Employee Turnover at Deutsche Telekom IT Solutions Slovakia
Contributions to staff retention at Deutsche Telekom IT Solutions Slovakia
About Deutsche Telekom IT Solutions Slovakia
Deutsche Telekom IT Solutions Slovakia is a dynamically developing company providing its services in the ICT sector. Within the Deutsche Telekom group, Deutsche Telekom IT Solutions offers services as an outsourcer, specializing in corporate clientele in Germany, in the European Union and further...
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 Deutsche Telekom IT Solutions Slovakia, we estimate average tenue could be increased by 151 days with effective retention programs. We base this number on a comparison of Deutsche Telekom IT Solutions Slovakia to other similar companies.
What is driving turnover at Deutsche Telekom IT Solutions Slovakia?
Employee turnover at Deutsche Telekom It Solutions Slovakia is primarily driven by in-demand employee skills and employer brand reputation. The skills needed by employees at this company are not in high demand. Employers that require skills that are less in-demand experience lower turnover on average. Employers with a high turnover rate typically see a decline in productivity as well as a significant need for more training and development to keep employees from leaving in the first place. That said, if turnover is unpredictable or difficult to manage, depending on the role, it may be more cost-effective to simply replace departing employees with ones eager to find employment elsewhere. Employees don't have a generally neutral view of this company. Companies with strong brands are more likely to be searched for by other employers when they are looking for new talent. This means that they are more likely to have a high level of employee turnover, which leads to a potentially lower level of productivity.
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%.
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.