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.

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.

This layer shows figures of quit rates and quit levels by the US, BLS regions, and states. Data is from the Bureau of Labor Statistics (BLS) and was released October and November of 2021. The layer default symbology highlights to September 2021 quit rate in comparison to the national figure of 3.0%.According to the October 2021 News Release by BLS:"The number of quits increased in August to 4.3 million (+242,000). The quits rate increased to a series high of 2.9 percent. Quits increased in accommodation and food services (+157,000); wholesale trade (+26,000); and state and local government education (+25,000). Quits decreased in real estate and rental and leasing (-23,000). The number of quits increased in the South and Midwest regions."In the following November News Release:"In September, quits rates increased in 15 states and decreased in 10 states. The largest increases in quits rates occurred in Hawaii (+3.8 percentage points), Montana (+1.5 points), as well as Nevada and New Hampshire (+1.1 points each). The largest decreases in quits rates occurred in Kentucky (-1.1 percentage points), Iowa (-1.0 point), and South Dakota (-0.7 point). Over the month, the national quits rate increased (+0.1 percentage point)."Quit rates: The quits rate is the number of quits during the entire month as a percent of total employment.Quit levels: Quits are the number of quits during the entire month.State and US figures: Table 4. Quits levels and rates by industry and region, seasonally adjustedRegion figures: Table 4. Quits levels and rates by industry and region, seasonally adjustedThis data was obtained in October and November 2021, and the months of data from BLS are as follows:August 2020September 2020April 2021 (only offered for Regions)May 2021June 2021July 2021August 2021September 2021 (preliminary values)For the full data release, click here.The states (including the District of Columbia) that comprise the regions are: Northeast: Connecticut, Maine, Massachusetts, New Hampshire, New Jersey, New York, Pennsylvania, Rhode Island, and VermontSouth: Alabama, Arkansas, Delaware, District of Columbia, Florida, Georgia, Kentucky, Louisiana, Maryland, Mississippi, North Carolina, Oklahoma, South Carolina, Tennessee, Texas, Virginia, and West VirginiaMidwest: Illinois, Indiana, Iowa, Kansas, Michigan, Minnesota, Missouri, Nebraska, North Dakota, Ohio, South Dakota, and WisconsinWest: Alaska, Arizona, California, Colorado, Hawaii, Idaho, Montana, Nevada, New Mexico, Oregon, Utah, Washington, and Wyoming.

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.

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/

This statistic depicts the average annual employee turn over rate in the United States in 2016 and 2017, as reported by human resources (HR) professionals. During the 2017 survey, respondents reported an average annual turnover rate of ** percent.

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The number of employees leaving work from various industries in the Employee Turnover Survey, broken down by age.

By the last business day of April 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 Training Service Market Outlook

As of 2023, the global market size for employee training services is valued at approximately $370 billion, and it is projected to reach around $580 billion by 2032, growing at a compound annual growth rate (CAGR) of 4.8%. The key driving factors for this growth include the rising need for skill enhancement due to the rapid technological advancements, the growing importance of employee retention, and the increased focus on productivity improvements across various sectors. Companies are increasingly recognizing the importance of investing in their workforce to stay competitive, which is fueling the demand for comprehensive training programs.

The proliferation of digital transformation initiatives across industries is a major growth driver for the employee training services market. As companies adopt advanced technologies such as artificial intelligence, machine learning, and cloud computing, the need for workforce upskilling becomes imperative. Employees need to be proficient in these new technologies to drive innovation and efficiency within the organization. Consequently, businesses are allocating larger portions of their budgets to training services, leading to a significant expansion of the market.

Another critical growth factor is the evolving nature of work environments, particularly in the wake of the COVID-19 pandemic. The pandemic has accelerated the shift towards remote and hybrid work models, necessitating the development of new skills and competencies among employees. Online training platforms have gained tremendous popularity as organizations strive to adapt to these changes. The flexibility and accessibility of online training have made it a preferred choice for many companies, further propelling market growth. Additionally, the focus on soft skills such as communication, leadership, and emotional intelligence is increasing, as these skills are essential for effective teamwork and collaboration in a remote work setting.

The growing importance of employee retention and job satisfaction is also contributing to the expansion of the employee training services market. Companies are increasingly aware that a well-trained workforce not only enhances productivity but also boosts employee morale and reduces turnover rates. Employee training programs are seen as a valuable investment in human capital, leading to improved job satisfaction and loyalty. Organizations are leveraging training services to create career development opportunities, which in turn attract and retain top talent in a competitive job market.

Training Management Software is becoming increasingly essential in today's dynamic business environment. As organizations strive to enhance their training programs, the integration of such software solutions offers a streamlined approach to managing training activities. These platforms provide comprehensive tools for scheduling, tracking, and evaluating training sessions, ensuring that employees receive consistent and effective learning experiences. By automating administrative tasks, Training Management Software allows HR and training departments to focus more on content development and delivery. This technological advancement not only improves operational efficiency but also enhances the overall quality of training programs, aligning them with organizational goals.

Regionally, North America holds a significant share of the employee training services market, driven by the presence of a large number of multinational corporations and a high adoption rate of advanced technologies. Europe is also a major market, with countries like Germany, the UK, and France investing heavily in workforce development. The Asia Pacific region is expected to witness the highest growth rate during the forecast period, owing to the rapid industrialization and the increasing emphasis on skill development in countries like China, India, and Japan. Latin America and the Middle East & Africa are also emerging as lucrative markets, driven by economic development and the growing awareness of the importance of employee training.

Training Type Analysis

On-the-job training remains a cornerstone of the employee training services market, providing practical, hands-on experience that is invaluable for skill acquisition. This type of training is particularly popular in sectors such as manufacturing, healthcare, and retail, where real-world application is essential for effective learning. On-the-job training o

Job Openings and Labor Turnover Survey data from the U.S. Bureau of Labor Statistics

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, driven by the increasing demand for efficient workforce management and recruitment. Companies are recognizing the value of leveraging data-driven insights to optimize their workforce, leading to increased adoption of workforce analytics solutions. Another key trend in the market is the growing use of mobile applications for workforce analytics, enabling real-time access to data and analytics from anywhere. However, the market also faces challenges, including the lack of a skilled workforce capable of effectively implementing and utilizing these advanced analytics tools. As the market continues to evolve, companies seeking to capitalize on opportunities and navigate challenges effectively must prioritize investments in workforce analytics solutions and focus on building a skilled workforce to maximize the value of their data.

What will be the Size of the Workforce Analytics Market during the forecast period?

Explore in-depth regional segment analysis with market size data - historical 2019-2023 and forecasts 2025-2029 - in the full report.
Request Free SampleThe market continues to evolve, driven by the ever-increasing importance of data-driven decision making in various sectors. Cost optimization, data visualization, and data warehousing are integral components of workforce analytics, enabling organizations to gain valuable insights from their workforce data. Process automation and employee development are also key areas of focus, as they help streamline operations and enhance employee skills. Performance management and organizational network analysis provide valuable insights into employee productivity and team dynamics. ETL processes and risk management ensure data accuracy and security, while recruitment optimization and career pathing facilitate effective talent acquisition and retention. Predictive modeling and sentiment analysis aid in anticipating workforce trends and employee sentiment, respectively. Data security and strategic workforce planning are essential for mitigating risks and ensuring long-term success. Machine learning and natural language processing are advanced technologies that are increasingly being adopted for data analysis and processing. Workforce analytics encompasses a range of applications, from compensation analysis and employee satisfaction to diversity and inclusion and leadership development. These areas are interconnected and evolve continuously, with new technologies and trends shaping the market landscape. The ongoing integration of these applications into comprehensive workforce analytics solutions enables organizations to optimize their workforce and gain a competitive edge.

How is this Workforce Analytics Industry segmented?

The workforce analytics 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. End-userRetailBFSITelecom and ITHealthcareOthersApplicationLarge enterprisesSmall and medium sized enterpriseDeploymentCloudOn-premiseServiceConsulting ServicesSystem IntegrationManaged ServicesGeographyNorth AmericaUSCanadaEuropeFranceGermanyItalyUKAPACChinaIndiaJapanSouth KoreaRest of World (ROW)

By End-user Insights

The retail segment is estimated to witness significant growth during the forecast period.In today's dynamic business environment, retail organizations face increasing pressure to optimize their workforce to stay competitive. The retail industry's growth is driven by factors such as changing market economics, rising competition from e-commerce, and evolving customer demands. To meet these challenges, retailers are investing in their workforce, recognizing its crucial role in driving business success. Workforce optimization strategies encompass various approaches, including 360-degree feedback, organizational network analysis, and social network analysis, to enhance employee performance and engagement. Headcount planning, aided by cloud computing, enables retailers to manage their workforce effectively and adapt to seasonal fluctuations. Regression analysis, statistical analysis, and time series analysis help retailers identify trends and make data-driven decisions. Strategic workforce planning, succession planning, and talent acquisition are essential components of a robust workforce strategy. Employee development, cost optimization, data cleaning, and natural language processing are critical for maintaining a skilled and productive workforce. Data mining, ETL processes, data warehousing, and business intelligence provide valuable insights into workforce performance and trends. Retention strategies,

Employee Survey Software Market Outlook

The global employee survey software market size was valued at approximately USD 2.5 billion in 2023 and is projected to reach USD 5.8 billion by 2032, growing at a compound annual growth rate (CAGR) of 9.5% during the forecast period. This market growth is primarily driven by the increasing need for organizations to gather actionable insights from employee feedback to enhance productivity, engagement, and overall workplace satisfaction. As workforce dynamics continue to evolve, companies are recognizing the critical importance of understanding employee sentiments to drive strategic decisions and foster a positive organizational culture.

One of the key growth factors in the employee survey software market is the rising adoption of digital transformation initiatives across various industries. Organizations are increasingly leveraging advanced technologies to streamline operations and improve employee experiences. Employee survey software offers a convenient and efficient platform to collect, analyze, and act on employee feedback, thereby enabling companies to make data-driven decisions. The integration of artificial intelligence (AI) and machine learning (ML) capabilities within these software solutions further enhances their ability to provide predictive insights and tailor recommendations, contributing to market growth.

Another significant growth driver is the growing emphasis on employee engagement and retention strategies. In an era marked by high employee turnover rates and talent shortages, companies are investing in tools that help them understand the needs and concerns of their workforce. Employee survey software allows organizations to conduct regular pulse surveys, measure employee satisfaction, and identify areas for improvement. By fostering a culture of open communication and continuous feedback, businesses can enhance employee loyalty, reduce attrition rates, and ultimately improve organizational performance.

Moreover, regulatory requirements and industry standards are compelling organizations to prioritize employee wellbeing and satisfaction. Compliance with labor laws and corporate governance norms necessitates a transparent and systematic approach to managing employee feedback. Employee survey software provides a structured mechanism to capture, analyze, and report on employee sentiments, ensuring that companies adhere to legal and ethical standards. This regulatory compliance aspect is particularly crucial in sectors such as healthcare, BFSI, and government, where employee feedback plays a vital role in maintaining operational integrity and service quality.

In this context, 360 Degree Feedback Software emerges as a crucial tool for organizations aiming to gain a comprehensive understanding of employee performance and development needs. Unlike traditional feedback mechanisms, 360 Degree Feedback Software collects insights from a variety of sources, including peers, subordinates, and supervisors, providing a holistic view of an employee's competencies. This multi-rater feedback approach not only enhances self-awareness among employees but also fosters a culture of continuous improvement and accountability. By integrating 360 Degree Feedback Software with employee survey solutions, organizations can create a more robust framework for evaluating performance, identifying skill gaps, and tailoring professional development programs. As businesses strive to cultivate a more engaged and high-performing workforce, the adoption of such comprehensive feedback systems is expected to rise, further driving the growth of the employee survey software market.

From a regional perspective, North America holds a significant share of the global employee survey software market. The presence of major technology companies and the widespread adoption of advanced digital solutions in the region contribute to this dominance. Additionally, the Asia Pacific region is expected to witness substantial growth during the forecast period, driven by the increasing focus on employee engagement and the rising adoption of cloud-based solutions in countries like China and India. The rapid expansion of the IT and telecommunications sector in the Asia Pacific region also fuels the demand for employee survey software, as companies in this industry seek to enhance workforce productivity and satisfaction.

Deployment Mode Analysis

The employee survey software market can be segmented based on deployment mode into on-premises

Graph and download economic data for Quits: Manufacturing (JTS3000QUR) from Dec 2000 to Apr 2025 about quits, manufacturing, and USA.

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

France - Turnover in services was 17.50 % year-on-year in March of 2022, according to the EUROSTAT. Trading Economics provides the current actual value, an historical data chart and related indicators for France - Turnover in services - last updated from the EUROSTAT on June of 2025. Historically, France - Turnover in services reached a record high of 24.20 % year-on-year in June of 2021 and a record low of -19.10 % year-on-year in June of 2020.

The Employee Retention Tax Credit (ERTC) has emerged as a critical lifeline for many businesses navigating the financial challenges resulting from the COVID-19 pandemic. This incentive, designed to encourage employers to retain their workforce despite economic downturns, provides substantial tax credits for business

The number of employees entering various industries according to the size of the business unit is published in the Employee Turnover Survey.

Social Employee Recognition Systems Market Outlook

The global market size for social employee recognition systems was valued at approximately USD 3.5 billion in 2023 and is projected to reach around USD 9.2 billion by 2032, growing at a compound annual growth rate (CAGR) of 11.25% over the forecast period. The growth in this market is driven by an increasing emphasis on enhancing employee engagement and satisfaction, which is crucial for organizational success in today’s competitive environment. Organizations are recognizing the need for systems that not only acknowledge employee achievements but also offer a platform for continuous feedback and motivation, further fueling market growth.

One of the primary growth factors for the social employee recognition systems market is the growing understanding of the impact of employee recognition on productivity and retention rates. Organizations are increasingly realizing that recognizing employees for their efforts leads to higher job satisfaction and morale, which translates into improved performance and lower turnover rates. This understanding is prompting companies to invest in social recognition systems that can seamlessly integrate into their operational workflows, thereby enhancing employee experience and contributing to organizational success.

Another significant factor contributing to the growth of this market is the technological advancement and innovation in social recognition platforms. With the advent of artificial intelligence and machine learning, these platforms are becoming more intuitive and personalized, offering tailored recognition experiences that align with individual employee preferences. These advanced systems not only automate the recognition process but also provide insightful analytics that help organizations understand recognition trends and employee engagement levels, further driving the adoption of such systems across various industry verticals.

Moreover, the increasing trend toward remote and hybrid work models has significantly bolstered the demand for social employee recognition systems. As organizations transition to flexible work environments, maintaining employee engagement and fostering a sense of community and belonging becomes more challenging. Social recognition systems offer a solution by providing a virtual platform where employees can be acknowledged for their efforts in real-time, thereby bridging the gap created by physical distances and ensuring continued engagement and motivation among the workforce.

Regionally, North America holds a significant share of the social employee recognition systems market due to the high adoption rate of advanced HR technologies and the presence of major industry players in the region. Additionally, the region's focus on enhancing workplace culture and employee well-being further supports market growth. Meanwhile, the Asia Pacific region is expected to witness the highest growth rate over the forecast period, driven by increasing awareness of employee recognition benefits and rising investments in HR technology across emerging economies.

Component Analysis

In the social employee recognition systems market, components are categorized primarily into software and services. The software segment holds a substantial share of the market as organizations increasingly adopt sophisticated platforms that offer comprehensive features for recognition, feedback, and analytics. These software solutions are designed to integrate seamlessly with existing HR management systems, providing a holistic approach to employee engagement. The growing importance of data analytics within these platforms is also noteworthy, as organizations are keen to derive actionable insights from recognition data to inform their HR policies and strategies.

The services segment, although smaller in comparison to software, plays a crucial role in the successful implementation and operation of social employee recognition systems. Services include consulting, training, and support, which are essential for organizations to maximize the effectiveness of their recognition programs. Service providers offer expertise in customizing solutions to fit the unique cultural and operational needs of businesses, ensuring that the systems deliver the intended outcomes in terms of employee motivation and engagement.

Customization and support services are particularly critical for large enterprises that often have complex organizational structures and diverse workforces. These organizations require tailored solutions that can address specific recognition needs

Pre Employment Testing Market Outlook

The global pre-employment testing market size was valued at approximately USD 2.5 billion in 2023 and is projected to reach around USD 5.8 billion by 2032, growing at a robust CAGR of 9.2% during the forecast period. This growth is driven by increasing demand for efficient hiring processes, the need to reduce employee turnover, and the rising adoption of technological advancements in recruitment practices.

One of the significant growth factors for this market is the increasing emphasis on improving the quality of hire. Companies are constantly on the lookout for ways to streamline their recruitment processes and ensure they are hiring the right talent. Pre-employment testing provides a standardized way to assess candidates' skills, personalities, and integrity, leading to better hiring decisions and reduced turnover rates. This is particularly crucial in industries where the cost of a bad hire can be exceptionally high.

Another key driver is the growing recognition of pre-employment testing as a means to enhance workforce productivity. By identifying candidates who not only possess the necessary skills but also align well with the company culture, organizations can foster a more harmonious and productive work environment. This has become increasingly important in a competitive business landscape where efficiency and employee satisfaction are paramount to success.

Technological advancements and the rise of artificial intelligence (AI) and machine learning (ML) have also significantly contributed to the growth of the pre-employment testing market. These technologies enable more sophisticated and accurate assessment tools, making it easier for companies to evaluate candidates' competencies quickly and effectively. AI-driven analytics can provide deeper insights into candidate performance, helping employers make informed decisions.

The integration of a Talent Intelligence Tool into pre-employment testing processes is transforming the way organizations approach recruitment. These tools leverage data analytics and AI to provide a comprehensive view of a candidate's potential, beyond traditional assessments. By analyzing patterns and trends in candidate data, Talent Intelligence Tools can predict future performance and cultural fit, offering a strategic advantage in talent acquisition. This innovation not only enhances the accuracy of hiring decisions but also supports long-term workforce planning, ensuring that organizations are equipped with the right skills to meet future challenges.

Regionally, the pre-employment testing market is witnessing diverse growth patterns. North America holds a significant share of the market, driven by the high adoption rate of advanced recruitment technologies and the presence of many large enterprises. The Asia Pacific region is anticipated to exhibit the highest growth rate, fueled by rapid economic development, increasing awareness of the benefits of pre-employment testing, and a growing emphasis on employee quality and productivity.

Product Type Analysis

In the pre-employment testing market, the product type segment includes aptitude tests, personality tests, skills tests, integrity tests, and others. Aptitude tests are instrumental in gauging a candidate's problem-solving ability, logical reasoning, and overall intellectual potential. As organizations strive to recruit individuals who can quickly adapt to changing business environments and solve complex problems, the demand for aptitude tests is expected to increase significantly.

Personality tests, on the other hand, play a crucial role in determining whether a candidate's character traits align with the company culture and job requirements. These tests can predict how well an individual will fit into a team, how they will handle stress, and their potential for long-term success within the organization. As companies place more emphasis on cultural fit and employee retention, personality tests are becoming an integral part of the recruitment process.

Skills tests are designed to assess specific job-related competencies and technical skills. These tests are particularly valuable in industries that require specialized knowledge or technical expertise, such as IT, manufacturing, and healthcare. By validating candidates' claims about their skills, these tests help in reducing the risk of hiring underqualified