Market Analysis

Worldwide and U.S. Human Capital Management

Applications 20142018 Forecast
Lisa Rowan

IDC OPINION
The human capital management (HCM) market remained strong in 2013, but with growth that
moderated a bit from prior year-over-year growth. There was continued interest in first-time purchases
of new solutions and replacements of aging core systems. Growth remained in or near double digits in
the Americas and EMEA regions in 2013, while in Asia/Pacific, spending declined. Further:

Worldwide revenue for the human capital management applications market was $10.4 billion
in 2013, representing growth of 9.1% over 2012. The worldwide market is forecast to reach
$15.4 billion in 2018, growing at a CAGR of 8.2%.

Of the major regions, EMEA showed the highest growth in 2013 (12.2%), followed by the
Americas (9.7%) and Asia/Pacific (including Japan) (-5.4%). Out to 2018, the Americas region
posts the highest forecast CAGR at 8.4%, followed by EMEA at 8% and Asia/Pacific (including
Japan) at 6.8%.

Interest and investment in human capital management solutions continue to be strong,

outpacing many other application markets. The market for HCM solutions is a highly
competitive one. To remain competitive, suppliers are urged to consider focusing on employee
experience through the delivery of intuitive user interfaces and effective use of social and
mobile technologies.

May 2014, IDC #248745

IN THIS STUDY
This study provides a sizing of the human capital management applications market in 2013 and a
20142018 forecast for this market. Historical and forecast revenue data is shown for the total
worldwide market and by geographic region. Further, the worldwide and U.S. markets are presented
by HCM segments of core HR, workforce management, recruiting, learning, performance, and
compensation.

Methodology
See the Methodology in the Learn More section for a description of the forecasting and analysis
methodology employed in this study.
In addition, please note the following:

The information contained in this study was derived from IDC's Software Market Forecaster
database as of May 9, 2014.

All numbers in this document may not be exact due to rounding.

For more information on IDC's software definitions and methodology, see IDC's Software
Taxonomy, 2013 (IDC #241527, June 2013).

This forecast replaces that found in Worldwide and U.S. Human Capital Management
Applications 20132017 Forecast: The Cloud Spurs Continued Growth (IDC #241032, May
2013).

Human Capital Management Applications Market Definition

Human capital management (HCM) applications software automates business processes that cover
the entire span of an employee's relationship with the corporation as well as management of other
human resources used by the enterprise (e.g., contingent labor, contractors, and consultants),
including increasingly human resources employed by suppliers and customers.
The center of the HCM applications suite is designed for core HR functions such as personnel records,
benefits administration, and compensation. Increasingly, these functions are being delivered as
employee self-service or manager self-service to automate record keeping and updating as well as
consolidated reporting.
It is important to note that payroll applications category is sized, forecast, and reported out separately
from human capital management.

Core HR
Core HR serves as the primary repository for the master employee record. Core HR also includes
those functions that are needed to manage the workforce, manage benefits administration, and feed
information needed to properly compensate the workforce.

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Workforce Management
Workforce management applications are designed to automate the deployment of the workforce
through workload planning, scheduling, time and attendance tracking, resource management, and
rules and compliance management. Increasingly, workforce management applications are being
integrated into customer relationship management applications in a contact center environment.

Recruiting
Recruiting applications are designed to automate the recruitment process through sourcing, better
tracking of applicants, screening and skills assessment, profiling and resume processing, and
identifying talent inside or outside the organization.

Learning Management
Learning management applications are designed to automate the development, tracking, and delivery
of learning content and experiences to employees with the goal of improving employee skills and
productivity. Learning content ranges from traditional classroom training to online learning objects to
mentoring. Learning management is increasingly integrated with employee performance management
to prescribe development activities to ameliorate skills gaps or gaps in performance.

Workforce Performance Management

Workforce performance management applications are designed to automate the aggregation and
delivery of information pertinent to the linking of job roles and the mission and goals of the
organization. More specifically, the system allows users to automate the performance review process
by using mechanisms such as training and key performance indicators (KPIs) to constantly track and
monitor the progress of an individual employee, work team, and division.

Compensation Management
Compensation management applications are designed to automate the process of planning and
administering workforce compensation, providing both compensation administrators and managers
tools to rationalize and confer salary actions. This category also includes incentive management,
which involves cash and noncash incentives to employees, partners, and external users through
advanced modeling, reporting, and built-in interfacing to payroll accounting systems.

SITUATION OVERVIEW

The Human Capital Management Applications Market in 2013

The market for HCM applications grew in 2013 by 9.1% to reach $10.4 billion worldwide. Growth was
lower than the growth in 20112012 but still strong, spurred by continued interest and attention to talent
management as well as a desire to move to cloud computing to lower costs and IT complexity.
An analysis of the human capital management applications market in 2013, including vendor revenue
and shares, will be published in Worldwide Human Capital Management Applications 2013 Vendor
Shares: Total Market, Core HR, Workforce Management, Recruiting, Learning Management,
Performance Management, and Compensation Management (IDC #248742, forthcoming).

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FUTURE OUTLOOK

Forecast and Assumptions

Human Capital Management Applications Forecast by Region,
20142018
IDC's estimate of growth in spending in the human capital management applications market through
2018 is presented in Table 1. The worldwide market is forecast to reach $15.4 billion in 2018, growing
at a CAGR of 8.2%.
IDC analysts around the globe supplied regional input and insight into the human capital management
applications market forecast. The worldwide forecast is the aggregation of the regional data included in
Table 1.
Of the major regions, the EMEA showed the highest growth in 2013 (12.2%), followed by the Americas
(9.7%) and Asia/Pacific (including Japan) (-5.4%). Out to 2018, the Americas region posts the highest
forecast CAGR at 8.4%, followed by EMEA at 8% and Asia/Pacific (including Japan) at 6.8%.
Many factors are playing into the drive in human capital spending in Western Europe and the
Americas. In particular, the U.S. market, which accounts for the majority of the Americas revenue,
shows particularly rigorous spending, with much investment in replacing older technology with SaaSbased solutions and first-time purchases of newer talent management solutions.

TABLE 1
Worldwide Human Capital Management Applications Revenue by Region,
20132018 ($M)

2013

2014

2015

2016

2017

2018

2013
Share
(%)

Americas

6,561.9

7,121.4

7,736.2

8,396.5

9,089.7

9,833.0

63.3

64.0

8.4

EMEA

3,007.9

3,316.0

3,573.9

3,843.6

4,127.4

4,419.9

29.0

28.8

8.0

792.4

828.4

888.3

953.1

1,023.1

1,099.9

7.6

7.2

6.8

10,362.1

11,265.8

12,198.5

13,193.2

14,240.3

15,352.8

100.0

100.0

8.2

9.1

8.7

8.3

8.2

7.9

7.8

Asia/Pacific
(including Japan)
Total
Growth (%)

2018
Share
(%)

20132018
CAGR (%)

Note: See Table 4 for top 3 assumptions and Table 5 for key forecast assumptions.
Source: IDC, 2014

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Human Capital Management Applications Forecast by Segment,

20142018
Interest in understanding how the various segments of HCM fit into the whole is on the rise. Table 2
provides a breakdown of worldwide application spending in 2013 and a five-year forecast by the six
major segments in HCM core HR, workforce management, recruiting, learning, performance, and
compensation. Table 3 shows 2013 spending and a five-year forecast for the six segments for the
United States.
For vendor shares, refer to Worldwide Human Capital Management Applications 2013 Vendor Shares:
Total Market, Core HR, Workforce Management, Recruiting, Learning Management, Performance
Management, and Compensation Management (IDC #248742, forthcoming).

TABLE 2
Worldwide Human Capital Management Applications Revenue by Segment,
20132018 ($M)
20132018
CAGR (%)

2013

2014

2015

2016

2017

2018

Core HR

5,232.9

5,677.9

6,135.8

6,623.0

7,148.6

7,691.7

8.0

Workforce management

1,575.0

1,701.1

1,829.8

1,965.8

2,107.6

2,256.9

7.5

Recruiting

1,450.7

1,565.9

1,683.4

1,807.5

1,936.7

2,088.0

7.6

Learning

829.0

912.5

1,000.3

1,095.0

1,196.2

1,297.3

9.4

Performance

797.9

878.7

963.7

1,055.5

1,153.5

1,251.3

9.4

Compensation

476.7

529.5

585.5

646.5

697.8

767.6

10.0

10,362.1

11,265.8

12,198.5

13,193.2

14,240.3

15,352.8

8.2

Total

Note: See Table 4 for top 3 assumptions and Table 5 for key forecast assumptions.
Source: IDC, 2014

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TABLE 3
U.S. Human Capital Management Applications Revenue by Segment,
20132018 ($M)
20132018
CAGR (%)

2013

2014

2015

2016

2017

2018

2,995.0

3,243.1

3,502.1

3,774.8

4,069.2

4,369.7

7.8

Workforce management

901.5

971.7

1,044.4

1,120.4

1,199.7

1,282.1

7.3

Recruiting

830.3

894.4

960.8

1,030.2

1,102.4

1,186.2

7.4

Learning

474.5

521.2

570.9

624.1

680.9

737.0

9.2

Performance

456.7

501.9

550.0

601.6

656.6

710.8

9.3

Compensation

272.8

302.4

334.2

368.5

397.2

436.1

9.8

5,930.7

6,434.8

6,962.4

7,519.4

8,106.0

8,722.0

8.0

Core HR

Total

Note: See Table 4 for top 3 assumptions and Table 5 for key forecast assumptions.
Source: IDC, 2014

Worldwide
The fastest-growing segment is compensation management, which is also the newest and smallest in
terms of spending. Spending on compensation management applications was $477 million in 2013
and is slated to reach $768 million in 2018, a CAGR of 10%. The slowest growing segment is
workforce management. Workforce management is a mature market with revenue of $1.6 billion in
2013 and is forecast to grow to $2.3 billion in 2018, a CAGR of 7.5%.

United States
Segmentation remains consistent in the U.S. market, while growth rates are slightly lower across all
segments than for worldwide. Core HR is the largest yet slower-growing market, while performance
and compensation management will grow the fastest and are the newest and smallest in terms of
spending.

Assumptions
Table 4 shows the top 3 assumptions and Table 5 shows the key forecast assumptions underlying this
worldwide and U.S. human capital management applications forecast.

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TABLE 4
Top 3 Assumptions for the Worldwide and U.S. Human Capital Management
Applications Market, 20142018
Changes to This
Assumption That
Could Affect Current
Forecast

Comments

Market Force

IDC Assumption

Significance

Economy

The global economy was

sluggish in 2013, with volatility
in emerging markets and
weaker growth in mature
economies. The U.S.
government shutdown
dragged on the GDP in the
fourth quarter, and the
recoveries in Europe and
Japan appeared to lose some
steam. China recorded its
slowest rate of growth in 14
years. 2014 will see stronger
growth in mature economies
including the United States,
but emerging markets are
vulnerable to capital flight and
will be volatile again.

The economy drives

job retention and job
growth. Continuing
global strain will
likely impact job
growth.

Should the
economy
deteriorate or GDP
targets not be hit,
employment may
not rebound,
causing HR-related
spending to
stagnate or retract.

Current economic
conditions vary
across the major
geographies, so
what may be an
accelerator in one
region may prove
an inhibitor in other
regions.

Unemployment/
job creation

Unemployment worldwide is
still hovering at high levels,
but most regions will see
gradual declines in their
jobless rates over the next two
years. In the United States,
unemployment has dropped
below 7% and the pace of job
creation seems to have
improved slightly but remains
tepid by historical standards.
Unemployment continued to
rise in some countries in
Europe in 2013, partly
because of public sector job
cuts related to austerity
measures, but is expected to
turn a corner by the end of
2014.

Many HR solution
segments are
directly related to
the size of the
workforce and
speed of job
creation. Therefore,
employment is the
most important
factor impacting
HCM solution
spending.

Should employment
rebound more
rapidly than
anticipated, certain
HR solution sectors
may see stronger
growth than
forecast.

Conversely, if
unemployment
stays at current
levels, forecast
growth may not be
realized.

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TABLE 4
Top 3 Assumptions for the Worldwide and U.S. Human Capital Management
Applications Market, 20142018

Market Force

IDC Assumption

Significance

Cloud

The key advantage to cloud

services should be the ability
of IT organizations to shift IT
resources from maintenance
to new initiatives. This in turn
could lead to new business
revenue and competitiveness
as well as create new
opportunities for IT vendors in
SMB and emerging markets.
The benefits may be offset to
some extent by
cannibalization in the short
term, resulting in shorter
service engagements, price
model disruption, and some
hardware commoditization,
but a strong economy would
see most organizations shift
resources to new IT
development and adoption
areas in the long term. We
see cloud adoption as an IT
spending driver overall,
despite these cannibalization
effects in the next two to three
years.

The cloud delivery

model is disrupting
the market for
services and
inhibiting purchase
of on-premise
solutions, which
require more
lengthy and costly
transformation
services. Also,
cloud inhibits the
adoption of some
HR process and
BPO services.

Changes to This
Assumption That
Could Affect Current
Forecast
A strong push to
cloud may
negatively impact
spending in HR
solutions in the
short term as the
balance will shift
from alleviating the
burden of highly
customized onpremise solutions to
less complex
engagements.

Comments
Cloud is
accelerating the
number of new
implementations but
has the longer-term
impact of lowering
engagement value.

Note: These assumptions update those found in Worldwide and U.S. Human Capital Management Applications 20132017

Forecast: The Cloud Spurs Continued Growth (IDC #241032, May 2013).
Source: IDC, 2014

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TABLE 5
Key Forecast Assumptions for the Worldwide and U.S. Human Capital
Management Applications Market, 20142018

Market Force

IDC Assumption

Impact

The global economy was sluggish

in 2013, with volatility in emerging
markets and weaker growth in
mature economies. The U.S.
government shutdown dragged
on the GDP in the fourth quarter,
and the recoveries in Europe and
Japan appeared to lose some
steam. China recorded its slowest
rate of growth in 14 years. 2014
will see stronger growth in mature
economies including the United
States, but emerging markets are
vulnerable to capital flight and will
be volatile again.

High. A down economy

affects business and
consumer confidence, the
availability of credit and
private investment, and
internal funding. A recession
would cause businesses to
delay IT upgrades and some
new projects; a rising
economy does the opposite.

Unemployment worldwide is still

hovering at high levels, but most
regions will see gradual declines
in their jobless rates over the next
two years. In the United States,
unemployment has dropped
below 7% and the pace of job
creation seems to have improved
slightly but remains tepid by
historical standards.
Unemployment continued to rise
in some countries in Europe in
2013, partly because of public
sector job cuts related to austerity
measures, but is expected to turn
a corner by the end of 2014.

High. More employment

drives more need for ICT
spending and is a lagging
indicator of economic
recovery; job creation should
be accompanied by a
willingness to invest in other
areas. The flip side is also
true fewer employees
means less IT spending
and is an indicator of weak
business confidence. It's also
becoming clear that IT
spending is, in some cases, a
substitution for labor costs.

Accelerator/
Inhibitor/
Neutral

Certainty of
Assumption

Macroeconomics
Economy

Unemployment/job
creation

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TABLE 5
Key Forecast Assumptions for the Worldwide and U.S. Human Capital
Management Applications Market, 20142018

Market Force

IDC Assumption

Impact

Cloud

The key advantage to cloud

services should be the ability of
IT organizations to shift IT
resources from maintenance to
new initiatives. This in turn could
lead to new business revenue
and competitiveness as well as
create new opportunities for IT
vendors in SMB and emerging
markets. The benefits may be
offset to some extent by
cannibalization in the short term,
resulting in shorter service
engagements, price model
disruption, and some hardware
commoditization, but a strong
economy would see most
organizations shift resources to
new IT development and
adoption areas in the long term.
We see cloud adoption as an IT
spending driver overall, despite
these cannibalization effects in
the next two to three years.

High. Key advantage to cloud

services should be the ability
of IT organizations to shift IT
resources from maintenance
to new initiatives. This in turn
could lead to new business
revenue and competitiveness
as well as create new
opportunities for IT vendors in
SMB and emerging markets.
The short-term benefits may
be offset to some extent in
the long term by shorter
service engagements, price
model disruption, and some
hardware commoditization,
but a strong economy would
see most organizations shift
resources to new IT
development and adoption
areas.

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Accelerator/
Inhibitor/
Neutral

Certainty of
Assumption

TABLE 5
Key Forecast Assumptions for the Worldwide and U.S. Human Capital
Management Applications Market, 20142018

Market Force

IDC Assumption

Impact

Convergence

Convergence is a complex
phenomenon working at many
levels: convergence of the
telephone network and the
Internet, communications and IT
technologies, consumer and
enterprise technologies, and even
storage, routing, and processing
in the datacenter. Of these,
perhaps the most overarching is
the convergence of voice, video,
and data communications. This
convergence is a permanent
phenomenon and will pick up
pace as the decade wears on.
One measure is that IDC
recorded 1.9 billion users on the
Internet and 3 billion users of the
phone network by the end of
2012. The overlap will be
significant.

Moderate. Convergence will

drive new competitive
dynamics, offer new
applications and functions to
customers, and strain the
legal and regulatory systems.
It will also drive increased ICT
spending.

The swing to emerging

geographies is evident. The
number of scientists and
engineers in the United States
and Western Europe is falling
compared with the number of
scientists and engineers in China
and India, while growth in the
number of IT-related employees
in those countries is three times
the world average. Recent
volatility in emerging markets
may disrupt this pattern in the
short term, but we expect it to
continue in the medium term and
the long term.

Moderate. The migration will

increase the overhead costs
of finding, recruiting, and
managing talent from global
pools. It should, however,
also lower costs and may
even lead to more innovation.

Distribution of
talent

Accelerator/
Inhibitor/
Neutral

Certainty of
Assumption

Legend: very low, low, moderate, high, very high

Note: These assumptions update those found in Worldwide and U.S. Human Capital Management Applications 20132017

Forecast: The Cloud Spurs Continued Growth (IDC #241032, May 2013).
Source: IDC, 2014

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Market Context
A five-year forecast (20132017) was last published for the human capital management applications
market in Worldwide and U.S. Human Capital Management Applications 20132017 Forecast: The
Cloud Spurs Continued Growth (IDC #241032, May 2013). Table 6 compares the forecast published in
that document with the current forecast in terms of regional revenue and worldwide annual growth
rates. Historical data (20092013) is also included in Table 6 for comparison purposes. Figure 1
displays the same data in graphical form.
The application revenue forecast shown in this study is slightly higher overall than prior forecasts due
in part to overall economic improvement.

TABLE 6
Worldwide Human Capital Management Applications Revenue, 20092018:
Comparison of May 2013 and May 2014 Forecasts ($M)

May 2014
forecast
Growth (%)
May 2013
forecast
Growth (%)

2009

2010

2011

2012

2013

2014

2015

2016

2017

2018

6,594.1

7,402.2

8,323.0

9,498.3

10,362.1

11,265.8

12,198.5

13,193.2

14,240.3

15,352.8

NA

12.3

12.4

14.1

9.1

8.7

8.3

8.2

7.9

7.8

6,499.7

7,294.5

8,160.5

9,162.7

9,964.1

10,792.3

11,652.8

12,551.4

13,489.1

NA

NA

12.2

11.9

12.3

8.7

8.3

8.0

7.7

7.5

NA

Notes:
See Worldwide and U.S. Human Capital Management Applications 20132017 Forecast: The Cloud Spurs Continued Growth (IDC
#241032, May 2013) for prior forecast.
Historical market values presented here are as published in prior IDC documents based on the market taxonomies and current U.S.
dollar exchange rates existing at the time the data was originally published. For more details, see the Methodology in the Learn More
section.
Source: IDC, 2014

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FIGURE 1
Worldwide Human Capital Management Applications Revenue, 20092018:
Comparison of May 2013 and May 2014 Forecasts

Source: IDC, 2014

ESSENTIAL GUIDANCE
Interest and investment in human capital management solutions continue to be strong, outpacing
many other application markets. Suppliers are urged to consider the following to achieve competitive
advantage:

Focus on employee experience. Make what you offer and how you offer it shine for everyone,
not just the HR buying team. One of HR's perennial challenges is to get managers and
employees to use HCM systems. To overcome the challenge, HCM systems need to be
intuitive to use while offering some value to the user "what's in it for them." Mobile and social
will help in overcoming this challenge.

Deliver it to mobile. Mobile devices are everywhere. Industry estimates range from 50% to
80% for smartphone penetration in the United States, and tablet ownership is catching up.
According to Fast Company, 79% of smartphone users have their phone next to them for all
but two hours of the working day. Yet the HR function has made few moves to take advantage
of what is becoming the primary way of reaching the workforce. Now is the time for HR to step
up and take an active role in mobile enablement across the HR function with their suppliers'
help.

Make it social. HR executives are not yet seeing the full import social technology can offer to
HR and talent management. Also, HR is not yet leading social collaboration efforts. There are

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glimmers of a coming shift in attitudes where HR executives are now seeing some situations
where social has its place and plan to become more involved in social collaboration. Suppliers
need to get in front of HR buyers with compelling use cases (of which there are many).

LEARN MORE

Related Research

IDC's Software Taxonomy, 2013 (IDC #241527, June 2013)

Worldwide and U.S. Human Capital Management Applications 20132017 Forecast: The
Cloud Spurs Continued Growth (IDC #241032, May 2013)

Worldwide Human Capital Management Applications 2012 Vendor Shares: Total Market, Core
HR, Workforce Management, Recruiting, Learning Management, Performance Management,
and Compensation Management (IDC #240959, May 2013)

The Promise of Integrated Talent Management: A Reality Check (IDC #243704, October 2013)

2013 Human Capital Management Survey: HCM Buyer Actions and Plans (IDC #243110,
September 2013)

Methodology
The IDC software market sizing and forecasts are presented in terms of commercial software revenue.
IDC uses the term commercial software to distinguish commercially available software from custom
software. Commercial software is programs or codesets of any type commercially available through
sale, lease, rental, or as a service. Commercial software revenue typically includes fees for initial and
continued right-to-use commercial software licenses. These fees may include, as part of the license
contract, access to product support and/or other services that are inseparable from the right-to-use
license fee structure, or this support may be priced separately. Upgrades may be included in the
continuing right of use or may be priced separately. All of these are counted by IDC as commercial
software revenue.
Commercial software revenue excludes service revenue derived from training, consulting, and system
integration that is separate (or unbundled) from the right-to-use license but does include the implicit
value of software included in a service that offers software functionality by a different pricing scheme. It
is the total commercial software revenue that is further allocated to markets, geographic areas, and
operating environments. The worldwide software market includes all commercial software revenue
across all functional markets or market aggregations. For further details, see IDC's Software
Taxonomy, 2013 (IDC #241527, June 2013).
The software revenue forecasts presented in this study represent IDC's best estimates and projections
based on the following:

Top-down forecast growth rates by IDC worldwide market analysts

Current U.S. dollar exchange rates as of 4Q13

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Bottom-up/company-level data collection for calendar year 2013 began in January 2014 with in-depth
vendor surveys and analysis to develop detailed 2013 company models by market, geographic region,
and operating environment. This activity will form the basis of vendor share, updated forecast, and
competitive analysis studies that will be published later in the year.

Historical Market Values and Exchange Rates

Historical market values presented here are as published in prior IDC documents based on the market
taxonomies and current U.S. dollar exchange rates existing at the time the data was originally
published. For markets other than the United States, these as-published values are therefore based on
a different exchange rate each year.
Because many individual countries contribute to regional totals, it is difficult to give precise differences
between current and constant currency values in this document. However, the scale of the difference
can be understood from the movement of the U.S. dollar against major regional currencies. Customers
should consider multiplying regional historical market values for each year by the change in value of
the U.S. dollar against representative currencies in the region as shown in Table 7. This will provide a
better approximation of local market growth. For example, to restate 2012 eurozone values into 2013
dollars, one would adjust the 2012 value upward by 3% (because the dollar weakened slightly against
the euro in 2013).
Please refer to IDC's regional research studies containing historical forecasts for multiple countries for
more accurate regional growth in local currencies. Note that this discussion applies only to historical
values prior to 2013. 2013 and all future years are forecast at a constant exchange rate.

TABLE 7
Exchange Rates, 20062013 (%)
2006

2007

2008

2009

2010

2011

2012

2013

106

97

91

95

100

95

103

100

85

78

85

100

101

97

99

100

Yen

119

121

106

96

90

82

82

100

Canadian dollar

110

104

104

111

100

96

97

100

Mexican peso

86

86

87

106

99

97

103

100

Brazilian real

101

90

85

93

82

77

90

100

Euro
Pound

Note: To restate prior-year U.S. dollars, multiply historical market values by the percentage indicated in the table.
Source: IDC, January 2014

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Synopsis
This IDC study provides a sizing of the human capital management (HCM) applications market in 2013
along with a 20142018 forecast. Historical and forecast revenue data is shown for the total worldwide
market by geographic region and by HCM segment and for the United States by HCM segment.
"Interest and investment in human capital management solutions continue to be strong, outpacing
many other application markets," says Lisa Rowan, research vice president, HR, Talent and Learning
Strategies for IDC. "The market for HCM solutions is a highly competitive one. To remain competitive,
suppliers are urged to consider focusing on employee experience through the delivery of intuitive user
interfaces and effective use of social and mobile technologies."

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About IDC
International Data Corporation (IDC) is the premier global provider of market intelligence, advisory
services, and events for the information technology, telecommunications and consumer technology
markets. IDC helps IT professionals, business executives, and the investment community make factbased decisions on technology purchases and business strategy. More than 1,100 IDC analysts
provide global, regional, and local expertise on technology and industry opportunities and trends in
over 110 countries worldwide. For 50 years, IDC has provided strategic insights to help our clients
achieve their key business objectives. IDC is a subsidiary of IDG, the world's leading technology
media, research, and events company.

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