Employee Turnover at Intel Corporation
Contributions to staff retention at Intel Corporation
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Intel Corporation
Intel’s mission is to shape the future of technology to help create a better future for the entire world. By pushing forward in fields like AI, analytics and cloud-to-edge technology, Intel’s work is at the heart of countless innovations. From major breakthroughs like self-driving cars and rebuil...
What is "Avoidable" turnover?
Employee retention at Intel Corporation is unusually high compared to other similar companies. 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. That being said, Intel Corporation seems to be doing better than most of their immediate competitors.
What is driving turnover at Intel Corporation?
Employee turnover at Intel Corporation is primarily driven by in-demand employee skills and company size. The skills demanded by this company are not in high demand by the market. Employers with lower in-demand employee skills typically have lower employee turnover. Employees are more likely to stick around if their job is not too stressful or if they are well-liked by their colleagues. With less stress in their lives, employees are more likely to be content with their job and stay with the company for a longer period of time. Additionally, if the employees do leave, it is likely for more interesting job opportunities. Intel Corporation is a large company. 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.