勞動力分析市場報告：2030 年趨勢、預測與競爭分析

勞動力分析趨勢和預測

到 2030 年，全球勞動力分析市場預計將達到 35 億美元，2024 年至 2030 年的複合年成長率為 13.7%。該市場的主要驅動力是在策略性勞動力規劃中擴大使用資料，以獲得競爭優勢並解決長期勞動力問題，同時確保員工敬業度和滿意度。全球勞動力分析市場的未來看起來充滿希望，醫療保健、IT/通訊、BFSI、製造、零售、食品和飲料以及政府市場都有機會。

• Lucintel 預測，由於軟體的早期採用，大型企業在預測期內仍將是最大的細分市場。
• 在這個市場中，由於IT和通訊領域的快速發展，對增強的IT和通訊服務的需求不斷增加，因此IT和通訊領域預計將出現最高的成長。
• 預計北美在預測期內仍將是最大的地區，因為它技術先進，並且是最早採用新技術的地區之一。

勞動力分析市場的新興趨勢

由於技術和組織變革，勞動力分析發生了令人驚訝的變化。這些趨勢正在定義組織如何利用資料來更好地管理人力資源。

• 擴大使用人工智慧：人力資源管理正在將重點從傳統的管理框架轉向先進的人工智慧解決方案。企業人力資源專業人士透過使用和實施人工智慧驅動的解決方案來改善員工行為、招聘和發展計劃，幫助組織最大限度地減少溝通不暢，並確保讓合適的人擔任合適的工作，幫助您應對困難的組織環境。
• 用於改善員工體驗的分析擴大採用分析來改善員工隊伍並監控其健康狀況和滿意度。公司正在利用資料來幫助發現心理健康、工作滿意度、甚至健康的工作與生活平衡等問題。這一趨勢源於這樣一個事實：治療疾病的成本效益較低，因此預防疾病和促進更健康的職場環境可以提高生產力和保留率。
• 預測性勞動力分析：分析的建設性使用正在推動加班預測與業務計畫的整合。組織需要確定技能組合、流動模式、技能短缺問題等，並計劃有效利用其勞動力。
• 加強多元化和包容性指標：越來越多的組織正在尋求分析如何提高多元化和包容性。人們正在採用更複雜的指標來衡量代表性、發現差距並建立包容性的職場文化。這一趨勢表明，在職場中致力於公平和公正的空間更大。
• 即時分析的進步：即時分析的日益廣泛使用正在創建一個支援即時、資料主導決策的環境。這一趨勢是由新技術的發展所推動的，這些新技術能夠持續監控和處理訊息，幫助公司適應不斷變化的環境並提高業務績效。

值得注意的是，這些新趨勢標誌著向更複雜的投資主導營運和勞動力分析方式的轉變。人工智慧、預測分析和即時資料是對員工社會福利和多元化考慮的補充，正在擴展人力資源系統在現代轉型管理中的能力。總的來說，這些趨勢正在改變組織組織和利用人力資源的方式。

新興市場的最新趨勢

新的勞動力分析正在改變組織內部對人力資源管理的理解方式。這項運動是由技術進步、不斷變化的組織需求以及導致更好的人力資源政策和實踐的新法規所推動的。

• 人工智慧和機器學習的進步：人工智慧和機器學習在勞動力分析中的使用正在改變企業在組織內分析資料和決策的方式。這些技術有助於更好地預測員工績效、留任率和就業情況，並促進策略性人力資源規劃。
• 預測分析工具的發展：預測分析工具不斷發展和改進，並收集預測勞動力未來趨勢的情報。公司正在使用這些工具來預測他們需要多少人才、可能出現哪些挑戰以及如何緩解這些挑戰，從而改善人力資源管理。
• 更重視員工體驗：人們越來越重視透過分析來改善員工體驗。組織正在利用資料來研究員工敬業度、工作滿意度和一般員工社會福利，以提高職場的居住和生產力。
• 擴大採用即時分析：即時分析（即組織結合即時資料來製定決策）正在獲得認可。這使得組織能夠快速回應人力資源和整體組織運作可能面臨的變化，並實現更好的績效。
• 多元化和包容性指標的整合：衡量和改善公司內部多元化和包容性的指標擴大整合。勞動力分析應用於代表性、保證和否認差距分析以及支持採用多元化和包容性的措施等領域。

這些發展凸顯了資料主導策略在勞動力分析中的使用越來越多。人工智慧、預測性和自然主義工具的發展，以及大公司對員工體驗和多樣性的專業化，將提高人力資源效率。這些趨勢正在定義勞動力管理和最佳化的下一個前沿領域。

勞動力分析市場的策略成長機會

勞動力分析有多種應用程式，由於不斷變化的技術和組織需求，這些應用程式提供了策略成長機會。認知並利用這些機會可以顯著改善人力資源和業務成果。

• 擴展人工智慧驅動的分析：人工智慧驅動的分析的日益普及創造了理解和利用資料的更複雜方法的潛力。組織可以在人才招募和員工管理等領域利用人工智慧來提高業務和人力資源服務的效率。
• 制定預測性勞動力規劃：先進技術支援的預測分析透過提供預測未來人才需求的資料來幫助組織規劃其勞動力。組織可以利用這些見解來實施與組織目標一致的人力資源策略，預測未來的技能差距，並制定緩解策略來避免這些挑戰。
• 擴展員工敬業度解決方案：建立員工敬業度解決方案有很大的空間。透過採用此類分析技術，可以監控職場的滿意度和健康狀況，從而支持積極有效的組織，減少工人離職率，並提高整體生產效率。
• 專注於 D&I 分析：用於評估和增強勞動力多樣性和整體性的工具是策略驅動力。組織現在可以使用這些工具來評估代表性、評估挑戰並制定策略解決方案以增加代表性。
• 納入即時資料解決方案：及時資料和即時資料解決方案在支援快速決策方面正在不斷改進。選擇投資即時分析的公司可以受益於快速適應新情況、提高生產力和簡化人力資源管理的能力。

這些策略性成長機會讓我們深入了解勞動力分析如何幫助提升人力資源績效和組織績效。公司需要將人工智慧歸零，應用預測分析，並依靠員工敬業度、多樣性和即時資料來改善其勞動力策略。

勞動力分析市場促進因素與挑戰

勞動力分析市場受到技術成長、經濟和監管因素等關鍵促進因素和挑戰的影響。了解這些因素對於在市場中運作並利用分析非常重要。

推動勞動分析市場的因素包括：

1. 技術創新：人工智慧、機器學習和即時分析的指數級成長推動了勞動力分析的成長。如今，科技有助於更好的資料分析、更好的決策、組織中更好的以人為本的運作，從而實現更好的人才管理。

2.資料驅動的決策：隨著基於資料做出決策的需求不斷增加，許多組織正在實施先進的勞動力分析和工具來解釋資料。隨著組織尋求利用資料更好地管理人才、提高生產力並實現組織的策略目標，勞動力分析已成為重要工具。

3. 強調員工健康：組織內部對工作分析越來越感興趣，強調資料的補充使用以提高員工滿意度、福祉和敬業度。公司正在利用資料來改善工作條件、減少倦怠並改善整體員工體驗。

4.社會壓力：應對資料和員工權利方面法律不斷變化的周期是一個關鍵動力。組織在勞動力分析過程中必須遵守法律界限，進而影響分析解決方案的設計和部署方式。

5.經濟因素：從事勞動分析的權力和影響力源自於經濟狀況。如果經濟陷入衰退或惡化，公司可能會專注於成本控制而不是投資分析，而隨著經濟好轉，他們可能會增加對更先進分析解決方案的支出。

勞動力分析市場面臨的挑戰包括：

1.資料隱私和安全：在進行勞動力分析時，保護資料隱私和安全是一個關鍵問題。組織必須保護其員工的機密資訊，並確保該資訊不會洩露或被不當使用。這需要強力的安全措施並遵守資訊保護的法律體制。

2. 與現有系統整合：組織面臨的另一個主要障礙是將勞動力分析整合到現有的人力資源系統和流程中。將新的分析解決方案納入舊系統非常困難，並且會對資料主導干預等工具的使用和交付產生影響。

3.資料分析技能差距：有一些特定的技能可以實現有效的資料分析，但問題是人力資源團隊不具備這些技能。組織可能在尋找和保留具有使勞動力分析工具更加高效的技能的人才時遇到問題，這解釋了我缺乏這種資料主導的見解。

勞動力分析的主要促進因素和挑戰凸顯了技術、資料隱私和經濟方面在市場性質方面的作用。技術進步和對資料驅動決策的重視刺激了成長，但在有效採用和使用這些分析解決方案之前，必須解決隱私、整合和技能差距等問題，這是不可能的。

按細分市場分類的勞動分析

本研究按公司類型、部署、最終用途行業和地區提供了全球勞動力分析預測。

勞動力分析市場國家展望

事實證明，勞動力分析的使用對於取得組織人力資源的情報、控制和協調非常有價值。這一新方向是技術進步、業務重組和國家法律改革的結果。以下的摘要重點介紹了美國、中國、德國、印度和日本市場區域的主要變化和發展，每個區域都強調了勞動力分析中最近發生的一些變化。

• 美國：在美國，勞動力分析的引入正在透過利用人工智慧作為工具之一來拯救勞動力管理和招募流程。組織正在利用人工智慧在各種績效指標和員工特徵以及留任率和多樣性之間建立各種關聯。這包括旨在幫助管理職場多元化的補充措施，特別是包容性和多元化舉措，並實現更好的組織效率。
• 中國：在中國，人們越來越關注巨量資料和預測分析的應用，特別是在勞動力規劃和人才管理方面。公司正在部署先進的分析來預測所需的人才數量並提高員工敬業度。特別是對中國來說，這徹底改變了其勞動力管理方式，並實現了資料主導的決策和人才策略的最佳化。
• 德國：德國正積極轉向採用勞動力分析，重點是社會福利。組織開始採用分析解決方案來追蹤員工的工作行為、健康狀況和滿意度。其目的是減少員工倦怠等災難，並透過提供更好的職場環境來提高生產力。
• 印度：印度的組織在採用勞動力分析來解決技能差距和改善人才獲取策略方面取得了長足進步。公司利用有關技能和業務趨勢的員工和市場資料來招募與其近期業務相關的人才。透過這種方式，勞動力分析有助於培養一支更多才多藝、技能更熟練的勞動力。
• 日本：為了解決人口老化問題，日本正在引入勞動力分析技術，以更好地管理其勞動力。這些分析工具特別用於改善繼任管理和留住人才。此外，還重點關注重複性業務的機械化，以提高生產力，並使老年工人能夠發揮最佳表現。

常問問題

Q1.市場規模有多大？

答：到 2030 年，全球勞動力分析市場預計將達到 35 億美元。

Q2.市場成長預測如何？

答：2024 年至 2030 年，全球勞動力分析市場預計將以 13.7% 的複合年成長率成長。

Q3.影響市場成長的關鍵促進因素是什麼？

答案：該市場的主要驅動力是在策略性勞動力規劃中擴大使用資料，以獲得競爭優勢並解決長期勞動力問題，同時確保員工敬業度和滿意度。

Q4.市場的主要細分市場是什麼？

答案：勞動力分析市場的未來看起來充滿希望，醫療保健、IT/通訊、BFSI、製造、零售、食品和飲料以及政府市場都有機會。

Q5.市場上主要企業有哪些？

答案：主要企業是：

• ADP
• Cornerstone OnDemand
• IBM
• Kronos
• SAP
• Workday
• WorkForce Software
• Visier
• Oracle
• TriNet

Q6.未來最大的細分市場是什麼？

答：Lucintel 預測，由於軟體的早期採用，大型企業在預測期內仍將是最大的細分市場。

Q7. 預計未來五年哪個地區將成為最大的市場？

答：在預測期內，北美仍然是最大的地區，因為它技術先進，並且是最早採用新技術的地區。

Q8. 可以客製化報告嗎？

答：是的，Lucintel 列出了 10% 的客製化服務，無需額外費用。

目錄

第1章執行摘要

第2章全球勞動力分析市場：市場動態

• 簡介、背景、分類
• 供應鏈
• 產業促進因素與挑戰

第3章 2018-2030年市場趨勢及預測分析

• 宏觀經濟趨勢（2018-2023）與預測（2024-2030）
• 全球勞動力分析市場趨勢（2018-2023）與預測（2024-2030）
• 按公司類型分類的全球勞動力分析市場
  • 主要企業
  • 小型企業
• 按部署分類的全球勞動分析市場
  • 雲
  • 本地
• 按最終用途行業分類的全球勞動力分析市場
  • 醫療保健
  • 資訊科技和通訊
  • BFSI
  • 製造業
  • 零售
  • 飲食
  • 政府
  • 其他

第4章 2018-2030年區域市場趨勢及預測分析

• 按地區分類的全球勞動力分析市場
• 北美勞動分析市場
• 歐洲勞動分析市場
• 亞太勞動分析市場
• 其他地區的勞動分析市場

第5章 競爭分析

• 產品系列分析
• 營運整合
• 波特五力分析

第6章 成長機會與策略分析

• 成長機會分析
  • 按公司類型分類的全球勞動力分析市場成長機會
  • 全球勞動力分析市場部署成長機會
  • 最終用途產業的全球勞動力分析市場成長機會
  • 按地區分類的全球勞動力分析市場成長機會
• 全球勞動力分析市場的新興趨勢
• 戰略分析
  • 新產品開發
  • 擴展全球勞動力分析市場的能力
  • 全球勞動力分析市場的合併、收購和合資企業
  • 認證和許可

第7章主要企業概況

• ADP
• Cornerstone OnDemand
• IBM
• Kronos
• SAP
• Workday
• WorkForce Software
• Visier
• Oracle
• TriNet

Workforce Analytic Trends and Forecast

The future of the global workforce analytic market looks promising with opportunities in the healthcare, IT & telecommunication, BFSI, manufacturing, retail, food & beverages, and government markets. The global workforce analytic market is expected to reach an estimated $3.5 billion by 2030 with a CAGR of 13.7% from 2024 to 2030. The major drivers for this market are growing utilization of data in strategic workforce planning to gain a competitive edge and addressing long-term labor concerns while ensuring employee engagement and satisfaction.

• Lucintel forecasts that large enterprises will remain the largest segment over the forecast period due to initial adoption of the software.
• Within this market, IT & telecommunication is expected to witness the highest growth due to swift progress in the sector driven by the increasing demand for enhanced it and telecommunication services.
• North America will remain the largest region over the forecast period due to this region is technologically progressive, embracing new technologies quickly.

Emerging Trends in the Workforce Analytic Market

There is an astonishing movement in the workforce analytics as a consequence of technology and changes in the organization. Such trends are defining the manner in which organizations harness data for enhanced management of the personnel resource.

• Increase Use of Artificial Intelligence: Human resource management has shifted focus from traditional managerial frameworks to advanced AI-enabled solutions Business HR professionals help organizations navigate through difficult organizational landscapes by minimizing misunderstandings and getting the right talents at the right place through the use and implementation of AI driven solutions that enhance employee behavior, recruitment, and development plans.
• Analytics for improved employee experience: Analytics adoption to better employees, and monitor their health and satisfaction is also a growing trend. Businesses are using data to help detect problems with mental health, job satisfaction and even including a healthy work-life balance. This trend comes from the fact that treating sickness is not as cost effective, as it is better to prevent illness and promote healthier working environments that result in increased productivity and retention levels.
• Predictive workforce analytics: The constructive use of analytics has seen the growing incorporation of workload forecasting overtime into operational plans. Organizations need to determine skill sets, patterns of turnover, and issues of skill shortages among others, and make plans on the utilization of the workforce effectively.
• Enhanced Diversity and Inclusion Metrics: More and more organizations are attempting to analyze how diversity and inclusion can be improved. More sophisticated metrics for measuring representation, finding gaps, and building inclusive work culture are being adopted. This trend is indicative of the more available space for commitment to equity and fairness at the workplace.
• Development of Real Time Analytics: The increasing use of real time analytics is giving rise to an environment where immediate and data-driven decisions are possible. This trend is fueled by the developments of new technologies that allow constant monitoring and processing of information, helping the businesses adapt to the changing environment and enhance operational performance.

It is noticeable that such emerging trends suggest transition towards more advanced investment driven ways of activities, workforce analytics. Complementary to employee welfare and diversity concerns, AI, predictive analytics, and real time data are expanding HR system capabilities in a modern transformation management. Collectively, these trends are changing the way organizations orchestrate and utilize their human resources.

Recent Developments in the Workforce Analytic Market

New workforce analytics are changing the way human resource management is understood within organizations. These developments are being brought about by technological advancement, changing organizational needs, and new regulations leading to better and more appropriate HR policies and practices.

• Advancement in AI and Machine Learning: With the use of AI and machine learning in workforce analytics, the way data is analyzed in corporations as well as how decisions are made within organizations is changing. These technologies assist in developing better projections on employee performance, retention, and hiring thereby facilitating strategic HR planning.
• Growth of Predictive Analytics Tools: Predictive analytics tools are continuously evolving and enhancing, and so is the intelligence gathered on predicting future trends of the workforce. Companies are using these tools to estimate what amount of talent will be needed, what challenges may arise and how to mitigate them which improves personnel management.
• Enhanced Focus on Employee Experience: More focus is turning on the analytics that aids in elevating the employees' experience. Organizations are harnessing data to examine employee engagement, job satisfaction, and general employee well-being in a quest to enhance the habitability and productivity of the workplaces.
• Increased Adoption of Real-Time Analytics: There is a growing acceptance of real-time analytics whereby organizations can factor in real-time data and make decisions. This helps the organization address quickly changes that may be faced by human resources or the organization's operations in general to attain better performance.
• Integration of Diversity and Inclusion Metrics: There is an increasing integration of measures that cut across measuring and improving the diversity and inclusion within a firm. Workforce analytics have been applied in areas of representation, warranty-negative gap analysis, and initiatives to support diversity and inclusion employed.

These developments highlight the increased usage of data driven strategies in workforce analytics. The HR efficiency improves by the growth of artificial intelligence, predictive and naturalistic tools, and particularism of focus in employee experience and diversity with bigger corporations. These trends are defining the next frontier of managing and optimizing workforces.

Strategic Growth Opportunities for Workforce Analytic Market

There are various applications of workforce analytics that present strategic growth opportunities owing to changes in technology and the organization's needs. Recognizing and taking advantage of these opportunities would greatly improve HR and business outcomes.

• Expansion of AI-Powered Analytics: The increasing adoption of AI powered analytics technologies provides possibilities for adopting a more advanced approach towards understanding and using data. Organizations can utilize artificial intelligence in areas such as talent acquisition and employee management in ways that improve efficiencies of operations and HR services.
• Development of Predictive Workforce Planning: Through advanced technologies, predictive analytics assists an organization in its workforce planning by providing data that anticipates the future demand of talent. Organizations can leverage these insights to implement their HR strategies in line with the organizations' objectives, foresee future skills gaps, and develop mitigation measures to avoid these challenges.
• Expansion in Employee Engagement Solutions: There exists a great scope in building the employee engagement solutions. Employing such analytic techniques, satisfaction at work and wellness can be monitored, which in turn can boost a proactive and effective organization, lowering labor churns and improving overall output effectiveness.
• Concentration On D&I Analytics: Tools utilized for assessing and enhancing diversity & inclusiveness of employees are strategic growth drivers. Organizations have been able to use these tools to assess representation, evaluate challenges and come up with strategic solutions to enhance representation.
• Embedding Real Time Data Solutions: Timely data or real time data solutions are improving in the sense that they assist in making snap judgments. Firms that opt for investment in real time analytics have an added advantage of speedily adapting to emerging conditions, enhancing productivity and improving efficiency on HR management.

Such strategic growth opportunities provide insight into how workforce analytics can facilitate enhanced performance of the HR function as well die improvement of organizational performance. Companies require zeroing on AI, applying predictive analytics, on employee engagement, diversity and reliance on real time data in order improve on workforce strategies.

Workforce Analytic Market Driver and Challenges

The workforce analytics market is influenced by major drivers and challenges including the growth in technology, economy and regulation factors. It is important to know about these elements in order to operate in the market and make good use of the analytics.

The factors responsible for driving the workforce analytic market include:

1. Technological innovations: The growth of workforce analytics is pegged on the exponential growth of AI, machine learning and real-time analytics. Nowadays, technologies facilitate better data analysis, better decisions, and better people oriented functions in the organization, hence better management of people.

2. Decision Making using Data: The rising need to make decisions based on data is making many organizations acquire sophisticated workforce analytics tools for data interpretation. Organizations want to utilize data for improving talent management, increasing productivity and achieving organization strategic objectives making workforce analytics a must have tool.

3. Focus on employee wellness: There is a rising concern towards job analytics within an organizational context to enhance satisfaction, health and engagement of employees growing the focus in leveraging on ancillaries of data. Companies use data to improve working conditions, decrease burnout, and improve the overall employee experience.

4. Social pressure: Keeping up with a never-ending cycle of changes in legislation with regards to data and the rights of employees is a primary motivator. Organizations, must observe legal boundaries in the course of workforce analytics which in turn affects the design and manner in which analytical solutions are rolled out.

5. Economic Factors: Force and influence to work on workforce analytics come from economic conditions. When an economy is from a recession or a downturn, it is possible for companies to focus more on cost containment instead of investments in analytics, whereas an upturn of the economy is likely to result in more spending on higher level analytics solutions.

Challenges in the workforce analytic market are:

1. Data Privacy and Security: Protecting data privacy and security as a critical issue would be a challenge in the course of undertaking workforce analytics. Organizations have to guard the confidential information of their employees and do not allow leaks or inappropriate use of that information which means that there is need for strong security measures and adherence to the legal frameworks around information protection.

2. Integration with Existing Systems: The other significant impediment for organizations is integrating workforce analytics into the existing HR systems and processes. They may have difficulties in fitting new analytic solutions into old systems which also affect the use and delivery of tools such data driven interventions.

3. Skill Gaps in Data Analysis: There tends to be a bias where there is a certain skill set that enables effective data analysis but there is an issue of those in the HR teams being equipped with such skill sets. Organizations may have problems in sourcing and retaining people with such skills that would enhance the productivity of the workforce analytical tools explaining the shortfall that these data driven insights would have.

The major drivers and challenges in workforce analytics emphasize the role of technology, data privacy and economic aspects on the nature of the market. Growth is being spurred by technological advances and emphasis on making decisions based on data, however issues such as privacy, integration and skills gaps must be resolved if these analytics solutions are to be adopted and used effectively.

List of Workforce Analytic Companies

Companies in the market compete on the basis of product quality offered. Major players in this market focus on expanding their manufacturing facilities, R&D investments, infrastructural development, and leverage integration opportunities across the value chain. Through these strategies workforce analytic companies cater increasing demand, ensure competitive effectiveness, develop innovative products & technologies, reduce production costs, and expand their customer base. Some of the workforce analytic companies profiled in this report include-

• ADP
• Cornerstone OnDemand
• IBM
• Kronos
• SAP
• Workday
• WorkForce Software
• Visier
• Oracle
• TriNet

Workforce Analytic by Segment

The study includes a forecast for the global workforce analytic by enterprise type, deployment, end use industry, and region.

Workforce Analytic Market by Enterprise Type [Analysis by Value from 2018 to 2030]:

• Large Enterprises
• Small & Medium Enterprises

Workforce Analytic Market by Deployment [Analysis by Value from 2018 to 2030]:

• Cloud
• On-Premise

Workforce Analytic Market by End Use Industry [Analysis by Value from 2018 to 2030]:

• Healthcare
• IT & Telecommunication
• BFSI
• Manufacturing
• Retail
• Food & Beverages
• Others

Workforce Analytic Market by Region [Analysis by Value from 2018 to 2030]:

• North America
• Europe
• Asia Pacific
• The Rest of the World

Country Wise Outlook for the Workforce Analytic Market

Using workforce analytics is proving to be worthwhile in gaining intelligence, control, and coordination over an organization's human resources. This new orientation is a result of technological advancement, business restructuring and changes in law in various nations. The following summaries highlight some of the recent changes that have occurred in workforce analytics in the U.S. China, Germany, India, and Japan respectively focusing on the key changes and developments in the respective markets regions.

• United States: In the U.S. the adoption of workforce analytics is however redeeming the process of employee management as well as recruitment through the use of artificial intelligence as one of the tools. Organizations are utilizing AI to establish various correlations between different performance measures and employee characteristics as well as retention and even diversity. This include supplementary measures designed to assist in managing workplace diversity particularly in regard to inclusion and management of diversity initiatives so as to realize better organizational effectiveness.
• China: In China, the attention is directed towards the application of big data and predictive analytics, particularly as it pertains to workforce planning and talent management. Companies are implementing advanced analytics with the aim of predicting the number of talents required and enhancement of the employees' active participation. Particularly for China, this has forever changed the approach toward a workforce and allows for an enhanced data driven decision making and strategy optimization for the human resources.
• Germany: There is a positive shift towards adopting workforce analytics in Germany with the focus of improving the productivity as well an employee's well-being. Organizations have begun adopting analytics solutions to track employees' work behaviors, health status, and satisfaction levels. The intended goal is to mitigate disasters like employee burnout and help in improving productivity by offering better work environments.
• India: The Indian organizations have made great strides towards employing workforce analytics in addressing the skill gaps as well as improving the talent acquisition strategies. Companies draw from employee and market data on skill and business trends to recruit what will be relevant for the business in the near future. In this way, it assists in cultivating a more versatile and more skillful workforce.
• Japan: To resolve the problems surrounding an aging society, Japan is deploying workforce analytic practices for better workforce management. These analytic tools are particularly being used to improve succession management as well as retain qualified personnel. Furthermore, there is an emphasis in mechanizing repetitive duties to enhance productivity and enable older workers to perform optimally.

Features of the Global Workforce Analytic Market

Market Size Estimates: Workforce analytic market size estimation in terms of value ($B).

Trend and Forecast Analysis: Market trends (2018 to 2023) and forecast (2024 to 2030) by various segments and regions.

Segmentation Analysis: Workforce analytic market size by enterprise type, deployment, end use industry, and region in terms of value ($B).

Regional Analysis: Workforce analytic market breakdown by North America, Europe, Asia Pacific, and Rest of the World.

Growth Opportunities: Analysis of growth opportunities in different enterprise type, deployment, end use industry, and regions for the workforce analytic market.

Strategic Analysis: This includes M&A, new product development, and competitive landscape of the workforce analytic market.

Analysis of competitive intensity of the industry based on Porter's Five Forces model.

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FAQ

Q1. What is the workforce analytic market size?

Answer: The global workforce analytic market is expected to reach an estimated $3.5 billion by 2030.

Q2. What is the growth forecast for workforce analytic market?

Answer: The global workforce analytic market is expected to grow with a CAGR of 13.7% from 2024 to 2030.

Q3. What are the major drivers influencing the growth of the workforce analytic market?

Answer: The major drivers for this market are growing utilization of data in strategic workforce planning to gain a competitive edge and addressing long-term labor concerns while ensuring employee engagement and satisfaction.

Q4. What are the major segments for workforce analytic market?

Answer: The future of the workforce analytic market looks promising with opportunities in the healthcare, IT & telecommunication, BFSI, manufacturing, retail, food & beverages, and government markets.

Q5. Who are the key workforce analytic market companies?

Answer: Some of the key workforce analytic companies are as follows:

• ADP
• Cornerstone OnDemand
• IBM
• Kronos
• SAP
• Workday
• WorkForce Software
• Visier
• Oracle
• TriNet

Q6. Which workforce analytic market segment will be the largest in future?

Answer: Lucintel forecasts that large enterprises will remain the largest segment over the forecast period due to initial adoption of the software.

Q7. In workforce analytic market, which region is expected to be the largest in next 5 years?

Answer: North America will remain the largest region over the forecast period due to this region is technologically progressive, embracing new technologies quickly.

Q.8 Do we receive customization in this report?

Answer: Yes, Lucintel provides 10% customization without any additional cost.

This report answers following 11 key questions:

• Q.1. What are some of the most promising, high-growth opportunities for the workforce analytic market by enterprise type (large enterprises and small & medium enterprises), deployment (cloud and on-premise), end use industry (healthcare, IT & telecommunication, BFSI, manufacturing, retail, food & beverages, government, and others), and region (North America, Europe, Asia Pacific, and the Rest of the World)?
• Q.2. Which segments will grow at a faster pace and why?
• Q.3. Which region will grow at a faster pace and why?
• Q.4. What are the key factors affecting market dynamics? What are the key challenges and business risks in this market?
• Q.5. What are the business risks and competitive threats in this market?
• Q.6. What are the emerging trends in this market and the reasons behind them?
• Q.7. What are some of the changing demands of customers in the market?
• Q.8. What are the new developments in the market? Which companies are leading these developments?
• Q.9. Who are the major players in this market? What strategic initiatives are key players pursuing for business growth?
• Q.10. What are some of the competing products in this market and how big of a threat do they pose for loss of market share by material or product substitution?
• Q.11. What M&A activity has occurred in the last 5 years and what has its impact been on the industry?
• Market Report

Table of Contents

1. Executive Summary

2. Global Workforce Analytic Market : Market Dynamics

• 2.1: Introduction, Background, and Classifications
• 2.2: Supply Chain
• 2.3: Industry Drivers and Challenges

3. Market Trends and Forecast Analysis from 2018 to 2030

• 3.1. Macroeconomic Trends (2018-2023) and Forecast (2024-2030)
• 3.2. Global Workforce Analytic Market Trends (2018-2023) and Forecast (2024-2030)
• 3.3: Global Workforce Analytic Market by Enterprise Type
  • 3.3.1: Large Enterprises
  • 3.3.2: Small & Medium Enterprises
• 3.4: Global Workforce Analytic Market by Deployment
  • 3.4.1: Cloud
  • 3.4.2: On-Premise
• 3.5: Global Workforce Analytic Market by End Use Industry
  • 3.5.1: Healthcare
  • 3.5.2: IT & Telecommunication
  • 3.5.3: BFSI
  • 3.5.4: Manufacturing
  • 3.5.5: Retail
  • 3.5.6: Food & Beverages
  • 3.5.7: Government
  • 3.5.8: Others

4. Market Trends and Forecast Analysis by Region from 2018 to 2030

• 4.1: Global Workforce Analytic Market by Region
• 4.2: North American Workforce Analytic Market
  • 4.2.1: North American Workforce Analytic Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
  • 4.2.2: North American Workforce Analytic Market by End Use Industry: Healthcare, IT & Telecommunication, BFSI, Manufacturing, Retail, Food & Beverages, Government, and Others
• 4.3: European Workforce Analytic Market
  • 4.3.1: European Workforce Analytic Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
  • 4.3.2: European Workforce Analytic Market by End Use Industry: Healthcare, IT & Telecommunication, BFSI, Manufacturing, Retail, Food & Beverages, Government, and Others
• 4.4: APAC Workforce Analytic Market
  • 4.4.1: APAC Workforce Analytic Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
  • 4.4.2: APAC Workforce Analytic Market by End Use Industry: Healthcare, IT & Telecommunication, BFSI, Manufacturing, Retail, Food & Beverages, Government, and Others
• 4.5: ROW Workforce Analytic Market
  • 4.5.1: ROW Workforce Analytic Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
  • 4.5.2: ROW Workforce Analytic Market by End Use Industry: Healthcare, IT & Telecommunication, BFSI, Manufacturing, Retail, Food & Beverages, Government, and Others

5. Competitor Analysis

• 5.1: Product Portfolio Analysis
• 5.2: Operational Integration
• 5.3: Porter's Five Forces Analysis

6. Growth Opportunities and Strategic Analysis

• 6.1: Growth Opportunity Analysis
  • 6.1.1: Growth Opportunities for the Global Workforce Analytic Market by Enterprise Type
  • 6.1.2: Growth Opportunities for the Global Workforce Analytic Market by Deployment
  • 6.1.3: Growth Opportunities for the Global Workforce Analytic Market by End Use Industry
  • 6.1.4: Growth Opportunities for the Global Workforce Analytic Market by Region
• 6.2: Emerging Trends in the Global Workforce Analytic Market
• 6.3: Strategic Analysis
  • 6.3.1: New Product Development
  • 6.3.2: Capacity Expansion of the Global Workforce Analytic Market
  • 6.3.3: Mergers, Acquisitions, and Joint Ventures in the Global Workforce Analytic Market
  • 6.3.4: Certification and Licensing

7. Company Profiles of Leading Players

• 7.1: ADP
• 7.2: Cornerstone OnDemand
• 7.3: IBM
• 7.4: Kronos
• 7.5: SAP
• 7.6: Workday
• 7.7: WorkForce Software
• 7.8: Visier
• 7.9: Oracle
• 7.10: TriNet