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

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.

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

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 Germany 2024 - 2028 Discover more data with ReportLinker!

Dataset

This dataset was created by Raneem Oqaily

Contents

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

People & HR Analytics Software Market size was valued at USD 3.08 Billion in 2024 and is projected to reach USD 7.75 Billion by 2031, growing at a CAGR of 13.50% from 2024 to 2031.

The market for HR analytics software and people is propelled by the increasing demand for data-driven insights in HRM. Businesses look on analytics to improve employee performance, retention tactics, and talent acquisition. Businesses may evaluate workforce trends, spot skill gaps, and boost employee engagement and productivity with the help of people and HR analytics software. The accuracy and predictive powers of HR analytics are improved by the growing use of cloud-based HR software and sophisticated analytics techniques, such as artificial intelligence and machine learning. With the competitive personnel market and the challenges posed by remote and hybrid work models, organisations are becoming more and more in need of tools that offer strategic insights for workforce planning and management. Furthermore, the emphasis on inclusion, equity, and diversity in the workplace pushes businesses to employ HR analytics to monitor and enhance their advancement in these areas.

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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?

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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.

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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

European Turnover Per Employee of Technical Testing and Analysis by Country, 2023 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.

HR Analytics Market size was valued at USD 2682.91 Million in 2024 and is projected to reach USD 12649.4 Million by 2031, growing at a CAGR of 21.39% from 2024 to 2031.

Key Market Drivers:

Data-Driven Decision-Making: The growing demand for data-driven decision-making within enterprises is propelling the HR Analytics Market. Companies are understanding the importance of employing analytics to better understand employee behaviors, forecast churn, and improve recruitment methods, resulting in improved overall organizational performance.

Technological Advancements: Rapid breakthroughs in artificial intelligence, machine learning, and big data technologies have increased the accessibility and effectiveness of HR analytics. These technologies enable the analysis of massive amounts of HR data, revealing previously unachievable insights and driving market growth.

Increasing Focus on Talent Management: Organizations are utilizing HR analytics to obtain a competitive advantage as the talent market becomes more competitive. Analytics technologies assist in identifying skill gaps, optimizing talent acquisition, and improving employee engagement, all of which are crucial for retaining high-performing employees.

Regulatory Compliance and Risk Management: Organizations are resorting to HR analytics to guarantee compliance and control risks as a result of the increasing intricacy of labor laws and regulations. Analytics can assist with monitoring diversity and inclusion activities, analyzing pay equity, and preventing labor law infractions, hence lowering legal risks.

Forecast: Turnover Per Employee of Technical Testing and Analysis in the UK 2024 - 2028 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

The global employee incentive service market is experiencing robust growth, driven by a heightened focus on employee engagement and retention strategies across diverse industries. The market, estimated at $15 billion in 2025, is projected to exhibit a Compound Annual Growth Rate (CAGR) of 12% from 2025 to 2033. This significant expansion is fueled by several key factors. Firstly, the increasing adoption of technology-driven incentive platforms is streamlining administration and enhancing employee experience. Secondly, the shift towards a more flexible and remote workforce necessitates innovative incentive programs that cater to diverse needs and locations. Finally, the growing recognition of the positive correlation between employee motivation and overall organizational performance is driving greater investment in robust incentive schemes. This growth is evident across various segments, with both cash and non-cash incentives seeing substantial adoption, particularly among large enterprises seeking to attract and retain top talent. However, the market also faces certain restraints including challenges in measuring the ROI of incentive programs and the increasing complexity of designing and implementing equitable and engaging initiatives across globally dispersed teams. The segmentation reveals a strong preference for diverse incentive options. Cash incentives, while still prevalent, are being supplemented by non-cash rewards such as gift cards, experiences, and recognition programs, enhancing employee engagement and offering personalized experiences. Large enterprises, possessing greater financial resources and a larger workforce, naturally constitute a larger segment of the market. However, the increasing awareness of the value of employee engagement among SMEs is driving growth in this segment as well. Geographical distribution demonstrates robust growth across North America and Europe, driven by established markets and early adoption of technological advancements. However, significant potential exists in emerging economies of Asia-Pacific and other regions, presenting untapped opportunities for expansion in the coming years. The sustained growth trajectory indicates a bright future for the employee incentive service market, with continued innovation and evolving employee expectations driving the evolution of program designs and delivery.

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

Home bias of senior executives and employee turnover rate.

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.