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市场调查报告书
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1733270

人力资源分析市场规模：2026-2032 年，依组件、实施类型、产品、产业垂直和地区划分

HR Analytics Market Size By Component, Deployment Mode, Product, Vertical (Banking, Financial Services, and Insurance, Telecom And IT, Consumer Goods And Retail, Healthcare, Manufacturing), & Region for 2026-2032
出版日期: | 出版商: Verified Market Research | 英文 202 Pages | 商品交期: 2-3个工作天内

价格
简介目录

人力资源分析市场评估（2026-2032）

2024 年人力资源分析市场规模价值 26.8291 亿美元，预计到 2032 年将成长 126.494 亿美元，预测期内复合年增长率为 21.39%。人力资源管理中对数据主导决策的需求正在推动人力资源分析的需求。公司看到了使用数据来改善招募、员工敬业度、绩效管理和劳动力规划的好处。

随着远距办公的兴起和劳动力动态的变化，公司正在寻找分析工具来帮助他们了解员工的生产力、幸福感和留任率。此外，对多元化和包容性努力的日益重视也需要有效的分析来追踪成功并确定需要改进的领域。整体而言，对于希望优化劳动力策略和推动企业成功的组织来说，人力资源分析变得越来越重要。

人力资源分析市场定义/概述

人力资源分析是应用资料分析和统计工具来评估和增强人力资源流程和结果。收集和分析员工数据，以深入了解人才趋势、招募效率、员工绩效、参与度和留任率。组织可以使用这些数据做出更明智的决策，优化劳动力管理策略并提高整体效率。

HR Analytics 使用数据和统计分析来改善人力资源活动和决策。它使企业能够追踪员工绩效、优化招募流程并分析员工生产力。它还揭示了与多元化和包容性相关的趋势和模式，从而实现数据主导的决策，从而改善整体员工福祉和组织效率。

预测分析和人工智慧对于人力资源分析的未来至关重要，能够帮助做出更明智的劳动力管理决策。组织将越来越依赖这些技术来预测员工离职率、确定技能差距并调整劳动力发展策略。此外，结合来自多个来源的即时数据可以提高员工参与度和绩效追踪。由于组织优先考虑多元化和包容性，人力资源分析对于评估和加强这些计划至关重要，从而提高员工的生产力和满意度。

数据主导的决策将如何增强人力资源分析市场中的员工留任策略？

数据主导的决策使组织能够对员工行为和满意度获得可行的洞察，从而改善人力资源分析市场中的员工保留策略。透过分析员工调查、绩效评估和离职面谈的数据，人力资源部门可以发现影响员工流动的模式和原因。例如，分析可以突显员工敬业度得分和留任率之间的相关性，使组织能够专注于特定的改进部分，例如职场文化、职业发展可能性或薪酬结构。

此外，数据主导的方法允许组织根据特定员工的需求和偏好自订保留工作。人力资源部可以根据人口统计、工作职责和职业目标对员工进行细分，从而提高员工敬业度。预测分析还可以帮助识别正在考虑离职的有风险的员工，从而及时采取干预措施，例如指导计划和职业发展讨论。

资料隐私和安全问题如何阻碍人力资源分析市场的成长？

对资料隐私和安全的担忧加剧了组织对管理敏感员工资讯的担忧，阻碍了人力资源分析市场的成长。随着人力资源分析越来越依赖大量个人资料（包括绩效衡量和健康资讯），资料外洩的可能性引发了严重的法律和道德问题。组织必须遵守严格的资料保护标准，例如 GDPR 和 CCPA，这些标准因地区而异，使合规工作变得复杂。

此外，对资讯外洩和未授权存取员工资料的担忧会削弱员工与公司之间的信任。担心个人资讯保护的员工不太可能参与资料收集活动或提供正确的信息，从而降低人力资源分析的效用。这些担忧可能会阻碍新型人力资源分析工具的采用，限制市场成长潜力，并阻止组织充分利用数据主导的洞察力来改善人员管理和决策。

目录

第一章 人力资源分析的全球市场采用情况

  • 市场概览
  • 研究范围
  • 先决条件

第二章执行摘要

第三章：已验证的市场研究调查方法

  • 资料探勘
  • 验证
  • 第一手资料
  • 资料来源列表

第四章 全球人力资源分析市场展望

  • 概述
  • 市场动态
    • 驱动程式
    • 限制因素
    • 机会
  • 波特五力模型
  • 价值链分析

第五章 全球人力资源分析市场（依产品划分）

  • 概述
  • 员工发展
  • 招募
  • 劳动力管理
  • 其他的

第六章 全球人力资源分析市场（依产业垂直划分）

  • 概述
  • 银行、金融服务和保险（BFSI）
  • 通讯/IT
  • 消费品和零售
  • 卫生保健
  • 製造业
  • 其他的

第七章。全球人力资源分析市场（按组成部分）

  • 概述
  • 解决方案
  • 服务

第 8 章：按实施类型分類的全球人力资源分析市场

  • 概述
  • 本地
  • 云

第九章全球人力资源分析市场（按产品）

  • 概述
  • 员工发展
  • 招募
  • 员工管理

第十章全球人力资源分析市场（按地区）

  • 概述
  • 北美洲
    • 美国
    • 加拿大
    • 墨西哥
  • 欧洲
    • 德国
    • 英国
    • 法国
    • 义大利
    • 西班牙
    • 其他欧洲国家
  • 亚太地区
    • 中国
    • 日本
    • 印度
    • 其他亚太地区
  • 拉丁美洲
    • 巴西
    • 阿根廷
    • 其他拉丁美洲
  • 中东和非洲
    • 阿拉伯聯合大公国
    • 沙乌地阿拉伯
    • 南非
    • 其他中东和非洲地区

第 11 章全球人力资源分析市场的竞争格局

  • 概述
  • 各公司市场排名
  • 重点发展策略
  • 公司地理分布
  • 公司产业布局
  • ACE矩阵

第十二章 公司简介

  • Oracle Corporation
  • SAP SE
  • Workday
  • IBM Corporation
  • Ultimate Software Group
  • ADP LLC
  • Cornerstone OnDemand
  • Tableau Software Inc
  • Microsoft Corporation
  • PeopleSoft

第十三章 重大进展

  • 产品发布/开发
  • 合併与收购
  • 业务扩展
  • 伙伴关係与合作

第十四章 附录

  • 相关调查
简介目录
Product Code: 34026

HR Analytics Market Valuation 2026-2032

The HR analytics market size was valued at USD 2682.91 Million in 2024 and is projected to grow USD 12649.4 Million by 2032, exhibiting a CAGR of 21.39% during the forecast period. The demand for HR analytics is growing due to the necessity for data-driven decision-making in human resource management. Organizations are seeing the benefits of using data to improve recruiting, employee engagement, performance management, and workforce planning.

With the rise of remote work and changing workforce dynamics, businesses are looking for analytics tools to help them understand employee productivity, happiness, and retention. Furthermore, the rising emphasis on diversity and inclusion efforts necessitates effective analytics to track success and identify areas for improvement. Overall, HR analytics is becoming increasingly important for organizations seeking to optimize their workforce strategy and promote corporate success.

HR Analytics Market Definition/ Overview:

HR analytics is the application of data analysis and statistical tools to assess and enhance human resource processes and outcomes. It entails gathering and analyzing employee data to get knowledge of workforce trends, recruitment efficiency, employee performance, engagement, and retention. Organizations can use this data to make more informed decisions, optimize personnel management tactics, and increase overall efficiency.

HR Analytics uses data and statistical analysis to improve human resource activities and decision-making. It enables businesses to track employee performance, optimize recruitment processes, and analyze worker productivity. It also helps to discover trends and patterns linked to diversity and inclusion allowing organizations to make data-driven decisions that increase overall employee happiness and organizational effectiveness.

Predictive analytics and artificial intelligence will be essential to the future of HR analytics allowing for more informed workforce management decisions. Organizations will increasingly rely on these techniques to estimate staff turnover, identify skill gaps, and tailor employee development strategies. Furthermore, combining real-time data from many sources will improve employee engagement and performance tracking. As organizations prioritize diversity and inclusion, HR analytics will be critical in assessing and enhancing these programs resulting in a more productive and contented staff.

How Does Data-Driven Decision-Making Enhance Employee Retention Strategies in the HR Analytics Market?

Data-driven decision-making improves employee retention tactics in the HR analytics market by giving organizations actionable insights into employee behavior and satisfaction. HR departments can discover patterns and reasons influencing turnover by analyzing data from employee surveys, performance reviews, and exit interviews. For example, analytics can highlight connections between employee engagement scores and retention rates allowing organizations to focus on specific areas for improvement such as workplace culture, career development possibilities, and remuneration packages.

Furthermore, data-driven approaches enable organizations to tailor their retention efforts to specific employee needs and preferences. HR may increase employee engagement by segmenting them based on demographics, responsibilities, and career goals. Predictive analytics can also help identify at-risk employees who are considering leaving allowing for timely interventions like mentorship programs or career progression discussions.

How do Data Privacy and Security Concerns Hamper the Growth of the HR Analytics Market?

Data privacy and security concerns have hampered the growth of the HR analytics market by raising worries among organizations about the management of sensitive employee information. As HR analytics increasingly relies on significant amounts of personal data such as performance measurements and health information, the possibility of data breaches presents serious legal and ethical concerns. Organizations must follow strict data protection standards such as GDPR or CCPA which differ by area and complicate compliance efforts.

Furthermore, the fear of breaches and unauthorized access to employee data can cause a breakdown in trust between employees and companies. Employees who are concerned about the protection of their personal information are less likely to participate in data collection activities or offer correct information reducing the usefulness of HR analytics. This fear may hinder the adoption of novel HR analytics tools limiting the market's growth potential and preventing organizations from fully exploiting data-driven insights to improve personnel management and decision-making.

Category-Wise Acumens

How do Workforce Management Analytics Help Organizations Improve Employee Productivity and Performance?

Workforce Management is the most dominant segment in the HR analytics market. This dominance is primarily driven by organizations' growing demand to maximize workforce efficiency and productivity. With the changing nature of work including remote and hybrid models, businesses are turning to analytics solutions to monitor employee performance, attendance, and engagement. Organizations can use data-driven insights to make more informed resource allocation decisions, uncover skill gaps, and improve overall workforce planning.

Additionally, the emphasis on employee experience and retention has increased the importance of workforce management analytics. Organizations use HR analytics to track employee satisfaction, attrition rates, and career progression allowing them to create focused talent retention and development initiatives. As organizations prioritize developing a pleasant work culture, the demand for effective personnel management solutions is projected to rise. As a result, the workforce management category will continue to dominate the HR analytics market as businesses strive to use data to promote engagement and optimize their human capital strategy.

How Does the Reliance on Data-Driven Decision-Making in the BFSI Sector Enhance Operational Efficiency through HR Analytics?

The banking, financial services, and insurance (BFSI) sector dominates the HR analytics market. This dominance stems mostly from the industry's reliance on data-driven decision-making to improve operational efficiency, compliance, and personnel performance. The BFSI industry has severe regulatory requirements making it critical for organizations to use analytics for effective personnel management, risk assessment, and talent acquisition. Financial organizations can use HR analytics to identify talent gaps, optimize training programs, and increase employee retention, thereby increasing their competitive advantage.

Furthermore, the BFSI business is increasingly using new technologies like artificial intelligence and machine learning to better analyze employee data. This connectivity allows organizations to acquire a better understanding of employee behaviors, performance patterns, and engagement levels. As businesses in this industry prioritize digital transformation, the demand for advanced HR analytics solutions is projected to increase. As a result, the BFSI industry's emphasis on strategic workforce planning and analytics-driven HR initiatives strengthens its position as the leading player in the HR analytics market.

Country/Region-wise Acumens

How are Data-Driven Decision-Making Techniques Impacting Workforce Planning and Employee Engagement in the North American Region?

North America dominates the HR analytics market owing to its robust IT infrastructure and widespread use of data-driven decision-making techniques among organizations. The presence of several major technology companies and startups in the United States and Canada makes it easier to build and execute novel HR analytics solutions. Furthermore, firms in North America are expanding their investment in human capital management systems that include analytics to optimize workforce planning, boost employee engagement, and improve overall organizational performance.

Furthermore, the increased emphasis on diversity and inclusion initiatives in North American businesses increases the demand for HR analytics tools that may provide insights into worker demographics and measure progress. Companies use data to discover gaps in representation and establish targeted improvement plans. As organizations confront competitive pressures to attract and retain great personnel, the ability to effectively use data becomes critical. This emphasis on harnessing analytics for strategic HR initiatives strengthens North America's position as the leading region in the HR analytics market, influencing worldwide practices.

How Does the Growing Emphasis on Workforce Diversity and Inclusion Programs Affect the Demand for HR Analytics in the Asia Pacific Region?

The Asia Pacific region is the fastest-growing market for HR analytics, owing to rapid economic development, a big workforce, and increased recognition of the value of data-driven decision-making in human resources. Countries such as China, India, and Japan are seeing an increase in the use of HR analytics solutions as companies seek to improve efficiency and optimize people management methods. The region's increased use of digital technology and cloud computing makes modern HR analytics solutions easier to implement allowing organizations to efficiently analyze massive amounts of employee data.

Furthermore, in Asia Pacific, there is a growing emphasis on employee engagement, performance management, and talent acquisition prompting businesses to use analytics for better insights. As organizations struggle to attract and retain top people in a competitive market, they understand the importance of utilizing data to influence HR initiatives. The increased emphasis on workforce diversity and inclusion programs fuels the demand for HR analytics as businesses strive to track progress and promote significant change. Together, these factors make Asia Pacific the fastest-growing area in the HR analytics industry.

Competitive Landscape:

The 'HR Analytics Market' is a dynamic and competitive space, characterized by a diverse range of players vying for market share. These players are on the run for solidifying their presence through the adoption of strategic plans such as collaborations, mergers, acquisitions, and political support. The organizations are focusing on innovating their product line to serve the vast population in diverse regions.

Some of the prominent players operating in the HR analytics market are:

Workday

SAP SE

Oracle Corporation

IBM Corporation

Ultimate Software Group

ADP LLC

Cornerstone OnDemand

Tableau Software Inc

Microsoft Corporation

Latest Developments

In March 2024, Workday, a renowned HR software vendor, announced a strategic relationship with a data analytics startup to expand its HR analytics capabilities. This collaboration intends to give businesses better workforce insights and talent management recommendations using advanced data analysis.

In March 2024, UKG (previously Ultimate Software Group) announced its new HR analytics suite, which focuses on employee engagement, retention, and performance measurement. This suite includes customizable reports and dashboards to assist firms acquire a thorough insight into their personnel.

HR Analytics Market, By Category

  • Component
  • Solutions
  • Services
  • Deployment Mode
  • On-premises
  • Cloud
  • Product
  • Employee Development
  • Recruitment
  • Workforce Management
  • Others
  • Vertical
  • Banking, Financial Services and Insurance (BFSI)
  • Telecom & IT
  • Consumer Goods and Retail
  • Healthcare
  • Manufacturing
  • Others
  • Region:
  • North America
  • Europe
  • Asia Pacific
  • Rest of the World

TABLE OF CONTENTS

1 INTRODUCTION OF THE GLOBAL HR ANALYTICS MARKET

  • 1.1 Overview of the Market
  • 1.2 Scope of Report
  • 1.3 Assumptions

2 EXECUTIVE SUMMARY

3 RESEARCH METHODOLOGY OF VERIFIED MARKET RESEARCH

  • 3.1 Data Mining
  • 3.2 Validation
  • 3.3 Primary Interviews
  • 3.4 List of Data Sources

4 GLOBAL HR ANALYTICS MARKET OUTLOOK

  • 4.1 Overview
  • 4.2 Market Dynamics
    • 4.2.1 Drivers
    • 4.2.2 Restraints
    • 4.2.3 Opportunities
  • 4.3 Porter's Five Force Model
  • 4.4 Value Chain Analysis

5 GLOBAL HR ANALYTICS MARKET, BY PRODUCT

  • 5.1 Overview
  • 5.2 Employee Development
  • 5.3 Recruitment
  • 5.4 Workforce Management
  • 5.5 Others

6 GLOBAL HR ANALYTICS MARKET, BY VERTICAL

  • 6.1 Overview
  • 6.2 Banking, Financial Services and Insurance (BFSI)
  • 6.3 Telecom & IT
  • 6.4 Consumer Goods and Retail
  • 6.5 Healthcare
  • 6.6 Manufacturing
  • 6.7 Others

7 GLOBAL HR ANALYTICS MARKET, BY COMPONENT

  • 7.1 Overview
  • 7.2 Solution
  • 7.3 Services

8 GLOBAL HR ANALYTICS MARKET, BY DEPLOYMENT MODE

  • 8.1 Overview
  • 8.2 On-premise
  • 8.3 Cloud

9 GLOBAL HR ANALYTICS MARKET, BY PRODUCT

  • 9.1 Overview
  • 9.2 Employee Development
  • 9.3 Recruitment
  • 9.4 Workforce Management

10 GLOBAL HR ANALYTICS MARKET, BY GEOGRAPHY

  • 10.1 Overview
  • 10.2 North America
    • 10.2.1 The U.S.
    • 10.2.2 Canada
    • 10.2.3 Mexico
  • 10.3 Europe
    • 10.3.1 Germany
    • 10.3.2 The U.K.
    • 10.3.3 France
    • 10.3.4 Italy
    • 10.3.5 Spain
    • 10.3.6 Rest of Europe
  • 10.4 Asia Pacific
    • 10.4.1 China
    • 10.4.2 Japan
    • 10.4.3 India
    • 10.4.4 Rest of Asia Pacific
  • 10.5 Latin America
    • 10.5.1 Brazil
    • 10.5.2 Argentina
    • 10.5.3 Rest of LATAM
  • 10.6 Middle East and Africa
    • 10.6.1 UAE
    • 10.6.2 Saudi Arabia
    • 10.6.3 South Africa
    • 10.6.4 Rest of the Middle East and Africa

11 GLOBAL HR ANALYTICS MARKET COMPETITIVE LANDSCAPE

  • 11.1 Overview
  • 11.2 Company Market Ranking
  • 11.3 Key Development Strategies
  • 11.4 Company Regional Footprint
  • 11.5 Company Industry Footprint
  • 11.6 ACE Matrix

12 COMPANY PROFILES

  • 12.1 Oracle Corporation
    • 12.1.1 Company Overview
    • 12.1.2 Company Insights
    • 12.1.3 Business Breakdown
    • 12.1.4 Product Benchmarking
    • 12.1.5 Key Developments
    • 12.1.6 Winning Imperatives
    • 12.1.7 Current Focus & Strategies
    • 12.1.8 Threat from Competition
    • 12.1.9 SWOT Analysis
  • 12.2 SAP SE
    • 12.2.1 Company Overview
    • 12.2.2 Company Insights
    • 12.2.3 Business Breakdown
    • 12.2.4 Product Benchmarking
    • 12.2.5 Key Developments
    • 12.2.6 Winning Imperatives
    • 12.2.7 Current Focus & Strategies
    • 12.2.8 Threat from Competition
    • 12.2.9 SWOT Analysis
  • 12.3 Workday
    • 12.3.1 Company Overview
    • 12.3.2 Company Insights
    • 12.3.3 Business Breakdown
    • 12.3.4 Product Benchmarking
    • 12.3.5 Key Developments
    • 12.3.6 Winning Imperatives
    • 12.3.7 Current Focus & Strategies
    • 12.3.8 Threat from Competition
    • 12.3.9 SWOT Analysis
  • 12.4 IBM Corporation
    • 12.4.1 Company Overview
    • 12.4.2 Company Insights
    • 12.4.3 Business Breakdown
    • 12.4.4 Product Benchmarking
    • 12.4.5 Key Developments
    • 12.4.6 Winning Imperatives
    • 12.4.7 Current Focus & Strategies
    • 12.4.8 Threat from Competition
    • 12.4.9 SWOT Analysis
  • 12.5 Ultimate Software Group
    • 12.5.1 Company Overview
    • 12.5.2 Company Insights
    • 12.5.3 Business Breakdown
    • 12.5.4 Product Benchmarking
    • 12.5.5 Key Developments
    • 12.5.6 Winning Imperatives
    • 12.5.7 Current Focus & Strategies
    • 12.5.8 Threat from Competition
    • 12.5.9 SWOT Analysis
  • 12.6 ADP LLC
    • 12.6.1 Company Overview
    • 12.6.2 Company Insights
    • 12.6.3 Business Breakdown
    • 12.6.4 Product Benchmarking
    • 12.6.5 Key Developments
    • 12.6.6 Winning Imperatives
    • 12.6.7 Current Focus & Strategies
    • 12.6.8 Threat from Competition
    • 12.6.9 SWOT Analysis
  • 12.7 Cornerstone OnDemand
    • 12.7.1 Company Overview
    • 12.7.2 Company Insights
    • 12.7.3 Business Breakdown
    • 12.7.4 Product Benchmarking
    • 12.7.5 Key Developments
    • 12.7.6 Winning Imperatives
    • 12.7.7 Current Focus & Strategies
    • 12.7.8 Threat from Competition
    • 12.7.9 SWOT Analysis
  • 12.8 Tableau Software Inc
    • 12.8.1 Company Overview
    • 12.8.2 Company Insights
    • 12.8.3 Business Breakdown
    • 12.8.4 Product Benchmarking
    • 12.8.5 Key Developments
    • 12.8.6 Winning Imperatives
    • 12.8.7 Current Focus & Strategies
    • 12.8.8 Threat from Competition
    • 12.8.9 SWOT Analysis
  • 12.9 Microsoft Corporation
    • 12.9.1 Company Overview
    • 12.9.2 Company Insights
    • 12.9.3 Business Breakdown
    • 12.9.4 Product Benchmarking
    • 12.9.5 Key Developments
    • 12.9.6 Winning Imperatives
    • 12.9.7 Current Focus & Strategies
    • 12.9.8 Threat from Competition
    • 12.9.9 SWOT Analysis
  • 12.10 PeopleSoft
    • 12.10.1 Company Overview
    • 12.10.2 Company Insights
    • 12.10.3 Business Breakdown
    • 12.10.4 Product Benchmarking
    • 12.10.5 Key Developments
    • 12.10.6 Winning Imperatives
    • 12.10.7 Current Focus & Strategies
    • 12.10.8 Threat from Competition
    • 12.10.9 SWOT Analysis

13 KEY DEVELOPMENTS

  • 13.1 Product Launches/Developments
  • 13.2 Mergers and Acquisitions
  • 13.3 Business Expansions
  • 13.4 Partnerships and Collaborations

14 Appendix

  • 14.1 Related Research