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Human Capital Management (HCM) in the Cloud and Wearable Tech in HCM 2015 - 2020

Human Capital Management (HCM) in the Cloud and Wearable Tech in HCM 2015 - 2020

Human Capital Management (HCM) is the process of aligning all human resource management related functions in a unified and integrated solution that start with the perception of viewing employee as asset or human capital. In the back office, HCM is either a component of an enterprise resource planning (ERP) system or a separate suite that is typically integrated with the ERP. The use of Cloud-based solutions for HCM represents an increasingly attractive alternative to traditional methods.

The introduction of wearable technology and other wireless devices within the realm of Bring Your Own Device (BYOD) represents both a challenge and an opportunity for HCM. Other factors include the emerging convergence trend of Social Mobile Analytics, and Cloud (SMAC) and it impact with the workplace and personnel interactions.

This research evaluates HCM in the Cloud and Wearable Tech. The report analyzes the impact on HCM in the Cloud of various market trends including SMAC integration, wearable gamification, BYOD, Big Data and others. Different HR functions are evaluated in terms of impact. The report includes a review of leading HCM software vendors. The report includes forecasts for the 2015 to 2020 period. Mind Commerce estimates that the HCM software industry will recognize $8.4 B SaaS revenue by 2020.

Target Audience:

Cloud companies
HCM software vendors
HRIS solution providers
Big Data solution providers
Enterprise gamification companies
Wearable technology solution providers
Workplace management solutions providers
Human resource executives of all companies

Companies in Report:

ADP
BenefitFocus
Ceridian
Chetu
Cornerstone
FinancialForce
Halogen
HRSoft
IBM / Kenexa
Infor
Kronos
Lumesse
Oracle
Paycom
Paylocity
PeopleFluent
Saba
SAP/SuccessFactors
SilkRoad
SumTotal Systems
Ultimate Software
Workday

General Methodology

Mind Commerce Publishing's research methodology encompasses input from a wide variety of sources.

We rely heavily upon our Subject Matter Experts (SME) in terms of their market knowledge, unique perspective, and vision. We utilize SME industry contacts as well as previous customers and participants in our market surveys and interactive interviews.

In addition, we rely upon our extensive internal database, which contains modeling, qualitative analysis, and quantitative data. We review secondary sources and compare to our primary sources to update previous findings (for prior version reports) and/or compile baseline information for technology and market modeling.

We share preliminary models with industry contacts (select previous clients, experts, and thought leaders) to verify the veracity of initial modeling. Prior to final report production (analysis, findings, and conclusions), we engage in an internal review with internal SMEs as well as cross-expertise, senior staff members to challenge results.

We believe that forecasts should be prepared as part of an integrated process which involves both quantitative as well as qualitative factors. We follow the following 3-step process for forecasting.

Forecasting Methodology

Step 1 - Forecasts Input: The inputs for the present and historical revenues are derived from industry players. Financial and other quantitative data for individual sub-market categories are derived from original research and tested with interviews with major industry constituents.

Step 2 - Forecasting of Future Years: Mind Commerce extends forecasts based on a variety of factors including demand drivers as well as supply side data. Key success factors and assumptions are considered.

Step 3 - Validation of Data: The final step is to validate projections, which is accomplished in consultation with both internal and external industry experts, including both topic and regional experts. Adjustments are made to the forecasts based on factors identified throughout this process.


1.0 Human Capital Management
1.1 What Is Human Capital Management (Hcm)?
1.2 Hcm Tools To Displace Hrms
1.3 Hcm Software To Hr Functions
1.3.1 Employee Recruitment Software
1.3.2 Employee Education And Training
1.3.3 Employee Management
1.3.4 Payroll And Benefits
1.3.5 Talent Management
1.4 Potential Benefits
2.0 Hcm Trends And Technologies
2.1 Smac Technology And Consumerization
2.2 Social Integration
2.3 Marketing Techniques
2.4 Workforce Analytics
2.5 Cloud Deployment
3.0 Wearable Technology In Workplace
3.1 Workplace Transformation And Use Of Wearable Devices
3.2 The Real Impact
3.3 Cyber Security Risk
3.4 Possible Benefits
3.5 Tasks Of Hr
3.6 Wearable Value
3.7 Employee Productivity
3.8 Information Revolution
3.9 Grievance And Discipline
3.10 Workplace Health
3.11 Redefined Big Data
3.12 Byod And Security
3.13 Hcm Analytics
3.14 Role Of Wearable Devices To Hcm
3.14.1 Smart Glasses
3.14.2 Smartwatches
3.14.3 Smart Wristwear
3.14.4 Head Mounded Display
3.14.5 Wearbale Gamificaiton In Hcm
3.14.6 Kronos Wearable Hcm Gamification Case Study
4.0 Hcm Software Market 2015 – 2020
4.1 Global Total Saas Revenue In Hcm 2015 – 2020
4.2 Global Saas Revenue By Hcm Segment 2015 – 2020
4.3 Global Saas Revenue By Hcm Application Platform 2015 – 2020
4.4 Saas Revenue In Hcm By Regions 2015 – 2020
4.5 Hcm Software Segment Analysis
4.5.1 Employee Recruitment Software
4.5.2 Employee Training Software
4.5.3 Employee Management Software
4.6 Saas Delivery Model
5.0 Hcm Vendor Analysis
5.1 Chetu
5.1.1 Software To Hardware Integration
5.1.2 Industry Vertical
5.2 Ceridian
5.3 Oracle
5.3.1 Oracle Hcm Cloud
5.3.2 Oracle On-premise Solutions
5.4 Sap/Successfactors
5.5 Ibm / Kenexa
5.6 Infor
5.7 Ultimate Software
5.8 Workday
5.9 Peoplefluent
5.10 Adp
5.11 Silkroad
5.12 Saba
5.13 Financialforce Hcm
5.14 Hrsoft
5.15 Lumesse
5.16 Kronos
5.17 Sumtotal Systems
5.18 Halogen
5.19 Cornerstone Ondemand
5.20 Benefitfocus Eenrollment
5.21 Paycom
5.22 Paylocity
5.22.1 Cloud Online Payroll Web Pay
5.22.2 Human Resources
5.22.3 Recruiting & Applicant Tracking Systems
Figures
Figure 1: Issues Driving HCM Analytics Investment
Figure 2: Functions to Integrate with Payroll Management
Figure 3: Global Total SaaS Revenue in HCM 2015 – 2020
Figure 4: HCM Vendor Value Matrix
Figure 5: Technology for HCM Analytics Improvement
Tables
Table 1: Global HCM SaaS Revenue in Performance Management, E-recruiting, E-learning, and Other Segments 2015 – 2020
Table 2: Global HCM SaaS Revenue by Desktop vs. Mobile including Wearable Application Platform 2015 – 2020
Table 3: HCM SaaS Revenue in USA, APAC, Europe, and Other Regions 2015 – 2020

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