人力资源专业服务市场 - COVID-19 的增长、趋势、影响和预测 (2023-2028)

由于看似无休止的 COVID-19 大流行，雇主和僱员都经历了动盪和不确定性。

2020年大部分时间和2021年上半年，HR都在危机中工作，重点关注如何让员工居家办公，加强身心健康管理，提供C级培训，让企业保住跑步。我可以看到他们比以往任何时候都更加努力地执行他们的计划。 随着企业适应新常态，尘埃落定，人力资源的职能正在发生根本性的变化。 人力资源仍然监督员工的绩效、生产力和效率，但更大的任务是了解个人在工作场所内外面临的挑战。

人力资源专家处理公司内部出现的人员问题和需求。 他们经常监督新员工的招聘、解僱、入职和入职培训，以帮助员工熟悉他们的新职责。

确定在 COVID-19 危机期间取得成功的因素并在此基础上建立竞争优势是人力资源部门要发挥的重要作用。 例如，一家公司可能会缩减其总部规模并建立区域业务以获取新的人才库。 在这种情况下，人力资源部门必须决定基地和总部如何协同工作，如何组织工作等等。 需要实施哪些系统和流程才能实现高效的工作流程和沟通，这是人力资源专业人员需要确定的一个关键因素。

人力资源专业服务的市场趋势

元宇宙中的工作推动市场

随着技术的发展，元宇宙工作场所变得司空见惯的日子已经临近。 但它将如何运作？ Metaverse Workplace 提供虚拟现实设置，让您在世界任何地方开展业务，同时在个性化和身临其境的环境中工作。 在元宇宙中，我们创建了允许员工独立工作的数字工作站。 此外，使用数字化身可以实现交互和真实世界体验。 据 Gartner 称，在未来五年内，25% 的人每天将在元宇宙中花费一个小时或更长时间。 这表明该领域的最大参与者将在 2023 年推出多项举措，包括虚拟活动、员工入职培训、招聘会和会议。 Metaverse 也可用于工作场所教育和培训。 Meta 希望通过投资 1.5 亿美元开发沉浸式学习生态系统来增加在 Metaverse 中接受教育的机会。

要有效地使用技术，您需要人力资源部门的帮助。 为了确保 Metaverse 的健康工作程序，他们需要製定新的混合工作政策并培训领导者在这个新环境中发挥领导作用。 不要在网上做任何你在日常工作中不会做的事情，这一直是一个基本规则。 这也是人力资源部门创建一个远离传统办公环境的（虚拟）工作空间的宝贵机会。

远程工作和混合工作的重新定义将改变人力资源服务市场

在整个大流行期间，工作发生了变化。 据麦肯锡称，大流行使公司的数字化转型加速了三到四年。 许多公司需要认识到这一点，并继续采用曾经有意义的过时策略。 例如，95% 的 CEO 认为留住员工对于维持工作文化是必要的。 一项对自然界中人类行为的研究还发现，与大流行前的水平相比，微软员工之间的协作下降了 25%，并且在远程环境中变得更加分散。

不过，64% 的员工表示，如果他们必须在办公室全职工作，他们可能会考虑辞职。 现代工作场所文化受到混合工作的影响。 随着公司探索不同的工作场所策略，这将鼓励内部讨论这个问题并鼓励组织决策，即使只是暂时的。

人力资源专业服务市场竞争对手分析

全球人力资源专业服务市场相对分散，主要供应商包括 SAP SE、Oracle Corporation 和 IBM Corporation。 供应商正在利用聪明的合资企业和收购来增强他们的产品线，以此作为竞争优势来扩大他们的客户群并获得市场份额。

其他好处

• Excel 格式的市场预测 (ME) 表
• 三个月的分析师支持

内容

第一章介绍

• 研究假设和市场定义
• 调查范围

第二章研究方法论

第 3 章执行摘要

第 4 章市场动态和洞察

• 市场概览
• 市场驱动因素
• 市场製约因素
• 产业吸引力 - 波特五力分析
  • 新进入者的威胁
  • 买家的议价能力
  • 供应商的议价能力
  • 替代品的威胁
  • 竞争公司之间的敌对关係
• COVID-19 对市场的影响

第 5 章市场细分

• 类型
  • 核心人力资源
  • 招聘
  • 人才管理
  • 员工协作和参与
  • 劳动力规划和分析
  • 其他类型
• 介绍表
  • 主持
  • 前提
• 最终用户
  • 学术界
  • BFSI
  • 政府机构
  • 医疗保健
  • IT/通讯
  • 製造业
  • 零售
  • 其他最终用户
• 按地区
  • 北美
  • 欧洲
  • 亚太地区
  • 南美洲
  • 中东

第六章竞争格局

• 市场集中度和概览
• 公司简介
  • Oracle Corporation
  • IBM Corporation
  • ADP Inc.
  • SAP SE
  • Ultimate Software
  • Workday Inc.
  • Bain and Company
  • Baker HR
  • Corner Stone On Demand
  • Helios HR*

第七章市场机会与未来趋势

第 8 章免责声明和关于美国

Employers and employees experienced confusion and uncertainty due to the COVID-19 pandemic, which had no apparent end in sight. Much of 2020 and the first half of 2021 saw HR operating in crisis mode, trying to figure out how to allow workers to work from home, offer greater mental and physical health care, and work harder than ever on C-level plans to keep their businesses running. The function of HR has fundamentally changed as businesses adapt to a new normal and the dust continues to settle. Although the HR department still oversees employee performance, productivity, and efficiency, its bigger task is to comprehend the difficulties that individuals face both at and outside the workplace.

Human resources specialists handle issues or demands involving people who develop inside a business. They frequently oversee hiring, firing, onboarding new personnel, and the orientation process to get staff members settled into their new responsibilities.

Determining what is successful throughout the crisis of COVID-19 and building on it to gain a competitive edge are key roles that HR can play. For example, a business downsizing its headquarters and setting up regional hubs that may access new talent pools. In such a case, HR would have to determine how the hubs and the headquarters would collaborate, how the work would be organized, etc. What kinds of systems and processes need to be put in place to enable efficient workflows and communications is what HR Professionals determine a crucial factor.

HR Professional Services Market Trends

Working in Meta Verse is Driving the Market

The metaverse workplace will soon be commonplace, thanks to technological advancements. However, how does that operate? The metaverse workplace provides virtual reality settings so you can do business from anywhere in the world while working in a personalized, immersive environment. Within the metaverse, we create digital workstations so employees can do their work independently. The use of digital avatars also enables interactions and real-world experiences. 25% of individuals will spend at least one hour each day in the metaverse in the next five years, according to Gartner. This suggests that some of these initiatives, such as virtual events, employee onboarding, career fairs, and meetings, will be launched by the biggest companies in this field in 2023. The metaverse may also be used for workplace education and training. By putting USD 150 million towards developing an immersive learning ecosystem, Meta hopes to increase access to education in the metaverse.

To employ technology effectively, the firm needs the assistance of HR. To ensure wholesome metaverse working procedures, they will need to create new hybrid working policies and train leaders to lead in this new setting. Do not do anything online that you would not do at your regular job; that should always be the golden rule. It also gives HR a rare chance to create the (virtual) workspace outside the conventional, frequently uninspired office setting.

Redefining Remote and Hybrid Work Strategies can Transform the HR Services Market

Work has changed throughout the pandemic. According to McKinsey, the pandemic has sped up digital transformation in businesses by three to four years. Many companies need to be aware of this and continue employing antiquated strategies that once made sense. For instance, 95% of CEOs believe that maintaining the workplace culture requires retaining employees on staff. A nature human behavior study also revealed that Microsoft employees' collaboration declined by 25% and became more compartmentalized in a remote setting compared to pre-pandemic levels.

Despite this, 64% of employees claimed that they might consider quitting if they had to work at the office full-time. The culture of the modern workplace has been influenced by hybrid working. As firms explore various workplace tactics, they will facilitate internal discussions about this issue and encourage their organization to make decisions, even if they are only temporary.

HR Professional Services Market Competitor Analysis

The global HR professional services market is moderately fragmented, with major vendors, including SAP SE, Oracle Corporation, and IBM Corporation. The vendors are improving their product line by utilizing smart joint ventures and acquisitions as a competitive advantage to increase their customer base and capture market share.

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 DYNAMICS AND INSIGHTS

• 4.1 Market Overview
• 4.2 Market Drivers
• 4.3 Market Restraints
• 4.4 Industry Attractiveness - Porter's Five Forces Analysis
  • 4.4.1 Threat of New Entrants
  • 4.4.2 Bargaining Power of Buyers
  • 4.4.3 Bargaining Power of Suppliers
  • 4.4.4 Threat of Substitutes
  • 4.4.5 Intensity of Competitive Rivalry
• 4.5 Impact of COVID-19 on the Market

5 MARKET SEGMENTATION

• 5.1 Type
  • 5.1.1 Core HR
  • 5.1.2 Recruiting
  • 5.1.3 Talent Management
  • 5.1.4 Employee Collaborations and Engagement
  • 5.1.5 Workforce Planning and Analytics
  • 5.1.6 Other Types
• 5.2 Deployment Type
  • 5.2.1 Hosted
  • 5.2.2 Premise
• 5.3 End User
  • 5.3.1 Academia
  • 5.3.2 BFSI
  • 5.3.3 Government
  • 5.3.4 Healthcare
  • 5.3.5 IT and Telecom
  • 5.3.6 Manufacturing
  • 5.3.7 Retail
  • 5.3.8 Other End Users
• 5.4 Geography
  • 5.4.1 North America
  • 5.4.2 Europe
  • 5.4.3 Asia - Pacific
  • 5.4.4 South America
  • 5.4.5 Middle East

6 COMPETITIVE LANDSCAPE

• 6.1 Market Concentration & Overview
• 6.2 Company Profiles
  • 6.2.1 Oracle Corporation
  • 6.2.2 IBM Corporation
  • 6.2.3 ADP Inc.
  • 6.2.4 SAP SE
  • 6.2.5 Ultimate Software
  • 6.2.6 Workday Inc.
  • 6.2.7 Bain and Company
  • 6.2.8 Baker HR
  • 6.2.9 Corner Stone On Demand
  • 6.2.10 Helios HR*

7 MARKET OPPORTUNITIES AND FUTURE TRENDS

8 DISCLAIMER AND ABOUT US