인사 정보 시스템(HRIS) 시장 : 점유율 분석, 업계 동향과 통계, 성장 예측(2026-2031년)

According to Mordor Intelligence, the human resource information system (HRIS) market size is expected to increase from USD 17.53 billion in 2025 to USD 19.86 billion in 2026 and reach USD 37.82 billion by 2031, growing at a CAGR of 13.75% over 2026-2031.

This report is Segmented by Component (Software, and Services), Deployment Model (On-Premise, and Cloud), Organization Size (Small and Medium Enterprises, and Large Enterprises), End-User Industry (IT and Telecom, BFSI, Healthcare, Manufacturing, Retail and E-Commerce, Government, and More), and Geography. The Market Forecasts are Provided in Terms of Value (USD).

Global Human Resource Information System (HRIS) Market Trends and Insights

Growing Adoption of Cloud-Based HR Platforms

Cloud subscriptions are growing 16.55% annually, outpacing overall human resource information system market expansion as organizations offload infrastructure ownership and gain real-time global data consolidation. In 2025, 69% of employers had moved at least one core module to software-as-a-service and 83% expect full cloud adoption by 2027. Asia-Pacific enterprises, despite fragmented data centers, report 70% intent to deploy AI-enabled HR tools by 2026, stimulated by government e-filing mandates and low-cost broadband. Vendors are responding with mid-market bundles such as Workday GO, which ships pre-built workflows that cut launch times from nine months to four.

Rising Demand for Workforce Analytics

Predictive dashboards that forecast attrition, optimize overtime, and model labor costs are shifting from premium add-ons to baseline expectations. Organizations deploying AI-driven HR modules in 2026 budgeted an average of USD 1.6 million for analytics, a tenfold rise since 2023. Healthcare illustrates results: a 400-bed hospital cut nurse overtime by 18% after embedding scheduling algorithms into its HRIS. Yet only 9% of employers possess enterprise-wide AI expertise, making low-code query tools and natural-language interfaces critical adoption levers.

Data Security and Privacy in Multi-Tenant Clouds

GDPR fines surged to EUR 2.92 billion (USD 3.11 billion) in 2024 for breaches linked to inadequate tenant segregation. Asia-Pacific data-localization laws compel vendors to spin up national data centers, diluting the economies of scale that make public clouds attractive. Single-tenant options with customer-managed encryption keys mitigate risk but lift subscription fees by as much as 50%.

Other drivers and restraints analyzed in the detailed report include:

1. Expansion of Remote and Hybrid Work Models
2. Integration of AI-Powered Chatbots for Employee Self-Service
3. High Switching Costs From Legacy Systems

For complete list of drivers and restraints, kindly check the Table Of Contents.

Segment Analysis

Services revenue is projected to rise 16.21% a year through 2031, surpassing overall human resource information system (HRIS) market growth as buyers seek integration, change-management, and managed-perations expertise. Software retained the largest slice 67.12% in 2025, yet commoditization of payroll engines is shifting value toward analytics, AI, and user experience enhancements. Pre-built connectors from ADP, funded by USD 1.27 billion in 2024 research spending, have compressed mid-market rollouts from nine months to four, highlighting the premium buyers place on speed. In Asia-Pacific, where 63% of system owners have fewer than three years of HR-tech experience, training and support contracts are bundled into multiyear deals to sustain adoption momentum.

Consulting budgets increasingly emphasize user adoption rather than code customization, reflecting Deloitte findings that top-quartile engagement scores correlate with 40% higher spend on change management. Cloud subscriptions blur the classic software-versus-services line because hosting, patches, and tier-one support are baked into monthly fees. Nevertheless, enterprises customizing approval chains or complex union work rules still purchase white-glove services to guard against post-upgrade breakage.

Cloud instances grew 16.55% in 2025-2026, chipping away at the sizable on-premise installed base that once held 71.05% of the human resource information system market. Small and medium enterprises gravitate to subscription bundles that eliminate capex and deliver immediate compliance updates. Multinationals favor cloud single-instance architectures to enforce common job codes, compensation bands, and review cycles across borders. The European Banking Authority's outsourcing guidelines, however, push many continental banks to retain on-premise payroll cores paired with cloud talent add-ons, creating hybrid topologies that vendors are starting to de-support.

On-premise persistence stems from audit latency control and upgrade timing. Yet Deloitte pegs IT staffing needs for on-premise HRIS at 2.5 X those of cloud, making total cost of ownership tilt decisively toward hosted options over a five-year horizon. As a result, many regulated buyers are negotiating sovereign-cloud carve-outs rather than sticking indefinitely to in-house data centers.

Geography Analysis

North America secured 38.02% of 2025 revenue thanks to early Fortune 500 adoption and a dense ecosystem of payroll bureaus. Growth now concentrates in mid-market firms of 500-2,500 staff that historically relied on outsourced payroll and spreadsheets. Workday GO, introduced in November 2025, speaks to this gap by bundling standardized workflows into packages that implement in under six weeks. Compliance complexity, from California pay-transparency to Colorado job-posting mandates, nudges buyers toward configurable rule engines rather than hard-coded logic.

Asia-Pacific is the fastest climber, with a projected 15.34% CAGR that will lift its slice of the human resource information system market by 2031. India typifies the leapfrog effect: two-thirds of SMEs show digital readiness, yet the vast majority limit purchases to payroll and attendance, underscoring the need for vendor education. China's electronic social-insurance filing requirement is pulling manufacturers into the cloud, while Japan and South Korea tiptoe away from on-premise toward sovereign-cloud models. Australia and New Zealand exhibit North American-style saturation but remain growth targets for vendors that can guarantee Fair Work Commission compliance.

Europe's trajectory is defined by aggressive enforcement of GDPR and the EU AI Act. Fines ballooned nine-fold between 2023 and 2024, prompting companies to invest in consent-management dashboards and documentation of algorithmic logic. Workday's EUR 175 million (USD 186 million) expansion of Frankfurt and Dublin data centers in November 2025 addresses customers that demand EU-based residency. Southern markets, Spain, Italy, and Greece, remain fragmented, with local payroll outsourcers defending share against cloud newcomers. South America, the Middle East and Africa contribute smaller slices but post double-digit growth as governments digitize labor registries and multinationals standardize global HR platforms.

1. Workday, Inc.
2. SAP SE
3. Oracle Corporation
4. Automatic Data Processing, Inc.
5. UKG Inc.
6. Paycom Software, Inc.
7. Paychex, Inc.
8. Ceridian HCM Holding Inc.
9. Cornerstone OnDemand, Inc.
10. BambooHR LLC
11. Gusto, Inc.
12. Zoho Corporation Pvt. Ltd.
13. Namely, Inc.
14. SumTotal Systems, LLC
15. Cegid Group SA
16. TriNet Zenefits LLC
17. PeopleStrategy, Inc.
18. isolved HCM LLC
19. Rippling People Center Inc.
20. Deputy Group Pty Limited

Additional Benefits:

• The market estimate (ME) sheet in Excel format
• 3 months of analyst support

TABLE OF CONTENTS

1 INTRODUCTION

• 1.1 Study Assumptions and Market Definition
• 1.2 Scope of the Study

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET LANDSCAPE

• 4.1 Market Overview
• 4.2 Market Drivers
  • 4.2.1 Growing Adoption of Cloud-Based HR Platforms
  • 4.2.2 Rising Demand for Workforce Analytics and Data-Driven Decision Making
  • 4.2.3 Increasing Regulatory Complexity Around Workforce Compliance
  • 4.2.4 Expansion of Remote and Hybrid Work Models
  • 4.2.5 Integration of AI-Powered Chatbots for Employee Self-Service
  • 4.2.6 Emergence of Industry-Specific HRIS Verticals
• 4.3 Market Restraints
  • 4.3.1 High Switching Costs From Legacy HR Systems
  • 4.3.2 Data Security and Privacy Concerns in Multi-Tenant Architectures
  • 4.3.3 Shortage of Skilled HR Tech Administrators
  • 4.3.4 Limited Budgets Among Small Enterprises in Emerging Markets
• 4.4 Industry Value Chain Analysis
• 4.5 Regulatory Landscape
• 4.6 Technological Outlook
• 4.7 Impact of Macroeconomic Factors on the Market
• 4.8 Porter's Five Forces Analysis
  • 4.8.1 Bargaining Power of Suppliers
  • 4.8.2 Bargaining Power of Buyers
  • 4.8.3 Threat of New Entrants
  • 4.8.4 Threat of Substitutes
  • 4.8.5 Competitive Rivalry

5 MARKET SIZE AND GROWTH FORECASTS (VALUE)

• 5.1 By Component
  • 5.1.1 Software
  • 5.1.2 Services
• 5.2 By Deployment Model
  • 5.2.1 On-Premise
  • 5.2.2 Cloud
• 5.3 By Organization Size
  • 5.3.1 Small and Medium Enterprises (SMEs)
  • 5.3.2 Large Enterprises
• 5.4 By End-User Industry
  • 5.4.1 IT and Telecom
  • 5.4.2 Banking, Financial Services and Insurance (BFSI)
  • 5.4.3 Healthcare
  • 5.4.4 Manufacturing
  • 5.4.5 Retail and E-Commerce
  • 5.4.6 Government
  • 5.4.7 Other End-User Industries
• 5.5 By Geography
  • 5.5.1 North America
    • 5.5.1.1 United States
    • 5.5.1.2 Canada
    • 5.5.1.3 Mexico
  • 5.5.2 South America
    • 5.5.2.1 Brazil
    • 5.5.2.2 Argentina
    • 5.5.2.3 Rest of South America
  • 5.5.3 Europe
    • 5.5.3.1 Germany
    • 5.5.3.2 United Kingdom
    • 5.5.3.3 France
    • 5.5.3.4 Italy
    • 5.5.3.5 Spain
    • 5.5.3.6 Russia
    • 5.5.3.7 Rest of Europe
  • 5.5.4 Asia-Pacific
    • 5.5.4.1 China
    • 5.5.4.2 Japan
    • 5.5.4.3 India
    • 5.5.4.4 South Korea
    • 5.5.4.5 Australia and New Zealand
    • 5.5.4.6 Rest of Asia-Pacific
  • 5.5.5 Middle East
    • 5.5.5.1 Saudi Arabia
    • 5.5.5.2 United Arab Emirates
    • 5.5.5.3 Turkey
    • 5.5.5.4 Rest of Middle East
  • 5.5.6 Africa
    • 5.5.6.1 South Africa
    • 5.5.6.2 Nigeria
    • 5.5.6.3 Rest of Africa

6 COMPETITIVE LANDSCAPE

• 6.1 Market Concentration
• 6.2 Strategic Moves
• 6.3 Market Share Analysis
• 6.4 Company Profiles (includes Global Level Overview, Market Level Overview, Core Segments, Financials as available, Strategic Information, Market Rank/Share, Products and Services, Recent Developments)
  • 6.4.1 Workday, Inc.
  • 6.4.2 SAP SE
  • 6.4.3 Oracle Corporation
  • 6.4.4 Automatic Data Processing, Inc.
  • 6.4.5 UKG Inc.
  • 6.4.6 Paycom Software, Inc.
  • 6.4.7 Paychex, Inc.
  • 6.4.8 Ceridian HCM Holding Inc.
  • 6.4.9 Cornerstone OnDemand, Inc.
  • 6.4.10 BambooHR LLC
  • 6.4.11 Gusto, Inc.
  • 6.4.12 Zoho Corporation Pvt. Ltd.
  • 6.4.13 Namely, Inc.
  • 6.4.14 SumTotal Systems, LLC
  • 6.4.15 Cegid Group SA
  • 6.4.16 TriNet Zenefits LLC
  • 6.4.17 PeopleStrategy, Inc.
  • 6.4.18 isolved HCM LLC
  • 6.4.19 Rippling People Center Inc.
  • 6.4.20 Deputy Group Pty Limited

7 MARKET OPPORTUNITIES AND FUTURE OUTLOOK

• 7.1 White-Space and Unmet-Need Assessment