Dear Zina A,
Thanks for coming up with a proper HR query. Most of the queries on this forum are on notice period, PF/ESI etc. These are not the real HR queries as such.
I have worked on the Excel sheet that you have provided. Following are the observations on the Excel sheet:
a) You have given the details of the date of exit (not termination) and date of joining of 135 employees. However, this is consolidated data for the whole organisation. There was no break up as per the department. Therefore, the department-wise analysis could not be done.
b) For the analysis purposes, I have converted the Excel sheet into Google Sheet. You may
click here to have a look at it.
The following emerges from the Google Sheet:
c) The highest employee attrition (19%) happens between the _____ year slab.
d) For the three duration slabs i.e. ____ years, ____ years and ____ years, the attrition is 50%
Corrective action for (c) and (d): - Start conducting stay interviews as the employee completes _____ years of stay. Prepare a career plan and show the employees that there are growth opportunities in the company.
e) Employee attrition for _________ slab is 12% This could be because of the inability of the employees to align with the work environment or the work itself.
Corrective action for (e): - You may improve the recruitment practices.
f) ____% employee attritions is for >10 years slab. Probably this is because employees stay till their retirement. Though they are long-serving employees, if they are not adding value, then no need to regret their exit. Possibly you could hire their replacement with a lower salary to offset their exit.
I hope you are satisfied with the analysis.
Explanation on Forecasting: - Your query is on forecasting the attrition. However, the given data is inadequate to do a forecast of any kind. Furthermore, if the average length of stay of the employee is 1,618 days and if the Standard Deviation (SD) is 1,468 days, what forecasting anyone can do?
Other senior members may go through the Google sheet and provide their inputs.
Thanks,
Dinesh Divekar