人力資源與人事分析軟體市場（按解決方案、服務、類型和地區）：未來預測（2026-2032 年）

人力資源與人事分析軟體市場估值（2026-2032）

以數據主導的人才招募、留任和發展決策。透過基於技能且文化契合的招募策略，識別高績效候選人。簡化招募流程，縮短招募時間並降低每位員工的招募成本。利用數據減少偏見，打造公平包容的招募流程。因此，以數據主導的人才招募和保留決策將推動市場規模在2024年突破30.8億美元，並在2032年達到約77.5億美元的估值。

企業內部對提高效率和降低營運成本的追求日益成長，預計將推動各行各業對人力資源分析軟體的需求。該計劃將起到催化劑的作用，推動勞動力最佳化，並建立衡量方法，以提高整體員工績效。企業內部對提高效率和降低營運成本的需求日益成長，推動市場在2026年至2032年間以13.50%的複合年成長率成長。

人才與人事分析軟體市場的定義/概述

人才和人力資源分析軟體能夠幫助企業增強人力資本管理策略，提高員工敬業度和生產力，降低離職率，最終推動業務成功。這些技術使人力資源負責人和企業領導者能夠做出符合組織目標和宗旨的資料主導決策。

組織越來越認知到人才的策略價值，並尋求提升績效和最大化投資收益的方法。頂尖人才的競爭日益激烈，需要數據主導的策略來招募、留住和培養頂尖人才。此外，巨量資料和分析技術的興起使人力資源部門能夠從大量員工數據中獲得關鍵洞察，揭示員工的模式和習慣。

透過採用人才和人力資源分析解決方案，企業可以改善人才招聘，提高員工留任率，透過有效的培訓確保員工隊伍面向未來，並制定與整體業務目標相符的策略性人力資源決策。隨著市場環境的廣泛發展以及人工智慧 (AI) 和機器學習 (ML) 的預期融合，人才和人力資源分析軟體的未來前景一片光明，它將提供更深入的勞動力動態洞察，並推動企業邁向成功的數據主導人力資源管理。

企業越來越注重最佳化人力資本投資，這將如何推動人才和人力資源分析軟體市場的發展？

企業越來越注重最佳化人力資本投資，以實現利潤最大化。人才和人力資源分析工具能夠提供關於員工模式和習慣的關鍵洞察，從而實現數據主導的決策流程，從而提升績效並發現最佳化機會。因此，人才和人力資源分析軟體的日益普及正在推動市場成長。

人力資源領域正在發生一場變革，從傳統的管理職位轉變為策略性業務夥伴。這項轉變凸顯了將人才策略與企業整體目標結合的重要性日益凸顯。人才和人力資源分析技術透過提供數據主導的洞察，在推動這一轉變方面發揮關鍵作用。這些洞察使人力資源經理能夠做出明智的決策，同時確保其人才管理策略有效並與組織整體目標緊密相關。

人才和人力資源分析工具在這過程中發揮關鍵作用，它們可以幫助尋找有前途的求職者、識別與員工流失風險相關的變數、制定客製化的培訓計劃等。在當今競爭激烈的世界中，企業必須優先考慮人才保留，這需要數據主導的策略來吸引、留住和培養高潛力人才。

隨著巨量資料和分析技術的發展，人力資源部門被大量員工數據淹沒。在這種背景下，人才和人力資源分析工具在將原始數據轉化為可操作的洞察，以及揭示隱藏的模式和人才趨勢方面發揮著至關重要的作用。

隨著技能需求的不斷變化，該軟體可協助人力資源部門識別整個勞動力隊伍的人才缺口，並客製化培訓計畫以確保人才的未來發展並使發展與不斷變化的需求保持一致。

高昂的軟體實施和維護成本將如何阻礙人才和人力資源分析軟體市場的成長？

投資人才和人力資源分析軟體需要大量資金，包括許可費、實施成本和持續維護費用。對於預算緊張的中小企業來說，這些成本可能是一個重大障礙。此外，中小企業可能缺乏充分利用人力資源分析工具所需的內部技能。如果沒有具備必要技能和經驗的專用資源，此類解決方案的開發和採用可能達不到最佳效果，從而導致投資收益較低。

勞動力分析軟體管理著大量員工數據，這引發了資料外洩、GDPR合規性以及數據使用是否合乎道德等問題。這些擔憂可能會讓公司猶豫是否要使用這些解決方案。從傳統的直覺為基礎的人力資源方法轉變為數據主導的方法，需要公司內部進行重大的文化變革。這種轉變不僅需要採用新技術，還需要在人力資本管理決策和行動方面實現思維和行為的根本轉變。

員工抵制和領導層缺乏認同是實施數據主導人力資源政策的主要障礙。員工可能會擔心數據分析會干擾他們的工作生活，或對使用量化指標進行評估感到害怕。他們也可能擔心數據可能存在偏見和濫用，這可能導致員工產生不信任感，並不願接受變革。

人才和人力資源分析軟體的成功應用取決於擁有一支精通數據分析的優秀團隊。缺乏能夠評估和運用數據洞察制定有效策略的人才，可能會減緩其應用速度，尤其是在中小型企業中。由於複雜性和成本問題，將人才和人力資源分析軟體與現有人力資源資訊系統 (HRIS) 整合可能頗具挑戰性。相容性問題和資料遷移需求可能會成為考慮採用此類解決方案的公司面臨的障礙。

目錄

第 1 章全球人才與人事分析軟體市場：簡介

• 市場概覽
• 分析範圍
• 先決條件

第2章執行摘要

第3章 已驗證的市場研究分析方法

• 資料探勘
• 驗證
• 第一手資料
• 資料來源列表

第4章全球人才與人事分析軟體市場展望

• 概述
• 市場動態
  • 驅動程式
  • 限制因素
  • 機會
• 波特五力模型
• 價值鏈分析

第5章全球人才與人事分析軟體市場（按解決方案）

• 概述
• 員工敬業度與發展
• 保留
• 勞動力規劃

第6章全球人才與人事分析軟體市場（按類型）

• 雲端基礎
• 本地

7. 全球人才與人事分析軟體市場（按地區）

• 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
• 其他地區 (ROW)
  • 拉丁美洲
  • 中東

第8章全球人才與人事分析軟體市場的競爭格局

• 概述
• 各公司市場排名
• 主要發展策略

第9章 公司簡介

• IBM Corporation
• Oracle
• SAP SE
• Talentsoft
• Zoho Corporation Pvt. Ltd.
• Sage Software Solutions Pvt. Ltd.
• Microstrategy Incorporated
• Qualtrics
• Clicdata
• Sisense
• Dundas Bi
• Looker
• Brist

第10章 附錄

• 相關調查

People & HR Analytics Software Market Valuation - 2026-2032

Data-driven decisions on talent acquisition, retention, and development. Identify high-performing candidates using skill-based and culturally appropriate sourcing tactics. Streamline the recruitment process to reduce time to hire and cost per hire. Use data to reduce bias and create a fair and inclusive recruiting process. Thus, the data-driven decision on talent acquisition and retention is driving the market size to surpass USD 3.08 Billion in 2024 to reach a valuation of around USD 7.75 Billion by 2032.

The increasing desire to improve efficiency and reduce operational costs inside enterprises is expected to drive demand for HR analytics software across a wide range of industries. This program acts as a catalyst for promoting workforce optimization and establishing measurements that improve overall workforce performance. The rising demand for efficiency and reduced operational costs inside the enterprises are enabling the market to grow at a CAGR of 13.50% from 2026 to 2032.

People & HR Analytics Software Market: Definition/ Overview

People & HR Analytics software enables businesses to enhance their human capital management strategies, increase employee engagement and productivity, reduce turnover, and ultimately drive company success. These technologies enable HR professionals and business leaders to make data-driven decisions in line with the organization's aims and objectives.

Organizations are increasingly realizing the strategic worth of their personnel and looking for ways to improve performance and maximize return on investment. The strong competition for top talent necessitates data-driven tactics for recruiting, maintaining, and growing top performers. Furthermore, the rise of big data and analytics has enabled HR departments to gain important insights from massive amounts of employee data, revealing worker patterns and habits.

Implementing People & HR Analytics solutions can help firms improve talent acquisition, increase employee retention, establish a future-proof workforce through effective training, and make strategic HR decisions that line with overall business goals. With a broad market landscape and the projected integration of AI and ML, the future of People & HR Analytics Software seems bright, providing even deeper insights into workforce dynamics and propelling enterprises toward data-driven personnel management success

How the Rising Focus of Organizations on the Optimization of Human Capital Investment will Drive the People & HR Analytics Software Market?

Organizations are increasingly focusing on optimizing their human capital investments to maximize profits. People and HR analytics tools provide important insights into worker patterns and habits, allowing for data-driven decision-making processes that improve performance and discover chances for optimization. Thus, the increasing adoption of people & HR analytics software is driving the growth of the market.

Revolution of the HR landscape, and there is an evident move from a traditional administrative position to that of a strategic business partner. This transition emphasizes the growing relevance of connecting talent strategies with overall corporate objectives. People and HR analytics technologies play critical roles in easing the shift by providing data-driven insights. These insights enable HR managers to make educated decisions, ensuring that people management strategies are both effective and closely linked with the organization's overall goals.

People and HR analytics tools play an important role in this endeavor by assisting in the discovery of prospective applicants, identifying variables associated with employee flight risk, and creating individualized training programs. In today's extremely competitive world, firms must prioritize securing top people. To accomplish this, data-driven strategies are required for attracting, keeping, and cultivating high-potential personnel.

With the development of Big Data and Analytics, human resources departments are swamped with massive amounts of employee data. People and HR Analytics tools play a critical role in this scenario, transforming raw data into actionable insights that reveal hidden patterns and workforce trends.

In an ever-changing landscape where skill requirements are always shifting, this software assists HR in identifying talent gaps throughout the workforce. It allows for the customization of training programs to grow future-proof capabilities, ensuring that talent development is in line with changing needs.

How the High Implementation and Maintenance Cost of Software will Hamper the Growth of the People & HR Analytics Software Market?

Investing in People & HR Analytics software requires a significant financial investment, including licensing fees, implementation costs, and ongoing maintenance. These costs might be a substantial hurdle for smaller businesses operating on tight budgets. In addition, smaller firms may lack the internal skills required to fully exploit HR analytics tools. Without dedicated individuals with the necessary skills and experience, the development and application of these solutions may be suboptimal, lowering the perceived return on investment.

People analytics software manages large amounts of sensitive employee data, generating issues about data breaches, GDPR compliance, and ethical data use. These concerns may lead to reluctance among enterprises to use these solutions. The transition from old, intuition-based HR methods to a data-driven approach requires a considerable cultural transformation within firms. This transformation requires not just the adoption of new technologies, but also a fundamental shift in thinking and behavior in terms of human capital management decision-making and action.

Employee resistance and a lack of leadership buy-in are significant barriers to the implementation of data-driven HR policies. Employees may be concerned about the perceived intrusiveness of data analytics in their work lives, or they may feel frightened by the potential of being evaluated using quantitative measurements. There may also be concerns about the possibility of data bias or misuse, which can lead to mistrust and reluctance to embrace change.

The successful implementation of People & HR Analytics software is dependent on having a qualified team proficient in data analysis. A lack of people capable of evaluating and exploiting data insights to develop meaningful strategies might stymie adoption, particularly in smaller firms. Integrating People & HR Analytics software with existing HR information systems (HRIS) may be difficult owing to complexity and cost. Compatibility concerns and the need for data migration might be barriers for enterprises looking to implement these solutions.

Category-Wise Acumens

How Robust Workforce Planning will Drive the Workforce Planning Segment in the People & HR Analytics Software Market?

The workforce planning segment is significantly driving the people & HR analytics software market and is expected to continue its growth throughout the forecast period. Workforce planning solutions provide a consolidated platform for managing staff data, schedules, and performance in different locations. This consolidation enhances resource allocation and allows for better-informed strategic decisions.

Organizations can identify areas for improvement and implement targeted interventions by analyzing personnel data such as skills, workload, and productivity. This leads to a more efficient and high-performing staff. These solutions use data to forecast future staffing needs and identify potential skill gaps, allowing firms to rectify them before they affect operations.

Workforce planning software adapts to changing company requirements, allowing for rapid workforce scaling to meet demand changes, especially in remote work environments, and assuring optimal resource allocation. The integration of collaboration technologies encourages communication and knowledge exchange among geographically separated employees.

As firms adopt remote work arrangements, the necessity for strong workforce planning tools becomes clear. These solutions provide the foundation for organizing scattered teams, allowing for seamless communication across several channels such as video conferencing, instant messaging, and email. They also enable real-time collaboration on projects by offering centralized platforms for file sharing, task assignment, and progress tracking.

Does the Increasing Demand for Service Providers for Installation Surge the Growth of the People & HR Analytics Market?

The service segment holds the largest market share of the people & HR analytics market. The demand for service providers for installation is projected to increase as HR analytics solutions become more complex. As enterprises see the potential of data-driven insights but lack the in-house experience to traverse complex software settings, the market for implementation services is expected to grow.

Organizations with limited internal resources will increasingly rely on specialized service providers to ensure smooth adoption and maximum return on investment in HR analytics software. Service entails configuring software to match the specific demands of a company. It comprises data migration, system integration with existing HRIS (Human Resource Information Systems), and user training. Proper implementation ensures that the software runs smoothly, that the data is correct, and that users are prepared to use its capabilities.

The implementation of HR analytics software is critical to assuring optimal functionality, data quality, and user proficiency. Proper configuration ensures that the program effectively meets the organization's specific demands and objectives. Furthermore, data transfer and system integration are critical for smooth operations and the ability to use current HR infrastructure.

Country/Region-wise Acumens

Will the Strong Presence of Major Market Players and Early Adoption of Technology in North America Surge the Demand for the People & HR Analytics Market?

North America is substantially leading the People & HR Analytics Market and is expected to continue its growth throughout the forecast period. Leading technology businesses have a strong presence, and novel solutions are being adopted early. Focus on increasing worker efficiency and applying best practices in HR operations. A large number of established HR software companies and service providers.

The increased competitiveness emphasizes the growing need to use data-driven HR methods to get insights into workforce dynamics, performance trends, and employee preferences. As a result, businesses are becoming more aware of the benefits of using data-driven methods for human resource management, which allow organizations to make educated decisions and customize strategies to changing workforce demands.

The desire for greater scalability and cost has led to a growth in the adoption of cloud-based HR solutions. Cloud-based systems enable firms to extend their HR functions in response to business growth while incurring minimal infrastructure costs. Furthermore, these solutions improve accessibility by offering remote access to HR data and apps, enabling seamless collaboration across geographically dispersed teams. As firms prioritize agility and cost-effectiveness, cloud-based HR solutions are projected to gain popularity in the market.

Will Increasing Emphasis on Talent Management in Asia-Pacific Drive the People & HR Analytics Software Market?

Asia-Pacific is expected to be the fastest-growing region throughout the forecast period. Emerging economies are rapidly developing, with an increased emphasis on implementing best practices in talent management. As these economies aspire for long-term growth, firms inside them are increasingly understanding the importance of good human management practices in maintaining global competitiveness.

One prominent element contributing to this trend is the growing pool of talented IT experts in these countries, as well as a strong presence of young, dynamic talent. With an increasing number of people entering the workforce with technology skills, businesses are better positioned to exploit innovative HR solutions and promote operational excellence.

Competitive Landscape

The competitive landscape of the people & HR Analytics software market is a vibrant ecosystem brimming with innovation. As organizations increasingly prioritize data-driven talent management, this dynamic space is poised for continued growth and exciting developments.

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 People & HR Analytics Software market include:

• IBM Corporation
• Oracle
• SAP SE
• Talentsoft
• Zoho Corporation Pvt. Ltd.
• Sage Solutions Software Pvt. Ltd.
• Microstrategy Incorporated
• Qualtrics
• Clicdata
• Sisense
• Dundas Bi
• Looker
• Birst

Latest Developments

• In October 2023, IBM announced the launch of EY.ai.workforce, which is an innovative HR solution that allows the organization to integrate artificial intelligence (AI) in the key HR business process.

In June 2023, Oracle launched the generative artificial intelligence software to its human resource software for business, aiming to help the job descriptions and employee performance goals, among other tasks. People & HR Analytics Software Market, By Category

• Solution:
• Employee Engagement & Development
• Retention
• Workforce Planning
• Type:
• Cloud-Based
• On-Premises
• Region:
• North America
• Europe
• Asia-Pacific
• South America
• Middle East & Africa

TABLE OF CONTENTS

1 INTRODUCTION OF GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE 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 PEOPLE AND HR ANALYTICS SOFTWARE 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 PEOPLE AND HR ANALYTICS SOFTWARE MARKET, BY SOLUTION

• 5.1 Overview
• 5.2 Employee Engagement & Development
• 5.3 Retention
• 5.4 Workforce Planning

6 GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE MARKET, BY TYPE

• 6.1 Cloud-Based
• 6.1 On-Premises

7 GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE MARKET, BY GEOGRAPHY

• 7.1 Overview
• 7.2 North America
  • 7.2.1 U.S.
  • 7.2.2 Canada
  • 7.2.3 Mexico
• 7.3 Europe
  • 7.3.1 Germany
  • 7.3.2 U.K.
  • 7.3.3 France
  • 7.3.4 Rest of Europe
• 7.4 Asia Pacific
  • 7.4.1 China
  • 7.4.2 Japan
  • 7.4.3 India
  • 7.4.4 Rest of Asia Pacific
• 7.5 Rest of the World
  • 7.5.1 Latin America
  • 7.5.2 Middle East

8 GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE MARKET COMPETITIVE LANDSCAPE

• 8.1 Overview
• 8.2 Company Market Ranking
• 8.3 Key Development Strategies

9 COMPANY PROFILES

• 9.1 IBM Corporation
  • 9.1.1 Overview
  • 9.1.2 Financial Performance
  • 9.1.3 Product Outlook
  • 9.1.4 Key Developments
• 9.2 Oracle
  • 9.2.1 Overview
  • 9.2.2 Financial Performance
  • 9.2.3 Product Outlook
  • 9.2.4 Key Developments
• 9.3 SAP SE
  • 9.3.1 Overview
  • 9.3.2 Financial Performance
  • 9.3.3 Product Outlook
  • 9.3.4 Key Developments
• 9.4 Talentsoft
  • 9.4.1 Overview
  • 9.4.2 Financial Performance
  • 9.4.3 Product Outlook
  • 9.4.4 Key Developments
• 9.5 Zoho Corporation Pvt. Ltd.
  • 9.5.1 Overview
  • 9.5.2 Financial Performance
  • 9.5.3 Product Outlook
  • 9.5.4 Key Developments
• 9.6 Sage Software Solutions Pvt. Ltd.
  • 9.6.1 Overview
  • 9.6.2 Financial Performance
  • 9.6.3 Product Outlook
  • 9.6.4 Key Developments
• 9.7 Microstrategy Incorporated
  • 9.7.1 Overview
  • 9.7.2 Financial Performance
  • 9.7.3 Product Outlook
  • 9.7.4 Key Developments
• 9.8 Qualtrics
  • 9.8.1 Overview
  • 9.8.2 Financial Performance
  • 9.8.3 Product Outlook
  • 9.8.4 Key Developments
• 9.9 Clicdata
  • 9.9.1 Overview
  • 9.9.2 Financial Performance
  • 9.9.3 Product Outlook
  • 9.9.4 Key Developments
• 9.10 Sisense
  • 9.10.1 Overview
  • 9.10.2 Financial Performance
  • 9.10.3 Product Outlook
  • 9.10.4 Key Developments
• 9.11 Dundas Bi
  • 9.11.1 Overview
  • 9.11.2 Financial Performance
  • 9.11.3 Product Outlook
  • 9.11.4 Key Developments
• 9.12 Looker
  • 9.12.1 Overview
  • 9.12.2 Financial Performance
  • 9.12.3 Product Outlook
  • 9.12.4 Key Developments
• 9.13 Brist
  • 9.13.1 Overview
  • 9.13.2 Financial Performance
  • 9.13.3 Product Outlook
  • 9.13.4 Key Developments

10 Appendix

• 10.1 Related Research