Learning & Teaching Fellow (retired)
Manager - Hr Excellence
Amith R Murthy
First of all best of luck for your project. If your doing attrition analysis in a IT sector than according to me you will have only two major reasons one is SALARY and other is HIGHER POSITION (I do agree if position comes ultimatly the salary will rise). Apart from this rest all the factors will be very less.
When it comes to attrition of new joinees in software industry i would like to mention some of the things like,
2) Mindset of new comers that one should keep changing whenver they get good offers
3) Some may start working in some different languages which they may not be intrested or may not be good at and they might change when they get chance to work in what they are good at
Hope this is of some use for you. Do share with us if you get some more ideas. I have given you below the formula for attrition which may be of some use for you.
Attrition Rate= No. of employees left from the organisation/ Total no.of employees in the organisation*100
17th June 2008 From India, Bangalore
I have attached a very basic analysis template.
Sheet 1 gives a month on month Attrition Rate along with Annual Att %. (No biggie)
I sheet 2 enter the information and then this will give you a broad classification as to why there is attrition.
The real task is to set up a good exit interview which examines all dimensions that caused the employee to choose to leave the job.
So design a good exit interview. If you already have one in place then analyse each question individually. ensure that there are sufficient number of Questions pointing towards relationship with immediate manager, facilities, benifits, relationship with peers, relationship with other departments etc.
Analysing these with the additional comments the ex employee provides will be helpful in arriving at the root of the problem.
There is also a situation where a particular demographic is likely to contribute to most of your attrition worries . What do I mean? for e.g. in BPOs Fresh Graduates, engineers and those joining in Vacations/Drops tend to attrite very early even before they have returned the cost incurred in training! this may be true for your industry to so go in for a Demographic wise analysis i.e. What Kind of people are leaving the most.
One of the other challeges faced by HR is sensitising other departments to Attrition. Trust me people in operations and sales do not understand words like talent, Loyalty, retention,and anything else that we choose to explain the importance of retention.
Heres something that will definitely ring their bells
Present a "Cost of Attiriton Analysis"
I don't have that Handy right now but will post that soon
18th June 2008 From India, Mumbai
Attrition Rate BPO SECTOR and Attrition in the BPO Industry Both found at https://www.google.co.uk/webhp?sourc...oject%20report Please let us know whether they have thrown any extra light on your problem and any suitable solutions.
9th July 2014 From United Kingdom
9th July 2014 From United Kingdom
I am facing bit high attrition recently and most of the reasons are better prospects, higher education, salary, relocation etc . I need to work on project to control attrition and need to do analysis of the same. Can any one has good thoughts, please help.
1st June 2019 From India, Ahmedabad
This attrition is very challenging study material for HR person, whenever you get a free time then take any employee's exited case and start recalling from his recruitment to hiring, definitely somewhere we find lack in our efforts.
Please work on following areas...
1. Make your recruitment to hiring process more stronger.
2. Keep communication with new joinees for 2 to 3 months
3. Implement some new programs for new joinees
4. Make your exit process more strong, analyse the data of exited employees and, sort their database for your study.
5. Look into sorted database and discuss with your management for better outcome.
6. Revise your retention policy.
1st June 2019 From India, Mumbai