Hello friends,
I am a management trainee working on a project regarding the retention of fresh recruits. I have utilized the following formula for calculating retention and attrition rates:
Trainees Attrition Rate:
(No. of exits during the year) * 100 / (No. employed at the beginning of the year + No. recruited during that year)
Trainees Retention Rate:
(No. retained at the end of the year) * 100 / (No. employed at the beginning of the year + No. recruited during that year)
I have performed a sample calculation, which is detailed in the attached Excel sheet.
I would like to inquire:
1. Is the formula used here correct?
2. Is the sample calculation accurate?
From India, Madras
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2I am a management trainee working on a project regarding the retention of fresh recruits. I have utilized the following formula for calculating retention and attrition rates:
Trainees Attrition Rate:
(No. of exits during the year) * 100 / (No. employed at the beginning of the year + No. recruited during that year)
Trainees Retention Rate:
(No. retained at the end of the year) * 100 / (No. employed at the beginning of the year + No. recruited during that year)
I have performed a sample calculation, which is detailed in the attached Excel sheet.
I would like to inquire:
1. Is the formula used here correct?
2. Is the sample calculation accurate?
From India, Madras
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Hello friends,
NEED HELP! I am conducting a retention study of newly recruited trainees from the past 5 years. I have identified the following reasons for the departure of these trainees:
1. Better prospects
2. Higher studies
3. Encouraged to leave (poor performance)
4. Marriage
5. Health problems
6. Family reasons
7. Personal
Which reasons for leaving should I consider for attrition calculation, or should I take into account all of these?
From India, Madras
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NEED HELP! I am conducting a retention study of newly recruited trainees from the past 5 years. I have identified the following reasons for the departure of these trainees:
1. Better prospects
2. Higher studies
3. Encouraged to leave (poor performance)
4. Marriage
5. Health problems
6. Family reasons
7. Personal
Which reasons for leaving should I consider for attrition calculation, or should I take into account all of these?
From India, Madras
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Hey,
I think you should take all of them into account while calculating attrition. When calculating attrition, we only consider the number of people leaving or joining the organization, and not the reasons for the same. However, we can later discount the high attrition rates due to factors such as market conditions, personal reasons, government policy, etc.
Dheeraj
From India, Calcutta
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I think you should take all of them into account while calculating attrition. When calculating attrition, we only consider the number of people leaving or joining the organization, and not the reasons for the same. However, we can later discount the high attrition rates due to factors such as market conditions, personal reasons, government policy, etc.
Dheeraj
From India, Calcutta
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Hi Dheeraj, Thanks for your reply. I think you are right . Reasons of leaving should be discarded at the stage of calculating attrition. Latter on it can be attributed. Regards, Search.
From India, Madras
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From India, Madras
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Hello friends,
Please help! Can someone tell me the formula for calculating attrition? Is it:
Attrition Rate = (Number of Joinings in a Year - Number of Separations in a Year) / Total Number of Employees in a Year?
Please let me know if this is correct or if the above formula is right. Thank you.
From India, New Delhi
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Please help! Can someone tell me the formula for calculating attrition? Is it:
Attrition Rate = (Number of Joinings in a Year - Number of Separations in a Year) / Total Number of Employees in a Year?
Please let me know if this is correct or if the above formula is right. Thank you.
From India, New Delhi
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