What all can be the parameters for attrition in IT sector PDC company? Things I can relate to attrition, like career development, cost implications?

Hii. I m doing project on attrition analysis. What all can be the parameters for attrition in IT sector PDC company, attrition of the new joinees, the top rated software engineers. Also what all things I can relate to attrition, like career development, cost implications etc.

Dear Chaitrali,

First of all best of luck for your project. If your doing attrition analysis in a IT sector than according to me you will have only two major reasons one is SALARY and other is HIGHER POSITION (I do agree if position comes ultimatly the salary will rise). Apart from this rest all the factors will be very less.

When it comes to attrition of new joinees in software industry i would like to mention some of the things like,

1) Salary
2) Mindset of new comers that one should keep changing whenver they get good offers
3) Some may start working in some different languages which they may not be intrested or may not be good at and they might change when they get chance to work in what they are good at

Hope this is of some use for you. Do share with us if you get some more ideas. I have given you below the formula for attrition which may be of some use for you.


Attrition Rate= No. of employees left from the organisation/ Total no.of employees in the organisation*100

Regards
Amith R.

Hi,

I have attached a very basic analysis template.

Sheet 1 gives a month on month Attrition Rate along with Annual Att %. (No biggie)

I sheet 2 enter the information and then this will give you a broad classification as to why there is attrition.

The real task is to set up a good exit interview which examines all dimensions that caused the employee to choose to leave the job.

So design a good exit interview. If you already have one in place then analyse each question individually. ensure that there are sufficient number of Questions pointing towards relationship with immediate manager, facilities, benifits, relationship with peers, relationship with other departments etc.

Analysing these with the additional comments the ex employee provides will be helpful in arriving at the root of the problem.

There is also a situation where a particular demographic is likely to contribute to most of your attrition worries . What do I mean? for e.g. in BPOs Fresh Graduates, engineers and those joining in Vacations/Drops tend to attrite very early even before they have returned the cost incurred in training! this may be true for your industry to so go in for a Demographic wise analysis i.e. What Kind of people are leaving the most.

One of the other challeges faced by HR is sensitising other departments to Attrition. Trust me people in operations and sales do not understand words like talent, Loyalty, retention,and anything else that we choose to explain the importance of retention.

Heres something that will definitely ring their bells

Present a "Cost of Attiriton Analysis"

I don't have that Handy right now but will post that soon

Dear Chaitrali,enclosed are some materials on Attrition....hope they might be of some use to you for your project..........RegardsAnkit09869851356

Hi davikew. Herewith I have attached exit interview template.

Here is Exit interview template......

Hi Guys!!
I require assistance in designing exit interviewform. This should be short and preferably close ended questions.:icon1:

Kindly take a look at students' project reports at Attrition Rate BPO SECTOR and Attrition in the BPO Industry Both found at https://www.google.co.uk/webhp?sourc...oject%20report Please let us know whether they have thrown any extra light on your problem and any suitable solutions.

Give me innovative ways to reduce attrition

Hi HR Experts,
I am facing bit high attrition recently and most of the reasons are better prospects, higher education, salary, relocation etc . I need to work on project to control attrition and need to do analysis of the same. Can any one has good thoughts, please help.