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HRアナリティクスの市場規模：2026年～2032年、コンポーネント、導入形態、製品、業界別、地域別

HR Analytics Market Size By Component, Deployment Mode, Product, Vertical (Banking, Financial Services, and Insurance, Telecom And IT, Consumer Goods And Retail, Healthcare, Manufacturing), & Region for 2026-2032

出版日
ページ情報
英文 202 Pages
納期
2～3営業日
価格
価格表記: USDを日本円(税抜)に換算
本日の銀行送金レート: 1USD=143.73円
HRアナリティクスの市場規模：2026年～2032年、コンポーネント、導入形態、製品、業界別、地域別
出版日: 2025年04月30日
発行: Verified Market Research
ページ情報: 英文 202 Pages
納期: 2～3営業日
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  • 目次
概要

HRアナリティクス市場の評価2026～2032年

HRアナリティクスの市場規模は、2024年に26億8,291万米ドルと評価され、2032年までに126億4,940万米ドルの成長が予測され、予測期間中のCAGRは21.39%を示します。人事管理におけるデータ主導の意思決定の必要性から、HRアナリティクスの需要は拡大しています。企業は、採用、従業員エンゲージメント、業績管理、人員計画の改善にデータを活用するメリットを感じています。

リモートワークの増加やワークフォース力学の変化に伴い、企業は従業員の生産性、幸福度、定着率の把握に役立つ分析ツールを求めています。さらに、ダイバーシティとインクルージョンの取り組みが重視されるようになったことで、成功を追跡し、改善点を特定するための効果的な分析が必要になっています。全体として、HRアナリティクスは、ワークフォース戦略を最適化し、企業の成功を促進しようとする組織にとって、ますます重要になってきています。

HRアナリティクス市場の定義/概要

HRアナリティクスとは、人事プロセスと成果を評価・強化するためのデータ分析と統計ツールの応用です。従業員データを収集・分析し、人材動向、採用効率、従業員パフォーマンス、エンゲージメント、定着率に関する知識を得る。組織はこのデータを利用して、より多くの情報に基づいた意思決定を行い、人事管理戦術を最適化し、全体的な効率を高めることができます。

HR Analyticsは、データと統計分析を利用して、人事活動と意思決定を改善します。これにより、企業は従業員のパフォーマンスを追跡し、採用プロセスを最適化し、従業員の生産性を分析することができます。また、ダイバーシティとインクルージョンに関連する動向やパターンを発見し、従業員全体の幸福度と組織の有効性を高めるデータ主導の意思決定を可能にします。

予測分析と人工知能は、より多くの情報に基づいた労働力管理の意思決定を可能にする人事分析の将来にとって不可欠なものとなります。従業員の離職率を予測し、スキルギャップを特定し、従業員開発戦略を調整するために、組織はますますこれらの技術に頼るようになると考えられます。さらに、多くのソースからのリアルタイムデータを組み合わせることで、従業員のエンゲージメントとパフォーマンスの追跡が改善されます。組織がダイバーシティとインクルージョンを優先するにつれ、HRアナリティクスはこれらのプログラムの評価と強化に不可欠となり、その結果、従業員の生産性と満足度が向上します。

HRアナリティクス市場において、データ主導の意思決定はどのように従業員維持戦略を強化するのか？

データ主導の意思決定は、従業員の行動と満足度に関する実用的な洞察を組織に与えることで、HRアナリティクス市場における従業員維持戦術を向上させます。人事部門は、従業員調査、業績評価、退社面接のデータを分析することで、離職に影響するパターンや理由を発見できます。例えば、分析は従業員エンゲージメントのスコアと定着率の関連性を浮き彫りにすることができるため、組織は職場文化、キャリア開発の可能性、報酬体系など、特定の改善セグメントに焦点を当てることができます。

さらに、データ主導のアプローチにより、組織は特定の従業員のニーズや嗜好に合わせたリテンションの取り組みを行うことができます。人事部門は、従業員を属性、職責、キャリア目標に基づいてセグメント化することで、従業員のエンゲージメントを高めることができます。また、予測分析は、退職を検討しているリスクのある従業員を特定するのに役立ち、メンターシッププログラムやキャリアアップの話し合いなど、タイムリーな介入を可能にします。

データプライバシーとセキュリティの懸念は、HRアナリティクス市場の成長をどのように妨げているか？

データのプライバシーとセキュリティに関する懸念は、機密性の高い従業員情報の管理に関する組織の懸念を高め、HRアナリティクス市場の成長を妨げています。HRアナリティクスが業績測定や健康情報など大量の個人データに依存するようになっているため、データ侵害の可能性は深刻な法的・倫理的懸念をもたらしています。組織はGDPRやCCPAといった厳格なデータ保護基準に従わなければならないが、これらは地域によって異なり、コンプライアンスへの取り組みを複雑にしています。

さらに、情報漏洩や従業員データへの不正アクセスを恐れるあまり、従業員と企業の信頼関係が崩れる可能性もあります。個人情報の保護に不安を抱く従業員は、データ収集活動に参加したり、正しい情報を提供したりする可能性が低くなり、人事分析の有用性が低下します。このような懸念は、斬新なHRアナリティクスツールの採用を妨げ、市場の成長性を制限し、組織がデータ主導洞察を十分に活用して人事管理と意思決定を改善することを妨げる可能性があります。

目次

第1章 HRアナリティクスの世界市場導入

  • 市場概要
  • 調査範囲
  • 前提条件

第2章 エグゼクティブサマリー

第3章 VERIFIED MARKET RESEARCHの調査手法

  • データマイニング
  • バリデーション
  • 一次資料
  • データソース一覧

第4章 HRアナリティクスの世界市場展望

  • 概要
  • 市場力学
    • 促進要因
    • 抑制要因
    • 機会
  • ポーターのファイブフォースモデル
  • バリューチェーン分析

第5章 HRアナリティクスの世界市場、製品別

  • 概要
  • 従業員開発
  • 採用
  • 労働力管理
  • その他

第6章 HRアナリティクスの世界市場：業界別

  • 概要
  • 銀行、金融サービス、保険（BFSI）
  • 通信・IT
  • 消費財・小売
  • ヘルスケア
  • 製造業
  • その他

第7章 HRアナリティクスの世界市場、コンポーネント別

  • 概要
  • ソリューション
  • サービス

第8章 HRアナリティクスの世界市場：導入形態別

  • 概要
  • オンプレミス
  • クラウド

第9章 HRアナリティクスの世界市場：製品別

  • 概要
  • 従業員開発
  • 採用
  • 従業員管理

第10章 HRアナリティクスの世界市場：地域別

  • 概要
  • 北米
    • 米国
    • カナダ
    • メキシコ
  • 欧州
    • ドイツ
    • 英国
    • フランス
    • イタリア
    • スペイン
    • その他の欧州
  • アジア太平洋
    • 中国
    • 日本
    • インド
    • その他のアジア太平洋
  • ラテンアメリカ
    • ブラジル
    • アルゼンチン
    • その他のラテンアメリカ
  • 中東・アフリカ
    • アラブ首長国連邦
    • サウジアラビア
    • 南アフリカ
    • その他の中東・アフリカ

第11章 世界のHRアナリティクス市場の競合情勢

  • 概要
  • 各社の市場ランキング
  • 主要開発戦略
  • 企業の地域別フットプリント
  • 企業の産業フットプリント
  • ACEマトリックス

第12章 企業プロファイル

  • Oracle Corporation
  • SAP SE
  • Workday
  • IBM Corporation
  • Ultimate Software Group
  • ADP LLC
  • Cornerstone OnDemand
  • Tableau Software Inc
  • Microsoft Corporation
  • PeopleSoft

第13章 主要開発

  • 製品上市/開発
  • 合併と買収
  • 事業拡大
  • パートナーシップと提携

第14章 付録

  • 関連調査
目次
Product Code: 34026

HR Analytics Market Valuation 2026-2032

The HR analytics market size was valued at USD 2682.91 Million in 2024 and is projected to grow USD 12649.4 Million by 2032, exhibiting a CAGR of 21.39% during the forecast period. The demand for HR analytics is growing due to the necessity for data-driven decision-making in human resource management. Organizations are seeing the benefits of using data to improve recruiting, employee engagement, performance management, and workforce planning.

With the rise of remote work and changing workforce dynamics, businesses are looking for analytics tools to help them understand employee productivity, happiness, and retention. Furthermore, the rising emphasis on diversity and inclusion efforts necessitates effective analytics to track success and identify areas for improvement. Overall, HR analytics is becoming increasingly important for organizations seeking to optimize their workforce strategy and promote corporate success.

HR Analytics Market Definition/ Overview:

HR analytics is the application of data analysis and statistical tools to assess and enhance human resource processes and outcomes. It entails gathering and analyzing employee data to get knowledge of workforce trends, recruitment efficiency, employee performance, engagement, and retention. Organizations can use this data to make more informed decisions, optimize personnel management tactics, and increase overall efficiency.

HR Analytics uses data and statistical analysis to improve human resource activities and decision-making. It enables businesses to track employee performance, optimize recruitment processes, and analyze worker productivity. It also helps to discover trends and patterns linked to diversity and inclusion allowing organizations to make data-driven decisions that increase overall employee happiness and organizational effectiveness.

Predictive analytics and artificial intelligence will be essential to the future of HR analytics allowing for more informed workforce management decisions. Organizations will increasingly rely on these techniques to estimate staff turnover, identify skill gaps, and tailor employee development strategies. Furthermore, combining real-time data from many sources will improve employee engagement and performance tracking. As organizations prioritize diversity and inclusion, HR analytics will be critical in assessing and enhancing these programs resulting in a more productive and contented staff.

How Does Data-Driven Decision-Making Enhance Employee Retention Strategies in the HR Analytics Market?

Data-driven decision-making improves employee retention tactics in the HR analytics market by giving organizations actionable insights into employee behavior and satisfaction. HR departments can discover patterns and reasons influencing turnover by analyzing data from employee surveys, performance reviews, and exit interviews. For example, analytics can highlight connections between employee engagement scores and retention rates allowing organizations to focus on specific areas for improvement such as workplace culture, career development possibilities, and remuneration packages.

Furthermore, data-driven approaches enable organizations to tailor their retention efforts to specific employee needs and preferences. HR may increase employee engagement by segmenting them based on demographics, responsibilities, and career goals. Predictive analytics can also help identify at-risk employees who are considering leaving allowing for timely interventions like mentorship programs or career progression discussions.

How do Data Privacy and Security Concerns Hamper the Growth of the HR Analytics Market?

Data privacy and security concerns have hampered the growth of the HR analytics market by raising worries among organizations about the management of sensitive employee information. As HR analytics increasingly relies on significant amounts of personal data such as performance measurements and health information, the possibility of data breaches presents serious legal and ethical concerns. Organizations must follow strict data protection standards such as GDPR or CCPA which differ by area and complicate compliance efforts.

Furthermore, the fear of breaches and unauthorized access to employee data can cause a breakdown in trust between employees and companies. Employees who are concerned about the protection of their personal information are less likely to participate in data collection activities or offer correct information reducing the usefulness of HR analytics. This fear may hinder the adoption of novel HR analytics tools limiting the market's growth potential and preventing organizations from fully exploiting data-driven insights to improve personnel management and decision-making.

Category-Wise Acumens

How do Workforce Management Analytics Help Organizations Improve Employee Productivity and Performance?

Workforce Management is the most dominant segment in the HR analytics market. This dominance is primarily driven by organizations' growing demand to maximize workforce efficiency and productivity. With the changing nature of work including remote and hybrid models, businesses are turning to analytics solutions to monitor employee performance, attendance, and engagement. Organizations can use data-driven insights to make more informed resource allocation decisions, uncover skill gaps, and improve overall workforce planning.

Additionally, the emphasis on employee experience and retention has increased the importance of workforce management analytics. Organizations use HR analytics to track employee satisfaction, attrition rates, and career progression allowing them to create focused talent retention and development initiatives. As organizations prioritize developing a pleasant work culture, the demand for effective personnel management solutions is projected to rise. As a result, the workforce management category will continue to dominate the HR analytics market as businesses strive to use data to promote engagement and optimize their human capital strategy.

How Does the Reliance on Data-Driven Decision-Making in the BFSI Sector Enhance Operational Efficiency through HR Analytics?

The banking, financial services, and insurance (BFSI) sector dominates the HR analytics market. This dominance stems mostly from the industry's reliance on data-driven decision-making to improve operational efficiency, compliance, and personnel performance. The BFSI industry has severe regulatory requirements making it critical for organizations to use analytics for effective personnel management, risk assessment, and talent acquisition. Financial organizations can use HR analytics to identify talent gaps, optimize training programs, and increase employee retention, thereby increasing their competitive advantage.

Furthermore, the BFSI business is increasingly using new technologies like artificial intelligence and machine learning to better analyze employee data. This connectivity allows organizations to acquire a better understanding of employee behaviors, performance patterns, and engagement levels. As businesses in this industry prioritize digital transformation, the demand for advanced HR analytics solutions is projected to increase. As a result, the BFSI industry's emphasis on strategic workforce planning and analytics-driven HR initiatives strengthens its position as the leading player in the HR analytics market.

Country/Region-wise Acumens

How are Data-Driven Decision-Making Techniques Impacting Workforce Planning and Employee Engagement in the North American Region?

North America dominates the HR analytics market owing to its robust IT infrastructure and widespread use of data-driven decision-making techniques among organizations. The presence of several major technology companies and startups in the United States and Canada makes it easier to build and execute novel HR analytics solutions. Furthermore, firms in North America are expanding their investment in human capital management systems that include analytics to optimize workforce planning, boost employee engagement, and improve overall organizational performance.

Furthermore, the increased emphasis on diversity and inclusion initiatives in North American businesses increases the demand for HR analytics tools that may provide insights into worker demographics and measure progress. Companies use data to discover gaps in representation and establish targeted improvement plans. As organizations confront competitive pressures to attract and retain great personnel, the ability to effectively use data becomes critical. This emphasis on harnessing analytics for strategic HR initiatives strengthens North America's position as the leading region in the HR analytics market, influencing worldwide practices.

How Does the Growing Emphasis on Workforce Diversity and Inclusion Programs Affect the Demand for HR Analytics in the Asia Pacific Region?

The Asia Pacific region is the fastest-growing market for HR analytics, owing to rapid economic development, a big workforce, and increased recognition of the value of data-driven decision-making in human resources. Countries such as China, India, and Japan are seeing an increase in the use of HR analytics solutions as companies seek to improve efficiency and optimize people management methods. The region's increased use of digital technology and cloud computing makes modern HR analytics solutions easier to implement allowing organizations to efficiently analyze massive amounts of employee data.

Furthermore, in Asia Pacific, there is a growing emphasis on employee engagement, performance management, and talent acquisition prompting businesses to use analytics for better insights. As organizations struggle to attract and retain top people in a competitive market, they understand the importance of utilizing data to influence HR initiatives. The increased emphasis on workforce diversity and inclusion programs fuels the demand for HR analytics as businesses strive to track progress and promote significant change. Together, these factors make Asia Pacific the fastest-growing area in the HR analytics industry.

Competitive Landscape:

The 'HR Analytics Market' is a dynamic and competitive space, characterized by a diverse range of players vying for market share. These players are on the run for solidifying their presence through the adoption of strategic plans such as collaborations, mergers, acquisitions, and political support. 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 HR analytics market are:

Workday

SAP SE

Oracle Corporation

IBM Corporation

Ultimate Software Group

ADP LLC

Cornerstone OnDemand

Tableau Software Inc

Microsoft Corporation

Latest Developments

In March 2024, Workday, a renowned HR software vendor, announced a strategic relationship with a data analytics startup to expand its HR analytics capabilities. This collaboration intends to give businesses better workforce insights and talent management recommendations using advanced data analysis.

In March 2024, UKG (previously Ultimate Software Group) announced its new HR analytics suite, which focuses on employee engagement, retention, and performance measurement. This suite includes customizable reports and dashboards to assist firms acquire a thorough insight into their personnel.

HR Analytics Market, By Category

  • Component
  • Solutions
  • Services
  • Deployment Mode
  • On-premises
  • Cloud
  • Product
  • Employee Development
  • Recruitment
  • Workforce Management
  • Others
  • Vertical
  • Banking, Financial Services and Insurance (BFSI)
  • Telecom & IT
  • Consumer Goods and Retail
  • Healthcare
  • Manufacturing
  • Others
  • Region:
  • North America
  • Europe
  • Asia Pacific
  • Rest of the World

TABLE OF CONTENTS

1 INTRODUCTION OF THE GLOBAL HR ANALYTICS 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 HR ANALYTICS MARKET OUTLOOK

  • 4.1 Overview
  • 4.2 Market Dynamics
    • 4.2.1 Drivers
    • 4.2.2 Restraints
    • 4.2.3 Opportunities
  • 4.3 Porter's Five Force Model
  • 4.4 Value Chain Analysis

5 GLOBAL HR ANALYTICS MARKET, BY PRODUCT

  • 5.1 Overview
  • 5.2 Employee Development
  • 5.3 Recruitment
  • 5.4 Workforce Management
  • 5.5 Others

6 GLOBAL HR ANALYTICS MARKET, BY VERTICAL

  • 6.1 Overview
  • 6.2 Banking, Financial Services and Insurance (BFSI)
  • 6.3 Telecom & IT
  • 6.4 Consumer Goods and Retail
  • 6.5 Healthcare
  • 6.6 Manufacturing
  • 6.7 Others

7 GLOBAL HR ANALYTICS MARKET, BY COMPONENT

  • 7.1 Overview
  • 7.2 Solution
  • 7.3 Services

8 GLOBAL HR ANALYTICS MARKET, BY DEPLOYMENT MODE

  • 8.1 Overview
  • 8.2 On-premise
  • 8.3 Cloud

9 GLOBAL HR ANALYTICS MARKET, BY PRODUCT

  • 9.1 Overview
  • 9.2 Employee Development
  • 9.3 Recruitment
  • 9.4 Workforce Management

10 GLOBAL HR ANALYTICS MARKET, BY GEOGRAPHY

  • 10.1 Overview
  • 10.2 North America
    • 10.2.1 The U.S.
    • 10.2.2 Canada
    • 10.2.3 Mexico
  • 10.3 Europe
    • 10.3.1 Germany
    • 10.3.2 The U.K.
    • 10.3.3 France
    • 10.3.4 Italy
    • 10.3.5 Spain
    • 10.3.6 Rest of Europe
  • 10.4 Asia Pacific
    • 10.4.1 China
    • 10.4.2 Japan
    • 10.4.3 India
    • 10.4.4 Rest of Asia Pacific
  • 10.5 Latin America
    • 10.5.1 Brazil
    • 10.5.2 Argentina
    • 10.5.3 Rest of LATAM
  • 10.6 Middle East and Africa
    • 10.6.1 UAE
    • 10.6.2 Saudi Arabia
    • 10.6.3 South Africa
    • 10.6.4 Rest of the Middle East and Africa

11 GLOBAL HR ANALYTICS MARKET COMPETITIVE LANDSCAPE

  • 11.1 Overview
  • 11.2 Company Market Ranking
  • 11.3 Key Development Strategies
  • 11.4 Company Regional Footprint
  • 11.5 Company Industry Footprint
  • 11.6 ACE Matrix

12 COMPANY PROFILES

  • 12.1 Oracle Corporation
    • 12.1.1 Company Overview
    • 12.1.2 Company Insights
    • 12.1.3 Business Breakdown
    • 12.1.4 Product Benchmarking
    • 12.1.5 Key Developments
    • 12.1.6 Winning Imperatives
    • 12.1.7 Current Focus & Strategies
    • 12.1.8 Threat from Competition
    • 12.1.9 SWOT Analysis
  • 12.2 SAP SE
    • 12.2.1 Company Overview
    • 12.2.2 Company Insights
    • 12.2.3 Business Breakdown
    • 12.2.4 Product Benchmarking
    • 12.2.5 Key Developments
    • 12.2.6 Winning Imperatives
    • 12.2.7 Current Focus & Strategies
    • 12.2.8 Threat from Competition
    • 12.2.9 SWOT Analysis
  • 12.3 Workday
    • 12.3.1 Company Overview
    • 12.3.2 Company Insights
    • 12.3.3 Business Breakdown
    • 12.3.4 Product Benchmarking
    • 12.3.5 Key Developments
    • 12.3.6 Winning Imperatives
    • 12.3.7 Current Focus & Strategies
    • 12.3.8 Threat from Competition
    • 12.3.9 SWOT Analysis
  • 12.4 IBM Corporation
    • 12.4.1 Company Overview
    • 12.4.2 Company Insights
    • 12.4.3 Business Breakdown
    • 12.4.4 Product Benchmarking
    • 12.4.5 Key Developments
    • 12.4.6 Winning Imperatives
    • 12.4.7 Current Focus & Strategies
    • 12.4.8 Threat from Competition
    • 12.4.9 SWOT Analysis
  • 12.5 Ultimate Software Group
    • 12.5.1 Company Overview
    • 12.5.2 Company Insights
    • 12.5.3 Business Breakdown
    • 12.5.4 Product Benchmarking
    • 12.5.5 Key Developments
    • 12.5.6 Winning Imperatives
    • 12.5.7 Current Focus & Strategies
    • 12.5.8 Threat from Competition
    • 12.5.9 SWOT Analysis
  • 12.6 ADP LLC
    • 12.6.1 Company Overview
    • 12.6.2 Company Insights
    • 12.6.3 Business Breakdown
    • 12.6.4 Product Benchmarking
    • 12.6.5 Key Developments
    • 12.6.6 Winning Imperatives
    • 12.6.7 Current Focus & Strategies
    • 12.6.8 Threat from Competition
    • 12.6.9 SWOT Analysis
  • 12.7 Cornerstone OnDemand
    • 12.7.1 Company Overview
    • 12.7.2 Company Insights
    • 12.7.3 Business Breakdown
    • 12.7.4 Product Benchmarking
    • 12.7.5 Key Developments
    • 12.7.6 Winning Imperatives
    • 12.7.7 Current Focus & Strategies
    • 12.7.8 Threat from Competition
    • 12.7.9 SWOT Analysis
  • 12.8 Tableau Software Inc
    • 12.8.1 Company Overview
    • 12.8.2 Company Insights
    • 12.8.3 Business Breakdown
    • 12.8.4 Product Benchmarking
    • 12.8.5 Key Developments
    • 12.8.6 Winning Imperatives
    • 12.8.7 Current Focus & Strategies
    • 12.8.8 Threat from Competition
    • 12.8.9 SWOT Analysis
  • 12.9 Microsoft Corporation
    • 12.9.1 Company Overview
    • 12.9.2 Company Insights
    • 12.9.3 Business Breakdown
    • 12.9.4 Product Benchmarking
    • 12.9.5 Key Developments
    • 12.9.6 Winning Imperatives
    • 12.9.7 Current Focus & Strategies
    • 12.9.8 Threat from Competition
    • 12.9.9 SWOT Analysis
  • 12.10 PeopleSoft
    • 12.10.1 Company Overview
    • 12.10.2 Company Insights
    • 12.10.3 Business Breakdown
    • 12.10.4 Product Benchmarking
    • 12.10.5 Key Developments
    • 12.10.6 Winning Imperatives
    • 12.10.7 Current Focus & Strategies
    • 12.10.8 Threat from Competition
    • 12.10.9 SWOT Analysis

13 KEY DEVELOPMENTS

  • 13.1 Product Launches/Developments
  • 13.2 Mergers and Acquisitions
  • 13.3 Business Expansions
  • 13.4 Partnerships and Collaborations

14 Appendix

  • 14.1 Related Research