勞動力分析市場 - 增長、趨勢、COVID-19 影響和預測 (2023-2028)

在預測期內，勞動力分析市場預計將以 15.64% 的複合年增長率增長。

根據 Information Services Group 的數據，58% 的公司表示 HR SaaS 技術解決方案改善了全球雇主的用戶體驗。 這將對全球市場產生積極影響。

主要亮點

• 勞動力分析用於研究員工行為，並通過分析人員數據做出更好的勞動力決策。 這有助於提高現有員工的工作效率並改善選拔標準，而不是僱傭額外的員工。
• 預測性勞動力分析是勞動力分析的重要子類型之一。 利用歷史數據進行預測是指運行勞動力分析來創建預測。 機器學習和數據挖掘是這種勞動力分析中採用的主要統計模型。 許多公司使用預測性勞動力分析來改善員工體驗和簡化流程。 在此過程中經常使用回歸分析、模式匹配和多元統計等技術，以幫助公司預測未來在風險和人才產出方面可能發生的情況。
• 在這個全球化的世界中，組織需要靈活性、速度、創新和人才，以從其他公司中脫穎而出。 我們將員工重點放在我們的人才戰略上，並投資於我們的員工以支持業務增長和目標。 例如，Mindtree 在營業額建模、風險評估、管理概況和生產力指標中使用 HR 分析工具。 人力資源分析工具預測了未來 90 天內的員工流動率，預測模型中使用的數據分析用於為招聘團隊創建有用的見解。
• 但是，缺乏產品信息和高昂的安裝成本是預測期內限制市場增長的一些因素。

勞動力分析市場趨勢

性能監控提供增長潛力

• 根據去年的 Oracle 報告，全球 55% 的員工可能會留在使用 AI 來幫助他們提升職業生涯的組織中。 越來越多地採用大數據分析和人工智能有助於勞動力分析市場的增長。
• 作為人力資源分析的一個子集，勞動力分析可以幫助人力資源團隊通過跟蹤和衡量與員工相關的數據來充分利用組織的人力資源。 通過關注每個雇主的投資回報，該領域遠遠超出了僱用和解僱的範圍。 此外，它還揭示了更詳細的信息，可幫助您識別工作場所趨勢，例如潛在風險因素和對您的決定的滿意度。
• 此外，隨著市場動態的快速變化，實時的人力資源判斷是時代的需要。 人力資本是任何組織最寶貴的資產，員工績效對底線有重大影響。 因此，通過監控員工績效，您可以清楚地了解績效需要改進的地方以及達到或超過期望的地方。 例如，印度領先的 IT 服務公司 Tata Consultancy Services 和 Infosys 已轉向持續績效系統。 通過這樣做，兩家組織相信他們可以定期監控員工績效並預測員工行為，這會影響員工敬業度。
• 此外，通過監控績效數據，可以評估經理如何有效地與員工互動以設定期望、澄清問題、計劃改進和解決績效問題。 例如，Google使用人力資源分析來進行人才管理。 Project Oxygen 分析了內部數據以量化主動管理人員的行為。 我們制定了管理培訓計劃，整合了八項行為，從而提高了管理質量。
• 因此，上述因素有望在預測期內推動勞動力分析市場的發展。

亞太地區增長最快

• 亞太地區預計在預測期內增長最快，因為組織正在轉向更多以員工為中心的組織。 公司重視員工以獲得當地的競爭優勢。 這就是為什麼公司轉向勞動力分析以清楚了解其內部框架的原因。
• 此外，諸如 Startup India 等鼓勵國內創業的政府舉措也在推動市場發展。 勞動力分析幫助組織做出基於事實的人力資源決策。 因此，它對市場產生了積極的影響。
• 數字技術正在金融、教育、廣告和房地產等多個行業中興起。 人力資源技術被認為對於工作方式改革至關重要，但像日本這樣的公司正在使用勞動力分析作為勞動力技能管理的主流。 例如，Hitachi是建立這種能力的先行者。 由於Hitachi採用了這項技術並認識到人員分析在招聘中的有效性，我們還創建了一項關於員工安置和生產力的調查，以及一個使用人工智能將調查數據和大數據相結合的解決方案。
• 由於內部資源能力和國際競爭力的結合，中國正在經歷巨大的增長。 近年來，由於宏觀經濟放緩，投資資本回報率下降，人力資本成本上升，許多中國企業開始轉向運營效率。 這為勞動力分析創造了有利的環境。 數據分析也已成為中國 IT 公司經濟模型的重要組成部分，這些公司將數據視為一種不可行的規範。 上述所有因素預計將推動上述地區的勞動力分析市場。

勞動力分析市場競爭對手分析

勞動力分析市場競爭激烈。 許多跨國公司都是主要參與者，包括 IBM Corporation、Oracle Corporation、Accenture 和 Capgemini SE。 對更好的人力資源結構和招聘職能的需求不斷增長，這為小型企業和大型企業創造了巨大的機會。

• 2022 年 11 月，為了幫助企業更快地做出數據驅動的決策並管理意外情況，IBM 推出了新軟件，以幫助組織打破數據和分析孤島。 IBM Business Analytics Enterprise 的商業智能規劃、預算、報告、預測和儀表板功能提供了整個企業數據源的綜合視圖。 IBM Business Analytics Enterprise 旨在打破孤島，讓正確的團隊在正確的時間訪問正確的數據。 例如，公司的銷售、人力資源和運營團隊可以利用來自各種商業智能和規劃工具的數據和見解來滿足他們的需求，例如最大化銷售目標、創建勞動力預測和估算運營能力。使用權。
• 2022 年 10 月，商業智能和數據科學服務提供商 Braincourt 被 Capgemini 收購。 此次收購加強了凱捷在德國和北歐地區備受追捧的數據和分析能力。 具體而言，在財務、人力資源、生產和物流等重要業務管理領域，Braincoat 在商業智能、數據科學和高級項目管理服務方面建立了行業領先的能力。 Braincourt 的客戶包括汽車、建築、能源和電信行業的領先公司，非常適合 Capgemini 的客戶群。

其他好處

• Excel 格式的市場預測 (ME) 表
• 3 個月的分析師支持

內容

第一章介紹

• 調查結果和市場假設
• 調查範圍

第二章研究方法論

第 3 章執行摘要

第四章市場動態

• 市場概覽
• 市場驅動因素和限制因素簡介
• 市場驅動因素
  • 對更明智的人才決策的需求日益增長
  • 人力資源部門的薪資和招聘數據增加
• 市場製約因素
  • 缺乏對勞動力分析的認識
• 行業價值鏈分析
• 行業吸引力 - 波特五力分析
  • 新進入者的威脅
  • 買方/消費者議價能力
  • 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

第 5 章市場細分

• 按組件類型
  • 解決方案
    • 人員招聘/發展優化服務
    • 薪資和監控
  • 服務
    • 專業服務
    • 託管服務
• 按部署類型
  • 雲端
  • 本地
• 按組織規模
  • 中小企業
  • 大公司
• 按最終用戶行業
  • 銀行、金融服務和保險 (BFSI)
  • 製造業
  • IT/通訊
  • 醫療保健
  • 零售
  • 其他最終用戶行業
• 按地區
  • 北美
  • 歐洲
  • 亞太地區
  • 拉丁美洲
  • 中東

第六章競爭格局

• 公司簡介
  • Automatic Data Processing Inc.
  • IBM Corporation
  • Oracle Corporation
  • Accenture Plc
  • Capgemini SE
  • Cisco Systems Inc.
  • SAP SE
  • Visier Inc.
  • Peoplestreme Pty Ltd（Ascender）
  • SumTotal Systems LLC（Skillsoft Ltd）
  • Cornerstone OnDemand Inc.
  • Workday Inc.

第七章投資分析

第八章市場機會與未來趨勢

The workforce analytics market is expected to register a CAGR of 15.64% over the forecast period. According to the Information Services Group, 58% of enterprises indicated that HR SaaS technology solutions improve the employer user experience globally. This creates a positive impact on the market globally.

Key Highlights

• Workforce analytics is used to study the behavior of employees and people data using analyzing people data to make better workforce decisions. This helps increase the productivity of the existing employees instead of hiring additional staff and improves the selection criteria.
• Predictive workforce analytics is one of the critical subtypes of workforce analytics. To forecast, utilizing past data refers to performing workforce analytics to create forecasts. Machine learning and data mining are the primary statistical models employed in this workforce analytics. Many firms use predictive workforce analytics to enhance the employee experience and streamline processes. Regression analysis, pattern matching, multivariate statistics, and other techniques are frequently used in this process to help businesses predict what is likely to occur in the future in terms of risks and talent outcomes.
• In this globalized world, the organization requires flexibility, speed, innovation, and talent to differentiate itself from other firms. It has let employees focus on workforce strategy and employee investment to support business growth and objectives. For instance, Mindtree used HR analytics tools in turnover modeling, risk assessment, management profiles, and productivity indexing. HR analytics tools have helped them predict employee turnover for the subsequent 90 days and enabled them to create usable insights from data analyses used in the forecasting model for the hiring teams.
• However, the lack of product information and the high cost of deployment are a few factors restraining the market from growing in the forecast period.

Workforce Analytics Market Trends

Performance Monitoring Offers Potential Growth

• According to a report by Oracle last year, 55% of the global workforce would be more likely to stay with an organization that uses AI to assist career progression. An increase in the implementation of big data analytics and artificial intelligence is contributing to the growth of the workforce analytics market.
• As a subset of HR analytics, workforce analytics assists HR teams in maximizing their organizations' human resources by tracking and measuring employee-related data. By focusing on the return on investment for each hire, the field goes far beyond hiring and dismissing. Furthermore, it highlights additional detailed information that aids in recognizing trends in the workplace, including potential risk factors, satisfaction with decisions, and more.
• Further, real-time talent decisions are the need of the hour, with market dynamics changing quickly. Human capital is the most valuable asset of any organization, and employee performance significantly impacts the bottom line. Thus, monitoring their employees' performance gives a clear picture of what parts of their performance need improvement and which sections are meeting or exceeding expectations. For example, India's leading IT services companies, Tata Consultancy Services, and Infosys, have shifted to a continuous performance system. By doing so, these two organizations believe they will be able to monitor employee performance at regular intervals and predict their behavior, which could affect their engagement levels.
• Monitoring performance data also helps evaluate how effectively managers engage with employees to set expectations, clarify doubts, plan improvement, and address performance anxieties. For example, Google utilizes HR analytics for its talent management activities. It is Project Oxygen analyzed its internal data to quantify what active managers do. It developed a management training program that consolidated eight behaviors, which led to better managerial quality.
• Therefore, the aforementioned factors are expected to boost workforce analytics market during the forecast period.

Asia-Pacific to Witness Fastest Growth

• The Asia-Pacific region is expected to witness the fastest growth during the forecast period because of the shift toward more employee-centric organizations. The companies are focusing on their employees to gain regional competitive advantages. Therefore, they are implementing workforce analytics to get a clear picture of the internal framework.
• Moreover, the government's initiatives, such as Startup India, to encourage entrepreneurship within the country are also driving the market. Workforce analytics will help the organization make fact-based HR decisions. Therefore, creating a positive impact on the market.
• In several industries, including finance, education, advertising, and real estate, digital technology is expanding. Even though HR technology is thought to be a critical factor in the reform of working procedures, companies like Japan have used workforce analytics in the mainstream to manage workforce skills. For instance, Hitachi has moved quickly to build its capabilities. As a result of Hitachi's adoption of this technology and its recognition of the effectiveness of people analytics in recruitment, the company has also created surveys of employee placement and productivity, as well as solutions that use artificial intelligence to combine survey data with big data.
• China is witnessing tremendous growth due to a combination of internal resource-based capacity and foreign competitiveness. With the macroeconomic slowdown, reduced return on invested capital, and rising human capital costs in recent years, many Chinese businesses have turned their attention to managerial efficiency. This has made for a favorable environment for workforce analytics. In addition, data analytics has been a crucial component of the economic models of Chinese IT companies, which regard data as something of a norm they cannot survive. All the above factors are expected to drive the workforce analytics market in the mentioned region.

Workforce Analytics Market Competitor Analysis

The workforce analytics market is highly competitive. Many multinational companies, such as IBM Corporation, Oracle Corporation, Accenture, and Capgemini SE, are a few of the major players. The rising demand for better structures for talent and recruiting functions is creating immense opportunities among SMEs and large enterprises.

• In November 2022, to assist businesses in quickly making data-driven decisions and dealing with unforeseen disruptions, IBM unveiled new software to help organizations break down data and analytics silos. A comprehensive perspective of data sources from throughout the user's whole business is offered by the business intelligence planning, budgeting, reporting, forecasting, and dashboard capabilities of IBM Business Analytics Enterprise. To help eliminate silos and ensure that the appropriate teams have access to the appropriate data at the proper time, IBM Business Analytics Enterprise was created. For example, a company's sales, HR, and operations teams need access to data and insights from various business intelligence and planning tools for their individual needs, such as maximizing sales targets, creating workforce forecasts, or estimating operational capacity.
• In October 2022, Braincourt, a provider of business intelligence and data science services, was acquired by Capgemini. The acquisition will strengthen Capgemini's in-demand data and analytics capabilities in Germany and Northern Europe. In particular, throughout the governing domains of essential business operations like finance, HR, production, and logistics, Braincourt has established a reputation for having industry-leading capabilities in business intelligence, data science, and sophisticated project management services. Leading automotive, construction, energy, and telecommunications companies are among Braincourt's clients, which are an excellent match for Capgemini's clientele.

Additional Benefits:

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

TABLE OF CONTENTS

1 INTRODUCTION

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

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET DYNAMICS

• 4.1 Market Overview
• 4.2 Introduction to Market Drivers and Restraints
• 4.3 Market Drivers
  • 4.3.1 Increasing Need to Make a Smarter a Decision About the Talent
  • 4.3.2 Increasing Data in HR Departments related to Pay rolls, Recruitment
• 4.4 Market Restraints
  • 4.4.1 Lack of Awareness About Workforce Analytics
• 4.5 Industry Value Chain Analysis
• 4.6 Industry Attractiveness - Porter's Five Force Analysis
  • 4.6.1 Threat of New Entrants
  • 4.6.2 Bargaining Power of Buyers/Consumers
  • 4.6.3 Bargaining Power of Suppliers
  • 4.6.4 Threat of Substitute Products
  • 4.6.5 Intensity of Competitive Rivalry

5 MARKET SEGMENTATION

• 5.1 By Component Type
  • 5.1.1 Solutions
    • 5.1.1.1 Talent Acquisition and Development Optimization Services
    • 5.1.1.2 Pay Roll and Monitoring
  • 5.1.2 Service
    • 5.1.2.1 Professional Services
    • 5.1.2.2 Managed Services
• 5.2 By Deployment Type
  • 5.2.1 On-cloud
  • 5.2.2 On-premises
• 5.3 By Organization Size
  • 5.3.1 Small- and Medium-Sized Enterprises
  • 5.3.2 Large Enterprises
• 5.4 By End-user Industry
  • 5.4.1 Banking, Financial Services, and Insurance (BFSI)
  • 5.4.2 Manufacturing
  • 5.4.3 IT & Telecom
  • 5.4.4 Healthcare
  • 5.4.5 Retail
  • 5.4.6 Other End-user Industries
• 5.5 Geography
  • 5.5.1 North America
  • 5.5.2 Europe
  • 5.5.3 Asia-Pacific
  • 5.5.4 Latin America
  • 5.5.5 Middle East

6 COMPETITIVE LANDSCAPE

• 6.1 Company Profiles
  • 6.1.1 Automatic Data Processing Inc.
  • 6.1.2 IBM Corporation
  • 6.1.3 Oracle Corporation
  • 6.1.4 Accenture Plc
  • 6.1.5 Capgemini SE
  • 6.1.6 Cisco Systems Inc.
  • 6.1.7 SAP SE
  • 6.1.8 Visier Inc.
  • 6.1.9 Peoplestreme Pty Ltd ( Ascender)
  • 6.1.10 SumTotal Systems LLC ( Skillsoft Ltd)
  • 6.1.11 Cornerstone OnDemand Inc.
  • 6.1.12 Workday Inc.

7 INVESTMENT ANALYSIS

8 MARKET OPPORTUNITIES AND FUTURE TRENDS