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市场调查报告书
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1733288

2026 年至 2032 年人力资源技术市场规模（按部署类型、应用、最终用户产业、公司类型和地区划分）

Human Resource Technology Market Size By Deployment Mode, Application, End-User Industry, Enterprise Type, & 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

人力资源技术市场评估 - 2026-2032

整合的申请人追踪系统透过发布职位、搜寻合格候选人和管理面试来简化招募流程。只需点击几下即可完成入职、培训和社会福利管理。因此，简单快速的申请人追踪系统方便了人力资源的工作，推动市场规模在 2024 年超过 2.3751 亿美元，到 2032 年达到约 3.6507 亿美元的估值。

人力资源技术使日程管理、时间核准和 PTO 请求变得更加容易。人力资源技术可以实现更好的员工监督、客户服务和高效率的决策。因此，效率和决策将推动人力资源技术市场在 2026 年至 2032 年期间以 6.09% 的复合年增长率成长。

人力资源技术市场定义/概述

人力资源技术（HR tech）是指有助于简化和自动化人力资源职能的软体，有时也包括硬体。旨在简化关键人力资源业务的一系列数位解决方案。人力资源技术，也称为人力资源资讯系统 (HRIS)，涵盖了各个领域使用的 IT主导解决方案。人力资源职能包括招募和选拔、薪资管理、薪资核算、绩效管理、培训和发展以及人事管理。

此技术服务多位相关人员，包括管理人员、员工和人力资源负责人。它的可近性各不相同，有利于快速收集、整理资讯和与员工沟通。此外，人力资源技术可以减少管理业务，使人力资源部门能够专注于更有影响力的人力资源活动，同时为管理阶层提供做出明智决策所需的工具。

巨量资料是当今推动人力资源科技发展的趋势之一。这有助于人力资源负责人了解他们的客户、目标受众和市场。它也提供了与客户沟通的场所。巨量资料还可以与其他技术结合，提供深入的知识，协助人力资源负责人做出及时有效的决策。巨量资料还提供了整个劳动力的整体情况并有助于分析决策。并非每个企业都需要先进的系统，市场上有许多供应商提供各种规模和类型的产品。企业关注的因素包括成本、员工数量、效率水准、现有设备和软体等。

技术型人力资源生产力和效率的提升如何推动人力资源技术市场的成长？

自动化系统和技术减少了文书工作和资料输入等繁琐的行政业务，使人力资源负责人能够将精力集中在更具策略性的计划上。结果是提高了生产力并减少了人工错误。此外，云端基础的平台等现代通讯技术使人力资源负责人能够轻鬆地与员工和候选人互动和协作，从而减少回应时间并让每个人都了解情况。

数位化人力资源系统使人力资源经理能够快速、方便地储存和存取员工数据，从而无需容易出现错误和不一致的纸本系统。这可确保员工资讯（包括个人资讯、工作经验和绩效统计资料）始终准确且最新。此外，数位系统为敏感的员工资料提供了一个安全的平台，防止不必要的存取和利用。

薪资核算系统等人力资源程序的自动化可以加快产生准确的薪资单和报税表，消除手动计算的需要，并最大限度地减少出错的机会。同样，招聘软体可以透过自动化职位发布、履历筛检和申请人监控来加快和简化招聘流程。

人力资源分析解决方案使人力资源团队能够收集和分析大量员工数据，包括绩效评估、出勤记录、调查回覆等。这些资讯可用于分析模式和趋势并评估人力资源政策和计划的有效性。有了这些数据，人力资源负责人可以就员工敬业度、绩效管理和劳动力规划做出更明智的决策。例如，透过检查员工回馈数据，人力资源团队可以识别可能需要进一步支持或培训的员工群体，并就如何解决这些问题做出明智的决定。

人力资源入口网站和行动应用程式等数位工具和平台使员工可以轻鬆存取薪资、社会福利资讯和业务政策等重要资讯。可访问性和开放性的提高意味着员工会感到更有知识，对工作更投入。此外，数位学习系统使员工能够使用线上培训和开发工具，从而让他们能够掌控自己的职业发展。

采用人力资源技术的高成本如何阻碍人力资源（HR）的成长

人力资源技术市场的成长受到哪些阻碍？

儘管技术为人力资源管理带来许多好处，但其实施成本高昂，中小企业可能无法负担实施人力资源技术的费用，这是人力资源技术市场的限制因素。这些成本包括购买软体许可证、升级技术、提供员工培训等。此外，某些技术解决方案需要持续的维护和支持，从而增加成本。因此，人力资源负责人必须仔细考虑采用新技术的成本和效益，并确保支出与组织目标和预算限制相符。

随着数位工具和平台变得越来越普遍，个人资料和绩效报告等机密员工资讯外洩的风险也随之增加。为了减轻这种担忧，人力资源负责人应该与 IT负责人合作，确保采取强有力的安全措施。这包括实施强密码流程、加密资料、经常备份资料以防止遗失或损坏，以及确保员工熟悉安全措施。

在引入人力资源管理新技术时，重要的是评估如何将其与现有的人力资源系统和流程结合。为此，您需要确保任何新工具或平台都能与您现有的人力资源系统有效合作，包括薪资、社会福利和绩效管理。这种方法有助于消除重复的资料输入并减少错误或衝突的机会。此外，整合允许多个系统之间进行安全的资料交换，从而提供全面的人力资源资讯视图。人力资源负责人应与 IT负责人合作，确保新技术解决方案无缝整合到现有的人力资源系统和流程中。

目录

第一章 全球人力资源技术市场介绍

  • 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 全球人力资源技术市场展望

  • 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 全球人力资源科技市场依部署类型划分

  • 概述
  • 云端基础
  • 本地

6. 全球人力资源技术市场（按应用）

  • 概述
  • 薪资管理
  • 人才管理
  • 劳动力管理
  • 招募管理
  • 绩效管理
  • 其他的

7. 全球人力资源技术市场（依最终用户产业划分）

  • 概述
  • 通讯/IT
  • BFSI
  • 零售
  • 卫生保健
  • 政府
  • 其他的

第八章 全球人力资源科技市场（依公司规模）

  • 概述
  • 超过5000人
  • 1,000-5,000人
  • 501-1,000人
  • 51-500人
  • 0-50人

9. 全球人力资源技术市场（按地区）

  • 概述
  • 北美洲
    • 美国
    • 加拿大
    • 墨西哥
  • 欧洲
    • 德国
    • 英国
    • 法国
    • 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
    • 沙乌地阿拉伯
    • 阿拉伯聯合大公国
    • 南非
    • 其他中东和非洲地区

第十章全球人力资源技术市场的竞争格局

  • 概述
  • 各公司市场排名
  • 重点发展策略
  • 公司产业布局
  • 区域足迹
  • 艾斯·马蒂克斯

第十一章 公司简介

  • SAP SE
  • ADP
  • Oracle
  • Microsoft
  • UKG Inc
  • Workday
  • SumTotal Systems
  • Ceridian
  • IBM
  • Cegid

第十二章 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

第十三章 附录

    • 相关调查
简介目录
Product Code: 59248

Human Resource (HR) Technology Market Valuation - 2026-2032

The integrated applicant tracking system streamlines the hiring process by posting openings, locating qualified individuals, and managing interviews. Onboarding, training, and benefits administration may be completed with a few clicks. Thus, the easy and quick applicant tracking system makes the work easier for HR and is driving the market size to surpass USD 237.51 Million in 2024 to reach a valuation of around USD 365.07 Million by 2032.

HR technology makes it easy to manage scheduling, time approvals, and PTO requests. HR technology enables better staff oversight, customer service, and efficient decision-making. Thus, efficiency and decision making is enabling the HR technology market to grow at a CAGR of 6.09% from 2026 to 2032.

Human Resource (HR) Technology Market: Definition/ Overview

Human resource (HR) technology, HR tech, refers to software and, in some cases, hardware that helps to streamline and automate HR department functions. It's simply a collection of digital solutions designed to streamline critical HR operations. HR Technology, also known as Human Resource Information Systems (HRIS), encompasses IT-driven solutions utilized across various. HR functions include recruitment and selection, compensation management, payroll, performance management, training and development, and HR administration.

This technology serves multiple stakeholders including managers, employees, and HR professionals. Its accessibility can vary, and it facilitates swift information gathering, collation, and communication with employees. Moreover, HR Technology can alleviate administrative tasks, empowering HR departments to concentrate on more impactful HR activities, while also providing managers with the necessary tools for informed decision-making.

Big Data is one of the trends driving HR technology in recent times. This helps HR professionals to understand their clients, target audience, and market. It also provides a forum for customer communication. Big Data can also be connected with other technologies to provide in-depth knowledge and assist HR professionals to make timely, effective decisions. Big Data also provides a full image of the entire workforce and helps with analytical decision-making. Not all firms require a sophisticated system, and numerous vendors in the marketplace provide every size and type of product imaginable. Some concerns for corporations include cost, the number of employees, the degree of efficiency, and the company's existing gear and software.

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How the Increasing Productivity and Efficiency of HR by Technology is Driving the Growth of the Human Resource (HR) Technology Market?

Automated systems and technologies have reduced tiresome administrative duties like paperwork and data entry, allowing HR professionals to refocus their efforts on more strategic projects. This has resulted in increased productivity and a decrease in manual errors. In addition, modern communication technologies such as cloud-based platforms have allowed HR staff to effortlessly interact and cooperate with employees and candidates, reducing reaction time and keeping everyone informed.

Digital HR systems enable HR managers to rapidly and conveniently store and access employee data, removing the need for paper-based systems that are prone to errors and inconsistencies. This ensures that employee information, such as personal details, job history, and performance statistics, is always correct and up to date. Furthermore, digital systems offer a safe platform for sensitive employee data, preventing unwanted access or exploitation.

Automating HR procedures, such as payroll systems, can speed up the preparation of accurate paychecks and tax forms, removing the need for manual computations and minimizing the chance of errors. Similarly, recruitment software may automate job posting, resume screening, and applicant monitoring, thereby speeding up and streamlining the recruitment process.

HR analytics solutions enable HR teams to collect and analyze vast amounts of employee data, including as performance reviews, attendance records, and survey replies. This information can be utilized to analyze patterns and trends, as well as assess the efficacy of HR policies and programs. Using this data, HR professionals may make better-informed decisions about employee engagement, performance management, and workforce planning. For example, by examining employee feedback data, HR teams can identify areas where employees may require further support or training and make informed decisions about how to address these concerns.

Employees may easily access crucial information, such as pay stubs, benefits information, and business policies, thanks to digital tools and platforms like HR portals and mobile apps. Improved accessibility and openness can make employees feel more educated and engaged at work. Furthermore, digital learning systems can give employees access to online training and development tools, allowing them to take control of their professional development.

How the High Cost Associated with the Implementation of HR Technology is Hampering the

Growth of the Human Resource (HR) Technology Market?

Technology has many advantages for HR administration, but its deployment can be expensive, thus, small and medium-sized enterprises may not be able to afford the HR tech, and this acts as a limiting factor for the human resource (HR) technology market. These costs may include purchasing software licensing, upgrading technology, and providing employee training. Furthermore, certain technology solutions demand ongoing maintenance and support, which raises costs. As a result, HR professionals must carefully consider the costs and benefits of implementing new technology, ensuring that expenditures are aligned with the organization's goals and budget restrictions.

As digital tools and platforms grow more common, there is a greater risk of sensitive employee information, such as personal data and performance reports, becoming compromised. To alleviate these concerns, HR professionals should work together with their IT counterparts to ensure the deployment of strong security measures. This could include implementing strong password processes, encrypting data, frequently backing up data to avoid loss or damage, and raising staff understanding of security safeguards.

Deploying new technology for HR management is critical to evaluate how it will integrate with existing HR systems and processes. This requires ensuring that the new tools and platforms work effectively with existing HR systems like as payroll, benefits, and performance management. This method helps to eliminate duplicate data entering and reduces the possibility of errors or conflicts. Furthermore, integration enables secure data interchange between several systems, resulting in a comprehensive view of personnel information. HR professionals should work with their IT counterparts to ensure that new technology solutions are seamlessly integrated into existing HR systems and processes.

Category-Wise Acumens

Will Cloud-based Systems Help the Human Resource (HR) Technology Market Grow?

The Cloud-based segment is experiencing significant growth in the HR technology market and is expected to continue its growth throughout the forecast period. The cloud-driven technologies are accessing documents and other prominent files effortlessly, which is driving the growth of the cloud-based segment in the market. Centralizing data streamlines workflows and operations across the enterprise, resulting in enhanced efficiency. Cloud solutions positively impact several facets of operations, including product development, workforce management, and business integration.

In addition, cloud-based software aids companies in saving money in various ways. Unlike traditional systems, cloud-based solutions don't entail high initial investment or maintenance fees. According to verified research, 51% of professionals utilize cloud-based HR systems for cost savings. Additionally, cloud-based platforms offer robust reporting and analytics capabilities. Artificial intelligence integrated into HR systems can track employee performance and make decisions to address productivity issues.

Cloud-based systems are compatible with HR professionals, allowing them to operate the system from smartphones, providing convenience and flexibility. This level of adaptability enables employees to promptly address and resolve issues, thereby enhancing productivity and efficiency. The mobile-friendly user interface facilitates quick and effortless adjustment to cloud-based HR programs. According to a 2022 report by PwC HR Tech, companies not utilizing cloud-based HR programs are four times more likely to encounter barriers in improving user experience.

How Talent Management is Driving the Growth of the Human Resource (HR) Technology Market?

The talent management segment is significantly dominating the HR technology market. Talent management ensures that each employee's specific skills and talents are matched with the right job and that job compensation is fair. It also transparently outlines future career paths, serving as a motivating factor for improved job opportunities both within and outside the organization. This comprehensive approach offers employees a clearer perspective on their roles and facilitates the organization in hiring the most suitable candidates. Consequently, talent management plays a pivotal role in driving growth within the HR technology market.

In addition, talent management encompasses a range of processes aimed at identifying, deploying, and effectively managing individuals to execute the organization's business strategy. It serves as a structured framework to nurture and advance the progress of highly talented and skilled individuals within the organization, utilizing predefined guidelines, resources, policies, and processes.

Also, talent management equips managers with the necessary processes and tools to support and empower their teams. This fosters clarity regarding expectations from employees, thereby enhancing working relationships. Consequently, investing in talent management not only yields a high return on investment but also cultivates a diverse pool of talent within the organization.

Country/Region-wise Acumens

Will North America Prove Opportunistic for Human Resource (HR) Technology Market?

North America holds the leading position in the human resource (HR) technology market and is projected to continue its growth throughout the forecast period. The region is driven by the advanced technology and the presence of major market players in the region. The constant initiative was taken by the key players in the region such as Oracle, Microsoft, UKG Inc, Workday, SumTotal Systems, Ceridian, IBM, etc. For instance,

In March 2024 Oracle announced new generative AI capabilities within the Oracle Fusion Cloud Application Suite to enhance the employee and customer experience. These most recent AI additions include new generative AI capabilities embedded in existing business workflows across finance, supply chain, HR, sales, marketing, and services.

In August 2023, Oracle announced that Oracle ME an employee experience platform within the Oracle Fusion Cloud Human Capital Management (HCM) has been announced as the 2023 top HR product of the year.

The adoption of advanced technology such as artificial intelligence (AI) in the region is accelerating the market growth in the region. Companies are using AI to save the working hours of HR, for instance, Microsoft's HR team with the help of AI saves 20,000 hours per year. The major players in the region are contributing to the market growth through partnership, collaboration, and acquisition. For instance,

In May 2023, UKG announced the partnership with Google Cloud to bring the Google Cloud Generative (AI) capabilities into the UKG human capital management (HCM) suite.

Competitive Landscape

The HR technology market is a dynamic and competitive space. Success hinges on offering a feature-rich, user-friendly, and innovative solution that caters to the evolving needs of HR departments and the modern workforce. The market is a mix of well-established, comprehensive HR technology suites offered by companies alongside niche players specializing in specific HR functions like talent acquisition (Greenhouse, iCIMS) or learning and development (Cornerstone OnDemand, Udemy for Business).

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 human resource (HR) technology market include:

  • SAP SE
  • ADP
  • Oracle
  • Microsoft
  • UKG Inc
  • Workday
  • SumTotal Systems
  • Ceridian
  • IBM
  • Cegid

Latest Developments

  • In February 2024, Workday announced a strategic partnership with Insperity, Inc. to jointly develop a brand market and sell a preeminent HR solution for small and middle-size businesses.
  • In May 2023, Workday announced a new vendor management system (VMS) designed to help employers manage external workers, including contractors, and full-time employees.
  • In October 2020, Cegid announced the launch of Cegid Talent Plug and Play Edition to facilitate professionals in the field of Accounting, Tax, Payroll, and Human Resources. Cegid Talent Plug & Play is preconfigured for rapid and easy deployment in customer companies. It allows you to streamline your recruitment, training, and employee performance management processes in record time.
  • In September 2019, Cegid announced the acquisition of Meta4 a Spanish Payroll and HR Cloud solution publisher. This acquisition to deliver a comprehensive range of Payroll and Human Resources software to firms of all sizes in the French market, while also opening up new international expansion potential.

Human Resource (HR) Technology Market, By Category

  • Deployment Mode:
  • Cloud-Based
  • On-Premise
  • Application:
  • Payroll Management
  • Performance Management
  • Talent Management
  • Recruitment
  • Workforce Management
  • End-User Industry:
  • Telecom & IT
  • Retail
  • Banking, Financial Services & Insurance (BFSI)
  • Healthcare
  • Government
  • Enterprise Type:
  • Small and Medium-Sized Enterprises
  • Large Enterprises
  • Region:
  • North America
  • Europe
  • Asia-Pacific
  • South America
  • Middle East & Africa

TABLE OF CONTENTS

1 INTRODUCTION OF GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY 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 HUMAN RESOURCE (HR) TECHNOLOGY MARKET OUTLOOK

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

5 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET, BY DEPLOYMENT

  • 5.1 Overview
  • 5.2 Cloud-Based
  • 5.3 On-Premise

6 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET, BY APPLICATION

  • 6.1 Overview
  • 6.2 Payroll Management
  • 6.3 Talent Management
  • 6.4 Workforce Management
  • 6.5 Recruitment
  • 6.6 Performance Management
  • 6.7 Others

7 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET, BY END USER INDUSTRY

  • 7.1 Overview
  • 7.2 Telecom & IT
  • 7.3 BFSI
  • 7.4 Retail
  • 7.5 Healthcare
  • 7.6 Government
  • 7.7 Others

8 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET, BY COMPANY SIZE

  • 8.1 Overview
  • 8.2 Above 5000
  • 8.31001-5000
  • 8.4 5011000
  • 8.5 51-500
  • 8.6 0-50

9 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET, BY GEOGRAPHY

  • 9.1 Overview
  • 9.2 North America
    • 9.2.1 U.S.
    • 9.2.2 Canada
    • 9.2.3 Mexico
  • 9.3 Europe
    • 9.3.1 Germany
    • 9.3.2 U.K.
    • 9.3.3 France
    • 9.3.4 Rest of Europe
  • 9.4 Asia Pacific
    • 9.4.1 China
    • 9.4.2 Japan
    • 9.4.3 India
    • 9.4.4 Rest of Asia Pacific
  • 9.5 Latin America
    • 9.5.1 Brazil
    • 9.5.2 Argentina
    • 9.5.3 Rest of Latin America
  • 9.6 Middle East and Africa
    • 9.6.1 Saudi Arabia
    • 9.6.2 UAE
    • 9.6.3 South Africa
    • 9.6.4 Rest of Middle East and Africa

10 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET COMPETITIVE LANDSCAPE

  • 10.1 Overview
  • 10.2 Company Market Ranking
  • 10.3 Key Development Strategies
  • 10.4 Company Industry Footprint
  • 10.5 Company Regional Footprint
  • 10.6 Ace Martix

11 COMPANY PROFILES

  • 11.1 SAP SE
    • 11.1.1 Overview
    • 11.1.2 Company Insights
    • 11.1.3 Business Breakdown
    • 11.1.4 Product Outlook
    • 11.1.5 Key Developments
    • 11.1.6 Winning Imperatives
    • 11.1.7 Current Focuse and Strategies
    • 11.1.8 Threat From Competition
    • 11.1.9 Swot Analysis
  • 11.2 ADP
    • 11.2.1 Overview
    • 11.2.2 Company Insights
    • 11.2.3 Business Breakdown
    • 11.2.4 Product Outlook
    • 11.2.5 Key Developments
    • 11.2.6 Winning Imperatives
    • 11.2.7 Current Focuse and Strategies
    • 11.2.8 Threat From Competition
    • 11.2.9 Swot Analysis
  • 11.3 Oracle
    • 11.3.1 Overview
    • 11.3.2 Company Insights
    • 11.3.3 Business Breakdown
    • 11.3.4 Product Outlook
    • 11.3.5 Key Developments
    • 11.3.6 Winning Imperatives
    • 11.3.7 Current Focuse and Strategies
    • 11.3.8 Threat From Competition
    • 11.3.9 Swot Analysis
  • 11.4 Microsoft
    • 11.4.1 Overview
    • 11.4.2 Company Insights
    • 11.4.3 Business Breakdown
    • 11.4.4 Product Outlook
    • 11.4.5 Key Developments
    • 11.4.6 Winning Imperatives
    • 11.4.7 Current Focuse and Strategies
    • 11.4.8 Threat From Competition
    • 11.4.9 Swot Analysis
  • 11.5 UKG Inc
    • 11.5.1 Overview
    • 11.5.2 Company Insights
    • 11.5.3 Business Breakdown
    • 11.5.4 Product Outlook
    • 11.5.5 Key Developments
    • 11.5.6 Winning Imperatives
    • 11.5.7 Current Focuse and Strategies
    • 11.5.8 Threat From Competition
    • 11.5.9 Swot Analysis
  • 11.6 Workday
    • 11.6.1 Overview
    • 11.6.2 Company Insights
    • 11.6.3 Business Breakdown
    • 11.6.4 Product Outlook
    • 11.6.5 Key Developments
    • 11.6.6 Winning Imperatives
    • 11.6.7 Current Focuse and Strategies
    • 11.6.8 Threat From Competition
    • 11.6.9 Swot Analysis
  • 11.7 SumTotal Systems
    • 11.7.1 Overview
    • 11.7.2 Company Insights
    • 11.7.3 Business Breakdown
    • 11.7.4 Product Outlook
    • 11.7.5 Key Developments
    • 11.7.6 Winning Imperatives
    • 11.7.7 Current Focuse and Strategies
    • 11.7.8 Threat From Competition
    • 11.7.9 Swot Analysis
  • 11.8 Ceridian
    • 11.8.1 Overview
    • 11.8.2 Company Insights
    • 11.8.3 Business Breakdown
    • 11.8.4 Product Outlook
    • 11.8.5 Key Developments
    • 11.8.6 Winning Imperatives
    • 11.8.7 Current Focuse and Strategies
    • 11.8.8 Threat From Competition
    • 11.8.9 Swot Analysis
  • 11.9 IBM
    • 11.9.1 Overview
    • 11.9.2 Company Insights
    • 11.9.3 Business Breakdown
    • 11.9.4 Product Outlook
    • 11.9.5 Key Developments
    • 11.9.6 Winning Imperatives
    • 11.9.7 Current Focuse and Strategies
    • 11.9.8 Threat From Competition
    • 11.9.9 Swot Analysis
  • 11.10 Cegid
    • 11.10.1 Overview
    • 11.10.2 Company Insights
    • 11.10.3 Business Breakdown
    • 11.10.4 Product Outlook
    • 11.10.5 Key Developments
    • 11.10.6 Winning Imperatives
    • 11.10.7 Current Focuse and Strategies
    • 11.10.8 Threat From Competition
    • 11.10.9 Swot Analysis

12 KEY DEVELOPMENTS

  • 12.1 Product Launches/Developments
  • 12.2 Mergers and Acquisitions
  • 12.3 Business Expansions
  • 12.4 Partnerships and Collaborations

13 Appendix

    • 13.1.1 Related Research