2026-2030年全球人力分析在員工體驗領域的成長機會

People Analytics for Employee Experience Global Growth Opportunities, 2026-2030

出版日期: 2026年02月19日 | 出版商:

Frost & Sullivan | 英文 35 Pages | 商品交期: 最快1-2個工作天內

價格

簡介目錄

卓越的員工體驗能夠推動變革性成長。

過去五年，企業加速推動數位轉型。由於資源匱乏和員工倦怠，企業面臨人手不足和生產力下降的挑戰。景氣衰退迫使企業推動創新，並提升員工體驗、效率和生產力。

企業也面臨著如何管理混合辦公、遠距辦公和全球分散式團隊中的員工敬業度和生產力的挑戰。此外，現今的職場由四代組成：嬰兒潮世代、X世代、千禧世代和Z世代。企業必須為每種類型的員工提供有效的入職流程、品質監控和培訓。企業體認到，人力資源管理是一項主動而非被動的職能。「人力分析」可以幫助企業實現所有這些目標。

根據Frost & Sullivan）的定義，「人力分析」（也稱為人力資源分析或勞動力分析）是指從單一來源收集和分析人力資源和業務系統中與員工相關的數據，並提供即時儀表板。透過整合和分析貫穿員工整個生命週期的數據，人力分析旨在改善招聘、員工體驗 (EX)、員工敬業度、員工留任率以及整體業務成果。人力分析軟體已從傳統的人力資源報告工具發展成為能夠影響員工體驗、員工體驗和業務績效的工具。本報告探討了全球人力分析產業面臨的三大關鍵策略挑戰、員工體驗與員工體驗之間的關聯性、十大趨勢、成長要素、阻礙因素以及人力分析市場的成長機會。

Over the last five years, businesses have accelerated their digital transformation journeys. Businesses are struggling with labor shortages and productivity challenges due to a lack of resources and employee burnout. The economic downturn has pressured businesses to innovate and enhance employee experience (EX), efficiency, and productivity.

Organizations are also compelled to manage employee engagement and productivity for hybrid, remote, and globally distributed teams. In addition, the workplace now also includes four generations (i.e., baby boomers, Generation X, Millennials, and Generation Z). Businesses must effectively facilitate onboarding, quality monitoring, and training for each worker type. Businesses recognize that human resource management is not a reactive function but a proactive one. 'People analytics' helps them achieve all of that.

According to Frost & Sullivan, 'people analytics', also known as HR analytics or workforce analytics, involves collecting and analyzing employee-related data (across HR and business systems) in a single source, offering real-time dashboards. Employee data throughout the entire employee lifecycle is consolidated and analyzed to improve hiring, employee experience (EX), employee engagement, and retention, as well as overall business outcomes. People analytics software has evolved from an HR reporting tool and influences EX, customer experience (CX), and business performance. This report discusses the top three strategic imperatives in the global people analytics industry, the correlation between EX and CX, the top 10 trends, growth drivers, restraints, and growth opportunities in the people analytics market.

Strategic Imperatives

Why is it Increasingly Difficult to Grow?
The Strategic Imperative 8TM
The Impact of the Top 3 Strategic Imperatives on the People Analytics Industry

People Analytics: Snapshot

People Analytics: Snapshot
Steps to Create a People Analytics Strategy
Top Contact Center Priorities, Global
Metrics that People Analytics Tracks to Boost Employee Performance
Stages of Employee Lifecycle & Actions to Boost Results Based on Insights from People Analytics