Over the last five years, businesses have accelerated their digital transformation journeys. Businesses are struggling with labor shortages and productivity challenges due to a lack of resources and employee burnout. The economic downturn has pressured businesses to innovate and enhance employee experience (EX), efficiency, and productivity.

Organizations are also compelled to manage employee engagement and productivity for hybrid, remote, and globally distributed teams. In addition, the workplace now also includes four generations (i.e., baby boomers, Generation X, Millennials, and Generation Z). Businesses must effectively facilitate onboarding, quality monitoring, and training for each worker type. Businesses recognize that human resource management is not a reactive function but a proactive one. 'People analytics' helps them achieve all of that.

According to Frost & Sullivan, ‘people analytics’, also known as HR analytics or workforce analytics, involves collecting and analyzing employee-related data (across HR and business systems) in a single source, offering real-time dashboards. Employee data throughout the entire employee lifecycle is consolidated and analyzed to improve hiring, employee experience (EX), employee engagement, and retention, as well as overall business outcomes. People analytics software has evolved from an HR reporting tool and influences EX, customer experience (CX), and business performance. This report discusses the top three strategic imperatives in the global people analytics industry, the correlation between EX and CX, the top 10 trends, growth drivers, restraints, and growth opportunities in the people analytics market.

Author: Ankita Singh