Employee Turnover at HCL Technologies
Contributions to staff retention at HCL Technologies
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About HCL Technologies
HCL Technologies is a next-generation global technology company that helps enterprises reimagine their businesses for the digital age. Our technology products, services, and engineering are built on four decades of innovation, with a world-renowned management philosophy, a strong culture of inven...
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 HCL Technologies, we estimate average tenue could be increased by 50 days with effective retention programs. We base this number on a comparison of HCL Technologies to other similar companies.
What is driving turnover at HCL Technologies?
Employee turnover at Hcl Technologies is primarily driven by company size and in-demand employee skills. They have a large workforce. Employees are more loyal to their employers at smaller companies. It also means that employees are less likely to leave for another job, which can be beneficial to the company's reputation and bottom line. With lower employee turnover, employers can save money on recruitment and training costs. The typical skills and experience employed at HCL Technologies are not in high demand compared to the available supply of talent. Employees are more likely to stay with a company with low in-demand skills, as they are not likely to find a better job elsewhere. Employees with higher in-demand skills are typically more likely to leave a company for other reasons, such as wanting to move to a new location or to take on a new challenge. Therefore, a company with high in-demand skills is more likely to have a high employee turnover rate.
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.