1 INTRODUCTION 16
1.1 OBJECTIVES OF THE STUDY 16
1.2 MARKET DEFINITION 16
1.3 MARKET SCOPE 17
1.3.1 MARKET SEGMENTATION 17
1.3.2 REGIONS COVERED 17
1.4 YEARS CONSIDERED FOR THE STUDY 18
1.5 CURRENCY CONSIDERED 18
1.6 STAKEHOLDERS 19

2 RESEARCH METHODOLOGY 20
2.1 RESEARCH DATA 20
2.1.1 SECONDARY DATA 21
2.1.2 PRIMARY DATA 21
2.1.2.1 Breakup of primaries 21
2.2 MARKET BREAKUP AND DATA TRIANGULATION 22
2.3 COMPETITIVE LEADERSHIP MAPPING RESEARCH METHODOLOGY 23
2.4 MARKET SIZE ESTIMATION 23
2.4.1 TOP-DOWN APPROACH 24
2.4.2 BOTTOM-UP APPROACH 24
2.5 MARKET FORECAST 25
2.6 ASSUMPTIONS FOR THE STUDY 26
2.7 LIMITATIONS OF THE STUDY 26

3 EXECUTIVE SUMMARY 27

4 PREMIUM INSIGHTS 30
4.1 ATTRACTIVE OPPORTUNITIES IN THE HR ANALYTICS MARKET 30
4.2 HR ANALYTICS MARKET IN NORTH AMERICA, BY VERTICAL AND COUNTRY 30
4.3 HR ANALYTICS MARKET: MAJOR COUNTRIES 31

5 MARKET OVERVIEW AND INDUSTRY TRENDS 32
5.1 INTRODUCTION 32
5.2 MARKET DYNAMICS 32
5.2.1 DRIVERS 33
5.2.1.1 Growing adoption among enterprises to make data-driven decisions 33
5.2.1.2 Rising demand for workforce optimization and talent mobility 33
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5.2.2 RESTRAINTS 33
5.2.2.1 Varying structure of regulatory policies and data regulations 33
5.2.2.2 Cultural barrier to adopt advanced solutions over traditional systems 34
5.2.3 OPPORTUNITIES 34
5.2.3.1 Availability of huge volume of HR data and increase in number of data sources 34
5.2.3.2 Increasing adoption of Artificial intelligence and machine learning to assist decision-making 34
5.2.4 CHALLENGES 35
5.2.4.1 Inconsistent and unstructured data format 35
5.2.4.2 Prevalent concerns over deployment and usage of advanced solutions 35
5.3 INDUSTRY TRENDS 35
5.3.1 USE CASE 1: KRONOS 35
5.3.2 USE CASE 2: CRUNCHR 36
5.3.3 USE CASE 3: TALENTSOFT 36

6 HR ANALYTICS MARKET, BY COMPONENT 37
6.1 INTRODUCTION 38
6.2 SOLUTION 39
6.2.1 CHANGING WORKFORCE DYNAMICS AND RAPIDLY INCREASING AMOUNT OF HR DATA TO DRIVE GROWTH OF SOLUTION SEGMENT 39
6.3 SERVICES 40
6.3.1 IMPLEMENTATION AND INTEGRATION 41
6.3.1.1 Increasing focus on ensuring smooth integration with various HR systems to drive demand for implementation and integration services 41
6.3.2 ADVISORY SERVICES 42
6.3.2.1 Increasing adoption of complex analytical tools to drive demand for advisory services 42
6.3.3 SUPPORT AND MAINTENANCE 43
6.3.3.1 Growing need for updating HR analytics solution to spur demand for support and maintenance services 43

7 HR ANALYTICS MARKET, BY APPLICATION AREA 44
7.1 INTRODUCTION 45
7.1.1 PAYROLL 46
7.1.1.1 Increasing focus on attracting top talents to drive demand for HR analytics 46
7.1.2 RETENTION 47
7.1.2.1 Growing need to keep attrition rate low to increase demand for HR analytics 47
7.1.3 RECRUITMENT 48
7.1.3.1 Growing need to improve hiring process to drive adoption of HR analytics 48
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7.1.4 WORKFORCE MANAGEMENT 49
7.1.4.1 Increasing demand for workforce optimization to boost growth of HR analytics market 49
7.1.5 EMPLOYEE ENGAGEMENT 50
7.1.5.1 Growing focus on keeping employees engaged and happy to drive demand for HR analytics 50
7.1.6 EMPLOYEE DEVELOPMENT 51
7.1.6.1 Increasing demand to bridge skill gap to boost demand for HR analytics 51

8 HR ANALYTICS MARKET, BY ORGANIZATION SIZE 52
8.1 INTRODUCTION 53
8.2 LARGE ENTERPRISES 54
8.2.1 INCREASING NEED TO ANALYZE EMPLOYEE DATA FOR ACHIEVING ORGANIZATIONAL GOALS TO DRIVE HR ANALYTICS ADOPTION AMONG LARGE ENTERPRISES 54
8.3 SMALL AND MEDIUM-SIZED ENTERPRISES 55
8.3.1 FOCUS ON IMPROVING OPERATIONAL EFFICIENCY AND PROFIT TO BOOST GROWTH OF HR ANALYTICS MARKET IN SMALL AND MEDIUM-SIZED ENTERPRISES SEGMENT 55

9 HR ANALYTICS MARKET, BY DEPLOYMENT TYPE 56
9.1 INTRODUCTION 57
9.2 ON-PREMISES 58
9.2.1 CONCERNS OVER SECURITY OF SENSITIVE DATA TO DRIVE ADOPTION OF ON-PREMISES HR ANALYTICS SOLUTION 58
9.3 CLOUD 59
9.3.1 SCALABILITY, ENHANCED COLLABORATION, AND COST- EFFECTIVENESS TO BOOST ADOPTION OF CLOUD HR ANALYTICS SOLUTION 59

10 HR ANALYTICS MARKET, BY VERTICAL 60
10.1 INTRODUCTION 61
10.2 CONSUMER GOODS AND RETAIL 62
10.2.1 GROWING NEED TO ENHANCE EMPLOYEE SKILLS TO DRIVE GROWTH OF HR ANALYTICS MARKET IN CONSUMER GOODS AND RETAIL VERTICAL 62
10.3 BANKING, FINANCIAL SERVICES, AND INSURANCE 63
10.3.1 FOCUS ON BUILDING HIGHLY ENGAGED WORKFORCE TO SPUR DEMAND FOR HR ANALYTICS IN BANKING, FINANCIAL SERVICES, AND INSURANCE VERTICAL 63
10.4 IT AND TELECOM 64
10.4.1 GROWING NEED TO MATCH EMPLOYMENT REQUIREMENTS TO DRIVE GROWTH OF HR ANALYTICS MARKET IN IT AND TELECOM VERTICAL 64
10.5 MANUFACTURING 65
10.5.1 NEED TO TRACK PERFORMANCE OF EMPLOYEES TO INCREASE IMPLEMENTATION OF HR ANALYTICS SOLUTION IN MANUFACTURING VERTICAL 65
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10.6 HEALTHCARE 66
10.6.1 MANAGEMENT OF ROTATIONAL SHIFTS FOR OFFERING SERVICES TO PATIENTS TO BOOST GROWTH OF HR ANALYTICS MARKET IN HEALTHCARE VERTICAL 66
10.7 EDUCATION 67
10.7.1 AUTOMATION OF HR PROCESSES TO DRIVE GROWTH OF HR ANALYTICS MARKET IN EDUCATION VERTICAL 67
10.8 OTHERS 68

11 HR ANALYTICS MARKET, BY REGION 69
11.1 INTRODUCTION 70
11.2 NORTH AMERICA 71
11.2.1 UNITED STATES 75
11.2.1.1 Need to achieve operational efficiency through better employee-organization engagement to drive demand for HR analytics in the United States 75
11.2.2 CANADA 75
11.2.2.1 Stable economy and adoption of cloud-based services to boost growth of HR analytics market in Canada 75
11.3 EUROPE 76
11.3.1 UNITED KINGDOM 79
11.3.1.1 Growing need for retaining skilled employees to drive adoption of HR analytics solution in the United Kingdom 79
11.3.2 GERMANY 79
11.3.2.1 Advancement toward digitalization to create better opportunities for HR analytics vendors in Germany 79
11.3.3 FRANCE 79
11.3.3.1 Organizations in France to adopt HR analytics solution for optimizing HR applications 79
11.3.4 REST OF EUROPE 79
11.4 ASIA PACIFIC 80
11.4.1 AUSTRALIA AND NEW ZEALAND 84
11.4.1.1 Alignment of workforce strategies with organizations’ business strategies to drive adoption of HR analytics solution in Australia and New Zealand 84
11.4.2 CHINA 84
11.4.2.1 Growing need for tracking and improving employee performance to drive adoption of HR analytics solution in China 84
11.4.3 INDIA 84
11.4.3.1 Need to streamline employee training and evaluation to increase adoption of HR analytics solution in India 84
11.4.4 REST OF ASIA PACIFIC 84
11.5 MIDDLE EAST AND AFRICA 85
11.5.1 UNITED ARAB EMIRATES 88
11.5.1.1 Growing need for reducing cost of HR processes to increase demand for HR analytics in the United Arab Emirates 88
11.5.2 SAUDI ARABIA 88
11.5.2.1 Various government initiatives for big data and analytics to drive demand for HR analytics in Saudi Arabia 88
11.5.3 SOUTH AFRICA 88
11.5.3.1 Growing awareness of big data and analytics among enterprises to increase demand for HR analytics in South Africa 88
11.5.4 REST OF MIDDLE EAST AND AFRICA 88
11.6 LATIN AMERICA 89
11.6.1 BRAZIL 92
11.6.1.1 Growing awareness of analytics and its benefits to drive demand for HR analytics in Brazil 92
11.6.2 MEXICO 92
11.6.2.1 Changing workforce dynamics and culture to increase demand for HR analytics in Mexico 92
11.6.3 REST OF LATIN AMERICA 92
12 COMPETITIVE LANDSCAPE 93
12.1 OVERVIEW 93
12.2 COMPETITIVE SCENARIO 94
12.2.1 PRODUCT/SOLUTION LAUNCHES AND ENHANCEMENTS 94
12.2.2 BUSINESS EXPANSIONS 95
12.2.3 PARTNERSHIPS, AGREEMENTS, AND COLLABORATIONS 95
12.3 COMPETITIVE LEADERSHIP MAPPING 96
12.3.1 VISIONARY LEADERS 97
12.3.2 DYNAMIC DIFFERENTIATORS 97
12.3.3 INNOVATORS 97
12.3.4 EMERGING COMPANIES 97
13 COMPANY PROFILES 99
13.1 INTRODUCTION 99
(Business Overview, Products and Services Offered, Recent Developments, SWOT Analysis, and MNM View)*
13.2 SAP 100
13.3 ORACLE 104
13.4 INFOR 107
13.5 KRONOS 110
13.6 WORKDAY 113
13.7 IBM 116
13.8 SAGE SOFTWARE 118
13.9 MICROSTRATEGY 120
13.10 TABLEAU 122
13.11 ZOHO 124
13.12 CRUNCHR 125
13.13 VISIER 125
13.14 TALENTSOFT 126
13.15 GAININSIGHTS 126
13.16 SISENSE 127
*Details on Business Overview, Products and Services Offered, Recent Developments, SWOT Analysis, and MNM View might not be captured in case of unlisted companies.
14 APPENDIX 128
14.1 DISCUSSION GUIDE 128
14.2 KNOWLEDGE STORE: MARKETSANDMARKETS’ SUBSCRIPTION PORTAL 132
14.3 AVAILABLE CUSTOMIZATIONS 134
14.4 RELATED REPORTS 134
14.5 AUTHOR DETAILS 135