Employee Turnover at Capgemini
Contributions to staff retention at Capgemini
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Capgemini
Capgemini is a global leader in partnering with companies to transform and manage their business by harnessing the power of technology. The Group is guided everyday by its purpose of unleashing human energy through technology for an inclusive and sustainable future. It is a responsible and divers...
What is "Avoidable" turnover?
Employee retention at Capgemini very similar compared to other similar companies. While retention is impacted by many factors. A lot of those factors are outside the control of the company. For example, factors like company size, industry, or required skills cannot be easily changed. Capgemini has an employee retention rate that is comparable to others with the same fixed attributes. Which suggests they may not be able to do much to change how long workers stay with them.
What is driving turnover at Capgemini?
Employee turnover at Capgemini is primarily driven by company size and employee seniority. Capgemini has higher than average company size. Companies with large company size typically have higher employee turnover. This means that the average employee at this company is less likely to stay with the company for an extended period of time. Capgemini has higher than average employee seniority. Companies with high employee seniority typically have lower employee turnover. In other words, employees are more likely to stick around and continue working for a company if they have high seniority. Another factor that may contribute to higher employee seniority is a company's culture. A company with a strong culture is likely to attract and retain excellent employees, thus developing a more senior workforce. Overall, it appears that employee seniority is a valuable factor in determining employee turnover.
Methodology
The numbers reported here are based on statistical analysis of publicly available employment data of current and past employees of the company. We determine mean tenure based on how long past employees have stayed at the company and how long current employees have been employed. We determine the annual turnover percentage as (1/tenure * 100). We analyse a sample of the employees at a company. We make an effort to sample in a representative way but some bias is unavoidable. Some types of employees may be overrepresented in our sample based on their job, their online activity, and their geographic location. We expect our number to have a confidence interval of approximately 1 year. In other words, if the mean tenure reported is 4 years, the true value lies between 3 and 5 with 98% confidence. Similarly if the average turnover reported is 20% we expect the true value to be between 15% and 25%.
Disclaimer
We make an effort to report accurate information and to be transparent regarding our methodology. However, we make no warranty of any kind as to the accuracy of these reports. Use at your own risk. If you feel that any of the information reported here is inaccurate for any reason, please let us know.