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市場調查報告書
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1851711

勞動力分析：市場佔有率分析、行業趨勢、統計數據和成長預測（2025-2030 年）

Workforce Analytics - Market Share Analysis, Industry Trends & Statistics, Growth Forecasts (2025 - 2030)
出版日期: | 出版商: Mordor Intelligence | 英文 120 Pages | 商品交期: 2-3個工作天內

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簡介目錄

預計到 2025 年，勞動力分析市場規模將達到 25.2 億美元，並以 16.0% 的複合年成長率成長，到 2030 年將達到 53 億美元。

勞動力分析-市場-IMG1

企業快速轉向數據主導的勞動力決策、混合辦公模式最佳化和人工智慧分析是推動成長的主要動力。即使在經濟環境謹慎的情況下，對預測性規劃、即時洞察和成本最佳化的需求依然強勁。隨著與人力資本管理 (HCM) 套件的整合不斷增加，資料量也隨之成長，應用場景也更加清晰，雲端基礎應用案例正在迅速擴展。區域發展勢頭強勁：北美地區企業率先採用雲端技術，而亞太地區的數位轉型專案則佔據了最快的成長路徑。由於 HCM 平台領導者將分析功能嵌入其核心產品，而純粹的 HCM 供應商則透過策略性資金籌措、收購和夥伴關係來擴大規模，因此市場競爭強度仍然適中。

全球勞動力分析市場趨勢與洞察

人工智慧驅動的預測分析正在改變員工的決策方式

企業採用機器學習模型，使人力資源團隊能夠預測人才缺口、精準定位人才並提高員工留任率。強生公司的人工智慧技能推斷框架建構了分類體系和被動評估，以提高學習匹配度和招募準確性。在製造業，42%的工廠計劃在五年內增加人工智慧/機器學習的使用，50%的工廠計劃在未來一年內實施品管人工智慧。 70%的企業認為勞動力轉型對業務績效至關重要，管理角色也正在改變。這些因素共同刺激了企業對勞動分析市場的需求。

雲端HCM整合推動數據激增和分析技術的採用

諸如Oracle Fusion HCM Analytics和SAP SuccessFactors Workforce Analytics等雲端HCM套件提供關於員工組成、薪酬和技能的即時指標，使人力資源領導者能夠將員工能力與業務目標相匹配。像One Model這樣的統一平台可以標準化來自多個HCM資料來源的數據，並利用關於員工離職率和薪酬公平性的預測性洞察來豐富數據。洛杉磯市使用Workday為5萬名員工提供服務，並利用人工智慧篩選篩檢和標註技能。雲端運算的普及正在加速勞動力分析市場中各種應用案例的發展。

資料隱私和監管合規的複雜性阻礙了市場成長

歐盟人工智慧法規將於2024年8月生效，該法規將許多人力資源人工智慧應用列為高風險應用，並要求進行風險評估和提高透明度。隨著企業整合大規模語言模型並強制推行可解釋人工智慧和隱私設計工作流程，GDPR的義務也日益加深。在北美，CCPA和各州的人工智慧法律令42%的人力資源經理對合規性感到不確定。這些相互重疊的義務會延長決策週期，並增加勞動分析市場的整體擁有成本。

細分市場分析

到2024年，解決方案將佔據勞動力分析市場65.3%的佔有率，這反映出市場對包含預測演算法的綜合平台的需求日益成長。亨廷頓英格斯工業公司（Huntington Ingalls Industries）採用人工智慧原生工具，將招募速度提高了25%，員工留存率提高了30%。績效和敬業度分析也在不斷發展，幫助埃爾卡米諾健康中心（El Camino Health）將護理師離職率降低了7個百分點，每年節省了84萬美元。服務業雖然規模較小，但正以17.2%的複合年成長率成長，這得益於企業對實施、託管服務和培訓支援的重視。專業服務指導複雜的資料遷移，而託管服務則使人力資源團隊能夠專注於策略。 Visier的「Vee」等生成式人工智慧助理的引入，增強了競爭優勢，並促進了解決方案的成長。

培訓和支援也日益受到關注：31%的製造商表示需要舉措以推進其分析計畫。提供學習和變革管理模組的供應商將佔據更大的勞動力分析市場佔有率。

到2024年，雲端平台將佔據59.2%的市場佔有率，年複合成長率達16.5%，這主要得益於企業尋求更低的初始成本和無縫升級。 One Model透過將Workday和SAP SuccessFactors的數據提取到分析框架中，證明了其價值。像洛杉磯這樣的大型公共部門客戶，充分展現了在雲端平台上管理數萬名員工的規模和安全性。

本地部署仍然具有重要意義，尤其是在銀行、金融服務和保險 (BFSI) 以及國防等對資料主權有嚴格要求的行業。混合部署正逐漸成為一種折衷方案，它將敏感資料儲存在本地，而將分析任務運行在雲端。供應商正在加強加密和權限模型：SAP 和Oracle正在增加基於角色的控制和合規性認證。因此，勞動力分析市場正堅定地向雲端傾斜，但並未完全放棄在地化模式。

區域分析

到2024年，北美將佔據勞動力分析市場25.6%的佔有率，這主要得益於美國證券交易委員會（SEC）的資訊揭露要求推動了精細化勞動力指標的發展。洛杉磯市利用Workday的人工智慧功能，實現了5萬名員工的招募和薪資核算自動化，顯著縮短了處理時間，展現了其在該領域的成熟度。加拿大正在利用公共部門的數位化，而墨西哥則利用近岸外包將分析技術融入製造業的人力資源管理專案中。

亞太地區預計到2030年將以16.3%的複合年成長率快速成長。印度塔塔鋼鐵公司位於卡林加納加爾的工廠透過培訓130名員工掌握數據分析技術，並將故障率從60%提高到90%，每年節省了400萬美元。中國正大力投資，將自動化與員工技能再培訓結合；日本和韓國則將數據分析融入其應對勞動力老化的策略中。澳洲和紐西蘭正在利用數據分析來留住醫療保健工作者。

由於GDPR和人工智慧相關法律法規的推動，歐洲正穩步發展，這些法規都要求演算法透明且需要人工監督。德國、英國和法國正在大規模應用人工智慧技術，其中法國新興企業受益於Visier和Le Lab RH之間的合作。荷蘭的跨國公司正積極採用人工智慧技術，而南歐由於分析人才供應有限而發展落後。中東和非洲正處於早期發展階段：阿拉伯聯合大公國和沙烏地阿拉伯正在將分析技術納入其「2030願景」計劃，南非正在啟動一項以技能映射為重點的公共部門試點計畫。

其他福利：

  • Excel格式的市場預測（ME）表
  • 3個月的分析師支持

目錄

第1章 引言

  • 研究假設和市場定義
  • 調查範圍

第2章調查方法

第3章執行摘要

第4章 市場情勢

  • 市場概覽
  • 市場促進因素
    • 在混合職場下，對數據主導勞動力決策的需求日益成長。
    • 雲端HCM套件分散人力資源數據
    • 採用人工智慧/機器學習進行預測性人才分析
    • 在經濟不確定性中最佳化勞動成本
    • 轉型為技能型人才市場需要進行能力映射。
    • 強制性ESG和多元化報告加速了分析部署
  • 市場限制
    • 資料隱私和合規性的複雜性（GDPR、CCPA、人工智慧法律）
    • 高昂的實施成本和變更管理負擔
    • 人工智慧主導的分析中的演算法偏見和倫理問題
    • 零工/彈性工作生態系中資料孤島的碎片化
  • 供應鏈分析
  • 監管環境
  • 技術展望
  • 波特五力模型
    • 新進入者的威脅
    • 買方的議價能力
    • 供應商的議價能力
    • 替代品的威脅
    • 競爭對手之間的競爭
  • 評估市場的宏觀經濟因素

第5章 市場規模與成長預測

  • 依組件類型
    • 解決方案
      • 最佳化人才招募和發展
      • 薪資和員工團隊監控
      • 績效和參與度分析
      • 離職率與留任分析
      • 風險與合規分析
    • 服務
      • 專業服務
      • 託管服務
      • 培訓與支援服務
  • 依部署類型
    • 雲
    • 本地部署
  • 按組織規模
    • 主要企業
    • 中小企業
  • 按最終用戶行業分類
    • 銀行、金融服務和保險（BFSI）
    • 製造業
    • 資訊科技/通訊
    • 醫療保健和生命科學
    • 零售與電子商務
    • 政府/公共部門
    • 能源與公共產業
    • 運輸與物流
    • 其他行業
  • 按地區
    • 北美洲
      • 美國
      • 加拿大
      • 墨西哥
    • 南美洲
      • 巴西
      • 阿根廷
      • 其他南美洲
    • 歐洲
      • 德國
      • 英國
      • 法國
      • 荷蘭
      • 其他歐洲地區
    • 亞太地區
      • 中國
      • 日本
      • 印度
      • 韓國
      • 澳洲和紐西蘭
      • 亞太其他地區
    • 中東和非洲
      • 中東
      • 阿拉伯聯合大公國
      • 沙烏地阿拉伯
      • 土耳其
      • 其他中東地區
      • 非洲
      • 南非
      • 奈及利亞
      • 其他非洲地區

第6章 競爭情勢

  • 市場集中度
  • 策略趨勢
  • 市佔率分析
  • 公司簡介
    • Accenture plc
    • ADP, Inc.
    • BambooHR LLC
    • Capgemini SE
    • Ceridian HCM Holding Inc.
    • ChartHop, Inc.
    • Cisco Systems, Inc.
    • CultureAmp Pty Ltd
    • Darwinbox Digital Solutions Pvt. Ltd.
    • Eightfold AI, Inc.
    • Gusto, Inc.
    • IBM Corporation
    • Infor, Inc.
    • Kronos-UKG, Inc.
    • Lattice, Inc.
    • Microsoft Corp.（Viva Insights）
    • Namely, Inc.
    • Oracle Corporation
    • Peoplestreme Pty Ltd（Ascender）
    • SAP SE
    • Skillsoft Corp.（SumTotal Systems）
    • Tableau Software LLC
    • Visier, Inc.
    • Workday, Inc.
    • Zoho Corporation（Zoho People Analytics）

第7章 市場機會與未來展望

簡介目錄
Product Code: 63671

The workforce analytics market reached USD 2.52 billion in 2025 and is forecast to advance at a 16.0% CAGR, taking the total to USD 5.30 billion by 2030.

Workforce Analytics - Market - IMG1

Growth stems from organizations moving rapidly toward data-driven talent decisions, hybrid-work optimization, and AI-powered analytics. Heightened focus on predictive planning, real-time insights, and cost optimization keeps demand robust even in cautious economic climates. Cloud-based deployments expand quickly as integration with HCM suites multiplies data volumes and unlocks use cases, while sector-specific needs in healthcare and manufacturing accelerate adoption. Regional momentum is striking: North America commands early enterprise uptake, yet Asia-Pacific's digital transformation programs create the fastest expansion path. Competitive dynamics stay moderately intense as HCM platform leaders fold analytics into core offerings and pure-play vendors pursue strategic funding rounds, acquisitions, and partnerships to build scale.

Global Workforce Analytics Market Trends and Insights

AI-Powered Predictive Analytics Transforms Workforce Decision-Making

Enterprise adoption of machine-learning models allows HR teams to predict talent gaps, refine allocation, and lift retention. Johnson & Johnson's AI skills-inference framework, which builds taxonomies and passive assessments, improved learning alignment and hiring accuracy. Manufacturing illustrates urgency: 42% of plants plan to raise AI/ML use within five years, with 50% deploying quality-control AI in the coming year. Managers shift roles as 70% view workforce transformation as critical to performance. These factors collectively stimulate enterprise demand across the workforce analytics market.

Cloud HCM Integration Drives Data Proliferation and Analytics Adoption

Cloud HCM suites such as Oracle Fusion HCM Analytics and SAP SuccessFactors Workforce Analytics offer real-time metrics on composition, compensation, and skills, empowering HR leaders to match capabilities to business goal. Integration platforms like One Model standardize data from multiple HCM sources and enrich it with predictive insights on attrition and pay equity. Municipal deployments highlight scale: the City of Los Angeles runs Workday for 50,000 staff, with AI guiding resume screening and skill tagging. Cloud ubiquity therefore accelerates use-case volume across the workforce analytics market.

Data Privacy and Regulatory Compliance Complexity Constrains Market Growth

The EU AI Act, effective August 2024, designates many HR-AI applications high-risk, demanding risk assessments and transparency. GDPR obligations deepen as firms integrate large language models, mandating explainable AI and privacy-by-design workflows. In North America, CCPA and state AI laws leave 42% of HR managers uncertain about compliance. These overlapping mandates slow decision cycles and elevate total cost of ownership for the workforce analytics market.

Other drivers and restraints analyzed in the detailed report include:

  1. Skills-Based Talent Marketplace Evolution Requires Advanced Capability Mapping
  2. Economic Uncertainty Accelerates Workforce Cost Optimization Strategies
  3. High Implementation Costs and Change Management Complexity Limit Adoption

For complete list of drivers and restraints, kindly check the Table Of Contents.

Segment Analysis

Solutions represented 65.3% of the workforce analytics market in 2024, reflecting pervasive demand for comprehensive platforms that embed predictive algorithms. Talent acquisition and development optimization solutions enjoy strong momentum as enterprises fill skills gaps; Huntington Ingalls Industries recorded 25% faster hiring and 30% higher retention by deploying AI-native tools. Performance and engagement analytics also expand as El Camino Health reduced RN turnover by 7 points, saving USD 840,000 annually. Services, although smaller, post 17.2% CAGR as firms secure implementation, managed-service, and training support. Professional services guide complex data migrations, while managed services allow HR teams to focus on strategy. The introduction of generative AI assistants such as Visier's "Vee" sharpens competitive differentiation and sustains solution growth.

Training and support fetch mounting interest: 31% of manufacturers cite upskilling needs to realize analytics initiatives. Providers that bundle learning and change-management modules thereby capture incremental share within the workforce analytics market.

Cloud platforms held 59.2% share in 2024 and will grow at 16.5% CAGR as organizations chase lower upfront costs and seamless upgrades. One Model proves value by abstracting data from Workday and SAP SuccessFactors into analytics-ready frameworks. Large public-sector clients such as Los Angeles showcase scale and security when managing tens of thousands of employees on cloud stacks.

On-premises retains relevance where data sovereignty dictates, especially in BFSI and defense. Hybrid deployment emerges as a compromise, storing sensitive data locally while running analytics compute in the cloud. Vendors strengthen encryption and permission models: SAP and Oracle both add role-based controls and compliance attestations. The workforce analytics market therefore skewers decisively toward cloud without abandoning localized models.

Workforce Analytics Market Report is Segmented by Component (Solutions, Services), Deployment Type (Cloud, On-Premises), Organization Size (Large Enterprises, Smes), End-User Industry (BFSI, Manufacturing, IT and Telecom, Healthcare, Retail, Government, Energy and Utilities and More), and by Geography. The Market Forecasts are Provided in Terms of Value (USD)

Geography Analysis

North America held 25.6% of the workforce analytics market in 2024, supported by SEC disclosure mandates that push granular workforce metrics. The City of Los Angeles demonstrates advanced maturity by automating hiring and payroll for 50,000 staff through Workday's AI features, lowering processing times materially. Canada capitalizes on public-sector digitization, while Mexico rides near-shoring to embed analytics in manufacturing HR programs.

Asia-Pacific shows the fastest 16.3% CAGR through 2030. India's Tata Steel Kalinganagar plant saved USD 4 million annually by training 130 staff in analytics and boosting strike rates from 60% to 90%. China invests aggressively to align automation and worker reskilling, while Japan and South Korea blend analytics with aging-workforce strategies. Australia and New Zealand apply analytics to retain healthcare professionals, where only 41% stay more than two years in non-metro areas.

Europe grows steadily on the back of GDPR and the AI Act, which both demand transparent algorithms and human oversight. Germany, the United Kingdom, and France implement at scale, with French start-ups benefiting from Visier and Le Lab RH collaboration. The Netherlands sees robust adoption among multinationals, whereas Southern Europe lags because of limited analytics talent supply. Middle East and Africa constitute early-stage opportunities: UAE and Saudi Arabia weave analytics into Vision 2030 programs, and South Africa begins public-sector pilots focused on skills mapping.

  1. Accenture plc
  2. ADP, Inc.
  3. BambooHR LLC
  4. Capgemini SE
  5. Ceridian HCM Holding Inc.
  6. ChartHop, Inc.
  7. Cisco Systems, Inc.
  8. CultureAmp Pty Ltd
  9. Darwinbox Digital Solutions Pvt. Ltd.
  10. Eightfold AI, Inc.
  11. Gusto, Inc.
  12. IBM Corporation
  13. Infor, Inc.
  14. Kronos-UKG, Inc.
  15. Lattice, Inc.
  16. Microsoft Corp. (Viva Insights)
  17. Namely, Inc.
  18. Oracle Corporation
  19. Peoplestreme Pty Ltd (Ascender)
  20. SAP SE
  21. Skillsoft Corp. (SumTotal Systems)
  22. Tableau Software LLC
  23. Visier, Inc.
  24. Workday, Inc.
  25. Zoho Corporation (Zoho People Analytics)

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 LANDSCAPE

  • 4.1 Market Overview
  • 4.2 Market Drivers
    • 4.2.1 Growing need for data-driven talent decisions in hybrid workplaces
    • 4.2.2 Proliferation of HR data from cloud HCM suites
    • 4.2.3 Adoption of AI/ML for predictive people analytics
    • 4.2.4 Workforce cost-optimization amid economic uncertainty
    • 4.2.5 Shift to skills-based talent marketplaces requiring capability mapping
    • 4.2.6 ESG and diversity-reporting mandates accelerating analytics roll-outs
  • 4.3 Market Restraints
    • 4.3.1 Data-privacy and compliance complexity (GDPR, CCPA, AI Acts)
    • 4.3.2 High implementation cost and change-management burden
    • 4.3.3 Algorithmic-bias and ethics concerns in AI-driven analytics
    • 4.3.4 Fragmented data silos in gig/flexible-work ecosystems
  • 4.4 Supply-Chain Analysis
  • 4.5 Regulatory Landscape
  • 4.6 Technological Outlook
  • 4.7 Porter's Five Forces
    • 4.7.1 Threat of New Entrants
    • 4.7.2 Bargaining Power of Buyers
    • 4.7.3 Bargaining Power of Suppliers
    • 4.7.4 Threat of Substitutes
    • 4.7.5 Competitive Rivalry
  • 4.8 Assesment of Macroeconomic Factors on the Market

5 MARKET SIZE AND GROWTH FORECASTS (VALUE)

  • 5.1 By Component Type
    • 5.1.1 Solutions
      • 5.1.1.1 Talent Acquisition and Development Optimization
      • 5.1.1.2 Payroll and Workforce Monitoring
      • 5.1.1.3 Performance and Engagement Analytics
      • 5.1.1.4 Turnover and Retention Analytics
      • 5.1.1.5 Risk and Compliance Analytics
    • 5.1.2 Services
      • 5.1.2.1 Professional Services
      • 5.1.2.2 Managed Services
      • 5.1.2.3 Training and Support Services
  • 5.2 By Deployment Type
    • 5.2.1 Cloud
    • 5.2.2 On-premises
  • 5.3 By Organization Size
    • 5.3.1 Large Enterprises
    • 5.3.2 Small and Medium-sized Enterprises (SMEs)
  • 5.4 By End-user Industry
    • 5.4.1 Banking, Financial Services and Insurance (BFSI)
    • 5.4.2 Manufacturing
    • 5.4.3 IT and Telecom
    • 5.4.4 Healthcare and Life Sciences
    • 5.4.5 Retail and e-Commerce
    • 5.4.6 Government and Public Sector
    • 5.4.7 Energy and Utilities
    • 5.4.8 Transportation and Logistics
    • 5.4.9 Other Industries
  • 5.5 By Geography
    • 5.5.1 North America
      • 5.5.1.1 United States
      • 5.5.1.2 Canada
      • 5.5.1.3 Mexico
    • 5.5.2 South America
      • 5.5.2.1 Brazil
      • 5.5.2.2 Argentina
      • 5.5.2.3 Rest of South America
    • 5.5.3 Europe
      • 5.5.3.1 Germany
      • 5.5.3.2 United Kingdom
      • 5.5.3.3 France
      • 5.5.3.4 Netherlands
      • 5.5.3.5 Rest of Europe
    • 5.5.4 Asia_Pacific
      • 5.5.4.1 China
      • 5.5.4.2 Japan
      • 5.5.4.3 India
      • 5.5.4.4 South Korea
      • 5.5.4.5 Australia and New Zealand
      • 5.5.4.6 Rest of Asia-Pacific
    • 5.5.5 Middle East and Africa
      • 5.5.5.1 Middle East
      • 5.5.5.1.1 United Arab Emirates
      • 5.5.5.1.2 Saudi Arabia
      • 5.5.5.1.3 Turkey
      • 5.5.5.1.4 Rest of Middle East
      • 5.5.5.2 Africa
      • 5.5.5.2.1 South Africa
      • 5.5.5.2.2 Nigeria
      • 5.5.5.2.3 Rest of Africa

6 COMPETITIVE LANDSCAPE

  • 6.1 Market Concentration
  • 6.2 Strategic Moves
  • 6.3 Market Share Analysis
  • 6.4 Company Profiles (includes Global-level Overview, Market-level Overview, Core Segments, Financials as available, Strategic Information, Market Rank/Share for key companies, Products and Services, Recent Developments)
    • 6.4.1 Accenture plc
    • 6.4.2 ADP, Inc.
    • 6.4.3 BambooHR LLC
    • 6.4.4 Capgemini SE
    • 6.4.5 Ceridian HCM Holding Inc.
    • 6.4.6 ChartHop, Inc.
    • 6.4.7 Cisco Systems, Inc.
    • 6.4.8 CultureAmp Pty Ltd
    • 6.4.9 Darwinbox Digital Solutions Pvt. Ltd.
    • 6.4.10 Eightfold AI, Inc.
    • 6.4.11 Gusto, Inc.
    • 6.4.12 IBM Corporation
    • 6.4.13 Infor, Inc.
    • 6.4.14 Kronos-UKG, Inc.
    • 6.4.15 Lattice, Inc.
    • 6.4.16 Microsoft Corp. (Viva Insights)
    • 6.4.17 Namely, Inc.
    • 6.4.18 Oracle Corporation
    • 6.4.19 Peoplestreme Pty Ltd (Ascender)
    • 6.4.20 SAP SE
    • 6.4.21 Skillsoft Corp. (SumTotal Systems)
    • 6.4.22 Tableau Software LLC
    • 6.4.23 Visier, Inc.
    • 6.4.24 Workday, Inc.
    • 6.4.25 Zoho Corporation (Zoho People Analytics)

7 MARKET OPPORTUNITIES AND FUTURE OUTLOOK

  • 7.1 White-space and Unmet-need Assessment