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HR 애널리틱스 시장 : 성장, 동향, COVID-19의 영향, 예측(2021-2026년)

HR Analytics Market - Growth, Trends, COVID-19 Impact, and Forecasts (2022 - 2027)

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HR 애널리틱스 시장 : 성장, 동향, COVID-19의 영향, 예측(2021-2026년) HR Analytics Market - Growth, Trends, COVID-19 Impact, and Forecasts (2022 - 2027)
발행일 : 2022년 01월 페이지 정보 : 영문

본 상품은 영문 자료로 한글과 영문 목차에 불일치하는 내용이 있을 경우 영문을 우선합니다. 정확한 검토를 위해 영문목차를 참고해주시기 바랍니다.

HR 애널리틱스 시장 규모는 2021-2026년 예측기간 중 11%의 CAGR로 성장할 것으로 예상됩니다. 세계의 조직이 직면하는 최대 과제의 하나는 사람과 재능 관리입니다. 인사 담당자는 채용 프로세스, 직원 만족도, 급여 계산 우려 및 절감 최적화에 더욱 대처하면서, 모두가 합심해 기업과 매니저가 기대하는 것을 어떻게든 달성할 필요가 있습니다. 인사 프로세스에 데이터 분석이 도입되면서 어프로치는 어느 때보다 더 심플해지고, 인사 일상업무의 큰 이점이 되고 있습니다.

  • HR 애널리틱스는 HR의 서브 기능, 기준 유효성 및 인원 배치 방법을 측정하는 오래된 단계에서 업계 레벨에서의 HR 기능 파라미터 비교 벤치마크, 규범 및 예측 분석으로 발전했습니다. 데이터 분석을 사용함으로써 인사 부문은 자동화를 도입할 수 있는 이직률과 스팟 영역 관리에 관해서 데이터에 기반한 의사결정을 실시할 수 있게 되었습니다.
  • Metlife의 직원 복리후생 동향 조사에 의하면 직원 72%가 복리후생으로서 무제한 휴가를 희망하고 있다고 언급하고 있습니다. HR 애널리틱스는 기업 폴리시에 따라서 직원이 충분한 휴가를 얻고 있는 것을 확인하는데 도움이 됩니다. 게다가 HR 애널리틱스는 각 직원의 잔업 레벨을 추적하는데 도움이 됩니다.
  • 과거 수년간 조직은 고용 생산성 향상, 직원 1인당 인사 비용 절감 등의 효율에 초점을 맞춘 지표를 도입하는데 중점을 두는 경향이 있었습니다.
  • 또한 기업은 HR 애널리틱스가 인사 데이터에 기반해 경영상 의사결정을 실시하는데 도움이 되고, 보유 감소, 채용 관행 개선, 직원 경험 개선, 태스크 자동화 및 특히 노동력 계획 개선으로 이어지기 때문에 운영 파트너로부터 탁월성의 전략적 중심이 될 가능성을 인식하고 있습니다. 예를 들어 AmericanProgess에 의하면 직원을 대체하기 위해서는 고용자에 직원 연봉의 200% 비용이 듭니다.
  • COVID-19 만연은 주요 비지니스 프로세스에 장기적인 영향을 미칩니다. 또한 최종사용자 업계, 특히 IT와 BPO 기업이 무기한으로 재택 근무에 초점을 맞추고 있기 때문에 기업은 머신러닝 알고리즘을 활용해 데이터 패턴을 특정하는 첨단 분석 모델을 전개할 필요가 있습니다. 따라서 벤더에 있어서 워크 라이프 밸런스 향상에 초점을 맞춘 새로운 비지니스 모델에 따른 솔루션을 고안하는 것은 어렵습니다.

세계의 HR 애널리틱스(HR Analytics) 시장을 조사했으며, 시장 개요, 시장 성장 촉진요인 및 저해요인 분석, 시장 기회, Covid-19의 영향, 컴포넌트·전개 모드·최종 이용 산업·지역별 시장 규모 추정과 예측, 경쟁 상황, 주요 기업 개요 등 체계적인 정보를 제공합니다.

목차

제1장 서론

제2장 조사 방법

제3장 주요 요약

제4장 시장 인사이트

  • 시장 개요
  • Porter's Five Forces 분석
  • 시장 추진력
    • 클라우드 기반 솔루션 동향 증가
    • 노동력 증가와 이직률 절감 필요성
  • 시장 과제
    • 숙련 노동자 부족
  • COVID-19가 업계에 미치는 영향 평가

제5장 시장 세분화

  • 컴포넌트별
    • 솔루션
    • 서비스
  • 전개 모드별
    • 온프레미스
    • 클라우드
  • 최종 이용 산업별
    • 통신과 IT
    • 은행, 금융 서비스, 보험
    • 소비재 및 소매
    • 헬스케어
    • 제조
    • 기타
  • 지역별
    • 북미
    • 유럽
    • 아시아태평양
    • 라틴아메리카
    • 중동과 아프리카

제6장 경쟁 상황

  • 기업 개요
    • SAP SE
    • Oracle Corporation
    • Workday Inc.
    • Tableau Software Inc.
    • IBM Corporation
    • Nakisa, Inc
    • Zoho Corporation Pvt. Ltd
    • Kronos Inc.
    • GainInsights Solutions Pvt. Ltd

제7장 투자 분석

제8장 시장 전망

KSM 21.03.04

The market for the HR analytics market is expected to register a CAGR of 11% over the forecast period (2021 - 2026) One of the biggest challenges faced by organizations around the world is the management of people and talent. An HR professional needs to keep everyone on the same page and still manage to get things expected by his/her company and managers have done, while further working on optimizing recruitment processes, employee satisfaction, payroll concerns, and retrenchment. Due to the introduction of data analytics in HR processes, the approach has become simpler than ever, proving to be a major advantage for HR in their everyday work.

Key Highlights

  • HR analytics has emerged from the old phase of measuring the sub-functions of HR, criteria effectiveness, and staffing technique to the comparative benchmarking on functional parameters of HR at the industry level, prescriptive, and predictive analysis. By using data analytics, HR departments are now able to make data-backed decisions, when it comes to managing attrition and spot areas where automation can be introduced.
  • According to Metlife's employee benefits trends study, 72% of employees say that they would like unlimited time off as a benefit. However, HR analytics can help in ensuring that employees are taking enough time off, as per the company's policies. Along with this, HR analytics can help track overtime levels of each employee.
  • Over the course of the last few years, there has been a trend, with the organization giving more emphasis to showcasing metrics focusing on efficiency such as the increase in productivity her hire, lower HR cost per employee, among others.
  • Also, as companies realize the potential of HR analytics from being an operational partner to the strategic center of excellence as it helps them make managerial decisions driven by HR data leading to decreased retention, better hiring practices, improved employee experience, task automation, and Improved workforce planning among others. For instance, According to AmericanProgess, It would cost the employer 200% of employees' annual salary to replace an employee.
  • The spread of COVID-19 will have a prolonged effect on key business processes. Moreover, companies will have to deploy advanced analytics models that leverage machine learning algorithms to identify data patterns, as companies across end-user industries, especially IT and BPOs, are focusing on the work-from-home culture for an indefinite period of time. Thus, it will be challenging for vendors to come up with solutions that are in line with the new business model that focuses on greater work-life balance.

Key Market Trends

Banking, Financial services, and Insurance To Witness Significant Share in The Market

  • The financial industry faces many challenges specific to the HR department, including instances such as keeping the workforce updated to the compliance, maintaining payroll, workforce aging among others as they struggle to attract talent, engage the existing employee, and optimize the performance.
  • Such organizations can leverage the potential of predictive analytics, AI, and cost-effectiveness of the cloud computing of tools such as HR analytics to acts on the HR data and other sources, including social media platforms such as Linkedin to build a digital representation of each employee to drive personalized insights.
  • For instance, in February 2020, Workday Inc announced Wells Fargo & Company, multinational financial services company, chose its Workday Human Capital Management solution to help it elevate both the user experience and its HR efficiencies across the organization 260,000 employees.
  • Additionally, the organizations within the banking sector are not known mainly known for hiring young talent with specialties in-demand skills such as digital technology and data science. Evidently, they fail to reskill aging workforces for the digital ages and thereby lack the tools that drive productivity and skills retention across the organization.
  • Furthermore, A study conducted on Analytics by Massachusetts Institute of Technology (MIT) suggests that the top-performing organizations often employ analytics tools as much as five times more than the lower-performing organization. A tool such as HR analytic help organization to effectively deal with the competitive business environment such as BFSI both at the strategic and tactical level.

North America to Hold the Significant Share in The Market

  • The adoption of HR analytics in North America has strong over the course last five years. This is due to an increase in the adoption of cloud infrastructure by the major organizations within the region and the presence of the major vendor for HR analytics, including IBM Corporation, IBM Corporation, among others.
  • For instance, LinkedIn published a report stating that it has found a 3x increase in HR professionals from North America who list analytics skills and similar keywords in their profile in the last five years.
  • Furthermore, the study also suggests that it has found North America' concentrated adoption of HR analytics in industries such as finances and tech-software with finance holding the highest adoption while other industries such as architecture, spectrum, and the manufacturer have a lower rate of adoption
  • Additionally, the top regions within North America with a high adoption rate of HR analytics with more emphasis on benefits, productivity, compensation, and performance across various industries include New York, Washington DC, and San Francisco, among others. For instance, cities such as Washington DC, with its largest levels of scarcity is skills leverage on HR analytic tools for workforce planning.
  • However, the lack of awareness and adoption of HR analytics across industries such as the public sector due to its continuum phase and the impact of recent global pandemic COVID-19 with organizations halting their recruitments in the region may hinder the growth of the market.

Competitive Landscape

The HR analytics market is moderately fragmented with the presence of major vendors, including SAP SE, Oracle Corporation, and IBM Corporation. The vendors are enhancing the product line by leveraging strategic collaborative initiatives and acquisitions as a competitive advantage to expand their customer base and gain market share.

  • May 2020: Oracle Corporation announced the availability of Oracle Analytics for Cloud HCM. Built on Oracle Analytics Cloud and powered by Oracle Autonomous Database, Oracle Analytics for Cloud HCM provides HR executives, analysts, and line-of-business leaders with deeper insights into workforce management, by enabling a comprehensive view into data from across the organization. The new self-service analytics capabilities help customers maximize the value of Oracle Cloud HCM.
  • November 2019: Workday Inc announced that it aims to acquire Scout RFP, a cloud-based platform for sourcing and supplier engagement. This acquisition would allow both organizations to maximize their opportunity to leverage their growth and drive cost savings as they aim to provide organization source-to-pay solution that delivers better business outcomes.

Additional Benefits:

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

TABLE OF CONTENTS

1 INTRODUCTION

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

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET INSIGHTS

  • 4.1 Market Overview
  • 4.2 Industry Attractiveness - Porter's Five Forces Analysis
    • 4.2.1 Bargaining Power of Suppliers
    • 4.2.2 Bargaining Power of Consumerss
    • 4.2.3 Threat of New Entrants
    • 4.2.4 Intensity of Competitive Rivalry
    • 4.2.5 Threat of Substitute Products
  • 4.3 Market Drivers
    • 4.3.1 Increase in Trends in Cloud-based Solutions
    • 4.3.2 Increase in Workforce and Need for Reduction in Attrition Rate
  • 4.4 Market Challenges
    • 4.4.1 Lack of Skilled Workforce
  • 4.5 Assesment of the Impact of COVID-19 on the Industry

5 MARKET SEGMENTATION

  • 5.1 Component
    • 5.1.1 Solution
    • 5.1.2 Service
  • 5.2 Deployment Mode
    • 5.2.1 On-Premise
    • 5.2.2 Cloud
  • 5.3 End-user Vertical
    • 5.3.1 Telecom and IT
    • 5.3.2 BFSI
    • 5.3.3 Consumer Goods and Retail
    • 5.3.4 Healthcare
    • 5.3.5 Manufacturing
    • 5.3.6 Other End-user Verticals
  • 5.4 Geography
    • 5.4.1 North America
      • 5.4.1.1 United States
      • 5.4.1.2 Canada
    • 5.4.2 Europe
      • 5.4.2.1 Germany
      • 5.4.2.2 United Kingdom
      • 5.4.2.3 France
      • 5.4.2.4 Rest of Europe
    • 5.4.3 Asia-Pacific
      • 5.4.3.1 India
      • 5.4.3.2 China
      • 5.4.3.3 Japan
      • 5.4.3.4 Rest of Asia-Pacific
    • 5.4.4 Latin America
      • 5.4.4.1 Brazil
      • 5.4.4.2 Argentina
      • 5.4.4.3 Rest of Latin America
    • 5.4.5 Middle East and Africa
      • 5.4.5.1 United Arab Emirates
      • 5.4.5.2 Saudi Arabia
      • 5.4.5.3 Rest of Middle East and Africa

6 COMPETITIVE LANDSCAPE

  • 6.1 Company Profiles
    • 6.1.1 SAP SE
    • 6.1.2 Oracle Corporation
    • 6.1.3 Workday Inc.
    • 6.1.4 Tableau Software Inc.
    • 6.1.5 IBM Corporation
    • 6.1.6  Nakisa, Inc
    • 6.1.7 Zoho Corporation Pvt. Ltd
    • 6.1.8 Kronos Inc.
    • 6.1.9 GainInsights Solutions Pvt. Ltd

7 INVESTMENT ANALYSIS

8 FUTURE OF THE MARKET

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