What should I consider in the attrition formula when calculating designation wise attrition?
From India, Ahmedabad
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From India, Ahmedabad
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Dear Madam,
I hope you have a sound exit interview process in place. First, define the period for which attrition is being measured, i.e., quarter, six months, or a year. Find out the number of employees in the given designation just prior to the start of the period. Then, determine the total number of employees who left in each designation during the period and calculate the percentage.
Analyze the reasons for leaving, including the number and percentage. Prominent reasons usually include better salary, ill treatment by bosses/colleagues, lack of recognition, no career advancement, working a five-day week in a new job, proximity of workplace to residence, and a fair performance appraisal system, to name a few.
This could be a good starting point, and you may make improvements as you progress.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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635I hope you have a sound exit interview process in place. First, define the period for which attrition is being measured, i.e., quarter, six months, or a year. Find out the number of employees in the given designation just prior to the start of the period. Then, determine the total number of employees who left in each designation during the period and calculate the percentage.
Analyze the reasons for leaving, including the number and percentage. Prominent reasons usually include better salary, ill treatment by bosses/colleagues, lack of recognition, no career advancement, working a five-day week in a new job, proximity of workplace to residence, and a fair performance appraisal system, to name a few.
This could be a good starting point, and you may make improvements as you progress.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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Attrition Rate formula.pdf
Attrition-rate. xls