Dataset

This dataset was created by Raneem Oqaily

Contents

Problem Statement:

In recent years, attention has increasingly been paid to human resources (HR), since worker quality and skills represent a growth factor and a real competitive advantage for companies. After proving its mettle in sales and marketing, artificial intelligence is also becoming central to employee-related decisions within HR management. Organizational growth largely depends on staff retention. Losing employees frequently impacts the morale of the organization and hiring new employees is more expensive than retaining existing ones.

You are working as a data scientist with HR Department of a large insurance company focused on sales team attrition. Insurance sales teams help insurance companies generate new business by contacting potential customers and selling one or more types of insurance. The department generally sees high attrition and thus staffing becomes a crucial aspect.

To aid staffing, you are provided with the monthly information for a segment of employees for 2016 and 2017 and tasked to predict whether a current employee will be leaving the organization in the upcoming two quarters (01 Jan 2018 - 01 July 2018) or not, given:

Demographics of the employee (city, age, gender etc.) Tenure information (joining date, Last Date) Historical data regarding the performance of the employee (Quarterly rating, Monthly business acquired, designation, salary)

Context

Uncover the factors that lead to employee attrition and explore important questions such as ‘show me a breakdown of distance from home by job role and attrition’ or ‘compare average monthly income by education and attrition’.

Content

This dataset is about employee attrition prediction.

The data contains 19,104 instances (employees) with other features such as Age, gender, city, Date of joining, Last working date, Designation etc

Inspiration

This prediction would be useful for Hr analytics and to decrease employee attrition.

Turnover data by fiscal year for the City of Tempe compared to the seven market cities which included Chandler, Gilbert, Glendale, Mesa, Phoenix, Peoria and Scottsdale. There are two totals, one with and one without retires.Please note that the Valley Benchmark Cities’ annual average is unavailable for FY 2020/2021 due to a gap in data collection during that year.Please note that corrections were made to the data, including historic data, due to additional review and research on the data on 10/2/2024.This page provides data for the Employee Turnover performance measure.The performance measure dashboard is available at 5.07 Employee Turnover.Additional InformationSource: Department ReportsContact: Lawrence La VictoireContact E-Mail: lawrence_lavictoire@tempe.govData Source Type: ExcelPreparation Method: Extracted from PeopleSoft and requested data from other cities is entered manually into a spreadsheet and calculations are conducted to determine percent of turnover per fiscal yearPublish Frequency:AnnuallyPublish Method: ManualData Dictionary

Analysis of ‘State Employee Turnover Rate’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://catalog.data.gov/dataset/216037ad-c4e2-4516-8432-6269b47d5a1f on 26 January 2022.

--- Dataset description provided by original source is as follows ---

Maintain the state employee turnover rate at or below the annual regional average of surrounding states every year through 2019.

--- Original source retains full ownership of the source dataset ---

Analysis of ‘Classified Employee Turnover Data’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://catalog.data.gov/dataset/d48c707f-707e-4eab-a5fb-45870e64f755 on 26 January 2022.

--- Dataset description provided by original source is as follows ---

Overall and voluntary turnover data for State of Oklahoma classified employees beginning in fiscal year 2007.

--- Original source retains full ownership of the source dataset ---

Forecast: Turnover Per Employee of Technical Testing and Analysis in Italy 2024 - 2028 Discover more data with ReportLinker!

Does turnover improve performance by allowing firms and employees to optimally match, as outlined by job matching theory? On the other hand, could turnover harm productivity by disrupting team dynamics, as outlined by the Firm Specific Human Capital Model (FSHCM)? I attempt to answer these questions through an analysis of Major League Baseball. For exploring the general relationship between turnover and performance, I regress team turnover rates against their winning percentage using both OLS and quadratic models. For specific theories, I analyze whether positional turnover, inter-league turnover, or the interaction between turnover and ballpark characteristics affect team performance using OLS regression. I attempt to pinpoint precisely how job matching theory and FSHCM could be operating in baseball by analyzing these secondary explanatory variables. I find no evidence to suggest that turnover has a significant effect on team performance over a full season. Rather, roster quality and past winning percentage appear to be better indicators of future winning percentage. However, when looking at the effect of turnover over only half the season, it appears that the best teams from the previous season benefit and the worst teams from the previous season are harmed. I attribute this difference to the ability of better teams to attract better players during the off-season.

Snapshot img

Workforce Analytics Market Size 2025-2029

The workforce analytics market size is forecast to increase by USD 3.27 billion, at a CAGR of 19.1% between 2024 and 2029.

The market is experiencing significant growth due to the increasing demand for efficient workforce management and recruitment. This trend is driven by the need to optimize labor costs, improve productivity, and enhance workforce performance. Another key factor fueling market growth is the increasing use of mobile applications for workforce analytics. Hiring teams rely on these insights to make informed decisions, while professional services and managed services providers offer expertise in HR analytics tools and management training programs. 
These solutions enable real-time access to data and analytics, allowing organizations to make informed decisions on the go. However, the lack of a skilled workforce poses a challenge to market growth. Organizations are investing in training and development programs to address this issue and build a strong talent pool. Overall, the market is poised for strong growth In the coming years, as more organizations recognize the value of data-driven workforce management strategies.

What will be the Workforce Analytics Market Size During the Forecast Period?

Request Free Sample

The market is experiencing significant growth as businesses increasingly leverage data analytics solutions to optimize staffing, development and training, compensation management, talent management, recruitment, and HR processes. Machine learning and data mining technologies enable advanced pattern matching, turnover modeling, risk assessment, productivity indexing, and real-time talent decisions. Employee experience, engagement, and performance improvement are key focus areas, with AI and regression analysis used to identify trends and address performance anxieties.
The market is dynamic, with continuous innovation in areas such as machine learning algorithms, natural language processing, and predictive analytics.

How is this Workforce Analytics Industry segmented and which is the largest segment?

The workforce analytics industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments.

End-user

  Retail
  BFSI
  Telecom and IT
  Healthcare
  Others


Application

  Large enterprises
  Small and medium sized enterprise


Deployment

  Cloud
  On-premise


Service

  Consulting Services
  System Integration
  Managed Services


Geography

  North America

    US
    Canada


  Europe

    France
    Germany
    Italy
    UK


  APAC

    China
    India
    Japan
    South Korea


  South America



  Middle East and Africa

By End-user Insights

The retail segment is estimated to witness significant growth during the forecast period. In today's dynamic retail industry, workforce management has emerged as a critical success factor for businesses aiming to stay competitive. With growing consumer demands, increasing competition from e-commerce, and the need for continuous product innovation, retailers are investing heavily In their workforce to drive business growth. This includes areas such as performance evaluation, staffing, development and training, compensation and benefits, talent management, recruitment, employee collaboration, and long-term labor issues. HR teams are leveraging advanced technologies like machine learning, blockchain, and predictive analytics to optimize workforce performance, improve productivity, and enhance employee engagement. HR data is mined to identify talent gaps, predict turnover, assess risks, and index productivity.

These insights enable real-time talent decisions, career progression, and performance improvement. HR analytics tools are used to analyze HR data and generate actionable insights, while AI and ML algorithms help automate routine HR tasks and provide data-driven recommendations. The work-from-home model and cloud-based HR solutions have become increasingly popular, offering flexibility and cost savings. Data security is a top priority, ensuring the confidentiality, integrity, and availability of people data. By focusing on workforce optimization, retailers can improve employee experience, increase productivity, and retain top talent, ultimately driving business growth.

Get a glance at the share of various segments. Request Free Sample

The retail segment was valued at USD 342.20 million in 2019 and showed a gradual increase during the forecast period.

Regional Analysis

North America is estimated to contribute 33% to the growth of the global market during the forecast period. Technavio's analysts have elaborately explained the regional trends and drivers that shape the market during the forecast period.

For more

Forecast: Turnover Per Employee of Technical Testing and Analysis in Germany 2024 - 2028 Discover more data with ReportLinker!

Forecast: Turnover Per Employee of Technical Testing and Analysis in France 2024 - 2028 Discover more data with ReportLinker!

Forecast: Turnover Per Employee of Technical Testing and Analysis in the UK 2024 - 2028 Discover more data with ReportLinker!

European Turnover Per Employee of Technical Testing and Analysis by Country, 2023 Discover more data with ReportLinker!

Question Paper Solutions of chapter Predicting Employee Turnover of Human Resource Analytics, 6th Semester , Bachelor in Business Administration 2020 - 2021

Forecast: Turnover Per Employee of Architectural, Engineering, Technical Testing and Analysis Services in Germany 2024 - 2028 Discover more data with ReportLinker!

European Turnover Per Employee of Architectural, Engineering, Technical Testing and Analysis Services by Country, 2023 Discover more data with ReportLinker!

Abstract Purpose: The objective of this research is to investigate how human resources policies and the perception of learning opportunities in organizations influence the intention of professional turnover. Originality/value: The authors demonstrated that, by understanding the existing relationships between the researched constructs, organizations should increase their investments in improvements in human resources policies, particularly in actions that promote a greater perception of learning opportunities, which reduce the intention of employee turnover of their talents. Design/methodology/approach: This research was developed with a quantitative approach and data collection was carried out through a survey. The questionnaires were applied to 250 professionals working in the labor market and students from a private university. Data analysis was performed with a confirmatory factor analysis and, subsequently, a structural equation modeling. Findings: The authors presented the research results in a descriptive way, the three hypotheses defined for the study were accepted, and the dimensions of human resources policies were considered significant. The authors presented relevant attributes for the understanding that, even though there are several reasons that can influence a professional in his decision to leave the organization, new factors must be considered, such as the possibilities of a greater offer of knowledge.

Home bias of senior executives and employee turnover rate.

Forecast: Turnover Per Employee of Architectural, Engineering, Technical Testing and Analysis Services in France 2024 - 2028 Discover more data with ReportLinker!

Digital Employee Experience (DEX) Management Software Market size was valued at USD 1.32 Billion in 2023 and is projected to reach USD 2.97 Billion by 2031, growing at a CAGR of 10.2% during the forecast period 2024-2031.

Global Digital Employee Experience (DEX) Management Software Market Drivers

The market drivers for the Digital Employee Experience (DEX) Management Software Market can be influenced by various factors. These may include:

Remote Work Adoption: The surge in remote work, accelerated by the COVID-19 pandemic, has necessitated organizations to invest in digital employee experience management software. Companies need to ensure employee engagement, productivity, and satisfaction even in a dispersed work environment. Digital platforms facilitate seamless communication, collaboration, and access to resources, enabling teams to maintain high performance regardless of location. The increasing reliance on digital tools for workforce management compels businesses to adopt comprehensive DEX solutions. Consequently, the demand for innovative software that enhances the remote working experience has risen, driving market growth significantly.

Employee Engagement and Retention: Organizations are increasingly recognizing the importance of employee engagement in enhancing productivity and retention rates. Digital employee experience management software plays a crucial role in fostering engagement through personalized experiences, continuous feedback mechanisms, and recognition programs. By leveraging technology to understand employee sentiments and preferences, companies can create a more fulfilling work environment where employees feel valued and connected. The growing emphasis on engagement strategies to reduce turnover rates is propelling the demand for DEX solutions, making it a key driver of market growth in recent years.

Technological Advancements: Rapid technological advancements, particularly in artificial intelligence (AI), machine learning, and data analytics, are transforming digital employee experience management software. These technologies enable organizations to gather insights from employee data, tailor experiences, and automate routine tasks, enhancing overall efficiency. Innovations like chatbots and virtual assistants are improving communication channels, while analytics tools provide real-time feedback on employee experiences. As companies seek to leverage these technologies for decision-making and process optimization, the market for advanced DEX solutions is expanding, fueling growth in the sector.

Focus on Work Culture and Well-being: There is an increasing focus on promoting positive work culture and employee well-being in the corporate sector. Organizations are investing in digital employee experience management software to create inclusive and supportive environments, which are integral to employee satisfaction. Features like wellness programs, mental health support, and work-life balance initiatives are being integrated into DEX solutions. As businesses realize the connection between well-being, organizational culture, and performance, the demand for software that supports these aspects is rising, driving significant growth in the digital employee experience market.

Globalization and Diverse Workforce: The globalization of businesses has led to the hiring of a diverse workforce across various geographical locations and cultures. Digital employee experience management software enables organizations to manage and cater to the varying needs of a multicultural workforce effectively. Features that promote inclusiveness, such as language options, accessible interfaces, and region-specific resources, are essential for fostering a cohesive work environment. As companies strive to enhance collaboration among diverse teams and ensure compliance with regional regulations, the demand for robust DEX solutions is on the rise, acting as a catalyst for market growth.