人力资源管理软体市场 - 全球产业规模、份额、趋势、机会和预测，按部署模式、组织规模、类型、最终用户、地区和竞争细分，2019-2029F

2023年全球人力资源管理软体市场价值为142.9亿美元，预计2029年将达到296.5亿美元，预测期内复合年增长率为12.77%。全球各地的组织正在经历数位转型，以简化营运、提高效率并改善决策流程。人力资源管理 (HRM) 软体透过自动化管理任务、集中员工资料以及实现对劳动力动态的数据驱动洞察，在这一转型中发挥着至关重要的作用。随着企业寻求现代化人力资源实践并采用基于云端的解决方案，对可扩展、整合人力资源管理软体的需求持续成长。

市场概况
预测期	2025-2029
2023 年市场规模	142.9亿美元
2029 年市场规模	296.5亿美元
2024-2029 年复合年增长率	12.77%
成长最快的细分市场	工作场所管理
最大的市场	北美洲

主要市场驱动因素

越来越重视员工体验与敬业度

人工智慧和机器学习的进步

主要市场挑战

资料安全和隐私问题

与现有系统整合的复杂性

抵制变革和用户采用

主要市场趋势

强调人工智慧驱动的预测分析

整合员工体验平台的兴起

细分市场洞察

类型洞察

区域洞察

目录

第 1 章：产品概述

第 2 章：研究方法

第 3 章：执行摘要

第 4 章：COVID-19 对全球人力资源管理软体市场的影响

第 5 章：客户之声

第 6 章：全球人力资源管理软体市场概述

第 7 章：全球人力资源管理软体市场展望

• 市场规模及预测
  • 按价值
• 市占率及预测
  • 按类型（工作场所管理、人才管理、采购和招聘、申请人追踪系统）
  • 按部署模式（本地和云端）
  • 按组织规模（大型企业和中小企业（SME））
  • 按最终用户（IT 和电信、BFSI、製造、零售、公共部门、医疗保健、运输和物流、其他）
  • 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：北美人力资源管理软体市场展望

• 市场规模及预测
  • 按价值
• 市占率及预测
  • 按类型
  • 按部署模式
  • 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：欧洲人力资源管理软体市场展望

• 市场规模及预测
  • 按价值
• 市占率及预测
  • 按类型
  • 按部署模式
  • 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：南美洲人力资源管理软体市场展望

• 市场规模及预测
  • 按价值
• 市占率及预测
  • 按类型
  • 按部署模式
  • 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：中东和非洲人力资源管理软体市场展望

• 市场规模及预测
  • 按价值
• 市占率及预测
  • 按类型
  • 按部署模式
  • 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：亚太地区人力资源管理软体市场展望

• 市场规模及预测
  • 按价值
• 市占率及预测
  • 按类型
  • 按部署模式
  • 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

• SAP SE
• UKG Inc.
• Workday Inc.
• ADP, Inc.
• Oracle Corporation
• Accenture PLC
• Cegid Group
• IBM Corporation

第 16 章：策略建议

第17章调查会社について・免责事项

Global Human Resource Management Software Market was valued at USD 14.29 billion in 2023 and is expected to reach USD 29.65 billion by 2029 with a CAGR of 12.77% during the forecast period. Organizations globally are undergoing digital transformation to streamline operations, enhance efficiency, and improve decision-making processes. Human Resource Management (HRM) Software plays a crucial role in this transformation by automating administrative tasks, centralizing employee data, and enabling data-driven insights into workforce dynamics. As businesses seek to modernize HR practices and adopt cloud-based solutions, the demand for scalable, integrated HRM software continues to grow.

Market Overview
Forecast Period	2025-2029
Market Size 2023	USD 14.29 Billion
Market Size 2029	USD 29.65 Billion
CAGR 2024-2029	12.77%
Fastest Growing Segment	Workplace Management
Largest Market	North America

Key Market Drivers

Growing Emphasis on Employee Experience and Engagement

The growing emphasis on employee experience and engagement is a significant driver of the global HRM software market. In today's competitive business environment, organizations recognize that their employees are their most valuable assets. As a result, there is an increasing focus on creating a positive work environment that enhances employee satisfaction, productivity, and retention. HRM software plays a crucial role in improving employee experience by streamlining HR processes and providing employees with user-friendly tools to manage their work-related activities. Features such as self-service portals allow employees to access their personal information, request time off, and update their profiles without needing to go through HR personnel. This autonomy not only saves time for HR departments but also empowers employees, leading to higher job satisfaction. Employee engagement is closely linked to how valued and connected employees feel within an organization. HRM software facilitates communication and collaboration through integrated platforms that support feedback, performance reviews, and recognition programs. Regular feedback and recognition are essential for keeping employees motivated and engaged. By providing a structured framework for these activities, HRM software helps create a culture of continuous improvement and appreciation.

HRM solutions often include modules for learning and development, which are critical for employee growth and career progression. By offering personalized training programs and development plans, HRM software helps employees acquire new skills and advance their careers within the organization. This focus on personal and professional development enhances employee loyalty and reduces turnover rates. Data analytics is another key aspect of HRM software that contributes to improving employee experience and engagement. By analyzing data on employee performance, satisfaction, and engagement levels, organizations can identify trends and areas for improvement. This data-driven approach allows HR departments to implement targeted strategies to address issues and enhance the overall employee experience. The rise of remote and hybrid work models has made it even more important for organizations to invest in HRM software that supports virtual engagement. Tools for virtual onboarding, team collaboration, and remote performance management are essential for maintaining a connected and engaged workforce in a distributed work environment. the emphasis on employee experience and engagement is driving the demand for advanced HRM software solutions. By providing tools that enhance communication, recognition, development, and data-driven decision-making, HRM software helps organizations create a positive work environment that attracts and retains top talent.

Advancements in Artificial Intelligence and Machine Learning

Advancements in artificial intelligence (AI) and machine learning (ML) are major drivers of the global HRM software market. These technologies are transforming HR processes by automating routine tasks, providing deep insights through data analysis, and enhancing decision-making capabilities. One of the key benefits of AI in HRM software is its ability to automate repetitive and time-consuming tasks. For example, AI-powered chatbots can handle common employee queries related to leave balances, payroll, and company policies, freeing up HR professionals to focus on more strategic activities. Similarly, AI can automate the initial screening of job applications by analyzing resumes and identifying the best candidates based on predefined criteria. This not only speeds up the recruitment process but also improves the quality of hires by reducing human bias. Machine learning algorithms are particularly useful in predictive analytics, which is becoming increasingly important in HR management. By analyzing historical data, ML models can predict employee turnover, identify high-potential employees, and recommend personalized development plans. These insights enable HR departments to proactively address issues and implement strategies that improve employee retention and performance. AI and ML are also enhancing the effectiveness of performance management systems. Traditional performance reviews are often subjective and infrequent, leading to dissatisfaction among employees. In contrast, AI-powered HRM software can continuously monitor employee performance using real-time data from various sources such as project management tools, communication platforms, and feedback systems. This continuous feedback loop ensures that performance evaluations are more objective, timely, and actionable.

Another area where AI and ML are making a significant impact is talent management. AI can analyze vast amounts of data to identify skills gaps within the organization and recommend training programs to bridge these gaps. Additionally, AI-driven talent analytics can help organizations understand workforce trends, optimize talent acquisition strategies, and enhance succession planning. AI and ML contribute to improving the overall employee experience by personalizing HR services. For instance, AI can recommend career paths, learning opportunities, and wellness programs tailored to individual employees' needs and preferences. This level of personalization helps in creating a more engaged and satisfied workforce. Advancements in AI and ML are driving significant changes in the HRM software market. By automating routine tasks, providing predictive insights, enhancing performance management, and personalizing employee experiences, AI and ML are enabling organizations to manage their human resources more efficiently and effectively. As these technologies continue to evolve, their impact on the HRM landscape is expected to grow, further driving the market's expansion.

Key Market Challenges

Data Security and Privacy Concerns

One of the significant challenges facing the global human resource management (HRM) software market is the issue of data security and privacy. HRM software platforms store vast amounts of sensitive employee information, including personal details, payroll data, performance reviews, and health records. Ensuring the security and privacy of this data is critical to maintaining trust with employees and compliance with regulatory requirements such as GDPR, CCPA, and HIPAA. The interconnected nature of HRM systems makes them vulnerable to cyber threats such as data breaches, ransomware attacks, and phishing scams. A breach in HRM software can expose sensitive employee information to unauthorized parties, leading to identity theft, financial fraud, and reputational damage for organizations. Moreover, the cost of recovering from a data breach can be substantial, including legal fees, regulatory fines, and damage to brand reputation. To address these challenges, HRM software providers must implement robust data security measures. This includes encryption of data both at rest and in transit, regular security audits and updates, access controls based on the principle of least privilege, and employee training on cybersecurity best practices. Additionally, adherence to data protection regulations and standards is essential to avoid legal liabilities and maintain trust with employees.

Another aspect of data security concerns is the management of third-party vendors and integrations. Many HRM software platforms integrate with external systems such as payroll processors, benefits providers, and recruitment platforms. Each integration point represents a potential entry point for cyber attackers. Therefore, HR departments need to vet third-party vendors rigorously, ensure they adhere to security standards, and have clear data protection agreements in place. Privacy concerns also arise from the collection and use of employee data within HRM systems. Employees expect their personal information to be handled with care and used only for legitimate business purposes. HR departments must establish transparent policies regarding data collection, storage, and usage, and obtain explicit consent from employees where required. Providing employees with access to their own data and allowing them to update their preferences can enhance trust and compliance. While HRM software offers significant benefits in streamlining HR processes and enhancing employee management, data security and privacy concerns remain a critical challenge. By implementing robust security measures, adhering to regulatory requirements, and fostering a culture of data privacy, organizations can mitigate these risks and build confidence among employees in the use of HRM software systems.

Integration Complexity with Existing Systems

Another challenge facing the global HRM software market is the complexity of integrating new HRM systems with existing enterprise systems. Many organizations already have established systems for payroll processing, time tracking, performance management, and employee benefits administration. Integrating a new HRM software platform with these existing systems can be challenging due to differences in data formats, protocols, and functionalities. Integration challenges can lead to data inconsistencies, duplication of efforts, and delays in information flow across different departments. For example, mismatches between HRM software and payroll systems can result in errors in employee compensation calculations and compliance with labor laws. Similarly, discrepancies in employee data between HRM and finance systems can hinder accurate financial reporting and forecasting. The customization requirements of HRM software to fit the specific needs of different organizations can further complicate integration efforts. Customizations often require changes to existing workflows, configurations, and data mappings, which may increase implementation time and costs. Additionally, frequent updates and upgrades to HRM software can introduce compatibility issues with existing systems, requiring thorough testing and validation before deployment.

To address integration challenges effectively, organizations should adopt a strategic approach to system integration. This includes conducting a comprehensive assessment of existing systems and processes, identifying integration points and data dependencies, and developing a roadmap for implementation. Collaboration between IT, HR, and other relevant departments is crucial to ensure alignment of goals and requirements throughout the integration process. Leveraging application programming interfaces (APIs) and middleware solutions can facilitate seamless data exchange between HRM software and other enterprise applications. APIs enable standardized communication and data transfer between systems, reducing the complexity of integration and enhancing interoperability. Middleware platforms provide additional capabilities such as data transformation, workflow orchestration, and error handling, which streamline integration efforts and improve data accuracy. While integration challenges pose significant obstacles to the adoption and deployment of HRM software, organizations can overcome these challenges by adopting a systematic approach to integration, leveraging technology solutions such as APIs and middleware, and fostering collaboration across departments. By ensuring seamless integration with existing systems, organizations can maximize the benefits of HRM software and improve overall operational efficiency.

Resistance to Change and User Adoption

Resistance to change and user adoption issues represent another critical challenge in the global HRM software market. Implementing a new HRM software platform often requires changes to established workflows, processes, and organizational culture, which can meet with resistance from employees, managers, and senior executives alike. One common source of resistance is the fear of job displacement or changes in job roles due to automation introduced by HRM software. Employees may perceive new software as a threat to their job security or competence, leading to reluctance in adopting the new system. Managers, on the other hand, may resist change if they perceive it as disrupting their control over processes or decision-making. Unfamiliarity with technology and lack of adequate training can hinder user adoption of HRM software. Employees and managers may feel overwhelmed by the complexity of new software interfaces or unsure about how to use specific features effectively. Insufficient training and support can result in underutilization of software capabilities, leading to suboptimal outcomes and frustration among users.

Organizational culture also plays a significant role in shaping attitudes towards HRM software adoption. A culture that values innovation, continuous improvement, and transparency is more likely to embrace new technologies and support their integration into daily operations. In contrast, a culture resistant to change or skeptical of technology may impede the successful implementation and adoption of HRM software initiatives. To overcome resistance to change and promote user adoption, organizations should prioritize change management strategies throughout the software implementation process. This includes communicating the rationale for adopting HRM software, addressing concerns and misconceptions proactively, and involving stakeholders in decision-making and planning. Providing comprehensive training and ongoing support for users is essential to build confidence and proficiency in using the new software effectively. Organizations can incentivize and recognize early adopters of HRM software, creating positive role models and champions who can advocate for its benefits across the organization. Feedback mechanisms and user forums can also encourage continuous improvement and iterative refinement of software features based on user experiences and suggestions. Overcoming resistance to change and promoting user adoption are critical challenges in the global HRM software market. By addressing concerns, providing adequate training and support, fostering a culture of innovation, and involving stakeholders in the implementation process, organizations can enhance acceptance of HRM software and realize its full potential in improving HR efficiency and effectiveness.

Key Market Trends

Emphasis on AI-Powered Predictive Analytics

One of the prominent trends in the global human resource management (HRM) software market is the increasing emphasis on AI-powered predictive analytics. Traditional HRM software has focused on managing employee data, automating administrative tasks, and facilitating compliance with HR policies. However, with advancements in artificial intelligence (AI) and machine learning (ML), HRM software providers are now leveraging predictive analytics to offer deeper insights into workforce dynamics and enable data-driven decision-making. Predictive analytics in HRM software involves analyzing historical data, such as employee performance records, engagement levels, turnover rates, and recruitment outcomes, to forecast future trends and outcomes. AI algorithms can identify patterns and correlations within this data, allowing HR departments to anticipate potential challenges, optimize resource allocation, and proactively implement strategies to enhance employee retention and productivity. One key application of AI-powered predictive analytics is in talent acquisition and recruitment. HRM software can use predictive models to analyze resumes, job applications, and candidate profiles to identify the best fit for specific roles based on historical hiring data and success criteria. This not only speeds up the recruitment process but also improves the quality of hires by reducing bias and increasing alignment with organizational goals. Predictive analytics enables HR departments to conduct workforce planning more effectively. By forecasting future workforce needs and skill requirements, organizations can develop proactive strategies for talent development, succession planning, and workforce optimization. For example, AI algorithms can predict which employees are likely to leave the company based on historical turnover patterns and external factors, allowing HR managers to implement targeted retention initiatives.

Another area where predictive analytics is transforming HRM software is in employee engagement and performance management. By analyzing employee feedback, performance metrics, and engagement surveys, AI can identify factors influencing employee satisfaction and productivity. Predictive models can then recommend personalized interventions, such as training programs, career development opportunities, or adjustments to workload distribution, to improve employee engagement and performance outcomes. AI-powered predictive analytics enhances the agility and responsiveness of HR departments to changing business conditions. By continuously analyzing real-time data and market trends, HRM software can adapt quickly to dynamic workforce demands, economic fluctuations, and industry shifts. This capability is particularly valuable in uncertain times, such as during global pandemics or economic downturns, where workforce planning and strategic decision-making are critical for organizational resilience. The trend towards AI-powered predictive analytics is reshaping the global HRM software market by enabling organizations to harness the power of data to drive strategic HR initiatives. By leveraging predictive insights, HR departments can optimize talent management practices, enhance employee experiences, and achieve better business outcomes in a competitive and rapidly evolving business environment.

Rise of Integrated Employee Experience Platforms

Another significant trend in the global HRM software market is the rise of integrated employee experience platforms. Traditionally, HRM software has focused on automating administrative tasks and managing employee data across various functions such as payroll, benefits administration, and performance management. However, there is a growing recognition of the importance of holistic employee experiences that encompass not just operational efficiencies but also employee well-being, engagement, and career development. Integrated employee experience platforms consolidate various HRM functions into a unified interface that provides employees with seamless access to HR services, resources, and personalized experiences. These platforms leverage technology such as AI, machine learning, and analytics to deliver a cohesive and engaging employee journey from recruitment through retirement. One of the key features of integrated employee experience platforms is personalized employee portals. These portals serve as a central hub where employees can access self-service tools, view personalized information such as pay stubs and benefits enrollment options, and manage their career development goals. Personalization is achieved through AI algorithms that analyze employee preferences, behaviors, and historical interactions with the platform to deliver tailored content and recommendations.

Integrated employee experience platforms support continuous feedback and performance management processes. They enable real-time communication between employees and managers, facilitating ongoing performance reviews, goal setting, and coaching discussions. AI-powered analytics provide insights into employee performance trends, strengths, and areas for improvement, enabling managers to make informed decisions and provide timely feedback. Another critical component of integrated employee experience platforms is wellness and well-being initiatives. These platforms offer resources and tools to support employee wellness programs, mental health initiatives, and work-life balance. Features may include access to virtual fitness classes, mindfulness sessions, employee assistance programs (EAPs), and health tracking tools. AI can analyze data related to employee well-being, such as stress levels and burnout indicators, to recommend personalized wellness strategies and interventions. Integrated employee experience platforms enhance collaboration and social connectivity among employees, particularly in remote and hybrid work environments. Features such as team collaboration tools, virtual social events, and peer recognition programs foster a sense of belonging and community among dispersed teams. This connectivity is essential for maintaining employee engagement, building trust, and fostering a positive organizational culture. Integrated employee experience platforms are transforming the global HRM software market by prioritizing the holistic well-being and engagement of employees. By offering personalized experiences, supporting continuous feedback and performance management, promoting wellness initiatives, and enhancing social connectivity, these platforms enable organizations to create a positive work environment that attracts and retains top talent in a competitive marketplace.

Segmental Insights

Type Insights

The Talent Management segment emerged as the dominating segment in 2023. The talent management segment within the global human resource management (HRM) software market encompasses a range of functionalities aimed at optimizing the acquisition, development, and retention of talent within organizations. This segment is crucial for businesses seeking to enhance their workforce capabilities, align talent strategies with business objectives, and foster employee engagement and growth. Performance management modules within talent management software enable organizations to set objectives, conduct ongoing performance reviews, and provide feedback to employees. These systems facilitate continuous performance monitoring, goal alignment, and development planning, enhancing employee productivity and accountability.

Learning and development features within HRM software support employee skill enhancement and career advancement through personalized training programs, certification tracking, and competency assessments. These tools promote continuous learning cultures, boost employee engagement, and align individual development with organizational goals. Succession planning capabilities in talent management software identify and nurture high-potential employees for future leadership roles within the organization. These systems facilitate talent pipelines, succession readiness assessments, and development plans to ensure continuity in key positions and mitigate risks associated with leadership transitions. Employee engagement tools within HRM software measure and improve workforce satisfaction, motivation, and commitment through surveys, feedback mechanisms, and recognition programs. These initiatives foster a positive work environment, strengthen organizational culture, and reduce turnover by addressing employee needs and enhancing overall satisfaction. Workforce analytics and workforce planning functionalities leverage data insights to optimize workforce strategies, forecast talent requirements, and align staffing levels with business objectives. These tools enable HR professionals to make informed decisions, mitigate talent shortages, and capitalize on emerging opportunities in dynamic market conditions. the talent management segment of the global HRM software market continues to evolve with advancements in AI, machine learning, and data analytics, enabling organizations to leverage talent as a strategic asset for sustained growth and competitive advantage in today's complex business landscape.

Regional Insights

North America emerged as the dominating region in 2023, holding the largest market share. North America represents a significant and mature market for human resource management (HRM) software, characterized by robust adoption across various industries and a high degree of technological advancement. The region comprises the United States and Canada, where organizations leverage HRM software to streamline operations, enhance workforce management capabilities, and comply with stringent regulatory requirements. One of the key drivers of the HRM software market in North America is the increasing adoption of cloud-based solutions. Cloud HRM software offers scalability, flexibility, and cost-effectiveness, allowing organizations to access HRM functionalities from anywhere with internet connectivity. This capability is particularly beneficial for North American businesses operating in dynamic and distributed environments, including remote and hybrid work settings. The emphasis on data-driven decision-making is driving the demand for advanced analytics and reporting capabilities within HRM software. North American organizations leverage analytics to gain insights into workforce trends, performance metrics, and employee engagement levels. These insights enable HR professionals to optimize recruitment strategies, enhance talent management practices, and align HR initiatives with organizational goals effectively.

Another significant trend in the North American HRM software market is the integration of artificial intelligence (AI) and machine learning (ML) technologies. AI-powered solutions enable automation of routine HR tasks, such as candidate screening, employee onboarding, and performance evaluations. ML algorithms analyze vast amounts of HR data to predict employee behavior, identify talent gaps, and recommend personalized development plans, thereby enhancing HR efficiency and decision-making accuracy. Regulatory compliance is a critical factor driving the adoption of HRM software in North America. Organizations must adhere to federal and state regulations, such as the Fair Labor Standards Act (FLSA), Equal Employment Opportunity (EEO) laws, and data privacy regulations like GDPR and CCPA. HRM software helps ensure compliance by automating record-keeping, monitoring regulatory changes, and facilitating audits and reporting. In terms of market dynamics, North America is characterized by a competitive landscape with numerous vendors offering diverse HRM software solutions tailored to industry-specific needs. Small and medium-sized enterprises (SMEs) alongside large corporations adopt HRM software to improve operational efficiency, reduce administrative burdens, and allocate resources more strategically. The North American HRM software market continues to evolve with technological advancements, regulatory requirements, and shifting workforce dynamics. As organizations prioritize digital transformation initiatives and invest in innovative HRM solutions, the region remains pivotal in driving global trends and shaping the future of human resource management practices worldwide.

Key Market Players

• SAP SE
• UKG Inc.
• Workday Inc.
• ADP, Inc.
• Oracle Corporation
• Accenture PLC
• Cegid Group
• IBM Corporation

Report Scope:

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

Human Resource Management Software Market, By Type:

• Workplace Management
• Talent Management
• Sourcing & Recruitment
• Applicant Tracking System

Human Resource Management Software Market, By Deployment Mode:

• On-Premises
• Cloud

Human Resource Management Software Market, By Organization Size:

• Large Enterprises
• Small & Medium Sized Enterprises (SMEs)

Human Resource Management Software Market, By End-User:

• IT & Telecom
• BFSI
• Manufacturing
• Retail
• Public Sector
• Healthcare
• Transportation & Logistics
• Others

Human Resource Management Software 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 Human Resource Management Software Market.

Available Customizations:

Global Human Resource Management Software 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. Product 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 Human Resource Management Software Market

5. Voice of Customer

6. Global Human Resource Management Software Market Overview

7. Global Human Resource Management Software Market Outlook

• 7.1. Market Size & Forecast
  • 7.1.1.By Value
• 7.2. Market Share & Forecast
  • 7.2.1.By Type (Workplace Management, Talent Management, Sourcing & Recruitment, Applicant Tracking System)
  • 7.2.2.By Deployment Mode (On-Premises and Cloud)
  • 7.2.3.By Organization Size (Large Enterprises and Small & Medium Sized Enterprises (SMEs))
  • 7.2.4.By End-User (IT & Telecom, BFSI, Manufacturing, Retail, Public Sector, Healthcare, Transportation & Logistics, Others)
  • 7.2.5.By Region (North America, Europe, South America, Middle East & Africa, Asia-Pacific)
• 7.3. By Company (2023)
• 7.4. Market Map

8. North America Human Resource Management Software Market Outlook

• 8.1. Market Size & Forecast
  • 8.1.1.By Value
• 8.2. Market Share & Forecast
  • 8.2.1.By Type
  • 8.2.2.By Deployment Mode
  • 8.2.3.By Organization Size
  • 8.2.4.By End-User
  • 8.2.5.By Country
• 8.3. North America: Country Analysis
  • 8.3.1.United States Human Resource Management Software 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 Type
      • 8.3.1.2.2. By Deployment Mode
      • 8.3.1.2.3. By Organization Size
      • 8.3.1.2.4. By End-User
  • 8.3.2.Canada Human Resource Management Software 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 Type
      • 8.3.2.2.2. By Deployment Mode
      • 8.3.2.2.3. By Organization Size
      • 8.3.2.2.4. By End-User
  • 8.3.3.Mexico Human Resource Management Software 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 Type
      • 8.3.3.2.2. By Deployment Mode
      • 8.3.3.2.3. By Organization Size
      • 8.3.3.2.4. By End-User

9. Europe Human Resource Management Software Market Outlook

• 9.1. Market Size & Forecast
  • 9.1.1.By Value
• 9.2. Market Share & Forecast
  • 9.2.1.By Type
  • 9.2.2.By Deployment Mode
  • 9.2.3.By Organization Size
  • 9.2.4.By End-User
  • 9.2.5.By Country
• 9.3. Europe: Country Analysis
  • 9.3.1.Germany Human Resource Management Software 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 Type
      • 9.3.1.2.2. By Deployment Mode
      • 9.3.1.2.3. By Organization Size
      • 9.3.1.2.4. By End-User
  • 9.3.2.France Human Resource Management Software 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 Type
      • 9.3.2.2.2. By Deployment Mode
      • 9.3.2.2.3. By Organization Size
      • 9.3.2.2.4. By End-User
  • 9.3.3.United Kingdom Human Resource Management Software 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 Type
      • 9.3.3.2.2. By Deployment Mode
      • 9.3.3.2.3. By Organization Size
      • 9.3.3.2.4. By End-User
  • 9.3.4.Italy Human Resource Management Software 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 Type
      • 9.3.4.2.2. By Deployment Mode
      • 9.3.4.2.3. By Organization Size
      • 9.3.4.2.4. By End-User
  • 9.3.5.Spain Human Resource Management Software 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 Type
      • 9.3.5.2.2. By Deployment Mode
      • 9.3.5.2.3. By Organization Size
      • 9.3.5.2.4. By End-User
  • 9.3.6.Netherlands Human Resource Management Software 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 Type
      • 9.3.6.2.2. By Deployment Mode
      • 9.3.6.2.3. By Organization Size
      • 9.3.6.2.4. By End-User
  • 9.3.7.Belgium Human Resource Management Software 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 Type
      • 9.3.7.2.2. By Deployment Mode
      • 9.3.7.2.3. By Organization Size
      • 9.3.7.2.4. By End-User

10. South America Human Resource Management Software Market Outlook

• 10.1. Market Size & Forecast
  • 10.1.1. By Value
• 10.2. Market Share & Forecast
  • 10.2.1. By Type
  • 10.2.2. By Deployment Mode
  • 10.2.3. By Organization Size
  • 10.2.4. By End-User
  • 10.2.5. By Country
• 10.3. South America: Country Analysis
  • 10.3.1. Brazil Human Resource Management Software 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 Type
      • 10.3.1.2.2. By Deployment Mode
      • 10.3.1.2.3. By Organization Size
      • 10.3.1.2.4. By End-User
  • 10.3.2. Colombia Human Resource Management Software 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 Type
      • 10.3.2.2.2. By Deployment Mode
      • 10.3.2.2.3. By Organization Size
      • 10.3.2.2.4. By End-User
  • 10.3.3. Argentina Human Resource Management Software 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 Type
      • 10.3.3.2.2. By Deployment Mode
      • 10.3.3.2.3. By Organization Size
      • 10.3.3.2.4. By End-User
  • 10.3.4. Chile Human Resource Management Software 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 Type
      • 10.3.4.2.2. By Deployment Mode
      • 10.3.4.2.3. By Organization Size
      • 10.3.4.2.4. By End-User

11. Middle East & Africa Human Resource Management Software Market Outlook

• 11.1. Market Size & Forecast
  • 11.1.1. By Value
• 11.2. Market Share & Forecast
  • 11.2.1. By Type
  • 11.2.2. By Deployment Mode
  • 11.2.3. By Organization Size
  • 11.2.4. By End-User
  • 11.2.5. By Country
• 11.3. Middle East & Africa: Country Analysis
  • 11.3.1. Saudi Arabia Human Resource Management Software 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 Type
      • 11.3.1.2.2. By Deployment Mode
      • 11.3.1.2.3. By Organization Size
      • 11.3.1.2.4. By End-User
  • 11.3.2. UAE Human Resource Management Software 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 Type
      • 11.3.2.2.2. By Deployment Mode
      • 11.3.2.2.3. By Organization Size
      • 11.3.2.2.4. By End-User
  • 11.3.3. South Africa Human Resource Management Software 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 Type
      • 11.3.3.2.2. By Deployment Mode
      • 11.3.3.2.3. By Organization Size
      • 11.3.3.2.4. By End-User
  • 11.3.4. Turkey Human Resource Management Software 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 Type
      • 11.3.4.2.2. By Deployment Mode
      • 11.3.4.2.3. By Organization Size
      • 11.3.4.2.4. By End-User

12. Asia-Pacific Human Resource Management Software Market Outlook

• 12.1. Market Size & Forecast
  • 12.1.1. By Value
• 12.2. Market Share & Forecast
  • 12.2.1. By Type
  • 12.2.2. By Deployment Mode
  • 12.2.3. By Organization Size
  • 12.2.4. By End-User
  • 12.2.5. By Country
• 12.3. Asia-Pacific: Country Analysis
  • 12.3.1. China Human Resource Management Software 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 Type
      • 12.3.1.2.2. By Deployment Mode
      • 12.3.1.2.3. By Organization Size
      • 12.3.1.2.4. By End-User
  • 12.3.2. India Human Resource Management Software 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 Type
      • 12.3.2.2.2. By Deployment Mode
      • 12.3.2.2.3. By Organization Size
      • 12.3.2.2.4. By End-User
  • 12.3.3. Japan Human Resource Management Software 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 Type
      • 12.3.3.2.2. By Deployment Mode
      • 12.3.3.2.3. By Organization Size
      • 12.3.3.2.4. By End-User
  • 12.3.4. South Korea Human Resource Management Software 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 Type
      • 12.3.4.2.2. By Deployment Mode
      • 12.3.4.2.3. By Organization Size
      • 12.3.4.2.4. By End-User
  • 12.3.5. Australia Human Resource Management Software 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 Type
      • 12.3.5.2.2. By Deployment Mode
      • 12.3.5.2.3. By Organization Size
      • 12.3.5.2.4. By End-User
  • 12.3.6. Thailand Human Resource Management Software 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 Type
      • 12.3.6.2.2. By Deployment Mode
      • 12.3.6.2.3. By Organization Size
      • 12.3.6.2.4. By End-User
  • 12.3.7. Malaysia Human Resource Management Software 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 Type
      • 12.3.7.2.2. By Deployment Mode
      • 12.3.7.2.3. By Organization Size
      • 12.3.7.2.4. By End-User

13. Market Dynamics

• 13.1. Drivers
• 13.2. Challenges

14. Market Trends and Developments

15. Company Profiles

• 15.1. SAP SE
  • 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. UKG Inc.
  • 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. Workday Inc.
  • 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. ADP, 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. Oracle Corporation
  • 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. Accenture PLC
  • 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. Cegid Group
  • 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. IBM Corporation
  • 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

16. Strategic Recommendations

17. About Us & Disclaimer