劳动力分析市场报告：2031 年趋势、预测与竞争分析

全球劳动力分析市场前景光明，在医疗保健、IT 和通讯、BFSI、製造业、零售业、食品和饮料以及政府市场都存在机会。预计到 2031 年，全球劳动力分析市场规模将达到 40 亿美元，2025 年至 2031 年的复合年增长率为 13.7%。该市场的主要驱动力是策略性劳动力规划中越来越多地使用资料来获得竞争优势并解决长期劳动力问题，同时确保员工参与度和满意度。

• 根据公司类型，Lucintel 预测，由于大型企业早期采用软体，其将在整个预测期内保持最大的市场份额。
• 从最终用途来看，IT 和通讯预计将实现最高成长。这是因为，随着对增强型 IT 和通讯服务的需求不断增加，IT 和通讯业正在快速成长。
• 从地区来看，预计北美在预测期内仍将是最大的地区，因为该地区技术先进，并且能够快速采用新技术。

劳动力分析市场的策略成长机会

劳动力分析的各种应用提供了由不断变化的技术和组织需求所驱动的策略成长机会。认识并利用这些机会可以显着改善人力资源和业务成果。

• 人工智慧分析的兴起人工智慧分析技术的日益普及为理解和使用资料的更复杂的方法提供了机会。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：透过先进的技术，预测分析可以透过提供资料来预测未来的人才需求，从而帮助组织进行劳动力规划。有了这些见解，企业可以调整其人力资源策略以适应其目标，预测未来的技能差距，并制定缓解措施来应对这些挑战。
• 扩展员工敬业度解决方案：建立员工敬业度解决方案具有很大的潜力。透过采用分析技术，可以监控职场的满意度和健康状况，从而培养积极主动、高效的组织，减少离职率并提高整体生产力。
• 关注 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成长动力。组织正在使用这些工具来评估代表性、识别挑战并制定策略解决方案以提高代表性。
• 采用即时资料解决方案：及时或即时资料解决方案在帮助快速决策方面有所改善。投资即时分析的公司能够快速适应新情况、提高生产力并更有效地管理员工。

此类策略成长机会提供了有关劳动力分析如何推动人力资源绩效提升和改善组织成果的见解。公司必须拥抱人工智慧，应用预测分析，优先考虑员工参与度和多样性，并依靠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关键驱动因素和挑战的影响，包括技术成长、经济和监管因素。了解这些因素对于在市场中运作和有效利用分析非常重要。

推动劳动分析市场的因素包括：

• 技术创新：劳动力分析的成长依赖于人工智慧、机器学习和即时分析的快速成长。如今，科技促进了组织更好的资料分析、更好的决策和改进的人才导向功能，从而改善了人才管理。
• 资料驱动决策：随着资料驱动决策的需求增加，许多组织正在采用先进的劳动力分析工具来解释资料。随着组织寻求利用资料来改善人才管理、提高生产力和实现策略目标，劳动力分析已成为不可或缺的工具。
• 关注员工健康 随着组织转向工作分析来提高员工满意度、健康和参与度，人们对利用辅助资料的兴趣日益浓厚。公司正在利用资料来改善工作条件、减少倦怠并提高整体员工体验。
• 社会压力：应对围绕资料和员工权利的不断变化的立法是一个关键的动机。组织在实施劳动力分析时必须遵守法律界限，这将影响分析解决方案的设计和实施。
• 经济因素：劳动力分析的动力源自于经济状况。在经济景气衰退期间，公司可能更注重控製成本而不是投资分析，但当经济好转时，对高阶分析解决方案的支出可能会增加。

劳动力分析市场挑战包括：

• 资料隐私和安全：保护资料隐私和安全是任何劳动力分析计划中面临的挑战的关键问题。组织必须保护员工的机密讯息，防止其洩露或以不当方式使用，这需要强有力的安全措施并遵守有关资讯保护的法律体制。
• 与现有系统整合：组织面临的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融入旧有系统所遇到的困难可能会影响资料主导介入措施的实施和实施。
• 资料分析技能差距：有效的资料分析需要人力资源团队通常缺乏的特定技能。组织经常难以吸引和留住具有必要专业知识的人才，这影响了劳动力分析工具的生产力并解释了缺乏资料主导的洞察力。

劳动力分析的关键驱动因素和挑战凸显了技术、资料隐私和经济因素在塑造市场中的重要性。技术进步和对资料驱动决策的关注正在推动成长，但在采用和有效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。

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、背景和分类
• 供应链
• 产业驱动力与挑战

第三章 2019年至2031年市场趋势及预测分析

• 宏观经济趋势（2019-2024）及预测（2025-2031）
• 全球劳动力分析市场趋势（2019-2024）与预测（2025-2031）
• 按公司类型
  • 大型企业
  • 中小企业
• 按部署
  • 云
  • 本地
• 按最终用途
  • 卫生保健
  • 资讯科技/通讯
  • BFSI
  • 製造业
  • 零售
  • 食品和饮料
  • 政府
  • 其他的

第四章2019年至2031年区域市场趋势与预测分析

• 按地区：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
• 世界其他地区劳动分析市场

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
  • 按部署
  • 按最终用途
  • 按地区
• 全球劳动力分析市场的新趋势
• 战略分析
  • 新产品开发
  • 扩大全球劳动分析市场容量
  • 全球劳动力分析市场的合併、收购和合资企业
  • 认证和许可

第七章主要企业简介

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

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 $4 billion by 2031 with a CAGR of 13.7% from 2025 to 2031. The major drivers for this market are the growing utilization of data in strategic workforce planning to gain a competitive edge and address long-term labor concerns while ensuring employee engagement and satisfaction.

• Lucintel forecasts that, within the enterprise type category, large enterprises will remain the largest segment over the forecast period due to initial adoption of the software.
• Within the end use industry category, 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.
• In terms of regions, North America will remain the largest region over the forecast period due to this region is technologically progressive, embracing new technologies quickly.

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Emerging Trends in the Workforce Analytic Market

There is an astonishing movement in workforce analytics due to technology and changes in organizations. Such trends are defining how organizations harness data for enhanced management of personnel resources.

• 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 difficult landscapes by minimizing misunderstandings and placing the right talent in the right positions through the use and implementation of AI-driven solutions that enhance employee behavior, recruitment, and development plans.
• Analytics for Improved Employee Experience: The adoption of analytics to better support 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 work-life balance. This trend arises from the understanding that treating illness is not as cost-effective as preventing it and promoting healthier working environments, which can lead to increased productivity and retention.
• Predictive Workforce Analytics: The constructive use of analytics has led to the growing incorporation of workload forecasting into operational plans. Organizations need to determine skill sets, patterns of turnover, and issues related to skill shortages, among other factors, and make effective plans for workforce utilization.
• Enhanced Diversity and Inclusion Metrics: More organizations are attempting to analyze how diversity and inclusion can be improved. More sophisticated metrics for measuring representation, identifying gaps, and building an inclusive work culture are being adopted. This trend indicates a growing commitment to equity and fairness in the workplace.
• Development of Real-Time Analytics: The increasing use of real-time analytics is creating an environment where immediate, data-driven decisions are possible. This trend is fueled by advancements in technology that allow constant monitoring and processing of information, helping businesses adapt to changing environments and enhance operational performance.

It is noticeable that these emerging trends suggest a transition towards more advanced, investment-driven approaches in workforce analytics. Complementing employee welfare and diversity concerns, AI, predictive analytics, and real-time data are expanding HR system capabilities in 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 how human resource management is understood within organizations. These developments are driven by technological advancements, changing organizational needs, and new regulations, leading to better and more appropriate HR policies and practices.

• Advancement in AI and Machine Learning: The use of AI and machine learning in workforce analytics is changing how data is analyzed in corporations and how decisions are made within organizations. These technologies assist in developing better projections of 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 workforce trends. Companies are using these tools to estimate the amount of talent needed, identify potential challenges, and develop strategies to mitigate them, which improves personnel management.
• Enhanced Focus on Employee Experience: There is a greater focus on analytics that elevate the employee experience. Organizations are harnessing data to examine employee engagement, job satisfaction, and overall employee well-being to enhance the habitability and productivity of workplaces.
• Increased Adoption of Real-Time Analytics: There is a growing acceptance of real-time analytics, allowing organizations to factor in real-time data when making decisions. This enables organizations to quickly address changes that may arise in 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 aimed at assessing and improving diversity and inclusion within firms. Workforce analytics have been applied in areas such as representation, gap analysis, and initiatives to support diversity and inclusion.

These developments highlight the increased use of data-driven strategies in workforce analytics. HR efficiency improves with the growth of artificial intelligence, predictive and naturalistic tools, and a focused approach to employee experience and diversity in larger corporations. These trends are defining the next frontier of managing and optimizing workforces.

Strategic Growth Opportunities for Workforce Analytic Market

Various applications of workforce analytics present strategic growth opportunities due to changes in technology and the needs of organizations. 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 opportunities for a more advanced approach to understanding and using data. Organizations can utilize artificial intelligence in areas such as talent acquisition and employee management, improving the efficiency of operations and HR services.
• Development of Predictive Workforce Planning: Through advanced technologies, predictive analytics assists organizations in workforce planning by providing data that anticipate future talent demands. Organizations can leverage these insights to align their HR strategies with their objectives, foresee future skills gaps, and develop mitigation measures to address these challenges.
• Expansion of Employee Engagement Solutions: There is significant potential in building employee engagement solutions. Employing analytic techniques can monitor satisfaction at work and wellness, which can boost proactive and effective organizations, reducing labor turnover and improving overall output effectiveness.
• Concentration on D&I Analytics: Tools used to assess and enhance diversity and inclusiveness among employees are strategic growth drivers. Organizations have utilized these tools to evaluate representation, identify challenges, and devise strategic solutions to improve representation.
• Embedding Real-Time Data Solutions: Timely or real-time data solutions are improving in that they assist in making quick decisions. Firms that invest in real-time analytics gain the advantage of rapidly adapting to emerging conditions, enhancing productivity, and improving efficiency in HR management.

Such strategic growth opportunities provide insight into how workforce analytics can facilitate enhanced HR performance and improve organizational outcomes. Companies need to focus on AI, apply predictive analytics, prioritize employee engagement and diversity, and rely on real-time data to improve workforce strategies.

Workforce Analytic Market Driver and Challenges

The workforce analytics market is influenced by major drivers and challenges, including growth in technology, economy, and regulation factors. It is important to understand these elements to operate in the market and effectively utilize the analytics.

The factors responsible for driving the workforce analytics market include:

• Technological Innovations: The growth of workforce analytics relies on the exponential growth of AI, machine learning, and real-time analytics. Today, technologies facilitate better data analysis, better decisions, and improved people-oriented functions in organizations, leading to better management of personnel.
• Decision-Making Using Data: The rising need to make decisions based on data is prompting many organizations to acquire sophisticated workforce analytics tools for data interpretation. Organizations want to utilize data to improve talent management, increase productivity, and achieve strategic objectives, making workforce analytics a must-have tool.
• Focus on Employee Wellness: There is a growing concern regarding job analytics within an organizational context to enhance the satisfaction, health, and engagement of employees, increasing the focus on leveraging ancillary data. Companies use data to improve working conditions, decrease burnout, and enhance the overall employee experience.
• Social Pressure: Keeping up with a continuous cycle of changes in legislation concerning data and employee rights is a primary motivator. Organizations must observe legal boundaries while conducting workforce analytics, which affects the design and implementation of analytical solutions.
• Economic Factors: The impetus for workforce analytics stems from economic conditions. During a recession or economic downturn, companies may focus more on cost containment rather than investing in analytics, whereas an economic upturn is likely to result in increased spending on advanced analytics solutions.

Challenges in the workforce analytics market include:

• Data Privacy and Security: Protecting data privacy and security is a critical issue and poses a challenge during workforce analytics initiatives. Organizations must safeguard the confidential information of their employees and prevent leaks or inappropriate use of that information, necessitating strong security measures and adherence to legal frameworks for information protection.
• Integration with Existing Systems: A significant obstacle for organizations is integrating workforce analytics into existing HR systems and processes. Difficulties in fitting new analytic solutions into legacy systems can affect the utilization and delivery of data-driven interventions.
• Skill Gaps in Data Analysis: There is often a bias where specific skill sets are necessary for effective data analysis, but HR teams may lack these skills. Organizations may struggle to source and retain individuals with the required expertise, impacting the productivity of workforce analytical tools and explaining the shortfall in data-driven insights.

The major drivers and challenges in workforce analytics highlight the importance of technology, data privacy, and economic factors in shaping the market. Growth is driven by technological advances and an emphasis on data-informed decision-making; however, issues such as privacy, integration, and skill gaps must be addressed for these analytics solutions 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 market by enterprise type, deployment, end use industry, and region.

Workforce Analytic Market by Enterprise Type [Analysis by Value from 2019 to 2031]:

• Large Enterprises
• Small & Medium Enterprises

Workforce Analytic Market by Deployment [Analysis by Value from 2019 to 2031]:

• Cloud
• On-Premise

Workforce Analytic Market by End Use Industry [Analysis by Value from 2019 to 2031]:

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

Workforce Analytic Market by Region [Analysis by Value from 2019 to 2031]:

• 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 for gaining intelligence, control, and coordination over an organization's human resources. This new orientation results from technological advancements, business restructuring, and changes in laws in various nations. The following summaries highlight some recent changes that have occurred in workforce analytics in the U.S., China, Germany, India, and Japan, focusing on the key developments in these market regions.

• United States: In the U.S., the adoption of workforce analytics is 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, employee characteristics, retention, and diversity. This includes supplementary measures designed to assist in managing workplace diversity, particularly regarding inclusion and management of diversity initiatives to realize better organizational effectiveness.
• China: In China, attention is directed toward the application of big data and predictive analytics, particularly concerning workforce planning and talent management. Companies are implementing advanced analytics to predict the number of talents required and enhance employees' active participation. This shift has fundamentally changed the approach to workforce management and allows for enhanced data-driven decision-making and strategy optimization for human resources.
• Germany: There is a positive shift towards adopting workforce analytics in Germany, focusing on improving productivity as well as employee well-being. Organizations have begun adopting analytics solutions to track employees' work behaviors, health status, and satisfaction levels. The intended goal is to mitigate issues like employee burnout and improve productivity by offering better work environments.
• India: Indian organizations have made great strides in employing workforce analytics to address skill gaps and improve talent acquisition strategies. Companies draw from employee and market data on skills and business trends to recruit what will be relevant for their business shortly. In this way, it assists in cultivating a more versatile and skilled workforce.
• Japan: To resolve problems surrounding an aging society, Japan is deploying workforce analytics practices for better workforce management. These analytics tools are particularly used to improve succession management and retain qualified personnel. Furthermore, there is an emphasis on mechanizing repetitive tasks 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 (2019 to 2024) and forecast (2025 to 2031) 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.

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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?

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 2019 to 2031

• 3.1. Macroeconomic Trends (2019-2024) and Forecast (2025-2031)
• 3.2. Global Workforce Analytic Market Trends (2019-2024) and Forecast (2025-2031)
• 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 2019 to 2031

• 4.1: Global Workforce Analytic Market by Region
• 4.2: North American Workforce Analytic Market
  • 4.2.1: North American Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
  • 4.2.2: North American 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 Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
  • 4.3.2: European 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 Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
  • 4.4.2: APAC 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 Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
  • 4.5.2: ROW 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