Canada Mercer Turnover Survey

A robust employee retention strategy starts with key insights

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Mercer Turnover Survey – Employee Separations image

As an HR professional, you know that managing employee turnover is essential to the short- and long-term success of your organization. While some turnover may be beneficial by way of revitalizing or fine-tuning your workforce, it can also bring about unexpected interruption to ongoing projects, succession planning setbacks, and costly recruiting cycles. Understanding turnover rate norms and where your organization’s metrics may not align to the market is a good way to start optimizing your talent management strategies to ensure retention of critical employees and skills.

Optimize your current and future strategies with the Canada Mercer Turnover Survey. Using data on voluntary turnover, involuntary turnover, and retirement turnover statistics, compare your organization against your competitors. Identify turnover rates across numerous skill levels. Benchmark your talent strategy against all organizations, or narrow the data by:

  • Industry
  • Region
  • Employee group
  • Job function
Are you ready to minimize your company’s turnover?
  • Overview
  • Detalhe do produto
  • Preços / compre agora
  • Schedule

Overview

The Canada Mercer Turnover Survey features data from 70 organizations in Canada to help your company with this essential aspect of human resources management.

Want to understand turnover trends in the US too? Access the US Mercer Turnover Survey for key insights on turnover by type, industry, and employee group in the US.

Survey results are delivered in a published PDF format to your imercer.com account under “My Downloads”.

Salary Survey Methodology
Mercer surveys are designed using the most accurate and up-to-date market data practices. Data is collected from HR professionals at participating organizations and then analyzed for validity, thoroughness, and market representation based on the organization’s size, structure, geographic region, or a combination of these factors. A minimum number of incumbents, organizations, and distinct organizations are required in order to report each data element. If minimums are not met, the market data is suppressed, ensuring you the highest level of data confidentiality.

Detalhe do produto

Survey Statistics

  • # Organizations: 70

Based on data from the 2019 Canada Mercer Turnover Survey.

Data Collected

  • Involuntary Turnover
  • Retirement Separations
  • Voluntary Turnover

Data Analyzed

Industry
  • Banking/Financial Services
  • Chemicals
  • Consumer Goods
  • Energy
  • High Tech
  • Insurance/Reinsurance
  • Life Sciences
  • Logistics
  • Mining & Metals
  • Other Manufacturing
  • Other Non-Manufacturing
  • Retail & Wholesale
  • Services (Non-Financial)
  • Transportation Equipment
Region
    • Atlantic Canada
    • Greater Calgary
    • Greater Edmonton
    • Greater Montreal
    • Greater Toronto
    • Greater Vancouver
    • Manitoba
    • National Capital Region
    • Other Alberta
    • Other British Columbia
    • Other Ontario
    • Other Quebec
    • Saskatchewan
    Employee Group
    • Executive
    • Management
    • Para-professional
    • Professional
    Job Function
    • Contact Center/Customer Service
    • Engineering
    • Finance, Accounting, and Legal
    • Human Resources
    • Information Technology
    • Manufacturing and Operations
    • Marketing & Communication
    • Sales
    • Other

    Preços

    Product Participant Non-Participant
    2019 Canada Mercer Turnover Survey CAD 455 CAD 1,365
     

    compre agora

    Canada Mercer Turnover Survey

    A robust employee retention strategy starts with key insights

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    Schedule

    • Participation Opens: TBD
    • Participation Deadline: TBD
    • Report Available: TBD
    • ContentA robust employee retention strategy starts with key insights
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    • Sub TitleA robust employee retention strategy starts with key insights
    • Short DescriptionOptimize your current and future strategies with the Canada Mercer Turnover Survey.

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