Business Consultant - Hr
State Hr Manager
Senior Analyst - Talent Management
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
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
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
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
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.
20th November 2007 From India, Madras
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
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
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
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
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