Employee engagement in the world increased from 2011 to 2020, but dropped slightly the next years. It stood at ** percent in 2022 and 2023. It was at its highest in 2020 when it reached ** percent.

In 2020, the perceived engagement levels of healthcare staff in the United States were high among leadership positions and more contrasted among clinical roles. According to this survey, ** percent of responding hospital and health system executives stated that people in leadership positions had high engagement levels. However, high engagement levels were less evaluated by respondents when considering nurses or physicians. Indeed, roughly *** out of two responding healthcare executives perceived high engagement among the nursing staff and even less among physicians.

ABOUT THE CITY OF TEMPE EMPLOYEE SURVEY REPORT (DATASET) This report (dataset) includes the results from the Tempe Employee Survey, conducted every other year, to gather input from employees about issues in six major areas: professional development and career mobility; organizational support; supervisions and working environment; compensation and benefits; employee engagement; and peer relationships. Participation in the survey is voluntary and confidential. Employees are able to complete the survey during work hours or at home, with surveys directly returned to the vendor conducting the survey. In many of the survey questions, survey respondents are asked to rate their agreement level with a given statement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree" (while some questions follow another scale). The survey has a 95% confidence level. PERFORMANCE MEASURES Data collected in this survey applies directly to the following Performance Measures for the City of Tempe: Safe and Secure Communities 1.11 Feeling Safe in City Facilities Strong Community Connections 2.13 Employee Engagement2.25 Employee Work-Related Needs Quality of Life No performance measures in this category presently relate directly to the Employee Survey Sustainable Growth & Development No performance measures in this category presently relate directly to the Employee Survey Financial Stability & Vitality No performance measures in this category presently relate directly to the Employee Survey The City of Tempe Employee Survey was first conducted in 2016 and occurs every two years. Additional Information Source: Employee Survey Contact (author): Aaron Peterson Contact E-Mail (author): aaron_peterson@tempe.gov Contact (maintainer): Aaron Peterson Contact E-Mail (maintainer): aaron_peterson@tempe.gov Data Source Type: PDF Preparation Method: NA Publish Frequency: Biennial Publish Method: Manual

The 2020 Public Service Employee Survey (PSES) was administered by Advanis, on behalf of the Office of the Chief Human Resources Officer, Treasury Board of Canada. This comprehensive survey measured federal government employees’ opinions about their engagement, leadership, workforce, workplace, workplace well-being, compensation, diversity and inclusion, and the impacts of COVID-19. The 2020 Public Service Employee Survey was conducted from November 30, 2020 to January 29, 2021. A total of 188,786 employees in 87 federal departments and agencies responded to the 2020 Public Service Employee Survey, for a response rate of 61%. The 2020 Public Service Employee Survey datasets contain the results of the survey by year (2020, 2019 and 2018) for the Public Service and departments/agencies, and the results broken down by demographic characteristics (e.g., age, gender) and organizational units. Results for 2019 and 2018 are only provided for questions repeated in the 2020 Public Service Employee Survey.

Curated dataset of more than 30 key statistics on remote and hybrid work between 2020 and 2025, including telework prevalence, employee preferences, demographic breakdowns, industry differences, productivity and engagement outcomes, and economic and environmental impacts of remote work in the U.S. and globally.

ABOUT THE CITY OF TEMPE EMPLOYEE SURVEY REPORT (DATASET)

This report (dataset) includes the results from the Tempe Employee Survey, conducted every other year, to gather input from employees about issues in six major areas: professional development and career mobility; organizational support; supervisions and working environment; compensation and benefits; employee engagement; and peer relationships. Participation in the survey is voluntary and confidential. Employees are able to complete the survey during work hours or at home, with surveys directly returned to the vendor conducting the survey.

In many of the survey questions, survey respondents are asked to rate their agreement level with a given statement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree" (while some questions follow another scale). The survey has a 95% confidence level.

PERFORMANCE MEASURES

Data collected in this survey applies directly to the following Performance Measures for the City of Tempe:

1. Safe and Secure Communities

1.11 Feeling Safe in City Facilities

1. Strong Community Connections

2.13 Employee Engagement2.25 Employee Work-Related Needs

1. Quality of Life

No performance measures in this category presently relate directly to the Employee Survey

1. Sustainable Growth & Development

No performance measures in this category presently relate directly to the Employee Survey

1. Financial Stability & Vitality

No performance measures in this category presently relate directly to the Employee Survey

The City of Tempe Employee Survey was first conducted in 2016 and occurs every two years.

Additional Information

Source: Employee Survey

Contact (author): Aaron Peterson

Contact E-Mail (author): aaron_peterson@tempe.gov

Contact (maintainer): Aaron Peterson

Contact E-Mail (maintainer): aaron_peterson@tempe.gov

Data Source Type: PDF

Preparation Method: NA

Publish Frequency: Biennial

Publish Method: Manual

When asked whether remote work has been a success, 83 of employers agree, while only 73 percent of employees agree. This illustrates that the majority of respondents agree that remote work has been a success. Remote work refers to the practice of employees working from many different locations, relying on modern technologies to connect them to their coworkers.

This dataset was created to explore the diverse factors impacting employee performance and satisfaction in a typical organization. It spans a variety of fields from personal demographics to performance metrics and job details, offering a comprehensive view into the dynamics of the workplace.

The inspiration behind the creation of this dataset is to provide an accessible resource for those interested in the field of HR analytics. It can be used to derive insights into employee performance, satisfaction, and overall engagement at work. This dataset is particularly useful for tasks such as predicting employee turnover, analyzing employee performance, and understanding the factors that influence job satisfaction.

This statistic displays the proportion of adults who engaged with the arts in the last year in England, between 2005 and 2020, by employment status. Arts engagement refers to attending and/or participating in the arts sector, such as visiting an art gallery or participating in a theatre performance. Although the share of working respondents engaging in the arts tended to be higher, the percentage of out of work respondents still remained relatively high. In 2019/20, **** percent of respondents not working took part in at least one art event or activity in the year prior to the survey, compared to **** percent of working population.

Snapshot img

Talent Management Software Market Size 2025-2029

The talent management software market size is valued to increase USD 13.52 billion, at a CAGR of 13.1% from 2024 to 2029. Benefits associated with talent management software will drive the talent management software market.

Major Market Trends & Insights

APAC dominated the market and accounted for a 35% growth during the forecast period.
By Deployment - Cloud-based segment was valued at USD 6.16 billion in 2023
By Business Segment - Large enterprises segment accounted for the largest market revenue share in 2023

Market Size & Forecast

Market Opportunities: USD 171.86 million
Market Future Opportunities: USD 13524.90 million
CAGR from 2024 to 2029 : 13.1%

Market Summary

The market has experienced remarkable growth, with an estimated 2.6 billion dollars in revenue in 2020. This expansion is fueled by the increasing demand for efficient workforce management solutions and the rise of mobile-based applications. These software solutions offer numerous benefits, including streamlined recruitment processes, automated performance evaluations, and enhanced employee engagement. However, the market faces challenges, particularly concerning data privacy and security issues associated with cloud-based products and services. As businesses continue to adopt these technologies, addressing these concerns becomes crucial to maintain trust and compliance. Despite these challenges, the future of talent management software remains promising, with advancements in artificial intelligence and machine learning enabling more personalized and data-driven HR strategies.

What will be the Size of the Talent Management Software Market during the forecast period?

Get Key Insights on Market Forecast (PDF) Request Free Sample

How is the Talent Management Software Market Segmented ?

The talent management software industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD million' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments. DeploymentCloud-basedOn-premisesBusiness SegmentLarge enterprisesSmall and medium enterprisesSolutionPerformance managementLearningTalent acquisitionWorkforce planningCompensationEnd-userIT and telecommunicationBFSIGovernmentHealthcareOthersGeographyNorth AmericaUSCanadaEuropeFranceGermanyItalyUKAPACAustraliaChinaIndiaJapanRest of World (ROW)

By Deployment Insights

The cloud-based segment is estimated to witness significant growth during the forecast period.

The market is experiencing significant evolution, fueled by the widespread adoption of cloud computing. According to recent market research, cloud-based talent management solutions accounted for over 60% of the global market share in 2020. This trend is expected to persist, with the cloud segment growing at a faster Compound Annual Growth Rate (CAGR) than its on-premises counterpart. The shift towards cloud solutions is a response to the increasing digitization of businesses and the expanding IT and retail industries. As enterprises seek to hire and manage local talent, a centralized system for talent acquisition and HR operations becomes essential. This system should ideally include features such as employee data privacy, payroll integration software, HR analytics dashboard, employee development initiatives, and engagement metrics. Furthermore, compensation management modules, talent review processes, employee training records, skills assessment platforms, workflow automation tools, performance improvement plans, benefits administration systems, recruitment software features, 360-degree feedback systems, compliance management systems, employee feedback mechanisms, and retention strategies are all crucial components. Performance management tools, candidate relationship management, succession planning software, performance appraisal software, employee self-service portals, career pathing tools, leadership development programs, employee onboarding systems, organizational development tools, talent mobility strategies, talent pipeline building, talent acquisition platforms, training content delivery, and workforce planning software are also vital elements in today's dynamic talent management landscape.

Request Free Sample

The Cloud-based segment was valued at USD 6.16 billion in 2019 and showed a gradual increase during the forecast period.

Request Free Sample

Regional Analysis

APAC is estimated to contribute 35% 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.

See How Talent Management Software Market Demand is Rising in APAC Request Free Sample

The market is experiencing significant growth, with Nort

The 2020 Public Service Employee Survey (PSES) was administered by Advanis, on behalf of the Office of the Chief Human Resources Officer, Treasury Board of Canada. This comprehensive survey measured federal government employees’ opinions about their engagement, leadership, workforce, workplace, workplace well-being, compensation, diversity and inclusion, and the impacts of COVID-19. The 2020 Public Service Employee Survey was conducted from November 30, 2020 to January 29, 2021. A total of 188,786 employees in 87 federal departments and agencies responded to the 2020 Public Service Employee Survey, for a response rate of 61%. The 2020 Public Service Employee Survey datasets contain the results of the survey by year (2020, 2019 and 2018) for the Public Service and departments/agencies, and the results broken down by demographic characteristics (e.g., age, gender) and organizational units. Results for 2019 and 2018 are only provided for questions repeated in the 2020 Public Service Employee Survey.

SPSS Data set for an original study carried out in 2019-2020 in which academic engagement was measured using a modified work engagement scales, and looked at three domains: dedication, absorption, vigor. A number of individual, psychological and institutional level variables were explored with regard to academic engagement.

The data set and questionnaire for workplace management initiatives and talent engagement

The Departmental Results Framework (DRF) is the strategic view of Defence’s mandate, displaying its Core Responsibilities and key performance information. It represents the corporate framework used to demonstrate plans, achievements, expenditures and performance results. This helps Canadians and parliamentarians understand what we do, what we seek to achieve, and how we will determine if we have achieved it. This dataset presents DRF 3.2 entitled “The health and well-being of the Defence team is well supported” and its indicator (DRI) 3.2.4 entitled “% of civilian employees who describe the workplace as psychologically healthy”. The 2020 Public Service Employee Survey was conducted from November 30, 2020 to January 29, 2021. The survey was administered by Advanis, on behalf of the Office of the Chief Human Resources Officer and Treasury Board of Canada. This comprehensive survey measured federal government employees’ opinions about their engagement, leadership, workforce, workplace, workplace well-being, compensation, diversity and inclusion, and the impacts of COVID-19. This dataset provides National Defence survey results for public service employees’ responses to Question 78 of the survey: “I would describe my workplace as being psychologically healthy.”

Snapshot img

US Professional Development Market Size 2025-2029

The US professional development market size is valued to increase USD 5.56 billion, at a CAGR of 6.9% from 2024 to 2029. Technological innovations that complement professional development courses will drive the US professional development market.

Major Market Trends & Insights

By End-user - K-12 segment was valued at USD 5.78 billion in 2022
By Type - Online segment accounted for the largest market revenue share in 2022

Market Size & Forecast

Market Opportunities: USD 72.86 billion
Market Future Opportunities: USD 5.56 billion
CAGR from 2024 to 2029 : 6.9%

Market Summary

The Professional Development Market in the US is a significant and continually expanding domain, with businesses investing heavily in upskilling and reskilling their workforce to remain competitive. According to recent data, the market is valued at over USD70 billion, reflecting the growing recognition of the importance of continuous learning in today's dynamic business environment (MarketDataForecast, 2021). Technological innovations play a pivotal role in this evolution, with mobile learning and open educational resources gaining increasing popularity. These advancements offer flexibility and accessibility, enabling professionals to learn at their own pace and convenience. Moreover, they cater to diverse learning styles and preferences, fostering a more engaging and effective learning experience.
The market's expansion is driven by several factors, including the evolving nature of industries, the increasing complexity of jobs, and the growing demand for a skilled workforce. Additionally, companies recognize that investing in their employees' professional development not only enhances their productivity and job satisfaction but also boosts employee retention and overall organizational success. Despite these opportunities, challenges persist, such as the need for standardized learning metrics and the integration of technology with traditional training methods. Addressing these challenges will be crucial for the market's continued growth and the effective delivery of professional development programs to businesses and individuals alike.

What will be the Size of the US Professional Development Market during the forecast period?

Get Key Insights on Market Forecast (PDF) Request Free Sample

How is the Professional Development in US Market Segmented and what are the key trends of market segmentation?

The professional development in US 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

  K-12
  Higher education
  Corporate/Organisation


Type

  Online
  Offline


Product

  Career advancement
  Skill enhancement
  Compliance and regulatory requirements
  Personal growth


Career Type

  Entry-level
  Mid-level
  Senior-level
  Executive education


Delivery Method

  Blended Learning
  Workshops
  Coaching


Geography

  North America

    US

By End-user Insights

The k-12 segment is estimated to witness significant growth during the forecast period.

The Professional Development Market in the US continues to evolve, with a significant focus on enhancing employee skills and competencies. According to recent studies, corporate training programs accounted for over 60% of the total professional development expenditure in 2020. This trend is expected to persist, with a growing emphasis on blended learning models, microlearning modules, and personalized learning experiences. Career development pathways, performance improvement plans, and competency frameworks are increasingly being adopted to align training initiatives with organizational goals. Elearning content development, gamified learning, soft skills training, and compliance training are popular areas of focus, with virtual instructor-led training and online learning platforms facilitating flexible and accessible learning opportunities.

Management training programs, talent management strategies, and employee engagement surveys are essential components of effective training programs. However, the vast array of training options and evolving teaching methods can be overwhelming, necessitating training program evaluation and learning analytics dashboards to measure training effectiveness metrics. Technical skills training, leadership development initiatives, and sales training programs are crucial for businesses to remain competitive. Knowledge management systems enable organizations to leverage their intellectual capital and foster a culture of continuous learning. The integration of artificial intelligence and machine learning in training programs further enhances their effectiveness. With the increasing importance of professional certif

The aim of this project was to work with employees within a select number of NHS Trusts to co-design, deliver, and evaluate a series of mental health and wellbeing interventions for staff in these organisations. The project began with a cross-organisational survey to understand the working conditions and psychological wellbeing of employees, followed by a series of interviews and focus groups with staff. This led to the development of a wellbeing smartphone app and associated toolkit. 6-8 months following intervention dissemination, the survey and interviews were re-distributed.

Within this dataset, quantitative data collected from organisations pre-and-post intervention is presented. The survey data consists of the management standards indicator tool, perceived stress, Warwick Edinburgh Mental Wellbeing Scale, Utrecht Work Engagement Scale, and hour disparity (i.e. difference between contracted hours and average hours worked each week), as well as whether the data was pre- or post-intervention.

Research has widely demonstrated the impact that stress at work can have on individual health. For example work stress is related to heart disease, poorer immune system functioning and increased likelihood of developing symptoms of depression. It is the number one cause of long term sickness absence (greater than four weeks), and number two cause of short-term sickness absence, in the UK. Stress not only impacts the individual but also the organisation that they work for. For example, for every individual employed in the UK an average of 7.5 days are lost due to stress sickness absence, with that number increasing to nearly 11 days in the healthcare sector. Indeed, on average, NHS employees take more than 15 days off per year due to stress - twice the national average - with stress sickness absence levels increasing by 37% over the past 3 years. Tackling stress in the NHS is therefore such an important task that it has recently become linked to amounts of funding NHS Trusts receive each year. The main aim of this project is to design a series of stress management interventions to reduce sickness absence in three large NHS Trusts. The interventions will be co-designed with employees using a Participatory Action Research methodology. Through a series of individual interviews, focus groups, and meetings with dedicated wellbeing groups across three participating NHS Trusts, we will design interventions and a wellbeing toolkit for the improvement of stress awareness and communication which will be presented through a smartphone app. An app has been chosen for its ability to be easily accessed and distributed across a wide range and large number of individuals, and because it means information can be disseminated quickly to a wide range of NHS employees. The first of three research objectives is to co-design (alongside NHS employees), distribute, and evaluate a wellbeing toolkit for NHS staff. The toolkit will provide understanding of how to spot and what to do about the signs of work stress in self and others. The second objective is to co-design NHS-specific interventions for the improvement of working conditions. These everyday stressors significantly contribute to the experience of work stress, and thus interventions which are aimed at these stressors are highly sought after. We will therefore co-design, implement and evaluate interventions delivered by the smartphone app for the improvement of these everyday stressors. Finally, NHS organisations consist of an administrative 'hub' organisation which service numerous satellite sites (i.e. hospitals, care centres). This leads to issues with communication of wellbeing initiatives being adequately communicated across the whole organisation. This project will therefore help to disseminate this information widely across participating organisations via the smartphone application, and thus determine best practice to ensure this reach is substantial. There are clear applications for this project, from an individual employee to a wider NHS organisational perspective. Fewer individuals will be affected by stress at work, meaning that individual health will be improved in the short-to-medium term. Organisationally we aim for there to be fewer days lost due to work stress, meaning improved productivity over the short term and reduced sickness absence costs over the long term. Moving beyond the presented project, we will look to expand to a wider proportion of the NHS and other healthcare organisations. The project will also improve public knowledge of the effects of stress at work through public engagement events such as media appearances and dissemination, organisational and policy-maker understanding through an NHS staff wellbeing conference, and academic understanding via a wide range of journal and conference publications

Snapshot img

Corporate Wellness Market Size 2025-2029

The corporate wellness market size is valued to increase USD 43.76 billion, at a CAGR of 10% from 2024 to 2029. Increasing need to combat rising healthcare costs will drive the corporate wellness market.

Major Market Trends & Insights

North America dominated the market and accounted for a 38% growth during the forecast period.
By Application - Health assessment segment was valued at USD 22.89 billion in 2023
By Deployment - SMEs segment accounted for the largest market revenue share in 2023

Market Size & Forecast

Market Opportunities: USD 0 billion
Market Future Opportunities: USD 0 billion
CAGR from 2024 to 2029 : 10%

Market Summary

The market has experienced significant growth, with estimates suggesting it reached a value of USD40.7 billion in 2020. This expansion is driven by the increasing recognition of employee health as a crucial business asset and the rising costs of healthcare. Companies are investing in wellness programs to mitigate these expenses, foster productivity, and enhance employee morale. A key trend in this market is the adoption of wearable technology, which enables continuous health monitoring and data collection. These devices offer insights into employee fitness levels, sleep patterns, and stress management, allowing companies to tailor wellness initiatives accordingly. However, challenges persist, such as low engagement levels among employees, who may find these programs intrusive or time-consuming. To address this, organizations are exploring innovative strategies, like gamification and personalized approaches, to boost participation and maximize the impact of their wellness offerings. In conclusion, the market continues to evolve, with a focus on leveraging technology to deliver personalized, data-driven solutions that address the unique needs of employees. This approach not only benefits individuals but also contributes to the long-term success of businesses by fostering a healthier, more engaged workforce.

What will be the Size of the Corporate Wellness Market during the forecast period?

Get Key Insights on Market Forecast (PDF) Request Free Sample

How is the Corporate Wellness Market Segmented ?

The corporate wellness 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. ApplicationHealth assessmentNutrition and fitnessStress managementOthersDeploymentSMEsLarge organizationsDelivery ModeOnsiteOffsiteTypeOrganizations and employersPsychological therapistsFitness and nutrition consultantsGeographyNorth AmericaUSCanadaEuropeFranceGermanyItalyUKAPACChinaIndiaJapanSouth KoreaRest of World (ROW)

By Application Insights

The health assessment segment is estimated to witness significant growth during the forecast period.

In the ever-evolving landscape of corporate wellness, employee health assessments serve as a foundational cornerstone. These evaluations, conducted by corporate wellness providers, delve into an employee's medical history and specific health concerns, enabling tailored programs and initiatives. Workplace wellness encompasses more than just health screenings; it includes assessing current programs, the physical environment, and organizational policies. Employee surveys and questionnaires are instrumental in identifying behaviors, health concerns, and interests. Additional data, such as attendance records, injury reports, medical insurance, and worker claims, contribute valuable insights for program implementation. According to recent studies, companies investing in wellness programs report a 25% reduction in absenteeism and a 23% decrease in healthcare costs (Mercer, 2019). By prioritizing employee wellbeing, organizations can foster a productive workforce and enhance overall work-life balance. Corporate wellness strategies encompass a myriad of initiatives, including physical activity programs, telehealth services, healthy eating initiatives, data analytics dashboards, mindfulness meditation, health coaching, stress management techniques, wellness technology platforms, employee wellness programs, health screenings, productivity enhancement, onsite fitness centers, workplace wellness, wellness budget allocation, biometric screening, sleep hygiene, ergonomic assessments, flexible work schedules, wellness surveys, wellness incentives, yoga classes, mental health initiatives, health risk assessments, wellbeing programs, employee assistance programs, and financial wellness.

Request Free Sample

The Health assessment segment was valued at USD 22.89 billion in 2019 and showed a gradual increase during the forecast period.

Request Free Sample

Regional Analysis

North America is estimated to contribute 38% to the

The survey examined the perceptions of well-being, well-being work, and working conditions in comprehensive schools in Central Finland during the exceptional circumstances caused by the coronavirus during the distance teaching and learning period (March 18 - May 13, 2020). It is a continuation of the FSD3611 Well-being Work and Personnel Well-being in Schools in Central Finland 2020 data. The survey was conducted as part of the Yhteistyöllä hyvinvointia kouluyhteisöön project, which is part of the Central Finland Health and Wellbeing Ecosystem (KeHO) network. The dataset also contains the open-ended responses. First, the respondents' various concerns related to the school, pupils, and staff were surveyed. In addition, several questions were asked about the respondents' working conditions, coping, and well-being. Some of the statements were also presented in the FSD3611 data. The scales and inventories used in the data include e.g. the BBI-9 (Bergen Burnout Inventory) and the UWES-3 (Ultra-Short Measure for Work Engagement). For more information on the construction of the questionnaire, see the section Related Materials. Background variables included the respondent's gender, work role, work experience, job description during the distance education period, and school type.