Could anyone please guide me through the steps to measure attrition in a firm that has Technology staff, Business Domain Experts, and Process Staff? Needless to say, all differ in their qualifications and expectations.
I need help to:
- Design a predictive model for managers so that they can look out for signs of attrition
- Understand the factors affecting attrition
- Create incentive and compensation designs to retain talents
I know this is asking for a lot, but any help in the right direction can assist me in gaining insights into the domain. Thank you for your help and support.
From India, Bangalore
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I need help to:
- Design a predictive model for managers so that they can look out for signs of attrition
- Understand the factors affecting attrition
- Create incentive and compensation designs to retain talents
I know this is asking for a lot, but any help in the right direction can assist me in gaining insights into the domain. Thank you for your help and support.
From India, Bangalore
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Hi, If you search in CiteHR how to design compensation and incentives, you will get an idea. Even you can click on the posts appearing on the right side for attrition problem. Regards, Vaishalee
From India, Pune
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179From India, Pune
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I would suggest you refer to the research engine at the top of the page, and I assure you that you will find many threads on attrition. I am also attaching one file that will give you a clear picture of the calculation on attrition.
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From India, Mumbai
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Regards
From India, Mumbai
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Is the calculation in the attachment your own or based on some theory given by any scholar? This gives no reference to any background source. Could you please provide a background reference for the formula used in the paper?
From India, Delhi
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From India, Delhi
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Thank you all for your help and contribution. I precisely need help in finding out the factors affecting attrition that can be used by managers as a predictive model to forecast attrition. Any help in this direction is appreciated.
From India, Bangalore
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From India, Bangalore
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In fact, the attrition rate is not that simple to calculate, as no fixed formula can be applied due to different reasons. If you calculate the attrition rate on a monthly or quarterly basis, every time you can get different figures, which is not fair. So, the annual rate of attrition is considered to be appropriate.
Formula for Calculating Attrition Rate
Normally, the following formula can be considered quite fair to calculate the attrition rate in any organization:
Attrition = (No. of employees who left in the year / average employees in the year) x 100
You can get very good information on the factors affecting attrition in an organization from one webpage of naukri.com at the following link, which can guide you appropriately about the attrition rate: [link no longer exists - removed]
Regards
From India, Delhi
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Formula for Calculating Attrition Rate
Normally, the following formula can be considered quite fair to calculate the attrition rate in any organization:
Attrition = (No. of employees who left in the year / average employees in the year) x 100
You can get very good information on the factors affecting attrition in an organization from one webpage of naukri.com at the following link, which can guide you appropriately about the attrition rate: [link no longer exists - removed]
Regards
From India, Delhi
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Attrition-rate. xls