勞動力分析市場報告：2031 年趨勢、預測與競爭分析

全球勞動力分析市場前景光明，在醫療保健、IT 和通訊、BFSI、製造業、零售業、食品和飲料以及政府市場都存在機會。預計到 2031 年，全球勞動力分析市場規模將達到 40 億美元，2025 年至 2031 年的複合年成長率為 13.7%。該市場的主要驅動力是策略性勞動力規劃中擴大使用資料來獲得競爭優勢並解決長期勞動力問題，同時確保員工參與度和滿意度。

• 根據公司類型，Lucintel 預測，由於大型企業早期採用軟體，其將在整個預測期內保持最大的市場佔有率。
• 從最終用途來看，IT 和通訊預計將實現最高成長。這是因為，隨著對增強型 IT 和通訊服務的需求不斷增加，IT 和通訊業正在快速成長。
• 從地區來看，預計北美在預測期內仍將是最大的地區，因為該地區技術先進，並且能夠快速採用新技術。

勞動力分析市場的策略成長機會

勞動力分析的各種應用提供了由不斷變化的技術和組織需求所驅動的策略成長機會。認知並利用這些機會可以顯著改善人力資源和業務成果。

• 人工智慧分析的興起人工智慧分析技術的日益普及為理解和使用資料的更複雜的方法提供了機會。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：透過先進的技術，預測分析可以透過提供資料來預測未來的人才需求，從而幫助組織進行勞動力規劃。有了這些見解，企業可以調整其人力資源策略以適應其目標，預測未來的技能差距，並制定緩解措施來應對這些挑戰。
• 擴展員工敬業度解決方案：建立員工敬業度解決方案具有很大的潛力。透過採用分析技術，可以監控職場的滿意度和健康狀況，從而培養積極主動、高效的組織，減少離職率並提高整體生產力。
• 關注 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成長動力。組織正在使用這些工具來評估代表性、識別挑戰並制定策略解決方案以提高代表性。
• 採用即時資料解決方案：及時或即時資料解決方案在幫助快速決策方面有所改善。投資即時分析的公司能夠快速適應新情況、提高生產力並更有效地管理員工。

此類策略成長機會提供了有關勞動力分析如何推動人力資源績效提升和改善組織成果的見解。公司必須擁抱人工智慧，應用預測分析，優先考慮員工參與度和多樣性，並依靠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關鍵促進因素和挑戰的影響，包括技術成長、經濟和監管因素。了解這些因素對於在市場中運作和有效利用分析非常重要。

推動勞動分析市場的因素包括：

• 技術創新：勞動力分析的成長依賴於人工智慧、機器學習和即時分析的快速成長。如今，科技促進了組織更好的資料分析、更好的決策和改進的人才導向功能，從而改善了人才管理。
• 資料驅動決策：隨著資料驅動決策的需求增加，許多組織正在採用先進的勞動力分析工具來解釋資料。隨著組織尋求利用資料來改善人才管理、提高生產力和實現策略目標，勞動力分析已成為不可或缺的工具。
• 關注員工健康 隨著組織轉向工作分析來提高員工滿意度、健康和參與度，人們對利用輔助資料的興趣日益濃厚。公司正在利用資料來改善工作條件、減少倦怠並提高整體員工體驗。
• 社會壓力：應對圍繞資料和員工權利的不斷變化的立法是一個關鍵的動機。組織在實施勞動力分析時必須遵守法律界限，這將影響分析解決方案的設計和實施。
• 經濟因素：勞動力分析的動力源自於經濟狀況。在經濟景氣衰退期間，公司可能更注重控制成本而不是投資分析，但當經濟好轉時，對高階分析解決方案的支出可能會增加。

勞動力分析市場挑戰包括：

• 資料隱私和安全：保護資料隱私和安全是任何勞動力分析計劃中面臨的挑戰的關鍵問題。組織必須保護員工的機密訊息，防止其洩露或以不當方式使用，這需要強力的安全措施並遵守有關資訊保護的法律體制。
• 與現有系統整合：組織面臨的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融入舊有系統所遇到的困難可能會影響資料主導介入措施的實施和實施。
• 資料分析技能差距：有效的資料分析需要人力資源團隊通常缺乏的特定技能。組織經常難以吸引和留住具有必要專業知識的人才，這影響了勞動力分析工具的生產力並解釋了缺乏資料主導的洞察力。

勞動力分析的關鍵促進因素和挑戰凸顯了技術、資料隱私和經濟因素在塑造市場中的重要性。技術進步和對資料驅動決策的關注正在推動成長，但在採用和有效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。

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、背景和分類
• 供應鏈
• 產業驅動力與挑戰

第3章 2019年至2031年市場趨勢及預測分析

• 宏觀經濟趨勢（2019-2024）及預測（2025-2031）
• 全球勞動力分析市場趨勢（2019-2024）與預測（2025-2031）
• 按公司類型
  • 大型企業
  • 中小企業
• 按部署
  • 雲
  • 本地
• 按最終用途
  • 衛生保健
  • 資訊科技/通訊
  • BFSI
  • 製造業
  • 零售
  • 食品和飲料
  • 政府
  • 其他

第4章2019年至2031年區域市場趨勢與預測分析

• 按地區：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
• 世界其他地區勞動分析市場

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
  • 按部署
  • 按最終用途
  • 按地區
• 全球勞動力分析市場的新趨勢
• 戰略分析
  • 新產品開發
  • 擴大全球勞動分析市場容量
  • 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章主要企業簡介

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

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 $4 billion by 2031 with a CAGR of 13.7% from 2025 to 2031. The major drivers for this market are the growing utilization of data in strategic workforce planning to gain a competitive edge and address long-term labor concerns while ensuring employee engagement and satisfaction.

• Lucintel forecasts that, within the enterprise type category, large enterprises will remain the largest segment over the forecast period due to initial adoption of the software.
• Within the end use industry category, 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.
• In terms of regions, North America will remain the largest region over the forecast period due to this region is technologically progressive, embracing new technologies quickly.

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Emerging Trends in the Workforce Analytic Market

There is an astonishing movement in workforce analytics due to technology and changes in organizations. Such trends are defining how organizations harness data for enhanced management of personnel resources.

• 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 difficult landscapes by minimizing misunderstandings and placing the right talent in the right positions through the use and implementation of AI-driven solutions that enhance employee behavior, recruitment, and development plans.
• Analytics for Improved Employee Experience: The adoption of analytics to better support 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 work-life balance. This trend arises from the understanding that treating illness is not as cost-effective as preventing it and promoting healthier working environments, which can lead to increased productivity and retention.
• Predictive Workforce Analytics: The constructive use of analytics has led to the growing incorporation of workload forecasting into operational plans. Organizations need to determine skill sets, patterns of turnover, and issues related to skill shortages, among other factors, and make effective plans for workforce utilization.
• Enhanced Diversity and Inclusion Metrics: More organizations are attempting to analyze how diversity and inclusion can be improved. More sophisticated metrics for measuring representation, identifying gaps, and building an inclusive work culture are being adopted. This trend indicates a growing commitment to equity and fairness in the workplace.
• Development of Real-Time Analytics: The increasing use of real-time analytics is creating an environment where immediate, data-driven decisions are possible. This trend is fueled by advancements in technology that allow constant monitoring and processing of information, helping businesses adapt to changing environments and enhance operational performance.

It is noticeable that these emerging trends suggest a transition towards more advanced, investment-driven approaches in workforce analytics. Complementing employee welfare and diversity concerns, AI, predictive analytics, and real-time data are expanding HR system capabilities in 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 how human resource management is understood within organizations. These developments are driven by technological advancements, changing organizational needs, and new regulations, leading to better and more appropriate HR policies and practices.

• Advancement in AI and Machine Learning: The use of AI and machine learning in workforce analytics is changing how data is analyzed in corporations and how decisions are made within organizations. These technologies assist in developing better projections of 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 workforce trends. Companies are using these tools to estimate the amount of talent needed, identify potential challenges, and develop strategies to mitigate them, which improves personnel management.
• Enhanced Focus on Employee Experience: There is a greater focus on analytics that elevate the employee experience. Organizations are harnessing data to examine employee engagement, job satisfaction, and overall employee well-being to enhance the habitability and productivity of workplaces.
• Increased Adoption of Real-Time Analytics: There is a growing acceptance of real-time analytics, allowing organizations to factor in real-time data when making decisions. This enables organizations to quickly address changes that may arise in 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 aimed at assessing and improving diversity and inclusion within firms. Workforce analytics have been applied in areas such as representation, gap analysis, and initiatives to support diversity and inclusion.

These developments highlight the increased use of data-driven strategies in workforce analytics. HR efficiency improves with the growth of artificial intelligence, predictive and naturalistic tools, and a focused approach to employee experience and diversity in larger corporations. These trends are defining the next frontier of managing and optimizing workforces.

Strategic Growth Opportunities for Workforce Analytic Market

Various applications of workforce analytics present strategic growth opportunities due to changes in technology and the needs of organizations. 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 opportunities for a more advanced approach to understanding and using data. Organizations can utilize artificial intelligence in areas such as talent acquisition and employee management, improving the efficiency of operations and HR services.
• Development of Predictive Workforce Planning: Through advanced technologies, predictive analytics assists organizations in workforce planning by providing data that anticipate future talent demands. Organizations can leverage these insights to align their HR strategies with their objectives, foresee future skills gaps, and develop mitigation measures to address these challenges.
• Expansion of Employee Engagement Solutions: There is significant potential in building employee engagement solutions. Employing analytic techniques can monitor satisfaction at work and wellness, which can boost proactive and effective organizations, reducing labor turnover and improving overall output effectiveness.
• Concentration on D&I Analytics: Tools used to assess and enhance diversity and inclusiveness among employees are strategic growth drivers. Organizations have utilized these tools to evaluate representation, identify challenges, and devise strategic solutions to improve representation.
• Embedding Real-Time Data Solutions: Timely or real-time data solutions are improving in that they assist in making quick decisions. Firms that invest in real-time analytics gain the advantage of rapidly adapting to emerging conditions, enhancing productivity, and improving efficiency in HR management.

Such strategic growth opportunities provide insight into how workforce analytics can facilitate enhanced HR performance and improve organizational outcomes. Companies need to focus on AI, apply predictive analytics, prioritize employee engagement and diversity, and rely on real-time data to improve workforce strategies.

Workforce Analytic Market Driver and Challenges

The workforce analytics market is influenced by major drivers and challenges, including growth in technology, economy, and regulation factors. It is important to understand these elements to operate in the market and effectively utilize the analytics.

The factors responsible for driving the workforce analytics market include:

• Technological Innovations: The growth of workforce analytics relies on the exponential growth of AI, machine learning, and real-time analytics. Today, technologies facilitate better data analysis, better decisions, and improved people-oriented functions in organizations, leading to better management of personnel.
• Decision-Making Using Data: The rising need to make decisions based on data is prompting many organizations to acquire sophisticated workforce analytics tools for data interpretation. Organizations want to utilize data to improve talent management, increase productivity, and achieve strategic objectives, making workforce analytics a must-have tool.
• Focus on Employee Wellness: There is a growing concern regarding job analytics within an organizational context to enhance the satisfaction, health, and engagement of employees, increasing the focus on leveraging ancillary data. Companies use data to improve working conditions, decrease burnout, and enhance the overall employee experience.
• Social Pressure: Keeping up with a continuous cycle of changes in legislation concerning data and employee rights is a primary motivator. Organizations must observe legal boundaries while conducting workforce analytics, which affects the design and implementation of analytical solutions.
• Economic Factors: The impetus for workforce analytics stems from economic conditions. During a recession or economic downturn, companies may focus more on cost containment rather than investing in analytics, whereas an economic upturn is likely to result in increased spending on advanced analytics solutions.

Challenges in the workforce analytics market include:

• Data Privacy and Security: Protecting data privacy and security is a critical issue and poses a challenge during workforce analytics initiatives. Organizations must safeguard the confidential information of their employees and prevent leaks or inappropriate use of that information, necessitating strong security measures and adherence to legal frameworks for information protection.
• Integration with Existing Systems: A significant obstacle for organizations is integrating workforce analytics into existing HR systems and processes. Difficulties in fitting new analytic solutions into legacy systems can affect the utilization and delivery of data-driven interventions.
• Skill Gaps in Data Analysis: There is often a bias where specific skill sets are necessary for effective data analysis, but HR teams may lack these skills. Organizations may struggle to source and retain individuals with the required expertise, impacting the productivity of workforce analytical tools and explaining the shortfall in data-driven insights.

The major drivers and challenges in workforce analytics highlight the importance of technology, data privacy, and economic factors in shaping the market. Growth is driven by technological advances and an emphasis on data-informed decision-making; however, issues such as privacy, integration, and skill gaps must be addressed for these analytics solutions 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 market by enterprise type, deployment, end use industry, and region.

Workforce Analytic Market by Enterprise Type [Analysis by Value from 2019 to 2031]:

• Large Enterprises
• Small & Medium Enterprises

Workforce Analytic Market by Deployment [Analysis by Value from 2019 to 2031]:

• Cloud
• On-Premise

Workforce Analytic Market by End Use Industry [Analysis by Value from 2019 to 2031]:

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

Workforce Analytic Market by Region [Analysis by Value from 2019 to 2031]:

• 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 for gaining intelligence, control, and coordination over an organization's human resources. This new orientation results from technological advancements, business restructuring, and changes in laws in various nations. The following summaries highlight some recent changes that have occurred in workforce analytics in the U.S., China, Germany, India, and Japan, focusing on the key developments in these market regions.

• United States: In the U.S., the adoption of workforce analytics is 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, employee characteristics, retention, and diversity. This includes supplementary measures designed to assist in managing workplace diversity, particularly regarding inclusion and management of diversity initiatives to realize better organizational effectiveness.
• China: In China, attention is directed toward the application of big data and predictive analytics, particularly concerning workforce planning and talent management. Companies are implementing advanced analytics to predict the number of talents required and enhance employees' active participation. This shift has fundamentally changed the approach to workforce management and allows for enhanced data-driven decision-making and strategy optimization for human resources.
• Germany: There is a positive shift towards adopting workforce analytics in Germany, focusing on improving productivity as well as employee well-being. Organizations have begun adopting analytics solutions to track employees' work behaviors, health status, and satisfaction levels. The intended goal is to mitigate issues like employee burnout and improve productivity by offering better work environments.
• India: Indian organizations have made great strides in employing workforce analytics to address skill gaps and improve talent acquisition strategies. Companies draw from employee and market data on skills and business trends to recruit what will be relevant for their business shortly. In this way, it assists in cultivating a more versatile and skilled workforce.
• Japan: To resolve problems surrounding an aging society, Japan is deploying workforce analytics practices for better workforce management. These analytics tools are particularly used to improve succession management and retain qualified personnel. Furthermore, there is an emphasis on mechanizing repetitive tasks 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 (2019 to 2024) and forecast (2025 to 2031) 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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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?

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 2019 to 2031

• 3.1. Macroeconomic Trends (2019-2024) and Forecast (2025-2031)
• 3.2. Global Workforce Analytic Market Trends (2019-2024) and Forecast (2025-2031)
• 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 2019 to 2031

• 4.1: Global Workforce Analytic Market by Region
• 4.2: North American Workforce Analytic Market
  • 4.2.1: North American Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
  • 4.2.2: North American 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 Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
  • 4.3.2: European 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 Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
  • 4.4.2: APAC 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 Market by Enterprise Type: Large Enterprises and Small & Medium Enterprises
  • 4.5.2: ROW 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