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세계 워크포스 애널리틱스 시장의 미래는 헬스케어, IT 및 통신, BFSI, 제조, 소매, 유통, 식음료, 관공서 시장에서의 기회로 인해 유망한 시장으로 전망됩니다. 세계 워크포스 애널리틱스 시장은 2025년부터 2031년까지 13.7%의 CAGR로 2031년까지 약 40억 달러에 달할 것으로 예상됩니다. 이 시장의 주요 촉진요인은 경쟁 우위를 확보하기 위한 전략적 인력 계획의 데이터 활용 확대와 직원들의 참여와 만족도를 보장하면서 장기적인 노동 문제를 해결하는 것입니다.

• Lucintel의 예측에 따르면, 기업 유형별로는 소프트웨어의 초기 도입으로 인해 예측 기간 동안 대기업이 가장 큰 부문으로 남을 것으로 보입니다.
• 최종사용자별로는 IT 및 통신 분야가 가장 높은 성장세를 보일 것으로 예상됩니다. 이는 IT 및 통신 서비스 강화에 대한 수요 증가로 IT 및 통신 부문이 빠르게 성장하고 있기 때문입니다.
• 지역별로 보면 북미는 기술적으로 진보하고 새로운 기술을 빠르게 받아들이는 북미가 예측 기간 동안 가장 큰 지역으로 남을 것으로 보입니다.

워크포스 애널리틱스 시장의 전략적 성장 기회

기술과 조직의 니즈 변화에 따라 다양한 워크포스 애널리틱스 애플리케이션은 전략적 성장 기회를 제공합니다. 이러한 기회를 인식하고 활용하면 인사 및 비즈니스 성과를 크게 향상시킬 수 있습니다.

• AI를 활용한 분석의 확장 AI를 활용한 분석 기술의 채택이 증가함에 따라 데이터를 이해하고 활용하기 위한 보다 고도화된 접근 방식의 기회가 제공되고 있습니다. 조직은 인재 확보, 직원 관리 등의 분야에서 인공지능을 활용하여 업무 및 인사 서비스의 효율성을 향상시킬 수 있습니다.
• 예측적 인력 계획 개발 : 첨단 기술을 통해 예측 분석은 미래 인력 수요를 예측할 수 있는 데이터를 제공하여 조직의 인력 계획을 지원합니다. 기업은 이러한 인사이트를 활용하여 인사 전략을 목표에 맞게 조정하고, 미래의 기술 격차를 예측하고, 이러한 문제를 해결하기 위한 완화 조치를 수립할 수 있습니다.
• 직원 참여 솔루션의 확장 : 직원 참여 솔루션 구축에는 큰 잠재력이 있습니다. 분석 기술을 통해 직장에서의 만족도와 웰빙을 모니터링하고, 적극적이고 효과적인 조직을 만들고, 이직률을 낮추며, 전반적인 생산 효율성을 향상시킬 수 있습니다.
• D&I 분석에 집중 : 직원의 다양성과 포용성을 평가하고 강화하는 데 사용되는 도구는 전략적 성장의 원동력입니다. 조직은 이러한 도구를 활용하여 대표성을 평가하고, 문제를 파악하고, 대표성을 개선하기 위한 전략적 해결책을 마련합니다.
• 실시간 데이터 솔루션 도입 : 적시 또는 실시간 데이터 솔루션은 신속한 의사결정을 지원한다는 점에서 개선되고 있습니다. 실시간 분석에 투자하는 기업은 새로운 상황에 대한 빠른 적응, 생산성 향상, 인사 관리 효율화 등의 이점을 얻을 수 있습니다.

이러한 전략적 성장 기회는 워크포스 애널리틱스가 어떻게 HR 성과 강화를 촉진하고 조직의 성과를 향상시킬 수 있는지에 대한 인사이트를 제공합니다. 기업은 AI를 중시하고, 예측 분석을 적용하고, 직원 참여와 다양성을 우선시하며, 실시간 데이터에 의존하여 인력 전략을 개선해야 합니다.

워크포스 애널리틱스 시장 활성화 요인 및 과제

워크포스 애널리틱스 시장은 기술 성장, 경제, 규제 요인 등 주요 촉진요인과 도전 과제에 영향을 받고 있습니다. 이 시장에서 비즈니스를 운영하고 애널리틱스를 효과적으로 활용하기 위해서는 이러한 요소들을 이해하는 것이 중요합니다.

워크포스 애널리틱스 시장의 촉진요인으로는 다음과 같은 것들이 있습니다:

• 기술 혁신 : 워크포스 애널리틱스의 성장은 AI, 머신러닝, 실시간 분석의 비약적인 성장에 의존하고 있습니다. 오늘날 기술은 더 나은 데이터 분석, 더 나은 의사결정, 조직의 인재 지향적 기능 개선을 촉진하고 인재 관리를 개선할 수 있도록 돕습니다.
• 데이터 기반 의사결정 : 데이터에 기반한 의사결정의 필요성이 증가함에 따라 많은 조직이 데이터 해석을 위한 고급 워크포스 애널리틱스 도구를 도입하고 있습니다. 조직은 인재 관리 개선, 생산성 향상, 전략적 목표 달성을 위해 데이터를 활용하고자 하며, 워크포스 애널리틱스는 필수적인 도구가 되고 있습니다.
• 직원 웰빙 중시 직원들의 만족도, 건강 상태, 몰입도를 높이기 위해 조직 내 직무 분석에 대한 관심이 높아지면서 부수적인 데이터 활용에 대한 관심이 높아지고 있습니다. 기업들은 데이터를 활용하여 근무 환경을 개선하고, 소진을 줄이고, 직원의 전반적인 경험을 향상시키기 위해 데이터를 활용하고 있습니다.
• 사회적 압력 : 데이터와 직원의 권리에 관한 끊임없는 법 개정에 대응하는 것이 주요 동기가 되고 있습니다. 조직은 워크포스 애널리틱스를 수행할 때 법적 경계를 준수해야 하며, 이는 분석 솔루션의 설계 및 구현에 영향을 미칩니다.
• 경제적 요인 : 워크포스 애널리틱스의 원동력은 경제 상황에 기인합니다. 불황이나 경기 침체기에는 기업들이 분석에 대한 투자보다 비용 절감에 집중할 수 있지만, 경기가 회복되면 고급 분석 솔루션에 대한 지출이 늘어날 가능성이 높습니다.

워크포스 애널리틱스 시장의 과제는 다음과 같습니다:

• 데이터 프라이버시 및 보안 : 데이터 프라이버시 및 보안 보호는 중요한 문제이며, 워크포스 애널리틱스에 대한 접근 방식에 있어 중요한 과제입니다. 조직은 직원의 기밀 정보를 보호하고 정보의 유출 및 부적절한 사용을 방지해야 하므로 강력한 보안 조치와 정보 보호 관련 법적 프레임워크를 준수해야 합니다.
• 기존 시스템과의 통합 : 조직이 워크포스 애널리틱스를 기존 인사 시스템 및 프로세스에 통합하는 데 있어 가장 큰 걸림돌은 워크포스 애널리틱스를 기존 인사 시스템 및 프로세스에 통합하는 것입니다. 새로운 분석 솔루션을 레거시 시스템에 적용하기 어려운 경우, 데이터 기반 개입 방안의 활용과 제공에 영향을 미칠 수 있습니다.
• 데이터 분석 기술 격차 : 효과적인 데이터 분석을 위해서는 특정 기술이 필요하지만, HR 팀에는 이러한 기술이 없다는 편견이 종종 발견됩니다. 조직은 필요한 전문 지식을 갖춘 인재를 확보하고 유지하는 데 어려움을 겪으며, 이는 워크포스 애널리틱스 도구의 생산성에 영향을 미치고 데이터 기반 인사이트의 부족을 설명할 수 있습니다.

워크포스 애널리틱스의 주요 촉진요인과 과제는 시장 형성에서 기술, 데이터 프라이버시, 경제적 요인의 중요성을 강조하고 있습니다. 기술 발전과 데이터에 기반한 의사결정의 중요성이 성장의 원동력이 되고 있지만, 이러한 분석 솔루션이 채택되고 효과적으로 활용되기 위해서는 프라이버시, 통합, 기술 격차 등의 문제를 해결해야 합니다.

목차

제1장 주요 요약

제2장 세계의 워크포스 애널리틱스 시장 : 시장 역학

• 소개, 배경, 분류
• 공급망
• 업계 성장 촉진요인과 과제

제3장 2019년부터 2031년까지 시장 동향과 예측 분석

• 거시경제 동향(2019-2024년)과 예측(2025-2031년)
• 세계의 워크포스 애널리틱스 시장 동향(2019-2024년)과 예측(2025-2031년)
• 기업 유형별
  • 대기업
  • 중소기업
• 전개별
  • 클라우드
  • 온프레미스
• 최종사용별
  • 헬스케어
  • IT·통신
  • BFSI
  • 제조업
  • 소매
  • 식품 및 음료
  • 정부
  • 기타

제4장 2019년부터 2031년까지 지역별 시장 동향과 예측 분석

• 지역별 : 세계의 워크포스 애널리틱스 시장
• 북미의 워크포스 애널리틱스 시장
• 유럽의 워크포스 애널리틱스 시장
• 아시아태평양의 워크포스 애널리틱스 시장
• 기타 지역의 워크포스 애널리틱스 시장

제5장 경쟁 분석

• 제품 포트폴리오 분석
• 운영 통합
• Porter's Five Forces 분석

제6장 성장 기회와 전략 분석

• 성장 기회 분석
  • 기업 유형별
  • 전개별
  • 최종사용별
  • 지역별
• 세계의 워크포스 애널리틱스 시장 최신 동향
• 전략 분석
  • 신제품 개발
  • 세계의 워크포스 애널리틱스 시장 능력 확대
  • 세계의 워크포스 애널리틱스 시장 합병, 인수, 합작투자
  • 인증과 라이선싱

제7장 주요 기업 개요

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

영문목차

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