ワークフォースアナリティクス市場レポート：2031年までの動向、予測、競合分析

世界のワークフォースアナリティクス市場の将来は、ヘルスケア、IT・通信、BFSI、製造、小売、飲食品、官公庁の各市場における機会で有望視されています。世界のワークフォースアナリティクス市場は、2025年から2031年までのCAGRが13.7%で、2031年までに推定40億米ドルに達すると予想されます。この市場の主な促進要因は、競争優位性を獲得するための戦略的な人員計画におけるデータ活用の拡大と、従業員のエンゲージメントと満足度を確保しながら長期的な労働問題に対処することです。

• Lucintelの予測では、企業タイプ別では、ソフトウェアの初期導入により、予測期間中も大企業が最大セグメントであり続ける。
• エンドユース別では、IT・通信が最も高い成長を遂げると予想されます。これは、IT・通信サービスの強化に対する需要の増加により、IT・通信セクターが急速に成長しているためです。
• 地域別では、北米は技術的に先進的であり、新技術を素早く取り入れるため、予測期間中も最大地域であり続けると思われます。

ワークフォースアナリティクス市場の戦略的成長機会

ワークフォースアナリティクスの様々なアプリケーションは、テクノロジーと組織のニーズの変化により、戦略的成長機会をもたらします。これらの機会を認識し、活用することで、人事とビジネスの成果を大きく改善することができます。

• AIを活用したアナリティクスの拡大AIを活用したアナリティクス技術の採用が進むことで、データを理解し活用するための、より高度なアプローチの機会が提供されます。組織は人材獲得や従業員管理などの分野で人工知能を活用し、業務や人事サービスの効率を向上させることができます。
• 予測的労働力計画の開発：高度なテクノロジーを通じて、予測分析は将来の人材需要を予測するデータを提供することで、組織の人員計画を支援します。企業はこうした洞察を活用することで、人事戦略を目標に整合させ、将来のスキルギャップを予測し、こうした課題に対処するための緩和策を策定することができます。
• 従業員エンゲージメントソリューションの拡大：従業員エンゲージメントソリューションの構築には大きな可能性があります。分析技術を採用することで、職場における満足度やウェルネスをモニターすることができ、積極的で効果的な組織を後押しし、離職率を低下させ、全体的な生産効率を向上させることができます。
• D&I分析への集中：従業員の多様性と包括性を評価し、強化するために使用されるツールは、戦略的成長の原動力です。組織はこれらのツールを活用して、代表性を評価し、課題を特定し、代表性を改善するための戦略的解決策を考案しています。
• リアルタイムデータソリューションの導入：タイムリーまたはリアルタイムのデータソリューションは、迅速な意思決定を支援するという点で改善されています。リアルタイムアナリティクスに投資する企業は、新たな状況への迅速な適応、生産性の向上、人事管理の効率化といったメリットを得ることができます。

このような戦略的成長機会は、ワークフォースアナリティクスがどのように人事パフォーマンスの強化を促進し、組織の成果を向上させることができるかについての洞察を与えてくれます。企業はAIを重視し、予測分析を適用し、従業員エンゲージメントと多様性を優先し、ワークフォース戦略を改善するためにリアルタイムデータに依存する必要があります。

ワークフォースアナリティクス市場の促進要因・課題

ワークフォースアナリティクス市場は、テクノロジーの成長、経済、規制要因など、主な促進要因・課題の影響を受けています。市場で事業を展開し、アナリティクスを効果的に活用するには、これらの要素を理解することが重要です。

ワークフォースアナリティクス市場の促進要因には、以下のようなものがある：

• 技術革新：ワークフォースアナリティクスの成長は、AI、機械学習、リアルタイム・アナリティクスの飛躍的な成長に依存しています。今日、テクノロジーは、より優れたデータ分析、より優れた意思決定、組織における人材指向機能の改善を促進し、人材管理の改善につながります。
• データを活用した意思決定：データに基づいて意思決定を行う必要性が高まっているため、多くの組織がデータ解釈のための高度なワークフォースアナリティクス・ツールを導入しています。組織は、タレントマネジメントの改善、生産性の向上、戦略目標の達成のためにデータを活用したいと考えており、ワークフォースアナリティクスは必須のツールとなっています。
• 従業員のウェルネス重視従業員の満足度、健康状態、エンゲージメントを高めるため、組織内での職務分析に関する関心が高まっており、付随的データの活用に注目が集まっています。企業は労働条件を改善し、燃え尽き症候群を減らし、従業員の全体的な経験を向上させるためにデータを活用しています。
• 社会的圧力：データと従業員の権利に関する法改正の絶え間ないサイクルに対応することが、主な動機となっています。組織は、ワークフォースアナリティクスを実施する際、法的境界を守らなければならず、これは分析ソリューションの設計と実装に影響します。
• 経済的要因：ワークフォースアナリティクスの推進力は、経済状況に起因します。不況や景気後退期には、企業はアナリティクスへの投資よりもコスト抑制に重点を置くかもしれないが、景気が上向けば高度なアナリティクスソリューションへの支出が増える可能性が高いです。

ワークフォースアナリティクス市場の課題には以下が含まれる：

• データプライバシーとセキュリティ：データのプライバシーとセキュリティの保護は重要な問題であり、ワークフォースアナリティクスへの取り組みにおいて課題となります。組織は従業員の機密情報を保護し、その情報の漏洩や不適切な利用を防止しなければならないため、強力なセキュリティ対策と情報保護に関する法的枠組みの遵守が必要となります。
• 既存システムとの統合：組織にとって大きな障害となるのは、ワークフォースアナリティクスを既存の人事システムやプロセスに統合することです。新しい分析ソリューションをレガシーシステムに適合させることが困難な場合、データ主導の介入策の活用と提供に影響を及ぼす可能性があります。
• データ分析のスキル格差：効果的なデータ分析には特定のスキルセットが必要だが、人事チームにはそのスキルがないという偏りがしばしば見られます。組織は、必要な専門知識を持つ人材の確保と維持に苦労し、ワークフォースアナリティクスツールの生産性に影響を与え、データ主導型の洞察の不足を説明することがあります。

ワークフォースアナリティクスの主な促進要因・課題は、市場形成におけるテクノロジー、データプライバシー、経済的要因の重要性を浮き彫りにしています。技術の進歩とデータに基づく意思決定の重視が成長の原動力となっているが、こうしたアナリティクスソリューションが採用され、効果的に利用されるためには、プライバシー、統合、スキル格差などの問題に対処しなければならないです。

目次

第1章 エグゼクティブサマリー

第2章 世界のワークフォースアナリティクス市場：市場力学

• イントロダクション、背景、分類
• サプライチェーン
• 業界の促進要因と課題

第3章 2019年から2031年までの市場動向と予測分析

• マクロ経済動向（2019-2024年）と予測（2025-2031年）
• 世界のワークフォースアナリティクス市場の動向（2019～2024年）と予測（2025～2031年）
• 企業タイプ別
  • 大企業
  • 中小企業
• 展開別
  • クラウド
  • オンプレミス
• エンドユース別
  • ヘルスケア
  • IT・通信
  • BFSI
  • 製造業
  • 小売り
  • 食品・飲料
  • 政府
  • その他

第4章 2019年から2031年までの地域別市場動向と予測分析

• 地域別：世界のワークフォースアナリティクス市場
• 北米のワークフォースアナリティクス市場
• 欧州のワークフォースアナリティクス市場
• アジア太平洋のワークフォースアナリティクス市場
• その他地域のワークフォースアナリティクス市場

第5章 競合分析

• 製品ポートフォリオ分析
• 運用統合
• ポーターのファイブフォース分析

第6章 成長機会と戦略分析

• 成長機会分析
  • 企業タイプ別
  • 展開別
  • エンドユース別
  • 地域別
• 世界のワークフォースアナリティクス市場の新たな動向
• 戦略分析
  • 新製品開発
  • 世界のワークフォースアナリティクス市場の能力拡大
  • 世界のワークフォースアナリティクス市場における合併、買収、合弁事業
  • 認証とライセンシング

第7章 主要企業の企業プロファイル

• 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