의료 분야 인재 분석 시장 : 시장 점유율 분석, 업계 동향 및 통계, 성장 예측(2026-2031년)

According to Mordor Intelligence, the people analytics market in healthcare is projected to expand from USD 1.23 billion in 2025 and USD 1.57 billion in 2026 to USD 3.21 billion by 2031, registering a CAGR of 15.38% between 2026 and 2031.

This report is Segmented by Component (Software, and Services), Deployment Model (Cloud-Based, On-Premises, and More), Enterprise Size (Large Healthcare Systems, and More), Solution Module (Workforce Management and Scheduling Analytics, and More), End User (Hospitals and Health Systems, Home Healthcare Agencies, and More), and Geography. The Market Forecasts are Provided in Terms of Value (USD).

Global People Analytics In Healthcare Market Trends and Insights

Rising Healthcare Labor Cost Pressures

The people analytics in the healthcare market is benefiting from the fact that labor now sits at the center of financial recovery plans across provider organizations. Workforce costs accounted for 60% of total U.S. hospital expenses in 2025, and aggregate labor spending exceeded USD 1 trillion, up 5.6% and outpacing hospital price growth. U.S. hospital labor expenses rose 10.1% between Q4 2023 and Q4 2025, while benefits expense per adjusted patient day increased 12% over the same period. Larger systems carried even more pressure, with organizations above USD 1 billion in net operating revenue reporting 16% growth in benefits costs alone. This gap between reimbursement growth and wage inflation is pushing health systems toward shift-level productivity analysis, premium labor reduction, and float pool optimization, which are core use cases for people analytics in the healthcare market. Half of hospital finance leaders identified labor as a top 2026 priority, supporting continued investment in workforce analytics as a financial control tool rather than solely an HR reporting layer.

Persistent Clinical Workforce Shortages and Burnout

People analytics in the healthcare market is also benefiting from the continued shortage of clinicians across multiple workforce categories. Projections show a shortfall of 187,130 full-time equivalent physicians by 2037, and 302,440 LPN positions, equal to a 36% shortage, will go unfilled. By 2029, nearly 40% of the nursing workforce intends to leave or retire, with 41.5% citing stress and burnout as the main reason. Burnout-driven attrition is estimated to cost healthcare systems at least USD 36,918 per nurse each year in replacement costs, further strengthening the case for retention and engagement analytics. The global nursing shortage is expected to narrow only to 4.1 million by 2030, indicating that supply pressure will remain a long-term demand driver for people analytics in the healthcare market. As a result, providers are treating predictive turnover tracking, staffing resilience analysis, and burnout monitoring as operational capabilities that support continuity of care as much as labor efficiency.

Data Privacy and Cybersecurity Risks in Employee and Payroll Data

People analytics in the healthcare market faces a significant adoption constraint because workforce platforms consolidate sensitive employee, payroll, and credential data in a single environment. Healthcare payroll and HR vendor-related cyberattacks increased 400% over two years, while third-party vendor breaches rose from 10% in H1 2019 to 21% in H1 2023. These incidents affected an average of 304,191 individuals per breach, which helps explain why procurement teams are increasing scrutiny of workforce technology vendors. In the people analytics in healthcare market, this means security reviews are becoming more thorough, subcontractor oversight is becoming more detailed, and vendor access controls are receiving greater weight in purchase decisions. Providers also now recognize that a compliant Business Associate Agreement does not remove supply-chain exposure when multiple software layers touch employee information. This security burden does not stop adoption, but it does slow deal cycles and increase the importance of vendors with strong security governance and cleaner integration architectures.

Other drivers and restraints analyzed in the detailed report include:

1. Growing Need for Regulatory Compliance and Safe Staffing Visibility
2. Accelerating Cloud-Based Workforce Platform Adoption
3. Complex Integration With EHR, Payroll, and Legacy HRIS Systems

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

Segment Analysis

Software held 64.37% of the component segment in 2025, giving it the largest market share within the people analytics in healthcare market by component. This dominance reflects the fact that scheduling engines, retention models, compliance dashboards, and forecasting tools comprise the core system layer for workforce decision-making in healthcare organizations. In many provider settings, software became the first practical way to standardize labor visibility across sites, departments, and clinician groups. The software base also benefits from recurring subscription models, faster update cycles, and tighter integration with payroll and HR records than service-only engagements can provide. As the people analytics in the healthcare market has matured, software has remained the starting point for adoption because providers generally buy a platform before they scale advisory or optimization support.

Services are projected to expand at a 16.47% CAGR during 2026-2031, making them the fastest-growing component, even though software remains larger. This reflects a clear shift in buyer behavior, because many health systems now want implementation, benchmarking, training, and model-tuning support alongside their licenses. In 2026, half of hospital finance leaders prioritized productivity governance and labor benchmarking, and those goals usually require continuous advisory support rather than a one-time system launch. One Midwest health system improved employee net promoter scores over 3 years and maintained average staff tenure at 3-4 times the industry norm through a sustained analytics-led workforce program. That pattern supports hybrid software-plus-services models inside the people analytics in healthcare market, where buyers increasingly pay for execution support that helps turn platform data into measurable retention, productivity, and staffing outcomes.

Cloud-based deployment accounted for 69.41% of the people analytics market in healthcare in 2025, making it the leading deployment model. Health systems favored cloud platforms because they reduce local infrastructure burden, support multi-site visibility, and let vendors deliver updates faster. Cloud delivery also aligns with the need to unify data across scheduling, payroll, credentialing, and workforce engagement layers that are often spread across separate systems. The dominance of cloud shows that buyers now see SaaS delivery as the most efficient path for workforce analytics at scale. It also reflects the broader movement in the healthcare people analytics market toward operating models that support continuous analytics rather than periodic manual reporting.

Hybrid deployment is projected to grow at a 17.63% CAGR during 2026-2031, which indicates that many organizations are not moving in a single step from legacy systems to fully cloud-native architectures. Instead, they are keeping on-premises EHR or HR systems in place while adding cloud analytics layers that can federate and analyze data across existing environments. New platforms illustrate why hybrid-ready architectures are gaining strategic value by connecting previously separated HR, pay, and scheduling data into unified models. National health authorities have also shown that workforce digitalization can advance through staged adoption paths rather than complete infrastructure replacement. On-premises deployment remains relevant in data-sensitive environments, but the people analytics market in healthcare is increasingly shaped by buyers who want cloud flexibility without forcing immediate change across every legacy system.

Geography Analysis

North America held 38.43% of the people analytics market share in healthcare in 2025, making it the largest regional market. The region leads because it combines large integrated delivery networks, a dense vendor ecosystem, and rising regulatory pressure on staffing visibility. Minimum staffing rules have already turned workforce reporting into a high-priority issue for long-term care providers, and state legislation is extending similar expectations into hospital settings. Vendor penetration is also deep, with nearly 90% of the largest U.S. healthcare systems using leading workforce analytics solutions, and more than 4,500 healthcare organizations reported by major providers. This maturity means the people analytics in the healthcare market in North America is moving from basic adoption toward deeper integration, AI-enabled forecasting, and governance-focused reporting.

Europe remains a strategically important second-tier region for people analytics in the healthcare market because workforce reporting and public-sector staffing oversight are becoming more formalized. France's national workforce reporting framework covers 171 indicators across public hospital establishments, supporting demand for systems that can produce repeatable, audit-ready workforce reporting. A 2025 European policy review found that 23 of 33 EU member countries had legislation or formal policy on safe staffing, but only 9 used a nationally approved staffing calculation methodology, leaving room for analytics tools that can standardize planning approaches. Switzerland's national nursing staff monitoring initiative also shows that workforce analytics outputs are increasingly expected to support public policy, not only hospital management decisions. The region, therefore, offers steady demand for vendors that can align workforce analytics with public reporting, safe staffing policy, and local data governance requirements.

Asia-Pacific is projected to grow at a 17.89% CAGR during 2026-2031, which makes it the fastest-growing region in the people analytics in healthcare market. The global average stood at 37.1 nurses per 10,000 population, with a tenfold gap between high-income and low-income countries, and workforce shortages remain a structural issue across health systems. This gap is pushing providers to automate planning, retention tracking, and skills deployment as demand rises amid an aging population and uneven clinician supply. The commercial opportunity is strongest where healthcare delivery is expanding, but workforce planning is still moving from basic operational reporting toward predictive analytics. South America is still earlier in adoption, but governance reforms and institutional workforce planning needs are creating a foundation for future demand. The Middle East is also generating interest through healthcare capacity expansion and workforce localization programs, while Africa remains an early-stage opportunity with commercial potential concentrated in more urbanized private care markets. Across these regions, the people analytics in the healthcare market will expand first in organizations that can combine staffing pressure with enough digital infrastructure to support integrated workforce data.

1. QGenda, LLC
2. symplr software LLC
3. UKG Inc.
4. WorkForce Software, LLC
5. RLDatix Holdings Limited
6. Quinyx AB
7. HUMANFORCE PTY LTD
8. OnShift, Inc.
9. Shiftboard, Inc.
10. Visier, Inc.
11. One Model Inc.
12. Orgvue Limited
13. Deputechnologies Pty Ltd
14. Dayforce, Inc.
15. Laudio, Inc.
16. Axuall, Inc.
17. Clinician Nexus, Inc.
18. HRBench, Inc.
19. SmartLinx Solutions LLC
20. Connecteam Ltd.

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 Rising Healthcare Labor Cost Pressures
  • 4.2.2 Persistent Clinical Workforce Shortages and Burnout
  • 4.2.3 Growing Need for Regulatory Compliance and Safe Staffing Visibility
  • 4.2.4 Accelerating Cloud-Based Workforce Platform Adoption
  • 4.2.5 Expansion of Internal Float Pools and Skills-Based Deployment Analytics
  • 4.2.6 Real-Time Clinician Credential Data Networks Improving Workforce Planning
• 4.3 Market Restraints
  • 4.3.1 Data Privacy and Cybersecurity Risks in Employee and Payroll Data
  • 4.3.2 Complex Integration with EHR, Payroll, and Legacy HRIS Systems
  • 4.3.3 Algorithmic Bias and HR AI Governance Scrutiny
  • 4.3.4 Employee Monitoring Backlash in Clinical Workflows
• 4.4 Industry Value-Chain Analysis
• 4.5 Regulatory Landscape
• 4.6 Technological Outlook
• 4.7 Porter's Five Forces Analysis
  • 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 Intensity of Competitive Rivalry
• 4.8 Impact of Macroeconomic Factors on the Market

5 MARKET SIZE AND GROWTH FORECASTS (VALUE)

• 5.1 By Component
  • 5.1.1 Software
  • 5.1.2 Services
• 5.2 By Deployment Model
  • 5.2.1 Cloud-Based
  • 5.2.2 On-Premises
  • 5.2.3 Hybrid
• 5.3 By Enterprise Size
  • 5.3.1 Large Healthcare Systems
  • 5.3.2 Mid-Sized Healthcare Organizations
  • 5.3.3 Small Healthcare Providers
• 5.4 By Solution Module
  • 5.4.1 Workforce Management and Scheduling Analytics
  • 5.4.2 Labor Cost, Time and Attendance Analytics
  • 5.4.3 Talent Acquisition, Retention and Internal Mobility Analytics
  • 5.4.4 Learning, Skills and Workforce Capability Analytics
  • 5.4.5 Workforce Productivity and Performance Analytics
  • 5.4.6 Employee Engagement and Burnout Analytics
  • 5.4.7 Compliance and Workforce Risk Analytics
  • 5.4.8 Predictive Workforce Intelligence and Forecasting
• 5.5 By End User
  • 5.5.1 Hospitals and Health Systems
  • 5.5.2 Clinics and Ambulatory Care Centers
  • 5.5.3 Long-Term Care and Skilled Nursing Facilities
  • 5.5.4 Home Healthcare Agencies
  • 5.5.5 Senior Living and Assisted Living Facilities
• 5.6 By Geography
  • 5.6.1 North America
    • 5.6.1.1 United States
    • 5.6.1.2 Canada
    • 5.6.1.3 Mexico
  • 5.6.2 South America
    • 5.6.2.1 Brazil
    • 5.6.2.2 Argentina
    • 5.6.2.3 Rest of South America
  • 5.6.3 Europe
    • 5.6.3.1 Germany
    • 5.6.3.2 United Kingdom
    • 5.6.3.3 France
    • 5.6.3.4 Italy
    • 5.6.3.5 Spain
    • 5.6.3.6 Russia
    • 5.6.3.7 Netherlands
    • 5.6.3.8 Rest of Europe
  • 5.6.4 Asia-Pacific
    • 5.6.4.1 China
    • 5.6.4.2 Japan
    • 5.6.4.3 India
    • 5.6.4.4 South Korea
    • 5.6.4.5 Australia and New Zealand
    • 5.6.4.6 Rest of Asia-Pacific
  • 5.6.5 Middle East
    • 5.6.5.1 Saudi Arabia
    • 5.6.5.2 United Arab Emirates
    • 5.6.5.3 Rest of Middle East
  • 5.6.6 Africa
    • 5.6.6.1 South Africa
    • 5.6.6.2 Nigeria
    • 5.6.6.3 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, Products and Services, Recent Developments).
  • 6.4.1 QGenda, LLC
  • 6.4.2 symplr software LLC
  • 6.4.3 UKG Inc.
  • 6.4.4 WorkForce Software, LLC
  • 6.4.5 RLDatix Holdings Limited
  • 6.4.6 Quinyx AB
  • 6.4.7 HUMANFORCE PTY LTD
  • 6.4.8 OnShift, Inc.
  • 6.4.9 Shiftboard, Inc.
  • 6.4.10 Visier, Inc.
  • 6.4.11 One Model Inc.
  • 6.4.12 Orgvue Limited
  • 6.4.13 Deputechnologies Pty Ltd
  • 6.4.14 Dayforce, Inc.
  • 6.4.15 Laudio, Inc.
  • 6.4.16 Axuall, Inc.
  • 6.4.17 Clinician Nexus, Inc.
  • 6.4.18 HRBench, Inc.
  • 6.4.19 SmartLinx Solutions LLC
  • 6.4.20 Connecteam Ltd.

7 MARKET OPPORTUNITIES AND FUTURE OUTLOOK

• 7.1 White-Space and Unmet-Need Assessment