The employee attrition rate of professional services organizations worldwide ********* overall between 2013 and 2023, despite some fluctuations. During the 2023 survey, respondents reported an average employee attrition rate of **** percent.

A curated dataset of the most current U.S. employee turnover statistics for 2024–2025, including voluntary and total turnover rates, monthly quit rates, sector-level comparisons, job-level differences, reasons for leaving, preventability, and cost impacts. Compiled by HIGH5 from sources including Mercer, the U.S. Bureau of Labor Statistics (JOLTS), Gallup, Work Institute, and others.

In 2018, the average ten-year retention rate of healthcare and social assistance workers in New Zealand was 73.2 percent, the highest across all industries in the country. In contrast, the administrative and support industry had the lowest ten-year retention rate of 24.6 percent.

A data-driven review of employee retention and turnover in 2024–2025 with benchmarks, industry comparisons, drivers of quits, and actionable retention levers.

The Job Openings and Labor Turnover Survey (JOLTS) program provides national estimates of rates and levels for job openings, hires, and total separations. Total separations are further broken out into quits, layoffs and discharges, and other separations. Unadjusted counts and rates of all data elements are published by supersector and select sector based on the North American Industry Classification System (NAICS). The number of unfilled jobs—used to calculate the job openings rate—is an important measure of the unmet demand for labor. With that statistic, it is possible to paint a more complete picture of the U.S. labor market than by looking solely at the unemployment rate, a measure of the excess supply of labor. Information on labor turnover is valuable in the proper analysis and interpretation of labor market developments and as a complement to the unemployment rate. For more information and data visit: https://www.bls.gov/jlt/

Worker Retention Analytics Platforms Market Outlook

According to our latest research, the global Worker Retention Analytics Platforms market size reached USD 2.14 billion in 2024, with a robust CAGR of 12.7% anticipated through the forecast period. By 2033, the market is projected to attain a value of USD 6.26 billion, driven by escalating investments in workforce analytics, rising attrition rates, and the growing necessity for data-driven HR decisions. The increasing demand for actionable insights into employee engagement and turnover prediction remains a key growth factor propelling the market forward.

The primary growth driver of the Worker Retention Analytics Platforms market is the accelerating adoption of advanced analytics and artificial intelligence within human resource management. Organizations across industries are facing unprecedented challenges in retaining top talent, particularly in the wake of evolving workplace norms, remote work adoption, and a competitive labor market. These platforms enable companies to analyze vast datasets, including employee feedback, performance metrics, and engagement surveys, to identify at-risk employees and proactively address retention issues. Furthermore, the integration of predictive analytics empowers HR teams to develop targeted interventions, optimize workforce planning, and enhance overall employee satisfaction, which collectively contribute to lower turnover rates and improved organizational performance.

Another significant factor fueling market growth is the increasing recognition of the financial impact of employee turnover. The costs associated with recruiting, onboarding, and training new hires, coupled with the loss of institutional knowledge, can be substantial. As a result, businesses are seeking sophisticated solutions that provide real-time insights into employee sentiment, performance trends, and engagement levels. Worker Retention Analytics Platforms offer a comprehensive suite of tools that enable organizations to monitor key retention indicators, benchmark against industry standards, and implement data-driven strategies for talent management. The shift towards evidence-based HR practices is further amplified by regulatory requirements and the growing emphasis on diversity, equity, and inclusion, which necessitate a deeper understanding of workforce dynamics.

The proliferation of cloud-based solutions and the expansion of digital transformation initiatives across enterprises have also contributed to the rising adoption of Worker Retention Analytics Platforms. Cloud deployment offers scalability, flexibility, and cost-effectiveness, making these platforms accessible to organizations of all sizes, including small and medium enterprises (SMEs). The seamless integration with existing HR systems, coupled with enhanced data security and compliance features, has made cloud-based platforms the preferred choice for many businesses. Additionally, the advent of mobile-first analytics and user-friendly dashboards has democratized access to retention insights, empowering managers and leaders at all organizational levels to make informed decisions that positively impact employee retention.

From a regional perspective, North America continues to dominate the Worker Retention Analytics Platforms market, accounting for the largest share in 2024, followed by Europe and Asia Pacific. The mature HR technology landscape, high digital adoption rates, and a strong focus on employee experience in North America have accelerated market growth. Meanwhile, Asia Pacific is witnessing the fastest growth, driven by rapid economic expansion, digitalization, and increasing investments in workforce analytics by enterprises seeking to navigate complex labor markets. Europe remains a key market, supported by stringent labor regulations and a growing emphasis on workplace well-being. Latin America and the Middle East & Africa are also experiencing steady growth, albeit from a smaller base, as organizations in these regions increasingly recognize the value of data-driven retention strategies.

By the last business day of August 2025, there were about ******* job separations in the trade, transportation, and utilities industry in the United States. Separations include voluntary quits, involuntary layoffs and discharges, as well as other separations such as retirements. Separations are also referred to as turnover.

Employee Retention Platform Market Outlook

According to our latest research, the employee retention platform market size reached USD 9.4 billion in 2024 globally, driven by the increasing need for organizations to reduce turnover and retain top talent. The market is projected to grow at a CAGR of 12.1% from 2025 to 2033, reaching approximately USD 26.2 billion by 2033. This robust growth is propelled by digital transformation initiatives, the rising importance of employee experience, and the increasing adoption of cloud-based HR solutions across diverse industry verticals.

One of the primary growth factors for the employee retention platform market is the escalating cost of employee turnover, which has prompted organizations to invest heavily in solutions that help retain valuable staff. With the labor market becoming increasingly competitive, businesses are recognizing the critical role of employee engagement and satisfaction in driving productivity and reducing attrition. The adoption of employee retention platforms enables companies to proactively identify at-risk employees, implement targeted interventions, and foster a culture of continuous feedback and recognition. This strategic focus on retention not only minimizes recruitment and training costs but also contributes to enhanced organizational performance and long-term business sustainability.

Another significant driver is the rapid advancement in analytics and artificial intelligence technologies, which are being seamlessly integrated into modern employee retention platforms. These innovations empower organizations to leverage predictive analytics, sentiment analysis, and personalized engagement strategies, thereby enhancing the accuracy and effectiveness of retention efforts. Moreover, the growing trend of remote and hybrid work models has amplified the need for digital solutions that facilitate ongoing communication, collaboration, and performance management. As a result, organizations across various sectors are prioritizing investments in comprehensive employee retention platforms to maintain high levels of morale and productivity, regardless of physical location.

Furthermore, regulatory compliance and the increasing focus on diversity, equity, and inclusion (DEI) have emerged as critical considerations influencing the adoption of employee retention platforms. Many regions have introduced stringent labor laws and reporting requirements, compelling organizations to implement robust systems for tracking employee engagement, satisfaction, and performance metrics. Employee retention platforms equipped with advanced analytics and reporting capabilities help businesses ensure compliance while simultaneously supporting their DEI initiatives. This dual benefit is particularly appealing to organizations striving to build inclusive workplaces and maintain a positive employer brand in the eyes of both current and prospective employees.

From a regional perspective, North America continues to dominate the employee retention platform market, accounting for the largest share in 2024, followed closely by Europe and Asia Pacific. The region’s leadership is attributed to the early adoption of digital HR technologies, a highly competitive labor market, and the presence of numerous leading solution providers. Meanwhile, Asia Pacific is witnessing the fastest growth, fueled by rapid digitalization, expanding enterprise sectors, and increasing awareness of the importance of employee engagement and retention. Latin America and the Middle East & Africa are also experiencing steady growth, supported by ongoing economic development and rising investments in HR technology infrastructure.

Component Analysis

The employee retention platform market by component is primarily segmented into software and services. The software segment dominates the market, accounting for a significant majority of the total revenue in 2024. This dominance is attributed to the increasing adoption of advanced HR software solutions that integrate seamlessly with existi

Worker Retention Analytics Platforms Market Outlook

According to our latest research, the Global Worker Retention Analytics Platforms market size was valued at $2.4 billion in 2024 and is projected to reach $8.1 billion by 2033, expanding at a robust CAGR of 14.2% during 2024–2033. The primary factor driving this remarkable growth is the mounting need among organizations to reduce employee turnover and improve workforce stability in an increasingly competitive labor market. As businesses recognize the high costs associated with recruiting and training new employees, the adoption of advanced analytics platforms to proactively identify retention risks and implement targeted engagement strategies has become a strategic imperative across industries worldwide.

Regional Outlook

North America currently commands the largest share of the Worker Retention Analytics Platforms market, accounting for approximately 37% of global revenue in 2024. This dominance can be attributed to the region’s mature enterprise sector, widespread digital transformation initiatives, and early adoption of HR technology. The United States, in particular, boasts a well-established ecosystem of analytics vendors, driven by progressive labor policies and a high demand for sophisticated workforce management solutions. Furthermore, the prevalence of remote and hybrid work models in the region has accelerated the need for real-time employee engagement and retention insights, prompting organizations to invest heavily in analytics platforms that can deliver actionable recommendations and measurable ROI.

Asia Pacific is emerging as the fastest-growing region in the Worker Retention Analytics Platforms market, forecasted to register a remarkable CAGR of 17.8% from 2024 to 2033. Rapid economic development, the expansion of multinational corporations, and increasing awareness of the costs associated with high employee attrition are fueling demand for advanced retention analytics solutions across countries like China, India, Japan, and Australia. Investments in digital infrastructure, coupled with the proliferation of cloud-based HR platforms, are enabling organizations in the region to harness predictive analytics and machine learning for workforce optimization. Additionally, governments in Asia Pacific are introducing labor reforms and skill development initiatives that further incentivize enterprises to prioritize employee retention and engagement through technology.

In emerging economies across Latin America, the Middle East, and Africa, the adoption of Worker Retention Analytics Platforms is steadily gaining traction, although growth is tempered by challenges such as limited digital maturity, budget constraints, and varying regulatory frameworks. Organizations in these regions are increasingly recognizing the value of data-driven retention strategies, especially in sectors facing acute talent shortages or high turnover rates. However, localized demand is often shaped by unique workforce dynamics, cultural factors, and evolving labor laws, necessitating tailored analytics solutions. Policy interventions and foreign investments are expected to play a pivotal role in accelerating the adoption of retention analytics platforms in these emerging markets over the forecast period.

Report Scope

In 2023, the attrition rate was the highest among employees working in ******************. It was followed by life sciences and consumer products sectors.

Employee Retention Platform Market Outlook

According to our latest research, the employee retention platform market size reached USD 11.2 billion globally in 2024, driven by the increasing need for organizations to retain top talent in a competitive labor landscape. The market is experiencing robust growth, with a recorded CAGR of 13.8% from 2025 to 2033. By the end of 2033, the market is forecasted to reach a substantial size of USD 34.1 billion. The primary growth factor fueling this expansion is the rapid digital transformation of HR processes and the rising recognition among enterprises of the critical role that employee engagement and satisfaction play in organizational success.

A major driver for the employee retention platform market is the intensifying competition for skilled professionals across industries, especially in sectors like IT, BFSI, and healthcare. Organizations are increasingly realizing that high turnover rates not only incur significant financial costs but also disrupt productivity and impact company culture. As a result, businesses are investing heavily in advanced employee retention platforms that leverage artificial intelligence, analytics, and automation to identify at-risk employees, personalize engagement strategies, and foster a positive workplace environment. The adoption of such platforms enables companies to proactively address employee concerns, streamline communication, and offer tailored career development opportunities, all of which significantly enhance retention rates.

Another pivotal factor boosting the growth of the employee retention platform market is the shift towards hybrid and remote work arrangements, catalyzed by the global pandemic and the ongoing evolution of workplace dynamics. This shift has necessitated the deployment of digital solutions that can monitor employee sentiment, track performance, and facilitate seamless collaboration regardless of physical location. Employee retention platforms, equipped with robust analytics and engagement modules, have become indispensable tools for HR departments aiming to maintain high levels of employee satisfaction and loyalty in a dispersed workforce. The integration of machine learning and predictive analytics further empowers organizations to make data-driven decisions, anticipate workforce trends, and implement targeted interventions to reduce attrition.

The growing emphasis on diversity, equity, and inclusion (DEI) initiatives also acts as a significant growth catalyst for the employee retention platform market. Enterprises are increasingly leveraging these platforms to assess and enhance their DEI strategies, ensuring that all employees feel valued and supported. Advanced platforms offer comprehensive analytics and reporting features that enable organizations to identify gaps in their DEI efforts, monitor progress, and foster an inclusive culture that promotes long-term retention. The alignment of retention strategies with broader organizational goals, such as sustainability and corporate social responsibility, further amplifies the demand for sophisticated employee retention solutions.

From a regional perspective, North America continues to dominate the employee retention platform market, accounting for the largest share in 2024 due to the high adoption of digital HR technologies and a strong focus on employee well-being among enterprises. Europe follows closely, benefiting from stringent labor regulations and a mature corporate culture that prioritizes employee satisfaction. Meanwhile, the Asia Pacific region is witnessing the fastest growth, propelled by rapid economic development, a burgeoning workforce, and increased investments in HR technology. Latin America and the Middle East & Africa are emerging markets, gradually recognizing the value of employee retention platforms as they modernize their HR practices and strive to compete on a global scale.

Component Analysis

The employee retention platform market by component is segmented into software and services, each playing a pivotal role in delivering comprehensive solutions to enterprises. Software solutions encompass a wide array of functionalities, including talent management suites, engagement tools, analytics, and performance management modules. These platforms are increasingly leveraging artificial intelligence and machine learning to automate tasks, provide predictive insights, and personalize employee experiences. The software

The Synthetic Employee Attrition Dataset is a simulated dataset designed for the analysis and prediction of employee attrition. It contains detailed information about various aspects of an employee's profile, including demographics, job-related features, and personal circumstances.

The dataset comprises 74,498 samples, split into training and testing sets to facilitate model development and evaluation. Each record includes a unique Employee ID and features that influence employee attrition. The goal is to understand the factors contributing to attrition and develop predictive models to identify at-risk employees.

This dataset is ideal for HR analytics, machine learning model development, and demonstrating advanced data analysis techniques. It provides a comprehensive and realistic view of the factors affecting employee retention, making it a valuable resource for researchers and practitioners in the field of human resources and organizational development.

FEATURES:

Employee ID: A unique identifier assigned to each employee. Age: The age of the employee, ranging from 18 to 60 years. Gender: The gender of the employee Years at Company: The number of years the employee has been working at the company. Monthly Income: The monthly salary of the employee, in dollars. Job Role: The department or role the employee works in, encoded into categories such as Finance, Healthcare, Technology, Education, and Media. Work-Life Balance: The employee's perceived balance between work and personal life, (Poor, Below Average, Good, Excellent) Job Satisfaction: The employee's satisfaction with their job: (Very Low, Low, Medium, High) Performance Rating: The employee's performance rating: (Low, Below Average, Average, High) Number of Promotions: The total number of promotions the employee has received. Distance from Home: The distance between the employee's home and workplace, in miles. Education Level: The highest education level attained by the employee: (High School, Associate Degree, Bachelor’s Degree, Master’s Degree, PhD) Marital Status: The marital status of the employee: (Divorced, Married, Single) Job Level: The job level of the employee: (Entry, Mid, Senior) Company Size: The size of the company the employee works for: (Small,Medium,Large) Company Tenure: The total number of years the employee has been working in the industry. Remote Work: Whether the employee works remotely: (Yes or No) Leadership Opportunities: Whether the employee has leadership opportunities: (Yes or No) Innovation Opportunities: Whether the employee has opportunities for innovation: (Yes or No) Company Reputation: The employee's perception of the company's reputation: (Very Poor, Poor,Good, Excellent) Employee Recognition: The level of recognition the employee receives:(Very Low, Low, Medium, High)

Attrition: Whether the employee has left the company, encoded as 0 (stayed) and 1 (Left).

In 2018, the average one-year retention rate of healthcare and social assistance workers in New Zealand was 92 percent, the highest across all industries in the country. In contrast, the administrative and support industry had the lowest one-year retention rate of 66.9 percent.

Enhance your workforce insights with comprehensive Employee Dataset, designed to help businesses improve recruitment strategies, track employment trends, and optimize workforce planning. This dataset provides structured and reliable employee data for HR professionals, recruiters, and analysts.

Dataset Features

Employee Profiles: Access detailed public employee data, including names, job titles, industries, locations, experience, and skills. Ideal for talent acquisition, workforce analytics, and competitive hiring strategies. Company Employment Data: Gain insights into company workforce distribution, employee tenure, hiring trends, and organizational structures. Useful for market research, HR benchmarking, and business intelligence. Job Listings & Open Positions: Track job postings, employment trends, and hiring patterns across industries. This data includes job titles, company names, locations, salary ranges, and job descriptions.

Customizable Subsets for Specific Needs Our Employee Dataset is fully customizable, allowing you to filter data based on industry, location, job role, or company size. Whether you need a broad dataset for market analysis or a focused subset for recruitment purposes, we tailor the dataset to your specific needs.

Popular Use Cases

Recruitment & Talent Sourcing: Identify top talent, analyze hiring trends, and enhance recruitment strategies with up-to-date employee data. HR Analytics & Workforce Planning: Optimize workforce management by tracking employee movement, industry hiring patterns, and job market trends. Competitive Intelligence: Monitor hiring activity, employee retention rates, and workforce distribution to gain insights into competitors’ strategies. Market Research & Business Expansion: Analyze employment trends to identify growth opportunities, emerging job markets, and industry shifts. AI & Predictive Analytics: Leverage structured employee data for AI-driven workforce predictions, job market forecasting, and HR automation.

Whether you're looking to improve recruitment, analyze workforce trends, or gain competitive insights, our Employee Dataset provides the structured data you need. Get started today and customize your dataset to fit your business objectives.

Warehouse Workforce Retention Analytics Market Outlook

According to our latest research, the global warehouse workforce retention analytics market size reached USD 1.68 billion in 2024, reflecting significant adoption of data-driven workforce management solutions across logistics and warehousing industries. The market is projected to expand at a robust CAGR of 13.2% during the forecast period, reaching a value of USD 4.78 billion by 2033. This growth is primarily driven by the increasing demand for operational efficiency, the rising cost of employee turnover, and the strategic shift towards digital transformation in warehouse operations worldwide.

The primary growth factor for the warehouse workforce retention analytics market stems from the acute need to address high attrition rates in the warehousing sector. Warehouses, especially those serving e-commerce and retail, are experiencing unprecedented labor shortages and increasing wage pressures. As a result, organizations are investing heavily in advanced analytics platforms that can identify at-risk employees, optimize scheduling, and tailor retention strategies. These analytics solutions leverage machine learning and predictive modeling to provide actionable insights, allowing warehouse managers to proactively engage with their workforce, reduce turnover, and minimize the disruption caused by frequent staff changes. The ability to translate workforce data into measurable improvements in retention has become a key differentiator for competitive warehouse operations.

Another significant growth driver is the integration of workforce analytics with existing warehouse management systems (WMS) and human resource information systems (HRIS). This integration facilitates a holistic approach to workforce management, enabling real-time monitoring of employee engagement, performance metrics, and absenteeism patterns. By consolidating data from various sources, organizations can develop more effective training programs, identify skill gaps, and implement targeted interventions for at-risk employees. The adoption of cloud-based analytics platforms further accelerates this trend, as they provide scalability, accessibility, and lower upfront costs, making advanced retention analytics accessible to organizations of all sizes. Additionally, the growing emphasis on employee well-being and regulatory compliance regarding labor practices is compelling organizations to adopt analytics-driven approaches to workforce retention.

Furthermore, the rapid digitalization of logistics and supply chain operations is fueling market growth. The proliferation of Internet of Things (IoT) devices, wearable technology, and automated data collection tools in warehouses has resulted in an explosion of workforce-related data. Organizations are increasingly leveraging this data to gain deeper insights into employee behavior, engagement levels, and operational bottlenecks. Advanced analytics solutions can correlate workforce data with key business outcomes, such as productivity, customer satisfaction, and financial performance. This data-driven approach not only enhances retention rates but also contributes to overall operational excellence. As the competitive landscape intensifies and customer expectations rise, the ability to retain skilled warehouse staff through analytics-driven strategies is becoming a critical success factor.

From a regional perspective, North America currently dominates the warehouse workforce retention analytics market, accounting for the largest revenue share in 2024. This dominance is attributed to the region's mature warehousing infrastructure, high adoption of digital technologies, and the presence of leading analytics solution providers. Europe follows closely, driven by stringent labor regulations and a strong focus on employee welfare. The Asia Pacific region is expected to witness the fastest growth during the forecast period, propelled by the rapid expansion of e-commerce, increasing investments in logistics automation, and the growing recognition of workforce retention as a strategic priority. Latin America and the Middle East & Africa are also exhibiting steady growth, supported by the modernization of logistics networks and the adoption of best practices in workforce management.

Component Analysis

The warehouse workforce retention analytics market is segmented by component into software and services, each playing a distinct role in driving market growth. Software soluti

Employee Engagement Platform for Restaurants Market Outlook

As per our latest research, the global employee engagement platform for restaurants market size was valued at USD 1.36 billion in 2024, with a robust compound annual growth rate (CAGR) of 13.8% projected through 2033. By the end of the forecast period, the market is expected to reach USD 4.13 billion. This remarkable growth trajectory is primarily driven by the increasing need for streamlined communication, enhanced employee productivity, and retention strategies in the highly competitive restaurant industry. The adoption of digital tools for workforce management is transforming how restaurants engage with their staff, optimize operations, and ultimately deliver superior customer experiences.

One of the most significant growth factors for the employee engagement platform for restaurants market is the rising demand for improved employee retention in an industry notorious for high turnover rates. Restaurant operators are increasingly recognizing that disengaged employees directly impact customer satisfaction, operational efficiency, and overall profitability. As a result, there is a strong push towards deploying digital engagement solutions that foster a positive workplace culture, facilitate real-time feedback, and offer personalized recognition programs. These platforms are designed to address the unique challenges faced by restaurants, such as shift variability, language diversity, and the need for rapid onboarding, making them indispensable tools for modern restaurant management.

Another key driver is the integration of advanced technologies such as artificial intelligence, machine learning, and analytics within employee engagement platforms. These technologies empower restaurant managers to gain actionable insights into employee performance, predict attrition risks, and tailor training programs to individual needs. The shift towards data-driven decision-making in human resource management is enabling restaurants to proactively address workforce issues, optimize scheduling, and enhance communication across distributed teams. Furthermore, the growing popularity of mobile-first solutions ensures that engagement tools are accessible to frontline staff, irrespective of their location or device, thereby boosting adoption rates across all restaurant formats.

The increasing emphasis on regulatory compliance and workplace safety is also contributing to the growth of the employee engagement platform for restaurants market. As governments and regulatory bodies introduce stricter labor laws and health guidelines, restaurants are turning to digital solutions to ensure adherence and maintain comprehensive audit trails. These platforms enable seamless dissemination of policy updates, facilitate mandatory training, and capture employee acknowledgments, reducing legal risks and fostering a culture of transparency. The ability to centralize critical HR processes not only streamlines operations but also enhances the overall employee experience, positioning restaurants for sustained growth in a dynamic market environment.

From a regional perspective, North America currently leads the global market, accounting for the largest share in 2024, followed closely by Europe and Asia Pacific. The presence of a mature restaurant industry, coupled with high digital adoption rates and significant investments in workforce management technologies, underpins North America's dominance. However, the Asia Pacific region is poised for the fastest growth during the forecast period, driven by the rapid expansion of the foodservice sector, urbanization, and increasing awareness of employee engagement best practices among restaurant operators. As the market continues to evolve, regional dynamics will play a pivotal role in shaping the adoption patterns and competitive landscape of employee engagement platforms for restaurants worldwide.

Component Analysis

The employee engagement platform for restaurants market is segmented by component into software and services. The software segment dominates the market, capturing the majority of the revenue share in 2024. This dominance is attributed to the growing preference for integrated platforms that offer a comprehensive suite of engagement tools, including communication modules, performance tracking, and recognition systems. Modern restaurant operators are increasingly investing in robust software solu

The 10,000 Worlds Employee Dataset is a comprehensive dataset designed for analyzing workforce trends, employee performance, and organizational dynamics within a large-scale company setting. This dataset contains information on 10,000 employees, spanning various departments, roles, and experience levels. It is ideal for research in human resource analytics, machine learning applications in employee retention, performance prediction, and diversity analysis.

Key Features of the Dataset: Employee Demographics:

Age, gender, ethnicity Education level, degree specialization Years of experience Employment Details:

Department (e.g., HR, Engineering, Marketing) Job title and seniority level Employment type (full-time, part-time, contract) Performance & Productivity Metrics:

Annual performance ratings Work hours, overtime details Training programs attended Compensation & Benefits:

Salary, bonuses, stock options Benefits (healthcare, pension plans, remote work options) Employee Engagement & Retention:

Job satisfaction scores Attrition and turnover rates Promotion history and career growth Workplace Environment Factors:

Team collaboration metrics Employee feedback and survey results Work-life balance indicators Use Cases: HR Analytics: Identifying patterns in employee satisfaction, retention, and performance. Predictive Modeling: Forecasting attrition risks and promotion likelihoods. Diversity & Inclusion Analysis: Understanding representation across departments. Compensation Benchmarking: Comparing salaries and benefits within and across industries. This dataset is highly valuable for data scientists, HR professionals, and business analysts looking to gain insights into workforce dynamics and improve organizational strategies.

Would you like any additional details or a sample schema for the dataset?

The Employee Retention Loyalty Management Software market is rapidly evolving, driven by the growing recognition of employee engagement and satisfaction as critical components of organizational success. As businesses face rising turnover rates and the associated costs of recruiting and training new talent, many are

Turnover among U.S. childcare workers was about 65% higher than turnover in the median occupation in 2022, which creates challenges for the broader workforce, according to a new report from the Federal Reserve Bank of Cleveland.

Short-term business statistics (STS) give information on a wide range of economic activities. All STS data are index data. Additionally, annual absolute values are released for building permits indicators. Percentage changes are also available for each indicator: Infra-annual percentage changes - changes between two consecutive months or quarters - are calculated on the basis of non-adjusted data (prices) or calendar and seasonally adjusted data (volume and value indicators) and year-on-year changes - comparing a period to the same period one year ago - are calculated on the basis of non-adjusted data (prices and employment) or calendar adjusted data (volume and value indicators).

The index data are generally presented in the following forms:

• unadjusted
• calendar adjusted
• calendar and seasonally adjusted.

Depending on the EBS Regulation data are accessible as monthly, quarterly and annual data.

The STS indicators are listed below in five different sectors, reflecting the dissemination of these data in Eurostat’s online database “Eurobase”.

Based on the national data, Eurostat compiles short-term indicators for the EU and euro area. Among these, a list of indicators, called Principal European Economic Indicators (PEEIs) has been identified by key users as being of primary importance for the conduct of monetary and economic policy of the euro area. The PEEIs contributed by STS are marked with * in the text below.

The euro indicators are released through Eurostat's website.

INDUSTRY

• production (volume)*
• turnover: Total, Domestic market and Non-domestic market. A further breakdown of the non-domestic turnover into euro area and non-euro area is available for the euro area countries.
• producer prices (output prices)*: Total, Domestic market and Non-domestic market. A further breakdown of the non-domestic producer prices into euro area and non-euro area is available for the euro area countries.
• import prices*: Total, euro area market, Non euro area market (euro area countries only)
• labour input indicators: Number of employees and self-employed persons, Hours worked by employees, Gross wages and salaries

CONSTRUCTION

• production (volume)*
• building permits indicators*: number of dwellings, square meters of useful floor
• producer (output) prices in construction (if not available, they can be approximated by the construction costs variable)
• labour input indicators: number of employees and self-employed persons, hours worked by employees, gross wages and salaries

TRADE

• volume of sales (deflated turnover)*
• turnover (value)
• labour input indicators: number of employees and self-employed persons, hours worked by employees, gross wages and salaries

SERVICES

• production (volume)*
• turnover (in value)
• labour input indicators: number of employees and self-employed persons, hours worked by employees, gross wages and salaries
• producer prices (output prices)*

MARKET ECONOMY

• total market production (volume)
• registrations
• bankruptcies

National reference metadata of the reporting countries are available in the Annexes to this metadata file.