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Thread Started by #mallet

Dear All, Please find attached the newly developed Early Warning Attrition Tracker. This might help you all. Its a automated sheet. In case you have queries please get back to me. Thanks Mallet
19th November 2007 From India, Hyderabad

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Hi Mallet,
Nice one indeed.But as you are expecting inputs.Let me give one I felt may be added to the file.
You can put in the major reasons(u highlighted only the "Compensations& Benefits) and score them individually.Becoz I dont think an employee leaves a organization, jus for compensation.
However, let me remind you again that the concept is interseting and you have a posted a wonderful file.
19th November 2007 From India, Vijayawada
Hi Mallet,
Fabulous nd a valueable post in my opinion. Thanks a TON 4 sharing. Wud u mind giveing ur mail-id or contact no. in case there's requirement 2 speak with u regarding this post.
THANKS once again 4 the valuable post.
20th November 2007 From India, Mumbai
Hi Mallet, Nice file to have shared. I will use it for sometiume and then will let you know about the feedback. i really appreciate your sharing such a wonderful tool in this forum. Cheers
20th November 2007 From India, Gurgaon
Dear Mallet,
The format looks good! The parameters well defined and comprehensive. But is it feasible to rate individuals, most of us are sluggishly getting through Appraisals (annual/ half yearly), TNAs etc. Is there a way it could be developed or integrated with either the appraisal system or a group could be monitored? Just think about it.
20th November 2007 From India, Andheri
HI Mallet,
Congratulations! Good work...
I have few things to share / know on spread sheet.
1) what is the range of Scores i.e. 3 / 4 out of how many? is there any formula or rule to apply ?
2) what does figure represent colored with Black and option available to select from drop down menu ? what rule and formula to apply while selecting the cell from drop down menu...
i would suggest you to write few gideline on how to explore the spread sheet and what needs to be considered while working with spread sheet... i believe this guideline with help us to utilize the useful tool developed by you....
20th November 2007 From India, Vadodara
Hi Mallet,
I would really appreciate your effort.
I tried with few employees at last what i found out is tat ppl whose is dissatisfied(looking to grow along with the company) are at high risk and need one to one. Is that you want to say through your excel?
May be im not so clear how to use you excel or in interpreting part.So could you please mail the guideline for this........
Waiting for your reply.
Majestuoso. :wink:
20th November 2007 From India, Madras
A Fabulous work Mallet. Only one thing is missing for the beginners. GUIDELINES. Try to include that and atach it. Then it would be near perfect.
Hope you apply it soon. Anyways rated ur post. It was wonderful.
~Raghav V
20th November 2007 From India, Kochi
Hi Mallet, I am not getting why your drop down scores have 4 and not 0 though in defining criteria you use 0-3 scores. Request you to clarify. Rgds, Shilpi
20th November 2007 From India, New Delhi
Dear All,
There is some problem with the excel sheet as the Guidelines were coded in VB on a screen which opens as soon as the excel file is opened. I will rectify that and post it soon.
20th November 2007 From India, Hyderabad
Good post. Makes sense to the Industry I belong. Can you pls throw some light on the scoring. I din’t quite get the pattern.
20th November 2007 From India, Bangalore
Hi Mallet, Really nice work done. If it is done based on last 3 yrs data then definitely we should considered it as a validated. Its really new to the guys. Thanks, Amit Shah
21st November 2007 From India, Mumbai
Hi Mallet I have made a few changes to make it more generalised instead of IT specific. Let me know if its ok with you?
21st November 2007 From India, Mumbai

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Dear Mallet, Good work. Well I need a small clarification in this regard. Whom you think is a right person to input the score to the attrition sheet about the employee apart from HR
21st November 2007 From India, Hyderabad
Hello....hello... A Manager is a right person to score this sheet because he closely works with the team.....what do you think?
21st November 2007 From India, Hyderabad
Very useful Mallet. Fantastic Post. Just had a small query. Do we have to manually input the numeric value in the score column or the column above that ? Kindly revert.
21st November 2007 From India, Mumbai
Good one but.. may be some guide lines at the beging of the sheet may help.. to put the figuers rightly..
21st November 2007 From India, Delhi
Hey Mallet, This is good work. It will be great if you can plug-in a sheet explaining usage (so that if someone else intends to use it, the sheet will be of great help) Thanks Kamal
21st November 2007 From India, Pune
Hold on team...I am working the usability part..there was a error in coding..i am rectifying that........
21st November 2007 From India, Hyderabad
Hi Mallet,
Good work! However I think you might want to take a look at the one used by Genpact (formerly GE Capital Int'l Serrvices). For reasons of copyright, I will not upload it here, but you can always ask someone from Genpact to pass it on to you for a look...it is used very widely there..has been validated by use over last 7 years...is comprehensive and very well designed...though you might have to change a few assumptions for use elsewhere.
Just for the the record - Genpact's employee attrition is less than industry average by 1/3rd...of course, this tracker plays only a small part in the overall effort at conatinment
22nd November 2007 From Ghana
Hi Mallet, You did great job.But can you share the with us concept how you complied all this reason and on what basis you had calculated scores for the reason. And Thanks for this posting
22nd November 2007 From India, Mumbai
Dear Mallet, EWAT tool is good, I found one more factor which influences attrition is Peer influence. mouli
22nd November 2007 From India, Hyderabad
Excellent Mallet
Gr8 work done!
we will be using it, but my concern is if we change any options which we found more suitable then how its going to work?
i hope the scores & results wont differ much.
Thanks & Pl Keep posting
22nd November 2007 From Spain
Hi Mallet,
Im a raw HR executive as of now....probabaly my question wud seem dumb to all the experienced guys here.
But i would actually like to know how to use this sheet....i mean wat inputs to enter, how to derive inferences etc
Sorry to bother u if u thot the question was silly.

23rd November 2007 From India, Mumbai
Hi Mallet
This excel is really nice & informative piece of work. Thanks for sharing it.
But I would highly apppreciate & my humble request to u is can u post the guidelines & the detailed instruction of using this excel ?
All CITEHR members would be helpful to you if u can discuss on what basis u have formulated this excel so that everyone gets a clear picture of it.
Seeing the other members' posts, lot of confusion is arising. I hope u don't mind.
Waiting for a positive response from ur side.
23rd November 2007 From India, Gurgaon
Hi Mallet,
I agree with every one that it is wonderful post and a good concept. My feedback is this would be helpful in certain sections or industries. To explain it better my organisation employs large number of grads and undergrads for field work, though the work requires a specialised skill set but the attrition rate is pretty high owing to various factors. Few people leave becasue his / her senior has moved.
So it is difficult to maintain this tracker at this level also these people are widely spread out in variosu off beat locations.
Still we can use this from a level of executives.
23rd November 2007
Hi Interesting really. I am assuming I have not missed out on this detail, but is this a scenario of 1 being the lowest risk and 5 being the highest ris?k
23rd November 2007 From India, Hyderabad
dear mallet
1st of all thank you for your post .
1) the scores that you have mentioned against the factors or the critical incidents how did you arrive at . how will you define the score
2) where is the weightage against the factors or the critical incidents . How many times have the employees have left because of that factor or critical incident , in order to prioratize the factor.
3) Absenteeism , attitude , initiative , proactiveness , coming late or leaving early are very important
4) you have said next level ,but, where you have defined the next level competency. do the employees know about it ?
5) relationship with superior , job profile mis match , pay on time , incentives are equally important
6) there are other equally more important and related to ground reality factors which may can also be thought of and an RYG analysis done with weightage to help the prioratize the factors .
Good pls keep it up and hope to see similar creative presentations from you
8th August 2009 From India, Mumbai
Hi mallet , It looks really fine , Please explain the rating parameters and Red, Yellow and Green . How to use it ? Regards Sameer
27th October 2010 From India, Calcutta
Dear Mallet, were you able to rectify the excel sheet issue and can you send guildlines to me
20th December 2016 From India, Bangalore
Thanku so much for sharing this article.nice informations included in this article.i really appreciate for taking effort to include this article.i am very happy to read this article.thanks a lot for sharing this post.
25th May 2017 From India, Vazhakulam
Great tracker to use for EWS. Hope it has evolved now. If yes, please share updated EWS tracker if any.
15th January 2019 From India, Delhi
Nice one, you have included many important elements.. Keep up the good work and thanks for sharing
8th April 2019
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