Hi, Can some one help me out, as to how we can calculate the attrition rate. Please quote with example. Also let me know how to over come the attrition level in the present scenario. Thanks, Jyothi
From India, Bangalore
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From India, Bangalore
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Hi, in the articles section, I have posted several articles on reducing employee turnover that may be of use to you. There are several different definitions for turnover. Which one do you want? Attrition is typically the number of departures in one year divided by the total workforce. It is a very raw figure and of limited value as you include retirements, dismissals, as well as voluntary departures. My website has more on employee retention.
Regards, Col
From United Kingdom, London
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Regards, Col
From United Kingdom, London
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Hi Friends,
I have a few doubts regarding attrition and would be very happy if my queries are answered.
Does attrition include retirement, VRS, dismissal & resignation?
1. Does attrition include retirement, VRS, dismissal, and resignation?
Ideal attrition rate for print media
2. What would be the ideal attrition rate for a print media company?
Attrition and organizational dynamism
3. Can more attrition be attributed to the dynamism of the organization and less attrition to rigidity?
Impact of legal contracts on talent acquisition
4. Won't legal contracts deter good talent from joining the organization?
Role of money in attrition
5. Is money a major contributor to attrition?
Factors to reduce attrition
6. What are the important factors to focus on to reduce attrition?
Attrition as a reflection of organizational success
7. Does less attrition reflect the success of the organization and HR?
Regards,
Narasimman
HR
From India, Madras
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I have a few doubts regarding attrition and would be very happy if my queries are answered.
Does attrition include retirement, VRS, dismissal & resignation?
1. Does attrition include retirement, VRS, dismissal, and resignation?
Ideal attrition rate for print media
2. What would be the ideal attrition rate for a print media company?
Attrition and organizational dynamism
3. Can more attrition be attributed to the dynamism of the organization and less attrition to rigidity?
Impact of legal contracts on talent acquisition
4. Won't legal contracts deter good talent from joining the organization?
Role of money in attrition
5. Is money a major contributor to attrition?
Factors to reduce attrition
6. What are the important factors to focus on to reduce attrition?
Attrition as a reflection of organizational success
7. Does less attrition reflect the success of the organization and HR?
Regards,
Narasimman
HR
From India, Madras
Acknowledge(0)Amend(0)
Hi Friends,
I have a few doubts regarding attrition, and I would be very happy if my queries are answered.
Does attrition include retirement, VRS, dismissal, and resignation?
What will be the ideal attrition rate for print media?
Can more attrition be attributed to more dynamism in the organization, and less attrition to rigidity?
Won't a legal contract prevent good talent from joining the organization?
Is money a major contributor to attrition?
What are the important factors to focus on to reduce attrition?
Does less attrition reflect the success of the organization and HR?
Regards,
Narasimman
HR
From United Kingdom, London
Acknowledge(0)Amend(0)
I have a few doubts regarding attrition, and I would be very happy if my queries are answered.
Does attrition include retirement, VRS, dismissal, and resignation?
What will be the ideal attrition rate for print media?
Can more attrition be attributed to more dynamism in the organization, and less attrition to rigidity?
Won't a legal contract prevent good talent from joining the organization?
Is money a major contributor to attrition?
What are the important factors to focus on to reduce attrition?
Does less attrition reflect the success of the organization and HR?
Regards,
Narasimman
HR
From United Kingdom, London
Acknowledge(0)Amend(0)
Dear All,
Defining attrition: "Actual number of employees left through resignation(Whether voluntary or forced), or some other reason(Retirement/death/VRS etc)'.
It depends upon organization to which factor they would like to consider as attrition for their company.
To calculate Attrtion we can use the formula:-
Number of Employee Left
-------------------------------------------------------------------*100
Number of Emplyoyee+New joined-No. of Employee Left.
How to Prevent Employee Turnover :-
1. No doubt Exit interview is one of the sources to get the reason for change and which help us to amend existing policy or to introduce new policy.
2.While most organizations want to blame turnover on wages and benefits, they actually do not play a big role in why people leave their jobs. The overwhelming majority of people who leave any company leave because of the way they are treated every day.
First, lack of appreciation is itself a negative. There are many managers who are very nice people, but who manage almost exclusively by negative reinforcement--not because of what they do but because of what they don't do. If you can't identify times when you have overtly told individuals that you appreciate their contributions, then you can count on the fact that they think you don't.
Second, when you give out positives--whether it is a pat on the back or a raise in pay--if you give them equally to all performers, then you end up punishing the best performers. Most employees think that it's not fair that they work hard every day, while others do just enough to get by--yet the consequences, pay, benefits, perks and praise are the same. " Treat people on the basis of merit, not seniority or position.
The third reason that employees feel negative about the workplace is that even though managers think they are creating a positive environment, they frequently fail to deal effectively and efficiently with problem performers. When poor performance is tolerated, other employees don't understand it. When they try to figure out why, they often conclude that there is favoritism for some unknown reason or that the supervisor or manager is weak. Both reasons are problems for the organization.
3.Career Development and Career Counseling
Career development is a process by which organization, the supervisor, help employees in developing their career goals and implementing their career plans.
Career Counseling is the methods by which you explain the career development process and help the employee identify career goals and career plans. Career development begins with and success depends on effective career counseling. Career counseling focuses on the employee's career goals and the preparation of career plans consistent with organization future staffing needs.
4. Training and Development.
5. Organization culture.
6. Reward and recognition.
7. Grievance & issue handling.
8. Employee care by creating - fun at work/outings/Team building exercise.
9. Improving Recruitment process -- Taking right people.
Thanks
Vivek
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Defining attrition: "Actual number of employees left through resignation(Whether voluntary or forced), or some other reason(Retirement/death/VRS etc)'.
It depends upon organization to which factor they would like to consider as attrition for their company.
To calculate Attrtion we can use the formula:-
Number of Employee Left
-------------------------------------------------------------------*100
Number of Emplyoyee+New joined-No. of Employee Left.
How to Prevent Employee Turnover :-
1. No doubt Exit interview is one of the sources to get the reason for change and which help us to amend existing policy or to introduce new policy.
2.While most organizations want to blame turnover on wages and benefits, they actually do not play a big role in why people leave their jobs. The overwhelming majority of people who leave any company leave because of the way they are treated every day.
First, lack of appreciation is itself a negative. There are many managers who are very nice people, but who manage almost exclusively by negative reinforcement--not because of what they do but because of what they don't do. If you can't identify times when you have overtly told individuals that you appreciate their contributions, then you can count on the fact that they think you don't.
Second, when you give out positives--whether it is a pat on the back or a raise in pay--if you give them equally to all performers, then you end up punishing the best performers. Most employees think that it's not fair that they work hard every day, while others do just enough to get by--yet the consequences, pay, benefits, perks and praise are the same. " Treat people on the basis of merit, not seniority or position.
The third reason that employees feel negative about the workplace is that even though managers think they are creating a positive environment, they frequently fail to deal effectively and efficiently with problem performers. When poor performance is tolerated, other employees don't understand it. When they try to figure out why, they often conclude that there is favoritism for some unknown reason or that the supervisor or manager is weak. Both reasons are problems for the organization.
3.Career Development and Career Counseling
Career development is a process by which organization, the supervisor, help employees in developing their career goals and implementing their career plans.
Career Counseling is the methods by which you explain the career development process and help the employee identify career goals and career plans. Career development begins with and success depends on effective career counseling. Career counseling focuses on the employee's career goals and the preparation of career plans consistent with organization future staffing needs.
4. Training and Development.
5. Organization culture.
6. Reward and recognition.
7. Grievance & issue handling.
8. Employee care by creating - fun at work/outings/Team building exercise.
9. Improving Recruitment process -- Taking right people.
Thanks
Vivek
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Hi
Defining attrition: "Actual number of employees left through resignation(Whether voluntary or forced), or some other reason(Retirement/death/VRS etc)'.
It depends upon organization to which factor they would like to consider as attrition for their company.
To calculate Attrtion we can use the formula:-
Number of Employee Left
----------------------------------------------------------------- --*100
Number of Emplyoyee+New joined-No. of Employee Left.
How to Prevent Employee Turnover :-
1. No doubt Exit interview is one of the sources to get the reason for change and which help us to amend existing policy or to introduce new policy.
2.While most organizations want to blame turnover on wages and benefits, they actually do not play a big role in why people leave their jobs. The overwhelming majority of people who leave any company leave because of the way they are treated every day.
First, lack of appreciation is itself a negative. There are many managers who are very nice people, but who manage almost exclusively by negative reinforcement--not because of what they do but because of what they don't do. If you can't identify times when you have overtly told individuals that you appreciate their contributions, then you can count on the fact that they think you don't.
Second, when you give out positives--whether it is a pat on the back or a raise in pay--if you give them equally to all performers, then you end up punishing the best performers. Most employees think that it's not fair that they work hard every day, while others do just enough to get by--yet the consequences, pay, benefits, perks and praise are the same. " Treat people on the basis of merit, not seniority or position.
The third reason that employees feel negative about the workplace is that even though managers think they are creating a positive environment, they frequently fail to deal effectively and efficiently with problem performers. When poor performance is tolerated, other employees don't understand it. When they try to figure out why, they often conclude that there is favoritism for some unknown reason or that the supervisor or manager is weak. Both reasons are problems for the organization.
3.Career Development and Career Counseling
Career development is a process by which organization, the supervisor, help employees in developing their career goals and implementing their career plans.
Career Counseling is the methods by which you explain the career development process and help the employee identify career goals and career plans. Career development begins with and success depends on effective career counseling. Career counseling focuses on the employee's career goals and the preparation of career plans consistent with organization future staffing needs.
4. Training and Development.
5. Organization culture.
6. Reward and recognition.
7. Grievance & issue handling.
8. Employee care by creating - fun at work/outings/Team building exercise.
9. Improving Recruitment process -- Taking right people.
Thanks
Vivek
Acknowledge(0)Amend(0)
Defining attrition: "Actual number of employees left through resignation(Whether voluntary or forced), or some other reason(Retirement/death/VRS etc)'.
It depends upon organization to which factor they would like to consider as attrition for their company.
To calculate Attrtion we can use the formula:-
Number of Employee Left
----------------------------------------------------------------- --*100
Number of Emplyoyee+New joined-No. of Employee Left.
How to Prevent Employee Turnover :-
1. No doubt Exit interview is one of the sources to get the reason for change and which help us to amend existing policy or to introduce new policy.
2.While most organizations want to blame turnover on wages and benefits, they actually do not play a big role in why people leave their jobs. The overwhelming majority of people who leave any company leave because of the way they are treated every day.
First, lack of appreciation is itself a negative. There are many managers who are very nice people, but who manage almost exclusively by negative reinforcement--not because of what they do but because of what they don't do. If you can't identify times when you have overtly told individuals that you appreciate their contributions, then you can count on the fact that they think you don't.
Second, when you give out positives--whether it is a pat on the back or a raise in pay--if you give them equally to all performers, then you end up punishing the best performers. Most employees think that it's not fair that they work hard every day, while others do just enough to get by--yet the consequences, pay, benefits, perks and praise are the same. " Treat people on the basis of merit, not seniority or position.
The third reason that employees feel negative about the workplace is that even though managers think they are creating a positive environment, they frequently fail to deal effectively and efficiently with problem performers. When poor performance is tolerated, other employees don't understand it. When they try to figure out why, they often conclude that there is favoritism for some unknown reason or that the supervisor or manager is weak. Both reasons are problems for the organization.
3.Career Development and Career Counseling
Career development is a process by which organization, the supervisor, help employees in developing their career goals and implementing their career plans.
Career Counseling is the methods by which you explain the career development process and help the employee identify career goals and career plans. Career development begins with and success depends on effective career counseling. Career counseling focuses on the employee's career goals and the preparation of career plans consistent with organization future staffing needs.
4. Training and Development.
5. Organization culture.
6. Reward and recognition.
7. Grievance & issue handling.
8. Employee care by creating - fun at work/outings/Team building exercise.
9. Improving Recruitment process -- Taking right people.
Thanks
Vivek
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Hi Col,
I read your article, and it was very informative. I am working on an employee attrition project in an agrochemical company in India. Do you have any benchmarks for the following:
1. All India attrition rate
2. Attrition rate for manufacturing firms in India
3. Attrition rate for the chemical/agrochemical industry in India (including pesticides, fertilizers, and seeds)
4. Attrition data for sales and marketing people nationwide
5. Future trends in attrition
Thank you.
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I read your article, and it was very informative. I am working on an employee attrition project in an agrochemical company in India. Do you have any benchmarks for the following:
1. All India attrition rate
2. Attrition rate for manufacturing firms in India
3. Attrition rate for the chemical/agrochemical industry in India (including pesticides, fertilizers, and seeds)
4. Attrition data for sales and marketing people nationwide
5. Future trends in attrition
Thank you.
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Hi,
I am doing my 2-month project in an apparel factory. I am planning to take up ATTRITION as my topic. So, I just want to know if there are any specific points that I have to keep in mind before I start. Also, can you please tell me what type of questionnaire should be prepared?
Thank you,
Deepthi
From India, Bangalore
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1I am doing my 2-month project in an apparel factory. I am planning to take up ATTRITION as my topic. So, I just want to know if there are any specific points that I have to keep in mind before I start. Also, can you please tell me what type of questionnaire should be prepared?
Thank you,
Deepthi
From India, Bangalore
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dear coll,
thankyou for the valuable info on attrition project,
I am doing my summer training in a torrent pharma, and doing project on “attrition analysis of pharma industry”. I want to have data regarding other pharma company's attrition rate and trend and other related info.
regards.
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thankyou for the valuable info on attrition project,
I am doing my summer training in a torrent pharma, and doing project on “attrition analysis of pharma industry”. I want to have data regarding other pharma company's attrition rate and trend and other related info.
regards.
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please let me know the average attrition rate for the Oil and Gas industry. FS Haque Oil India Limited. Duliajan
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Calculation of Attrition Rate.doc
Attrition-rate. xls