Employee Turnover at Hewlett Packard Enterprise
Contributions to staff retention at Hewlett Packard Enterprise
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Hewlett Packard Enterprise
In 1939, Bill Hewlett and Dave Packard, college friends turned business partners, started the original Silicon Valley startup in the space of a rented Palo Alto garage. Starting with audio oscillators, the friends built the foundation for a company that would grow to become a global leader in ent...
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 Hewlett Packard Enterprise, we estimate average tenue could be increased by 369 days with effective retention programs. We base this number on a comparison of Hewlett Packard Enterprise to other similar companies.
What is driving turnover at Hewlett Packard Enterprise?
Employee turnover at Hewlett Packard Enterprise is primarily driven by in-demand employee skills and company size. The skills this company needs are not scarce within the industry. Employee turnover is lower at companies that employs skills that are in lower demand. This is because such employees are less likely to be poached by competitors and have fewer opportunities to leave for other jobs. Hewlett Packard Enterprise has a large workforce compared to the most companies we examined. Smaller organizations are less likely to experience high levels of employee turnover and to have to replace key employees frequently. A company with a smaller staff is likely to have a smaller pool of potential replacements, which would make turnover more painful. Additionally, the smaller company may have a more intimate and supportive work environment, which would also help to keep employees from looking for new jobs.
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.