You can analyze the exit interview data effectively to inference the attrition thing.First of all classify the various grades and sort the exit interview data for individual gardes.Then identify the period employee remained in the organization and the period of the year when he is leaving.
Next to collate is the reason for leaving.Following metrics than can be calculated.
1.Establish a correlation between employee joining late and leaving early.
2. Create a pareto chart to identify themain reaons for leaving.
3.Plot a run chart to suggest the maximum resignations.
This is sameer working in a Software company as Head HR. You are doing your project on such a topic which is helpful for any organization but it's confidencial too. You just find out the employee retention rate of that organisation and find the data regarding manpower they have already and they had in last 3 months. find the differences and show them in percentage manpower turnover month wise you can take the same data for last 1 or 2 years. that will be the graphical representation. You go through the regular journals of the company and journals related therewith. So it's quite easy... [/b]
From India, Mumbai
thanx for the reply...i hav finally sorted out d data....i hav jus taken their yers of exp...their designtion.....d factors which attracts them to d company...d factors for which they leave the organisation.....their gender....and d year of leavin their organisation...i hav collected 50 samples...all my exit interview questions are open ended ones...and i hav already changed them to coldsed ended qn's.....anyother suggestions which u would lik to giv me....wht all the analysis should i tak up.....it would be very helpful if i hav a sample attrition project report....
pls do help me with this...waitin for d reply
From India, Madras
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