This dataset comprises the ten generic queries related to employment monitoring software with the highest volume of internet searches since March 2020. The terms are ordered largest to smallest. The percentage difference values are based on that period’s search volume compared to the average monthly searches in 2019.

This data is subject to change at any time due to personnel actions that are consistent with the City's approved Pay Plan. Employee compensation is limited to the following pay: regular wages, over time, productivity enhancement, shift differential, standby, incentive pay, allowances, and leave payouts. The data is a snapshot as of December 31st of the reported year.

Job descriptions, pay ranges, and benefits information is available at: https://www.phoenix.gov/hr/job-descriptions

Total compensation information is available at: https://www.phoenix.gov/hr/current-jobs/total-compensation-information

Employee terms by unit is available at: https://www.phoenix.gov/hr/employee-terms-by-unit

Explore demographic data on the Massachusetts executive branch workforce. Track our progress toward our goals to reflect the diversity of the people we serve, and to stand out as an employer of choice.

A comprehensive dataset featuring the latest employee motivation statistics, including factors influencing workplace motivation, engagement levels, productivity metrics, and psychological insights from various sources.

Employee jobs by industry and sex, UK, published quarterly, not seasonally adjusted.

The Office of Personnel Management requires government agencies, at a minimum, to query employees on job satisfaction, organizational assessment and organizational culture. VHA maintains response data for all census surveys such as the Voice of VA as well as the VA Entrance and Exit surveys.

Dataset

This dataset was created by Pinky Verma

Contents

Summary The 2023 APS Employee Census was administered to all available Australian Public Service (APS) employees, running from 8 May to 9 June 2023. The Employee Census provides a comprehensive …Show full description##Summary The 2023 APS Employee Census was administered to all available Australian Public Service (APS) employees, running from 8 May to 9 June 2023. The Employee Census provides a comprehensive view of the APS and ensures no eligible respondents are omitted from the survey sample, removing sampling bias and reducing sample error. The Census' content is designed to establish the views of APS employees on workplace issues such as leadership, learning and development, and job satisfaction. Overall, 127,436 APS employees responded to the Employee Census in 2023, a response rate of 80%. Please be aware that the very large number of respondents to the employee census means these files are over 200MB in size. Downloading and opening these files may take some time. ###Technical notes Three files are available for download. 2023 APS Employee Census - Questionnaire: This contains the 2023 APS Employee Census questionnaire. 2023 APS Employee Census - 5 point dataset.csv: This file contains individual responses to the 2023 APS Employee Census as clean, tabular data as required by data.gov.au. This will need to be used in conjunction with the above document. 2023 APS Employee Census - 5 point dataset.sav: This file contains individual responses to the 2023 APS Employee Census for use with the SPSS software package. To protect the privacy and confidentiality of respondents to the 2023 APS Employee Census, the datasets provided on data.gov.au include responses to a limited number of demographic or other attribute questions. Full citation of this dataset should list the Australian Public Service Commission (APSC) as the author. A recommended short citation is: 2023 APS Employee Census data, Australian Public Service Commission. Any queries can be directed to research@apsc.gov.au.

This is a synthetic dataset that contains information about 300 employees, each represented by three features: date_of_birth, date_of_joining, and gender. The date_of_birth and date_of_joining columns are provided in dd-mm-yyyy format, indicating the employee's age and tenure with the company respectively. The gender column includes values such as male, female, and other . The target variable, promoted, indicates whether an employee received a promotion (yes) or not (no). The dataset is logically structured such that employees who are older, have spent more time in the company, and identify as female have a higher likelihood of being promoted.

Starting with 2023 data, this series of annual datasets has been replaced with the Employee Payroll Data (FMPS Payroll Costing) dataset.

Employee overtime and supplemental earnings by month and year-to-date.

Private Employee: ARP: Part-Time Workers data was reported at 22.000 % in 2018. This records an increase from the previous number of 21.000 % for 2017. Private Employee: ARP: Part-Time Workers data is updated yearly, averaging 20.500 % from Mar 1999 (Median) to 2018, with 18 observations. The data reached an all-time high of 23.000 % in 2008 and a record low of 18.000 % in 2003. Private Employee: ARP: Part-Time Workers data remains active status in CEIC and is reported by Bureau of Labor Statistics. The data is categorized under Global Database’s United States – Table US.G077: Employee Benefits Survey: Private Industry.

This dataset includes Baltimore City employee salaries and gross pay from fiscal year 2011 through last fiscal year and includes employees who were employed on June 30 of the last fiscal year. For fiscal years 2020 and prior, data are extracted from the ADP payroll system. For fiscal year 2023, the data are combined from the ADP system and the Workday enterprise resource planning system which now includes payroll.Change Log- Added FY2023 data- Metadata added- Columns renamed to a standard format- Youth workers not employed by City removed- Agency names reformatted with Workday conventions-7/25/24: Added FY2024 data. To leave feedback or ask a question about this dataset, please fill out the following form: Baltimore City Employee Salaries feedback form.

In fiscal year 2023, the number of employees working for the Japanese retail company Ryohin Keikaku exceeded 10 thousand people for the first time in the last decade.Ryohin Keikaku Co. Ltd. is the retailer and wholesaler behind the Japanese brand Mujirushi Ryohin (Muji), which offers a wide variety of household items and consumer goods.

Employee Pulse Survey Tool Market Outlook

In 2023, the global market size for Employee Pulse Survey Tools was valued at approximately USD 1.2 billion, with a forecasted growth to USD 3.5 billion by 2032, driven by a robust CAGR of 12.3%. This impressive growth can be attributed to a combination of factors including rising awareness about employee engagement, the increasing emphasis on real-time feedback mechanisms, and the continuous advancements in data analytics and AI technologies.

The primary driver of growth in the Employee Pulse Survey Tool market is the increasing recognition of the critical role that employee engagement and satisfaction play in organizational success. Companies are increasingly focusing on maintaining a healthy workplace environment to enhance productivity and reduce turnover rates. Employee pulse surveys provide a continuous and real-time feedback loop, enabling organizations to understand and address employee concerns proactively. This real-time feedback mechanism is proving invaluable in refining management strategies, improving work culture, and ultimately driving business outcomes.

Another significant growth factor is the advancement in data analytics and AI technologies. Modern employee pulse survey tools are leveraging advanced analytics and machine learning algorithms to deliver deeper insights into employee sentiment and engagement levels. These tools can analyze large volumes of feedback data efficiently, identifying trends and patterns that might not be immediately obvious. This capability allows organizations to make informed decisions based on data-driven insights, which in turn enhances the effectiveness of their employee engagement strategies.

The increasing integration of pulse survey tools with other HR and management systems is also contributing to market growth. By seamlessly integrating with existing HR systems, these tools can provide a more comprehensive view of employee data, facilitating better decision-making. This integration also helps in streamlining processes, reducing administrative burdens, and providing a unified platform for employee engagement and feedback management. As a result, organizations are more inclined to adopt these tools, further driving market growth.

As organizations strive to enhance employee engagement and satisfaction, the role of an Employee Feedback Platform becomes increasingly crucial. These platforms provide a structured and efficient way for employees to share their thoughts and concerns, fostering an environment of open communication. By utilizing an Employee Feedback Platform, companies can gather valuable insights into employee sentiment, allowing them to address issues proactively and improve workplace culture. This proactive approach not only helps in retaining talent but also boosts overall productivity and morale. The integration of feedback platforms with pulse survey tools further enhances their effectiveness, providing a comprehensive solution for managing employee engagement and feedback.

From a regional perspective, North America is expected to hold the largest market share, followed by Europe and the Asia Pacific. The high adoption rate of advanced HR technologies and the presence of a significant number of large enterprises in North America are key factors contributing to its leading position. Meanwhile, the Asia Pacific region is anticipated to witness the highest growth rate, driven by the increasing awareness about employee engagement and the rising number of SMEs adopting pulse survey tools.

Component Analysis

The Employee Pulse Survey Tool market can be segmented by component into software and services. The software component, which includes platforms and applications, is often the primary focus as it represents the actual tools that organizations use to conduct surveys and analyze data. These software solutions are designed to be user-friendly, customizable, and scalable, catering to the diverse needs of different organizations. With continuous advancements in software capabilities, such as enhanced data analytics, AI-driven insights, and seamless integration with other HR systems, the demand for robust and feature-rich software solutions is on the rise.

On the other hand, the services component is equally critical as it encompasses various support and consulting services that enhance the implementation and utilization of pulse survey tools. These services include technical support, training,

According a report from Casaleggio Associati, the energy sector had the highest average revenue per employee in the United States in 2018. That year, the energy industry had an average revenue of 1.79 million U.S. dollars per employee.

As of March 2024, employers of civilian, industry, and state and local government workers in the United States all averaged around 33 percent of their employee costs on benefits. The highest among them were those employing state and local government workers, who spent an average of 38.1 percent of their employee costs on benefits.