Human Capital Management Market by Software (Core HR, Applicant Tracking System, HR Analytics, Workforce Management), Services, Deployment Model (cloud and on-premises), Organization Size, and Region - Global Forecast to 2025

人的資本管理の世界市場予測(~2025):ソフトウェア別、サービス別、展開モデル別、組織規模別、地域別

◆タイトル:Human Capital Management Market by Software (Core HR, Applicant Tracking System, HR Analytics, Workforce Management), Services, Deployment Model (cloud and on-premises), Organization Size, and Region - Global Forecast to 2025
◆商品コード:TC 3207
◆調査・発行会社:MarketsandMarkets
◆発行日:2020年6月17日
◆ページ数:277
◆レポート形式:PDF / 英語
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【レポートの概要】

MarketsandMarkets社は人的資本管理の世界市場が2020年176億ドルから2025年243億ドルまで、年平均6.7%成長すると見込んでいます。本調査レポートでは、人的資本管理の世界市場を詳細に調査・分析し、イントロダクション、調査手法、エグゼクティブサマリー、プレミアムインサイト、市場概要、コンポーネント別、ソフトウェア別(コアHR、申請者追跡システム、人事分析、労働力管理)分析、サービス別(統合・実装、トレーニング・教育、サポート・メンテナンス、コンサルティング)分析、展開モデル別(オンプレミス、クラウド)分析、組織規模別(中小企業、大企業)分析、産業別(銀行・金融サービス・保険、政府、製造、通信・IT、消費財・小売)分析、地域別分析、競争状況、企業概要などを含めています。
・イントロダクション
・調査手法
・エグゼクティブサマリー
・プレミアムインサイト
・市場概要
・人的資本管理の世界市場規模:コンポーネント別
・人的資本管理の世界市場規模:ソフトウェア別(コアHR、申請者追跡システム、人事分析、労働力管理)
・人的資本管理の世界市場規模:サービス別(統合・実装、トレーニング・教育、サポート・メンテナンス、コンサルティング)
・人的資本管理の世界市場規模:展開モデル別(オンプレミス、クラウド)
・人的資本管理の世界市場規模:組織規模別(中小企業、大企業)
・人的資本管理の世界市場規模:産業別(銀行・金融サービス・保険、政府、製造、通信・IT、消費財・小売)
・人的資本管理の世界市場規模:地域別
・競争状況
・企業概要

“The global human capital management market size to grow at a CAGR of 6.7% during the forecast period”
MarketsandMarkets estimates the global Human Capital Management(HCM) market would grow from USD17.6billion in 2020 to USD 24.3 billion by 2025, at a Compound Annual Growth Rate (CAGR) of 6.7% during the forecast period. Integration of emerging technologies, such as Artificial Intelligence (AI) andMachine Learning (ML), with HCM solutions is expected to be one of the strongest factors for HCM solution and services adoption across regions.

“Attractive Opportunities in the Human Capital Management Market”
The adoption of the remote work culture by businesses across the globe due to the COVID-19 pandemic is introducing new challenges to HCM software and service providers. The major challenge faced is updating offerings as per the working culture of organizations. HCM providers can advance their software during this pandemic by adding new capabilities, such as tracking employee health and location. This is expected to boost the adoption of HCM software. However, cost cutting and delay in projects by enterprises may offer a restraint in the adoption of HCM software.
Cloud deployment modelis expected to grow at a higher CAGR during the forecast period
Majority of HCM solutions are expected to be deployed in cloud, and so cloud based deployment will outperform the on-premises deployment and will have a higher CAGR during the forecast period. Enterprises are moving toward cloud-based deployment to minimize operational cost andachieve greater ease in sharing data with multiple parties.

“BFSIindustry vertical to hold the highestmarket share in 2020”
The Banking, Financial Services, and Insurance (BFSI) vertical is one of the early adopters of HCM solutions to effectively manage the entire lifecycle of employees. The same trend is expected to be there in coming years, and the vertical is expected to adopt HCM solutions to manage internal as well as external employees. BFSI enterprises deal with a diverse workforce from office employees, contingent workforce, third-party workforce, and others. As the vertical needs to manage these workforces and comply with government regulations, the vertical will have the highest adoption of HCM solutions and services.

“APAC to grow at the highest CAGR during the forecast period”
The Asia Pacific (APAC) region is expected to be the top adopter of HCM solutions where the vertical will have the highest growth rate during the forecast period. The APAC region has huge potential in terms of adoption due to the presence of countries such as India, China, and Japan, growing workforce, and huge number of small and medium enterprises. Small and medium enterprises are expected to have high adoption of HCM solutions in the next 5 years due to the rising demand by these enterprises to manage their workforce.

Market Dynamics
Driver: Integration of AI and ML in HCM suites
The majority of the businesses across verticals are facing the scarcity of highly skilled workforce, as business operations are getting complex day-by-day due to the adoption of the latest technologies and innovations. Thus, HR managers are facing challenges in hiring the right personnel for the right job globally. Using Artificial Intelligence (AI) and Machine Learning (ML) technologies, HCM suites can help HR managers in finding skilled workforce. AI and ML can help automate the process of recruitment and provide more filters that help in finding the right person.
“Companies now offer AI-enabled HCM products that can even read resumes using text analytics to filter out high potential candidates. Predictive analytics using AI and ML helps HR managers by giving them more suggestions about filtering criteria, such as salary, experience, and skills, to narrow down or broaden search results” – Mr. Neville Postwalla, AVP, Talent Management, Herbiger Group.
Additionally, insights into employee feedback and opinions can be provided by performing sentiment analysis on large datasets through the use of ML algorithms and text analytics. Moreover, AI-enabled intelligent systems are capable of not only understanding behavioral and competency data but also recommending the ideal team for a critical assignment. Furthermore, AI helps in customizing training programs and developing revamped employee appraisal systems. Customers across the globe are demanding predictive technologies in HCM, especially in employee scheduling, hiring, retention, and compensation management. Moreover, enterprises are combining the massive amount of employee data with other business data to develop better corporate strategies and manage daily operations.

Restraint: Security concerns over cloud-based deployment
Enterprises are concerned over security, as most of the HCM softwareare in cloud premises, which is managed by a third-party. The majority of the vendors are offering HCM software in cloud to avail cloud technology benefits, such as security, scalability, and IT infrastructure cost reduction. Cloud-based software often have built-in robust security features. This prevents the dangers of hacking or data breaches. Still, many businesses are often hesitant to take HR files and systems, which usually include sensitive employee information, and move them to cloud. Thus, enterprises are not ready to move their employee data, payroll, and admin information in cloud. According to ISG’s survey, data security tops the list of must-have functionalities while organizations select an HR technology platform. Nearly 72% of the organizations consider data security as an important criteria for selecting the on-cloud HCM model, as security breaches were prominent during 2017-18.

Opportunity: Rising adoption of cloud-based software solutions
The cloud-based deployment model has gained significant traction. As per Cisco Global Cloud Index Forecast, the global cloud IP traffic is expected to grow at a CAGR of 30% during 2015–2020. The cloud-based deployment model offers benefits, such as lucrativeness, easy and high speed of deployment, and more agile management and operations of software. The cloud platform caters to the needs of geographically dispersed business units by providing one consolidated platform. To leverage the benefits of this technology, organizations are shifting from on-premises HCM software to the HCM software in cloud. Considering the demand for cloud software, HCM vendors are focusing on providing SaaS-based software that help lower costs and achieve higher ROI.
The transition from on-premises deployment to cloud-based deployment is an upcoming opportunity for most vendors, as the on-premises deployment is costlier and riskier as compared to SaaS-based deployment, which offers flexibility and stability to most of the organizations. Furthermore, it also limits capital expenditure and optimizes the return on assets. Thus, the transition to cloud is an added opportunity for HCM vendors.

Challenge: Data inconsistency due to the adoption of multiple advanced technologies and HR standards among businesses
Data inconsistency is one of the major challenges when deploying HCM systems in an organization. Data generated from different tools deployed by various departments is unstructured. Businesses across the globe are moving toward digitalization and are adopting the latest technologies such as AI, ML, and IoT. These technologies produce a huge amount of data in different formats. Thus, dependence on too many applications and technologies can lead to lack of consistency and reliability. The existing HR practices and processes are different for different organizations across the globe. Every organization has a different set of practices for payroll, employee benefits, and leave management or other functions under HR. Thus, there are no set standards for these practices. This creates an unexpected requirement for customized HCM software setup, which further requires a separate budget. In addition, time to go live gets extended due to multiple customization and testing purposes. If not properly implemented, this could lead to incompetent HCM software, and thus, could lead to wastage of time and money.

In-depth interviews were conducted with the Chief Executive Officers (CEOs), Chief Marketing Officers (CMO), Vice Presidents (VPs), Managing Directors (MDs), technology and innovation directors, and related key executives from various key companies and organizations operating in the HCM market.
 By Company: Tier 1–48%, Tier 2–37%, and Tier 3–15%
 By Designation: C-Level Executives–40%, Director Level–34%,and Others–26%
 By Region: North America–42%, Europe–31%,APAC–16%,and RoW – 11%

The HCM market comprises major solution providers, such as Workday (US), Oracle (US), ADP (US), SAP (UK), Microsoft (US), IBM (US), Ultimate Software (US), Ceridian (US), SumTotal (US), Kronos (US),Infor (US), Talentsoft (France), EmployWise (India), PeopleStrategy (US),Cornerstone (US), Meta4 (US), Ramco Systems (India), Bamboo HR (US), Namely (US), Workforce Software (US), Zoho (India), Sage Group (UK), Epicor Software (US), Zenefits (US), Paylocity (US), Gusto (US), Bitrix (US), Benefitfocus (US), WebHR (US), Talentia Software (France), PeopleFluent (US), Vibe HCM (US), Rippling (US), Ascentis (US), and BizMerlinHR (US).The study includes an in-depth competitive analysis of key players in the HCM market with their company profiles, recent developments, and key market strategies.

Research Coverage
The HCM market revenue is primarily classified into revenues fromsoftware and services. Software revenue is associated with HCM tools and software. Further, services revenue is associated with integration and implementation, consulting, support and maintenance,and training and education services. The market is also segmented on the basis of deployment model, organization size, vertical, and region.

Key benefits of the report
The report would help the market leaders/new entrants in this market with the information on the closest approximations of the revenue numbers for the overall HCM market and the subsegments. This report would help stakeholders understand the competitive landscape and gain insights to better position their businesses and plan suitable go-to-market strategies. The report would help stakeholders understand the pulse of the market and provide them with information on the key market drivers, restraints, challenges, and opportunities.

Frequently Asked Questions (FAQs)
1. What is HCM software and services?
HCM software and services streamline the entire Human Resource (HR) process to optimize the management of different functions, such as sourcing and recruiting, payroll and compensation, applicant tracking, workforce scheduling, and time and attendance management. As organizations are focusing on minimizing costs associated with the HR function, HCM software and services are gaining demand. HCM software and services enable organizations to realize various benefits, such as increased workforce productivity and employee engagement, and reduced cost of HR functions.

2. Who are the top vendors in the HCM market?
The major vendors operating in the HCM market include Workday, ADP, Microsoft, SAP, and Oracle. These vendors have adopted different types of organic and inorganic growth strategies such as new product launches, product enhancements, partnerships, and mergers and acquisitions.

3. Which countries are considered in the European region?
The report includes analysis of UK, Germany, France, and other European countries from Europe region.

4. What are the major HCM software considered in the study?
Major HCM software include core HR, applicant tracking system, HR analytics and workforce management.

5. Does this report include the impact of COVID-19 on HCM market?
Yes, the report includes the impact of COVID-19 on HCM market. It illustrates the pre- and post- COVID-19 market scenario.

【レポートの目次】

1 INTRODUCTION (Page No. – 33)
1.1 INTRODUCTION TO COVID-19
1.2 COVID-19 HEALTH ASSESSMENT
1.3 COVID-19 ECONOMIC ASSESSMENT
1.3.1 COVID-19 ECONOMIC IMPACT—SCENARIO ASSESSMENT
1.4 OBJECTIVES OF THE STUDY
1.5 MARKET DEFINITION
1.6 MARKET SCOPE
1.6.1 MARKET SEGMENTATION
1.6.2 REGIONS COVERED
1.6.3 YEARS CONSIDERED FOR THE STUDY
1.7 CURRENCY
1.8 STAKEHOLDERS
1.9 SUMMARY OF CHANGES

2 RESEARCH METHODOLOGY (Page No. – 43)
2.1 RESEARCH DATA
2.1.1 SECONDARY DATA
2.1.2 PRIMARY DATA
2.1.2.1 Breakup of primaries
2.1.2.2 Key industry insights
2.2 MARKET SIZE ESTIMATION
2.3 COMPETITIVE LEADERSHIP MAPPING METHODOLOGY
2.4 VENDOR INCLUSION CRITERIA
2.5 RESEARCH ASSUMPTIONS AND LIMITATION
2.6 LIMITATIONS OF THE STUDY

3 EXECUTIVE SUMMARY (Page No. – 54)

4 PREMIUM INSIGHTS (Page No. – 56)
4.1 ATTRACTIVE MARKET OPPORTUNITIES IN THE HUMAN CAPITAL MANAGEMENT MARKET
4.2 MARKET BY VERTICAL
4.3 MARKET BY DEPLOYMENT TYPE
4.4 MARKET BY COMPONENT
4.5 MARKET BY ORGANIZATION SIZE
4.6 MARKET POTENTIAL

5 MARKET OVERVIEW AND INDUSTRY TRENDS (Page No. – 59)
5.1 INTRODUCTION
5.2 INNOVATION SPOTLIGHT
5.3 MARKET DYNAMICS
5.3.1 DRIVERS
5.3.1.1 Integration of AI and ML in HCM suites
5.3.1.2 Need for reducing HR-related costs fueling the market demand
5.3.2 RESTRAINTS
5.3.2.1 Security concerns over cloud-based deployment
5.3.3 OPPORTUNITIES
5.3.3.1 Rising adoption of cloud-based software solutions
5.3.3.2 Advancements in potential markets
5.3.4 CHALLENGES
5.3.4.1 Data inconsistency due to the adoption of multiple advanced technologies and HR standards among businesses
5.3.4.2 Lack of competent resources
5.4 INDUSTRY TRENDS
5.4.1 DEVELOPED UNIFIED SYSTEM OF GLOBAL HR RECORDS WITH IMPROVED SCALABILITY AND REAL-TIME REPORTING THROUGH HUMAN CAPITAL MANAGEMENT
5.4.2 INCREASED RESOURCE AVAILABILITY THROUGH ELIMINATION OF SUBSTANTIAL MANUAL TASKS USING HUMAN CAPITAL MANAGEMENT SOLUTION
5.4.3 STREAMLINED GLOBAL HR OPERATIONS, ENHANCED EMPLOYEE EXPERIENCE, AND INCREASED ORGANIZATIONAL AGILITY AND SPEED WITH HUMAN CAPITAL MANAGEMENT SOLUTIONS

6 HUMAN CAPITAL MANAGEMENT MARKET, BY COMPONENT (Page No. – 65)
6.2 INTRODUCTION
6.3 COMPONENT: COVID-19 IMPACT

7 HUMAN CAPITAL MANAGEMENT MARKET, BY SOFTWARE (Page No. – 69)
7.1 INTRODUCTION
7.2 CORE HR
7.2.1 BENEFITS AND CLAIMS MANAGEMENT
7.2.2 PAYROLL AND COMPENSATION MANAGEMENT
7.2.3 LEARNING MANAGEMENT
7.2.4 SUCCESSION PLANNING
7.3 APPLICANT TRACKING SYSTEM
7.4 HR ANALYTICS
7.5 WORKFORCE MANAGEMENT
7.5.1 ABSENCE MANAGEMENT
7.5.2 PERFORMANCE MANAGEMENT
7.5.3 WORKFORCE SCHEDULING
7.5.4 TIME AND ATTENDANCE MANAGEMENT
7.5.5 WORKFORCE ANALYTICS

8 HUMAN CAPITAL MANAGEMENT MARKET, BY SERVICE (Page No. – 92)
8.1 INTRODUCTION
8.2 INTEGRATION AND IMPLEMENTATION
8.3 TRAINING AND EDUCATION
8.4 SUPPORT AND MAINTENANCE
8.5 CONSULTING

9 MARKET, BY DEPLOYMENT MODEL (Page No. – 113)
9.1 INTRODUCTION
9.2 DEPLOYMENT MODEL: COVID-19 IMPACT
9.3 ON-PREMISES
9.4 CLOUD

10 HUMAN CAPITAL MANAGEMENT MARKET, BY ORGANIZATION SIZE (Page No. – 126)
10.1 INTRODUCTION
10.2 ORGANIZATION SIZE: COVID-19 IMPACT
10.3 SMALL AND MEDIUM-SIZED ENTERPRISES
10.4 LARGE ENTERPRISES

11 MARKET, BY VERTICAL (Page No. – 139)
11.1 INTRODUCTION
11.2 VERTICAL: COVID-19 IMPACT
11.3 BANKING, FINANCIAL SERVICES, AND INSURANCE
11.4 GOVERNMENT
11.5 MANUFACTURING
11.6 TELECOM AND IT
11.7 CONSUMER GOODS AND RETAIL
11.8 HEALTHCARE AND LIFE SCIENCES
11.9 ENERGY AND UTILITIES
11.10 TRANSPORTATION AND LOGISTICS
11.11 OTHERS

12 HUMAN CAPITAL MANAGEMENT MARKET, BY REGION (Page No. – 153)
12.1 INTRODUCTION
12.2 NORTH AMERICA
12.3 NORTH AMERICA: COVID-19 IMPACT
12.3.1 UNITED STATES
12.3.2 CANADA
12.4 EUROPE
12.5 EUROPE: COVID-19 IMPACT
12.5.1 UNITED KINGDOM
12.5.2 GERMANY
12.5.3 FRANCE
12.5.4 REST OF EUROPE
12.6 ASIA PACIFIC
12.7 ASIA PACIFIC: COVID-19 IMPACT
12.7.1 CHINA
12.7.2 JAPAN
12.7.3 AUSTRALIA AND NEW ZEALAND
12.7.4 REST OF ASIA PACIFIC
12.8 MIDDLE EAST AND AFRICA
12.9 MIDDLE EAST AND AFRICA: COVID-19 IMPACT
12.9.1 KINGDOM OF SAUDI ARABIA
12.9.2 UNITED ARAB EMIRATES
12.9.3 REST OF MIDDLE EAST AND AFRICA
12.10 LATIN AMERICA
12.11 LATIN AMERICA: COVID-19 IMPACT
12.11.1 BRAZIL
12.11.2 MEXICO
12.11.3 REST OF LATIN AMERICA

13 COMPETITIVE LANDSCAPE (Page No. – 213)
13.1 COMPETITIVE LEADERSHIP MAPPING
13.1.1 VISIONARY LEADERS
13.1.2 DYNAMIC DIFFERENTIATORS
13.1.3 INNOVATORS
13.1.4 EMERGING COMPANIES

14 COMPANY PROFILES (Page No. – 215)
14.1 INTRODUCTION
14.2 WORKDAY
14.2.1 BUSINESS OVERVIEW
14.2.2 PRODUCTS OFFERED
14.2.3 RECENT DEVELOPMENTS
14.2.4 SWOT ANALYSIS
14.3 ORACLE
14.3.1 BUSINESS OVERVIEW
14.3.2 PRODUCTS OFFERED
14.3.3 RECENT DEVELOPMENTS
14.3.4 SWOT ANALYSIS
14.4 ADP
14.4.1 BUSINESS OVERVIEW
14.4.2 SOLUTIONS OFFERED
14.4.3 RECENT DEVELOPMENTS
14.4.4 SWOT ANALYSIS
14.5 SAP
14.5.1 BUSINESS OVERVIEW
14.5.2 PRODUCTS OFFERED
14.5.3 RECENT DEVELOPMENTS
14.5.4 SWOT ANALYSIS
14.6 MICROSOFT
14.6.1 BUSINESS OVERVIEW
14.6.2 PRODUCTS OFFERED
14.6.3 RECENT DEVELOPMENTS
14.6.4 SWOT ANALYSIS
14.7 IBM
14.7.1 BUSINESS OVERVIEW
14.7.2 SOLUTIONS OFFERED
14.7.3 RECENT DEVELOPMENTS
14.8 ULTIMATE SOFTWARE
14.8.1 BUSINESS OVERVIEW
14.8.2 SOLUTIONS OFFERED
14.8.3 RECENT DEVELOPMENTS
14.9 CERIDIAN
14.9.1 BUSINESS OVERVIEW
14.9.2 PRODUCTS AND SERVICES OFFERED
14.9.3 RECENT DEVELOPMENTS
14.10 SUMTOTAL
14.10.1 BUSINESS OVERVIEW
14.10.2 SOLUTIONS OFFERED
14.10.3 RECENT DEVELOPMENTS
14.11 KRONOS
14.11.1 BUSINESS OVERVIEW
14.11.2 SERVICES OFFERED
14.11.3 RECENT DEVELOPMENTS
14.12 TALENTSOFT
14.13 EMPLOYWISE
14.14 PEOPLESTRATEGY
14.15 INFOR
14.16 CORNERSTONE ONDEMAND
14.17 META4
14.18 RAMCO SYSTEMS
14.19 BAMBOOHR
14.20 NAMELY
14.21 WORKFORCE SOFTWARE
14.22 ZOHO CORPORATION
14.23 SAGE GROUP
14.24 EPICOR SOFTWARE
14.25 ZENEFITS
14.26 PAYLOCITY
14.27 GUSTO
14.28 BITRIX
14.29 BENEFITFOCUS
14.30 WEBHR
14.31 TALENTIA SOFTWARE
14.32 PEOPLEFLUENT
14.33 VIBE HCM
14.34 RIPPLING
14.35 ASCENTIS
14.36 BIZMERLINHR

15 ADJACENT MARKET (Page No. – 255)
15.1 WORKFORCE MANAGEMENT MARKET
15.1.1 WORKFORCE MANAGEMENT MARKET, BY VERTICAL
15.1.2 WORKFORCE MANAGEMENT MARKET, BY REGION
15.2 HR ANALYTICS MARKET
15.2.1 HR ANALYTICS MARKET, BY VERTICAL
15.2.2 HR ANALYTICS MARKET, BY REGION
15.3 FIELD SERVICE MANAGEMENT
15.3.1 FIELD SERVICE MANAGEMENT, BY VERTICAL
15.3.2 FIELD SERVICE MANAGEMENT, BY REGION

16 APPENDIX (Page No. – 283)
16.1 DISCUSSION GUIDE
16.2 KNOWLEDGE STORE: MARKETSANDMARKETS’ SUBSCRIPTION PORTAL
16.3 AVAILABLE CUSTOMIZATIONS
16.4 RELATED REPORTS
16.5 AUTHOR DETAILS



LIST OF FIGURES (48 Figures)

FIGURE 1 COVID-19: THE GLOBAL PROPAGATION
FIGURE 2 COVID-19 PROPAGATION: SELECT COUNTRIES
FIGURE 3 REVISED GDP FORECASTS FOR SELECT G20 COUNTRIES IN 2020
FIGURE 4 CRITERIA IMPACTING THE GLOBAL ECONOMY
FIGURE 5 SCENARIOS IN TERMS OF RECOVERY OF THE GLOBAL ECONOMY
FIGURE 6 HUMAN CAPITAL MANAGEMENT MARKET: RESEARCH DESIGN
FIGURE 7 BREAKUP OF PRIMARY INTERVIEWS: BY COMPANY, DESIGNATION, AND REGION
FIGURE 8 MARKET BREAKUP AND DATA TRIANGULATION
FIGURE 9 MARKET: TOP-DOWN AND BOTTOM-UP APPROACHES
FIGURE 10 MARKET SIZE ESTIMATION METHODOLOGY ̶ APPROACH 1 (TOP-DOWN): REVENUE GENERATED BY DIFFERENT VENDORS FROM SOFTWARE AND SERVICES
FIGURE 11 MARKET SIZE ESTIMATION METHODOLOGY ̶ APPROACH 2 (BOTTOM-UP): REVENUE GENERATED BY VENDORS FROM EACH APPLICATION SEGMENT
FIGURE 12 HUMAN CAPITAL MANAGEMENT MARKET TO WITNESS A HIGH GROWTH RATE DURING THE FORECAST PERIOD
FIGURE 13 SEGMENTS WITH HIGH SHARES IN THE MARKET IN 2020
FIGURE 14 HUMAN CAPITAL MANAGEMENT TO PROVIDE ATTRACTIVE MARKET OPPORTUNITIES
FIGURE 15 BANKING, FINANCIAL SERVICES AND INSURANCE VERTICAL TO HOLD THE HIGHEST MARKET SHARES IN 2020
FIGURE 16 CLOUD SEGMENT TO GROW AT A HIGHER CAGR IN THE HUMAN CAPITAL MANAGEMENT MARKET BY 2025
FIGURE 17 SERVICES SEGMENT TO GROW AT A HIGHER CAGR DURING THE FORECAST PERIOD
FIGURE 18 SMALL AND MEDIUM-SIZED ENTERPRISES SEGMENT TO GROW AT A HIGHER CAGR DURING THE FORECAST PERIOD
FIGURE 19 ASIA PACIFIC TO GROW AT THE HIGHEST CAGR DURING THE FORECAST PERIOD
FIGURE 20 HUMAN CAPITAL MANAGEMENT MARKET: DRIVERS, RESTRAINTS, OPPORTUNITIES, AND CHALLENGES
FIGURE 21 SERVICE SEGMENT TO GROW AT A HIGHER CAGR DURING THE FORECAST PERIOD
FIGURE 22 COMPONENT ANALYSIS: PRE COVID AND POST COVID SCENARIO
FIGURE 23 WORKFORCE MANAGEMENT SEGMENT TO GROW AT THE HIGHEST CAGR DURING THE FORECAST PERIOD
FIGURE 24 SOFTWARE ANALYSIS: PRE COVID AND POST COVID SCENARIO
FIGURE 25 SUPPORT AND MAINTENANCE SEGMENT TO GROW AT THE HIGHEST CAGR DURING THE FORECAST PERIOD
FIGURE 26 SERVICE ANALYSIS: PRE COVID AND POST COVID SCENARIO
FIGURE 27 CLOUD DEPLOYMENT MODEL TO GROW AT A HIGHER CAGR DURING THE FORECAST PERIOD
FIGURE 28 DEPLOYMENT MODEL ANALYSIS: PRE COVID AND POST COVID SCENARIO
FIGURE 29 SMALL AND MEDIUM-SIZED ENTERPRISES SEGMENT TO GROW AT A HIGHER CAGR DURING THE FORECAST PERIOD
FIGURE 30 ORGANIZATION SIZE ANALYSIS: PRE COVID AND POST COVID SCENARIO
FIGURE 31 CONSUMER GOODS AND RETAIL VERTICAL TO GROW AT THE HIGHEST CAGR DURING THE FORECAST PERIOD
FIGURE 32 VERTICAL ANALYSIS: PRE-COVID AND POST-COVID SCENARIO
FIGURE 33 ASIA PACIFIC TO GROW AT THE HIGHEST CAGR DURING THE FORECAST PERIOD
FIGURE 34 REGION ANALYSIS: PRE COVID AND POST COVID SCENARIO
FIGURE 35 NORTH AMERICA: MARKET SNAPSHOT
FIGURE 36 HUMAN CAPITAL MANAGEMENT MARKET (GLOBAL) COMPETITIVE LEADERSHIP MAPPING, 2019
FIGURE 37 WORKDAY: COMPANY SNAPSHOT
FIGURE 38 WORKDAY: SWOT ANALYSIS
FIGURE 39 ORACLE: COMPANY SNAPSHOT
FIGURE 40 ORACLE: SWOT ANALYSIS
FIGURE 41 ADP: COMPANY SNAPSHOT
FIGURE 42 ADP: SWOT ANALYSIS
FIGURE 43 SAP: COMPANY SNAPSHOT
FIGURE 44 SAP: SWOT ANALYSIS
FIGURE 45 MICROSOFT: COMPANY SNAPSHOT
FIGURE 46 MICROSOFT: SWOT ANALYSIS
FIGURE 47 IBM: COMPANY SNAPSHOT
FIGURE 48 CERIDIAN: COMPANY SNAPSHOT

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