首頁 > 市場調查報告書 > 通訊

市場調查報告書

商品編碼

1733288

2026 年至 2032 年人力資源技術市場規模（按部署類型、應用、最終用戶產業、公司類型和地區分類）

Human Resource Technology Market Size By Deployment Mode, Application, End-User Industry, Enterprise Type, & Region for 2026-2032

出版日期: 2025年05月13日 | 出版商:

Verified Market Research | 英文 202 Pages | 商品交期: 2-3個工作天內

價格

簡介目錄

人力資源技術市場評估 - 2026-2032

整合的申請人追蹤系統透過發布職位、搜尋合格候選人和管理面試來簡化招募流程。只需點擊幾下即可完成入職、培訓和社會福利管理。因此，簡單快速的申請人追蹤系統方便了人力資源的工作，推動市場規模在 2024 年超過 2.3751 億美元，到 2032 年達到約 3.6507 億美元的估值。

人力資源技術使日程管理、時間核准和 PTO 請求變得更加容易。人力資源技術可以實現更好的員工監督、客戶服務和高效率的決策。因此，效率和決策將推動人力資源技術市場在 2026 年至 2032 年期間以 6.09% 的複合年成長率成長。

人力資源技術市場定義/概述

人力資源技術（HR tech）是指有助於簡化和自動化人力資源職能的軟體，有時也包括硬體。旨在簡化關鍵人力資源業務的一系列數位解決方案。人力資源技術，也稱為人力資源資訊系統 (HRIS)，涵蓋了各個領域使用的 IT主導解決方案。人力資源職能包括招募和選拔、薪資管理、薪資核算、績效管理、培訓和發展以及人事管理。

此技術服務多位相關人員，包括管理人員、員工和人力資源負責人。它的可近性各不相同，有利於快速收集、整理資訊和與員工溝通。此外，人力資源技術可以減少管理業務，使人力資源部門能夠專注於更有影響力的人力資源活動，同時為管理階層提供做出明智決策所需的工具。

巨量資料是當今推動人力資源科技發展的趨勢之一。這有助於人力資源負責人了解他們的客戶、目標受眾和市場。它也提供了與客戶溝通的場所。巨量資料還可以與其他技術結合，提供深入的知識，協助人力資源負責人做出及時有效的決策。巨量資料還提供了整個勞動力的整體情況並有助於分析決策。並非每個企業都需要先進的系統，市場上有許多供應商提供各種規模和類型的產品。企業關注的因素包括成本、員工數量、效率水準、現有設備和軟體等。

技術型人力資源生產力和效率的提升如何推動人力資源技術市場的成長？

自動化系統和技術減少了文書工作和資料輸入等繁瑣的行政業務，使人力資源負責人能夠將精力集中在更具策略性的計劃上。結果是提高了生產力並減少了人工錯誤。此外，雲端基礎的平台等現代通訊技術使人力資源負責人能夠輕鬆地與員工和候選人互動和協作，從而減少回應時間並讓每個人都了解情況。

數位化人力資源系統使人力資源經理能夠快速、方便地儲存和存取員工數據，從而無需容易出現錯誤和不一致的紙本系統。這可確保員工資訊（包括個人資訊、工作經驗和績效統計資料）始終準確且最新。此外，數位系統為敏感的員工資料提供了一個安全的平台，防止不必要的存取和利用。

薪資核算系統等人力資源程序的自動化可以加快產生準確的薪資單和報稅表，消除手動計算的需要，並最大限度地減少出錯的機會。同樣，招聘軟體可以透過自動化職位發布、履歷篩檢和申請人監控來加快和簡化招聘流程。

人力資源分析解決方案使人力資源團隊能夠收集和分析大量員工數據，包括績效評估、出勤記錄、調查回覆等。這些資訊可用於分析模式和趨勢並評估人力資源政策和計劃的有效性。有了這些數據，人力資源負責人可以就員工敬業度、績效管理和勞動力規劃做出更明智的決策。例如，透過檢查員工回饋數據，人力資源團隊可以識別可能需要進一步支持或培訓的員工群體，並就如何解決這些問題做出明智的決定。

人力資源入口網站和行動應用程式等數位工具和平台使員工可以輕鬆存取薪資、社會福利資訊和業務政策等重要資訊。可訪問性和開放性的提高意味著員工會感到更有知識，對工作更投入。此外，數位學習系統使員工能夠使用線上培訓和開發工具，從而讓他們能夠掌控自己的職業發展。

採用人力資源技術的高成本如何阻礙人力資源（HR）的成長

人力資源技術市場的成長受到哪些阻礙？

儘管技術為人力資源管理帶來許多好處，但其實施成本高昂，中小企業可能無法負擔實施人力資源技術的費用，這是人力資源技術市場的限制因素。這些成本包括購買軟體許可證、升級技術、提供員工培訓等。此外，某些技術解決方案需要持續的維護和支持，從而增加成本。因此，人力資源負責人必須仔細考慮採用新技術的成本和效益，並確保支出與組織目標和預算限制相符。

隨著數位工具和平台變得越來越普遍，個人資料和績效報告等機密員工資訊外洩的風險也隨之增加。為了減輕這種擔憂，人力資源負責人應該與 IT負責人合作，確保採取強力的安全措施。這包括實施強密碼流程、加密資料、經常備份資料以防止遺失或損壞，以及確保員工熟悉安全措施。

在引入人力資源管理新技術時，重要的是評估如何將其與現有的人力資源系統和流程結合。為此，您需要確保任何新工具或平台都能與您現有的人力資源系統有效合作，包括薪資、社會福利和績效管理。這種方法有助於消除重複的資料輸入並減少錯誤或衝突的機會。此外，整合允許多個系統之間進行安全的資料交換，從而提供全面的人力資源資訊視圖。人力資源負責人應與 IT負責人合作，確保新技術解決方案無縫整合到現有的人力資源系統和流程中。

概述
北美洲
- 美國
- 加拿大
- 墨西哥
歐洲
- 德國
- 英國
- 法國
- 其他歐洲國家
亞太地區
- 中國
- 日本
- 印度
- 其他亞太地區
拉丁美洲
- 巴西
- 阿根廷
- 其他拉丁美洲
中東和非洲
- 沙烏地阿拉伯
- 阿拉伯聯合大公國
- 南非
- 其他中東和非洲地區

第10章全球人力資源技術市場的競爭格局

概述
各公司市場排名
重點發展策略
公司產業佈局
區域足跡
艾斯·馬蒂克斯

第11章公司簡介

SAP SE
ADP
Oracle
Microsoft
UKG Inc
Workday
SumTotal Systems
Ceridian
IBM
Cegid

第12章重大進展

產品發布/開發
合併與收購
業務擴展
夥伴關係與合作

第13章附錄

相關調查

簡介目錄

Product Code: 59248

Human Resource (HR) Technology Market Valuation - 2026-2032

The integrated applicant tracking system streamlines the hiring process by posting openings, locating qualified individuals, and managing interviews. Onboarding, training, and benefits administration may be completed with a few clicks. Thus, the easy and quick applicant tracking system makes the work easier for HR and is driving the market size to surpass USD 237.51 Million in 2024 to reach a valuation of around USD 365.07 Million by 2032.

HR technology makes it easy to manage scheduling, time approvals, and PTO requests. HR technology enables better staff oversight, customer service, and efficient decision-making. Thus, efficiency and decision making is enabling the HR technology market to grow at a CAGR of 6.09% from 2026 to 2032.

Human Resource (HR) Technology Market: Definition/ Overview

Human resource (HR) technology, HR tech, refers to software and, in some cases, hardware that helps to streamline and automate HR department functions. It's simply a collection of digital solutions designed to streamline critical HR operations. HR Technology, also known as Human Resource Information Systems (HRIS), encompasses IT-driven solutions utilized across various. HR functions include recruitment and selection, compensation management, payroll, performance management, training and development, and HR administration.

This technology serves multiple stakeholders including managers, employees, and HR professionals. Its accessibility can vary, and it facilitates swift information gathering, collation, and communication with employees. Moreover, HR Technology can alleviate administrative tasks, empowering HR departments to concentrate on more impactful HR activities, while also providing managers with the necessary tools for informed decision-making.

Big Data is one of the trends driving HR technology in recent times. This helps HR professionals to understand their clients, target audience, and market. It also provides a forum for customer communication. Big Data can also be connected with other technologies to provide in-depth knowledge and assist HR professionals to make timely, effective decisions. Big Data also provides a full image of the entire workforce and helps with analytical decision-making. Not all firms require a sophisticated system, and numerous vendors in the marketplace provide every size and type of product imaginable. Some concerns for corporations include cost, the number of employees, the degree of efficiency, and the company's existing gear and software.

What's inside a VMR industry report?

Our reports include actionable data and forward-looking analysis that help you craft pitches, create business plans, build presentations and write proposals.

How the Increasing Productivity and Efficiency of HR by Technology is Driving the Growth of the Human Resource (HR) Technology Market?

Automated systems and technologies have reduced tiresome administrative duties like paperwork and data entry, allowing HR professionals to refocus their efforts on more strategic projects. This has resulted in increased productivity and a decrease in manual errors. In addition, modern communication technologies such as cloud-based platforms have allowed HR staff to effortlessly interact and cooperate with employees and candidates, reducing reaction time and keeping everyone informed.

Digital HR systems enable HR managers to rapidly and conveniently store and access employee data, removing the need for paper-based systems that are prone to errors and inconsistencies. This ensures that employee information, such as personal details, job history, and performance statistics, is always correct and up to date. Furthermore, digital systems offer a safe platform for sensitive employee data, preventing unwanted access or exploitation.

Automating HR procedures, such as payroll systems, can speed up the preparation of accurate paychecks and tax forms, removing the need for manual computations and minimizing the chance of errors. Similarly, recruitment software may automate job posting, resume screening, and applicant monitoring, thereby speeding up and streamlining the recruitment process.

HR analytics solutions enable HR teams to collect and analyze vast amounts of employee data, including as performance reviews, attendance records, and survey replies. This information can be utilized to analyze patterns and trends, as well as assess the efficacy of HR policies and programs. Using this data, HR professionals may make better-informed decisions about employee engagement, performance management, and workforce planning. For example, by examining employee feedback data, HR teams can identify areas where employees may require further support or training and make informed decisions about how to address these concerns.

Employees may easily access crucial information, such as pay stubs, benefits information, and business policies, thanks to digital tools and platforms like HR portals and mobile apps. Improved accessibility and openness can make employees feel more educated and engaged at work. Furthermore, digital learning systems can give employees access to online training and development tools, allowing them to take control of their professional development.

How the High Cost Associated with the Implementation of HR Technology is Hampering the

Growth of the Human Resource (HR) Technology Market?

Technology has many advantages for HR administration, but its deployment can be expensive, thus, small and medium-sized enterprises may not be able to afford the HR tech, and this acts as a limiting factor for the human resource (HR) technology market. These costs may include purchasing software licensing, upgrading technology, and providing employee training. Furthermore, certain technology solutions demand ongoing maintenance and support, which raises costs. As a result, HR professionals must carefully consider the costs and benefits of implementing new technology, ensuring that expenditures are aligned with the organization's goals and budget restrictions.

As digital tools and platforms grow more common, there is a greater risk of sensitive employee information, such as personal data and performance reports, becoming compromised. To alleviate these concerns, HR professionals should work together with their IT counterparts to ensure the deployment of strong security measures. This could include implementing strong password processes, encrypting data, frequently backing up data to avoid loss or damage, and raising staff understanding of security safeguards.

Deploying new technology for HR management is critical to evaluate how it will integrate with existing HR systems and processes. This requires ensuring that the new tools and platforms work effectively with existing HR systems like as payroll, benefits, and performance management. This method helps to eliminate duplicate data entering and reduces the possibility of errors or conflicts. Furthermore, integration enables secure data interchange between several systems, resulting in a comprehensive view of personnel information. HR professionals should work with their IT counterparts to ensure that new technology solutions are seamlessly integrated into existing HR systems and processes.

Category-Wise Acumens

Will Cloud-based Systems Help the Human Resource (HR) Technology Market Grow?

The Cloud-based segment is experiencing significant growth in the HR technology market and is expected to continue its growth throughout the forecast period. The cloud-driven technologies are accessing documents and other prominent files effortlessly, which is driving the growth of the cloud-based segment in the market. Centralizing data streamlines workflows and operations across the enterprise, resulting in enhanced efficiency. Cloud solutions positively impact several facets of operations, including product development, workforce management, and business integration.

In addition, cloud-based software aids companies in saving money in various ways. Unlike traditional systems, cloud-based solutions don't entail high initial investment or maintenance fees. According to verified research, 51% of professionals utilize cloud-based HR systems for cost savings. Additionally, cloud-based platforms offer robust reporting and analytics capabilities. Artificial intelligence integrated into HR systems can track employee performance and make decisions to address productivity issues.

Cloud-based systems are compatible with HR professionals, allowing them to operate the system from smartphones, providing convenience and flexibility. This level of adaptability enables employees to promptly address and resolve issues, thereby enhancing productivity and efficiency. The mobile-friendly user interface facilitates quick and effortless adjustment to cloud-based HR programs. According to a 2022 report by PwC HR Tech, companies not utilizing cloud-based HR programs are four times more likely to encounter barriers in improving user experience.

How Talent Management is Driving the Growth of the Human Resource (HR) Technology Market?

The talent management segment is significantly dominating the HR technology market. Talent management ensures that each employee's specific skills and talents are matched with the right job and that job compensation is fair. It also transparently outlines future career paths, serving as a motivating factor for improved job opportunities both within and outside the organization. This comprehensive approach offers employees a clearer perspective on their roles and facilitates the organization in hiring the most suitable candidates. Consequently, talent management plays a pivotal role in driving growth within the HR technology market.

In addition, talent management encompasses a range of processes aimed at identifying, deploying, and effectively managing individuals to execute the organization's business strategy. It serves as a structured framework to nurture and advance the progress of highly talented and skilled individuals within the organization, utilizing predefined guidelines, resources, policies, and processes.

Also, talent management equips managers with the necessary processes and tools to support and empower their teams. This fosters clarity regarding expectations from employees, thereby enhancing working relationships. Consequently, investing in talent management not only yields a high return on investment but also cultivates a diverse pool of talent within the organization.

Country/Region-wise Acumens

Will North America Prove Opportunistic for Human Resource (HR) Technology Market?

North America holds the leading position in the human resource (HR) technology market and is projected to continue its growth throughout the forecast period. The region is driven by the advanced technology and the presence of major market players in the region. The constant initiative was taken by the key players in the region such as Oracle, Microsoft, UKG Inc, Workday, SumTotal Systems, Ceridian, IBM, etc. For instance,

In March 2024 Oracle announced new generative AI capabilities within the Oracle Fusion Cloud Application Suite to enhance the employee and customer experience. These most recent AI additions include new generative AI capabilities embedded in existing business workflows across finance, supply chain, HR, sales, marketing, and services.

In August 2023, Oracle announced that Oracle ME an employee experience platform within the Oracle Fusion Cloud Human Capital Management (HCM) has been announced as the 2023 top HR product of the year.

The adoption of advanced technology such as artificial intelligence (AI) in the region is accelerating the market growth in the region. Companies are using AI to save the working hours of HR, for instance, Microsoft's HR team with the help of AI saves 20,000 hours per year. The major players in the region are contributing to the market growth through partnership, collaboration, and acquisition. For instance,

In May 2023, UKG announced the partnership with Google Cloud to bring the Google Cloud Generative (AI) capabilities into the UKG human capital management (HCM) suite.

Competitive Landscape

The HR technology market is a dynamic and competitive space. Success hinges on offering a feature-rich, user-friendly, and innovative solution that caters to the evolving needs of HR departments and the modern workforce. The market is a mix of well-established, comprehensive HR technology suites offered by companies alongside niche players specializing in specific HR functions like talent acquisition (Greenhouse, iCIMS) or learning and development (Cornerstone OnDemand, Udemy for Business).

The organizations are focusing on innovating their product line to serve the vast population in diverse regions. Some of the prominent players operating in the human resource (HR) technology market include:

SAP SE
ADP
Oracle
Microsoft
UKG Inc
Workday
SumTotal Systems
Ceridian
IBM
Cegid

Latest Developments

In February 2024, Workday announced a strategic partnership with Insperity, Inc. to jointly develop a brand market and sell a preeminent HR solution for small and middle-size businesses.
In May 2023, Workday announced a new vendor management system (VMS) designed to help employers manage external workers, including contractors, and full-time employees.
In October 2020, Cegid announced the launch of Cegid Talent Plug and Play Edition to facilitate professionals in the field of Accounting, Tax, Payroll, and Human Resources. Cegid Talent Plug & Play is preconfigured for rapid and easy deployment in customer companies. It allows you to streamline your recruitment, training, and employee performance management processes in record time.
In September 2019, Cegid announced the acquisition of Meta4 a Spanish Payroll and HR Cloud solution publisher. This acquisition to deliver a comprehensive range of Payroll and Human Resources software to firms of all sizes in the French market, while also opening up new international expansion potential.

1 INTRODUCTION OF GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET

1.1 Overview of the Market
1.2 Scope of Report
1.3 Assumptions

2 EXECUTIVE SUMMARY

3 RESEARCH METHODOLOGY OF VERIFIED MARKET RESEARCH

3.1 Data Mining
3.2 Validation
3.3 Primary Interviews
3.4 List of Data Sources

4 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET OUTLOOK

4.1 Overview
4.2 Market Dynamics
- 4.2.1 Drivers
- 4.2.2 Restraints
- 4.2.3 Opportunities
4.3 Porters Five Force Model
4.4 Value Chain Analysis

5 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET, BY DEPLOYMENT

5.1 Overview
5.2 Cloud-Based
5.3 On-Premise

6 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET, BY APPLICATION

6.1 Overview
6.2 Payroll Management
6.3 Talent Management
6.4 Workforce Management
6.5 Recruitment
6.6 Performance Management
6.7 Others

7 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET, BY END USER INDUSTRY

7.1 Overview
7.2 Telecom & IT
7.3 BFSI
7.4 Retail
7.5 Healthcare
7.6 Government
7.7 Others

8 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET, BY COMPANY SIZE

8.1 Overview
8.2 Above 5000
8.31001-5000
8.4 5011000
8.5 51-500
8.6 0-50

9 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET, BY GEOGRAPHY

9.1 Overview
9.2 North America
- 9.2.1 U.S.
- 9.2.2 Canada
- 9.2.3 Mexico
9.3 Europe
- 9.3.1 Germany
- 9.3.2 U.K.
- 9.3.3 France
- 9.3.4 Rest of Europe
9.4 Asia Pacific
- 9.4.1 China
- 9.4.2 Japan
- 9.4.3 India
- 9.4.4 Rest of Asia Pacific
9.5 Latin America
- 9.5.1 Brazil
- 9.5.2 Argentina
- 9.5.3 Rest of Latin America
9.6 Middle East and Africa
- 9.6.1 Saudi Arabia
- 9.6.2 UAE
- 9.6.3 South Africa
- 9.6.4 Rest of Middle East and Africa

10 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET COMPETITIVE LANDSCAPE

10.1 Overview
10.2 Company Market Ranking
10.3 Key Development Strategies
10.4 Company Industry Footprint
10.5 Company Regional Footprint
10.6 Ace Martix

11 COMPANY PROFILES

11.1 SAP SE
- 11.1.1 Overview
- 11.1.2 Company Insights
- 11.1.3 Business Breakdown
- 11.1.4 Product Outlook
- 11.1.5 Key Developments
- 11.1.6 Winning Imperatives
- 11.1.7 Current Focuse and Strategies
- 11.1.8 Threat From Competition
- 11.1.9 Swot Analysis
11.2 ADP
- 11.2.1 Overview
- 11.2.2 Company Insights
- 11.2.3 Business Breakdown
- 11.2.4 Product Outlook
- 11.2.5 Key Developments
- 11.2.6 Winning Imperatives
- 11.2.7 Current Focuse and Strategies
- 11.2.8 Threat From Competition
- 11.2.9 Swot Analysis
11.3 Oracle
- 11.3.1 Overview
- 11.3.2 Company Insights
- 11.3.3 Business Breakdown
- 11.3.4 Product Outlook
- 11.3.5 Key Developments
- 11.3.6 Winning Imperatives
- 11.3.7 Current Focuse and Strategies
- 11.3.8 Threat From Competition
- 11.3.9 Swot Analysis
11.4 Microsoft
- 11.4.1 Overview
- 11.4.2 Company Insights
- 11.4.3 Business Breakdown
- 11.4.4 Product Outlook
- 11.4.5 Key Developments
- 11.4.6 Winning Imperatives
- 11.4.7 Current Focuse and Strategies
- 11.4.8 Threat From Competition
- 11.4.9 Swot Analysis
11.5 UKG Inc
- 11.5.1 Overview
- 11.5.2 Company Insights
- 11.5.3 Business Breakdown
- 11.5.4 Product Outlook
- 11.5.5 Key Developments
- 11.5.6 Winning Imperatives
- 11.5.7 Current Focuse and Strategies
- 11.5.8 Threat From Competition
- 11.5.9 Swot Analysis
11.6 Workday
- 11.6.1 Overview
- 11.6.2 Company Insights
- 11.6.3 Business Breakdown
- 11.6.4 Product Outlook
- 11.6.5 Key Developments
- 11.6.6 Winning Imperatives
- 11.6.7 Current Focuse and Strategies
- 11.6.8 Threat From Competition
- 11.6.9 Swot Analysis
11.7 SumTotal Systems
- 11.7.1 Overview
- 11.7.2 Company Insights
- 11.7.3 Business Breakdown
- 11.7.4 Product Outlook
- 11.7.5 Key Developments
- 11.7.6 Winning Imperatives
- 11.7.7 Current Focuse and Strategies
- 11.7.8 Threat From Competition
- 11.7.9 Swot Analysis
11.8 Ceridian
- 11.8.1 Overview
- 11.8.2 Company Insights
- 11.8.3 Business Breakdown
- 11.8.4 Product Outlook
- 11.8.5 Key Developments
- 11.8.6 Winning Imperatives
- 11.8.7 Current Focuse and Strategies
- 11.8.8 Threat From Competition
- 11.8.9 Swot Analysis
11.9 IBM
- 11.9.1 Overview
- 11.9.2 Company Insights
- 11.9.3 Business Breakdown
- 11.9.4 Product Outlook
- 11.9.5 Key Developments
- 11.9.6 Winning Imperatives
- 11.9.7 Current Focuse and Strategies
- 11.9.8 Threat From Competition
- 11.9.9 Swot Analysis
11.10 Cegid
- 11.10.1 Overview
- 11.10.2 Company Insights
- 11.10.3 Business Breakdown
- 11.10.4 Product Outlook
- 11.10.5 Key Developments
- 11.10.6 Winning Imperatives
- 11.10.7 Current Focuse and Strategies
- 11.10.8 Threat From Competition
- 11.10.9 Swot Analysis