人力资源数字化丨 研究报告 核心摘要： 市场规模： 2024年中国人力资源数字化市场规模约303亿元，同比增长13.2%。由于AIGC应用从小场景试点逐步转向规模化落地，预计2027年市场规模将达到 484亿元，未来三年平均复合增速16.9%。 | 产 品 迭代 | ： | 部分头部一体化厂商倾向于利用PaaS平台构建灵活开发框架，以支撑按需定制与快速迭代。 | | --- | --- | --- | | AI+HR： | | AI应用呈现场景上从招聘、测评环节向培训场景延展；应用上从智能交互到智慧建议；模型上从行业模型到企业私有模型的发展特征。未来Agent HR员 | 工将有机会能实现跨系统作业。 人力资源数字化市场规模 2024年市场规模约303亿元，未来3年复合增速16.9% 市场规模：2024年中国人力资源数字化市场规模约303亿元，同比增长13.2%。全球经济下行压力下，企业IT支出趋于保守，对人力的管理目标也从 业务增长向成本优化转移。人力数字化市场进入存量优化阶段，增量需求更多依赖于AI应用及功能迭代。 增速预测：企业对AIGC的接受度提升，应用模式逐步从小范围、小场景试点转向规模化落地。随着 ...

Market Overview - The digital human resources market in China is projected to reach approximately 30.3 billion yuan in 2024, with a year-on-year growth of 13.2%. By 2027, the market size is expected to grow to 48.4 billion yuan, with an average compound annual growth rate of 16.9% over the next three years [1][3]. Product Iteration - Leading integrated vendors are inclined to utilize PaaS platforms to build flexible development frameworks that support on-demand customization and rapid iteration [2][35]. - AI applications are expanding from recruitment and assessment to training scenarios, evolving from intelligent interaction to smart suggestions, and transitioning from industry models to proprietary enterprise models [2][45]. Current State of HR Management - In most enterprises, the HR department plays a leading role in transformation, shifting its focus towards maximizing human capital value [6][7]. Digital Transformation Planning - Currently, 97% of enterprises have begun digital transformation efforts, primarily initiated by HR departments. There is a gradual shift from bottom-up to top-down transformation, indicating a strategic shift from efficiency in talent management to strategic human capital management [7][9]. Focus Areas in Digital HR - The core focus of digital HR is on top-level design and technological implementation, with an emphasis on process innovation and iteration. Many enterprises prioritize initial investments in system architecture and process optimization, while showing insufficient attention to mid-to-late operational phases [9][62]. Globalization of HR Systems - For companies expanding overseas, safety and compliance are critical, encompassing personal information protection and adherence to local labor laws. The digital HR system should be built in phases, starting with overseas team expansion and evolving towards a global integrated talent team as business grows [12][51]. Industry-Specific HR Needs - Retail: The retail industry, characterized by a high proportion of part-time workers and seasonal fluctuations, requires flexible scheduling and real-time training solutions [18][20]. - Manufacturing: The manufacturing sector emphasizes rapid onboarding and performance calculation for blue-collar workers, alongside a focus on training for high-level talent [24][25]. - Internet: Internet companies benefit from a mature digital infrastructure and agile management, necessitating integrated talent systems for rapid talent acquisition and development [28][29]. Trends in Digital HR - Companies are increasingly investing in AI, with 64% planning to increase their AI investments by 5%-30% annually. The focus is shifting from talent growth to enhancing human efficiency and managing costs effectively [62][65]. - Vendors are moving from isolated AI applications to comprehensive integration, focusing on automation and personalization to enhance value [65][66].

Market Overview - The market size of China's human resources digitalization is expected to reach approximately 30.3 billion yuan in 2024, with a year-on-year growth of 13.2%. By 2027, the market size is projected to reach 48.4 billion yuan, with an average compound annual growth rate of 16.9% over the next three years [1][3]. Product Iteration - Leading integrated vendors are inclined to utilize PaaS platforms to build flexible development frameworks that support on-demand customization and rapid iteration [2][35]. - AI applications are expanding from recruitment and assessment to training scenarios, evolving from intelligent interaction to smart suggestions, and from industry models to proprietary enterprise models [2][45]. Current State of Human Resource Management - Most enterprises view their HR departments as the main drivers of transformation, shifting the focus towards maximizing human capital value [6][7]. Digital Transformation Planning - Currently, 97% of enterprises have begun digital transformation efforts, primarily initiated by HR departments. There is a gradual shift from bottom-up to top-down transformation approaches, indicating a strategic shift towards human capital management [7][9]. Focus Areas in Digitalization - The core focus of human resources digitalization is on top-level design and technological implementation, with an emphasis on process innovation and iteration [9][62]. Globalization of HR Systems - For companies expanding overseas, safety and compliance are critical, including personal information protection and adherence to local labor laws. The digitalization of HR should be phased, starting with team expansion and moving towards integrated global talent management [12][51]. Industry-Specific HR Needs - Retail: High turnover and seasonal fluctuations necessitate flexible scheduling and real-time training. The focus is on mobile, automated, and intelligent workforce management systems [18][20]. - Manufacturing: Emphasizes rapid onboarding and performance calculation for blue-collar workers, alongside the need for advanced training for R&D personnel [24][25]. - Internet: Requires agile, integrated talent systems supported by a mature digital infrastructure to facilitate rapid talent acquisition and development [28][29]. Competitive Strategies of HR Vendors - HR digitalization vendors are focusing on mid-sized enterprises, while integrated solutions target larger companies. Niche vendors leverage specific scenarios to gain market entry [38][65]. AI Integration in HR - The application of AI in HR is evolving from isolated implementations to comprehensive integration, focusing on automation and personalization to enhance efficiency and employee experience [62][65].

Market Overview - The market size of China's human resources digitalization is expected to reach approximately 30.3 billion yuan in 2024, with a year-on-year growth of 13.2%. By 2027, the market size is projected to reach 48.4 billion yuan, with an average compound annual growth rate of 16.9% over the next three years [1][3]. Product Iteration - Leading integrated vendors are inclined to utilize PaaS platforms to build flexible development frameworks that support on-demand customization and rapid iteration [2][3]. - AI applications are expanding from recruitment and assessment to training scenarios, evolving from intelligent interaction to smart suggestions, and from industry models to proprietary enterprise models [2][3]. Current State of HR Management - In most enterprises, the HR department plays a leading role in transformation, shifting its focus towards maximizing the value of human capital [6][7]. Digital Transformation Planning - Currently, 97% of enterprises have begun digital transformation efforts, primarily initiated by HR departments. There is a gradual shift from bottom-up to top-down transformation, indicating a strategic shift from efficiency in talent management to strategic human capital management [7][9]. Focus Areas in Digitalization - The core focus of human resources digitalization is on top-level design and technological implementation, with an emphasis on process innovation and iteration. Over half of the enterprises believe that the key to digitalization lies in system architecture and process optimization, while attention to mid-to-late stage operations remains insufficient [9]. Globalization of HR Systems - For enterprises going overseas, safety and compliance are critical, including personal information protection and adherence to local labor laws. The digitalization of HR should be phased, starting with overseas team expansion and progressing to a hybrid employment model [12][16]. Industry-Specific HR Needs - Retail: The retail industry, characterized by a high proportion of part-time workers (nearly 60%), requires flexible scheduling and real-time training due to seasonal fluctuations in workforce demand [18][20]. - Manufacturing: The manufacturing sector emphasizes rapid onboarding and performance calculation for blue-collar workers, alongside a focus on training for high-level talent due to the low overall digitalization level [24][25]. - Internet: Internet companies benefit from a mature digital infrastructure, requiring agile, integrated talent systems to support rapid business iteration and employee growth [28][29]. Trends in Digitalization - Enterprises are increasingly shifting from personnel management to performance management, with over half planning to increase AI investment by 5-30% annually. The focus is on enhancing employee experience and operational efficiency through automation and personalization [62][65]. Competitive Strategies of Vendors - HR digitalization vendors are focusing on mid-sized enterprises, offering integrated solutions for large enterprises, while niche vendors leverage their scene advantages [38]. The evolution of product matrices involves horizontal integration of product modules and vertical development of PaaS foundations [35].