2026-2030年全球人力分析在员工体验领域的成长机会

People Analytics for Employee Experience Global Growth Opportunities, 2026-2030

出版日期: 2026年02月19日 | 出版商:

Frost & Sullivan | 英文 35 Pages | 商品交期: 最快1-2个工作天内

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简介目录

卓越的员工体验能够推动变革性成长。

过去五年，企业加速推动数位转型。由于资源匮乏和员工倦怠，企业面临人手不足和生产力下降的挑战。景气衰退迫使企业推动创新，并提升员工体验、效率和生产力。

企业也面临着如何管理混合办公、远距办公和全球分散式团队中的员工敬业度和生产力的挑战。此外，现今的职场由四代组成：婴儿潮世代、X世代、千禧世代和Z世代。企业必须为每种类型的员工提供有效的入职流程、品质监控和培训。企业体认到，人力资源管理是一项主动而非被动的职能。「人力分析」可以帮助企业实现所有这些目标。

根据Frost & Sullivan）的定义，「人力分析」（也称为人力资源分析或劳动力分析）是指从单一来源收集和分析人力资源和业务系统中与员工相关的数据，并提供即时仪表板。透过整合和分析贯穿员工整个生命週期的数据，人力分析旨在改善招聘、员工体验 (EX)、员工敬业度、员工留任率以及整体业务成果。人力分析软体已从传统的人力资源报告工具发展成为能够影响员工体验、员工体验和业务绩效的工具。本报告探讨了全球人力分析产业面临的三大关键策略挑战、员工体验与员工体验之间的关联性、十大趋势、成长要素、阻碍因素以及人力分析市场的成长机会。

Over the last five years, businesses have accelerated their digital transformation journeys. Businesses are struggling with labor shortages and productivity challenges due to a lack of resources and employee burnout. The economic downturn has pressured businesses to innovate and enhance employee experience (EX), efficiency, and productivity.

Organizations are also compelled to manage employee engagement and productivity for hybrid, remote, and globally distributed teams. In addition, the workplace now also includes four generations (i.e., baby boomers, Generation X, Millennials, and Generation Z). Businesses must effectively facilitate onboarding, quality monitoring, and training for each worker type. Businesses recognize that human resource management is not a reactive function but a proactive one. 'People analytics' helps them achieve all of that.

According to Frost & Sullivan, 'people analytics', also known as HR analytics or workforce analytics, involves collecting and analyzing employee-related data (across HR and business systems) in a single source, offering real-time dashboards. Employee data throughout the entire employee lifecycle is consolidated and analyzed to improve hiring, employee experience (EX), employee engagement, and retention, as well as overall business outcomes. People analytics software has evolved from an HR reporting tool and influences EX, customer experience (CX), and business performance. This report discusses the top three strategic imperatives in the global people analytics industry, the correlation between EX and CX, the top 10 trends, growth drivers, restraints, and growth opportunities in the people analytics market.

Strategic Imperatives

Why is it Increasingly Difficult to Grow?
The Strategic Imperative 8TM
The Impact of the Top 3 Strategic Imperatives on the People Analytics Industry

People Analytics: Snapshot

People Analytics: Snapshot
Steps to Create a People Analytics Strategy
Top Contact Center Priorities, Global
Metrics that People Analytics Tracks to Boost Employee Performance
Stages of Employee Lifecycle & Actions to Boost Results Based on Insights from People Analytics