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Report Scope & Overview:

The Human Capital Management Market was worth USD 27.05 billion in 2022 and is predicted to be worth USD 53.97 billion by 2030, growing at a CAGR of 9.02% between 2023 and 2030.

The Human Capital Management (HCM) market is a rapidly growing sector that focuses on the strategic management of an organization's workforce. HCM encompasses a range of practices and technologies aimed at optimizing the productivity, engagement, and development of employees. In today's competitive business landscape, companies recognize the critical importance of effectively managing their human resources. The HCM market offers a comprehensive suite of solutions designed to streamline HR processes, enhance talent acquisition and retention, and foster a culture of continuous learning and development. the HCM market is witnessing a shift towards mobile-friendly applications. With the proliferation of smartphones and tablets, employees expect to access HR-related information and services on the go. Mobile-enabled HCM platforms empower employees to manage their time off, view pay stubs, and participate in training programs, all from the convenience of their mobile devices. Another significant trend in the HCM market is the integration of artificial intelligence (AI) and machine learning (ML) capabilities. These technologies enable organizations to analyze vast amounts of HR data, identify patterns, and make data-driven decisions. The Human Capital Management market is a dynamic and evolving sector that plays a crucial role in driving organizational success. By embracing innovative technologies and best practices, companies can effectively manage their workforce, enhance employee engagement, and gain a competitive edge in today's business landscape.

Human Capital Management Market Revenue Analysis

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Market Dynamics

Drivers

  • Using Cloud Computing for HR and Talent Management in Organizations to Accelerate Business Growth

Cloud computing has progressed from a radical IT approach to a key corporate technology. Cloud computing solutions in HR tools enable organizations to increase employee engagement and experience by enhancing performance and talent management capabilities. HR and management teams may quickly access and offer business and personal data on employees using sophisticated cloud-based solutions. Cloud-based solutions open up new potential for businesses by automating time-consuming and complex operations like performance evaluation, timesheet submission, and payroll administration. Furthermore, certain cloud HR management solutions may be customized by HR experts and company personnel without the assistance of IT professionals. HR managers may therefore enhance efficiency and make data-driven, informed choices using cloud computing.

Restrains

  • Data breaches and potential denial of service (DoS) attacks might stymie market growth.

Data breaches or leaks are key limiting issues in cloud-based systems. This occurs as a result of cloud computing security breaches. Unauthorized parties or apps may get access to the data and other sensitive information that workers keep, access, or communicate. The DoS cloud attack might momentarily disable all cloud services, preventing users from accessing them. Aside from data breaches, if the information is incorrect, organizations may face legal action against the employee's data. These organizations are responsible for safeguarding their workers' and HCM data privacy. The aforementioned reasons may impede market expansion.

Opportunities

  • The surge in the utilization of cloud-based software solutions has been remarkable

  • Rapid technological progress

Challenges

  • Enterprises have a skilled labor shortage.

  • Concerns about security

The Russia-Ukraine war

The war has resulted in significant economic disruption in both Russia and Ukraine. This disruption can affect businesses' ability to invest in HCM solutions and may lead to budget cuts or delays in implementing new HCM systems. The conflict has displaced a significant number of people, leading to a migration of workers both within Ukraine and from Ukraine to other countries. This migration can impact the labor market, creating challenges for HCM providers in terms of managing workforce data, recruitment, and talent retention. The war has created an environment of uncertainty, fear, and instability, which can negatively impact talent retention and attraction efforts. Companies may struggle to retain skilled employees and find it more challenging to attract new talent, especially in regions directly affected by the conflict. During times of war or political instability, governments may introduce new laws and regulations that can impact the HCM market. These changes may include alterations to labor laws, work permits, and immigration policies, which can require HCM providers to adapt their systems and services accordingly. The war has created a humanitarian crisis, with many individuals and families affected by the conflict. This situation may lead to increased corporate social responsibility efforts, with companies focusing on employee welfare, mental health support, and community engagement. HCM providers may need to adapt their offerings to address these evolving needs.

Impact of Recessions

Companies facing financial challenges may resort to downsizing or layoffs to cut costs. This can impact HCM market demand, as fewer employees require fewer HCM tools and services. Organizations may prioritize cost-effective HCM solutions or focus on managing existing workforce resources more efficiently. During a recession, talent acquisition and retention become crucial for organizations aiming to maintain a competitive edge. Companies may shift their focus from hiring new talent to nurturing and developing existing employees. HCM solutions that enable effective talent management, employee engagement, and learning and development may become more relevant. In a recession, organizations become more cost-conscious and seek ways to reduce expenses. This can lead to increased interest in HCM solutions that offer cost savings through features like self-service functionality, reduced administrative overhead, or better workforce planning and analytics. Economic downturns may result in reduced R&D budgets and slower innovation cycles for HCM solution providers. This slowdown can impact the introduction of new features, modules, or advancements in HCM technology, potentially limiting the market's growth during the recessionary period.

Key Market Segmentation

By Component

  • Software

  • Services

By Organizational Size

  • Small and Medium-sized Enterprises

  • Large Enterprises

By Deployment

  • Cloud

  • On-premise

By End-use Industry

  • IT & Telecommunication

  • BFSI

  • Government

  • Retail

  • Healthcare

  • Education

  • Manufacturing

  • Others

Human Capital Management Market Segmentation Analysis

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Regional Analysis

Throughout the projected period, North America is expected to have the highest Human Capital Management market share. This is owing to the presence of important suppliers, like Ceridian HCM Holding Inc., Oracle Corporation, and IBM Corporation, as well as significant expenditures in cloud applications. Cloud-based technologies are gaining traction throughout the world as small businesses employ cloud-based solutions to provide profitable business prospects.

During the projection period, Europe is predicted to see considerable market expansion. The region's demand for workforce automation solutions to increase compliance is likely to rise. For example, industries around the United Kingdom have used workforce management technologies to manage staff. In addition, the European Union has established a talent management plan to reduce worker overload and promote professional development. Such factors are anticipated to open up new market opportunities throughout the area.

Asia Pacific is expected to have a faster growth rate. Growing digitalization and adoption of new technologies such as Industry 4.0, smart factories, Big Data, and artificial intelligence are expected to fuel demand for a highly trained workforce. This will increase the pace of recruiting throughout the area. Furthermore, rising international enterprises with large IT budgets are a primary driver of industry expansion.

REGIONAL COVERAGE:

North America

  • US

  • Canada

  • Mexico

Europe

  • Eastern Europe

    • Poland

    • Romania

    • Hungary

    • Turkey

    • Rest of Eastern Europe

  • Western Europe

    • Germany

    • France

    • UK

    • Italy

    • Spain

    • Netherlands

    • Switzerland

    • Austria

    • Rest of Western Europe

Asia Pacific

  • China

  • India

  • Japan

  • South Korea

  • Vietnam

  • Singapore

  • Australia

  • Rest of Asia Pacific

Middle East & Africa

  • Middle East

    • UAE

    • Egypt

    • Saudi Arabia

    • Qatar

    • Rest of Middle East

  • Africa

    • Nigeria

    • South Africa

    • Rest of Africa

Latin America

  • Brazil

  • Argentina

  • Colombia

  • Rest of Latin America

Key Players:

The major players are Microsoft Corporation, SAP SE, Workday, Inc., Oracle Corporation, Sumtotal Systems, Cornerstone OnDemand, Inc., Automatic Data Processing (ADP), Inc., Ceridian HCM, Inc., Ramco Systems Ltd., Infor, Inc., Paycom Software, Inc., UKG Inc., Bamboo HR LLC, Cegid, and others in the final report.

Oracle Corporation-Company Financial Analysis

Recent Developments:

  • Workday unveiled a next-generation open and linked talent ecosystem in September 2022, allowing organizations to effortlessly and securely transport skill data within and outside the workplace. Companies will obtain greater insights into people skills and provide better employee experiences with this functionality.

  • ADP announced Voice of the Employee in October 2022, a survey service to assist employers in collecting feedback and ideas throughout the employee lifecycle management process.

  • Ceridian bought ADAM HCM in December 2021 to accelerate Ceridian's worldwide expansion plan by expanding the Dayforce platform into Latin America, a very enticing area for Ceridian's international customers.

Human Capital Management Market Report Scope:
Report Attributes Details
Market Size in 2022  US$ 27.05 Bn
Market Size by 2030  US$ 53.97 Bn
CAGR   CAGR of 9.02 % From 2023 to 2030
Base Year  2022
Forecast Period  2023-2030
Historical Data  2020-2021
Report Scope & Coverage Market Size, Segments Analysis, Competitive  Landscape, Regional Analysis, DROC & SWOT Analysis, Forecast Outlook
Key Segments • By Component (Software, Services)
• By Organizational Size (Small and Medium-sized Enterprises, Large Enterprises)
• By Deployment (Cloud, On-premise)
•By End-use Industry, IT & Telecommunication, BFSI, Government, Retail, Healthcare, Education, Manufacturing, Others)
Regional Analysis/Coverage North America (US, Canada, Mexico), Europe (Eastern Europe [Poland, Romania, Hungary, Turkey, Rest of Eastern Europe] Western Europe] Germany, France, UK, Italy, Spain, Netherlands, Switzerland, Austria, Rest of Western Europe]). Asia Pacific (China, India, Japan, South Korea, Vietnam, Singapore, Australia, Rest of Asia Pacific), Middle East & Africa (Middle East [UAE, Egypt, Saudi Arabia, Qatar, Rest of Middle East], Africa [Nigeria, South Africa, Rest of Africa], Latin America (Brazil, Argentina, Colombia Rest of Latin America)
Company Profiles Microsoft Corporation, SAP SE, Workday, Inc., Oracle Corporation, Sumtotal Systems, Cornerstone OnDemand, Inc., Automatic Data Processing (ADP), Inc., Ceridian HCM, Inc., Ramco Systems Ltd., Infor, Inc., Paycom Software, Inc., UKG Inc., Bamboo HR LLC, Cegid
Key Drivers • Using Cloud Computing for HR and Talent Management in Organizations to Accelerate Business Growth
Market Restraints • Data breaches and potential denial of service (DoS) attacks might stymie market growth.

 

Frequently Asked Questions

Ans: The Human Capital Management Market 9.02% Over the Forecast Period 2023-2030.

Ans: The Human Capital Management Market size was valued at USD 27.05 billion in 2022.

Ans: Yes, you can ask for the customization as pas per your business requirement.

Ans:

  • Enterprises have a skilled labor shortage.
  • Concerns about security.

Ans: There are four segments covered in this report By Component, By Organizational Size, By Deployment, By End-use Industry, and By Region.

Table of Contents

1. Introduction
1.1 Market Definition
1.2 Scope
1.3 Research Assumptions

2. Research Methodology

3. Market Dynamics
3.1 Drivers
3.2 Restraints
3.3 Opportunities
3.4 Challenges

4. Impact Analysis
4.1 Impact of Russia-Ukraine War
4.2 Impact of Ongoing Recession
4.2.1 Introduction
4.2.2 Impact on major economies
4.2.2.1 US
4.2.2.2 Canada
4.2.2.3 Germany
4.2.2.4 France
4.2.2.5 United Kingdom
4.2.2.6 China
4.2.2.7 Japan
4.2.2.8 South Korea
4.2.2.9 Rest of the World

5. Value Chain Analysis

6. Porter’s 5 forces model

7. PEST Analysis

8. Human Capital Management Market Segmentation, By Components
8.1 Software
8.2 Services

9. Human Capital Management Market Segmentation, By Organizational Size
9.1 Small & Medium Enterprises
9.2 Large Enterprises

10. Human Capital Management Market Segmentation, By Deployment
10.1 Cloud
10.2 On-premises

11. Human Capital Management Market Segmentation, By End-use Industry
11.1 IT & Telecommunication
11.2 BFSI
11.3 Government
11.4 Retail
11.5 Healthcare
11.6 Education
11.7 Manufacturing
11.8 Others

12. Regional Analysis
12.1 Introduction
12.2 North America
12.2.1 North America Human Capital Management Market By Country
12.2.2 North America Human Capital Management Market By Components
12.2.3 North America Human Capital Management Market By Organizational Size
12.2.4 North America Human Capital Management Market By Deployment
12.2.5 North America Human Capital Management Market By End-use Industry
12.2.6 USA
12.2.6.1 USA Human Capital Management Market By Components
12.2.6.2 USA Human Capital Management Market By Organizational Size
12.2.6.3 USA Human Capital Management Market By Deployment
12.2.6.4 USA Human Capital Management Market By End-use Industry
12.2.7 Canada
12.2.7.1 Canada Human Capital Management Market By Components
12.2.7.2 Canada Human Capital Management Market By Organizational Size
12.2.7.3 Canada Human Capital Management Market By Deployment
12.2.7.4 Canada Human Capital Management Market By End-use Industry
12.2.8 Mexico
12.2.8.1 Mexico Human Capital Management Market By Components
12.2.8.2 Mexico Human Capital Management Market By Organizational Size
12.2.8.3 Mexico Human Capital Management Market By Deployment
12.2.8.4 Mexico Human Capital Management Market By End-use Industry
12.3 Europe
12.3.1 Eastern Europe
12.3.1.1 Eastern Europe Human Capital Management Market By Country
12.3.1.2 Eastern Europe Human Capital Management Market By Components
12.3.1.3 Eastern Europe Human Capital Management Market By Organizational Size
12.3.1.4 Eastern Europe Human Capital Management Market By Deployment
12.3.1.5 Eastern Europe Human Capital Management Market By End-use Industry
12.3.1.6 Poland
12.3.1.6.1 Poland Human Capital Management Market By Components
12.3.1.6.2 Poland Human Capital Management Market By Organizational Size
12.3.1.6.3 Poland Human Capital Management Market By Deployment
12.3.1.6.4 Poland Human Capital Management Market By End-use Industry
12.3.1.7 Romania
12.3.1.7.1 Romania Human Capital Management Market By Components
12.3.1.7.2 Romania Human Capital Management Market By Organizational Size
12.3.1.7.3 Romania Human Capital Management Market By Deployment
12.3.1.7.4 Romania Human Capital Management Market By End-use Industry
12.3.1.8 Hungary
12.3.1.8.1 Hungary Human Capital Management Market By Components
12.3.1.8.2 Hungary Human Capital Management Market By Organizational Size
12.3.1.8.3 Hungary Human Capital Management Market By Deployment
12.3.1.8.4 Hungary Human Capital Management Market By End-use Industry
12.3.1.9 Turkey
12.3.1.9.1 Turkey Human Capital Management Market By Components
12.3.1.9.2 Turkey Human Capital Management Market By Organizational Size
12.3.1.9.3 Turkey Human Capital Management Market By Deployment
12.3.1.9.4 Turkey Human Capital Management Market By End-use Industry
12.3.1.10 Rest of Eastern Europe
12.3.1.10.1 Rest of Eastern Europe Human Capital Management Market By Components
12.3.1.10.2 Rest of Eastern Europe Human Capital Management Market By Organizational Size
12.3.1.10.3 Rest of Eastern Europe Human Capital Management Market By Deployment
12.3.1.10.4 Rest of Eastern Europe Human Capital Management Market By End-use Industry
12.3.2 Western Europe
12.3.2.1 Western Europe Human Capital Management Market By Country
12.3.2.2 Western Europe Human Capital Management Market By Components
12.3.2.3 Western Europe Human Capital Management Market By Organizational Size
12.3.2.4 Western Europe Human Capital Management Market By Deployment
12.3.2.5 Western Europe Human Capital Management Market By End-use Industry
12.3.2.6 Germany
12.3.2.6.1 Germany Human Capital Management Market By Components
12.3.2.6.2 Germany Human Capital Management Market By Organizational Size
12.3.2.6.3 Germany Human Capital Management Market By Deployment
12.3.2.6.4 Germany Human Capital Management Market By End-use Industry
12.3.2.7 France
12.3.2.7.1 France Human Capital Management Market By Components
12.3.2.7.2 France Human Capital Management Market By Organizational Size
12.3.2.7.3 France Human Capital Management Market By Deployment
12.3.2.7.4 France Human Capital Management Market By End-use Industry
12.3.2.8 UK
12.3.2.8.1 UK Human Capital Management Market By Components
12.3.2.8.2 UK Human Capital Management Market By Organizational Size
12.3.2.8.3 UK Human Capital Management Market By Deployment
12.3.2.8.4 UK Human Capital Management Market By End-use Industry
12.3.2.9 Italy
12.3.2.9.1 Italy Human Capital Management Market By Components
12.3.2.9.2 Italy Human Capital Management Market By Organizational Size
12.3.2.9.3 Italy Human Capital Management Market By Deployment
12.3.2.9.4 Italy Human Capital Management Market By End-use Industry
12.3.2.10 Spain
12.3.2.10.1 Spain Human Capital Management Market By Components
12.3.2.10.2 Spain Human Capital Management Market By Organizational Size
12.3.2.10.3 Spain Human Capital Management Market By Deployment
12.3.2.10.4 Spain Human Capital Management Market By End-use Industry
12.3.2.11 Netherlands
12.3.2.11.1 Netherlands Human Capital Management Market By Components
12.3.2.11.2 Netherlands Human Capital Management Market By Organizational Size
12.3.2.11.3 Netherlands Human Capital Management Market By Deployment
12.3.2.11.4 Netherlands Human Capital Management Market By End-use Industry
12.3.2.12 Switzerland
12.3.2.12.1 Switzerland Human Capital Management Market By Components
12.3.2.12.2 Switzerland Human Capital Management Market By Organizational Size
12.3.2.12.3 Switzerland Human Capital Management Market By Deployment
12.3.2.12.4 Switzerland Human Capital Management Market By End-use Industry
12.3.2.13 Austria
12.3.2.13.1 Austria Human Capital Management Market By Components
12.3.2.13.2 Austria Human Capital Management Market By Organizational Size
12.3.2.13.3 Austria Human Capital Management Market By Deployment
12.3.2.13.4 Austria Human Capital Management Market By End-use Industry
12.3.2.14 Rest of Western Europe
12.3.2.14.1 Rest of Western Europe Human Capital Management Market By Components
12.3.2.14.2 Rest of Western Europe Human Capital Management Market By Organizational Size
12.3.2.14.3 Rest of Western Europe Human Capital Management Market By Deployment
12.3.2.14.4 Rest of Western Europe Human Capital Management Market By End-use Industry
12.4 Asia-Pacific
12.4.1 Asia Pacific Human Capital Management Market By Country
12.4.2 Asia Pacific Human Capital Management Market By Components
12.4.3 Asia Pacific Human Capital Management Market By Organizational Size
12.4.4 Asia Pacific Human Capital Management Market By Deployment
12.4.5 Asia Pacific Human Capital Management Market By End-use Industry
12.4.6 China
12.4.6.1 China Human Capital Management Market By Components
12.4.6.2 China Human Capital Management Market By Organizational Size
12.4.6.3 China Human Capital Management Market By Deployment
12.4.6.4 China Human Capital Management Market By End-use Industry
12.4.7 India
12.4.7.1 India Human Capital Management Market By Components
12.4.7.2 India Human Capital Management Market By Organizational Size
12.4.7.3 India Human Capital Management Market By Deployment
12.4.7.4 India Human Capital Management Market By End-use Industry
12.4.8 Japan
12.4.8.1 Japan Human Capital Management Market By Components
12.4.8.2 Japan Human Capital Management Market By Organizational Size
12.4.8.3 Japan Human Capital Management Market By Deployment
12.4.8.4 Japan Human Capital Management Market By End-use Industry
12.4.9 South Korea
12.4.9.1 South Korea Human Capital Management Market By Components
12.4.9.2 South Korea Human Capital Management Market By Organizational Size
12.4.9.3 South Korea Human Capital Management Market By Deployment
12.4.9.4 South Korea Human Capital Management Market By End-use Industry
12.4.10 Vietnam
12.4.10.1 Vietnam Human Capital Management Market By Components
12.4.10.2 Vietnam Human Capital Management Market By Organizational Size
12.4.10.3 Vietnam Human Capital Management Market By Deployment
12.4.10.4 Vietnam Human Capital Management Market By End-use Industry
12.4.11 Singapore
12.4.11.1 Singapore Human Capital Management Market By Components
12.4.11.2 Singapore Human Capital Management Market By Organizational Size
12.4.11.3 Singapore Human Capital Management Market By Deployment
12.4.11.4 Singapore Human Capital Management Market By End-use Industry
12.4.12 Australia
12.4.12.1 Australia Human Capital Management Market By Components
12.4.12.2 Australia Human Capital Management Market By Organizational Size
12.4.12.3 Australia Human Capital Management Market By Deployment
12.4.12.4 Australia Human Capital Management Market By End-use Industry
12.4.13 Rest of Asia-Pacific
12.4.13.1 Rest of Asia-Pacific Human Capital Management Market By Components
12.4.13.2 Rest of Asia-Pacific Human Capital Management Market By Organizational Size
12.4.13.3 Rest of Asia-Pacific Human Capital Management Market By Deployment
12.4.13.4 Rest of Asia-Pacific Human Capital Management Market By End-use Industry
12.5 Middle East & Africa
12.5.1 Middle East
12.5.1.1 Middle East Human Capital Management Market By Country
12.5.1.2 Middle East Human Capital Management Market By Components
12.5.1.3 Middle East Human Capital Management Market By Organizational Size
12.5.1.4 Middle East Human Capital Management Market By Deployment
12.5.1.5 Middle East Human Capital Management Market By End-use Industry
12.5.1.6 UAE
12.5.1.6.1 UAE Human Capital Management Market By Components
12.5.1.6.2 UAE Human Capital Management Market By Organizational Size
12.5.1.6.3 UAE Human Capital Management Market By Deployment
12.5.1.6.4 UAE Human Capital Management Market By End-use Industry
12.5.1.7 Egypt
12.5.1.7.1 Egypt Human Capital Management Market By Components
12.5.1.7.2 Egypt Human Capital Management Market By Organizational Size
12.5.1.7.3 Egypt Human Capital Management Market By Deployment
12.5.1.7.4 Egypt Human Capital Management Market By End-use Industry
12.5.1.8 Saudi Arabia
12.5.1.8.1 Saudi Arabia Human Capital Management Market By Components
12.5.1.8.2 Saudi Arabia Human Capital Management Market By Organizational Size
12.5.1.8.3 Saudi Arabia Human Capital Management Market By Deployment
12.5.1.8.4 Saudi Arabia Human Capital Management Market By End-use Industry
12.5.1.9 Qatar
12.5.1.9.1 Qatar Human Capital Management Market By Components
12.5.1.9.2 Qatar Human Capital Management Market By Organizational Size
12.5.1.9.3 Qatar Human Capital Management Market By Deployment
12.5.1.9.4 Qatar Human Capital Management Market By End-use Industry
12.5.1.10 Rest of Middle East
12.5.1.10.1 Rest of Middle East Human Capital Management Market By Components
12.5.1.10.2 Rest of Middle East Human Capital Management Market By Organizational Size
12.5.1.10.3 Rest of Middle East Human Capital Management Market By Deployment
12.5.1.10.4 Rest of Middle East Human Capital Management Market By End-use Industry
12.5.2. Africa
12.5.2.1 Africa Human Capital Management Market By Country
12.5.2.2 Africa Human Capital Management Market By Components
12.5.2.3 Africa Human Capital Management Market By Organizational Size
12.5.2.4 Africa Human Capital Management Market By Deployment
12.5.2.5 Africa Human Capital Management Market By End-use Industry
12.5.2.6 Nigeria
12.5.2.6.1 Nigeria Human Capital Management Market By Components
12.5.2.6.2 Nigeria Human Capital Management Market By Organizational Size
12.5.2.6.3 Nigeria Human Capital Management Market By Deployment
12.5.2.6.4 Nigeria Human Capital Management Market By End-use Industry
12.5.2.7 South Africa
12.5.2.7.1 South Africa Human Capital Management Market By Components
12.5.2.7.2 South Africa Human Capital Management Market By Organizational Size
12.5.2.7.3 South Africa Human Capital Management Market By Deployment
12.5.2.7.4 South Africa Human Capital Management Market By End-use Industry
12.5.2.8 Rest of Africa
12.5.2.8.1 Rest of Africa Human Capital Management Market By Components
12.5.2.8.2 Rest of Africa Human Capital Management Market By Organizational Size
12.5.2.8.3 Rest of Africa Human Capital Management Market By Deployment
12.5.2.8.4 Rest of Africa Human Capital Management Market By End-use Industry
12.6. Latin America
12.6.1 Latin America Human Capital Management Market By Country
12.6.2 Latin America Human Capital Management Market By Components
12.6.3 Latin America Human Capital Management Market By Organizational Size
12.6.4 Latin America Human Capital Management Market By Deployment
12.6.5 Latin America Human Capital Management Market By End-use Industry
12.6.6 Brazil
12.6.6.1 Brazil Human Capital Management Market By Components
12.6.6.2 Brazil Human Capital Management Market By Organizational Size
12.6.6.3 Brazil Human Capital Management Market By Deployment
12.6.6.4 Brazil Human Capital Management Market By End-use Industry
12.6.7 Argentina
12.6.7.1 Argentina Human Capital Management Market By Components
12.6.7.2 Argentina Human Capital Management Market By Organizational Size
12.6.7.3 Argentina Human Capital Management Market By Deployment
12.6.7.4 Argentina Human Capital Management Market By End-use Industry
12.6.8 Colombia
12.6.8.1 Colombia Human Capital Management Market By Components
12.6.8.2 Colombia Human Capital Management Market By Organizational Size
12.6.8.3 Colombia Human Capital Management Market By Deployment
12.6.8.4 Colombia Human Capital Management Market By End-use Industry
12.6.9 Rest of Latin America
12.6.9.1 Rest of Latin America Human Capital Management Market By Components
12.6.9.2 Rest of Latin America Human Capital Management Market By Organizational Size
12.6.9.3 Rest of Latin America Human Capital Management Market By Deployment
12.6.9.4 Rest of Latin America Human Capital Management Market By End-use Industry

13. Company Profile
13.1 Microsoft Corporation
13.1.1 Company Overview
13.1.2 Financials
13.1.3 Product/Services/Offerings
13.1.4 SWOT Analysis
13.1.5 The SNS View
13.2 SAP SE.
13.2.1 Company Overview
13.2.2 Financials
13.2.3 Product/Services/Offerings
13.2.4 SWOT Analysis
13.2.5 The SNS View
13.3 Workday, Inc.
13.3.1 Company Overview
13.3.2 Financials
13.3.3 Product/Services/Offerings
13.3.4 SWOT Analysis
13.3.5 The SNS View
13.4 Oracle Corporation.
13.4.1 Company Overview
13.4.2 Financials
13.4.3 Product/Services/Offerings
13.4.4 SWOT Analysis
13.4.5 The SNS View
13.5 Sumtotal Systems.
13.5.1 Company Overview
13.5.2 Financials
13.5.3 Product/Services/Offerings
13.5.4 SWOT Analysis
13.5.5 The SNS View
13.6 Cornerstone OnDemand, Inc.
13.6.1 Company Overview
13.6.2 Financials
13.6.3 Product/Services/Offerings
13.6.4 SWOT Analysis
13.6.5 The SNS View
13.7 Automatic Data Processing (ADP), Inc.
13.7.1 Company Overview
13.7.2 Financials
13.7.3 Product/Services/Offerings
13.7.4 SWOT Analysis
13.7.5 The SNS View
13.8 Ceridian HCM, Inc.
13.8.1 Company Overview
13.8.2 Financials
13.8.3 Product/Services/Offerings
13.8.4 SWOT Analysis
13.8.5 The SNS View
13.9 Ramco Systems Ltd.
13.9.1 Company Overview
13.9.2 Financials
13.9.3 Product/Services/Offerings
13.9.4 SWOT Analysis
13.9.5 The SNS View
13.10 Infor, Inc.
13.10.1 Company Overview
13.10.2 Financials
13.10.3 Product/Services/Offerings
13.10.4 SWOT Analysis
13.10.5 The SNS View

14. Competitive Landscape
14.1 Competitive Benchmarking
14.2 Market Share Analysis
14.3 Recent Developments
14.3.1 Industry News
14.3.2 Company News
14.3 Mergers & Acquisitions

15. USE Cases and Best Practices

16. Conclusion

An accurate research report requires proper strategizing as well as implementation. There are multiple factors involved in the completion of good and accurate research report and selecting the best methodology to compete the research is the toughest part. Since the research reports we provide play a crucial role in any company’s decision-making process, therefore we at SNS Insider always believe that we should choose the best method which gives us results closer to reality. This allows us to reach at a stage wherein we can provide our clients best and accurate investment to output ratio.

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Step 1: Secondary Research:

Secondary Research or Desk Research is as the name suggests is a research process wherein, we collect data through the readily available information. In this process we use various paid and unpaid databases which our team has access to and gather data through the same. This includes examining of listed companies’ annual reports, Journals, SEC filling etc. Apart from this our team has access to various associations across the globe across different industries. Lastly, we have exchange relationships with various university as well as individual libraries.

Secondary Research

Step 2: Primary Research

When we talk about primary research, it is a type of study in which the researchers collect relevant data samples directly, rather than relying on previously collected data.  This type of research is focused on gaining content specific facts that can be sued to solve specific problems. Since the collected data is fresh and first hand therefore it makes the study more accurate and genuine.

We at SNS Insider have divided Primary Research into 2 parts.

Part 1 wherein we interview the KOLs of major players as well as the upcoming ones across various geographic regions. This allows us to have their view over the market scenario and acts as an important tool to come closer to the accurate market numbers. As many as 45 paid and unpaid primary interviews are taken from both the demand and supply side of the industry to make sure we land at an accurate judgement and analysis of the market.

This step involves the triangulation of data wherein our team analyses the interview transcripts, online survey responses and observation of on filed participants. The below mentioned chart should give a better understanding of the part 1 of the primary interview.

Primary Research

Part 2: In this part of primary research the data collected via secondary research and the part 1 of the primary research is validated with the interviews from individual consultants and subject matter experts.

Consultants are those set of people who have at least 12 years of experience and expertise within the industry whereas Subject Matter Experts are those with at least 15 years of experience behind their back within the same space. The data with the help of two main processes i.e., FGDs (Focused Group Discussions) and IDs (Individual Discussions). This gives us a 3rd party nonbiased primary view of the market scenario making it a more dependable one while collation of the data pointers.

Step 3: Data Bank Validation

Once all the information is collected via primary and secondary sources, we run that information for data validation. At our intelligence centre our research heads track a lot of information related to the market which includes the quarterly reports, the daily stock prices, and other relevant information. Our data bank server gets updated every fortnight and that is how the information which we collected using our primary and secondary information is revalidated in real time.

Data Bank Validation

Step 4: QA/QC Process

After all the data collection and validation our team does a final level of quality check and quality assurance to get rid of any unwanted or undesired mistakes. This might include but not limited to getting rid of the any typos, duplication of numbers or missing of any important information. The people involved in this process include technical content writers, research heads and graphics people. Once this process is completed the title gets uploader on our platform for our clients to read it.

Step 5: Final QC/QA Process:

This is the last process and comes when the client has ordered the study. In this process a final QA/QC is done before the study is emailed to the client. Since we believe in giving our clients a good experience of our research studies, therefore, to make sure that we do not lack at our end in any way humanly possible we do a final round of quality check and then dispatch the study to the client.

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