Struggling with Analyzing Exit Interview Data for My HR Project – Any Advice?

Hi, I am Nivetha. I am doing my MBA, and my specialization is going to be in HR. Currently, I am working on my summer project in a large software industry. My topic is the attrition rate in that company. I requested to conduct a survey with the present employees, but they didn't allow it as it is a very sensitive issue. However, they have agreed to provide the exit interview data. I am unsure of how to proceed with analyzing the data. I need to create graphs and more. Could someone please help me with how to proceed further with my project? Your assistance is greatly appreciated. Please reply as soon as possible. I am eagerly awaiting your response. Thank you.

Hi Nivetha,

You can analyze the exit interview data effectively to infer the attrition trends. First of all, classify the various grades and sort the exit interview data for individual grades. Then identify the period employees remained in the organization and the time of the year when they are leaving.

Next, collate the reasons for leaving. The following metrics can then be calculated:

1. Establish a correlation between employees joining late and leaving early.
2. Create a Pareto chart to identify the main reasons for leaving.
3. Plot a run chart to suggest the periods with the highest number of resignations.

Sumit

Hi,

This is Sameer, working in a software company as Head HR. You are working on a project on a topic that is helpful for any organization, but it's confidential too. Your task is to determine the employee retention rate of the organization, gather data on the current manpower, as well as the manpower from the last 3 months. Calculate the differences and present them as a percentage for each month, showing the manpower turnover month-wise. You can use the same data for the past 1 or 2 years to create a graphical representation. Review the regular company journals and related publications for insights. It's quite straightforward!

Hey guys,

Thanks for the reply. I have finally sorted out the data. I have just taken their years of experience, their designation, the factors which attract them to the company, the factors for which they leave the organization, their gender, and the year of leaving their organization. I have collected 50 samples. All my exit interview questions are open-ended ones, and I have already changed them to closed-ended questions.

Any other suggestions you would like to give me? What analysis should I undertake? It would be very helpful if I had a sample attrition project report. Please do help me with this.

Looking forward to your reply.

By,
Nive