人力资源与人事分析软体市场（按解决方案、服务、类型和地区）：未来预测（2026-2032 年）

人力资源与人事分析软体市场估值（2026-2032）

以数据主导的人才招募、留任和发展决策。透过基于技能且文化契合的招募策略，识别高绩效候选人。简化招募流程，缩短招募时间并降低每位员工的招募成本。利用数据减少偏见，打造公平包容的招募流程。因此，以数据主导的人才招募和保留决策将推动市场规模在2024年突破30.8亿美元，并在2032年达到约77.5亿美元的估值。

企业内部对提高效率和降低营运成本的追求日益增长，预计将推动各行各业对人力资源分析软体的需求。该计划将起到催化剂的作用，推动劳动力优化，并建立衡量方法，以提高整体员工绩效。企业内部对提高效率和降低营运成本的需求日益增长，推动市场在2026年至2032年间以13.50%的复合年增长率成长。

人才与人事分析软体市场的定义/概述

人才和人力资源分析软体能够帮助企业增强人力资本管理策略，提高员工敬业度和生产力，降低离职率，最终推动业务成功。这些技术使人力资源负责人和企业领导者能够做出符合组织目标和宗旨的资料主导决策。

组织越来越认识到人才的策略价值，并寻求提升绩效和最大化投资收益的方法。顶尖人才的竞争日益激烈，需要数据主导的策略来招募、留住和培养顶尖人才。此外，巨量资料和分析技术的兴起使人力资源部门能够从大量员工数据中获得关键洞察，揭示员工的模式和习惯。

透过采用人才和人力资源分析解决方案，企业可以改善人才招聘，提高员工留任率，透过有效的培训确保员工队伍面向未来，并制定与整体业务目标相符的策略性人力资源决策。随着市场环境的广泛发展以及人工智慧 (AI) 和机器学习 (ML) 的预期融合，人才和人力资源分析软体的未来前景一片光明，它将提供更深入的劳动力动态洞察，并推动企业迈向成功的数据主导人力资源管理。

企业越来越注重优化人力资本投资，这将如何推动人才和人力资源分析软体市场的发展？

企业越来越注重优化人力资本投资，以实现利润最大化。人才和人力资源分析工具能够提供关于员工模式和习惯的关键洞察，从而实现数据主导的决策流程，从而提升绩效并发现优化机会。因此，人才和人力资源分析软体的日益普及正在推动市场成长。

人力资源领域正在发生一场变革，从传统的管理职位转变为策略性业务伙伴。这项转变凸显了将人才策略与企业整体目标结合的重要性日益凸显。人才和人力资源分析技术透过提供数据主导的洞察，在推动这一转变方面发挥关键作用。这些洞察使人力资源经理能够做出明智的决策，同时确保其人才管理策略有效并与组织整体目标紧密相关。

人才和人力资源分析工具在这过程中发挥关键作用，它们可以帮助寻找有前途的求职者、识别与员工流失风险相关的变数、制定客製化的培训计划等。在当今竞争激烈的世界中，企业必须优先考虑人才保留，这需要数据主导的策略来吸引、留住和培养高潜力人才。

随着巨量资料和分析技术的发展，人力资源部门被大量员工数据淹没。在这种背景下，人才和人力资源分析工具在将原始数据转化为可操作的洞察，以及揭示隐藏的模式和人才趋势方面发挥着至关重要的作用。

随着技能需求的不断变化，该软体可协助人力资源部门识别整个劳动力队伍的人才缺口，并客製化培训计画以确保人才的未来发展并使发展与不断变化的需求保持一致。

高昂的软体实施和维护成本将如何阻碍人才和人力资源分析软体市场的成长？

投资人才和人力资源分析软体需要大量资金，包括许可费、实施成本和持续维护费用。对于预算紧张的中小企业来说，这些成本可能是一个重大障碍。此外，中小企业可能缺乏充分利用人力资源分析工具所需的内部技能。如果没有具备必要技能和经验的专用资源，此类解决方案的开发和采用可能达不到最佳效果，从而导致投资收益较低。

劳动力分析软体管理着大量员工数据，这引发了资料外洩、GDPR合规性以及数据使用是否合乎道德等问题。这些担忧可能会让公司犹豫是否要使用这些解决方案。从传统的直觉为基础的人力资源方法转变为数据主导的方法，需要公司内部进行重大的文化变革。这种转变不仅需要采用新技术，还需要在人力资本管理决策和行动方面实现思维和行为的根本转变。

员工抵制和领导层缺乏认同是实施数据主导人力资源政策的主要障碍。员工可能会担心数据分析会干扰他们的工作生活，或对使用量化指标进行评估感到害怕。他们也可能担心数据可能存在偏见和滥用，这可能导致员工产生不信任感，并不愿接受变革。

人才和人力资源分析软体的成功应用取决于拥有一支精通数据分析的优秀团队。缺乏能够评估和运用数据洞察制定有效策略的人才，可能会减缓其应用速度，尤其是在中小型企业中。由于复杂性和成本问题，将人才和人力资源分析软体与现有人力资源资讯系统 (HRIS) 整合可能颇具挑战性。相容性问题和资料迁移需求可能会成为考虑采用此类解决方案的公司面临的障碍。

目录

第 1 章全球人才与人事分析软体市场：简介

• 市场概览
• 分析范围
• 先决条件

第二章执行摘要

第三章 已验证的市场研究分析方法

• 资料探勘
• 验证
• 第一手资料
• 资料来源列表

第四章全球人才与人事分析软体市场展望

• 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

第五章全球人才与人事分析软体市场（按解决方案）

• 概述
• 员工敬业度与发展
• 保留
• 劳动力规划

第六章全球人才与人事分析软体市场（按类型）

• 云端基础
• 本地

7. 全球人才与人事分析软体市场（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
• 其他地区 (ROW)
  • 拉丁美洲
  • 中东

第八章全球人才与人事分析软体市场的竞争格局

• 概述
• 各公司市场排名
• 主要发展策略

第九章 公司简介

• IBM Corporation
• Oracle
• SAP SE
• Talentsoft
• Zoho Corporation Pvt. Ltd.
• Sage Software Solutions Pvt. Ltd.
• Microstrategy Incorporated
• Qualtrics
• Clicdata
• Sisense
• Dundas Bi
• Looker
• Brist

第十章 附录

• 相关调查

People & HR Analytics Software Market Valuation - 2026-2032

Data-driven decisions on talent acquisition, retention, and development. Identify high-performing candidates using skill-based and culturally appropriate sourcing tactics. Streamline the recruitment process to reduce time to hire and cost per hire. Use data to reduce bias and create a fair and inclusive recruiting process. Thus, the data-driven decision on talent acquisition and retention is driving the market size to surpass USD 3.08 Billion in 2024 to reach a valuation of around USD 7.75 Billion by 2032.

The increasing desire to improve efficiency and reduce operational costs inside enterprises is expected to drive demand for HR analytics software across a wide range of industries. This program acts as a catalyst for promoting workforce optimization and establishing measurements that improve overall workforce performance. The rising demand for efficiency and reduced operational costs inside the enterprises are enabling the market to grow at a CAGR of 13.50% from 2026 to 2032.

People & HR Analytics Software Market: Definition/ Overview

People & HR Analytics software enables businesses to enhance their human capital management strategies, increase employee engagement and productivity, reduce turnover, and ultimately drive company success. These technologies enable HR professionals and business leaders to make data-driven decisions in line with the organization's aims and objectives.

Organizations are increasingly realizing the strategic worth of their personnel and looking for ways to improve performance and maximize return on investment. The strong competition for top talent necessitates data-driven tactics for recruiting, maintaining, and growing top performers. Furthermore, the rise of big data and analytics has enabled HR departments to gain important insights from massive amounts of employee data, revealing worker patterns and habits.

Implementing People & HR Analytics solutions can help firms improve talent acquisition, increase employee retention, establish a future-proof workforce through effective training, and make strategic HR decisions that line with overall business goals. With a broad market landscape and the projected integration of AI and ML, the future of People & HR Analytics Software seems bright, providing even deeper insights into workforce dynamics and propelling enterprises toward data-driven personnel management success

How the Rising Focus of Organizations on the Optimization of Human Capital Investment will Drive the People & HR Analytics Software Market?

Organizations are increasingly focusing on optimizing their human capital investments to maximize profits. People and HR analytics tools provide important insights into worker patterns and habits, allowing for data-driven decision-making processes that improve performance and discover chances for optimization. Thus, the increasing adoption of people & HR analytics software is driving the growth of the market.

Revolution of the HR landscape, and there is an evident move from a traditional administrative position to that of a strategic business partner. This transition emphasizes the growing relevance of connecting talent strategies with overall corporate objectives. People and HR analytics technologies play critical roles in easing the shift by providing data-driven insights. These insights enable HR managers to make educated decisions, ensuring that people management strategies are both effective and closely linked with the organization's overall goals.

People and HR analytics tools play an important role in this endeavor by assisting in the discovery of prospective applicants, identifying variables associated with employee flight risk, and creating individualized training programs. In today's extremely competitive world, firms must prioritize securing top people. To accomplish this, data-driven strategies are required for attracting, keeping, and cultivating high-potential personnel.

With the development of Big Data and Analytics, human resources departments are swamped with massive amounts of employee data. People and HR Analytics tools play a critical role in this scenario, transforming raw data into actionable insights that reveal hidden patterns and workforce trends.

In an ever-changing landscape where skill requirements are always shifting, this software assists HR in identifying talent gaps throughout the workforce. It allows for the customization of training programs to grow future-proof capabilities, ensuring that talent development is in line with changing needs.

How the High Implementation and Maintenance Cost of Software will Hamper the Growth of the People & HR Analytics Software Market?

Investing in People & HR Analytics software requires a significant financial investment, including licensing fees, implementation costs, and ongoing maintenance. These costs might be a substantial hurdle for smaller businesses operating on tight budgets. In addition, smaller firms may lack the internal skills required to fully exploit HR analytics tools. Without dedicated individuals with the necessary skills and experience, the development and application of these solutions may be suboptimal, lowering the perceived return on investment.

People analytics software manages large amounts of sensitive employee data, generating issues about data breaches, GDPR compliance, and ethical data use. These concerns may lead to reluctance among enterprises to use these solutions. The transition from old, intuition-based HR methods to a data-driven approach requires a considerable cultural transformation within firms. This transformation requires not just the adoption of new technologies, but also a fundamental shift in thinking and behavior in terms of human capital management decision-making and action.

Employee resistance and a lack of leadership buy-in are significant barriers to the implementation of data-driven HR policies. Employees may be concerned about the perceived intrusiveness of data analytics in their work lives, or they may feel frightened by the potential of being evaluated using quantitative measurements. There may also be concerns about the possibility of data bias or misuse, which can lead to mistrust and reluctance to embrace change.

The successful implementation of People & HR Analytics software is dependent on having a qualified team proficient in data analysis. A lack of people capable of evaluating and exploiting data insights to develop meaningful strategies might stymie adoption, particularly in smaller firms. Integrating People & HR Analytics software with existing HR information systems (HRIS) may be difficult owing to complexity and cost. Compatibility concerns and the need for data migration might be barriers for enterprises looking to implement these solutions.

Category-Wise Acumens

How Robust Workforce Planning will Drive the Workforce Planning Segment in the People & HR Analytics Software Market?

The workforce planning segment is significantly driving the people & HR analytics software market and is expected to continue its growth throughout the forecast period. Workforce planning solutions provide a consolidated platform for managing staff data, schedules, and performance in different locations. This consolidation enhances resource allocation and allows for better-informed strategic decisions.

Organizations can identify areas for improvement and implement targeted interventions by analyzing personnel data such as skills, workload, and productivity. This leads to a more efficient and high-performing staff. These solutions use data to forecast future staffing needs and identify potential skill gaps, allowing firms to rectify them before they affect operations.

Workforce planning software adapts to changing company requirements, allowing for rapid workforce scaling to meet demand changes, especially in remote work environments, and assuring optimal resource allocation. The integration of collaboration technologies encourages communication and knowledge exchange among geographically separated employees.

As firms adopt remote work arrangements, the necessity for strong workforce planning tools becomes clear. These solutions provide the foundation for organizing scattered teams, allowing for seamless communication across several channels such as video conferencing, instant messaging, and email. They also enable real-time collaboration on projects by offering centralized platforms for file sharing, task assignment, and progress tracking.

Does the Increasing Demand for Service Providers for Installation Surge the Growth of the People & HR Analytics Market?

The service segment holds the largest market share of the people & HR analytics market. The demand for service providers for installation is projected to increase as HR analytics solutions become more complex. As enterprises see the potential of data-driven insights but lack the in-house experience to traverse complex software settings, the market for implementation services is expected to grow.

Organizations with limited internal resources will increasingly rely on specialized service providers to ensure smooth adoption and maximum return on investment in HR analytics software. Service entails configuring software to match the specific demands of a company. It comprises data migration, system integration with existing HRIS (Human Resource Information Systems), and user training. Proper implementation ensures that the software runs smoothly, that the data is correct, and that users are prepared to use its capabilities.

The implementation of HR analytics software is critical to assuring optimal functionality, data quality, and user proficiency. Proper configuration ensures that the program effectively meets the organization's specific demands and objectives. Furthermore, data transfer and system integration are critical for smooth operations and the ability to use current HR infrastructure.

Country/Region-wise Acumens

Will the Strong Presence of Major Market Players and Early Adoption of Technology in North America Surge the Demand for the People & HR Analytics Market?

North America is substantially leading the People & HR Analytics Market and is expected to continue its growth throughout the forecast period. Leading technology businesses have a strong presence, and novel solutions are being adopted early. Focus on increasing worker efficiency and applying best practices in HR operations. A large number of established HR software companies and service providers.

The increased competitiveness emphasizes the growing need to use data-driven HR methods to get insights into workforce dynamics, performance trends, and employee preferences. As a result, businesses are becoming more aware of the benefits of using data-driven methods for human resource management, which allow organizations to make educated decisions and customize strategies to changing workforce demands.

The desire for greater scalability and cost has led to a growth in the adoption of cloud-based HR solutions. Cloud-based systems enable firms to extend their HR functions in response to business growth while incurring minimal infrastructure costs. Furthermore, these solutions improve accessibility by offering remote access to HR data and apps, enabling seamless collaboration across geographically dispersed teams. As firms prioritize agility and cost-effectiveness, cloud-based HR solutions are projected to gain popularity in the market.

Will Increasing Emphasis on Talent Management in Asia-Pacific Drive the People & HR Analytics Software Market?

Asia-Pacific is expected to be the fastest-growing region throughout the forecast period. Emerging economies are rapidly developing, with an increased emphasis on implementing best practices in talent management. As these economies aspire for long-term growth, firms inside them are increasingly understanding the importance of good human management practices in maintaining global competitiveness.

One prominent element contributing to this trend is the growing pool of talented IT experts in these countries, as well as a strong presence of young, dynamic talent. With an increasing number of people entering the workforce with technology skills, businesses are better positioned to exploit innovative HR solutions and promote operational excellence.

Competitive Landscape

The competitive landscape of the people & HR Analytics software market is a vibrant ecosystem brimming with innovation. As organizations increasingly prioritize data-driven talent management, this dynamic space is poised for continued growth and exciting developments.

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 People & HR Analytics Software market include:

• IBM Corporation
• Oracle
• SAP SE
• Talentsoft
• Zoho Corporation Pvt. Ltd.
• Sage Solutions Software Pvt. Ltd.
• Microstrategy Incorporated
• Qualtrics
• Clicdata
• Sisense
• Dundas Bi
• Looker
• Birst

Latest Developments

• In October 2023, IBM announced the launch of EY.ai.workforce, which is an innovative HR solution that allows the organization to integrate artificial intelligence (AI) in the key HR business process.

In June 2023, Oracle launched the generative artificial intelligence software to its human resource software for business, aiming to help the job descriptions and employee performance goals, among other tasks. People & HR Analytics Software Market, By Category

• Solution:
• Employee Engagement & Development
• Retention
• Workforce Planning
• Type:
• Cloud-Based
• On-Premises
• Region:
• North America
• Europe
• Asia-Pacific
• South America
• Middle East & Africa

TABLE OF CONTENTS

1 INTRODUCTION OF GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE 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 PEOPLE AND HR ANALYTICS SOFTWARE 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 PEOPLE AND HR ANALYTICS SOFTWARE MARKET, BY SOLUTION

• 5.1 Overview
• 5.2 Employee Engagement & Development
• 5.3 Retention
• 5.4 Workforce Planning

6 GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE MARKET, BY TYPE

• 6.1 Cloud-Based
• 6.1 On-Premises

7 GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE MARKET, BY GEOGRAPHY

• 7.1 Overview
• 7.2 North America
  • 7.2.1 U.S.
  • 7.2.2 Canada
  • 7.2.3 Mexico
• 7.3 Europe
  • 7.3.1 Germany
  • 7.3.2 U.K.
  • 7.3.3 France
  • 7.3.4 Rest of Europe
• 7.4 Asia Pacific
  • 7.4.1 China
  • 7.4.2 Japan
  • 7.4.3 India
  • 7.4.4 Rest of Asia Pacific
• 7.5 Rest of the World
  • 7.5.1 Latin America
  • 7.5.2 Middle East

8 GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE MARKET COMPETITIVE LANDSCAPE

• 8.1 Overview
• 8.2 Company Market Ranking
• 8.3 Key Development Strategies

9 COMPANY PROFILES

• 9.1 IBM Corporation
  • 9.1.1 Overview
  • 9.1.2 Financial Performance
  • 9.1.3 Product Outlook
  • 9.1.4 Key Developments
• 9.2 Oracle
  • 9.2.1 Overview
  • 9.2.2 Financial Performance
  • 9.2.3 Product Outlook
  • 9.2.4 Key Developments
• 9.3 SAP SE
  • 9.3.1 Overview
  • 9.3.2 Financial Performance
  • 9.3.3 Product Outlook
  • 9.3.4 Key Developments
• 9.4 Talentsoft
  • 9.4.1 Overview
  • 9.4.2 Financial Performance
  • 9.4.3 Product Outlook
  • 9.4.4 Key Developments
• 9.5 Zoho Corporation Pvt. Ltd.
  • 9.5.1 Overview
  • 9.5.2 Financial Performance
  • 9.5.3 Product Outlook
  • 9.5.4 Key Developments
• 9.6 Sage Software Solutions Pvt. Ltd.
  • 9.6.1 Overview
  • 9.6.2 Financial Performance
  • 9.6.3 Product Outlook
  • 9.6.4 Key Developments
• 9.7 Microstrategy Incorporated
  • 9.7.1 Overview
  • 9.7.2 Financial Performance
  • 9.7.3 Product Outlook
  • 9.7.4 Key Developments
• 9.8 Qualtrics
  • 9.8.1 Overview
  • 9.8.2 Financial Performance
  • 9.8.3 Product Outlook
  • 9.8.4 Key Developments
• 9.9 Clicdata
  • 9.9.1 Overview
  • 9.9.2 Financial Performance
  • 9.9.3 Product Outlook
  • 9.9.4 Key Developments
• 9.10 Sisense
  • 9.10.1 Overview
  • 9.10.2 Financial Performance
  • 9.10.3 Product Outlook
  • 9.10.4 Key Developments
• 9.11 Dundas Bi
  • 9.11.1 Overview
  • 9.11.2 Financial Performance
  • 9.11.3 Product Outlook
  • 9.11.4 Key Developments
• 9.12 Looker
  • 9.12.1 Overview
  • 9.12.2 Financial Performance
  • 9.12.3 Product Outlook
  • 9.12.4 Key Developments
• 9.13 Brist
  • 9.13.1 Overview
  • 9.13.2 Financial Performance
  • 9.13.3 Product Outlook
  • 9.13.4 Key Developments

10 Appendix

• 10.1 Related Research