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市场调查报告书
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1485080

劳动力管理市场 - 按产品、组织规模、最终用户、地区和竞争细分的全球产业规模、份额、趋势、机会和预测，2019-2029 年

Workforce Management Market - Global Industry Size, Share, Trends, Opportunity, and Forecast Segmented By Offering, By Organization Size, By End-User, By Region, and By Competition, 2019-2029F
出版日期: | 出版商: TechSci Research | 英文 186 Pages | 商品交期: 2-3个工作天内

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简介目录

2023 年全球劳动力管理市场估值为 104.8 亿美元，预计在预测期内将强劲增长，到 2029 年复合年增长率为 12.39%。市场。这些解决方案提供可扩展性、灵活性和易于访问性，满足各行业简化优化的需求。它们包含一系列工具，例如日程安排、时间追踪和绩效管理，可增强劳动力运作。基于云端的软体的采用推动了市场的发展，该软体允许远端存取劳动力资料，从而实现更好的可扩展性并降低基础设施成本。企业越来越注重提高员工敬业度、生产力和合规性，从而促进对先进劳动力管理解决方案的投资。人工智慧和分析驱动的平台正在兴起，为更好的规划和决策提供预测性见解。物联网设备和行动应用程式的整合可以无缝监控员工活动和通讯。虽然北美和欧洲由于严格的劳动法规和技术进步而处于领先地位，但亚太和拉丁美洲等新兴经济体在意识和数位转型的推动下显示出快速采用。随着效率、合规性和卓越营运成为优先事项，全球劳动力管理市场将持续成长。人工智慧、分析和行动技术的进步将进一步推动创新，以满足当今商业环境中不断变化的劳动力需求。

市场概况
预测期 2025-2029
2023 年市场规模 104.8亿美元
2029 年市场规模 213.1亿美元
2024-2029年复合年增长率 12.39%
成长最快的细分市场 解决方案
最大的市场 北美洲

主要市场驱动因素

技术进步与数位转型

不断变化的劳动力动态和远距工作的兴起

合规性和监管要求

主要市场挑战

整合复杂性和遗留系统

资料安全和隐私问题

不断变化的监管环境和合规负担

主要市场趋势

重视员工体验与福祉

预测分析和人工智慧的兴起

细分市场洞察

组织规模洞察

区域洞察

目录

第 1 章：服务概述

  • 市场定义
  • 市场范围
    • 涵盖的市场
    • 考虑学习的年份
    • 主要市场区隔

第 2 章：研究方法

第 3 章：执行摘要

第 4 章：COVID-19 对全球劳动力管理市场的影响

第 5 章：客户之声

第 6 章：全球劳动力管理市场概述

第 7 章：全球劳动力管理市场展望

  • 市场规模及预测
    • 按价值
  • 市占率及预测
    • 透过提供（解决方案和服务）
    • 按组织规模（大型企业和中小企业）
    • 按最终用户（BFSI、汽车、电信与 IT、消费品与零售等）
    • 按地区（北美、欧洲、南美、中东和非洲、亚太地区）
  • 按公司划分 (2023)
  • 市场地图

第 8 章：北美劳动力管理市场展望

  • 市场规模及预测
    • 按价值
  • 市占率及预测
    • 透过提供
    • 按组织规模
    • 按最终用户
    • 按国家/地区
  • 北美：国家分析
    • 美国
    • 加拿大
    • 墨西哥

第 9 章：欧洲劳动力管理市场展望

  • 市场规模及预测
    • 按价值
  • 市占率及预测
    • 透过提供
    • 按组织规模
    • 按最终用户
    • 按国家/地区
  • 欧洲：国家分析
    • 德国
    • 法国
    • 英国
    • 义大利
    • 西班牙
    • 荷兰
    • 比利时

第 10 章：南美洲劳动力管理市场展望

  • 市场规模及预测
    • 按价值
  • 市占率及预测
    • 透过提供
    • 按组织规模
    • 按最终用户
    • 按国家/地区
  • 南美洲：国家分析
    • 巴西
    • 哥伦比亚
    • 阿根廷
    • 智利

第 11 章：中东和非洲劳动力管理市场展望

  • 市场规模及预测
    • 按价值
  • 市占率及预测
    • 透过提供
    • 按组织规模
    • 按最终用户
    • 按国家/地区
  • 中东和非洲：国家分析
    • 沙乌地阿拉伯
    • 阿联酋
    • 南非
    • 土耳其

第 12 章：亚太地区劳动力管理市场展望

  • 市场规模及预测
    • 按价值
  • 市占率及预测
    • 透过提供
    • 按组织规模
    • 按最终用户
    • 按国家/地区
  • 亚太地区：国家分析
    • 中国
    • 印度
    • 日本
    • 韩国
    • 澳洲
    • 泰国
    • 马来西亚

第 13 章：市场动态

  • 司机
  • 挑战

第 14 章：市场趋势与发展

第 15 章：公司简介

  • Kronos, Inc.
  • Oracle Corporation
  • SAP SE
  • Automatic Data Processing, Inc.
  • Workday, Inc.
  • WorkForce Software, LLC
  • Ultimate Software Group, Inc.
  • Cornerstone OnDemand, Inc.
  • IBM Corporation
  • NetSuite, Inc.

第 16 章：策略建议

第17章调查会社について・免责事项

简介目录
Product Code: 21476

Global Workforce Management Market was valued at USD 10.48 billion in 2023 and is anticipated to project robust growth in the forecast period with a CAGR of 12.39% through 2029. The surge in cloud-based WFM solutions is a major catalyst driving growth in the Global Workforce Management Market. These solutions provide scalability, flexibility, and easy access, meeting the demand for streamlined optimization across various industries. They encompass a range of tools like scheduling, time tracking, and performance management, enhancing workforce operations. The market is propelled by the adoption of cloud-based software, allowing remote access to workforce data, leading to better scalability and reduced infrastructure costs. Businesses are increasingly focused on improving employee engagement, productivity, and compliance, prompting investments in advanced workforce management solutions. AI and analytics-driven platforms are emerging, providing predictive insights for better planning and decision-making. Integration of IoT devices and mobile apps enables seamless monitoring of workforce activities and communication. While North America and Europe lead due to strict labor regulations and tech advancements, emerging economies like Asia-Pacific and Latin America show rapid adoption fueled by awareness and digital transformation. Global Workforce Management Market is set for sustained growth as efficiency, compliance, and operational excellence become priorities. Advancements in AI, analytics, and mobile tech will further drive innovation to meet evolving workforce needs in today's business landscape.

Market Overview
Forecast Period2025-2029
Market Size 2023USD 10.48 Billion
Market Size 2029USD 21.31 Billion
CAGR 2024-202912.39%
Fastest Growing SegmentSolutions
Largest MarketNorth America

Key Market Drivers

Technological Advancements and Digital Transformation

The Global Workforce Management (WFM) market is experiencing significant growth propelled by the rapid advancements in technology and the widespread adoption of digital transformation across industries. Organizations worldwide are increasingly recognizing the need to optimize their workforce operations to stay competitive in the ever-evolving business landscape. As a result, they are turning to advanced WFM solutions that leverage cutting-edge technologies.

One key technological driver is the rise of artificial intelligence (AI) and machine learning (ML) in workforce management. These technologies empower organizations to automate routine tasks, predict workforce trends, and enhance decision-making processes. AI-driven algorithms can analyze historical data to forecast future workforce needs, helping organizations to allocate resources efficiently and improve overall productivity. The integration of AI and ML enables real-time analytics, allowing businesses to make data-driven decisions and respond swiftly to changing market dynamics.

The proliferation of cloud computing has played a pivotal role in shaping the WFM landscape. Cloud-based WFM solutions offer scalability, flexibility, and accessibility, enabling organizations to manage their workforce from anywhere in the world. This is particularly crucial in the era of remote and hybrid work, where companies seek solutions that can accommodate the evolving nature of work arrangements.

The automation of workforce management processes is another technological driver contributing to market growth. Automation not only streamlines routine administrative tasks but also minimizes errors, reduces costs, and enhances overall operational efficiency. With the integration of robotic process automation (RPA) in WFM solutions, organizations can achieve greater accuracy and speed in tasks such as payroll processing, time and attendance tracking, and scheduling.

Hence, technological advancements, including the integration of AI, machine learning, cloud computing, and automation, are driving the expansion of the Global Workforce Management market. Organizations embracing these innovations are better positioned to optimize their workforce operations, adapt to changing work environments, and gain a competitive edge in the global market.

Evolving Workforce Dynamics and the Rise of Remote Work

The dynamics of the global workforce are undergoing a profound transformation, and this shift is acting as a significant driver for the Workforce Management (WFM) market. Traditional office-based work structures are giving way to more flexible and remote work arrangements, necessitating advanced solutions to manage dispersed teams effectively. The COVID-19 pandemic has accelerated this trend, with remote work becoming a mainstream practice and organizations recognizing the importance of robust WFM systems.

Remote work brings forth challenges related to communication, collaboration, and productivity, making WFM solutions more critical than ever. Organizations are seeking comprehensive WFM platforms that enable efficient communication, virtual collaboration, and seamless monitoring of remote workforce activities. Cloud-based WFM solutions are gaining prominence as they offer the flexibility to adapt to the changing needs of remote and hybrid work models.

The demand for flexibility in work schedules is driving the need for dynamic scheduling capabilities within WFM systems. Employees increasingly expect the ability to have a say in their work hours and locations, and organizations are leveraging WFM solutions to accommodate these preferences while ensuring operational efficiency. This flexibility not only enhances employee satisfaction but also contributes to improved work-life balance and retention.

The gig economy and contingent workforce are becoming integral parts of many organizations. WFM solutions are evolving to manage the complexities associated with managing a diverse workforce that includes full-time employees, part-time workers, freelancers, and contractors. The ability of WFM systems to integrate and streamline the management of various workforce segments is a key driver in the evolving landscape of work.

The changing dynamics of the workforce, driven by the rise of remote work, flexible scheduling, and the gig economy, are key drivers propelling the growth of the Global Workforce Management market. Organizations are recognizing the need for sophisticated WFM solutions to navigate the challenges and opportunities presented by these evolving workforce trends.

Compliance and Regulatory Requirements

The Global Workforce Management (WFM) market is experiencing a significant boost driven by the increasing complexity of compliance and regulatory requirements across various industries and regions. As governments and regulatory bodies enact and update labor laws, organizations are under pressure to ensure strict adherence to these regulations. WFM solutions are emerging as essential tools to help organizations navigate the intricate landscape of compliance and manage workforce-related risks effectively.

One of the primary drivers in this regard is the need for accurate and transparent time and attendance tracking. Many regulatory requirements mandate organizations to maintain accurate records of employee work hours, breaks, and overtime. WFM systems equipped with advanced time and attendance features enable organizations to automate these processes, reducing the risk of errors and ensuring compliance with labor laws.

Payroll compliance is another critical aspect driving the adoption of WFM solutions. With varying tax regulations and payment structures across different regions, organizations need robust payroll management systems to calculate and process wages accurately. WFM platforms equipped with payroll integration capabilities streamline these processes, ensuring that organizations meet legal obligations and avoid penalties associated with payroll errors.

Workforce diversity and inclusion initiatives are also contributing to the demand for WFM solutions. Many jurisdictions have implemented regulations aimed at promoting diversity and preventing discrimination in the workplace. WFM systems that offer features such as fair scheduling and transparent workforce management contribute to organizations' compliance with these regulations, fostering a more inclusive and equitable work environment.

Data privacy regulations, such as the General Data Protection Regulation (GDPR), are shaping the WFM landscape. Organizations need WFM solutions that prioritize data security and privacy to comply with these regulations and protect sensitive employee information. The integration of secure data management features within WFM systems addresses these concerns and helps organizations maintain compliance with evolving data protection laws.

The increasing complexity of compliance and regulatory requirements is a significant driver fueling the growth of the Global Workforce Management market. Organizations recognize the need for advanced WFM solutions to navigate the intricacies of labor laws, payroll compliance, workforce diversity regulations, and data privacy requirements, ensuring a secure and compliant workforce management environment.

Key Market Challenges

Integration Complexity and Legacy Systems

One of the foremost challenges facing the Global Workforce Management (WFM) market is the complexity associated with integrating WFM solutions into existing organizational structures, especially when dealing with legacy systems. Many companies, particularly those with long-established operations, rely on legacy software and infrastructure that may not be easily compatible with modern WFM technologies. The integration challenge is compounded by the diverse array of functionalities encompassed within WFM solutions, such as time and attendance tracking, scheduling, payroll, and employee performance management.

Legacy systems often lack the flexibility and interoperability required to seamlessly incorporate advanced WFM features. This can result in a fragmented approach to workforce management, where different departments or locations operate on disparate systems, leading to inefficiencies and hindering the realization of the full benefits of WFM. The cost and time involved in overcoming integration challenges can be substantial, as organizations must invest in customization, data migration, and employee training to ensure a smooth transition to a unified WFM system.

The resistance to change within organizations can further exacerbate integration complexities. Employees accustomed to traditional methods may be hesitant to embrace new technologies, leading to a slow adoption process. Overcoming these challenges requires strategic planning, effective change management, and a phased implementation approach to minimize disruptions while ensuring a successful integration of WFM solutions.

Data Security and Privacy Concerns

In an era marked by increasing awareness of data security and privacy, the Global Workforce Management (WFM) market faces a significant challenge in addressing the concerns related to the collection, storage, and management of sensitive employee data. WFM solutions inherently deal with a vast amount of personal information, including work hours, attendance records, payroll details, and performance metrics. As a result, organizations must prioritize robust data security measures to protect this sensitive information from unauthorized access, data breaches, and cyber threats.

Compliance with data protection regulations, such as the General Data Protection Regulation (GDPR), adds an additional layer of complexity to WFM implementations. Organizations operating across borders must navigate diverse legal frameworks governing the handling of personal data, requiring meticulous attention to detail to avoid legal repercussions. Ensuring that WFM solutions adhere to stringent security standards and industry best practices is imperative for building trust with employees and mitigating the risk of regulatory penalties.

Employee concerns about privacy can also pose challenges. As WFM solutions introduce advanced monitoring and analytics capabilities, organizations must strike a delicate balance between optimizing workforce management and respecting employee privacy. Transparent communication about data usage policies, obtaining informed consent, and implementing privacy-enhancing features within WFM systems are crucial steps in addressing these concerns.

The protection of sensitive employee data and the complexities of navigating data privacy regulations present formidable challenges for the Global Workforce Management market. Addressing these concerns requires a comprehensive approach that integrates robust cybersecurity measures, compliance with regulatory standards, and transparent communication to build trust among employees and stakeholders.

Evolving Regulatory Landscape and Compliance Burden

The Global Workforce Management (WFM) market is confronted with the challenge of navigating an ever-evolving regulatory landscape governing labor practices and employment relationships. Governments worldwide continuously update and introduce new labor laws, overtime regulations, and employment standards, creating a complex environment that organizations must navigate to ensure compliance. This dynamic regulatory landscape poses a considerable burden on businesses, particularly those operating in multiple jurisdictions, as they must adapt their WFM systems to meet changing legal requirements.

One of the primary challenges is the diversity of labor laws across regions and countries. Each jurisdiction has its own set of rules regarding working hours, overtime pay, breaks, and other workforce-related parameters. Adhering to these regulations while maintaining operational efficiency is a delicate balancing act that requires constant monitoring and adjustment of WFM systems.

The COVID-19 pandemic has further amplified these challenges, with governments implementing new regulations and remote work policies. Organizations are now tasked with managing hybrid work models, accommodating flexible schedules, and ensuring compliance with remote work-related laws, adding an additional layer of complexity to WFM implementations.

Industries with specialized compliance requirements, such as healthcare and finance, face unique challenges. Healthcare providers, for instance, must contend with regulations related to staff-to-patient ratios and certification requirements. Financial institutions need WFM solutions that can manage complex scheduling and compliance with stringent regulations governing working hours and breaks in the financial sector.

In response to these challenges, organizations must adopt agile WFM systems that can adapt to changes in the regulatory landscape. Proactive monitoring of legal developments, collaboration with legal experts, and continuous updates to WFM software are essential components of a strategy to navigate the evolving regulatory landscape and mitigate compliance-related risks. The dynamic and diverse nature of labor regulations worldwide poses a significant challenge for the Global Workforce Management market, necessitating adaptive and compliant WFM solutions for organizations to thrive in this complex environment.

Key Market Trends

Emphasis on Employee Experience and Well-being

In the Global Workforce Management (WFM) market, a prominent and transformative trend is the increasing emphasis on enhancing employee experience and well-being. Organizations are recognizing that a positive and engaging work environment not only contributes to higher employee satisfaction but also boosts productivity and talent retention. This trend is fueled by a growing awareness of the link between employee well-being and overall organizational success.

One key aspect of this trend is the integration of employee-centric features within WFM solutions. Modern WFM platforms are designed to prioritize the needs and preferences of employees, offering functionalities that enhance work-life balance, facilitate flexible scheduling, and provide tools for personal development. For instance, advanced scheduling algorithms take into account employee preferences and constraints, allowing for a more personalized and accommodating approach to work schedules.

Employee well-being is further addressed through the incorporation of wellness and mental health initiatives within WFM systems. Features such as fatigue management, stress tracking, and access to well-being resources are becoming integral parts of WFM solutions. These tools not only promote a healthier and more balanced workforce but also help organizations demonstrate a commitment to the overall welfare of their employees.

The rise of remote and hybrid work models has accelerated the focus on employee experience. WFM solutions are adapting to support the unique challenges of remote work, providing tools for virtual collaboration, efficient communication, and monitoring of remote employee engagement. This trend aligns with the changing expectations of the workforce, particularly among younger generations who value a positive work culture and a supportive work environment.

The emphasis on employee experience and well-being is a transformative trend in the Global Workforce Management market. Organizations leveraging WFM solutions with employee-centric features are not only enhancing workplace satisfaction but also positioning themselves as employers of choice in a competitive talent landscape.

Rise of Predictive Analytics and Artificial Intelligence

Another significant trend shaping the Global Workforce Management (WFM) market is the increasing reliance on predictive analytics and artificial intelligence (AI) to optimize workforce operations. As organizations seek to make data-driven decisions and improve overall efficiency, the integration of advanced analytics and AI-driven algorithms within WFM solutions has become a key differentiator.

Predictive analytics is playing a pivotal role in workforce planning and resource allocation. WFM systems leverage historical data to forecast future workforce needs, enabling organizations to proactively address staffing requirements, anticipate demand fluctuations, and optimize scheduling. This trend is particularly crucial in industries with dynamic work environments, where the ability to adapt quickly to changing conditions is a competitive advantage.

Artificial intelligence is further enhancing the capabilities of WFM solutions by automating repetitive tasks and providing valuable insights. Machine learning algorithms analyze large datasets to identify patterns, trends, and correlations related to workforce performance, enabling organizations to make more informed decisions. For example, AI-driven scheduling algorithms can consider factors such as employee preferences, skills, and historical performance data to create optimized schedules that align with business objectives.

AI is being applied to enhance employee engagement and satisfaction. Intelligent chatbots within WFM systems can provide real-time support to employees, answer queries, and facilitate communication, improving overall employee experience. AI-driven performance analytics help organizations identify areas for improvement and implement targeted strategies for employee development.

The trend of integrating predictive analytics and AI into WFM solutions reflects a broader shift towards a more proactive and data-driven approach to workforce management. Organizations embracing these technologies are not only gaining a competitive edge in optimizing their operations but are also better positioned to navigate the complexities of the modern business landscape. Therefore, the rise of predictive analytics and artificial intelligence is a transformative trend that is reshaping the Global Workforce Management market, empowering organizations to make smarter workforce decisions and achieve greater operational efficiency.

Segmental Insights

Organization Size Insights

The Large Enterprise segment emerged as the dominating segment in 2023. Large enterprises typically operate in diverse industries with multifaceted workforce management needs. As a result, there is a growing trend among large enterprises to adopt comprehensive WFM suites that offer an integrated set of functionalities. These suites often include modules for time and attendance tracking, scheduling, payroll, performance management, and analytics. The goal is to streamline and centralize workforce-related processes, creating a unified system that facilitates efficient management and decision-making. Comprehensive WFM solutions enable large enterprises to overcome the challenges of managing a diverse and geographically dispersed workforce. The ability to standardize processes across different departments and locations enhances operational consistency, compliance, and reporting accuracy. Integration with other enterprise systems, such as Enterprise Resource Planning (ERP) and Human Resources Management Systems (HRMS), is also a key consideration for large enterprises aiming to create a seamless and interconnected ecosystem.

Large enterprises often undergo significant organizational changes, such as mergers, acquisitions, and expansions, which necessitate scalable and flexible workforce management solutions. The ability of WFM systems to scale up to accommodate a growing workforce or adapt to changes in organizational structure is crucial for large enterprises. Cloud-based WFM solutions have gained traction in this segment due to their scalability, flexibility, and the capability to support remote and global operations. Scalable WFM solutions enable large enterprises to handle fluctuations in workforce size, seasonal variations, and dynamic business requirements without compromising performance. Flexibility in deployment options, including on-premises, cloud, or hybrid models, allows large enterprises to choose the architecture that aligns with their IT strategy, security policies, and compliance requirements.

Large enterprises are increasingly leveraging advanced analytics and business intelligence tools integrated into WFM solutions to make data-driven decisions. The sheer volume of data generated by a large workforce provides valuable insights that can inform strategic workforce planning, talent management, and operational efficiency improvements. Analytics capabilities within WFM systems enable large enterprises to analyze historical data, forecast future workforce needs, and identify trends related to employee performance, productivity, and engagement. Predictive analytics assists in optimizing staffing levels, improving scheduling accuracy, and addressing potential issues before they impact operations. Large enterprises can gain a competitive advantage by leveraging actionable insights derived from WFM analytics to enhance overall workforce management strategies.

Regional Insights

North America emerged as the dominating region in 2023, holding the largest market share. The adoption of cloud-based WFM solutions in North America aligns with the region's overall commitment to digital transformation and leveraging cutting-edge technologies for business optimization. These solutions enable organizations to access real-time data, improve collaboration, and respond swiftly to changing market conditions.

In North America, the regulatory landscape plays a crucial role in shaping the WFM market. Organizations in the region face complex labor laws, industry regulations, and data privacy requirements. Consequently, WFM solutions tailored for North America prioritize features that support compliance with local, state, and federal regulations.

Data security is a paramount concern, especially given the increasing frequency of cyber threats. North American organizations, including those in the public sector, finance, and healthcare, place a strong emphasis on robust security measures within WFM systems. This includes encryption, secure access controls, and compliance with industry-specific data protection standards.

The North American region has experienced a notable shift in work models, with the widespread adoption of remote work and hybrid arrangements. The COVID-19 pandemic accelerated this trend, and organizations turned to WFM solutions to manage dispersed teams effectively.

WFM systems in North America incorporate features that support remote collaboration, virtual communication, and flexible scheduling. The ability to adapt to the evolving nature of work is a key consideration, and organizations seek WFM solutions that facilitate seamless management of remote and hybrid teams while ensuring productivity and employee well-being.

Employee experience and well-being have become central considerations in North American organizations, influencing the features prioritized in WFM solutions. Recognizing the impact of employee satisfaction on productivity and retention, organizations seek WFM systems that include employee-centric features.

Self-service portals, mobile applications, and well-being initiatives are integrated into North American WFM solutions to enhance employee experience. These features empower employees to manage their schedules, access relevant information, and prioritize work-life balance. The focus on employee well-being aligns with the broader cultural shift towards creating healthier and more supportive work environments.

The analysis of North America within the Global Workforce Management Market reveals a strong emphasis on technological advancements, compliance, remote work support, integration with HR technology, and employee well-being. These factors underscore the region's leadership in adopting innovative solutions to address evolving workforce dynamics and regulatory requirements.

Key Market Players

Kronos, Inc.

Oracle Corporation

SAP SE

Automatic Data Processing, Inc.

Workday, Inc.

WorkForce Software, LLC

Ultimate Software Group, Inc.

Cornerstone OnDemand, Inc.

IBM Corporation

NetSuite, Inc.

Report Scope:

In this report, the Global Workforce Management Market has been segmented into the following categories, in addition to the industry trends which have also been detailed below:

Workforce Management Market, By Offering:

    Solutions Services

Workforce Management Market, By Organization Size:

    Large Enterprise Small & Medium Enterprises

Workforce Management Market, By End-User:

    BFSI Automotive Telecom & IT Consumer Goods & Retail Others

Workforce Management Market, By Region:

    North America

United States

Canada

Mexico

    Europe

France

United Kingdom

Italy

Germany

Spain

Netherlands

Belgium

    Asia-Pacific

China

India

Japan

Australia

South Korea

Thailand

Malaysia

    South America

Brazil

Argentina

Colombia

Chile

    Middle East & Africa

South Africa

Saudi Arabia

UAE

Turkey

Competitive Landscape

Company Profiles: Detailed analysis of the major companies present in the Global Workforce Management Market.

Available Customizations:

Global Workforce Management Market report with the given market data, TechSci Research offers customizations according to a company's specific needs. The following customization options are available for the report:

Company Information

Detailed analysis and profiling of additional market players (up to five).

Table of Contents

1. Services Overview

  • 1.1. Market Definition
  • 1.2. Scope of the Market
    • 1.2.1.Markets Covered
    • 1.2.2.Years Considered for Study
    • 1.2.3.Key Market Segmentations

2. Research Methodology

  • 2.1. Objective of the Study
  • 2.2. Baseline Methodology
  • 2.3. Formulation of the Scope
  • 2.4. Assumptions and Limitations
  • 2.5. Sources of Research
    • 2.5.1.Secondary Research
    • 2.5.2.Primary Research
  • 2.6. Approach for the Market Study
    • 2.6.1.The Bottom-Up Approach
    • 2.6.2.The Top-Down Approach
  • 2.7. Methodology Followed for Calculation of Market Size & Market Shares
  • 2.8. Forecasting Methodology
    • 2.8.1.Data Triangulation & Validation

3. Executive Summary

4. Impact of COVID-19 on Global Workforce Management Market

5. Voice of Customer

6. Global Workforce Management Market Overview

7. Global Workforce Management Market Outlook

  • 7.1. Market Size & Forecast
    • 7.1.1.By Value
  • 7.2. Market Share & Forecast
    • 7.2.1.By Offering (Solutions and Services)
    • 7.2.2.By Organization Size (Large Enterprise and Small & Medium Enterprises)
    • 7.2.3.By End-User (BFSI, Automotive, Telecom & IT, Consumer Goods & Retail and Others)
    • 7.2.4.By Region (North America, Europe, South America, Middle East & Africa, Asia-Pacific)
  • 7.3. By Company (2023)
  • 7.4. Market Map

8. North America Workforce Management Market Outlook

  • 8.1. Market Size & Forecast
    • 8.1.1.By Value
  • 8.2. Market Share & Forecast
    • 8.2.1.By Offering
    • 8.2.2.By Organization Size
    • 8.2.3.By End-User
    • 8.2.4.By Country
  • 8.3. North America: Country Analysis
    • 8.3.1.United States Workforce Management Market Outlook
      • 8.3.1.1. Market Size & Forecast
        • 8.3.1.1.1. By Value
      • 8.3.1.2. Market Share & Forecast
        • 8.3.1.2.1. By Offering
        • 8.3.1.2.2. By Organization Size
        • 8.3.1.2.3. By End-User
    • 8.3.2.Canada Workforce Management Market Outlook
      • 8.3.2.1. Market Size & Forecast
        • 8.3.2.1.1. By Value
      • 8.3.2.2. Market Share & Forecast
        • 8.3.2.2.1. By Offering
        • 8.3.2.2.2. By Organization Size
        • 8.3.2.2.3. By End-User
    • 8.3.3.Mexico Workforce Management Market Outlook
      • 8.3.3.1. Market Size & Forecast
        • 8.3.3.1.1. By Value
      • 8.3.3.2. Market Share & Forecast
        • 8.3.3.2.1. By Offering
        • 8.3.3.2.2. By Organization Size
        • 8.3.3.2.3. By End-User

9. Europe Workforce Management Market Outlook

  • 9.1. Market Size & Forecast
    • 9.1.1.By Value
  • 9.2. Market Share & Forecast
    • 9.2.1.By Offering
    • 9.2.2.By Organization Size
    • 9.2.3.By End-User
    • 9.2.4.By Country
  • 9.3. Europe: Country Analysis
    • 9.3.1.Germany Workforce Management Market Outlook
      • 9.3.1.1. Market Size & Forecast
        • 9.3.1.1.1. By Value
      • 9.3.1.2. Market Share & Forecast
        • 9.3.1.2.1. By Offering
        • 9.3.1.2.2. By Organization Size
        • 9.3.1.2.3. By End-User
    • 9.3.2.France Workforce Management Market Outlook
      • 9.3.2.1. Market Size & Forecast
        • 9.3.2.1.1. By Value
      • 9.3.2.2. Market Share & Forecast
        • 9.3.2.2.1. By Offering
        • 9.3.2.2.2. By Organization Size
        • 9.3.2.2.3. By End-User
    • 9.3.3.United Kingdom Workforce Management Market Outlook
      • 9.3.3.1. Market Size & Forecast
        • 9.3.3.1.1. By Value
      • 9.3.3.2. Market Share & Forecast
        • 9.3.3.2.1. By Offering
        • 9.3.3.2.2. By Organization Size
        • 9.3.3.2.3. By End-User
    • 9.3.4.Italy Workforce Management Market Outlook
      • 9.3.4.1. Market Size & Forecast
        • 9.3.4.1.1. By Value
      • 9.3.4.2. Market Share & Forecast
        • 9.3.4.2.1. By Offering
        • 9.3.4.2.2. By Organization Size
        • 9.3.4.2.3. By End-User
    • 9.3.5.Spain Workforce Management Market Outlook
      • 9.3.5.1. Market Size & Forecast
        • 9.3.5.1.1. By Value
      • 9.3.5.2. Market Share & Forecast
        • 9.3.5.2.1. By Offering
        • 9.3.5.2.2. By Organization Size
        • 9.3.5.2.3. By End-User
    • 9.3.6.Netherlands Workforce Management Market Outlook
      • 9.3.6.1. Market Size & Forecast
        • 9.3.6.1.1. By Value
      • 9.3.6.2. Market Share & Forecast
        • 9.3.6.2.1. By Offering
        • 9.3.6.2.2. By Organization Size
        • 9.3.6.2.3. By End-User
    • 9.3.7.Belgium Workforce Management Market Outlook
      • 9.3.7.1. Market Size & Forecast
        • 9.3.7.1.1. By Value
      • 9.3.7.2. Market Share & Forecast
        • 9.3.7.2.1. By Offering
        • 9.3.7.2.2. By Organization Size
        • 9.3.7.2.3. By End-User

10. South America Workforce Management Market Outlook

  • 10.1. Market Size & Forecast
    • 10.1.1. By Value
  • 10.2. Market Share & Forecast
    • 10.2.1. By Offering
    • 10.2.2. By Organization Size
    • 10.2.3. By End-User
    • 10.2.4. By Country
  • 10.3. South America: Country Analysis
    • 10.3.1. Brazil Workforce Management Market Outlook
      • 10.3.1.1. Market Size & Forecast
        • 10.3.1.1.1. By Value
      • 10.3.1.2. Market Share & Forecast
        • 10.3.1.2.1. By Offering
        • 10.3.1.2.2. By Organization Size
        • 10.3.1.2.3. By End-User
    • 10.3.2. Colombia Workforce Management Market Outlook
      • 10.3.2.1. Market Size & Forecast
        • 10.3.2.1.1. By Value
      • 10.3.2.2. Market Share & Forecast
        • 10.3.2.2.1. By Offering
        • 10.3.2.2.2. By Organization Size
        • 10.3.2.2.3. By End-User
    • 10.3.3. Argentina Workforce Management Market Outlook
      • 10.3.3.1. Market Size & Forecast
        • 10.3.3.1.1. By Value
      • 10.3.3.2. Market Share & Forecast
        • 10.3.3.2.1. By Offering
        • 10.3.3.2.2. By Organization Size
        • 10.3.3.2.3. By End-User
    • 10.3.4. Chile Workforce Management Market Outlook
      • 10.3.4.1. Market Size & Forecast
        • 10.3.4.1.1. By Value
      • 10.3.4.2. Market Share & Forecast
        • 10.3.4.2.1. By Offering
        • 10.3.4.2.2. By Organization Size
        • 10.3.4.2.3. By End-User

11. Middle East & Africa Workforce Management Market Outlook

  • 11.1. Market Size & Forecast
    • 11.1.1. By Value
  • 11.2. Market Share & Forecast
    • 11.2.1. By Offering
    • 11.2.2. By Organization Size
    • 11.2.3. By End-User
    • 11.2.4. By Country
  • 11.3. Middle East & Africa: Country Analysis
    • 11.3.1. Saudi Arabia Workforce Management Market Outlook
      • 11.3.1.1. Market Size & Forecast
        • 11.3.1.1.1. By Value
      • 11.3.1.2. Market Share & Forecast
        • 11.3.1.2.1. By Offering
        • 11.3.1.2.2. By Organization Size
        • 11.3.1.2.3. By End-User
    • 11.3.2. UAE Workforce Management Market Outlook
      • 11.3.2.1. Market Size & Forecast
        • 11.3.2.1.1. By Value
      • 11.3.2.2. Market Share & Forecast
        • 11.3.2.2.1. By Offering
        • 11.3.2.2.2. By Organization Size
        • 11.3.2.2.3. By End-User
    • 11.3.3. South Africa Workforce Management Market Outlook
      • 11.3.3.1. Market Size & Forecast
        • 11.3.3.1.1. By Value
      • 11.3.3.2. Market Share & Forecast
        • 11.3.3.2.1. By Offering
        • 11.3.3.2.2. By Organization Size
        • 11.3.3.2.3. By End-User
    • 11.3.4. Turkey Workforce Management Market Outlook
      • 11.3.4.1. Market Size & Forecast
        • 11.3.4.1.1. By Value
      • 11.3.4.2. Market Share & Forecast
        • 11.3.4.2.1. By Offering
        • 11.3.4.2.2. By Organization Size
        • 11.3.4.2.3. By End-User

12. Asia-Pacific Workforce Management Market Outlook

  • 12.1. Market Size & Forecast
    • 12.1.1. By Value
  • 12.2. Market Share & Forecast
    • 12.2.1. By Offering
    • 12.2.2. By Organization Size
    • 12.2.3. By End-User
    • 12.2.4. By Country
  • 12.3. Asia-Pacific: Country Analysis
    • 12.3.1. China Workforce Management Market Outlook
      • 12.3.1.1. Market Size & Forecast
        • 12.3.1.1.1. By Value
      • 12.3.1.2. Market Share & Forecast
        • 12.3.1.2.1. By Offering
        • 12.3.1.2.2. By Organization Size
        • 12.3.1.2.3. By End-User
    • 12.3.2. India Workforce Management Market Outlook
      • 12.3.2.1. Market Size & Forecast
        • 12.3.2.1.1. By Value
      • 12.3.2.2. Market Share & Forecast
        • 12.3.2.2.1. By Offering
        • 12.3.2.2.2. By Organization Size
        • 12.3.2.2.3. By End-User
    • 12.3.3. Japan Workforce Management Market Outlook
      • 12.3.3.1. Market Size & Forecast
        • 12.3.3.1.1. By Value
      • 12.3.3.2. Market Share & Forecast
        • 12.3.3.2.1. By Offering
        • 12.3.3.2.2. By Organization Size
        • 12.3.3.2.3. By End-User
    • 12.3.4. South Korea Workforce Management Market Outlook
      • 12.3.4.1. Market Size & Forecast
        • 12.3.4.1.1. By Value
      • 12.3.4.2. Market Share & Forecast
        • 12.3.4.2.1. By Offering
        • 12.3.4.2.2. By Organization Size
        • 12.3.4.2.3. By End-User
    • 12.3.5. Australia Workforce Management Market Outlook
      • 12.3.5.1. Market Size & Forecast
        • 12.3.5.1.1. By Value
      • 12.3.5.2. Market Share & Forecast
        • 12.3.5.2.1. By Offering
        • 12.3.5.2.2. By Organization Size
        • 12.3.5.2.3. By End-User
    • 12.3.6. Thailand Workforce Management Market Outlook
      • 12.3.6.1. Market Size & Forecast
        • 12.3.6.1.1. By Value
      • 12.3.6.2. Market Share & Forecast
        • 12.3.6.2.1. By Offering
        • 12.3.6.2.2. By Organization Size
        • 12.3.6.2.3. By End-User
    • 12.3.7. Malaysia Workforce Management Market Outlook
      • 12.3.7.1. Market Size & Forecast
        • 12.3.7.1.1. By Value
      • 12.3.7.2. Market Share & Forecast
        • 12.3.7.2.1. By Offering
        • 12.3.7.2.2. By Organization Size
        • 12.3.7.2.3. By End-User

13. Market Dynamics

  • 13.1. Drivers
  • 13.2. Challenges

14. Market Trends and Developments

15. Company Profiles

  • 15.1. Kronos, Inc.
    • 15.1.1. Business Overview
    • 15.1.2. Key Revenue and Financials
    • 15.1.3. Recent Developments
    • 15.1.4. Key Personnel/Key Contact Person
    • 15.1.5. Key Product/Services Offered
  • 15.2. Oracle Corporation
    • 15.2.1. Business Overview
    • 15.2.2. Key Revenue and Financials
    • 15.2.3. Recent Developments
    • 15.2.4. Key Personnel/Key Contact Person
    • 15.2.5. Key Product/Services Offered
  • 15.3. SAP SE
    • 15.3.1. Business Overview
    • 15.3.2. Key Revenue and Financials
    • 15.3.3. Recent Developments
    • 15.3.4. Key Personnel/Key Contact Person
    • 15.3.5. Key Product/Services Offered
  • 15.4. Automatic Data Processing, Inc.
    • 15.4.1. Business Overview
    • 15.4.2. Key Revenue and Financials
    • 15.4.3. Recent Developments
    • 15.4.4. Key Personnel/Key Contact Person
    • 15.4.5. Key Product/Services Offered
  • 15.5. Workday, Inc.
    • 15.5.1. Business Overview
    • 15.5.2. Key Revenue and Financials
    • 15.5.3. Recent Developments
    • 15.5.4. Key Personnel/Key Contact Person
    • 15.5.5. Key Product/Services Offered
  • 15.6. WorkForce Software, LLC
    • 15.6.1. Business Overview
    • 15.6.2. Key Revenue and Financials
    • 15.6.3. Recent Developments
    • 15.6.4. Key Personnel/Key Contact Person
    • 15.6.5. Key Product/Services Offered
  • 15.7. Ultimate Software Group, Inc.
    • 15.7.1. Business Overview
    • 15.7.2. Key Revenue and Financials
    • 15.7.3. Recent Developments
    • 15.7.4. Key Personnel/Key Contact Person
    • 15.7.5. Key Product/Services Offered
  • 15.8. Cornerstone OnDemand, Inc.
    • 15.8.1. Business Overview
    • 15.8.2. Key Revenue and Financials
    • 15.8.3. Recent Developments
    • 15.8.4. Key Personnel/Key Contact Person
    • 15.8.5. Key Product/Services Offered
  • 15.9. IBM Corporation
    • 15.9.1. Business Overview
    • 15.9.2. Key Revenue and Financials
    • 15.9.3. Recent Developments
    • 15.9.4. Key Personnel/Key Contact Person
    • 15.9.5. Key Product/Services Offered
  • 15.10. NetSuite, Inc.
    • 15.10.1. Business Overview
    • 15.10.2. Key Revenue and Financials
    • 15.10.3. Recent Developments
    • 15.10.4. Key Personnel/Key Contact Person
    • 15.10.5. Key Product/Services Offered

16. Strategic Recommendations

17. About Us & Disclaimer