High Attrition in Our HR Team: How Can We Turn This Around?

Hi all, I am working in a 300-employee company, and the HR personnel headcount is around 4-5. Here, we are facing issues due to high attrition in the HR department itself. Can you suggest any solutions that could help us reduce this?

Regards,
Ginu

Being in HR yourself, I guess you realize and understand the value and importance of giving the full and complete picture for any solution to emerge for any problem... no pun intended please. For starters, please give details of:

1. Has any effort been made internally within the company (before posting this in CiteHR) to identify the causes for the attrition? If yes, please give details. If no, are there any specific reasons for the lack of effort in this direction?

2. Even though you have focused on the HR Department, how is the attrition in Non-HR Departments? How does this figure compare between departments?

3. What sector does your company belong to - IT, Telecom, etc.?

Regards,
TS

You could look at the specific activities performed by the members in your HR department. If the role definition for everybody is the same, then that could be an issue as all are chasing the few activities and stepping over each other's toes. Within HR, you could identify specific responsibilities like recruitment, employee engagement, training, payroll & benefits, and employee feedback. Depending on the workload, you can assign a member one or two of these activities.

Good luck.

As I can see, everyone is discussing monitoring the number and reasons for attrition. I would agree with Mr. Basant that monitoring and recording attrition is crucial for businesses. You can easily keep a record of people who leave your business, but how easily does your HR software system allow you to analyze attrition information to identify trends and patterns that may be negatively impacting your organization?

Questions Your HR System Should Answer

There are several questions that can be answered if your HR system can generate the statistics, such as:
- How many people left?
- How many people left in particular departments?
- What was the reason for leaving?
- Do new starters leave more frequently than longer-serving employees?
- Do specific recruitment sources influence employee turnover?

A good HR software system will effectively provide you with answers to these questions.