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市場調查報告書

全球人力資源分析市場:增長,趨勢,COVID-19的影響,預測(2021-2026)

HR Analytics Market - Growth, Trends, COVID-19 Impact, and Forecasts (2021 - 2026)

出版商 Mordor Intelligence Pvt Ltd 商品編碼 989442
出版日期 內容資訊 英文 120 Pages
商品交期: 2-3個工作天內
價格
全球人力資源分析市場:增長,趨勢,COVID-19的影響,預測(2021-2026) HR Analytics Market - Growth, Trends, COVID-19 Impact, and Forecasts (2021 - 2026)
出版日期: 2021年01月01日內容資訊: 英文 120 Pages
簡介

在預測期內2021-2026,人力資源分析市場預計將以11%的複合年增長率增長。全球組織面臨的最大挑戰之一是人員和人才的管理。人力資源專業人員需要設法實現公司和經理的期望,同時使所有人保持一致,同時進一步致力於優化招聘流程,員工滿意度,薪資問題和裁員。隨著在人力資源流程中引入數據分析,該方法從未如此簡單,並且是日常人力資源運營的主要優勢。

  • HR Analytics已從衡量HR子功能,標準有效性和人員配備技術的舊階段發展到行業級別的HR功能參數的比較基準,規範和預測分析。數據分析使人力資源部門能夠就可實現自動化的營業額和現場區域管理做出數據驅動的決策。
  • 根據< Metlife員工福利趨勢調查>,72%的員工表示他們希望無限假期作為一種福利。人力資源分析有助於確保員工根據公司政策享受充足的假期。除此之外,HR Analytics還可以幫助跟蹤每位員工的加班水平。
  • 在過去的幾年中,組織傾向於將重點放在引入以效率為中心的指標上,例如提高就業效率和降低每位員工的人事成本。
  • 公司還幫助人力資源分析人員根據人力資源數據做出管理決策,從而減少保留,改善僱用實踐,改善員工體驗,自動化任務,尤其是勞動力,我們從投資合作夥伴那裡認識到,它可以成為人力資源管理的戰略中心卓越,因為它可以改善電源規劃。例如,根據American Progess的說法,更換一名僱員會使僱主付出該僱員年薪的200%。
  • COVID-19 的流行對關鍵業務流程具有長期影響。此外,最終用戶行業,尤其是IT和BPO公司,正在無限期地專注於在家工作,要求公司開發複雜的分析模型,這些模型利用機器學習算法來識別數據模式。因此,供應商很難設計出與專注於改善工作與生活平衡的新業務模型相一致的解決方案。

本報告調查了HR Analytics的全球市場,提供了市場概述,市場增長和障礙分析,市場機會,Covid-19影響,組件,部署模式,最終用戶行業和地區,並提供了系統信息,例如市場規模趨勢和預測,競爭狀況以及主要公司的概況。

目錄

第1章簡介

第2章調查方法

第3章執行摘要

第4章市場洞察

  • 市場概況
  • 波特的五種力量分析
  • 市場驅動力
    • 基於雲的解決方案的增長趨勢
    • 需要增加勞動力並減少營業額
  • 市場挑戰
    • 缺乏熟練工人
  • 評估COVID-19對行業的影響

第5章市場細分

  • 按組成
    • 解決方案
    • 服務
  • 通過部署模式
    • 內部部署
  • 最終用戶行業
    • 電信與IT
    • 銀行,金融服務,保險
    • 消費品和零售
    • 醫療保健
    • 製造業
    • 其他
  • 按地區
    • 北美
    • 歐洲
    • 亞太地區
    • 拉丁美洲
    • 中東和非洲

第6章競爭情況

  • 公司簡介
    • SAP SE
    • Oracle Corporation
    • Workday Inc.
    • Tableau Software Inc.
    • IBM Corporation
    • Nakisa, Inc
    • Zoho Corporation Pvt. Ltd
    • Kronos Inc.
    • GainInsights Solutions Pvt. Ltd

第7章 投資分析

第8章 市場的將來

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目錄
Product Code: 69587

The market for the HR analytics market is expected to register a CAGR of 11% over the forecast period (2021 - 2026) One of the biggest challenges faced by organizations around the world is the management of people and talent. An HR professional needs to keep everyone on the same page and still manage to get things expected by his/her company and managers have done, while further working on optimizing recruitment processes, employee satisfaction, payroll concerns, and retrenchment. Due to the introduction of data analytics in HR processes, the approach has become simpler than ever, proving to be a major advantage for HR in their everyday work.

  • HR analytics has emerged from the old phase of measuring the sub-functions of HR, criteria effectiveness, and staffing technique to the comparative benchmarking on functional parameters of HR at the industry level, prescriptive, and predictive analysis. By using data analytics, HR departments are now able to make data-backed decisions, when it comes to managing attrition and spot areas where automation can be introduced.
  • According to Metlife's employee benefits trends study, 72% of employees say that they would like unlimited time off as a benefit. However, HR analytics can help in ensuring that employees are taking enough time off, as per the company's policies. Along with this, HR analytics can help track overtime levels of each employee.
  • Over the course of the last few years, there has been a trend, with the organization giving more emphasis to showcasing metrics focusing on efficiency such as the increase in productivity her hire, lower HR cost per employee, among others.
  • Also, as companies realize the potential of HR analytics from being an operational partner to the strategic center of excellence as it helps them make managerial decisions driven by HR data leading to decreased retention, better hiring practices, improved employee experience, task automation, and Improved workforce planning among others. For instance, According to AmericanProgess, It would cost the employer 200% of employees' annual salary to replace an employee.
  • The spread of COVID-19 will have a prolonged effect on key business processes. Moreover, companies will have to deploy advanced analytics models that leverage machine learning algorithms to identify data patterns, as companies across end-user industries, especially IT and BPOs, are focusing on the work-from-home culture for an indefinite period of time. Thus, it will be challenging for vendors to come up with solutions that are in line with the new business model that focuses on greater work-life balance.

Key Market Trends

Banking, Financial services, and Insurance To Witness Significant Share in The Market

  • The financial industry faces many challenges specific to the HR department, including instances such as keeping the workforce updated to the compliance, maintaining payroll, workforce aging among others as they struggle to attract talent, engage the existing employee, and optimize the performance.
  • Such organizations can leverage the potential of predictive analytics, AI, and cost-effectiveness of the cloud computing of tools such as HR analytics to acts on the HR data and other sources, including social media platforms such as Linkedin to build a digital representation of each employee to drive personalized insights.
  • For instance, in February 2020, Workday Inc announced Wells Fargo & Company, multinational financial services company, chose its Workday Human Capital Management solution to help it elevate both the user experience and its HR efficiencies across the organization 260,000 employees.
  • Additionally, the organizations within the banking sector are not known mainly known for hiring young talent with specialties in-demand skills such as digital technology and data science. Evidently, they fail to reskill aging workforces for the digital ages and thereby lack the tools that drive productivity and skills retention across the organization.
  • Furthermore, A study conducted on Analytics by Massachusetts Institute of Technology (MIT) suggests that the top-performing organizations often employ analytics tools as much as five times more than the lower-performing organization. A tool such as HR analytic help organization to effectively deal with the competitive business environment such as BFSI both at the strategic and tactical level.

North America to Hold the Significant Share in The Market

  • The adoption of HR analytics in North America has strong over the course last five years. This is due to an increase in the adoption of cloud infrastructure by the major organizations within the region and the presence of the major vendor for HR analytics, including IBM Corporation, IBM Corporation, among others.
  • For instance, LinkedIn published a report stating that it has found a 3x increase in HR professionals from North America who list analytics skills and similar keywords in their profile in the last five years.
  • Furthermore, the study also suggests that it has found North America' concentrated adoption of HR analytics in industries such as finances and tech-software with finance holding the highest adoption while other industries such as architecture, spectrum, and the manufacturer have a lower rate of adoption
  • Additionally, the top regions within North America with a high adoption rate of HR analytics with more emphasis on benefits, productivity, compensation, and performance across various industries include New York, Washington DC, and San Francisco, among others. For instance, cities such as Washington DC, with its largest levels of scarcity is skills leverage on HR analytic tools for workforce planning.
  • However, the lack of awareness and adoption of HR analytics across industries such as the public sector due to its continuum phase and the impact of recent global pandemic COVID-19 with organizations halting their recruitments in the region may hinder the growth of the market.

Competitive Landscape

The HR analytics market is moderately fragmented with the presence of major vendors, including SAP SE, Oracle Corporation, and IBM Corporation. The vendors are enhancing the product line by leveraging strategic collaborative initiatives and acquisitions as a competitive advantage to expand their customer base and gain market share.

  • May 2020: Oracle Corporation announced the availability of Oracle Analytics for Cloud HCM. Built on Oracle Analytics Cloud and powered by Oracle Autonomous Database, Oracle Analytics for Cloud HCM provides HR executives, analysts, and line-of-business leaders with deeper insights into workforce management, by enabling a comprehensive view into data from across the organization. The new self-service analytics capabilities help customers maximize the value of Oracle Cloud HCM.
  • November 2019: Workday Inc announced that it aims to acquire Scout RFP, a cloud-based platform for sourcing and supplier engagement. This acquisition would allow both organizations to maximize their opportunity to leverage their growth and drive cost savings as they aim to provide organization source-to-pay solution that delivers better business outcomes.

Reasons to Purchase this report:

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

TABLE OF CONTENTS

1 INTRODUCTION

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

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET INSIGHTS

  • 4.1 Market Overview
  • 4.2 Industry Attractiveness - Porter's Five Forces Analysis
    • 4.2.1 Bargaining Power of Suppliers
    • 4.2.2 Bargaining Power of Consumerss
    • 4.2.3 Threat of New Entrants
    • 4.2.4 Intensity of Competitive Rivalry
    • 4.2.5 Threat of Substitute Products
  • 4.3 Market Drivers
    • 4.3.1 Increase in Trends in Cloud-based Solutions
    • 4.3.2 Increase in Workforce and Need for Reduction in Attrition Rate
  • 4.4 Market Challenges
    • 4.4.1 Lack of Skilled Workforce
  • 4.5 Assesment of the Impact of COVID-19 on the Industry

5 MARKET SEGMENTATION

  • 5.1 Component
    • 5.1.1 Solution
    • 5.1.2 Service
  • 5.2 Deployment Mode
    • 5.2.1 On-Premise
    • 5.2.2 Cloud
  • 5.3 End-user Vertical
    • 5.3.1 Telecom and IT
    • 5.3.2 BFSI
    • 5.3.3 Consumer Goods and Retail
    • 5.3.4 Healthcare
    • 5.3.5 Manufacturing
    • 5.3.6 Other End-user Verticals
  • 5.4 Geography
    • 5.4.1 North America
      • 5.4.1.1 United States
      • 5.4.1.2 Canada
    • 5.4.2 Europe
      • 5.4.2.1 Germany
      • 5.4.2.2 United Kingdom
      • 5.4.2.3 France
      • 5.4.2.4 Rest of Europe
    • 5.4.3 Asia-Pacific
      • 5.4.3.1 India
      • 5.4.3.2 China
      • 5.4.3.3 Japan
      • 5.4.3.4 Rest of Asia-Pacific
    • 5.4.4 Latin America
      • 5.4.4.1 Brazil
      • 5.4.4.2 Argentina
      • 5.4.4.3 Rest of Latin America
    • 5.4.5 Middle East and Africa
      • 5.4.5.1 United Arab Emirates
      • 5.4.5.2 Saudi Arabia
      • 5.4.5.3 Rest of Middle East and Africa

6 COMPETITIVE LANDSCAPE

  • 6.1 Company Profiles
    • 6.1.1 SAP SE
    • 6.1.2 Oracle Corporation
    • 6.1.3 Workday Inc.
    • 6.1.4 Tableau Software Inc.
    • 6.1.5 IBM Corporation
    • 6.1.6  Nakisa, Inc
    • 6.1.7 Zoho Corporation Pvt. Ltd
    • 6.1.8 Kronos Inc.
    • 6.1.9 GainInsights Solutions Pvt. Ltd

7 INVESTMENT ANALYSIS

8 FUTURE OF THE MARKET