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人的資源技術の市場規模：展開形態、用途、エンドユーザー産業、企業タイプ、地域別、2026～2032年

Human Resource Technology Market Size By Deployment Mode, Application, End-User Industry, Enterprise Type, & 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=145.81円
人的資源技術の市場規模：展開形態、用途、エンドユーザー産業、企業タイプ、地域別、2026～2032年
出版日: 2025年05月13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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概要

人的資源技術市場評価～2026～2032年

統合された応募者追跡システムは、募集要項の掲載、適任者の検索、面接の管理により、採用プロセスを合理化します。オンボーディング、トレーニング、福利厚生の管理は、数回のクリックで完了します。このように、簡単で迅速な応募者追跡システムは、HRの作業を容易にし、市場規模を2024年に2億3,751万米ドルを突破し、2032年には約3億6,507万米ドルの評価額に達する原動力となっています。

HR技術は、スケジュール管理、時間承認、PTO申請を容易にします。HR技術は、より良いスタッフの監督、顧客サービス、効率的な意思決定を可能にします。このように、効率性と意思決定により、HR技術市場は2026～2032年にかけてCAGR 6.09%で成長します。

人的資源技術市場定義/概要

人的資源技術（HRテック）とは、人事部門機能の合理化と自動化を支援するソフトウェアと、場合によってはハードウェアを指します。重要な人事業務を合理化するために設計されたデジタルソリューションの集合体です。HR技術は、人事情報システム（HRIS）とも呼ばれ、さまざまなセグメントで活用されているIT主導のソリューションを包括しています。人事機能には、採用選考、報酬管理、給与計算、業績管理、研修・開発、人事管理などが含まれます。

この技術は、管理職、従業員、人事担当者など複数の利害関係者にサービスを提供しています。そのアクセシビリティは様々で、迅速な情報収集、照合、従業員とのコミュニケーションを容易にします。さらに、HR技術は管理業務を軽減し、人事部門がより影響力のある人事活動に集中できるようにする一方、経営者には十分な情報に基づいた意思決定に必要なツールを提供することができます。

ビッグデータは、最近のHR技術を牽引する動向のひとつです。これは、人事担当者が顧客、対象層、市場を理解するのに役立ちます。また、顧客とのコミュニケーションの場にもなります。また、ビッグデータを他の技術と連携させることで、深い知識を提供し、人事担当者がタイムリーで効果的な意思決定を行えるよう支援することもできます。ビッグデータはまた、従業員全体の全体像を把握し、分析的な意思決定を支援します。すべての企業が先進的システムを必要としているわけではなく、市場には数多くのベンダーが存在し、想像しうるあらゆるサイズとタイプの製品を提供しています。企業にとっての懸念事項には、コスト、従業員数、効率性の程度、既存の機器やソフトウェアなどがあります。

技術別人事の生産性と効率の向上が、人的資源技術市場の成長をどのように促進しているか？

自動化されたシステムや技術によって、事務処理やデータ入力といった煩雑な管理業務が軽減され、人事担当者はより戦略的なプロジェクトに労力を集中できるようになりました。その結果、生産性が向上し、手作業によるミスが減少しました。さらに、クラウドベースのプラットフォームなどの最新のコミュニケーション技術により、人事担当者は従業員や候補者と容易に交流・協力できるようになり、対応時間が短縮され、全員に情報が行き渡るようになりました。

デジタル人事システムにより、人事マネジャーは従業員データに迅速かつ便利に保存・アクセスできるようになり、エラーや不整合が発生しやすい紙ベースのシステムの必要性がなくなりました。これにより、個人情報、職歴、業績統計などの従業員情報が常に正確で最新の状態に保たれます。さらに、デジタルシステムは、機密性の高い従業員データのための安全なプラットフォームを提供し、不要なアクセスや搾取を防ぎます。

給与計算システムなどの人事手続きを自動化することで、正確な給与明細や納税申告書の作成がスピードアップし、手作業による計算の必要性がなくなり、ミスの可能性を最小限に抑えることができます。同様に、採用ソフトウェアでは、求人広告の掲載、履歴書のスクリーニング、応募者のモニタリングを自動化することで、採用プロセスをスピードアップし、合理化することができます。

人事分析ソリューションにより、人事チームは業績評価、出勤記録、アンケート回答など、膨大な量の従業員データを収集・分析できます。これらの情報は、パターンや動向の分析、人事施策やプログラムの有効性の評価に活用できます。このデータを活用することで、人事担当者は従業員エンゲージメント、パフォーマンス管理、人員計画について、より良い情報に基づいた意思決定を行うことができます。例えば、従業員からのフィードバックデータを調査することで、人事チームは従業員がさらなるサポートやトレーニングを必要とする可能性のあるセグメントを特定し、これらの懸念に対処する方法について情報に基づいた決定を下すことができます。

人事ポータルやモバイルアプリなどのデジタルツールやプラットフォームのおかげで、従業員は給与明細、福利厚生情報、業務方針などの重要な情報に簡単にアクセスできます。アクセシビリティとオープン性が向上することで、従業員はより教育されたと感じ、仕事に従事できるようになります。さらに、デジタルラーニングシステムを利用すれば、従業員はオンライントレーニングや開発ツールにアクセスできるようになり、専門的な能力開発を自分でコントロールできるようになります。

HR技術の導入に伴う高コストが、どのように人事（HR）の成長を妨げているか

人的資源技術市場の成長はどのように阻害されているか？

技術は人事管理にとって多くの利点があるが、その導入にはコストがかかるため、中小企業では人事技術を導入する余裕がない場合があり、これが人的資源技術市場の制限要因となっています。これらのコストには、ソフトウェアライセンスの購入、技術のアップグレード、従業員トレーニングの提供などが含まれます。さらに、特定の技術ソリューションは、継続的なメンテナンスとサポートを必要とするため、コストが上昇します。そのため、人事担当者は、新しい技術を導入する際のコストとメリットを慎重に検討し、組織の目標や予算制限に見合った支出を行う必要があります。

デジタルツールやプラットフォームが一般的になるにつれ、個人データや業績報告書など、従業員の機密情報が漏洩するリスクも高まっています。このような懸念を軽減するため、人事担当者はIT担当者と協力して、強力なセキュリティ対策を確実に展開する必要があります。これには、強力なパスワードプロセスの導入、データの暗号化、紛失や破損を避けるための頻繁なデータのバックアップ、セキュリティ保護措置に対するスタッフの理解向上などが含まれます。

人事管理のための新しい技術の導入は、既存の人事システムやプロセスとの統合方法を評価することが重要です。そのためには、新しいツールやプラットフォームが、給与、福利厚生、パフォーマンス管理などの既存の人事システムと効果的に連動することを確認する必要があります。この方法は、データの重複入力をなくし、エラーや競合の可能性を減らすのに役立ちます。さらに、統合によって複数のシステム間で安全なデータ交換が可能になり、人事情報を包括的に把握できるようになります。人事担当者はIT担当者と協力し、新しい技術ソリューションが既存の人事システムやプロセスにシームレスに統合されるようにすべきです。

目次

第1章 世界の人的資源技術市場の導入

  • 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 世界の人的資源技術市場展望

  • 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 人的資源技術の世界市場：展開形態別

  • 概要
  • クラウドベース
  • オンプレミス

第6章 人的資源技術の世界市場：用途別

  • 概要
  • 給与管理
  • タレント管理
  • ワークフォース管理
  • 採用管理
  • パフォーマンス管理
  • その他

第7章 人的資源技術の世界市場：エンドユーザー産業別

  • 概要
  • 通信・IT
  • BFSI
  • 小売
  • ヘルスケア
  • 政府機関
  • その他

第8章 人的資源技術の世界市場：企業規模別

  • 概要
  • 5,000名以上
  • 1,000～5,000名
  • 501～1,000名
  • 51～500名
  • 0～50名

第9章 人的資源技術の世界市場：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
    • 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
    • サウジアラビア
    • アラブ首長国連邦
    • 南アフリカ
    • その他の中東・アフリカ

第10章 世界の人的資源技術市場の競合情勢

  • 概要
  • 各社の市場ランキング
  • 主要開発戦略
  • 企業の産業フットプリント
  • 地域別フットプリント
  • エースマーティックス

第11章 企業プロファイル

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

第12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13章 付録

    • 関連調査
目次
Product Code: 59248

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

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

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

Human Resource (HR) Technology Market: Definition/ Overview

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

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

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

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

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

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

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

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

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

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

Growth of the Human Resource (HR) Technology Market?

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

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

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

Category-Wise Acumens

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

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

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

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

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

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

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

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

Country/Region-wise Acumens

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

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

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

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

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

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

Competitive Landscape

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

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

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

Latest Developments

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

Human Resource (HR) Technology Market, By Category

  • Deployment Mode:
  • Cloud-Based
  • On-Premise
  • Application:
  • Payroll Management
  • Performance Management
  • Talent Management
  • Recruitment
  • Workforce Management
  • End-User Industry:
  • Telecom & IT
  • Retail
  • Banking, Financial Services & Insurance (BFSI)
  • Healthcare
  • Government
  • Enterprise Type:
  • Small and Medium-Sized Enterprises
  • Large Enterprises
  • Region:
  • North America
  • Europe
  • Asia-Pacific
  • South America
  • Middle East & Africa

TABLE OF CONTENTS

1 INTRODUCTION OF GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET

  • 1.1 Overview of the Market
  • 1.2 Scope of Report
  • 1.3 Assumptions

2 EXECUTIVE SUMMARY

3 RESEARCH METHODOLOGY OF VERIFIED MARKET RESEARCH

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

4 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET OUTLOOK

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

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

  • 5.1 Overview
  • 5.2 Cloud-Based
  • 5.3 On-Premise

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

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

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

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

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

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

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

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

10 GLOBAL HUMAN RESOURCE (HR) TECHNOLOGY MARKET COMPETITIVE LANDSCAPE

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

11 COMPANY PROFILES

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

12 KEY DEVELOPMENTS

  • 12.1 Product Launches/Developments
  • 12.2 Mergers and Acquisitions
  • 12.3 Business Expansions
  • 12.4 Partnerships and Collaborations

13 Appendix

    • 13.1.1 Related Research