인력 분석 : 시장 점유율 분석, 산업 동향, 통계, 성장 예측(2025-2030년)

The workforce analytics market reached USD 2.52 billion in 2025 and is forecast to advance at a 16.0% CAGR, taking the total to USD 5.30 billion by 2030.

Growth stems from organizations moving rapidly toward data-driven talent decisions, hybrid-work optimization, and AI-powered analytics. Heightened focus on predictive planning, real-time insights, and cost optimization keeps demand robust even in cautious economic climates. Cloud-based deployments expand quickly as integration with HCM suites multiplies data volumes and unlocks use cases, while sector-specific needs in healthcare and manufacturing accelerate adoption. Regional momentum is striking: North America commands early enterprise uptake, yet Asia-Pacific's digital transformation programs create the fastest expansion path. Competitive dynamics stay moderately intense as HCM platform leaders fold analytics into core offerings and pure-play vendors pursue strategic funding rounds, acquisitions, and partnerships to build scale.

Global Workforce Analytics Market Trends and Insights

AI-Powered Predictive Analytics Transforms Workforce Decision-Making

Enterprise adoption of machine-learning models allows HR teams to predict talent gaps, refine allocation, and lift retention. Johnson & Johnson's AI skills-inference framework, which builds taxonomies and passive assessments, improved learning alignment and hiring accuracy. Manufacturing illustrates urgency: 42% of plants plan to raise AI/ML use within five years, with 50% deploying quality-control AI in the coming year. Managers shift roles as 70% view workforce transformation as critical to performance. These factors collectively stimulate enterprise demand across the workforce analytics market.

Cloud HCM Integration Drives Data Proliferation and Analytics Adoption

Cloud HCM suites such as Oracle Fusion HCM Analytics and SAP SuccessFactors Workforce Analytics offer real-time metrics on composition, compensation, and skills, empowering HR leaders to match capabilities to business goal. Integration platforms like One Model standardize data from multiple HCM sources and enrich it with predictive insights on attrition and pay equity. Municipal deployments highlight scale: the City of Los Angeles runs Workday for 50,000 staff, with AI guiding resume screening and skill tagging. Cloud ubiquity therefore accelerates use-case volume across the workforce analytics market.

Data Privacy and Regulatory Compliance Complexity Constrains Market Growth

The EU AI Act, effective August 2024, designates many HR-AI applications high-risk, demanding risk assessments and transparency. GDPR obligations deepen as firms integrate large language models, mandating explainable AI and privacy-by-design workflows. In North America, CCPA and state AI laws leave 42% of HR managers uncertain about compliance. These overlapping mandates slow decision cycles and elevate total cost of ownership for the workforce analytics market.

Other drivers and restraints analyzed in the detailed report include:

1. Skills-Based Talent Marketplace Evolution Requires Advanced Capability Mapping
2. Economic Uncertainty Accelerates Workforce Cost Optimization Strategies
3. High Implementation Costs and Change Management Complexity Limit Adoption

For complete list of drivers and restraints, kindly check the Table Of Contents.

Segment Analysis

Solutions represented 65.3% of the workforce analytics market in 2024, reflecting pervasive demand for comprehensive platforms that embed predictive algorithms. Talent acquisition and development optimization solutions enjoy strong momentum as enterprises fill skills gaps; Huntington Ingalls Industries recorded 25% faster hiring and 30% higher retention by deploying AI-native tools. Performance and engagement analytics also expand as El Camino Health reduced RN turnover by 7 points, saving USD 840,000 annually. Services, although smaller, post 17.2% CAGR as firms secure implementation, managed-service, and training support. Professional services guide complex data migrations, while managed services allow HR teams to focus on strategy. The introduction of generative AI assistants such as Visier's "Vee" sharpens competitive differentiation and sustains solution growth.

Training and support fetch mounting interest: 31% of manufacturers cite upskilling needs to realize analytics initiatives. Providers that bundle learning and change-management modules thereby capture incremental share within the workforce analytics market.

Cloud platforms held 59.2% share in 2024 and will grow at 16.5% CAGR as organizations chase lower upfront costs and seamless upgrades. One Model proves value by abstracting data from Workday and SAP SuccessFactors into analytics-ready frameworks. Large public-sector clients such as Los Angeles showcase scale and security when managing tens of thousands of employees on cloud stacks.

On-premises retains relevance where data sovereignty dictates, especially in BFSI and defense. Hybrid deployment emerges as a compromise, storing sensitive data locally while running analytics compute in the cloud. Vendors strengthen encryption and permission models: SAP and Oracle both add role-based controls and compliance attestations. The workforce analytics market therefore skewers decisively toward cloud without abandoning localized models.

Workforce Analytics Market Report is Segmented by Component (Solutions, Services), Deployment Type (Cloud, On-Premises), Organization Size (Large Enterprises, Smes), End-User Industry (BFSI, Manufacturing, IT and Telecom, Healthcare, Retail, Government, Energy and Utilities and More), and by Geography. The Market Forecasts are Provided in Terms of Value (USD)

Geography Analysis

North America held 25.6% of the workforce analytics market in 2024, supported by SEC disclosure mandates that push granular workforce metrics. The City of Los Angeles demonstrates advanced maturity by automating hiring and payroll for 50,000 staff through Workday's AI features, lowering processing times materially. Canada capitalizes on public-sector digitization, while Mexico rides near-shoring to embed analytics in manufacturing HR programs.

Asia-Pacific shows the fastest 16.3% CAGR through 2030. India's Tata Steel Kalinganagar plant saved USD 4 million annually by training 130 staff in analytics and boosting strike rates from 60% to 90%. China invests aggressively to align automation and worker reskilling, while Japan and South Korea blend analytics with aging-workforce strategies. Australia and New Zealand apply analytics to retain healthcare professionals, where only 41% stay more than two years in non-metro areas.

Europe grows steadily on the back of GDPR and the AI Act, which both demand transparent algorithms and human oversight. Germany, the United Kingdom, and France implement at scale, with French start-ups benefiting from Visier and Le Lab RH collaboration. The Netherlands sees robust adoption among multinationals, whereas Southern Europe lags because of limited analytics talent supply. Middle East and Africa constitute early-stage opportunities: UAE and Saudi Arabia weave analytics into Vision 2030 programs, and South Africa begins public-sector pilots focused on skills mapping.

1. Accenture plc
2. ADP, Inc.
3. BambooHR LLC
4. Capgemini SE
5. Ceridian HCM Holding Inc.
6. ChartHop, Inc.
7. Cisco Systems, Inc.
8. CultureAmp Pty Ltd
9. Darwinbox Digital Solutions Pvt. Ltd.
10. Eightfold AI, Inc.
11. Gusto, Inc.
12. IBM Corporation
13. Infor, Inc.
14. Kronos-UKG, Inc.
15. Lattice, Inc.
16. Microsoft Corp. (Viva Insights)
17. Namely, Inc.
18. Oracle Corporation
19. Peoplestreme Pty Ltd (Ascender)
20. SAP SE
21. Skillsoft Corp. (SumTotal Systems)
22. Tableau Software LLC
23. Visier, Inc.
24. Workday, Inc.
25. Zoho Corporation (Zoho People Analytics)

Additional Benefits:

• The market estimate (ME) sheet in Excel format
• 3 months of analyst support

TABLE OF CONTENTS

1 INTRODUCTION

• 1.1 Study Assumptions and Market Definition
• 1.2 Scope of the Study

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET LANDSCAPE

• 4.1 Market Overview
• 4.2 Market Drivers
  • 4.2.1 Growing need for data-driven talent decisions in hybrid workplaces
  • 4.2.2 Proliferation of HR data from cloud HCM suites
  • 4.2.3 Adoption of AI/ML for predictive people analytics
  • 4.2.4 Workforce cost-optimization amid economic uncertainty
  • 4.2.5 Shift to skills-based talent marketplaces requiring capability mapping
  • 4.2.6 ESG and diversity-reporting mandates accelerating analytics roll-outs
• 4.3 Market Restraints
  • 4.3.1 Data-privacy and compliance complexity (GDPR, CCPA, AI Acts)
  • 4.3.2 High implementation cost and change-management burden
  • 4.3.3 Algorithmic-bias and ethics concerns in AI-driven analytics
  • 4.3.4 Fragmented data silos in gig/flexible-work ecosystems
• 4.4 Supply-Chain Analysis
• 4.5 Regulatory Landscape
• 4.6 Technological Outlook
• 4.7 Porter's Five Forces
  • 4.7.1 Threat of New Entrants
  • 4.7.2 Bargaining Power of Buyers
  • 4.7.3 Bargaining Power of Suppliers
  • 4.7.4 Threat of Substitutes
  • 4.7.5 Competitive Rivalry
• 4.8 Assesment of Macroeconomic Factors on the Market

5 MARKET SIZE AND GROWTH FORECASTS (VALUE)

• 5.1 By Component Type
  • 5.1.1 Solutions
    • 5.1.1.1 Talent Acquisition and Development Optimization
    • 5.1.1.2 Payroll and Workforce Monitoring
    • 5.1.1.3 Performance and Engagement Analytics
    • 5.1.1.4 Turnover and Retention Analytics
    • 5.1.1.5 Risk and Compliance Analytics
  • 5.1.2 Services
    • 5.1.2.1 Professional Services
    • 5.1.2.2 Managed Services
    • 5.1.2.3 Training and Support Services
• 5.2 By Deployment Type
  • 5.2.1 Cloud
  • 5.2.2 On-premises
• 5.3 By Organization Size
  • 5.3.1 Large Enterprises
  • 5.3.2 Small and Medium-sized Enterprises (SMEs)
• 5.4 By End-user Industry
  • 5.4.1 Banking, Financial Services and Insurance (BFSI)
  • 5.4.2 Manufacturing
  • 5.4.3 IT and Telecom
  • 5.4.4 Healthcare and Life Sciences
  • 5.4.5 Retail and e-Commerce
  • 5.4.6 Government and Public Sector
  • 5.4.7 Energy and Utilities
  • 5.4.8 Transportation and Logistics
  • 5.4.9 Other Industries
• 5.5 By Geography
  • 5.5.1 North America
    • 5.5.1.1 United States
    • 5.5.1.2 Canada
    • 5.5.1.3 Mexico
  • 5.5.2 South America
    • 5.5.2.1 Brazil
    • 5.5.2.2 Argentina
    • 5.5.2.3 Rest of South America
  • 5.5.3 Europe
    • 5.5.3.1 Germany
    • 5.5.3.2 United Kingdom
    • 5.5.3.3 France
    • 5.5.3.4 Netherlands
    • 5.5.3.5 Rest of Europe
  • 5.5.4 Asia_Pacific
    • 5.5.4.1 China
    • 5.5.4.2 Japan
    • 5.5.4.3 India
    • 5.5.4.4 South Korea
    • 5.5.4.5 Australia and New Zealand
    • 5.5.4.6 Rest of Asia-Pacific
  • 5.5.5 Middle East and Africa
    • 5.5.5.1 Middle East
    • 5.5.5.1.1 United Arab Emirates
    • 5.5.5.1.2 Saudi Arabia
    • 5.5.5.1.3 Turkey
    • 5.5.5.1.4 Rest of Middle East
    • 5.5.5.2 Africa
    • 5.5.5.2.1 South Africa
    • 5.5.5.2.2 Nigeria
    • 5.5.5.2.3 Rest of Africa

6 COMPETITIVE LANDSCAPE

• 6.1 Market Concentration
• 6.2 Strategic Moves
• 6.3 Market Share Analysis
• 6.4 Company Profiles (includes Global-level Overview, Market-level Overview, Core Segments, Financials as available, Strategic Information, Market Rank/Share for key companies, Products and Services, Recent Developments)
  • 6.4.1 Accenture plc
  • 6.4.2 ADP, Inc.
  • 6.4.3 BambooHR LLC
  • 6.4.4 Capgemini SE
  • 6.4.5 Ceridian HCM Holding Inc.
  • 6.4.6 ChartHop, Inc.
  • 6.4.7 Cisco Systems, Inc.
  • 6.4.8 CultureAmp Pty Ltd
  • 6.4.9 Darwinbox Digital Solutions Pvt. Ltd.
  • 6.4.10 Eightfold AI, Inc.
  • 6.4.11 Gusto, Inc.
  • 6.4.12 IBM Corporation
  • 6.4.13 Infor, Inc.
  • 6.4.14 Kronos-UKG, Inc.
  • 6.4.15 Lattice, Inc.
  • 6.4.16 Microsoft Corp. (Viva Insights)
  • 6.4.17 Namely, Inc.
  • 6.4.18 Oracle Corporation
  • 6.4.19 Peoplestreme Pty Ltd (Ascender)
  • 6.4.20 SAP SE
  • 6.4.21 Skillsoft Corp. (SumTotal Systems)
  • 6.4.22 Tableau Software LLC
  • 6.4.23 Visier, Inc.
  • 6.4.24 Workday, Inc.
  • 6.4.25 Zoho Corporation (Zoho People Analytics)

7 MARKET OPPORTUNITIES AND FUTURE OUTLOOK

• 7.1 White-space and Unmet-need Assessment