통합형 인재 관리 시장 보고서 : 동향, 예측, 경쟁 분석(-2031년)

The future of the global integrated talent management market looks promising with opportunities in the education, manufacturing, BFSI, healthcare, IT & telecommunication, energy, and retail markets. The global integrated talent management market is expected to grow with a CAGR of 10.6% from 2025 to 2031. The major drivers for this market are the increasing demand for workforce automation, the growing need for employee engagement, and the rising adoption of cloud solutions.

• Lucintel forecasts that, within the functionality category, talent acquisition is expected to witness the highest growth over the forecast period.
• Within the end use category, IT & telecommunication is expected to witness the highest growth.
• In terms of region, APAC is expected to witness the highest growth over the forecast period.

Emerging Trends in the Integrated Talent Management Market

The integrated talent management space is now facing deep transformations, fueled by technology, shifting workforce patterns, and a renewed emphasis on human-focused approaches. These new trends are not incremental developments but represent the radical shift in the way organizations source, nurture, engage, and hold onto their talent. Appreciating these critical shifts is vital for HR executives and companies if they are to stay ahead of the curve and create robust, future-proof workforces.

• Skills-First Approach and in-House Talent Marketplaces: One of the major emerging trends is the movement away from a conventional role-based model towards a skills-first model in talent management. Companies are more interested in discovering, monitoring, and cultivating individual employees' skills and not merely their job titles. This is resulting in the development of internal talent marketplaces, where the employees are able to discover development opportunities, gig tasks, or fresh roles based on their capabilities, driving internal mobility and minimizing external recruitment. This methodology increases the agility of the workforce and remedies skill shortages in advance.
• Hyper-Personalization of Employee Experience Through AI: The market is seeing a robust trend towards hyper-personalizing the employee experience right through the entire talent lifecycle, driven by artificial intelligence to a large extent. AI algorithms process individual employee data, performance, and preferences to provide customized learning recommendations, career path suggestions, personalized feedback, and personalized onboarding experiences. Personalization to this extent is intended to have a dramatic positive impact on employee engagement, satisfaction, and retention by making every individual feel valued and supported in their professional development journey.
• Inclusion Of Workforce Well-Being And Mental Health Within ITM Platforms: There is a growing understanding that employee well-being, including mental health, is central to talent management. ITM platforms are now incorporating features that facilitate employee well-being, such as stress management tools, mindfulness initiatives, virtual coaching, and work-life balance trackers. This is being fueled by greater sensitivity to mental health concerns, a wish to avoid burnout, and the fact that a healthy and engaged workforce is more productive and resilient.
• Predictive Analytics and Prescriptive Recommendations for Workforce Planning: Application of advanced analytics, especially predictive and prescriptive analytics, is fast becoming a cornerstone of ITM. Companies are using big data from their HR systems to predict future talent requirements, detect potential risk of flight, forecast performance trends, and examine the impact of different HR interventions. These provide inputs for proactive workforce planning, strategic hiring, and fact-based decisions, transforming HR into a more strategic and forward-looking organization.
• Continuous and Agile Performance Management, and Feedback Systems: Traditional yearly performance reviews are giving way to more nimble and continuous performance management paradigms. This is focusing on regular check-ins, feedback in real-time, and continuous coaching between managers and staff. ITM platforms are changing to enable these flexible approaches, providing features for continuous feedback, goal alignment, and 360-degree feedback, so as to promote a culture of continuous learning and improvement that responds better to quick changes in the business environment and the evolving needs of employees.

These new trends are basically transforming the integrated talent management market by designing more adaptive, data-based, and employee-focused systems. The transition towards a skills-first and hyper-personalization are empowering people and driving internal development. The merging of well-being, combined with advanced analytics and flexible performance management, is making solutions for ITM more holistic and strategic and allowing organizations to develop highly engaged, productive, and resilient workforces in a volatile global world.

Recent Developments in the Integrated Talent Management Market

The integrated talent management market is going through a phase of rapid innovation, fueled by the changing needs of today's workforce, accelerating technological changes, and the imperative for organizations to maximize their human assets. These trends are shaping the way businesses recruit, grow, engage, and retain talent, shifting towards more comprehensive, evidence-based, and employee-focused strategies.

• Increased Integration with Wider HR Ecosystems And Business Solutions: Primary importance is greater integration of ITM platforms with other HR systems (e.g., payroll, HRIS) and more general business applications (e.g., CRM, project management solutions). This leads to a more cohesive data environment, with information flowing seamlessly across functions. The result is better data consistency, less manual effort on the part of HR teams, and stronger cross-functional collaboration, enabling a more integrated view of employee data and business performance.
• Wider Adoption of Artificial Intelligence and Machine Learning: The market has witnessed a sharp uptick in AI and machine learning adoption within ITM solutions. AI is utilized for smart candidate matching, resume screening, personalized learning suggestions, employee feedback sentiment analysis, and attrition risk predictive analytics. This innovation dramatically enhances efficiency in talent processes, eliminates bias, gives greater insights, and enables HR to make more data-led and proactive decisions.
• Personalized Learning and Development Paths: Latest trends focus on customization of learning and development activities according to the specific needs and career goals of employees. ITM platforms today provide enhanced learning management systems (LMS) with AI-powered content suggestions, micro-learning units, and adaptive learning routes. This increases continuous skill acquisition, fills precise skill gaps, enhances employee participation, and enables internal mobility so that the workforce is future-proof.
• Rise of "Skills-Based" Talent Management Models: There is a significant trend towards skills-based talent management, with skills, not roles, emerging as the key currency for talent choices. ITM solutions are building capabilities to map, measure, and track skills within the organization, supporting the development of in-house talent marketplaces and enabling skill-based hiring, deployment, and growth. This evolution improves organizational responsiveness, enhances talent optimization, and makes workforce planning more dynamic and responsive to business requirements.
• Addition of Employee Well-Being and Engagement Modules: Recent ITM innovations witness a greater emphasis on employee well-being and engagement. Solutions are adding modules for mental health care, stress management, work-life balance initiatives, and continuous employee feedback and sentiment gathering tools. This integrated perspective acknowledges that employee well-being is paramount to productivity, retention, and overall organizational performance, thereby resulting in more holistic and empathetic talent initiatives.

These new innovations are collectively influencing the integrated talent management market in making it smarter, more connected, and people-focused. The improvements in AI, learning at scale, and skills platforms are driving more efficiency and effectiveness in talent processes. In addition, the focus on integration and employee well-being is shaping ITM into a genuine strategic business necessity, allowing organizations to create more engaged, flexible, and resilient workforces.

Strategic Growth Opportunities in the Integrated Talent Management Market

The integrated talent management market provides important strategic opportunities for growth across key applications, fueled by the mounting complexity of managing the workforce, the need for data-driven HR analytics, and the imperative to maximize human capital. Finding and leveraging these targeted application areas is important for players in the market to realize sustained growth and competitive success. These opportunities arise from the capacity of ITM solutions to automate processes, improve employee experiences, and align talent strategies with larger business goals.

• Talent Acquisition and Onboarding Optimization: A major growth area is optimizing talent sourcing and onboarding processes even further. This includes using AI for enhanced candidate matching, auto-scheduling interviews, and tailored onboarding experiences. Strategic growth can be realized through providing solutions that lower time-to-hire, enhance candidate experience, and increase new hire productivity and retention. Intelligent resume parsing, automated background checks, and tailored first-day experiences are at the forefront in this competitive talent market.
• Continuous Feedback and Performance Management Systems: The transition from traditional annual reviews to continuous performance management is a huge growth opportunity. ITM providers can ride the wave by providing solid platforms that enable regular check-ins, instant feedback, goal alignment, and peer rewards. Opportunities are to build AI-driven analytics to spot high performers and coaching requirements, add 360-degree feedback, and make feedback based on skills, all towards a culture of continuous growth and enhanced employee productivity and engagement.
• Development and Learning with Tailored Pathways: The ongoing demand for reskilling and upskilling opens a potent growth prospect in the learning and development (L&D) space. Strategic growth entails constructing ITM platforms with embedded, AI-powered Learning Management Systems (LMS) that provide customized learning routes, micro-learning components, and skills gap assessments. This enables organizations to anticipate changing skill demands, enable continuous learning culture, and retain professionals by showcasing investment in employee development.
• Leadership Development and Succession Planning: With leadership succession and the necessity of internal talent pipelines looming on the horizon, succession planning and leadership development become compelling growth prospects. ITM solutions have the ability to offer powerful tools for high-potential employee identification, leadership competency assessment, and structured development program design. Strategic growth entails providing predictive analytics for succession potential, management of mentorship programs, and talent mapping capabilities to ensure a robust leadership pipeline and organizational sustainability.
• Predictive Analytics and Workforce Insights: The need for data-driven HR decision-making is a huge strategic growth opportunity. ITM platforms with strong workforce analytics, predictive and prescriptive ones at that, are extremely sought after. Potential exists in creating sophisticated dashboards, reporting capabilities, and AI-driven engines to crunch varied HR data to predict talent requirements, detect attrition risk, track engagement, and align HR expenditure. This enables HR leaders to become strategic business partners, taking fact-based decisions that have a direct impact on organizational performance.

These strategic expansion opportunities are set to have a significant impact on the integrated talent management market by bettering the value proposition of ITM solutions throughout the entire employee life cycle. By leveraging the demand for optimized talent acquisition, continuous performance management, tailored development, solid succession planning, and penetrating workforce analytics, the market can bring enhanced efficiency, increase employee engagement, and better tie human capital plans to overall business plans, resulting in long-term growth and competitive differentiation.

Integrated Talent Management Market Driver and Challenges

The integrated talent management market is influenced by a multifaceted combination of key drivers and challenges, including several technological, economic, and regulatory parameters. These factors together determine market dynamics, impacting demand, supply, pricing tactics, and investment choices for manufacturers and customers. Awareness of these underlying forces is critical for stakeholders to create strong strategies and navigate the intricacies of this critical sector in the printing and packaging sectors.

The factors responsible for driving the integrated talent management market include:

1. Increasing Demand for Workforce Efficiency and Productivity: Key among these drivers is the universal necessity for organizations to be more efficient and productive in their workforce in today's competitive global market. ITM solutions make HR processes efficient, minimize administrative tasks, and offer talent allocation and performance monitoring tools. Through automating repetitive tasks and giving insights into employees' performance, ITM allows companies to utilize their human capital to the fullest, and hence, supports operational effectiveness and business results directly.

2. Increasing Demand for Talent Engagement and Retention: During a period of high employee turnover and a competitive job market, keeping top performers and maintaining employee engagement is paramount. ITM platforms offer unified tools for individualized learning, career development, ongoing feedback, and reward programs, which have a direct impact on employee satisfaction and loyalty. Companies see that by investing in ITM, they can build a positive employee experience that not only cuts down on attrition costs but also preserves a skilled and productive workforce.

3. Cloud Adoption and Digital Transformation in HR: The rapid pace of digital transformation in industries and the exponential growth of cloud-based solutions is a leading cause. Organizations are abandoning isolated HR systems in favor of integrated, cloud-born ITM platforms with scalability, accessibility, and real-time data. The digital transformation makes HR processes more efficient, strengthening data security, and facilitating quicker deployment and updates, making ITM solutions more appealing and effective.

4. Artificial Intelligence and Advanced Analytics Proliferation: The speed and growing availability of AI and machine learning technologies are transforming the ITM industry. AI-enabled solutions are automating hiring, personalizing learning, delivering predictive insights for attrition, and improving performance management. These functionalities allow HR to transition from reactive to proactive approaches, making more evidence-based decisions that maximize talent acquisition, development, and retention, thereby substantially increasing market demand.

5. Emphasis on Skill Building and Internal Mobility: The fast pace of changing job roles and new skill demands are compelling organizations to focus on skills development and internal mobility. ITM platforms that provide effective skill mapping, gap analysis, and internal talent marketplaces are highly sought after. The driver is influenced by the necessity of workforce agility, allowing businesses to reskill and upskill their current employees to address future business requirements, driving a continuous learning and growth culture.

Challenges in the integrated talent management market are:

1. Concerns of Data Privacy and Security: One of the major challenges for the ITM market is dealing with sophisticated data privacy laws (such as GDPR, CCPA) and securing sensitive employee data. With ITM platforms handling immense amounts of personal and performance information, organizations have to meet the challenge of compliance and cyber protection. This requires strong security capabilities, open data handling practices, and ongoing updates to address changing regulatory requirements, which can be financially and technically resource-intensive.

2. Complexity of Integrating with Existing HR Systems: Most organizations continue to work on older, fragmented HR systems that are not natively integrated with new, feature-rich ITM platforms. This integration complexity can result in tremendous implementation difficulties, cost, and data silos. This must be overcome by extensive customization, middleware solutions, or a complete replacement of current systems, which can be a scary, disruptive undertaking for most companies and stifle wider ITM adoption.

3. Resistance to Change and User Adoption: Adoption of a new ITM platform is usually characterized by substantial changes to current HR operations and employee processes, which may be resisted by employees and management. Inadequate training, perceived difficulty, or inability to visualize quick returns can contribute to poor adoption rates. To overcome this, there needs to be strong change management initiatives, comprehensive training, and adequate communication of the advantages in order to facilitate successful adoption and use of the ITM platform.

The combined effect of these drivers and challenges to the integrated talent management market is one of revolutionary growth moderated by key implementation challenges. The drivers urge more intelligent, more efficient, and more employee-driven solutions, but the challenges call for precise management of data privacy, integration issues, and user buy-in. Succeeding in this dynamic market is all about vendors offering extremely secure, tightly integrated, and intuitive platforms that decisively prove a return on investment, allowing companies to properly handle their most significant asset: their people.

List of Integrated Talent Management Companies

Companies in the market compete on the basis of product quality offered. Major players in this market focus on expanding their manufacturing facilities, R&D investments, infrastructural development, and leverage integration opportunities across the value chain. With these strategies integrated talent management companies cater increasing demand, ensure competitive effectiveness, develop innovative products & technologies, reduce production costs, and expand their customer base. Some of the integrated talent management companies profiled in this report include-

• Randstad Sourceright Limited
• Oracle Corporation
• PeopleFluent
• SAP
• Cornerstone OnDemand
• Saba Software
• IBM Corporation
• SilkRoad technology
• Lumesse
• SumTotal Systems

Integrated Talent Management Market by Segment

The study includes a forecast for the global integrated talent management market by functionality, end use, and region.

Integrated Talent Management Market by Functionality [Value from 2019 to 2031]:

• Talent Acquisition
• Performance Management
• Learning Management
• Compensation
• Succession & Leadership Development
• Workforce Planning
• Others

Integrated Talent Management Market by End Use [Value from 2019 to 2031]:

• Education
• Manufacturing
• BFSI
• Healthcare
• IT & Telecommunication
• Energy
• Retail
• Others

Country Wise Outlook for the Integrated Talent Management Market

The integrated talent management industry is experiencing a fundamental shift, driven by the complexity of the contemporary workforce, accelerating technological changes, and the imperative for organizations to capture, develop, and retain their best talent. ITM solutions provide an integrated solution, integrating processes ranging from recruitment and onboarding to performance management, learning and development, and succession planning. Recent trends have mirrored a worldwide transition toward data-informed decision-making, individualized employee experiences, and the utilization of artificial intelligence to create flexible and future-focused workforces in a more competitive talent economy.

• United States: United States ITM market is dominated by a high focus on the utilization of artificial intelligence and advanced analytics for predictive workforce planning and personalized employee development. Recent trends include the growth in the adoption of skills-based talent management platforms that help organizations identify skill gaps and facilitate internal mobility through talent marketplaces. Also, there is a huge emphasis on creating an employee experience through the integration of various HR technologies, powered by a highly competitive labor market and changes in employee expectations for career development and well-being.
• China: China's ITM market is growing at a fast pace, driven by its vast workforce and shift towards a knowledge-based economy. Recent trends emphasize a significant investment in digital transformation of HR, with a strong emphasis on adopting AI to automate recruitment, detect skill gaps, and improve talent pipeline building. Workforce planning is becoming a key focus area for Chinese organizations to respond to changing demands, primarily in technology and finance industries. The market is also witnessing greater emphasis on employee development programs to tackle the misalignment between educational achievement and industry requirements, frequently with government initiatives.
• Germany: The German ITM market is led by attention to strong regulatory compliance, data protection, and promoting employee development through formal learning frameworks. Recent trends involve growing uptake of cloud-based ITM solutions, providing scalability and ease of integration with current enterprise systems. German corporations are actively looking into AI-powered solutions for tailored talent experience, skill mapping, and ongoing performance management, frequently with a focus on keeping transparency and data security at the forefront. The market demonstrates a high dedication to optimizing the workforce and employee engagement, especially among its large and mature corporate market.
• India: India's market for ITM is expanding fast, driven by a young and expanding labor pool and a growing use of online technologies. Recent trends reveal a strong movement towards using Generative AI to recognize skill gaps as well as optimize employee mobility initiatives, with the vast majority of Indian employers employing such tools. There is considerable emphasis placed on aligning talent strategy with mobility initiatives, acknowledging that mobility assignments are career-altering for individuals. The market also places a premium on skill building as a primary driver of talent, in tune with the "Viksit Bharat" vision and requirement for an AI-powered education system.
• Japan: Japan's ITM market is developing to meet its specific demographic issues, specifically an aging workforce and declining population. Recent trends include a significant thrust in leveraging AI in hiring to offset manpower shortages and improve recruitment efficiency. Japanese businesses are putting their emphasis on upskilling and reskilling initiatives to make their employees ready to handle emerging technologies and new job functions. There is also an increasing openness to flexible work arrangements, remote work, and gig work to leverage varying pools of talent, reflecting a transition away from conventional employment models towards more nimble workforce approaches to stay competitive internationally.

Features of the Global Integrated Talent Management Market

• Market Size Estimates: Integrated talent management market size estimation in terms of value ($B).
• Trend and Forecast Analysis: Market trends (2019 to 2024) and forecast (2025 to 2031) by various segments and regions.
• Segmentation Analysis: Integrated talent management market size by functionality, end use, and region in terms of value ($B).
• Regional Analysis: Integrated talent management market breakdown by North America, Europe, Asia Pacific, and Rest of the World.
• Growth Opportunities: Analysis of growth opportunities in different functionalities, end uses, and regions for the integrated talent management market.
• Strategic Analysis: This includes M&A, new product development, and competitive landscape of the integrated talent management market.

Analysis of competitive intensity of the industry based on Porter's Five Forces model.

This report answers following 11 key questions:

• Q.1. What are some of the most promising, high-growth opportunities for the integrated talent management market by functionality (talent acquisition, performance management, learning management, compensation, succession & leadership development, workforce planning, and others), end use (education, manufacturing, BFSI, healthcare, IT & telecommunication, energy, retail, and others), and region (North America, Europe, Asia Pacific, and the Rest of the World)?
• Q.2. Which segments will grow at a faster pace and why?
• Q.3. Which region will grow at a faster pace and why?
• Q.4. What are the key factors affecting market dynamics? What are the key challenges and business risks in this market?
• Q.5. What are the business risks and competitive threats in this market?
• Q.6. What are the emerging trends in this market and the reasons behind them?
• Q.7. What are some of the changing demands of customers in the market?
• Q.8. What are the new developments in the market? Which companies are leading these developments?
• Q.9. Who are the major players in this market? What strategic initiatives are key players pursuing for business growth?
• Q.10. What are some of the competing products in this market and how big of a threat do they pose for loss of market share by material or product substitution?
• Q.11. What M&A activity has occurred in the last 5 years and what has its impact been on the industry?

Table of Contents

1. Executive Summary

2. Market Overview

• 2.1 Background and Classifications
• 2.2 Supply Chain

3. Market Trends & Forecast Analysis

• 3.2 Industry Drivers and Challenges
• 3.3 PESTLE Analysis
• 3.4 Patent Analysis
• 3.5 Regulatory Environment

4. Global Integrated Talent Management Market by Functionality

• 4.1 Overview
• 4.2 Attractiveness Analysis by Functionality
• 4.3 Talent Acquisition: Trends and Forecast (2019-2031)
• 4.4 Performance Management: Trends and Forecast (2019-2031)
• 4.5 Learning Management: Trends and Forecast (2019-2031)
• 4.6 Compensation: Trends and Forecast (2019-2031)
• 4.7 Succession & Leadership Development: Trends and Forecast (2019-2031)
• 4.8 Workforce Planning: Trends and Forecast (2019-2031)
• 4.9 Others: Trends and Forecast (2019-2031)

5. Global Integrated Talent Management Market by End Use

• 5.1 Overview
• 5.2 Attractiveness Analysis by End Use
• 5.3 Education: Trends and Forecast (2019-2031)
• 5.4 Manufacturing: Trends and Forecast (2019-2031)
• 5.5 BFSI: Trends and Forecast (2019-2031)
• 5.6 Healthcare: Trends and Forecast (2019-2031)
• 5.7 IT & Telecommunication: Trends and Forecast (2019-2031)
• 5.8 Energy: Trends and Forecast (2019-2031)
• 5.9 Retail: Trends and Forecast (2019-2031)
• 5.10 Others: Trends and Forecast (2019-2031)

6. Regional Analysis

• 6.1 Overview
• 6.2 Global Integrated Talent Management Market by Region

7. North American Integrated Talent Management Market

• 7.1 Overview
• 7.2 North American Integrated Talent Management Market by Functionality
• 7.3 North American Integrated Talent Management Market by End Use
• 7.4 United States Integrated Talent Management Market
• 7.5 Mexican Integrated Talent Management Market
• 7.6 Canadian Integrated Talent Management Market

8. European Integrated Talent Management Market

• 8.1 Overview
• 8.2 European Integrated Talent Management Market by Functionality
• 8.3 European Integrated Talent Management Market by End Use
• 8.4 German Integrated Talent Management Market
• 8.5 French Integrated Talent Management Market
• 8.6 Spanish Integrated Talent Management Market
• 8.7 Italian Integrated Talent Management Market
• 8.8 United Kingdom Integrated Talent Management Market

9. APAC Integrated Talent Management Market

• 9.1 Overview
• 9.2 APAC Integrated Talent Management Market by Functionality
• 9.3 APAC Integrated Talent Management Market by End Use
• 9.4 Japanese Integrated Talent Management Market
• 9.5 Indian Integrated Talent Management Market
• 9.6 Chinese Integrated Talent Management Market
• 9.7 South Korean Integrated Talent Management Market
• 9.8 Indonesian Integrated Talent Management Market

10. ROW Integrated Talent Management Market

• 10.1 Overview
• 10.2 ROW Integrated Talent Management Market by Functionality
• 10.3 ROW Integrated Talent Management Market by End Use
• 10.4 Middle Eastern Integrated Talent Management Market
• 10.5 South American Integrated Talent Management Market
• 10.6 African Integrated Talent Management Market

11. Competitor Analysis

• 11.1 Product Portfolio Analysis
• 11.2 Operational Integration
• 11.3 Porter's Five Forces Analysis
  • Competitive Rivalry
  • Bargaining Power of Buyers
  • Bargaining Power of Suppliers
  • Threat of Substitutes
  • Threat of New Entrants
• 11.4 Market Share Analysis

12. Opportunities & Strategic Analysis

• 12.1 Value Chain Analysis
• 12.2 Growth Opportunity Analysis
  • 12.2.1 Growth Opportunities by Functionality
  • 12.2.2 Growth Opportunities by End Use
• 12.3 Emerging Trends in the Global Integrated Talent Management Market
• 12.4 Strategic Analysis
  • 12.4.1 New Product Development
  • 12.4.2 Certification and Licensing
  • 12.4.3 Mergers, Acquisitions, Agreements, Collaborations, and Joint Ventures

13. Company Profiles of the Leading Players Across the Value Chain

• 13.1 Competitive Analysis
• 13.2 Randstad Sourceright Limited
  • Company Overview
  • Integrated Talent Management Business Overview
  • New Product Development
  • Merger, Acquisition, and Collaboration
  • Certification and Licensing
• 13.3 Oracle Corporation
  • Company Overview
  • Integrated Talent Management Business Overview
  • New Product Development
  • Merger, Acquisition, and Collaboration
  • Certification and Licensing
• 13.4 PeopleFluent
  • Company Overview
  • Integrated Talent Management Business Overview
  • New Product Development
  • Merger, Acquisition, and Collaboration
  • Certification and Licensing
• 13.5 SAP
  • Company Overview
  • Integrated Talent Management Business Overview
  • New Product Development
  • Merger, Acquisition, and Collaboration
  • Certification and Licensing
• 13.6 Cornerstone OnDemand
  • Company Overview
  • Integrated Talent Management Business Overview
  • New Product Development
  • Merger, Acquisition, and Collaboration
  • Certification and Licensing
• 13.7 Saba Software
  • Company Overview
  • Integrated Talent Management Business Overview
  • New Product Development
  • Merger, Acquisition, and Collaboration
  • Certification and Licensing
• 13.8 IBM Corporation
  • Company Overview
  • Integrated Talent Management Business Overview
  • New Product Development
  • Merger, Acquisition, and Collaboration
  • Certification and Licensing
• 13.9 SilkRoad technology
  • Company Overview
  • Integrated Talent Management Business Overview
  • New Product Development
  • Merger, Acquisition, and Collaboration
  • Certification and Licensing
• 13.10 Lumesse
  • Company Overview
  • Integrated Talent Management Business Overview
  • New Product Development
  • Merger, Acquisition, and Collaboration
  • Certification and Licensing
• 13.11 SumTotal Systems
  • Company Overview
  • Integrated Talent Management Business Overview
  • New Product Development
  • Merger, Acquisition, and Collaboration
  • Certification and Licensing

14. Appendix

• 14.1 List of Figures
• 14.2 List of Tables
• 14.3 Research Methodology
• 14.4 Disclaimer
• 14.5 Copyright
• 14.6 Abbreviations and Technical Units
• 14.7 About Us
• 14.8 Contact Us