Asst Manager-hr
Human Resources

I am working on attrition analysis.I beleieve the data which is captured should show certain results.
I believe that the data should be captured in such a way that it gives-
1. Attrition and span of service in the Company
2. Attrition Job Level Band
3. Attrition and Gender /Department
If you feel anything else need to added please share

From India, New Delhi
Other criterion could be ,
Region wise Attrition Analysis
Pay Scale & Attrition
If Job Band concept is there than relationship betweenn Job Band & Attrition
Qualification level( MBA, CA ,CS ,LLB , Non Professionals) , & Attrition .
Cheers , :lol:

From India, Mumbai

Span of Service, Job Level & Band, Gender & Department i would say is a very generic report format. The whole idea of Attrition analysis is to derive a trend and understand the reasons for the same.

While doing attrition analysis we can also keep a track on the Location/ Managers, Productivity, Performance, Functions and the reason for leaving. They can throw a great light on the attrition trends.

For example, some sales driven companies are not concerned about the everyday attrition, as it is a part & parcel of the daily activity. What rings the alarm is if they see Exceptional & Significat contributor leaving the company in a mass. Also, in sales organization, the employee may quit because he has not been able to accomplish his target. However while analysig you may find that the reason for not achieving teh target could be continuous training program or regular bad weather (monsoon) etc...

Also, when we try to cover the Location / Manager etc it can throw a light on bad culture / Boss / work pressure etc. factors that can cause significant impact on the baseline.

From India, Bangalore
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