人材・人事分析ソフトウェア市場（ソリューション別、サービス別、種類別、地域別）：将来予測（2026～2032年）

人材・人事分析ソフトウェア市場の評価（2026～2032年）

人材獲得、維持、開発に関するデータ主導の意思決定。スキルに基づき、文化的に適切なソーシング戦術を駆使して、パフォーマンスの高い候補者を特定します。採用プロセスを合理化し、採用までの期間と採用単価を削減します。データを活用して偏見を減らし、公正で包括的な採用プロセスを構築します。このように、人材獲得と定着に関するデータ主導の意思決定により、市場規模は2024年に30億8,000万米ドルを突破し、2032年には約77億5,000万米ドルの評価額に達します。

企業内の効率改善と運用コスト削減への意欲の高まりは、幅広い業界において人事分析ソフトウェアへの需要を促進すると予想されます。このプログラムは、ワークフォースの最適化を促進し、ワークフォース全体のパフォーマンスを向上させる測定方法を確立するための触媒として機能します。企業内の効率化と運用コストの削減に対する需要の高まりにより、市場は2026年から2032年にかけて13.50%のCAGRで成長することが可能になっています。

人材・人事分析ソフトウェア市場の定義/概要

人材・人事分析ソフトウェアは、企業の人的資本管理戦略の強化、従業員のエンゲージメントと生産性の向上、離職率の低減を可能にし、最終的には企業の成功を促進します。これらのテクノロジーにより、人事担当者やビジネスリーダーは、組織の目的と目標に沿ったデータ主導の意思決定を行うことができます。

組織はますます人材の戦略的価値を認識し、パフォーマンスを向上させ、投資収益率を最大化する方法を模索しています。優秀な人材の獲得競争が激化しているため、優秀な人材を採用し、維持し、成長させるためのデータ主導の戦術が必要とされています。さらに、ビッグデータとアナリティクスの台頭により、人事部門は大量の従業員データから重要な洞察を得ることができるようになり、労働者のパターンや習慣が明らかになっています。

人材・人事分析ソリューションを導入することで、企業は人材獲得を改善し、従業員の定着率を高め、効果的なトレーニングを通じて将来性のある労働力を確立し、全体的なビジネス目標に沿った戦略的な人事決定を下すことができます。広範な市場環境とAIやMLの統合が予測される中、人材・人事分析ソフトウェアの未来は明るいと思われ、労働力のダイナミクスにさらに深い洞察を提供し、企業をデータ主導の人事管理の成功へと後押しします。

人的資本投資の最適化に対する組織の注目の高まりが、人材・人事分析ソフトウェア市場をどのように牽引するか？

企業は利益を最大化するために、人的資本投資の最適化にますます注力するようになっています。人材・人事分析ツールは、労働者のパターンや習慣に関する重要な洞察を提供し、パフォーマンスを向上させ、最適化のチャンスを発見するデータ主導の意思決定プロセスを可能にします。このように、人材・人事分析ソフトウェアの採用が増加していることが、市場の成長を促進しています。

人事の展望に革命が起き、従来の管理的な立場から戦略的なビジネスパートナーへの移行が明らかになりつつあります。この移行は、人材戦略を企業全体の目標と結びつけることの重要性が高まっていることを強調しています。人材・人事分析テクノロジーは、データ主導の洞察を提供することで、この移行を緩和する上で重要な役割を果たしています。このような洞察により、人事マネジャーは、人材管理戦略が効果的であり、組織全体の目標と密接に結びついていることを確認しながら、賢明な意思決定を行うことができます。

人材・人事分析ツールは、有望な応募者の発掘、従業員の逃亡リスクに関連する変数の特定、個別のトレーニングプログラムの作成などを支援することで、この取り組みにおいて重要な役割を果たしています。今日の極めて競争の激しい世界では、企業は優秀な人材の確保を優先しなければなりません。そのためには、ポテンシャルの高い人材を惹きつけ、維持し、育成するためのデータ主導の戦略が必要となります。

ビッグデータとアナリティクスの開発により、人事部門は大量の従業員データに振り回されています。このような状況において、人材・人事分析ツールは、生データを実用的な洞察に変換し、隠れたパターンや人材動向を明らかにするという重要な役割を担っています。

スキル要件が常に変化する状況において、このソフトウェアは、人事部が従業員全体の人材ギャップを特定するのを支援します。また、研修プログラムをカスタマイズすることで、将来にわたって通用する能力を育成し、変化するニーズに沿った人材開発を実現します。

ソフトウェアの高い導入・保守コストは、人材・人事分析ソフトウェア市場の成長をどのように妨げるか？

人材・人事分析ソフトウェアへの投資には、ライセンス料、導入コスト、継続的なメンテナンスなど、多額の資金が必要となります。厳しい予算で運営されている中小企業にとって、これらのコストはかなりのハードルとなるかもしれません。さらに、中小企業では、人事分析ツールを十分に活用するために必要な社内スキルが不足している可能性があります。必要なスキルと経験を備えた専任の人材がいなければ、こうしたソリューションの開発と適用は最適とは言えず、投資収益率が低下する可能性があります。

人材分析ソフトウェアは大量の従業員データを管理するため、データ漏洩、GDPRコンプライアンス、倫理的なデータ使用に関する問題が発生します。こうした懸念から、企業はこうしたソリューションの利用に消極的になる可能性があります。旧来の直感に基づく人事手法からデータ主導のアプローチへの移行には、企業内の相当な文化的変革が必要です。この変革には、新しいテクノロジーの採用だけでなく、人的資本管理の意思決定と行動に関する考え方と行動の根本的な転換も必要です。

従業員の抵抗と指導者の賛同の欠如は、データ主導の人事政策の実施にとって大きな障壁です。従業員は、データ分析が自分たちの仕事生活に押し付けがましいと思われることを懸念したり、定量的な測定値を用いて評価される可能性に恐怖を感じたりするかもしれません。また、データの偏りや誤用の可能性に対する懸念もあり、それが不信感や変化を受け入れることへの消極性につながることもあります。

人材・人事分析ソフトウェアの導入が成功するかどうかは、データ分析に精通した有能なチームがいるかどうかにかかっています。有意義な戦略を策定するためにデータの洞察を評価し、活用できる人材が不足していると、特に中小企業では導入が遅れる可能性があります。人材・人事分析ソフトウェアを既存の人事情報システム（HRIS）と統合するのは、複雑さとコストの問題から難しいかもしれません。互換性への懸念やデータ移行の必要性は、こうしたソリューションの導入を検討している企業にとって障壁となるかもしれません。

目次

第1章 世界の人材・人事分析ソフトウェア市場：イントロダクション

• 市場概要
• 分析範囲
• 前提条件

第2章 エグゼクティブサマリー

第3章 VERIFIED MARKET RESEARCHの分析手法

• 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 世界の人材・人事分析ソフトウェア市場の展望

• 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 人材・人事分析ソフトウェアの世界市場：ソリューション別

• 概要
• 従業員エンゲージメント・開発
• リテンション
• ワークフォースプランニング

第6章 人材・人事分析ソフトウェアの世界市場：種類別

• クラウドベース
• オンプレミス

第7章 人材・人事分析ソフトウェアの世界市場：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
  • その他欧州
• アジア太平洋
  • 中国
  • 日本
  • インド
  • その他アジア太平洋
• その他の地域 (ROW)
  • ラテンアメリカ
  • 中東

第8章 世界の人材・人事分析ソフトウェア市場の競合情勢

• 概要
• 各社の市場ランキング
• 主な発展戦略

第9章 企業プロファイル

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

第10章 付録

• 関連調査

People & HR Analytics Software Market Valuation - 2026-2032

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

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

People & HR Analytics Software Market: Definition/ Overview

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Category-Wise Acumens

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

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

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

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

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

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

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

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

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

Country/Region-wise Acumens

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

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

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

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

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

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

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

Competitive Landscape

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

The organizations are focusing on innovating their product line to serve the vast population in diverse regions. Some of the prominent players operating in the People & HR Analytics Software market include:

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

Latest Developments

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

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

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

TABLE OF CONTENTS

1 INTRODUCTION OF GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE MARKET

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

2 EXECUTIVE SUMMARY

3 RESEARCH METHODOLOGY OF VERIFIED MARKET RESEARCH

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

4 GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE MARKET OUTLOOK

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

5 GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE MARKET, BY SOLUTION

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

6 GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE MARKET, BY TYPE

• 6.1 Cloud-Based
• 6.1 On-Premises

7 GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE MARKET, BY GEOGRAPHY

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

8 GLOBAL PEOPLE AND HR ANALYTICS SOFTWARE MARKET COMPETITIVE LANDSCAPE

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

9 COMPANY PROFILES

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

10 Appendix

• 10.1 Related Research