommended: SAP HANA Installation & Operations SPS12 (HA200) course ($3,750)
Number of exams
One exam: SAP Certified Application Associate – SAP HANA (Edition 2016), exam code C_HANATEC_12 (80 questions, 180 minutes)
Cost per exam
The certification webpage includes a link to trial questions. SAP HANA trade books and certification guides are available on Amazon. The SAP Help Center offers product documentation and a training and certification FAQs page. The SAP Learning Hub (available on a subscription basis) provides access to online learning content.
Besides the ones mentioned in this article, other database certification programs are available to further the careers and professional development of IT professionals who work with database management systems.
While most colleges with computer science programs offer database tracks at the undergraduate, master and Ph.D. levels, there are few well-known vendor-neutral database certifications. The Institute for the Certification of Computing Professionals (ICCP) is part of this unique group, offering its Certified Data Professional and Certified Data Scientist credentials. Find out more about ICCP certifications here.
EnterpriseDB administers a small but effective certification program, with two primary certs: the EDB Certified Associate and the EDB Certified Professional. PostgreSQL was the fourth-ranked relational database management system in October 2019, according to DB-Engines.
Credentials from Google, MarkLogic, Teradata and SAS may also be worth considering. All of these credentials represent opportunities for database professionals to expand their skill sets – and salaries. However, such niches in the database certification arena are generally only worth pursuing if you already work with these platforms or plan to work for an organization that uses them.
Ed is a 30-year-plus veteran of the computing industry, who has worked as a programmer, a technical manager, a classroom instructor, a network consultant, and a technical evangelist for companies that include Burroughs, Schlumberger, Novell, IBM/Tivoli and NetQoS. He has written for numerous publications, including Tom’s IT Pro and GoCertify, and is the author of more than 140 computing books on information security, web markup languages and development tools, and Windows operating systems.
Earl is also a 30-year veteran of the computer industry, who has worked in IT training, marketing, technical evangelism, and market analysis in the areas of networking and systems technology and management. Ed and Earl met in the late 1980s when Ed hired Earl as a trainer at an Austin-area networking company that’s now part of HP. The two of them have written numerous books together on NetWare, Windows Server and other topics. Earl is also a regular writer for the computer trade press, with many e-books, whitepapers and articles to his credit.
“We can‘t be essential unless our partners are skilled in our products and confident in going to their clients with our products and selling them with us and for IBM,” IBM channel chief Kate Woolley said.
IBM has started giving registered members of its PartnerWorld program access to the training, badges and enablement IBM sales employees get along with a new learning hub for accessing materials.
The expansion is part of the Armonk, N.Y.-based tech giant’s investment in its partner program, IBM channel chief Kate Woolley told CRN in an interview.
“We can‘t be essential unless our partners are skilled in our products and confident in going to their clients with our products and selling them with us and for IBM,” said Woolley (pictured), general manager of the IBM ecosystem.
[RELATED: Channel Chief Kate Woolley: ‘No Better Time To Be An IBM Partner’]
Partners now have access to sales and technical badges showing industry expertise, according to a blog post Tuesday. Badges are shareable on LinkedIn and other professional social platforms. IBM sales representatives and partners will receive new content at the same time as it becomes available.
“This is the next step in that journey in terms of making sure that all of our registered partners have access to all of the same training, all of the same enablement materials as IBMers,” Woolley told CRN. “That’s the big message that we want people to hear. And then also in line with continuing to make it easier to do business with IBM, this has all been done through a much improved digital experience in terms of how our partners are able to access and consume.”
Among the materials available to IBM partners are scripts for sales demonstrations, templates for sales presentations and positioning offerings compared to competitors, white papers, analyst reports and solution briefs. Skilling and enablement materials are available through a new learning hub IBM has launched.
“The partners are telling us they want more expertise on their teams in terms of the IBM products that they‘re able to sell and how equipped they are to sell them,” Woolley said. “And as we look at what we’re hearing from clients as well, clients want that. … Our clients are saying, ‘We want more technical expertise. We want more experiential selling. We want IBM’ – and that means the IBM ecosystem as well – ‘to have all of that expertise and to have access to all the right enablement material to be able to engage with us as clients.’”
The company has doubled the number of brand-specialized partner sellers in the ecosystem and increased the number of technical partner sellers by more than 35 percent, according to IBM.
The company’s latest program changes have led to improved deal registration and introduced to partners more than 7,000 potential deals valued at more than $500 million globally, according to IBM. Those numbers are based on IBM sales data from January 2022 to August.
Along with the expanded access to training and enablement resources, Woolley told CRN that another example of aligning the IBM sales force and partners was a single sales kickoff event for employees and partners. A year ago, two separate events were held.
“I want our partners to continue to feel and see this as a big investment in them and representative of how focused we are on the ecosystem and how invested we are,” she said.
The MarketWatch News Department was not involved in the creation of this content.
Oct 14, 2022 (The Expresswire) -- Global “HR Core Administration Software Market” (2022-2028) research report offers inside and out examination on market size, share, drivers, limitations, etc. Besides, this report remembers the inexact investigation of various portions for terms of general development, advancement, opportunity, business methodologies, and so on for the gauge time of 2028. The report contains the essentials delivered and headways by various applications Share and The most latest pattern acquiring momentum in the market that builds mindfulness about the HR Core Administration Software market. The report supplies a complete investigation of business angles like worldwide HR Core Administration Software market size, ongoing technological advances, and developments. The examination report comprises of the presentation of the market, vital participants, amazing open doors, restrictions, product and type classification, and large market investigation.
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Market Analysis: Global HR Core Administration Software Market
The global HR Core Administration Software market is projected to reach USD million by 2028 from an estimated USD million in 2022, at a CAGR of % during 2023 and 2028.
Global HR Core Administration Software manufacturers include Automatic Data Processing, LLC, SAP SE, Ultimate Software Group, Inc., Linkedin (Microsoft), Oracle Corporation, Workday, Ceridian HCM, Inc., Kronos, Inc., Infor, IBM Corporation, Cornerstone OnDemand, Paycom Software, Inc., Intuit, SumTotal Systems, LLC (SkillSoft), Sage, Epicor Software, Accenture, Workforce Software, Zenefits, Ramco Systems, EPAY Systems, PeopleStrategy, Inc., etc. The top 2 companies hold a share about 80%. Europe and China are the largest market, with a share both about 40%. In terms of product, synthetic PBO is the largest segment, with a share over %. And in terms of application, the largest application is home pest care, followed by agricultural.
This report aims to provide a comprehensive presentation of the global market for HR Core Administration Software, with both quantitative and qualitative analysis, to help readers develop business/growth strategies, assess the market competitive situation, analyze their position in the current marketplace, and make informed business decisions regarding HR Core Administration Software. The HR Core Administration Software market size, estimations, and forecasts are provided in terms of output/shipments and revenue (millions), considering 2021 as the base year, with history and forecast data for the period from 2017 to 2028. This report segments the global HR Core Administration Software market comprehensively. Regional market sizes, concerning products by types, by application, and by players, are also provided. The influence of COVID-19 and the Russia-Ukraine War were considered while estimating market sizes.
For a more in-depth understanding of the market, the report provides profiles of the competitive landscape, key competitors, and their respective market ranks. The report also discusses technological trends and new product developments.
The report will help the HR Core Administration Software manufacturers, new entrants, and industry chain related companies in this market with information on the revenues, production, and average price for the overall market and the sub-segments across the different segments, by company, product type, application, and regions.
The Global HR Core Administration Software market is anticipated to rise at a considerable rate during the forecast period, between 2022 and 2028. In 2021, the market is growing at a constant rate and with the rising acquisition of strategies by leading players, the market is expected to rise over the projected horizon.
Final Report will add the analysis of the impact of COVID-19 on this industry.
According to our latest study, due to COVID-19 pandemic, the global HR Core Administration Software market size is estimated to be worth in 2021 and is forecast to a readjusted size by 2028 during review period. Online Sales accounting the HR Core Administration Software global market in 2021, is projected to value by 2028, growing in next six years. While HR Core Administration Software segment is altered between 2022 and 2028.
Moreover, it helps new businesses perform a positive assessment of their business plans because it covers a range of subjects market participants must be aware of to remain competitive. The readers in the section will understand how the HR Core Administration Software market scenario changed across the globe during the pandemic, post-pandemic and Russia-Ukraine War. The study is done keeping in view the changes in aspects such as demand, consumption, transportation, consumer behavior, supply chain management, export and import, and production. The industry experts have also highlighted the key factors that will help create opportunities for players and stabilize the overall industry in the years to come.
COVID-19 and Russia-Ukraine War Influence Analysis
The readers in the section will understand how the HR Core Administration Software market scenario changed across the globe during the pandemic, post-pandemic and Russia-Ukraine War. The study is done keeping in view the changes in aspects such as demand, consumption, transportation, consumer behavior, supply chain management, export and import, and production. The industry experts have also highlighted the key factors that will help create opportunities for players and stabilize the overall industry in the years to come.
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Key Indicators Analyzed● Market Players and Competitor Analysis: The report covers the key players of the industry including Company Profile, Product Specifications, Production Capacity/Sales, Revenue, Price and Gross Margin 2017-2028 and Sales with a thorough analysis of the market's competitive landscape and detailed information on vendors and comprehensive details of factors that will challenge the growth of major market vendors. ● Global and Regional Market Analysis: The report includes Global and Regional market status and outlook 2017-2028. Further the report provides break down details about each region and countries covered in the report. Identifying its sales, sales volume and revenue forecast. With detailed analysis by types and applications. ● Market Trends: Market key trends which include Increased Competition and Continuous Innovations. ● Opportunities and Drivers: Identifying the Growing Demands and New Technology ● Porters Five Force Analysis: The report provides with the state of competition in industry depending on five basic forces: threat of new entrants, bargaining power of suppliers, bargaining power of buyers, threat of substitute products or services, and existing industry rivalry.
Key Companies and Market Share Insights
In this section, the readers will gain an understanding of the key players competing. This report has studied the key growth strategies, such as innovative trends and developments, intensification of product portfolio, mergers and acquisitions, collaborations, new product innovation, and geographical expansion, undertaken by these participants to maintain their presence. Apart from business strategies, the study includes current developments and key financials. The readers will also get access to the data related to global revenue, price, and sales by manufacturers for the period 2017-2022. This all-inclusive report will certainly serve the clients to stay updated and make effective decisions in their businesses. Some of the prominent players reviewed in the research report include:
List of TOP KEY PLAYERS in HR Core Administration Software Market Report are -
● Automatic Data Processing, LLC
● SAP SE
● Ultimate Software Group, Inc.
● Linkedin (Microsoft)
● Oracle Corporation
● Ceridian HCM, Inc.
● Kronos, Inc.
● IBM Corporation
● Cornerstone OnDemand
● Paycom Software, Inc.
● SumTotal Systems, LLC (SkillSoft)
● Epicor Software
● Workforce Software
● Ramco Systems
● EPAY Systems
● PeopleStrategy, Inc.
The HR Core Administration Software Market is Segmented by Types:
● Core HR and Personnel Management
● Payroll Administration
● Benefits Administration
● Time and Attendance
● Employee Engagement
● Workforce Planning and Analytics
The HR Core Administration Software Market is Segmented by Applications:
● Financial Services
● Professional/Technical Services
HR Core Administration Software Market Technology Analysis:
In the global coronavirus pandemic, remote working had been introduced as a trend. But with the various virus variants and waves hitting the global locations, remote working has become a necessity to keep up with the trends and maintain a proper flow of the supply chain and production mechanism. With the rising investment in the research and development department and activities, the HR Core Administration Software solutions are acting as an efficient resource that goes easy on formatting. To collaborate motivation with efficiency and personal goals with the organizational HR Core Administration Software industry objectives, the HR Core Administration Software market size is implementing strategies so that there is a feeling of belongingness and recognition integrated with the push and need to come up with comprehensive ideas for the global growth of the market during the forecast period that ends in the year 2028.
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Geographically, this report is segmented into several key regions, with sales, revenue, market share and growth Rate of HR Core Administration Software in these regions, from 2021 to 2027, covering● North America (United States, Canada and Mexico) ● Europe (Germany, UK, France, Italy, Russia and Turkey etc.) ● Asia-Pacific (China, Japan, Korea, India, Australia, Indonesia, Thailand, Philippines, Malaysia and Vietnam) ● South America (Brazil, Argentina, Columbia etc.) ● Middle East and Africa (Saudi Arabia, UAE, Egypt, Nigeria and South Africa)
Global HR Core Administration Software Market Regional Analysis
Geographically, the global HR Core Administration Software Market is segmented into North America, Europe, South America, Europe, Asia Pacific and the Middle East and Africa. Research has a leading market share of in 2019. The market volume of HR Core Administration Software in Southeast Asia is largely connected to downstream demand.
The objective of the report is to present a comprehensive analysis of the Global HR Core Administration Software Market including all the stakeholders of the HR Core Administration Software industry. The past and current status of the industry with forecasted market share, size and latest and future trends are presented in the report with the analysis of complicated data in simple language. The report covers all the aspects of the marketing 4.0 industry with a dedicated study of key players that includes industry top leading players, new consumers, shareholders.
Reasons to Buy This Report● This report will help the readers to understand the competition within the industries and strategies for the competitive environment to enhance the potential profit. The report also focuses on the competitive landscape of the global HR Core Administration Software market, and introduces in detail the market share, industry ranking, competitor ecosystem, market performance, new product development, operation situation, expansion, and acquisition. etc. of the main players, which helps the readers to identify the main competitors and deeply understand the competition pattern of the market. ● This report will help stakeholders to understand the global industry status and trends of HR Core Administration Software and provides them with information on key market drivers, restraints, challenges, and opportunities. ● This report will help stakeholders to understand competitors better and gain more insights to strengthen their position in their businesses. The competitive landscape section includes the market share and rank (in volume and value), competitor ecosystem, new product development, expansion, and acquisition. ● This report stays updated with novel technology integration, features, and the latest developments in the market ● This report helps stakeholders to understand the COVID-19 and Russia-Ukraine War Influence on the HR Core Administration Software industry. ● This report helps stakeholders to gain insights into which regions to target globally ● This report helps stakeholders to gain insights into the end-user perception concerning the adoption of HR Core Administration Software. ● This report helps stakeholders to identify some of the key players in the market and understand their valuable contribution.
This HR Core Administration Software Market Research/Analysis Report Contains Answers to your following Questions● Which Manufacturing Technology is used for HR Core Administration Software? What Developments Are Going On in That Technology? Which Trends Are Causing These Developments? ● Who Are the Global Key Players in This HR Core Administration Software Market? What are Their Company Profile, Their Product Information, and Contact Information? ● What Was Global Market Status of HR Core Administration Software Market? What Was Capacity, Production Value, Cost and PROFIT of HR Core Administration Software Market? ● What Is Current Market Status of HR Core Administration Software Industry? What’s Market Competition in This Industry, Both Company, and Country Wise? What’s Market Analysis of HR Core Administration Software Market by Taking Applications and Types in Consideration? ● What Are Projections of Global HR Core Administration Software Industry Considering Capacity, Production and Production Value? What Will Be the Estimation of Cost and Profit? What Will Be Market Share, Supply and Consumption? What about Import and Export? ● What Is HR Core Administration Software Market Chain Analysis by Upstream Raw Materials and Downstream Industry?
An exhaustive and professional study of the global HR Core Administration Software market report has been completed by industry professionals and presented in the most particular manner to present only the details that matter the most. The report mainly focuses on the most dynamic information of the global market.
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Major Points from Table of Contents:
1 HR Core Administration Software Market Overview
1.1 HR Core Administration Software Product Scope
1.2 HR Core Administration Software Segment by Type
1.3 HR Core Administration Software Segment by Application
1.4 HR Core Administration Software Market Estimates and Forecasts (2017-2028)
2 HR Core Administration Software Estimates and Forecasts by Region
2.1 Global HR Core Administration Software Market Size by Region: 2017 VS 2021 VS 2028
2.2 Global HR Core Administration Software Market Scenario by Region (2017-2021)
2.3 Global Market Estimates and Forecasts by Region (2022-2028)
2.4 Geographic Market Analysis: Market Facts and Figures
3 Global HR Core Administration Software Competition Landscape by Players
3.1 Global Top HR Core Administration Software Players by Sales (2017-2021)
3.2 Global Top HR Core Administration Software Players by Revenue (2017-2021)
3.3 Global HR Core Administration Software Market Share by Company Type (Tier 1, Tier 2 and Tier 3) and (based on the Revenue in HR Core Administration Software as of 2020)
3.4 Global HR Core Administration Software Average Price by Company (2017-2021)
3.5 Manufacturers HR Core Administration Software Manufacturing Sites, Area Served, Product Type
3.6 Manufacturers Mergers and Acquisitions, Expansion Plans
4 Global HR Core Administration Software Market Size by Type
4.1 Global HR Core Administration Software Historic Market Review by Type (2017-2021)
4.2 Global Market Estimates and Forecasts by Type (2022-2028)
4.2.3 Global Price Forecast by Type (2022-2028)
5 Global HR Core Administration Software Market Size by Application
5.1 Global HR Core Administration Software Historic Market Review by Application (2017-2021)
5.2 Global Market Estimates and Forecasts by Application (2022-2028)
6 North America HR Core Administration Software Market Facts and Figures
6.1 North America HR Core Administration Software by Company
6.2 North America HR Core Administration Software Breakdown by Type
6.3 North America HR Core Administration Software Breakdown by Application
7 Europe HR Core Administration Software Market Facts and Figures
8 China HR Core Administration Software Market Facts and Figures
9 Japan HR Core Administration Software Market Facts and Figures
10 Southeast Asia HR Core Administration Software Market Facts and Figures
11 India HR Core Administration Software Market Facts and Figures
12 Company Profiles and Key Figures in HR Core Administration Software Business
13 HR Core Administration Software Manufacturing Cost Analysis
13.1 HR Core Administration Software Key Raw Materials Analysis
13.1.1 Key Raw Materials
13.1.2 Key Raw Materials Price Trend
13.1.3 Key Suppliers of Raw Materials
13.2 Proportion of Manufacturing Cost Structure
13.3 Manufacturing Process Analysis of HR Core Administration Software
13.4 HR Core Administration Software Industrial Chain Analysis
14 Marketing Channel, Distributors and Customers
14.1 Marketing Channel
14.2 HR Core Administration Software Distributors List
14.3 HR Core Administration Software Customers
15 Market Dynamics
15.1 HR Core Administration Software Market Trends
15.2 HR Core Administration Software Drivers
15.3 HR Core Administration Software Market Challenges
15.4 HR Core Administration Software Market Restraints
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POUGHKEEPSIE, N.Y., Oct 6 (Reuters) - President Joe Biden on Thursday championed his administration's push to subsidize U.S. semiconductor chip manufacturing and boost blue-collar jobs at a visit to an IBM Corp (IBM.N) facility in New York.
IBM plans to invest $20 billion in New York's Hudson Valley region, once a manufacturing powerhouse, over the next decade to make and develop semiconductors, mainframe technology, artificial intelligence and quantum computing.
"Where is it written that we can’t lead manufacturing in the world?” Biden said. "The supply chain is going to start here and end here, in the United States."
Government funding is essential to boost manufacturing and ensure U.S. national security by producing critical goods now made abroad, Biden said. His administration and fellow Democrats have directed billions in federal funding to encourage private- sector spending and create jobs.
IBM's announcement is the latest in a string of investments unveiled since Biden signed the Chips and Science bill in August which funded $52 billion to subsidize semiconductor chips manufacturing and research.
"America invented these chips," Biden said.
Hefty subsidies for private businesses are necessary because China and the European Union had been awarding billions in incentives to chip companies, the White House says.
Biden has sought to capitalize on the investment announcements ahead of next month's midterm congressional elections. Last month, he traveled to Ohio to speak at the site of Intel Corp's (INTC.O) planned $20 billion semiconductor manufacturing facility.
The Hudson Valley, home of IBM's Poughkeepsie site, was an economic powerhouse during America's Industrial Revolution, but regional jobs dried up during the second half of the last century, as companies fled to lower-cost locations.
IBM, which laid off thousands of people in the region in the 1990s when it moved chip and other manufacturing, said it now plans to make the site "a global hub of the company's quantum computing development, just as it is today for mainframes."
IBM did not provide a detailed breakdown of its $20 billion investment plans.
The White House said it was sparked by Biden's economic policies.
"The industrial strategy is really helping to drive a renaissance in American manufacturing, and domestic investment ... that we haven’t seen in generations," White House National Economic Director Brian Deese told reporters en route to the IBM site.
On Tuesday, Micron Technology (MU.O) said it would invest up to $100 billion over the next 20-plus years to build a semiconductor fabrication facility in New York that is expected to create nearly 50,000 jobs, with the first phase investment of $20 billion planned this decade.
Biden was joined by IBM Chief Executive Arvind Krishna.
Reporting by Nandita Bose in Poughkeepsie, N.Y., and David Shepardson in Washington Editing by Heather Timmons and Matthew Lewis
Our Standards: The Thomson Reuters Trust Principles.
52 week range
114.56 - 144.73
IBM on Thursday will announce plans to invest $20 billion over the next 10 years on research and development initiatives and semiconductor manufacturing as President Biden visits the company’s campus in New York.
Biden will travel to Poughkeepsie to speak about his economic plan and meet with workers, a White House official said. The president will highlight IBM’s announcement, which comes on the heels of another investment from chip manufacturer Micron in upstate New York.
IBM said its vision for the Poughkeepsie campus is to become “a global hub of the company’s quantum computing development.”
Biden will be joined during the visit by Reps. Sean Patrick Maloney (D-N.Y.), Paul Tonko (D-N.Y.) and Pat Ryan (D-N.Y.).
Biden will also attend fundraisers in New York City and Red Bank, N.J., during Thursday’s trip.
The IBM announcement is the latest economic win for the White House since the passage of the CHIPS and Science Act, which passed with bipartisan support and included more than $50 billion in incentives for manufacturers to build domestic semiconductor plants. It also included more than $80 billion for the National Science Foundation authorized over five years to support innovation and research.
Biden administration officials had for months warned of supply chain and national security risks if Congress did not invest in domestic manufacturing of chips that are used to power computers, cars and major home appliances, arguing the U.S. would become too reliant on China and others for the semiconductors.
Kyndryl claims to be the world’s largest IT infrastructure provider. A division of IBM until November 2021, it is now a separate company. Initially, little changed for customers — except perhaps the logo on their invoice — but with time, Kyndryl is taking advantage of its freedom from IBM to introduce new services and work with new partners.
Essentially, Kyndryl does exactly what the managed infrastructure services unit of IBM’s Global Technology Services segment did: outsource the management of enterprises’ IT infrastructure, whether it came from IBM or another vendor.
Under IBM’s stewardship, the activities since moved to Kyndryl were in slow decline, from $21.8 billion in annual revenue in 2018 down 7% to $20.28 billion in 2019, and down 4.6% to $19.35 billion in 2020, according to IBM filings with the SEC. That hasn’t changed since the split: Kyndryl’s first full-year filing as an independent company, barely two months after the separation, showed 2021 revenue down a further 4%, to $18.66 billion. The decline continued into 2022, with first quarter revenue down 7% year on year, and the second quarter down 10%.
However, Kyndryl is beginning to develop new services, and is forming partnerships in a bid to grow its revenue. It estimates that the $415 billion market opportunity it addresses is growing at 7% a year, with some areas it is targeting (including security, intelligent automation and public cloud managed services) growing even faster.
Kyndryl has organized itself into six global managed services practices, each of which manages a different aspect of technology. These are:
There is also a customer advisory practice that combines managed services, advisory services, and implantation.
In September 2022, Kyndryl also launched two new branded services, Bridge and Vital. The company calls Kyndryl Bridge an open integration platform, an operational monitoring system, somewhat like HPE GreenLake or IBM vCenter, that Kyndryl staff will connect to an enterprise’s existing IT infrastructure to help CIOs keep ahead of problems. Kyndryl Vital is essentially a design workshop, during which Kyndryl consultants work alongside an enterprise’s employees to prototype applications.
At the moment of their split, Kyndryl and IBM were one another’s biggest suppliers, and that will remain true for the time being. But Kyndryl is free to independently explore, with no preference for IBM’s software and services.
Kyndryl named Microsoft its first cloud infrastructure partner in November 2021, announcing a similar partnership with Google the following month. But it took it until February 2022 to form a pact with Amazon Web Services.
IBM had partnerships with numerous software providers, and Kyndryl inherited or expanded some of those, including with Elastic, Lenovo, SAP, ServiceNow, and VMware.
Kyndryl has also formed new partnerships, including with Cisco Systems, Citrix, Cloudera, Dynatrace, EY, Field Safe Solutions, NetApp, Nokia, Oracle, Pure Storage, IBM subsidiary Red Hat, Teradata and Veritas Technologies. These partnerships expand Kyndryl’s repertoire when it comes to integrating products and services into Bridge, or incorporating them into co-creations with Vital.
Kyndryl started with 4,600 customers (including 75 of the Fortune 100), over a quarter of IBM’s 350,000 staff, activities generating around $19 billion in annual revenue and an order backlog (or long-term maintenance contracts from all those customers) of around $62 billion. Where that puts Kyndryl in the rankings depends on what you’re measuring. Kyndryl says it’s the world’s largest IT infrastructure provider, although IT channel publication CRN says it’s only the fifth-largest solutions provider, a much broader category, behind Accenture, what’s left of IBM, DXC Technology, and Tata Consulting Services.
Like crazy! Kyndryl hired over a dozen top executives in 2021, and by the end of the year had 88,683 employees. Although its hiring in the US has slowed, it had 1,141 lower-level job openings posted at press time, over half of them in the EU, with other significant concentrations in India and Japan. Half the openings are for technical specialists, with more than 100 openings in systems architecture and an emphasis on automation.
Most staff at Kyndryl simply changed email addresses, carrying on doing the same work for clients as they did at IBM before the split. Indeed, Kyndryl went out of its way to reassure customers that their key points of contact and support, and the other team members they work with, would not change, and that the company continues to work with experts in other divisions of IBM as it did before.
But the company brought in new blood for many of the most senior roles, either hiring in from other companies, or poaching from other divisions of IBM. CEO Martin Schroeter is ex-IBM, in fact. He left the company in June 2020, before the spin-off was announced, and came back to lead Kyndryl, then known as NewCo, in January 2021. He was previously SVP of global markets at IBM, and before that its CFO.
The next senior appointments, in March 2021, were chief marketing officer Maria Bartolome Winans, who came to the spin-off directly from her role as CMO for IBM Americas, and group president Elly Keinan, another former IBMer who took time out to work in venture capital after 33 years at the company.
Global head of corporate affairs Una Pulizzi was also a new hire in April 2021, previously in a similar role at GE, while general counsel Edward Sebold was chief legal officer for IBM’s Watson Health division.
Poaching of more senior IBMers continued in early May 2021. Chief transformation officer Nelly Akoth was previously with IBM Global Business Services; Leigh Price moved from one leadership role in strategy and corporate development to another; and Vineet Khurana became controller at Kyndryl after five years in three different CFO roles at IBM. Kyndryl’s global alliances and partnerships leader Stephen Leonard held a number of positions at IBM, most recently as general manager of the Power Systems division.
It wasn’t until the second half of May 2021 that Kyndryl began to name its top technical staff: CIO Michael Bradshaw is new to IBM, having previously served as CIO at NBC/Universal and as CIO for Mission Systems and Training at Lockheed Martin. CTO Antoine Shagoury is a former CIO of US bank State Street and of stock exchanges in London and the US. Most recently, he worked at strategic advisory partnership Ridge-Lane.
Other senior Kyndryl hires from outside IBM include Vic Bhagat, a former CIO for Verizon Enterprise Solutions, EMC, and several units of GE as the head of its customer advisory practice, and COO Harsh Chugh, most recently CFO at SaaS provider PlanSource.
To provide the new company with more stability, Kyndryl’s board of directors will serve overlapping three-year terms through 2027, so it’ll take at least two elections for an outside group to take control of the board.
Kyndryl’s first 10 directors are:
IBM is still one of the biggest technology businesses in the world. Its separation from Kyndryl freed it from a legacy business that wasn’t growing, and enabled it to reorganize into three main operating segments now called Software, Consulting (formerly Global Business Services), and Infrastructure. It’s doing well post-split: For the full year 2021 revenue from Software rose 5.3% to $24.1 billion, and Consulting made $17.8 billion, up 9.8%, although revenue from Infrastructure, the segment Kyndryl was spun out of, fell 2.4% to $14.2 billion. Those trends, both positive and negative, continued through the first half of 2022.
Customer needs for application services and infrastructure services are diverging, and so spinning off Kyndryl will allow IBM to focus on growing its open hybrid cloud platform and AI capabilities, IBM CEO Arvind Krishna said in October 2020. The split turns IBM from a services-led company to one making more than half its revenue from software and solutions.
But until that growth takes hold, Kyndryl and IBM remain close, as they began their separate lives as one another’s largest customers.
The MarketWatch News Department was not involved in the creation of this content.
Oct 07, 2022 (Heraldkeepers) -- Infinium Global Research's latest report on the "Human Resource Outsourcing Market (By Type (Payroll, Benefits Administration, Multi-process Human Resource, Recruitment Process, and Learning Services), By End-users (BFSI, Healthcare, IT & ITES, Hospitality, Retail, and Others)): Industry Analysis, Trends, Size, Share and Forecasts up to 2027" provides a comprehensive outline of the factors responsible for the growth of the market. The global human resource outsourcing market is projected to grow at a healthy CAGR over the forecast period of 2021-2027.
“We are Now Including the Impact Analysis of the COVID-19 on this Premium Report and the Forecast Period of this Report shall be Revised to 2022-2028.”
The Section on the Impact of COVID-19 on this Market is Included in the Report for Free.
Human resource outsourcing has risen in Western countries in latest decades, especially in the US. Similar trends can be found in Vietnam, Taiwan, and other Asian countries. The reasons given for outsourcing human resources are primarily to reduce cost, lack of HRM expertise, gain specialized and sophisticated services, and increase firm performance. The human resource functions such as recruitment and selection, payroll and benefits, performance assessment, skill development and training, workforce redundancies, law and regulations, and retirement schemes have been outsourced.
The Outbreak of the Covid-19 Pandemic
The outbreak of Covid-19 and the world's response in managing its health effects alongside the economy have created further uncertainties in the business climate. While the arrival of the vaccine late in 2020 was expected to instill some stability. The spread of the COVID-19 virus threw employers and employees into chaos and uncertainty. HR operated in crisis mode for much of 2020 and the first half of 2021, figuring out how employees could work from home.
The Payroll Outsourcing Segment to Dominate the Human Resource Outsourcing Market
Based on the type, the human resource outsourcing market is segmented into Payroll, Benefits Administration, Multi-process Human Resources, Recruitment Process, and Learning Services. Among these, the payroll outsourcing segment is expected to dominate the human resource outsourcing market.
The payroll outsourcing segment involves maintaining employee records, computing salaries, and wages, calculating and adding bonuses, generating payroll-related reports, and complying with taxation laws applicable in different countries. It also helps organizations in saving costs and time, reducing the requirement for in-house trained payroll staff, and purchasing and maintaining suitable software packages.
North America to Be the Dominant Region in Human Resource Outsourcing Market
Geographically, the global human resource outsourcing market is segmented into North America, Europe, Asia-Pacific, and the Rest of the World. North America holds the largest market share of the global human resource outsourcing market due to the increased use of outsourcing by a number of firms that have produced significant changes over the last decade.
Human resources outsourcing has a positive effect on the U.S. economy as it helps small businesses compete, allowing them to take advantage of sophisticated HR firms instead of building that expertise in-house. The presence of market players such as Ceridian HCM, Inc., and ADP LLC fuels the market growth in the region.
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Companies Operating in Human Resource Outsourcing Market are Focusing on Product Innovation Strategies
The key market players present in the global human resource outsourcing market are Northgate Capital, LLC, Xansa Plc., Accenture PLC, Capita plc., Vertex Inc., Ceridian HCM, Inc., ADP, LLC., IBM, Aon Hewitt, and Adecco S.A. The global human resource outsourcing market competition is highly intense.
The competitors in the market use strategies such as ventures, agreements, acquisitions, collaborations, new product launches, and partnerships to gain new market share. For instance, in August 2021, Exela Technologies, Inc. launched its Exela HR Solutions which is a robust human resource outsourcing service available in India and the United States.
Table of Content
Chapter 1. Preface
1.1. Report Description
1.2. Research Methods
1.3. Research Approaches
Chapter 2. Executive Summary
2.1. Human Resource Outsourcing Market Highlights
2.2. Human Resource Outsourcing Market Projection
2.3. Human Resource Outsourcing Market Regional Highlights
Chapter 3. Global Human Resource Outsourcing Market Overview
3.2. Market Dynamics
3.3. Analysis of COVID-19 impact on the Human Resource Outsourcing Market
3.4. Porter’s Five Forces Analysis
3.5. IGR-Growth Matrix Analysis
3.6. Value Chain Analysis of Human Resource Outsourcing Market
Chapter 4. Human Resource Outsourcing Market Macro Indicator Analysis
Chapter 5. Global Human Resource Outsourcing Market by Type
5.2. Benefits Administration
5.3. Multi Process Human Resource
5.4. Recruitment Process
5.5. Learning Services
Chapter 6. Global Human Resource Outsourcing Market by End-users
6.3. IT & ITeS
Chapter 7. Global Human Resource Outsourcing Market by Region 2021-2027
7.1. North America
Chapter 8. Company Profiles and Competitive Landscape
8.1. Competitive Landscape in the Global Human Resource Outsourcing Market
8.2. Companies Profiles
8.2.1. Northgate Capital, LLC
8.2.2. Xansa Plc
8.2.3. Accenture PLC
8.2.4. Capita plc
8.2.5. Vertex Inc
8.2.6. Ceridian HCM
8.2.7. ADP, LLC
8.2.8. IBM Corporation
8.2.9. Aon Hewitt
8.2.10. Adecco S.A.
More Insights on This Report, Speak to Our Analyst: https://www.infiniumglobalresearch.com/reports/enquiry/31689
Reasons to Buy this Report:
=> Comprehensive analysis of global as well as regional markets of human resource outsourcing.
=> Complete coverage of all the product types and application segments to analyze the trends, developments, and forecast of market size up to 2027.
=> Comprehensive analysis of the companies operating in this market. The company profile includes an analysis of the product portfolio, revenue, SWOT analysis, and the latest developments of the company.
=> Infinium Global Research- Growth Matrix presents an analysis of the product segments and geographies that market players should focus on to invest, consolidate, expand, and/or diversify.
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