:D Dear Bob,
Those were my experiences with an Iron and Steel Company (Its ISO 14001 Co.) which was doing Entire Corporate Restructuring in terms of HRD .. in that connection I was told to analyze 156 strategic level managers' Exit data .. HR Dept. was almost convinced that Exit Data was nothing but a box of garbage .. The Exit Process Analysis was actually frindge area of my project (Core project was on Organizational Health Analysis, (not exactly a climate survey)) ..
I happened to read something about Model based Estimation and Forecasting, and worked on a Statistical model for them, It worked .. I got a list of around 40 issues that needed immediate action from the HR .. By "Retention" I meant to say "Not to repeat the mistakes because of which we lost employees" ..
And, there are certain issues which may hold true in India and may not in the US (and Vice versa) because of cultural impacts on employee psychology .. The idea worked in the Indian organization, however I know its difficult to generalize all the cases ..
However .. what I truly believe is .. Employee do not leave organization, they tend to leave their immediate superior .. (i.e., they do not change profession, they change their bosses. This is just my experience, not verified using any survey data ... ) :D
Thank you for the reply ..
Regards,
thesysthink