人力資源專業服務市場 - COVID-19 的增長、趨勢、影響和預測 (2023-2028)

由於看似無休止的 COVID-19 大流行，雇主和僱員都經歷了動盪和不確定性。

2020年大部分時間和2021年上半年，HR都在危機中工作，重點關注如何讓員工居家辦公，加強身心健康管理，提供C級培訓，讓企業保住跑步。我可以看到他們比以往任何時候都更加努力地執行他們的計劃。 隨著企業適應新常態，塵埃落定，人力資源的職能正在發生根本性的變化。 人力資源仍然監督員工的績效、生產力和效率，但更大的任務是了解個人在工作場所內外面臨的挑戰。

人力資源專家處理公司內部出現的人員問題和需求。 他們經常監督新員工的招聘、解僱、入職和入職培訓，以幫助員工熟悉他們的新職責。

確定在 COVID-19 危機期間取得成功的因素並在此基礎上建立競爭優勢是人力資源部門要發揮的重要作用。 例如，一家公司可能會縮減其總部規模並建立區域業務以獲取新的人才庫。 在這種情況下，人力資源部門必須決定基地和總部如何協同工作，如何組織工作等等。 需要實施哪些系統和流程才能實現高效的工作流程和溝通，這是人力資源專業人員需要確定的一個關鍵因素。

人力資源專業服務的市場趨勢

元宇宙中的工作推動市場

隨著技術的發展，元宇宙工作場所變得司空見慣的日子已經臨近。 但它將如何運作？ Metaverse Workplace 提供虛擬現實設置，讓您在世界任何地方開展業務，同時在個性化和身臨其境的環境中工作。 在元宇宙中，我們創建了允許員工獨立工作的數字工作站。 此外，使用數字化身可以實現交互和真實世界體驗。 據 Gartner 稱，在未來五年內，25% 的人每天將在元宇宙中花費一個小時或更長時間。 這表明該領域的最大參與者將在 2023 年推出多項舉措，包括虛擬活動、員工入職培訓、招聘會和會議。 Metaverse 也可用於工作場所教育和培訓。 Meta 希望通過投資 1.5 億美元開發沉浸式學習生態系統來增加在 Metaverse 中接受教育的機會。

要有效地使用技術，您需要人力資源部門的幫助。 為了確保 Metaverse 的健康工作程序，他們需要製定新的混合工作政策並培訓領導者在這個新環境中發揮領導作用。 不要在網上做任何你在日常工作中不會做的事情，這一直是一個基本規則。 這也是人力資源部門創建一個遠離傳統辦公環境的（虛擬）工作空間的寶貴機會。

遠程工作和混合工作的重新定義將改變人力資源服務市場

在整個大流行期間，工作發生了變化。 據麥肯錫稱，大流行使公司的數字化轉型加速了三到四年。 許多公司需要認識到這一點，並繼續採用曾經有意義的過時策略。 例如，95% 的 CEO 認為留住員工對於維持工作文化是必要的。 一項對自然界中人類行為的研究還發現，與大流行前的水平相比，微軟員工之間的協作下降了 25%，並且在遠程環境中變得更加分散。

不過，64% 的員工表示，如果他們必須在辦公室全職工作，他們可能會考慮辭職。 現代工作場所文化受到混合工作的影響。 隨著公司探索不同的工作場所策略，這將鼓勵內部討論這個問題並鼓勵組織決策，即使只是暫時的。

人力資源專業服務市場競爭對手分析

全球人力資源專業服務市場相對分散，主要供應商包括 SAP SE、Oracle Corporation 和 IBM Corporation。 供應商正在利用聰明的合資企業和收購來增強他們的產品線，以此作為競爭優勢來擴大他們的客戶群並獲得市場份額。

其他好處

• Excel 格式的市場預測 (ME) 表
• 三個月的分析師支持

內容

第一章介紹

• 研究假設和市場定義
• 調查範圍

第二章研究方法論

第 3 章執行摘要

第 4 章市場動態和洞察

• 市場概覽
• 市場驅動因素
• 市場製約因素
• 產業吸引力 - 波特五力分析
  • 新進入者的威脅
  • 買家的議價能力
  • 供應商的議價能力
  • 替代品的威脅
  • 競爭公司之間的敵對關係
• COVID-19 對市場的影響

第 5 章市場細分

• 類型
  • 核心人力資源
  • 招聘
  • 人才管理
  • 員工協作和參與
  • 勞動力規劃和分析
  • 其他類型
• 介紹表
  • 主持
  • 前提
• 最終用戶
  • 學術界
  • BFSI
  • 政府機構
  • 醫療保健
  • IT/通訊
  • 製造業
  • 零售
  • 其他最終用戶
• 按地區
  • 北美
  • 歐洲
  • 亞太地區
  • 南美洲
  • 中東

第六章競爭格局

• 市場集中度和概覽
• 公司簡介
  • Oracle Corporation
  • IBM Corporation
  • ADP Inc.
  • SAP SE
  • Ultimate Software
  • Workday Inc.
  • Bain and Company
  • Baker HR
  • Corner Stone On Demand
  • Helios HR*

第七章市場機會與未來趨勢

第 8 章免責聲明和關於美國

Employers and employees experienced confusion and uncertainty due to the COVID-19 pandemic, which had no apparent end in sight. Much of 2020 and the first half of 2021 saw HR operating in crisis mode, trying to figure out how to allow workers to work from home, offer greater mental and physical health care, and work harder than ever on C-level plans to keep their businesses running. The function of HR has fundamentally changed as businesses adapt to a new normal and the dust continues to settle. Although the HR department still oversees employee performance, productivity, and efficiency, its bigger task is to comprehend the difficulties that individuals face both at and outside the workplace.

Human resources specialists handle issues or demands involving people who develop inside a business. They frequently oversee hiring, firing, onboarding new personnel, and the orientation process to get staff members settled into their new responsibilities.

Determining what is successful throughout the crisis of COVID-19 and building on it to gain a competitive edge are key roles that HR can play. For example, a business downsizing its headquarters and setting up regional hubs that may access new talent pools. In such a case, HR would have to determine how the hubs and the headquarters would collaborate, how the work would be organized, etc. What kinds of systems and processes need to be put in place to enable efficient workflows and communications is what HR Professionals determine a crucial factor.

HR Professional Services Market Trends

Working in Meta Verse is Driving the Market

The metaverse workplace will soon be commonplace, thanks to technological advancements. However, how does that operate? The metaverse workplace provides virtual reality settings so you can do business from anywhere in the world while working in a personalized, immersive environment. Within the metaverse, we create digital workstations so employees can do their work independently. The use of digital avatars also enables interactions and real-world experiences. 25% of individuals will spend at least one hour each day in the metaverse in the next five years, according to Gartner. This suggests that some of these initiatives, such as virtual events, employee onboarding, career fairs, and meetings, will be launched by the biggest companies in this field in 2023. The metaverse may also be used for workplace education and training. By putting USD 150 million towards developing an immersive learning ecosystem, Meta hopes to increase access to education in the metaverse.

To employ technology effectively, the firm needs the assistance of HR. To ensure wholesome metaverse working procedures, they will need to create new hybrid working policies and train leaders to lead in this new setting. Do not do anything online that you would not do at your regular job; that should always be the golden rule. It also gives HR a rare chance to create the (virtual) workspace outside the conventional, frequently uninspired office setting.

Redefining Remote and Hybrid Work Strategies can Transform the HR Services Market

Work has changed throughout the pandemic. According to McKinsey, the pandemic has sped up digital transformation in businesses by three to four years. Many companies need to be aware of this and continue employing antiquated strategies that once made sense. For instance, 95% of CEOs believe that maintaining the workplace culture requires retaining employees on staff. A nature human behavior study also revealed that Microsoft employees' collaboration declined by 25% and became more compartmentalized in a remote setting compared to pre-pandemic levels.

Despite this, 64% of employees claimed that they might consider quitting if they had to work at the office full-time. The culture of the modern workplace has been influenced by hybrid working. As firms explore various workplace tactics, they will facilitate internal discussions about this issue and encourage their organization to make decisions, even if they are only temporary.

HR Professional Services Market Competitor Analysis

The global HR professional services market is moderately fragmented, with major vendors, including SAP SE, Oracle Corporation, and IBM Corporation. The vendors are improving their product line by utilizing smart joint ventures and acquisitions as a competitive advantage to increase their customer base and capture market share.

Additional Benefits:

• The market estimate (ME) sheet in Excel format
• 3 months of analyst support

TABLE OF CONTENTS

1 INTRODUCTION

• 1.1 Study Assumptions and Market Definition
• 1.2 Scope of the Study

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET DYNAMICS AND INSIGHTS

• 4.1 Market Overview
• 4.2 Market Drivers
• 4.3 Market Restraints
• 4.4 Industry Attractiveness - Porter's Five Forces Analysis
  • 4.4.1 Threat of New Entrants
  • 4.4.2 Bargaining Power of Buyers
  • 4.4.3 Bargaining Power of Suppliers
  • 4.4.4 Threat of Substitutes
  • 4.4.5 Intensity of Competitive Rivalry
• 4.5 Impact of COVID-19 on the Market

5 MARKET SEGMENTATION

• 5.1 Type
  • 5.1.1 Core HR
  • 5.1.2 Recruiting
  • 5.1.3 Talent Management
  • 5.1.4 Employee Collaborations and Engagement
  • 5.1.5 Workforce Planning and Analytics
  • 5.1.6 Other Types
• 5.2 Deployment Type
  • 5.2.1 Hosted
  • 5.2.2 Premise
• 5.3 End User
  • 5.3.1 Academia
  • 5.3.2 BFSI
  • 5.3.3 Government
  • 5.3.4 Healthcare
  • 5.3.5 IT and Telecom
  • 5.3.6 Manufacturing
  • 5.3.7 Retail
  • 5.3.8 Other End Users
• 5.4 Geography
  • 5.4.1 North America
  • 5.4.2 Europe
  • 5.4.3 Asia - Pacific
  • 5.4.4 South America
  • 5.4.5 Middle East

6 COMPETITIVE LANDSCAPE

• 6.1 Market Concentration & Overview
• 6.2 Company Profiles
  • 6.2.1 Oracle Corporation
  • 6.2.2 IBM Corporation
  • 6.2.3 ADP Inc.
  • 6.2.4 SAP SE
  • 6.2.5 Ultimate Software
  • 6.2.6 Workday Inc.
  • 6.2.7 Bain and Company
  • 6.2.8 Baker HR
  • 6.2.9 Corner Stone On Demand
  • 6.2.10 Helios HR*

7 MARKET OPPORTUNITIES AND FUTURE TRENDS

8 DISCLAIMER AND ABOUT US