Hi, I am doing a project on attrition analysis. What can be the parameters for attrition in the IT sector, specifically at PDC company? I am interested in studying attrition among new joiners and the top-rated software engineers. Additionally, I would like to explore factors related to attrition such as career development and cost implications.
From India, Pune
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From India, Pune
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Dear Chaitrali,
First of all, best of luck for your project. If you're doing attrition analysis in an IT sector, then according to me, you will have only two major reasons: salary and higher position (I do agree if position comes ultimately the salary will rise). Apart from this, all the factors will be very less.
When it comes to attrition of new joiners in the software industry, I would like to mention some things like:
1) Salary
2) Mindset of newcomers that one should keep changing whenever they get good offers
3) Some may start working in different languages in which they may not be interested or may not be good at, and they might change when they get a chance to work in what they are good at.
Hope this is of some use to you. Do share with us if you get some more ideas. I have given you below the formula for attrition which may be of some use to you.
Attrition Rate: No. of employees left from the organization / Total no. of employees in the organization * 100
Regards,
Amith R.
From India, Bangalore
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17First of all, best of luck for your project. If you're doing attrition analysis in an IT sector, then according to me, you will have only two major reasons: salary and higher position (I do agree if position comes ultimately the salary will rise). Apart from this, all the factors will be very less.
When it comes to attrition of new joiners in the software industry, I would like to mention some things like:
1) Salary
2) Mindset of newcomers that one should keep changing whenever they get good offers
3) Some may start working in different languages in which they may not be interested or may not be good at, and they might change when they get a chance to work in what they are good at.
Hope this is of some use to you. Do share with us if you get some more ideas. I have given you below the formula for attrition which may be of some use to you.
Attrition Rate: No. of employees left from the organization / Total no. of employees in the organization * 100
Regards,
Amith R.
From India, Bangalore
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Hi,
I have attached a very basic analysis template.
Sheet 1 gives a month-on-month attrition rate along with annual attrition percentage. (No biggie.)
In Sheet 2, enter the information, and then this will give you a broad classification as to why there is attrition.
The real task is to set up a good exit interview which examines all dimensions that caused the employee to choose to leave the job.
So design a good exit interview. If you already have one in place, then analyze each question individually. Ensure that there are a sufficient number of questions pointing towards the relationship with the immediate manager, facilities, benefits, relationship with peers, relationship with other departments, etc.
Analyzing these with the additional comments the ex-employee provides will be helpful in arriving at the root of the problem.
There is also a situation where a particular demographic is likely to contribute to most of your attrition worries. What do I mean? For example, in BPOs, fresh graduates, engineers, and those joining in vacations/drops tend to attrite very early, even before they have returned the cost incurred in training! This may be true for your industry too, so go in for a demographic-wise analysis, i.e., what kind of people are leaving the most.
One of the other challenges faced by HR is sensitizing other departments to attrition. Trust me, people in operations and sales do not understand words like talent, loyalty, retention, and anything else that we choose to explain the importance of retention.
Here's something that will definitely ring their bells:
Present a "Cost of Attrition Analysis."
I don't have that handy right now but will post that soon.
From India, Mumbai
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I have attached a very basic analysis template.
Sheet 1 gives a month-on-month attrition rate along with annual attrition percentage. (No biggie.)
In Sheet 2, enter the information, and then this will give you a broad classification as to why there is attrition.
The real task is to set up a good exit interview which examines all dimensions that caused the employee to choose to leave the job.
So design a good exit interview. If you already have one in place, then analyze each question individually. Ensure that there are a sufficient number of questions pointing towards the relationship with the immediate manager, facilities, benefits, relationship with peers, relationship with other departments, etc.
Analyzing these with the additional comments the ex-employee provides will be helpful in arriving at the root of the problem.
There is also a situation where a particular demographic is likely to contribute to most of your attrition worries. What do I mean? For example, in BPOs, fresh graduates, engineers, and those joining in vacations/drops tend to attrite very early, even before they have returned the cost incurred in training! This may be true for your industry too, so go in for a demographic-wise analysis, i.e., what kind of people are leaving the most.
One of the other challenges faced by HR is sensitizing other departments to attrition. Trust me, people in operations and sales do not understand words like talent, loyalty, retention, and anything else that we choose to explain the importance of retention.
Here's something that will definitely ring their bells:
Present a "Cost of Attrition Analysis."
I don't have that handy right now but will post that soon.
From India, Mumbai
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Dear Chaitrali,enclosed are some materials on Attrition....hope they might be of some use to you for your project..........RegardsAnkit09869851356
From India, Mumbai
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From India, Mumbai
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Hi davikew. Herewith I have attached exit interview template.
From India, New Delhi
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From India, New Delhi
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Hi Guys!! I require assistance in designing exit interviewform. This should be short and preferably close ended questions.:icon1:
From India, Calcutta
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From India, Calcutta
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Hi HR Experts,
I am facing a bit of high attrition recently, and most of the reasons are better prospects, higher education, salary, relocation, etc. I need to work on a project to control attrition and need to conduct an analysis of the same. If anyone has any good thoughts, please help.
Thank you.
From India, Ahmedabad
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I am facing a bit of high attrition recently, and most of the reasons are better prospects, higher education, salary, relocation, etc. I need to work on a project to control attrition and need to conduct an analysis of the same. If anyone has any good thoughts, please help.
Thank you.
From India, Ahmedabad
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Addressing Attrition in HR
This attrition is very challenging study material for an HR person. Whenever you get free time, take any employee's exit case and start recalling from their recruitment to hiring. Definitely, we will find some areas where our efforts lack.
Please work on the following areas:
1. Strengthen your recruitment to hiring process.
2. Maintain communication with new joiners for 2 to 3 months.
3. Implement new programs for new joiners.
4. Enhance your exit process, analyze the data of exited employees, and sort their database for your study.
5. Examine the sorted database and discuss with your management for a better outcome.
6. Review your retention policy.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
This attrition is very challenging study material for an HR person. Whenever you get free time, take any employee's exit case and start recalling from their recruitment to hiring. Definitely, we will find some areas where our efforts lack.
Please work on the following areas:
1. Strengthen your recruitment to hiring process.
2. Maintain communication with new joiners for 2 to 3 months.
3. Implement new programs for new joiners.
4. Enhance your exit process, analyze the data of exited employees, and sort their database for your study.
5. Examine the sorted database and discuss with your management for a better outcome.
6. Review your retention policy.
Thank you.
From India, Mumbai
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