New to HR: How Do I Predict Employee Attrition and Understand Exit Interviews?

Hi all,

I am new to the HR domain and need help predicting employee attrition. I am using organizational data of individuals, such as business unit and manager names. Can anyone assist me in determining the important parameters to consider? Could you also provide a brief explanation of the exit interview process?

You have asked about two diverse questions. One is about attrition prediction. Although on a broad line, it is possible to predict the attrition percentage for the organization as a whole, it is difficult to predict exactly who will quit. Nevertheless, you may conduct attrition analysis. To learn more about it, refer to the following link: https://www.citehr.com/519562-employ...ml#post2211229

Your second question is about the Exit Interview Process. However, exit interviews are conducted once the employee submits a letter of resignation. Exit interviews are supposed to give us insight into why employees are quitting. It is not a tool to predict attrition. Nevertheless, HR professionals lament that exit interviews are not so helpful as employees never open up and put forth the real reasons for their exit.

Thanks,

Dinesh Divekar

Dear Durgaharish, attrition depends on many factors, including aspects like employee satisfaction levels, opportunities that exist across the country or globally, individual expectations, the nature of the industry, and the type of company or business, etc.

You have not provided details about the industry or business you are working for. Please try the Cite HR archives. Type "Attrition in …business" inside the box labeled "WHAT DO YOU NEED" that you find in the title bar right above. After typing in the box, press the 'research' button next to it. You will get a lot of information. You can also refer to "Related Information" and 'Download Thread' that you find on the right side of this message. Repeat the process for '.........................' or any related topic of your choice.

Regards, V.Raghunathan

Hi Durgaharish, I am not sure if you want to do predictive analysis on attrition. If so, you can do it only through HR Analytics. Generally, this is done in bigger organizations, and there will be an HR Analytics person who handles this. It is very rare that this will be managed by an HR Business Partner (HRBP). This is referred to as "Predictive Employee Turnover Analytics".

Below is a white paper from TCS that will provide you with insights on HR Analytics: http://www.tcs.com/SiteCollectionDoc...-HR-0115-1.pdf

Interviewing ex-employees who have left the organization within a specific period can prove to be the best solution for you, as only they can provide insight into the exact reasons for leaving in relation to the management policies of the organization.