劳动力分析市场 - 增长、趋势、COVID-19 影响和预测 (2023-2028)

在预测期内，劳动力分析市场预计将以 15.64% 的复合年增长率增长。

根据 Information Services Group 的数据，58% 的公司表示 HR SaaS 技术解决方案改善了全球雇主的用户体验。 这将对全球市场产生积极影响。

主要亮点

• 劳动力分析用于研究员工行为，并通过分析人员数据做出更好的劳动力决策。 这有助于提高现有员工的工作效率并改善选拔标准，而不是僱佣额外的员工。
• 预测性劳动力分析是劳动力分析的重要子类型之一。 利用历史数据进行预测是指运行劳动力分析来创建预测。 机器学习和数据挖掘是这种劳动力分析中采用的主要统计模型。 许多公司使用预测性劳动力分析来改善员工体验和简化流程。 在此过程中经常使用回归分析、模式匹配和多元统计等技术，以帮助公司预测未来在风险和人才产出方面可能发生的情况。
• 在这个全球化的世界中，组织需要灵活性、速度、创新和人才，以从其他公司中脱颖而出。 我们将员工重点放在我们的人才战略上，并投资于我们的员工以支持业务增长和目标。 例如，Mindtree 在营业额建模、风险评估、管理概况和生产力指标中使用 HR 分析工具。 人力资源分析工具预测了未来 90 天内的员工流动率，预测模型中使用的数据分析用于为招聘团队创建有用的见解。
• 但是，缺乏产品信息和高昂的安装成本是预测期内限制市场增长的一些因素。

劳动力分析市场趋势

性能监控提供增长潜力

• 根据去年的 Oracle 报告，全球 55% 的员工可能会留在使用 AI 来帮助他们提升职业生涯的组织中。 越来越多地采用大数据分析和人工智能有助于劳动力分析市场的增长。
• 作为人力资源分析的一个子集，劳动力分析可以帮助人力资源团队通过跟踪和衡量与员工相关的数据来充分利用组织的人力资源。 通过关注每个雇主的投资回报，该领域远远超出了僱用和解僱的范围。 此外，它还揭示了更详细的信息，可帮助您识别工作场所趋势，例如潜在风险因素和对您的决定的满意度。
• 此外，随着市场动态的快速变化，实时的人力资源判断是时代的需要。 人力资本是任何组织最宝贵的资产，员工绩效对底线有重大影响。 因此，通过监控员工绩效，您可以清楚地了解绩效需要改进的地方以及达到或超过期望的地方。 例如，印度领先的 IT 服务公司 Tata Consultancy Services 和 Infosys 已转向持续绩效系统。 通过这样做，两家组织相信他们可以定期监控员工绩效并预测员工行为，这会影响员工敬业度。
• 此外，通过监控绩效数据，可以评估经理如何有效地与员工互动以设定期望、澄清问题、计划改进和解决绩效问题。 例如，Google使用人力资源分析来进行人才管理。 Project Oxygen 分析了内部数据以量化主动管理人员的行为。 我们制定了管理培训计划，整合了八项行为，从而提高了管理质量。
• 因此，上述因素有望在预测期内推动劳动力分析市场的发展。

亚太地区增长最快

• 亚太地区预计在预测期内增长最快，因为组织正在转向更多以员工为中心的组织。 公司重视员工以获得当地的竞争优势。 这就是为什么公司转向劳动力分析以清楚了解其内部框架的原因。
• 此外，诸如 Startup India 等鼓励国内创业的政府举措也在推动市场发展。 劳动力分析帮助组织做出基于事实的人力资源决策。 因此，它对市场产生了积极的影响。
• 数字技术正在金融、教育、广告和房地产等多个行业中兴起。 人力资源技术被认为对于工作方式改革至关重要，但像日本这样的公司正在使用劳动力分析作为劳动力技能管理的主流。 例如，Hitachi是建立这种能力的先行者。 由于Hitachi采用了这项技术并认识到人员分析在招聘中的有效性，我们还创建了一项关于员工安置和生产力的调查，以及一个使用人工智能将调查数据和大数据相结合的解决方案。
• 由于内部资源能力和国际竞争力的结合，中国正在经历巨大的增长。 近年来，由于宏观经济放缓，投资资本回报率下降，人力资本成本上升，许多中国企业开始转向运营效率。 这为劳动力分析创造了有利的环境。 数据分析也已成为中国 IT 公司经济模型的重要组成部分，这些公司将数据视为一种不可行的规范。 上述所有因素预计将推动上述地区的劳动力分析市场。

劳动力分析市场竞争对手分析

劳动力分析市场竞争激烈。 许多跨国公司都是主要参与者，包括 IBM Corporation、Oracle Corporation、Accenture 和 Capgemini SE。 对更好的人力资源结构和招聘职能的需求不断增长，这为小型企业和大型企业创造了巨大的机会。

• 2022 年 11 月，为了帮助企业更快地做出数据驱动的决策并管理意外情况，IBM 推出了新软件，以帮助组织打破数据和分析孤岛。 IBM Business Analytics Enterprise 的商业智能规划、预算、报告、预测和仪表板功能提供了整个企业数据源的综合视图。 IBM Business Analytics Enterprise 旨在打破孤岛，让正确的团队在正确的时间访问正确的数据。 例如，公司的销售、人力资源和运营团队可以利用来自各种商业智能和规划工具的数据和见解来满足他们的需求，例如最大化销售目标、创建劳动力预测和估算运营能力。使用权。
• 2022 年 10 月，商业智能和数据科学服务提供商 Braincourt 被 Capgemini 收购。 此次收购加强了凯捷在德国和北欧地区备受追捧的数据和分析能力。 具体而言，在财务、人力资源、生产和物流等重要业务管理领域，Braincoat 在商业智能、数据科学和高级项目管理服务方面建立了行业领先的能力。 Braincourt 的客户包括汽车、建筑、能源和电信行业的领先公司，非常适合 Capgemini 的客户群。

其他好处

• Excel 格式的市场预测 (ME) 表
• 3 个月的分析师支持

内容

第一章介绍

• 调查结果和市场假设
• 调查范围

第二章研究方法论

第 3 章执行摘要

第四章市场动态

• 市场概览
• 市场驱动因素和限制因素简介
• 市场驱动因素
  • 对更明智的人才决策的需求日益增长
  • 人力资源部门的薪资和招聘数据增加
• 市场製约因素
  • 缺乏对劳动力分析的认识
• 行业价值链分析
• 行业吸引力 - 波特五力分析
  • 新进入者的威胁
  • 买方/消费者议价能力
  • 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

第 5 章市场细分

• 按组件类型
  • 解决方案
    • 人员招聘/发展优化服务
    • 薪资和监控
  • 服务
    • 专业服务
    • 託管服务
• 按部署类型
  • 云端
  • 本地
• 按组织规模
  • 中小企业
  • 大公司
• 按最终用户行业
  • 银行、金融服务和保险 (BFSI)
  • 製造业
  • IT/通讯
  • 医疗保健
  • 零售
  • 其他最终用户行业
• 按地区
  • 北美
  • 欧洲
  • 亚太地区
  • 拉丁美洲
  • 中东

第六章竞争格局

• 公司简介
  • Automatic Data Processing Inc.
  • IBM Corporation
  • Oracle Corporation
  • Accenture Plc
  • Capgemini SE
  • Cisco Systems Inc.
  • SAP SE
  • Visier Inc.
  • Peoplestreme Pty Ltd（Ascender）
  • SumTotal Systems LLC（Skillsoft Ltd）
  • Cornerstone OnDemand Inc.
  • Workday Inc.

第七章投资分析

第八章市场机会与未来趋势

The workforce analytics market is expected to register a CAGR of 15.64% over the forecast period. According to the Information Services Group, 58% of enterprises indicated that HR SaaS technology solutions improve the employer user experience globally. This creates a positive impact on the market globally.

Key Highlights

• Workforce analytics is used to study the behavior of employees and people data using analyzing people data to make better workforce decisions. This helps increase the productivity of the existing employees instead of hiring additional staff and improves the selection criteria.
• Predictive workforce analytics is one of the critical subtypes of workforce analytics. To forecast, utilizing past data refers to performing workforce analytics to create forecasts. Machine learning and data mining are the primary statistical models employed in this workforce analytics. Many firms use predictive workforce analytics to enhance the employee experience and streamline processes. Regression analysis, pattern matching, multivariate statistics, and other techniques are frequently used in this process to help businesses predict what is likely to occur in the future in terms of risks and talent outcomes.
• In this globalized world, the organization requires flexibility, speed, innovation, and talent to differentiate itself from other firms. It has let employees focus on workforce strategy and employee investment to support business growth and objectives. For instance, Mindtree used HR analytics tools in turnover modeling, risk assessment, management profiles, and productivity indexing. HR analytics tools have helped them predict employee turnover for the subsequent 90 days and enabled them to create usable insights from data analyses used in the forecasting model for the hiring teams.
• However, the lack of product information and the high cost of deployment are a few factors restraining the market from growing in the forecast period.

Workforce Analytics Market Trends

Performance Monitoring Offers Potential Growth

• According to a report by Oracle last year, 55% of the global workforce would be more likely to stay with an organization that uses AI to assist career progression. An increase in the implementation of big data analytics and artificial intelligence is contributing to the growth of the workforce analytics market.
• As a subset of HR analytics, workforce analytics assists HR teams in maximizing their organizations' human resources by tracking and measuring employee-related data. By focusing on the return on investment for each hire, the field goes far beyond hiring and dismissing. Furthermore, it highlights additional detailed information that aids in recognizing trends in the workplace, including potential risk factors, satisfaction with decisions, and more.
• Further, real-time talent decisions are the need of the hour, with market dynamics changing quickly. Human capital is the most valuable asset of any organization, and employee performance significantly impacts the bottom line. Thus, monitoring their employees' performance gives a clear picture of what parts of their performance need improvement and which sections are meeting or exceeding expectations. For example, India's leading IT services companies, Tata Consultancy Services, and Infosys, have shifted to a continuous performance system. By doing so, these two organizations believe they will be able to monitor employee performance at regular intervals and predict their behavior, which could affect their engagement levels.
• Monitoring performance data also helps evaluate how effectively managers engage with employees to set expectations, clarify doubts, plan improvement, and address performance anxieties. For example, Google utilizes HR analytics for its talent management activities. It is Project Oxygen analyzed its internal data to quantify what active managers do. It developed a management training program that consolidated eight behaviors, which led to better managerial quality.
• Therefore, the aforementioned factors are expected to boost workforce analytics market during the forecast period.

Asia-Pacific to Witness Fastest Growth

• The Asia-Pacific region is expected to witness the fastest growth during the forecast period because of the shift toward more employee-centric organizations. The companies are focusing on their employees to gain regional competitive advantages. Therefore, they are implementing workforce analytics to get a clear picture of the internal framework.
• Moreover, the government's initiatives, such as Startup India, to encourage entrepreneurship within the country are also driving the market. Workforce analytics will help the organization make fact-based HR decisions. Therefore, creating a positive impact on the market.
• In several industries, including finance, education, advertising, and real estate, digital technology is expanding. Even though HR technology is thought to be a critical factor in the reform of working procedures, companies like Japan have used workforce analytics in the mainstream to manage workforce skills. For instance, Hitachi has moved quickly to build its capabilities. As a result of Hitachi's adoption of this technology and its recognition of the effectiveness of people analytics in recruitment, the company has also created surveys of employee placement and productivity, as well as solutions that use artificial intelligence to combine survey data with big data.
• China is witnessing tremendous growth due to a combination of internal resource-based capacity and foreign competitiveness. With the macroeconomic slowdown, reduced return on invested capital, and rising human capital costs in recent years, many Chinese businesses have turned their attention to managerial efficiency. This has made for a favorable environment for workforce analytics. In addition, data analytics has been a crucial component of the economic models of Chinese IT companies, which regard data as something of a norm they cannot survive. All the above factors are expected to drive the workforce analytics market in the mentioned region.

Workforce Analytics Market Competitor Analysis

The workforce analytics market is highly competitive. Many multinational companies, such as IBM Corporation, Oracle Corporation, Accenture, and Capgemini SE, are a few of the major players. The rising demand for better structures for talent and recruiting functions is creating immense opportunities among SMEs and large enterprises.

• In November 2022, to assist businesses in quickly making data-driven decisions and dealing with unforeseen disruptions, IBM unveiled new software to help organizations break down data and analytics silos. A comprehensive perspective of data sources from throughout the user's whole business is offered by the business intelligence planning, budgeting, reporting, forecasting, and dashboard capabilities of IBM Business Analytics Enterprise. To help eliminate silos and ensure that the appropriate teams have access to the appropriate data at the proper time, IBM Business Analytics Enterprise was created. For example, a company's sales, HR, and operations teams need access to data and insights from various business intelligence and planning tools for their individual needs, such as maximizing sales targets, creating workforce forecasts, or estimating operational capacity.
• In October 2022, Braincourt, a provider of business intelligence and data science services, was acquired by Capgemini. The acquisition will strengthen Capgemini's in-demand data and analytics capabilities in Germany and Northern Europe. In particular, throughout the governing domains of essential business operations like finance, HR, production, and logistics, Braincourt has established a reputation for having industry-leading capabilities in business intelligence, data science, and sophisticated project management services. Leading automotive, construction, energy, and telecommunications companies are among Braincourt's clients, which are an excellent match for Capgemini's clientele.

Additional Benefits:

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

TABLE OF CONTENTS

1 INTRODUCTION

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

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET DYNAMICS

• 4.1 Market Overview
• 4.2 Introduction to Market Drivers and Restraints
• 4.3 Market Drivers
  • 4.3.1 Increasing Need to Make a Smarter a Decision About the Talent
  • 4.3.2 Increasing Data in HR Departments related to Pay rolls, Recruitment
• 4.4 Market Restraints
  • 4.4.1 Lack of Awareness About Workforce Analytics
• 4.5 Industry Value Chain Analysis
• 4.6 Industry Attractiveness - Porter's Five Force Analysis
  • 4.6.1 Threat of New Entrants
  • 4.6.2 Bargaining Power of Buyers/Consumers
  • 4.6.3 Bargaining Power of Suppliers
  • 4.6.4 Threat of Substitute Products
  • 4.6.5 Intensity of Competitive Rivalry

5 MARKET SEGMENTATION

• 5.1 By Component Type
  • 5.1.1 Solutions
    • 5.1.1.1 Talent Acquisition and Development Optimization Services
    • 5.1.1.2 Pay Roll and Monitoring
  • 5.1.2 Service
    • 5.1.2.1 Professional Services
    • 5.1.2.2 Managed Services
• 5.2 By Deployment Type
  • 5.2.1 On-cloud
  • 5.2.2 On-premises
• 5.3 By Organization Size
  • 5.3.1 Small- and Medium-Sized Enterprises
  • 5.3.2 Large Enterprises
• 5.4 By End-user Industry
  • 5.4.1 Banking, Financial Services, and Insurance (BFSI)
  • 5.4.2 Manufacturing
  • 5.4.3 IT & Telecom
  • 5.4.4 Healthcare
  • 5.4.5 Retail
  • 5.4.6 Other End-user Industries
• 5.5 Geography
  • 5.5.1 North America
  • 5.5.2 Europe
  • 5.5.3 Asia-Pacific
  • 5.5.4 Latin America
  • 5.5.5 Middle East

6 COMPETITIVE LANDSCAPE

• 6.1 Company Profiles
  • 6.1.1 Automatic Data Processing Inc.
  • 6.1.2 IBM Corporation
  • 6.1.3 Oracle Corporation
  • 6.1.4 Accenture Plc
  • 6.1.5 Capgemini SE
  • 6.1.6 Cisco Systems Inc.
  • 6.1.7 SAP SE
  • 6.1.8 Visier Inc.
  • 6.1.9 Peoplestreme Pty Ltd ( Ascender)
  • 6.1.10 SumTotal Systems LLC ( Skillsoft Ltd)
  • 6.1.11 Cornerstone OnDemand Inc.
  • 6.1.12 Workday Inc.

7 INVESTMENT ANALYSIS

8 MARKET OPPORTUNITIES AND FUTURE TRENDS