argus-media Argus Media Workforce Intelligence Report

Argus Media Workforce Intelligence Report

Argus Media is a global leader in commodity price reporting, news, and analytics, serving markets including energy, chemicals, and metals. Its benchmark data is trusted by governments, financial institutions, and major corporations for pricing and trading decisions.
Issued on:
April 2025
Benchmark: Fastmarkets, Wood Mackenzie, Kpler, RystadEnergy
Profile analyzed: 7090
Data Quality: 85%
CompanyProductivityManagementRiskProficiencyOverall ScoreOutlook 6M
argus-media Argus Media Workforce Intelligence Report
Argus Media
7585756575STABLE
BENCHMARK7070657070STABLE

Report Content

Executive Summary

Insights on Productivity:
Revenue Insights

Portfolio Company Cockpit

Insights on Management:
Average Tenure Proficiency

Insights on Risk:
Critical Attrition Rates​

Insights on Proficiency:
Underskilled Distribution & Evolution​

Insights on Proficiency:
Top-Skilled Distribution & Evolution​

QAAAAASUVORK5CYII= Argus Media Workforce Intelligence Report
SkillSherpa® 1
Workforce
Intelligence
Report
Argus Media | March 2025
© 2025 SkillSherpa®
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TOTAL PROFILES
ANALYZED
DATA
FRESHNESS
REFERENCE
PERIOD
PORTFOLIO COMPANY
BENCHMARK COMPANIES
85%
DATA QUALITY
# PROFILES
80%
DATA QUALITY
# PROFILES
March
2025
Q4
2024
Portfolio & Benchmark Companies
SkillSherpa® 2
7 090
1 698
5 392
9lTZ5EYAAAAAElFTkSuQmCC Argus Media Workforce Intelligence Report
SkillSherpa® 3
SkillSherpa FAQs
PRODUCTIVITY
Measures the efficiency of the revenue-generating workforce by analyzing its
distribution and contribution to overall revenue generation.
HOW IT WORKS
PROFICIENCY
Gauges employee skill levels, training effectiveness, and alignment with business
needs.
RISK
Evaluates workforce stability by analyzing attrition rates, succession planning,
compliance risks, and potential disruptions to business continuity.
Percentage of employees who leave a company within their first year of
employment, indicating retention challenges and hiring effectiveness. Whose
roles directly drive company.
SkillSherpa classifies all employees of analyzed companies into two clusters:
revenue-generating and revenue-supporting. The revenue-generating cluster
includes roles that directly contribute to company income through sales, client
acquisition, and service delivery.
How does SkillSherpa identify
revenue-generating workforce?
How does SkillSherpa evaluate a company’s
workforce metrics?
REVENUE
GENERATING
REVENUE
GENERATING
REVENUE
SUPPORTING
Role Career
Skills Function
Role Career
Skills Function
Role
Career
Skills Function
SkillSherpa
Clustering
Engine
MANAGEMENT
Assesses leadership effectiveness and organizational structure by analyzing
average tenure across proficiency levels and its impact on stability and growth.
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SkillSherpa® 4
REVENUE GENERATING JOB FAMILIES
SkillSherpa FAQs – Rev.Gen vs Rev.Supporting Clusters
•
Product & Project
Management
•
Technology Leadership
•
IT Support
•
Sales & Business
Development
•
Digital Operations
•
Digital Advertising
•
Account Management
•
Marketing &
Communication
•
Software Engineering /
Development
•
Content Marketing
•
Data & Intelligence
•
UX / UI
•
Business Operations
REVENUE SUPPORTING JOB FAMILIES
•
Operations & Logistics
•
Education & Training
•
Office & Business Administration
•
Human Resources
•
Accounting, Finance & Procurement
•
Compliance, Legal & Audit
•
Other
The following are the included job families in the analysis that,
following an industry-based assessment, were classified as revenue
generating:
Conversely, among all job families, these below were excluded
from the analysis as classified as supporting roles and thus not
directly related to revenue generation:
YAAAAAElFTkSuQmCC Argus Media Workforce Intelligence Report
SkillSherpa® 5
SkillSherpa Score System & Outlook Model
Score System Definition
90-100
Excellent
Outstanding performance in human capital
management; industry leader.
75-89
Very Good
Sound human capital management practices with
minimal areas for improvement.
60-74
Good
Meets most industry standards, but with room for
improvement.
40-59
Sufficient
Adequate, but under-performing in several key
areas; needs significant improvement.
20-39
Poor
Difficulties in human capital management, with
numerous shortcomings.
0-19
Very Poor
Critical failures across the board; urgent need for
restructuring and improvement.
Outlook Model Definition
Rapid workforce expansion and productivity
gains expected, potential strong financial
performance.
Moderate workforce improvement with
positive business impact, with above industry-
average financial performance.
Workforce metrics remain steady with minimal
change, both from management and financial
points of view.
Workforce efficiency or retention issues start
affecting workforce management and
financial performances.
Severe workforce challenges threaten
business performance.
STRONG DECLINE
DECLINE
GROWTH
STRONG GROWTH
STABLE
YchxAJt0fiAAAAAASUVORK5CYII= Argus Media Workforce Intelligence Report
DEFINITIONS REFERENCE PERIOD
Q4 2024
Executive Summary
Productivity:
Measures the efficiency of the revenue-generating workforce by analyzing its distribution and contribution to overall revenue generation.
Management:
Assesses leadership effectiveness and organizational structure by analyzing average tenure across proficiency levels and its impact on stability and growth.
Risk:
Evaluates workforce stability by analyzing attrition rates, succession planning, compliance risks, and potential disruptions to business continuity.
Proficiency:
Gauges employee skill levels, training effectiveness, and alignment with business needs.
Outlook 6 Months:
refers to a short-term forecast assessing expected trends, risks, and opportunities in workforce management based on most recent indicators.
SkillSherpa® 6
Company Productivity Management Risk Proficiency Overall Score 6-Months Outlook
BENCHMARK
AVERAGE
70
75
55
65
80
75
70
85
70
80
65
70
65
75
65
65
55
80
70
65
70
65
70
70
70
75
65
70
70
75
GROWTH
STABLE
STABLE
GROWTH
STABLE
rh09b+gHo+sAAAAASUVORK5CYII= Argus Media Workforce Intelligence Report
SkillSherpa® 7
DEFINITIONS
Benchmark
SKILLSHERPA SCORE
ATTRITION RATE TOP SKILLED
REVENUE GENERATED WORKFORCE AVG. TENURE TOP SKILLED (YEARS)
Q4 2023 Q1 2024 Q2 2024 Q3 2024 Q4 2024
Q4 2023 Q1 2024 Q2 2024 Q3 2024 Q4 2024
Q4 2023 Q1 2024 Q2 2024 Q3 2024 Q4 2024
Q4 2023 Q1 2024 Q2 2024 Q3 2024 Q4 2024
TIME-TO-UPSKILL (YEARS)
Q4 2023 Q1 2024 Q2 2024 Q3 2024 Q4 2024
Executive Summary – Portfolio Company Cockpit
80 80 80 80 80
70 70 70 70 70
82% 82% 82% 82% 82%
78% 78% 78% 78% 78%
8 8 8 8 8
5 5 5 5 5
8% 8% 8% 8% 8%
18% 18% 18% 18% 18%
3 3 3 3 3
3 3 3 3 3
Argus Media
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DEFINITIONS
Revenue Generating Workforce:
whose roles directly drive company income through sales, client acquisition, and service delivery.
REFERENCE PERIOD
Q4 2024
Insights on Productivity
– Revenue Insights
SkillSherpa® 8
Company Revenue Generating Workforce Revenue Generated Score Insight
BENCHMARK
AVERAGE
MISSING
1
st
PARTY DATA
78.4% ▼
79.4% in Q4 2023
82.1% ▲
81.7% in Q4 2023
69.1% ▼
71.9% in Q4 2023
76.8% ▼
77.8% in Q4 2023
86.0% ▼
86.2% in Q4 2023
81.5% ▼
81.8% in Q4 2023
70
75
55
65
80
75
No Data On
Productivity
Stable
Outlook
No Data On
Productivity
Expected
Decline
No Data On
Productivity
Stable
Outlook
No Data On
Productivity
Stable
Outlook
No Data On
Productivity
Stable
Outlook
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DEFINITIONS REFERENCE PERIOD
Q4 2024
This chart displays the distribution of the Top 5 job families that generate revenue in the studied perimeter. These are framed to be bounded within the 100% of the
available job families for clearer readability. There are, however, other job families that make up the remaining distribution that are not part of this analysis.
Insights on Productivity
– Focus on Largest Rev. Gen Job Families
SkillSherpa® 9
33%
17%
13%
47%
28%
45%
8%
32%
19%
3%
5%
5%
14%
12%
24%
9%
15%
9%
13%
11%
13%
10%
19%
10%
9%
5%
6%
9%
15%
6%
Benchmark Average Argus Media Fastmarkets Wood Mackenzie Kpler Rystad Energy
Data & Intelligence Marketing & Communications Account Management Sales & Business Dev elopment So ftware Engineering / Dev elopment
s7+WRMEoi3gAAAAASUVORK5CYII= Argus Media Workforce Intelligence Report
REFERENCE PERIOD
Q4 2024
Insights on Management
– Average Tenure By Proficiency
DEFINITIONS
Average Tenure:
Years high-performing employees remain with a company, reflecting retention strength and workforce stability.
Proficiency Classes:
A structured categorization of employees based on their skill levels to assess workforce capability and effectiveness.
Underskilled Employees:
Employees who lack the necessary skills to perform their roles effectively and require training or upskilling.
Competent Employees:
Employees who meet job requirements, perform tasks independently, and contribute effectively to operations.
Top-Skilled Employees:
Highly proficient employees with advanced expertise, leadership capabilities, and the ability to drive innovation and strategy.
SkillSherpa® 10
Company
Average Tenure
Underskilled
Average Tenure
Competent
Average Tenure
Top-Skilled
Span-To-Control
Ratio
Score Insight
BENCHMARK
AVERAGE
1.8 years ▲
1.6 years in Q4 2023
2.1 years ▲
2.1 years in Q4 2023
1.3 years ▲
1.1 years in Q4 2023
2.2 years ▲
1.7 years in Q4 2023
1.4 years ▲
1.3 years in Q4 2023
2.3 years ▲
2.2 years in Q4 2023
3.0 years ▲
2.7 years in Q4 2023
4.1 years ▲
3.9 years in Q4 2023
2.7 years ▲
2.5 years in Q4 2023
3.8 years ▲
3.6 years in Q4 2023
2.1 years ▲
1.7 years in Q4 2023
3.3 years ▲
3.0 years in Q4 2023
5.4 years ▲
5.1 years in Q4 2023
8.4 years ▲
8.1 years in Q4 2023
5.9 years ▲
5.7 years in Q4 2023
8.0 years ▲
7.6 years in Q4 2023
2.2 years ▲
1.7 years in Q4 2023
5.5 years ▲
5.4 years in Q4 2023
2.6 : 1 ▲
2.4 : 1 in Q4 2023
3.0 : 1 ▲
2.9 : 1 in Q4 2023
3.0 : 1 ▲
2.8 : 1 in Q4 2023
2.6 : 1 ▲
2.5 : 1 in Q4 2023
2.7 : 1 ▲
2.4 : 1 in Q4 2023
2.0 : 1 ▲
1.9 : 1 in Q4 2023
70
65
80
70
85
70
Stronger
Tenure
Average
Span-To-Control
Average
Tenure
Average
Span-To-Control
Stronger
Tenure
Average
Span-To-Control
Weaker
Tenure
Average
Span-To-Control
Average
Tenure
Narrower
Span-To-Control
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REFERENCE PERIOD
Q4 2024
Insights on Risk –
Critical Attrition Rates
DEFINITIONS
First-Year Attrition Rate:
Percentage of employees who leave a company within their first year of employment, indicating retention challenges and hiring effectiveness.
Attrition Rate Top Talent:
Percentage of high-performing or key employees who leave a company within a given period, impacting business performance and continuity
SkillSherpa® 11
Company
First-Year
Attrition Rate
Attrition Rate
Top-Skilled
Score Insight
BENCHMARK
AVERAGE
8.0% ▲
6.5% in Q4 2023
21.7% ▼
24.2% in Q4 2023
18.5% ▲
16.1% in Q4 2023
23.7% ▲
9.0% in Q4 2023
7.6% ▼
9.1% in Q4 2023
18.0% ▲
14.0% in Q4 2023
9.8% ▲
9.3% in Q4 2023
26.8% ▲
16.9% in Q4 2023
20.4% ▲
13.5% in Q4 2023
14.8% ▲
13.1% in Q4 2023
13.2% ▼
17.6% in Q4 2023
18.0% ▲
13.2% in Q4 2023
65
75
65
65
55
80
Stronger Hiring
Capabilities
Stronger
Talent
Retention
Average Hiring
Capabilities
Weaker Talent
Retention
Average Hiring
Capabilities
Average Talent
Retention
Weaker Hiring
Capabilities
Average Talent
Retention
Stronger Hiring
Capabilities
Stronger
Talent
Retention
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REFERENCE PERIOD
Q4 2024
DEFINITIONS
Insights on Proficiency
– Proficiency Classes Overview
Underskilled Employees:
Employees who lack the necessary skills to perform their roles effectively and require training or upskilling.
Competent Employees:
Employees who meet job requirements, perform tasks independently, and contribute effectively to operations.
Top-Skilled Employees:
Highly proficient employees with advanced expertise, leadership capabilities, and the ability to drive innovation and strategy.
SkillSherpa® 12
14%
20%
20%
26%
22%
20%
67%
73%
68%
69%
69%
69%
19%
7%
12%
5%
9%
11%
Underskilled Co mp etent Top-Skilled
BENCHMARK
AVERAGE
wByraHQLNWaRgAAAABJRU5ErkJggg== Argus Media Workforce Intelligence Report
REFERENCE PERIOD
Q4 2024
Insights on Proficiency
– Underskilled Distribution & Evolution
DEFINITIONS
Time-To-Upskill:
Time needed for an employee to advance to the next proficiency level, reflecting the company’s effectiveness in developing underskilled employees.
Underskilled Employees:
Employees who lack the necessary skills to perform their roles effectively and require training or upskilling.
Competent Employees:
Employees who meet job requirements, perform tasks independently, and contribute effectively to operations.
DEFINITIONS
SkillSherpa® 13
Company
Underskilled
Employees (%)
Time-To-Upskill
Competent
Employees (%)
Score Insight
BENCHMARK
AVERAGE
10.6% ▼
11.4% in Q4 2023
8.9% ▼
10.5% in Q4 2023
5.0% ▼
5.6% in Q4 2023
11.9% ▼
12.3% in Q4 2023
6.9% ▲
5.7% in Q4 2023
18.7% ▼
22.0% in Q4 2023
2.8 years ▲
2.4 years in Q4 2023
2.4 years ▼
2.7 years in Q4 2023
2.7 years ▲
2.4 years in Q4 2023
3.0 years ▲
2.5 years in Q4 2023
3.1 years ▲
1.8 years in Q4 2023
2.4 years ▼
2.8 years in Q4 2023
69.5% ▲
69.2% in Q4 2023
68.9% ▲
68.0% in Q4 2023
68.9% ▲
68.1% in Q4 2023
68.4% ▲
68.3% in Q4 2023
73.0% ▼
74.6% in Q4 2023
67.4% ▲
65.6% in Q4 2023
70
70
70
65
70
65
Average
Upskilling Time
Balanced
Workforce
Average
Upskilling Time
Unbalanced
Workforce
Average
Upskilling Time
Balanced
Workforce
Average
Upskilling Time
Unbalanced
Workforce
Average
Upskilling Time
Balanced
Workforce
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REFERENCE PERIOD
Q4 2024
Insights on Proficiency
– Top-Skilled Distribution & Evolution
DEFINITIONS
Time-To-Upskill:
Time needed for an employee to advance to the next proficiency level, reflecting the company’s effectiveness in developing underskilled employees.
Competent Employees:
Employees who meet job requirements, perform tasks independently, and contribute effectively to operations.
Top-Skilled Employees:
Highly proficient employees with advanced expertise, leadership capabilities, and the ability to drive innovation and strategy.
DEFINITIONS
SkillSherpa® 14
Company
Competent
Employees (%)
Time-To-Upskill
Top-Skilled
Employees (%)
Score Insight
BENCHMARK
AVERAGE
69.5% ▲
69.2% in Q4 2023
68.9% ▲
68.0% in Q4 2023
68.9% ▲
68.1% in Q4 2023
68.4% ▲
68.3% in Q4 2023
73.0% ▼
74.6% in Q4 2023
67.4% ▲
65.6% in Q4 2023
3.3 years ▲
3.2 years in Q4 2023
4.0 years ▲
3.7 years in Q4 2023
3.4 years ▲
3.4 years in Q4 2023
3.7 years ▲
3.5 years in Q4 2023
3.3 years ▲
3.1 years in Q4 2023
2.7 years ▼
2.9 years in Q4 2023
19.9% ▲
19.4% in Q4 2023
22.2% ▲
21.5% in Q4 2023
26.1% ▼
26.3% in Q4 2023
19.7% ▲
19.4% in Q4 2023
20.0% ▲
19.7% in Q4 2023
13.9% ▲
12.5% in Q4 2023
70
65
70
65
75
70
Slower
Upskilling Time
Average Top-
Skilled Density
Average
Upskilling Time
Higher Top-
Skilled Density
Average
Upskilling Time
Average Top-
Skilled Density
Average
Upskilling Time
Average Top-
Skilled Density
Average
Upskilling Time
Lower Top-
Skilled Density
AAAAAElFTkSuQmCC Argus Media Workforce Intelligence Report
Product Roadmap
H1 2025
1. Time-To-Productivity
2. High-Potential Individuals
3. Workforce In&Out Flows
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SkillSherpa® 16
Insights on
Productivity
– Time-To-Productivity (TTP)
What it is?
Why is it valuable?
Time-To-
Productivity
PRODUCTIVITY
Time-To-Productivity (TTP)
measures the delay between revenue-
generating workforce expansion and the resulting revenue uplift. It
tracks how quickly new hires or workforce investments generate
business gains, reflecting ramp-up speed and efficiency.
A shorter
Time-To-Productivity
signals effective hiring, onboarding,
and training, leading to faster revenue impact. A longer timeframe
may indicate inefficiencies, making this metric key for optimizing
workforce deployment.
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SkillSherpa® 17
Insights on
Proficiency
– High-Potential Individuals (HPI)
What it is?
Why is it valuable?
High-Potential Individuals (HPI)
measures the number of young
employees with proficiency levels between Competent and Top-
Skilled. It also evaluates how well the company identifies, nurtures,
and retains these high-value talents.
Tracking
High-Potential Individuals
helps assess talent pipeline
strength and future leadership potential. Effective management of
these employees drives innovation, reduces succession risks, and
enhances long-term workforce stability.
High Potential
Individuals
PROFICIENCY
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 Argus Media Workforce Intelligence Report
SkillSherpa® 18
Insights on
Risk
– Workforce In&Out Flows
What it is?
Why is it valuable?
Workforce In&Out Flows
tracks employee movements between
benchmark companies, analyzing hiring sources and exit
destinations. It highlights workforce trends, competitive threats, and
talent concentration risks.
This metric helps identify external talent competition, potential
poaching risks, and overreliance on specific hiring sources.
Understanding these flows enables better workforce planning,
retention strategies, and risk mitigation.
Workforce
In&Out Flows
RISK
AAAAAElFTkSuQmCC Argus Media Workforce Intelligence Report
Annex
1. SkillSherpa – Who We Are
2. SkillSherpa Tech – How It Works
3. SkillSherpa Onboarding Funnel
Nwu+AAAAAElFTkSuQmCC Argus Media Workforce Intelligence Report
20SkillSherpa® 20
SkillSherpa – Who We Are
FOUNDED: 2023
BASED IN: Chiasso, Switzerland
N° EMPLOYEES: 11
Since 2024
we are providing insights to:
H8pjkcYnYsAtQAAAABJRU5ErkJggg== Argus Media Workforce Intelligence Report
SkillSherpa® 21
Corporate
Websites
Press Releases
+7 Other Sources
Job Posts
SCORE CARDS
EMPLOYEES VIEW
JOB FAMILY VIEW
COMPANY VIEW
BENCHMARK VIEW
1. DATA SOURCES
SkillSherpa collects digital
footprints from a wide range
of public sources.
3. ENRICHMENT
SkillSherpa utilizes machine-learning
models to aggregate entities from
various sources, enriching the original
data.
4. DELIVERY
SkillSherpa’s rating models process the enriched data into
scores, which can be viewed at the individual employee
level or aggregated by job families or company level,
allowing for comparisons against custom benchmarks.
87 82
72
5974
67
67
72
58 48
4837
2. EXTRACTION
SkillSherpa automatically identifies
and extracts relevant entities from
each data source.
Online CVs
Social Accounts
LINKEDIN DATA
JOB POST DATA
Company
Dates
Salary
Seniority
Benefits
Work Place
PROFICIENCY
SHADOW SKILLS
+
Peer Analysis
Courses Taken
+
Peer Analysis
LinkedIn Roles
Job Role Posts
+
+
Career Path
74
65
77
Job Role
Skills
By collecting and normalizing data from many different sources,
SkillSherpa combines different data points to create richer and
more comprehensive datasets for our rating models.
344dCwAAAAAM8rcexb7CiIWABgAAAABgIaABAAAAAFgIaAAAAAAAFgIaAAAAAICFgAYAAAAAYCGgAQAAAABYCGgAAAAAABYCGgAAAACAhYAGAAAAAGAhoAEAAAAAWAhoAAAAAAAWAhoAAAAAgIWABgAAAABgIaABAAAAAFgIaAAAAAAAFgIaAAAAAIBFaMEIS59yFsEAAAAASUVORK5CYII= Argus Media Workforce Intelligence Report
SkillSherpa® 22
SkillSherpa – Onboarding Funnel Overview
DATA
INGESTION
Workforce data from
benchmark companies is
collected, normalized, and
enriched using the
SkillSherpa models.
FIRST
DELIVERY
DATA
CALIBRATION
ON-GOING
MONITORING
The calibration phase is needed only if
data discrepancies are significant.
First Human Capital
Performance Report is
generated from processed
benchmark data.
Benchmark data is refined
to ensure accuracy,
consistency, to align
SkillSherpa models with
Clients’ first-party data.
On a recurring basis,
SkillSherpa delivers
updated Human Capital
Reports for each portfolio
company.
AmBUHdubUJ6BwAAAABJRU5ErkJggg== Argus Media Workforce Intelligence Report
SkillSherpa® 23
Thank you!
Stefano Brighenti
stefano@skillsherpa.ai
+41 79 318 33 77
4Pxs9SQujIkjoAAAAASUVORK5CYII= Argus Media Workforce Intelligence Report
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