The total number of employees at Capital One worldwide increased overall from 2011 to 2024, despite some fluctuations. In 2024, the company employed ****** people, a notable decline from 2022, when the workforce reached ******.

In fiscal year 2024, the total number of employees at Capital One Financial Corporation was 52,600. The employee count increasedby 613 from 51,987 (in 2023) to 52,600 (in 2024). It represents a 1.18% year-over-year growth in employee count.

Capital One Financial reported 51.99K in Employees for its fiscal year ending in December of 2023. Data for Capital One Financial | COF - Employees Total Number including historical, tables and charts were last updated by Trading Economics this last December in 2025.

As of December 2022, the share of female employees in the total U.S. workforce composition of Capital One was ** percent. Between 2019 and 2022, the share of female employees decreased slightly with *** percentage points in difference.

Between 2019 and 2022, the share of white employees in the U.S. workforce of Capital One remained unchanged at approximately ** percent. The second largest racial group in the workforce of Capital One was Asian, which represented approximately ** percent of the total workforce in 2022. The share of Black and African American employees decreased slightly over this period, while the percentage of Hispanic or Latino employees decreased overall.

Capital One Financial Funcionários Número total - Valores atuais, dados históricos, previsões, estatísticas, gráficos e calendário econômico - Nov 2025.Data for Capital One Financial | Funcionários | Número total including historical, tables and charts were last updated by Trading Economics this last November in 2025.

Capital One Financial Des Employés Nombre total - Les valeurs actuelles, des données historiques, des prévisions, des statistiques, des tableaux et le calendrier économique - Nov 2025.Data for Capital One Financial | Des Employés | Nombre total including historical, tables and charts were last updated by Trading Economics this last November in 2025.

Except for JPMorgan Chase, Citigroup, Capital One and Bank of America, the share of minority employees in the total U.S.-based workforce of the leading U.S. banks was less than ** percent. Among the observed banks, JPMorgan Chase had the most diverse workforce, with ** percent of the employees who self-identified were racial minorities. JPMorgan Chase was followed by Citigroup, where the share of people of color was approximately ** percent. Capital One ranked third in terms of racial diversity. Here, the share of non-white employees in the U.S.-based workforce was **** percent. The share was the lowest at PNC Financial Services, where approximately ** percent of the workforce were non-white.

Truist Bank had the highest proportion of Black employees among major U.S. banks, at ***** percent of its total workforce. Capital One ranked second at over ** percent, while PNC, Bank of America, and JPMorgan Chase each maintained Black employee representation between ** and ** percent.

Capital One Financial Karyawan Jumlah Total - Nilai saat ini, data historis, perkiraan, statistik, grafik dan kalender ekonomi - Nov 2025.Data for Capital One Financial | Karyawan | Jumlah Total including historical, tables and charts were last updated by Trading Economics this last November in 2025.

In 2023, the share of female employees in the total workforce of most leading U.S. banks exceeded ** percent. Among the observed banks, Truist and PNC Financial Services had the highest share of female employees in terms of the total workforce, at **** and ** percent, respectively. The lowest share of female employees was seen at Capital One and Goldman Sachs, where the share of women was less than ** percent.Gender diversity: total workforce vs. senior management The relatively high share of female employees in the total workforce of leading U.S. banks may show gender diversity in a good light, but the devil is in the details. The share of female executives and senior level officials and managers in the largest U.S. banks was significantly lower in 2023. The relatively low share of female executives and senior managers in banks is not unique. In numerous other industries, the share of women employed on executive and senior levels tends to be lower than the share of women in the total workforce. Global gender gap index There has been a gradually increasing focus on gender equality in recent years. The global gender gap index was first introduced by the World Economic Forum in 2006 to measure the gender-based gaps among four key dimensions (economic participation and opportunity, educational attainment, health and survival, and political empowerment), and to track the progress of closing these gaps. Based on the four dimensions, the index scores each country between * and *. In 2023, Europe held ***** spots in the top ten, while the United States ranked ****.

Release Date: 2016-09-23..Table Name. . Statistics for U.S. Employer Firms by Sources of Capital Used to Start or Acquire the Business by Sector, Gender, Ethnicity, Race, Veteran Status, and Years in Business for the U.S., States, and Top 50 MSAs: 2014. ..Release Schedule. . This file was released in September 2016.. ..Key Table Information. . These data are related to all other 2014 ASE files.. Refer to the Methodology section of the Annual Survey of Entrepreneurs website for additional information.. ..Universe. . The universe for the 2014 Annual Survey of Entrepreneurs (ASE) includes all U.S. firms with paid employees operating during 2014 with receipts of $1,000 or more which are classified in the North American Industry Classification System (NAICS) sectors 11 through 99, except for NAICS 111, 112, 482, 491, 521, 525, 813, 814, and 92 which are not covered. Firms with more than one domestic establishment are counted in each geographic area and industry in which they operate, but only once in the U.S. total.. In this file, "respondent firms" refers to all firms that reported gender, ethnicity, race, or veteran status for at least one owner or returned a survey form with at least one item completed and were publicly held or not classifiable by gender, ethnicity, race, and veteran status.. ..Geographic Coverage. . The data are shown for:. . United States. States and the District of Columbia. The top fifty most populous metropolitan areas. . ..Industry Coverage. . The data are shown for the total of all sectors (00) and the 2-digit NAICS code level.. ..Data Items and Other Identifying Records. . Statistics for U.S. Employer Firms by Sources of Capital Used to Start or Acquire the Business by Sector, Gender, Ethnicity, Race, Veteran Status, and Years in Business for the U.S., States, and Top 50 MSAs: 2014 contains data on:. . Number of firms with paid employees. Sales and receipts for firms with paid employees. Number of employees for firms with paid employees. Annual payroll for firms with paid employees. Percent of respondent firms with paid employees. Percent of sales and receipts of respondent firms with paid employees. Percent of number of employees of respondent firms with paid employees. Percent of annual payroll of respondent firms with paid employees. . The data are shown for:. . Gender, ethnicity, race and veteran status of respondent firms. . All firms. Female-owned. Male-owned. Equally male-/female-owned. Hispanic. Equally Hispanic/non-Hispanic. Non-Hispanic. White. Black or African American. American Indian and Alaska Native. Asian. Native Hawaiian and Other Pacific Islander. Some other race. Minority. Equally minority/nonminority. Nonminority. Veteran-owned. Equally veteran-/nonveteran-owned. Nonveteran-owned. All firms classifiable by gender, ethnicity, race, and veteran status. Publicly held and other firms not classifiable by gender, ethnicity, race, and veteran status. . . Years in business. . All firms. Firms less than 2 years in business. Firms with 2 to 3 years in business. Firms with 4 to 5 years in business. Firms with 6 to 10 years in business. Firms with 11 to 15 years in business. Firms with 16 or more years in business. . . Sources of capital used to start or acquire the business. . All firms. Personal/family savings of owner(s). Personal/family assets other than savings of owner(s). Personal/family home equity loan. Personal credit card(s) carrying balances. Business credit card(s) carrying balances. Business loan from federal, state, or local government. Government-guaranteed business loan from a bank or financial institution. Business loan from a bank or financial institution. Business loan/investment from family/friends. Investment by venture capitalist(s). Grants. Other source(s) of capital. Don't know. None needed. Total reporting. Item not reported. . . . ..Sort Order. . Data are presented in ascending levels by:. . Geography (GEO_ID). NAICS code (NAICS2012). Gender, ethnicity, race, and veteran status (ASECB). Years in business (YIBSZFI). Sources of capital used to start or acquire the business (STRTSRCE). . The data are sorted on underlying control field values, so control fields may not a...

aachen-kreis aachen-krfr_-stadt akt_-bruttoanlageninvestitionen-je-bescha_ftigten aktivierte-bruttoanlageinvestitionen bescha_ftigte-am-30_09_ bielefeld-krfr_-stadt bochum-krfr_-stadt bonn-krfr_-stadt borken-kreis bottrop-krfr_-stadt coesfeld-kreis dortmund-krfr_-stadt du_ren-kreis du_sseldorf-krfr_-stadt duisburg-krfr_-stadt ennepe-ruhr-kreis essen-krfr_-stadt euskirchen-kreis gelsenkirchen-krfr_-stadt gesamtumsatz gu_tersloh-kreis hagen-krfr_-stadt hamm-krfr_-stadt heinsberg-kreis herford-kreis herne-krfr_-stadt ho_xter-kreis hochsauerlandkreis jahr jahreserhebung-einschl_-investitionserhebung-im-bauhauptgewerbe kleve-kreis ko_ln-krfr_-stadt krefeld-krfr_-stadt kreisfreie-sta_dte-und-kreise leverkusen-krfr_-stadt lippe-kreis ma_rkischer-kreis mettmann-kreis minden-lu_bbecke-kreis mo_nchengladbach-krfr_-stadt mu_lheim-an-der-ruhr-krfr_-stadt mu_nster-krfr_-stadt oberbergischer-kreis oberhausen-krfr_-stadt olpe-kreis paderborn-kreis recklinghausen-kreis remscheid-krfr_-stadt rhein-erft-kreis rhein-kreis-neuss rhein-sieg-kreis rheinisch-bergischer-kreis siegen-wittgenstein-kreis soest-kreis solingen-krfr_-stadt sta_dteregion-aachen-einschl_-stadt-aachen steinfurt-kreis unna-kreis unternehmen unternehmen-mit-aktivierten-investitionen verha_ltnis-zum-umsatz-akt_-bruttoanlageninvest_ viersen-kreis warendorf-kreis wesel-kreis wuppertal-krfr_-stadt

Number of Factories: 4 Workers and Below, Number of Factories: 5-9 Workers, Number of Factories: 5 Workers and Over, Number of Factories: (1)/(2), Number of Factories: (2)/(3), Number of Employees: 4 Workers and Below, Number of Employees: 5-9 Workers, Number of Employees: 5 Workers and Over, Number of Employees: (6)/(7), Number of Employees: (7)/(8), Number of Employees: 5 Workers and Over

This dataset provides detailed bibliographic metadata records for scholarly publications related to 'Talent & Employee Engagement', encompassing concepts like talent management, employee engagement strategies, and corporate ethics, as retrieved from Crossref.org. This metadata corpus facilitates in-depth exploration of the academic discourse surrounding these critical human capital management areas. Contextual Overview of Talent & Employee Engagement: 1. Definition and Context: Talent Management refers to the strategic attraction, identification, development, engagement, retention, and deployment of individuals who are considered particularly valuable to an organization. Employee Engagement describes the level of an employee's psychological investment in their organization and their commitment to its goals. These concepts gained prominence as organizations recognized human capital as a key differentiator and driver of performance, especially in knowledge-based economies. 2. Strengths and Weaknesses: Effective talent and engagement strategies can lead to higher productivity, improved retention, greater innovation, and enhanced employer branding. Strengths include fostering a positive work environment and aligning individual capabilities with organizational needs. Challenges involve accurately identifying and developing talent, creating a genuinely engaging culture (beyond superficial perks), measuring engagement effectively, and addressing diverse employee expectations in a multi-generational workforce. 3. Relevance and Research Potential: Managing talent and fostering engagement are paramount for organizational success and sustainability in competitive labor markets. These are central themes in Human Resource Management, Organizational Behavior, and Leadership studies. Research opportunities include the impact of remote/hybrid work models on engagement, the role of technology (HR tech, AI) in talent processes, strategies for inclusive talent management, linking engagement to tangible business outcomes, and the influence of ethical leadership and corporate purpose on employee commitment. Dataset Structure and Content: The dataset consists of one or more archives. Each archive contains a series of approximately 850 monthly folders (e.g., spanning from January 1950 to January 2025), reflecting a granular month-by-month process of metadata retrieval and curation for Talent & Employee Engagement. Within each monthly folder, users will find several JSON files documenting the search and filtering process for that specific month: term_results/: A subfolder containing JSON files for results of initial broad keyword searches related to Talent & Employee Engagement. merged_results.json: Aggregated results from these individual term searches before advanced filtering. filtered_results.json: Results after applying a more specific, complex Boolean query (e.g., ("employee engagement" OR "talent management" ...) AND ("human resources" OR ...)) and exact phrase matching to refine relevance. The exact query used is detailed within this file. final_results.json: This is the primary file of interest for most users. It contains the curated, deduplicated (by DOI) list of unique publication metadata records deemed most relevant to 'Talent & Employee Engagement' for that specific month. Includes fields like Title, Authors, DOI, Publication Date, Source Title, Abstract (if available from Crossref). statistics_results.json: Summary statistics of the search and filtering process for the month. This granular monthly structure allows researchers to trace the evolution of academic discourse on Talent & Employee Engagement and identify relevant publications with high temporal precision. For an overview of the general retrieval methodology, refer to the parent Dataverse description (Management Tool Bibliographic Metadata (Crossref)). Users interested in aggregated publication counts or trend analysis for Talent & Employee Engagement should consult the corresponding datasets in the Raw Extracts Dataverse and the Comparative Indices Dataverse.

As of January 2024, about ** percent of the Nigerian population aged 15 years and older reported having an account with a financial institution, while *** percent used mobile money accounts. The percentage of individuals owning a credit card was much lower, at approximately *** percent. Overall, the presence of financial institutions across the country has boosted the use of financial services among the population. Banks in the lead As of 2023, Zenith Bank and Access Bank were the main banking service providers in Nigeria in terms of total assets and tier-one capital. The latter comprises capital, reserves, retained income, and minority interests. In the said year, Access Bank registered total assets reaching over **** billion U.S. dollars, while tier-one capital for Zenith Bank amounted to around *** billion U.S. dollars. Other leading banks in Nigeria include United Bank of Africa and Guaranty Trust Bank, as, together with the aforementioned banks, they report some of the highest total net profits in the country. Employment in banking grows minimally Since the first quarter of 2018, employment in Nigeria's banking sector has generally been decreasing. In the fourth quarter of 2020, the growth rate of bank employees in the country declined by *** percent, compared to an increase of about **** percent in the second quarter of 2018. Specifically, contract and junior staff count some of Nigeria’s highest numbers of bank employees. As of the fourth quarter of 2020, there were more than ****** contract workers and ****** junior staff in the sector. Overall, banking accounts for over ****** of the nation's employee base, a relatively low share of less than *** percent.

■Notes on Application This grant and the application form below are prepared for the "Expert Capacity Building" (General term of 2 type of buyer support type and seller support type) of Small and Medium-Sized Enterprises Productivity Revolution Promotion Project Business Succession Succession grant (9 Submission). Management innovation limits (Start-up support type, Manager change type, M& grant and the respective application forms should be used for the exit and re-challenge quotas 3. In addition, if an application is submitted in conjunction with the exit/rechallenge window, it must be submitted as a specialist utilization window.

■ Objectives and Overview Small and Medium-Sized Enterprises Productivity Revolution Project Business Succession Transition grant (Hereinafter referred to as "grant".) are persons from Small and Medium-Sized Enterprises and sole proprietors (Hereinafter, persons in Small and Medium-Sized Enterprises and sole proprietors are collectively referred to as "persons in Small and Medium-Sized Enterprises, etc.".). Business, etc., in which new initiatives are taken in the wake of Business Succession, business restructuring and business integration (Hereinafter referred to as the "Project".) Business Succession, business restructuring and business integration, and revitalize our country economy.

■ Underlying Law Law on the Proper Enforcement of budget for grants in Relation to grant, etc. Basic Law of Small and Medium-Sized Enterprises

■ Eligibility Eligible candidates for this grant must meet the following requirements (1) - (12) and be eligible for 6. Small and Medium-Sized Enterprises, etc., who are contracting parties (including prospective parties) to the final agreement that satisfies the “Requirements for Transfer of Management Resources ”. However, in the case of a seller-backed type (Type II) share transfer, the following requirements (1) - (12) must be satisfied and the "6. Small and Medium-Sized Enterprises (Hereinafter referred to as the "Target Company".), which has issued shares to be transferred as a result of the transfer of shares that meet the requirements for the transfer of management resources and a shareholder who holds a majority of the voting rights of the Target Company that has filed a joint application with the Target Company (Hereinafter referred to as "controlling shareholder".) (Note 1) or a representative of a shareholder holding a majority of the voting rights of the Target Company (Hereinafter referred to as "Shareholder Representative".) (Note 2).

(Note 1) The Controlling Shareholder shall be a person from 1 holding a majority of the voting rights of the Company. (Note 2) Shareholder Representative shall be the representative of shareholders having a majority of the voting rights of the Company (1). * For the requirements for persons in Small and Medium-Sized Enterprises, see "Eligible Persons in Small and Medium-Sized Enterprises" below. * For joint applications, please refer to "8. See Application Unit.

(1) Persons Eligible for the Assistance must have a base or residence in Japan and must carry on business in Japan. *Five years have passed since the date on which the sole proprietor submitted the "notification of opening of a sole proprietorship" and the "application for approval of filing a blue return for income tax" to the tax office, and the sole proprietor is able to submit a copy of the final return form B with the receipt stamp of the tax office and a copy of the income tax blue return settlement form. (If tax filing and filing are done electronically, there is no receipt stamp, so you need to submit additional email details (receipt results) to confirm receipt.). If there are no e-mail details (results of acceptance), additionally submit "Tax payment certificate [2] Certificate of the amount of income" or "Taxation certificate (with the amount of income)") * For foreign nationals, attach a certificate of residence clearly stating the items of "nationality/region," "Period of stay, etc.," "Status of residence," "Expiration date of period of stay, etc.," and "Classification under Article 30, 45." *If the person eligible for assistance is a corporation, the registration of incorporation and the settlement and filing of accounts for 3 period must be completed at the time of application. (2) The recipient of the subsidy or the director of the corporation is not an anti-social force such as an organized crime group. They should not have any relationship with antisocial forces. Incidentally, those who receive funds such as investment from anti-social forces are also excluded from the scope. (3) The subsidized person must not have a compliance problem. (4) Persons eligible for assistance shall respond appropriately to questions and requests for additional materials from the Secretariat. (5) SUBSIDIARIES SHALL AGREE THAT, IF THE SECRETARIAT DEEMS IT NECESSARY, THE SECRETARIAT SHALL NOTIFY THEM, AS MODIFIED, OF MATTERS RELATING TO APPLICATIONS BY THE grant AND TO APPROVAL AND NOTICE OF RESULTS BY THE VARIOUS SECRETARIATIONS. (6) That the grantee agrees that under no circumstances shall the Secretariat bear the various expenses incurred in delivering Others grant Application in the event of an event such as the return of grant. (7) Suspension of designation or suspension of designation for grant has not been implemented by the the Ministry of Economy, Trade and Industry or Small and Medium-Sized Enterprises Regional Innovation Agency. (8) grant All information including personal information provided at the time of application, use, submission of project report, etc. may be provided by the secretariat to the State and Small and Medium-Sized Enterprises Infrastructure Development Organization for the purpose of project implementation, effective policy formulation, management support, etc. (provision of various information to applicants, etc.), and then may be statistically processed and published while ensuring anonymity, or may be utilized as described in Others Guidelines for Public Offering. By submitting this application, you consent to use this data. In examination of this grant, information on applications, grants, etc. in other grant pertaining to the applicant held by grant Secretariat under the jurisdiction of SME Agency shall be used. In addition, for the efficient execution of grant, the parties agree to share information regarding the application and issuance of grant with other grant bureaus under the jurisdiction of the SME Agency. (9) Please make an application to grant * under the jurisdiction of the Small and Medium Enterprise Agency, with the understanding that if you fail to meet the requirements for additional Wage Increases points, etc., within the past 18 months from the time of application for grant, you will receive a significant deduction unless a justifiable reason is found. *March 2024. It covers the following:　grant for Promoting Productivity Improvement in Manufacturing, Commerce and Services (after the 17 public offering); IT Introduction Support Program for Improving Productivity in Services (after the 2024 public offering of grant for IT Introduction); grant for Sustainability of Small Enterprises (after the 15 public offering); Business Succession and Succession grant (after 8 public offering); R & D Support Program for Growth Small and Medium-Sized Enterprises (r&d support program for growth-oriented technology smes) (after the 2024 public offering); grant for Business Reconstruction (after the 12 public offering); (including Small and Medium-Sized Enterprises Labor Saving Investment Subsidy Program (after 1 public offering)) (10) You must be able to cooperate with surveys and questionnaires regarding subsidized projects requested by the secretariat. Note that in this grant, Business Succession M.& At the time of the grant application, a questionnaire will be conducted on the state of use of "Business Succession and Transition Support Center," "Yorozu Support Center," and "Small and Medium-Sized Enterprises Revitalization Council (formerly Small and Medium-Sized Enterprises Revitalization Support Council)" at A. *The answers will not affect the adoption of grant. (11) Financial Advisor (hereinafter referred to as "FA")・M& A In the case where brokerage costs are subsidised expenses, "M" used by the person subject to the subsidy project& Regarding information on FAs and intermediaries registered in “A Support Organization Registration System, ” the secretariat requested M& A. Information shall be provided to the Support Agency Registration System Secretariat and details of persons eligible for assistance shall be provided by registered FA/intermediaries.& A. AGREE THAT PERFORMANCE REPORTS SHALL BE MADE TO THE OFFICE OF THE REGISTRATION SYSTEM OF SUPPORT AGENCIES; (12) 「M& A. The representative of the FA/Brokerage Service Provider or the FA/Brokerage Service Provider (corporation) registered in the Support Organization Registration System (https://ma-shienkikan.go.jp/) is not the same as the person eligible for assistance or the representative of the person eligible for assistance (corporation).

[Eligible Small and Medium-Sized Enterprises Persons] Pursuant to Article 2 of the Basic Law for Small and Medium-Sized Enterprises, Small and Medium-Sized Enterprises Persons in this grant are defined as follows: Industry Classification Definitions Manufacturing Others (Note 1) Companies with capital or total contributions not exceeding 300 million JPY, or companies and sole proprietors with not more than 300 regular employees Wholesale Trade Companies with capital or total contributions not exceeding 100 million JPY, or companies and sole proprietors with not more than 100 regular employees Retail Trade Companies with capital or total contributions not exceeding 50 million JPY, or companies and sole proprietors with

With a market capitalization of 3.12 trillion U.S. dollars as of May 2024, Microsoft was the world’s largest company that year. Rounding out the top five were some of the world’s most recognizable brands: Apple, NVIDIA, Google’s parent company Alphabet, and Amazon. Saudi Aramco led the ranking of the world's most profitable companies in 2023, with a pre-tax income of nearly 250 billion U.S. dollars. How are market value and market capitalization determined? Market value and market capitalization are two terms frequently used – and confused - when discussing the profitability and viability of companies. Strictly speaking, market capitalization (or market cap) is the worth of a company based on the total value of all their shares; an important metric when determining the comparative value of companies for trading opportunities. Accordingly, many stock exchanges such as the New York or London Stock Exchange release market capitalization data on their listed companies. On the other hand, market value technically refers to what a company is worth in a much broader context. It is determined by multiple factors, including profitability, corporate debt, and the market environment as a whole. In this sense it aims to estimate the overall value of a company, with share price only being one element. Market value is therefore useful for determining whether a company’s shares are over- or undervalued, and in arriving at a price if the company is to be sold. Such valuations are generally made on a case-by-case basis though, and not regularly reported. For this reason, market capitalization is often reported as market value. What are the top companies in the world? The answer to this question depends on the metric used. Although the largest company by market capitalization, Microsoft's global revenue did not manage to crack the top 20 companies. Rather, American multinational retailer Walmart was ranked as the largest company in the world by revenue. Walmart also had the highest number of employees in the world.

The statistic illustrates the number of male dependent employees working for one-star hotels in the Italian city of Rome Capital from 2010 to 2013. As of the survey period, the number of male dependents employees working for one-star hotels in the Italian city of Rome Capital increased rather consistently: if in 2010, the number of employees was ***, in 2013, it reached ***.

London was the most attractive financial center in Western Europe as of September 2024. According to five broad areas of competitiveness that the ranking was built on (business environment, human capital, infrastructure, financial sector development, and reputation), London received *** points. Frankfurt ranked second, with a rating of ***. According to the Global Power City Index (GPCI), London was also the most attractive city worldwide for its economy, research and development, cultural interaction, livability, environment, and accessibility. Financial employment in the UK In 2022, the value added in the finance and insurance services sector in the United Kingdom as a percentage of total GDP was one of the largest in Europe. However, total employment in the financial services sector overall decreased since 2008. The mean weekly wage of full-time employees in the financial and insurance sector also dropped and never recovered from a sharp decrease in 2018. Largest European financial institutions In 2023, HSBC topped the list of the largest European banks in terms of total assets. With more than *** trillion U.S. dollars, the UK-based giant ranked before BNP Paribas, the largest banking institution in France.