Employee Turnover at Dell EMC
Contributions to staff retention at Dell EMC
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Dell EMC
Dell EMC is a part of the Dell Technologies family of brands. Dell Technologies is a unique family of businesses that provides the essential infrastructure for organizations to build their digital future, transform IT and protect their most important asset: information. The company services cust...
What is "Avoidable" turnover?
Employee turnover is normal. Employees come and go for many reasons, including personal reasons and reasons that have nothing to do with a specific company. In addition, turnover is known to be high in some industries and for some job types. So how much can a company actually do to improve retention? This differs from company to company but we estimate this number. For Dell EMC, we estimate average tenue could be increased by 66 days with effective retention programs. We base this number on a comparison of Dell EMC to other similar companies.
What is driving turnover at Dell EMC?
Employee turnover at Dell Emc is primarily driven by in-demand employee skills and company size. Employees at this company likely require skills that are less sought after by other companies. Employees stay with these companies for a longer time, meaning that less talented employees are recruited and hired. Companies with lower in-demand employee skills typically have lower employee turnover. In other words, employees stay with these companies for a longer time, meaning that less talented employees are recruited and hired. Dell EMC has a large workforce compared to the most companies we examined. Smaller businesses are more likely to keep their workers for a longer period of time. This is likely because they are able to provide a more supportive and accommodating work environment. Their employees are also more likely to feel appreciated and appreciated for their contributions. Smaller companies typically have a more informal atmosphere, which can be a draw for some workers. They may also be able to offer employees more autonomy and flexibility in how they work. This can lead to a more engaged, productive workforce. Large companies typically have more stringent culture and they may find it more difficult to keep employees.
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.