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市场调查报告书
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1560559

劳动力分析市场报告：2030 年趋势、预测与竞争分析

Workforce Analytic Market Report: Trends, Forecast and Competitive Analysis to 2030
出版日期: | 出版商: Lucintel | 英文 150 Pages | 商品交期: 3个工作天内

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简介目录

劳动力分析趋势和预测

到 2030 年，全球劳动力分析市场预计将达到 35 亿美元，2024 年至 2030 年的复合年增长率为 13.7%。该市场的主要驱动力是在策略性劳动力规划中越来越多地使用资料，以获得竞争优势并解决长期劳动力问题，同时确保员工敬业度和满意度。全球劳动力分析市场的未来看起来充满希望，医疗保健、IT/通讯、BFSI、製造、零售、食品和饮料以及政府市场都有机会。

  • Lucintel 预测，由于软体的早期采用，大型企业在预测期内仍将是最大的细分市场。
  • 在这个市场中，由于IT和通讯领域的快速发展，对增强的IT和通讯服务的需求不断增加，因此IT和通讯领域预计将出现最高的成长。
  • 预计北美在预测期内仍将是最大的地区，因为它技术先进，并且是最早采用新技术的地区之一。

劳动力分析市场的新兴趋势

由于技术和组织变革，劳动力分析发生了令人惊讶的变化。这些趋势正在定义组织如何利用资料来更好地管理人力资源。

  • 越来越多地使用人工智慧：人力资源管理正在将重点从传统的管理框架转向先进的人工智慧解决方案。企业人力资源专业人士透过使用和实施人工智慧驱动的解决方案来改善员工行为、招聘和发展计划，帮助组织最大限度地减少沟通不畅，并确保让合适的人担任合适的工作，帮助您应对困难的组织环境。
  • 用于改善员工体验的分析越来越多地采用分析来改善员工队伍并监控其健康状况和满意度。公司正在利用资料来帮助发现心理健康、工作满意度、甚至健康的工作与生活平衡等问题。这一趋势源于这样一个事实：治疗疾病的成本效益较低，因此预防疾病和促进更健康的职场环境可以提高生产力和保留率。
  • 预测性劳动力分析：分析的建设性使用正在推动加班预测与业务计画的整合。组织需要确定技能组合、流动模式、技能短缺问题等，并计划有效利用其劳动力。
  • 加强多元化和包容性指标：越来越多的组织正在寻求分析如何提高多元化和包容性。人们正在采用更复杂的指标来衡量代表性、发现差距并建立包容性的职场文化。这一趋势表明，在职场中致力于公平和公正的空间更大。
  • 即时分析的进步：即时分析的日益广泛使用正在创建一个支援即时、资料主导决策的环境。这一趋势是由新技术的发展所推动的，这些新技术能够持续监控和处理讯息，帮助公司适应不断变化的环境并提高业务绩效。

值得注意的是，这些新趋势标誌着向更复杂的投资主导营运和劳动力分析方式的转变。人工智慧、预测分析和即时资料是对员工社会福利和多元化考虑的补充，正在扩展人力资源系统在现代转型管理中的能力。总的来说，这些趋势正在改变组织组织和利用人力资源的方式。

新兴市场的最新趋势

新的劳动力分析正在改变组织内部对人力资源管理的理解方式。这项运动是由技术进步、不断变化的组织需求以及导致更好的人力资源政策和实践的新法规所推动的。

  • 人工智慧和机器学习的进步：人工智慧和机器学习在劳动力分析中的使用正在改变企业在组织内分析资料和决策的方式。这些技术有助于更好地预测员工绩效、留任率和就业情况，并促进策略性人力资源规划。
  • 预测分析工具的发展：预测分析工具不断发展和改进，并收集预测劳动力未来趋势的情报。公司正在使用这些工具来预测他们需要多少人才、可能出现哪些挑战以及如何缓解这些挑战，从而改善人力资源管理。
  • 更重视员工体验：人们越来越重视透过分析来改善员工体验。组织正在利用资料来研究员工敬业度、工作满意度和一般员工社会福利，以提高职场的居住和生产力。
  • 越来越多地采用即时分析：即时分析（即组织结合即时资料来製定决策）正在获得认可。这使得组织能够快速回应人力资源和整体组织运作可能面临的变化，并实现更好的绩效。
  • 多元化和包容性指标的整合：衡量和改善公司内部多元化和包容性的指标越来越多地整合。劳动力分析应用于代表性、保证和否认差距分析以及支持采用多元化和包容性的措施等领域。

这些发展凸显了资料主导策略在劳动力分析中的使用越来越多。人工智慧、预测性和自然主义工具的发展，以及大公司对员工体验和多样性的专业化，将提高人力资源效率。这些趋势正在定义劳动力管理和最佳化的下一个前沿领域。

劳动力分析市场的策略成长机会

劳动力分析有多种应用程序，由于不断变化的技术和组织需求，这些应用程式提供了策略成长机会。认识并利用这些机会可以显着改善人力资源和业务成果。

  • 扩展人工智慧驱动的分析：人工智慧驱动的分析的日益普及创造了理解和利用资料的更复杂方法的潜力。组织可以在人才招募和员工管理等领域利用人工智慧来提高业务和人力资源服务的效率。
  • 制定预测性劳动力规划：先进技术支援的预测分析透过提供预测未来人才需求的资料来帮助组织规划其劳动力。组织可以利用这些见解来实施与组织目标一致的人力资源策略，预测未来的技能差距，并制定缓解策略来避免这些挑战。
  • 扩展员工敬业度解决方案：建立员工敬业度解决方案有很大的空间。透过采用此类分析技术，可以监控职场的满意度和健康状况，从而支持积极有效的组织，减少工人离职率，并提高整体生产效率。
  • 专注于 D&I 分析：用于评估和增强劳动力多样性和整体性的工具是策略驱动力。组织现在可以使用这些工具来评估代表性、评估挑战并制定策略解决方案以增加代表性。
  • 纳入即时资料解决方案：及时资料和即时资料解决方案在支援快速决策方面正在不断改进。选择投资即时分析的公司可以受益于快速适应新情况、提高生产力和简化人力资源管理的能力。

这些策略性成长机会让我们深入了解劳动力分析如何帮助提升人力资源绩效和组织绩效。公司需要将人工智慧归零，应用预测分析，并依靠员工敬业度、多样性和即时资料来改善其劳动力策略。

劳动力分析市场驱动因素与挑战

劳动力分析市场受到技术成长、经济和监管因素等关键驱动因素和挑战的影响。了解这些因素对于在市场中运作并利用分析非常重要。

推动劳动分析市场的因素包括：

1. 技术创新：人工智慧、机器学习和即时分析的指数级增长推动了劳动力分析的成长。如今，科技有助于更好的资料分析、更好的决策、组织中更好的以人为本的运作，从而实现更好的人才管理。

2.资料驱动的决策：随着基于资料做出决策的需求不断增加，许多组织正在实施先进的劳动力分析和工具来解释资料。随着组织寻求利用资料更好地管理人才、提高生产力并实现组织的策略目标，劳动力分析已成为重要工具。

3. 强调员工健康：组织内部对工作分析越来越感兴趣，强调资料的补充使用以提高员工满意度、福祉和敬业度。公司正在利用资料来改善工作条件、减少倦怠并改善整体员工体验。

4.社会压力：应对资料和员工权利方面法律不断变化的周期是一个关键动力。组织在劳动力分析过程中必须遵守法律界限，进而影响分析解决方案的设计和部署方式。

5.经济因素：从事劳动分析的权力和影响力源自于经济状况。如果经济陷入衰退或恶化，公司可能会专注于成本控製而不是投资分析，而随着经济好转，他们可能会增加对更先进分析解决方案的支出。

劳动力分析市场面临的挑战包括：

1.资料隐私和安全：在进行劳动力分析时，保护资料隐私和安全是一个关键问题。组织必须保护其员工的机密信息，并确保该信息不会洩露或被不当使用。这需要强有力的安全措施并遵守资讯保护的法律体制。

2. 与现有系统整合：组织面临的另一个主要障碍是将劳动力分析整合到现有的人力资源系统和流程中。将新的分析解决方案纳入旧系统非常困难，并且会对资料主导干预等工具的使用和交付产生影响。

3.资料分析技能差距：有一些特定的技能可以实现有效的资料分析，但问题是人力资源团队不具备这些技能。组织可能在寻找和保留具有使劳动力分析工具更加高效的技能的人才时遇到问题，这解释了我缺乏这种资料主导的见解。

劳动力分析的主要驱动因素和挑战凸显了技术、资料隐私和经济方面在市场性质方面的作用。技术进步和对资料驱动决策的重视刺激了成长，但在有效采用和使用这些分析解决方案之前，必须解决隐私、整合和技能差距等问题，这是不可能的。

按细分市场分類的劳动分析

本研究按公司类型、部署、最终用途行业和地区提供了全球劳动力分析预测。

劳动力分析市场国家展望

事实证明，劳动力分析的使用对于取得组织人力资源的情报、控制和协调非常有价值。这一新方向是技术进步、业务重组和国家法律改革的结果。以下的摘要重点介绍了美国、中国、德国、印度和日本市场区域的主要变化和发展，每个区域都强调了劳动力分析中最近发生的一些变化。

  • 美国：在美国，劳动力分析的引入正在透过利用人工智慧作为工具之一来拯救劳动力管理和招募流程。组织正在利用人工智慧在各种绩效指标和员工特征以及留任率和多样性之间建立各种关联。这包括旨在帮助管理职场多元化的补充措施，特别是包容性和多元化倡议，并实现更好的组织效率。
  • 中国：在中国，人们越来越关注巨量资料和预测分析的应用，特别是在劳动力规划和人才管理方面。公司正在部署先进的分析来预测所需的人才数量并提高员工敬业度。特别是对中国来说，这彻底改变了其劳动力管理方式，并实现了资料主导的决策和人才策略的最佳化。
  • 德国：德国正积极转向采用劳动力分析，重点是社会福利。组织开始采用分析解决方案来追踪员工的工作行为、健康状况和满意度。其目的是减少员工倦怠等灾难，并透过提供更好的职场环境来提高生产力。
  • 印度：印度的组织在采用劳动力分析来解决技能差距和改善人才获取策略方面取得了长足进步。公司利用有关技能和业务趋势的员工和市场资料来招募与其近期业务相关的人才。透过这种方式，劳动力分析有助于培养一支更多才多艺、技能更熟练的劳动力。
  • 日本：为了解决人口老化问题，日本正在引入劳动力分析技术，以更好地管理其劳动力。这些分析工具特别用于改善继任管理和留住人才。此外，还重点关注重复性业务的机械化，以提高生产力，并使老年工人能够发挥最佳表现。

常问问题

Q1.市场规模有多大？

答：到 2030 年，全球劳动力分析市场预计将达到 35 亿美元。

Q2.市场成长预测如何？

答：2024 年至 2030 年，全球劳动力分析市场预计将以 13.7% 的复合年增长率成长。

Q3.影响市场成长的关键驱动因素是什么？

答案：该市场的主要驱动力是在策略性劳动力规划中越来越多地使用资料，以获得竞争优势并解决长期劳动力问题，同时确保员工敬业度和满意度。

Q4.市场的主要细分市场是什么？

答案：劳动力分析市场的未来看起来充满希望，医疗保健、IT/通讯、BFSI、製造、零售、食品和饮料以及政府市场都有机会。

Q5.市场上主要企业有哪些？

答案：主要企业是：

  • ADP
  • Cornerstone OnDemand
  • IBM
  • Kronos
  • SAP
  • Workday
  • WorkForce Software
  • Visier
  • Oracle
  • TriNet

Q6.未来最大的细分市场是什么？

答：Lucintel 预测，由于软体的早期采用，大型企业在预测期内仍将是最大的细分市场。

Q7. 预计未来五年哪个地区将成为最大的市场？

答：在预测期内，北美仍然是最大的地区，因为它技术先进，并且是最早采用新技术的地区。

Q8. 可以客製化报告吗？

答：是的，Lucintel 列出了 10% 的客製化服务，无需额外费用。

目录

第一章执行摘要

第二章全球劳动力分析市场：市场动态

  • 简介、背景、分类
  • 供应链
  • 产业驱动因素与挑战

第三章 2018-2030年市场趋势及预测分析

  • 宏观经济趋势（2018-2023）与预测（2024-2030）
  • 全球劳动力分析市场趋势（2018-2023）与预测（2024-2030）
  • 按公司类型分類的全球劳动力分析市场
    • 大公司
    • 小型企业
  • 按部署分類的全球劳动分析市场
    • 云
    • 本地
  • 按最终用途行业分類的全球劳动力分析市场
    • 医疗保健
    • 资讯科技和通讯
    • BFSI
    • 製造业
    • 零售
    • 饮食
    • 政府
    • 其他的

第四章 2018-2030年区域市场趋势及预测分析

  • 按地区分類的全球劳动力分析市场
  • 北美劳动分析市场
  • 欧洲劳动分析市场
  • 亚太劳动分析市场
  • 其他地区的劳动分析市场

第五章 竞争分析

  • 产品系列分析
  • 营运整合
  • 波特五力分析

第六章 成长机会与策略分析

  • 成长机会分析
    • 按公司类型分類的全球劳动力分析市场成长机会
    • 全球劳动力分析市场部署成长机会
    • 最终用途产业的全球劳动力分析市场成长机会
    • 按地区分類的全球劳动力分析市场成长机会
  • 全球劳动力分析市场的新兴趋势
  • 战略分析
    • 新产品开发
    • 扩展全球劳动力分析市场的能力
    • 全球劳动力分析市场的合併、收购和合资企业
    • 认证和许可

第七章主要企业概况

  • ADP
  • Cornerstone OnDemand
  • IBM
  • Kronos
  • SAP
  • Workday
  • WorkForce Software
  • Visier
  • Oracle
  • TriNet
简介目录

Workforce Analytic Trends and Forecast

The future of the global workforce analytic market looks promising with opportunities in the healthcare, IT & telecommunication, BFSI, manufacturing, retail, food & beverages, and government markets. The global workforce analytic market is expected to reach an estimated $3.5 billion by 2030 with a CAGR of 13.7% from 2024 to 2030. The major drivers for this market are growing utilization of data in strategic workforce planning to gain a competitive edge and addressing long-term labor concerns while ensuring employee engagement and satisfaction.

  • Lucintel forecasts that large enterprises will remain the largest segment over the forecast period due to initial adoption of the software.
  • Within this market, IT & telecommunication is expected to witness the highest growth due to swift progress in the sector driven by the increasing demand for enhanced it and telecommunication services.
  • North America will remain the largest region over the forecast period due to this region is technologically progressive, embracing new technologies quickly.

Emerging Trends in the Workforce Analytic Market

There is an astonishing movement in the workforce analytics as a consequence of technology and changes in the organization. Such trends are defining the manner in which organizations harness data for enhanced management of the personnel resource.

  • Increase Use of Artificial Intelligence: Human resource management has shifted focus from traditional managerial frameworks to advanced AI-enabled solutions Business HR professionals help organizations navigate through difficult organizational landscapes by minimizing misunderstandings and getting the right talents at the right place through the use and implementation of AI driven solutions that enhance employee behavior, recruitment, and development plans.
  • Analytics for improved employee experience: Analytics adoption to better employees, and monitor their health and satisfaction is also a growing trend. Businesses are using data to help detect problems with mental health, job satisfaction and even including a healthy work-life balance. This trend comes from the fact that treating sickness is not as cost effective, as it is better to prevent illness and promote healthier working environments that result in increased productivity and retention levels.
  • Predictive workforce analytics: The constructive use of analytics has seen the growing incorporation of workload forecasting overtime into operational plans. Organizations need to determine skill sets, patterns of turnover, and issues of skill shortages among others, and make plans on the utilization of the workforce effectively.
  • Enhanced Diversity and Inclusion Metrics: More and more organizations are attempting to analyze how diversity and inclusion can be improved. More sophisticated metrics for measuring representation, finding gaps, and building inclusive work culture are being adopted. This trend is indicative of the more available space for commitment to equity and fairness at the workplace.
  • Development of Real Time Analytics: The increasing use of real time analytics is giving rise to an environment where immediate and data-driven decisions are possible. This trend is fueled by the developments of new technologies that allow constant monitoring and processing of information, helping the businesses adapt to the changing environment and enhance operational performance.

It is noticeable that such emerging trends suggest transition towards more advanced investment driven ways of activities, workforce analytics. Complementary to employee welfare and diversity concerns, AI, predictive analytics, and real time data are expanding HR system capabilities in a modern transformation management. Collectively, these trends are changing the way organizations orchestrate and utilize their human resources.

Recent Developments in the Workforce Analytic Market

New workforce analytics are changing the way human resource management is understood within organizations. These developments are being brought about by technological advancement, changing organizational needs, and new regulations leading to better and more appropriate HR policies and practices.

  • Advancement in AI and Machine Learning: With the use of AI and machine learning in workforce analytics, the way data is analyzed in corporations as well as how decisions are made within organizations is changing. These technologies assist in developing better projections on employee performance, retention, and hiring thereby facilitating strategic HR planning.
  • Growth of Predictive Analytics Tools: Predictive analytics tools are continuously evolving and enhancing, and so is the intelligence gathered on predicting future trends of the workforce. Companies are using these tools to estimate what amount of talent will be needed, what challenges may arise and how to mitigate them which improves personnel management.
  • Enhanced Focus on Employee Experience: More focus is turning on the analytics that aids in elevating the employees' experience. Organizations are harnessing data to examine employee engagement, job satisfaction, and general employee well-being in a quest to enhance the habitability and productivity of the workplaces.
  • Increased Adoption of Real-Time Analytics: There is a growing acceptance of real-time analytics whereby organizations can factor in real-time data and make decisions. This helps the organization address quickly changes that may be faced by human resources or the organization's operations in general to attain better performance.
  • Integration of Diversity and Inclusion Metrics: There is an increasing integration of measures that cut across measuring and improving the diversity and inclusion within a firm. Workforce analytics have been applied in areas of representation, warranty-negative gap analysis, and initiatives to support diversity and inclusion employed.

These developments highlight the increased usage of data driven strategies in workforce analytics. The HR efficiency improves by the growth of artificial intelligence, predictive and naturalistic tools, and particularism of focus in employee experience and diversity with bigger corporations. These trends are defining the next frontier of managing and optimizing workforces.

Strategic Growth Opportunities for Workforce Analytic Market

There are various applications of workforce analytics that present strategic growth opportunities owing to changes in technology and the organization's needs. Recognizing and taking advantage of these opportunities would greatly improve HR and business outcomes.

  • Expansion of AI-Powered Analytics: The increasing adoption of AI powered analytics technologies provides possibilities for adopting a more advanced approach towards understanding and using data. Organizations can utilize artificial intelligence in areas such as talent acquisition and employee management in ways that improve efficiencies of operations and HR services.
  • Development of Predictive Workforce Planning: Through advanced technologies, predictive analytics assists an organization in its workforce planning by providing data that anticipates the future demand of talent. Organizations can leverage these insights to implement their HR strategies in line with the organizations' objectives, foresee future skills gaps, and develop mitigation measures to avoid these challenges.
  • Expansion in Employee Engagement Solutions: There exists a great scope in building the employee engagement solutions. Employing such analytic techniques, satisfaction at work and wellness can be monitored, which in turn can boost a proactive and effective organization, lowering labor churns and improving overall output effectiveness.
  • Concentration On D&I Analytics: Tools utilized for assessing and enhancing diversity & inclusiveness of employees are strategic growth drivers. Organizations have been able to use these tools to assess representation, evaluate challenges and come up with strategic solutions to enhance representation.
  • Embedding Real Time Data Solutions: Timely data or real time data solutions are improving in the sense that they assist in making snap judgments. Firms that opt for investment in real time analytics have an added advantage of speedily adapting to emerging conditions, enhancing productivity and improving efficiency on HR management.

Such strategic growth opportunities provide insight into how workforce analytics can facilitate enhanced performance of the HR function as well die improvement of organizational performance. Companies require zeroing on AI, applying predictive analytics, on employee engagement, diversity and reliance on real time data in order improve on workforce strategies.

Workforce Analytic Market Driver and Challenges

The workforce analytics market is influenced by major drivers and challenges including the growth in technology, economy and regulation factors. It is important to know about these elements in order to operate in the market and make good use of the analytics.

The factors responsible for driving the workforce analytic market include:

1. Technological innovations: The growth of workforce analytics is pegged on the exponential growth of AI, machine learning and real-time analytics. Nowadays, technologies facilitate better data analysis, better decisions, and better people oriented functions in the organization, hence better management of people.

2. Decision Making using Data: The rising need to make decisions based on data is making many organizations acquire sophisticated workforce analytics tools for data interpretation. Organizations want to utilize data for improving talent management, increasing productivity and achieving organization strategic objectives making workforce analytics a must have tool.

3. Focus on employee wellness: There is a rising concern towards job analytics within an organizational context to enhance satisfaction, health and engagement of employees growing the focus in leveraging on ancillaries of data. Companies use data to improve working conditions, decrease burnout, and improve the overall employee experience.

4. Social pressure: Keeping up with a never-ending cycle of changes in legislation with regards to data and the rights of employees is a primary motivator. Organizations, must observe legal boundaries in the course of workforce analytics which in turn affects the design and manner in which analytical solutions are rolled out.

5. Economic Factors: Force and influence to work on workforce analytics come from economic conditions. When an economy is from a recession or a downturn, it is possible for companies to focus more on cost containment instead of investments in analytics, whereas an upturn of the economy is likely to result in more spending on higher level analytics solutions.

Challenges in the workforce analytic market are:

1. Data Privacy and Security: Protecting data privacy and security as a critical issue would be a challenge in the course of undertaking workforce analytics. Organizations have to guard the confidential information of their employees and do not allow leaks or inappropriate use of that information which means that there is need for strong security measures and adherence to the legal frameworks around information protection.

2. Integration with Existing Systems: The other significant impediment for organizations is integrating workforce analytics into the existing HR systems and processes. They may have difficulties in fitting new analytic solutions into old systems which also affect the use and delivery of tools such data driven interventions.

3. Skill Gaps in Data Analysis: There tends to be a bias where there is a certain skill set that enables effective data analysis but there is an issue of those in the HR teams being equipped with such skill sets. Organizations may have problems in sourcing and retaining people with such skills that would enhance the productivity of the workforce analytical tools explaining the shortfall that these data driven insights would have.

The major drivers and challenges in workforce analytics emphasize the role of technology, data privacy and economic aspects on the nature of the market. Growth is being spurred by technological advances and emphasis on making decisions based on data, however issues such as privacy, integration and skills gaps must be resolved if these analytics solutions are to be adopted and used effectively.

List of Workforce Analytic Companies

Companies in the market compete on the basis of product quality offered. Major players in this market focus on expanding their manufacturing facilities, R&D investments, infrastructural development, and leverage integration opportunities across the value chain. Through these strategies workforce analytic companies cater increasing demand, ensure competitive effectiveness, develop innovative products & technologies, reduce production costs, and expand their customer base. Some of the workforce analytic companies profiled in this report include-

  • ADP
  • Cornerstone OnDemand
  • IBM
  • Kronos
  • SAP
  • Workday
  • WorkForce Software
  • Visier
  • Oracle
  • TriNet

Workforce Analytic by Segment

The study includes a forecast for the global workforce analytic by enterprise type, deployment, end use industry, and region.

Workforce Analytic Market by Enterprise Type [Analysis by Value from 2018 to 2030]:

  • Large Enterprises
  • Small & Medium Enterprises

Workforce Analytic Market by Deployment [Analysis by Value from 2018 to 2030]:

  • Cloud
  • On-Premise

Workforce Analytic Market by End Use Industry [Analysis by Value from 2018 to 2030]:

  • Healthcare
  • IT & Telecommunication
  • BFSI
  • Manufacturing
  • Retail
  • Food & Beverages
  • Others

Workforce Analytic Market by Region [Analysis by Value from 2018 to 2030]:

  • North America
  • Europe
  • Asia Pacific
  • The Rest of the World

Country Wise Outlook for the Workforce Analytic Market

Using workforce analytics is proving to be worthwhile in gaining intelligence, control, and coordination over an organization's human resources. This new orientation is a result of technological advancement, business restructuring and changes in law in various nations. The following summaries highlight some of the recent changes that have occurred in workforce analytics in the U.S. China, Germany, India, and Japan respectively focusing on the key changes and developments in the respective markets regions.

  • United States: In the U.S. the adoption of workforce analytics is however redeeming the process of employee management as well as recruitment through the use of artificial intelligence as one of the tools. Organizations are utilizing AI to establish various correlations between different performance measures and employee characteristics as well as retention and even diversity. This include supplementary measures designed to assist in managing workplace diversity particularly in regard to inclusion and management of diversity initiatives so as to realize better organizational effectiveness.
  • China: In China, the attention is directed towards the application of big data and predictive analytics, particularly as it pertains to workforce planning and talent management. Companies are implementing advanced analytics with the aim of predicting the number of talents required and enhancement of the employees' active participation. Particularly for China, this has forever changed the approach toward a workforce and allows for an enhanced data driven decision making and strategy optimization for the human resources.
  • Germany: There is a positive shift towards adopting workforce analytics in Germany with the focus of improving the productivity as well an employee's well-being. Organizations have begun adopting analytics solutions to track employees' work behaviors, health status, and satisfaction levels. The intended goal is to mitigate disasters like employee burnout and help in improving productivity by offering better work environments.
  • India: The Indian organizations have made great strides towards employing workforce analytics in addressing the skill gaps as well as improving the talent acquisition strategies. Companies draw from employee and market data on skill and business trends to recruit what will be relevant for the business in the near future. In this way, it assists in cultivating a more versatile and more skillful workforce.
  • Japan: To resolve the problems surrounding an aging society, Japan is deploying workforce analytic practices for better workforce management. These analytic tools are particularly being used to improve succession management as well as retain qualified personnel. Furthermore, there is an emphasis in mechanizing repetitive duties to enhance productivity and enable older workers to perform optimally.

Features of the Global Workforce Analytic Market

Market Size Estimates: Workforce analytic market size estimation in terms of value ($B).

Trend and Forecast Analysis: Market trends (2018 to 2023) and forecast (2024 to 2030) by various segments and regions.

Segmentation Analysis: Workforce analytic market size by enterprise type, deployment, end use industry, and region in terms of value ($B).

Regional Analysis: Workforce analytic market breakdown by North America, Europe, Asia Pacific, and Rest of the World.

Growth Opportunities: Analysis of growth opportunities in different enterprise type, deployment, end use industry, and regions for the workforce analytic market.

Strategic Analysis: This includes M&A, new product development, and competitive landscape of the workforce analytic market.

Analysis of competitive intensity of the industry based on Porter's Five Forces model.

If you are looking to expand your business in this market or adjacent markets, then contact us. We have done hundreds of strategic consulting projects in market entry, opportunity screening, due diligence, supply chain analysis, M & A, and more.

FAQ

Q1. What is the workforce analytic market size?

Answer: The global workforce analytic market is expected to reach an estimated $3.5 billion by 2030.

Q2. What is the growth forecast for workforce analytic market?

Answer: The global workforce analytic market is expected to grow with a CAGR of 13.7% from 2024 to 2030.

Q3. What are the major drivers influencing the growth of the workforce analytic market?

Answer: The major drivers for this market are growing utilization of data in strategic workforce planning to gain a competitive edge and addressing long-term labor concerns while ensuring employee engagement and satisfaction.

Q4. What are the major segments for workforce analytic market?

Answer: The future of the workforce analytic market looks promising with opportunities in the healthcare, IT & telecommunication, BFSI, manufacturing, retail, food & beverages, and government markets.

Q5. Who are the key workforce analytic market companies?

Answer: Some of the key workforce analytic companies are as follows:

  • ADP
  • Cornerstone OnDemand
  • IBM
  • Kronos
  • SAP
  • Workday
  • WorkForce Software
  • Visier
  • Oracle
  • TriNet

Q6. Which workforce analytic market segment will be the largest in future?

Answer: Lucintel forecasts that large enterprises will remain the largest segment over the forecast period due to initial adoption of the software.

Q7. In workforce analytic market, which region is expected to be the largest in next 5 years?

Answer: North America will remain the largest region over the forecast period due to this region is technologically progressive, embracing new technologies quickly.

Q.8 Do we receive customization in this report?

Answer: Yes, Lucintel provides 10% customization without any additional cost.

This report answers following 11 key questions:

  • Q.1. What are some of the most promising, high-growth opportunities for the workforce analytic market by enterprise type (large enterprises and small & medium enterprises), deployment (cloud and on-premise), end use industry (healthcare, IT & telecommunication, BFSI, manufacturing, retail, food & beverages, government, and others), and region (North America, Europe, Asia Pacific, and the Rest of the World)?
  • Q.2. Which segments will grow at a faster pace and why?
  • Q.3. Which region will grow at a faster pace and why?
  • Q.4. What are the key factors affecting market dynamics? What are the key challenges and business risks in this market?
  • Q.5. What are the business risks and competitive threats in this market?
  • Q.6. What are the emerging trends in this market and the reasons behind them?
  • Q.7. What are some of the changing demands of customers in the market?
  • Q.8. What are the new developments in the market? Which companies are leading these developments?
  • Q.9. Who are the major players in this market? What strategic initiatives are key players pursuing for business growth?
  • Q.10. What are some of the competing products in this market and how big of a threat do they pose for loss of market share by material or product substitution?
  • Q.11. What M&A activity has occurred in the last 5 years and what has its impact been on the industry?
  • Market Report

Table of Contents

1. Executive Summary

2. Global Workforce Analytic Market : Market Dynamics

  • 2.1: Introduction, Background, and Classifications
  • 2.2: Supply Chain
  • 2.3: Industry Drivers and Challenges

3. Market Trends and Forecast Analysis from 2018 to 2030

  • 3.1. Macroeconomic Trends (2018-2023) and Forecast (2024-2030)
  • 3.2. Global Workforce Analytic Market Trends (2018-2023) and Forecast (2024-2030)
  • 3.3: Global Workforce Analytic Market by Enterprise Type
    • 3.3.1: Large Enterprises
    • 3.3.2: Small & Medium Enterprises
  • 3.4: Global Workforce Analytic Market by Deployment
    • 3.4.1: Cloud
    • 3.4.2: On-Premise
  • 3.5: Global Workforce Analytic Market by End Use Industry
    • 3.5.1: Healthcare
    • 3.5.2: IT & Telecommunication
    • 3.5.3: BFSI
    • 3.5.4: Manufacturing
    • 3.5.5: Retail
    • 3.5.6: Food & Beverages
    • 3.5.7: Government
    • 3.5.8: Others

4. Market Trends and Forecast Analysis by Region from 2018 to 2030

  • 4.1: Global Workforce Analytic Market by Region
  • 4.2: North American Workforce Analytic Market
    • 4.2.1: North American Workforce Analytic Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
    • 4.2.2: North American Workforce Analytic Market by End Use Industry: Healthcare, IT & Telecommunication, BFSI, Manufacturing, Retail, Food & Beverages, Government, and Others
  • 4.3: European Workforce Analytic Market
    • 4.3.1: European Workforce Analytic Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
    • 4.3.2: European Workforce Analytic Market by End Use Industry: Healthcare, IT & Telecommunication, BFSI, Manufacturing, Retail, Food & Beverages, Government, and Others
  • 4.4: APAC Workforce Analytic Market
    • 4.4.1: APAC Workforce Analytic Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
    • 4.4.2: APAC Workforce Analytic Market by End Use Industry: Healthcare, IT & Telecommunication, BFSI, Manufacturing, Retail, Food & Beverages, Government, and Others
  • 4.5: ROW Workforce Analytic Market
    • 4.5.1: ROW Workforce Analytic Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
    • 4.5.2: ROW Workforce Analytic Market by End Use Industry: Healthcare, IT & Telecommunication, BFSI, Manufacturing, Retail, Food & Beverages, Government, and Others

5. Competitor Analysis

  • 5.1: Product Portfolio Analysis
  • 5.2: Operational Integration
  • 5.3: Porter's Five Forces Analysis

6. Growth Opportunities and Strategic Analysis

  • 6.1: Growth Opportunity Analysis
    • 6.1.1: Growth Opportunities for the Global Workforce Analytic Market by Enterprise Type
    • 6.1.2: Growth Opportunities for the Global Workforce Analytic Market by Deployment
    • 6.1.3: Growth Opportunities for the Global Workforce Analytic Market by End Use Industry
    • 6.1.4: Growth Opportunities for the Global Workforce Analytic Market by Region
  • 6.2: Emerging Trends in the Global Workforce Analytic Market
  • 6.3: Strategic Analysis
    • 6.3.1: New Product Development
    • 6.3.2: Capacity Expansion of the Global Workforce Analytic Market
    • 6.3.3: Mergers, Acquisitions, and Joint Ventures in the Global Workforce Analytic Market
    • 6.3.4: Certification and Licensing

7. Company Profiles of Leading Players

  • 7.1: ADP
  • 7.2: Cornerstone OnDemand
  • 7.3: IBM
  • 7.4: Kronos
  • 7.5: SAP
  • 7.6: Workday
  • 7.7: WorkForce Software
  • 7.8: Visier
  • 7.9: Oracle
  • 7.10: TriNet