Hi friends,
Does anyone have data regarding the attrition rates (%) in major IT companies in India? Specifically, I am interested in data for companies like Wipro, Infosys, and others. I am looking forward to receiving this data as soon as possible as I need it for my summer training project.
Thank you.
From India, Ahmadabad
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2Does anyone have data regarding the attrition rates (%) in major IT companies in India? Specifically, I am interested in data for companies like Wipro, Infosys, and others. I am looking forward to receiving this data as soon as possible as I need it for my summer training project.
Thank you.
From India, Ahmadabad
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Attrition Rate
As per the Data Quest Magazine, published 12 months ago, the top 5 companies, including Infosys, Wipro, etc., have a retention rate of 90.5% and an attrition rate of less than 6.0%. I don't have the exact date of the magazine.
Regards,
Leo Lingham
From India, Mumbai
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As per the Data Quest Magazine, published 12 months ago, the top 5 companies, including Infosys, Wipro, etc., have a retention rate of 90.5% and an attrition rate of less than 6.0%. I don't have the exact date of the magazine.
Regards,
Leo Lingham
From India, Mumbai
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I could find out the following details for the year 2004. [Business Today NOV. 21, 2004]
Name of the Company [Attrition Rate]
1. Sasken Communication Technologies - [15%]
2. Infosys - [7%]
3. HCL Comnet - [8.5%]
4. Patni Computer Systems - [17.6%]
5. Hughes Software - [68.5%]
The rest of the companies listed were not from the IT field, so they were not included.
Hope this information is helpful to you.
From India, Ahmadabad
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Name of the Company [Attrition Rate]
1. Sasken Communication Technologies - [15%]
2. Infosys - [7%]
3. HCL Comnet - [8.5%]
4. Patni Computer Systems - [17.6%]
5. Hughes Software - [68.5%]
The rest of the companies listed were not from the IT field, so they were not included.
Hope this information is helpful to you.
From India, Ahmadabad
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Company Name: Attrition Rates
These are not sorted in any order.
1. Aptech Training [50%]
2. Birlasoft [50%]
3. DCM Data Systems [14%]
4. Ashtech Infotech [19%]
5. Boston Education and Software Technologies [12.3%]
6. GTL [29.9%]
7. HCL Perot Systems [17.3%]
8. iS3C Consultancy Services [8.7%]
9. KPIT Infosystems [5.4%]
10. Lalani Infotech [18%]
11. Sonata Software [13%]
12. Mascot [14%]
13. TechSpan India [8.3%]
14. Mastek [6%]
15. Xansa India [16.9%]
16. Mindtree Consulting [8%]
17. Zensar Technologies [13.12%]
18. Moser Baer [6.65%]
19. Patni Computer [6.2%]
20. Polaris Software Services [9.53%]
21. RM Software India [17%]
22. Satyam Computer Services [9.1%]
23. Emerson Networking [16%]
24. Selectica [33.6%]
25. Serviont Global Solutions [9.7%]
26. Siemens (SISL) [8%]
27. Tata Elxsi [10.2%]
From India, Ahmadabad
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These are not sorted in any order.
1. Aptech Training [50%]
2. Birlasoft [50%]
3. DCM Data Systems [14%]
4. Ashtech Infotech [19%]
5. Boston Education and Software Technologies [12.3%]
6. GTL [29.9%]
7. HCL Perot Systems [17.3%]
8. iS3C Consultancy Services [8.7%]
9. KPIT Infosystems [5.4%]
10. Lalani Infotech [18%]
11. Sonata Software [13%]
12. Mascot [14%]
13. TechSpan India [8.3%]
14. Mastek [6%]
15. Xansa India [16.9%]
16. Mindtree Consulting [8%]
17. Zensar Technologies [13.12%]
18. Moser Baer [6.65%]
19. Patni Computer [6.2%]
20. Polaris Software Services [9.53%]
21. RM Software India [17%]
22. Satyam Computer Services [9.1%]
23. Emerson Networking [16%]
24. Selectica [33.6%]
25. Serviont Global Solutions [9.7%]
26. Siemens (SISL) [8%]
27. Tata Elxsi [10.2%]
From India, Ahmadabad
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Attrition rates are calculated per month and per year. Here, I am providing the calculation for per month:
Total number of resignations per month (whether voluntary or forced) divided by (total number of employees at the beginning of the month plus total number of new joiners minus total number of resignations) multiplied by 100.
From India, Ahmadabad
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Total number of resignations per month (whether voluntary or forced) divided by (total number of employees at the beginning of the month plus total number of new joiners minus total number of resignations) multiplied by 100.
From India, Ahmadabad
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hi , attrition rate = No. of employees left in a month x 100 / total no. of employees in a month dips
From India, Delhi
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From India, Delhi
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hi, in my opinion dese are d major reasons for it (its more for Bpo) working environment job profile( mismatch) salary issues organizatinal culture poaching personal reasons. dips
From India, Delhi
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From India, Delhi
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Let us see the Global Attrition rates in BPOs:
Attrition rates.......................%
US...................................42%
Australia...........................29%
Europe.............................24%
India................................18%
Global Average.................24%
*Source: Times News New York (2003)
From this, it is quite clear that the attrition rates in India are much below the Global Attrition Rates. However, we can still list out the major reasons for the attrition in the industry as follows:
1. Young Employees (average employee age 24 -25 yrs), less responsibility, so do not consider stability as the major force driving their career at this point.
2. Follow the Leader - If one of their friends has moved to another company, they all will move, to keep with their old friends.
3. Pick-up Drop Facility - It may look negligible, but coming back alone at 2:30 in the night is something nobody likes.
4. Salary Hike - [no need to explain this one].
5. Free Food - For bachelors, they want to avoid cooking as most of them stay in bachelor's accommodation.
6. Working Environment - (AC, chairs, calling instruments) small matters but do count.
7. Type of work - People generally prefer inbound call centers to outbound call centers. Similarly, the product they sell/service also counts.
8. Future growth prospects - Do they see that they can become Team Leader, etc., in the near future in the same organization?
9. Lateral Movement - Employees sometimes want to work in a particular department as they have an interest in it and would look for an opening in that department.
10. Stress Levels - If they are selling/servicing a substandard product, the product might have too many complaints, which would increase their stress levels.
11. Family Issues - No need to discuss.
12. Health Issues - Some people are not able to cope up with the night shifts because of health, while others have a sore throat after they speak for a few hours.
If you compare attrition rates for a Voice and Non-voice process, then attrition rates are significantly lower in a non-voice process.
From India, Ahmadabad
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Attrition rates.......................%
US...................................42%
Australia...........................29%
Europe.............................24%
India................................18%
Global Average.................24%
*Source: Times News New York (2003)
From this, it is quite clear that the attrition rates in India are much below the Global Attrition Rates. However, we can still list out the major reasons for the attrition in the industry as follows:
1. Young Employees (average employee age 24 -25 yrs), less responsibility, so do not consider stability as the major force driving their career at this point.
2. Follow the Leader - If one of their friends has moved to another company, they all will move, to keep with their old friends.
3. Pick-up Drop Facility - It may look negligible, but coming back alone at 2:30 in the night is something nobody likes.
4. Salary Hike - [no need to explain this one].
5. Free Food - For bachelors, they want to avoid cooking as most of them stay in bachelor's accommodation.
6. Working Environment - (AC, chairs, calling instruments) small matters but do count.
7. Type of work - People generally prefer inbound call centers to outbound call centers. Similarly, the product they sell/service also counts.
8. Future growth prospects - Do they see that they can become Team Leader, etc., in the near future in the same organization?
9. Lateral Movement - Employees sometimes want to work in a particular department as they have an interest in it and would look for an opening in that department.
10. Stress Levels - If they are selling/servicing a substandard product, the product might have too many complaints, which would increase their stress levels.
11. Family Issues - No need to discuss.
12. Health Issues - Some people are not able to cope up with the night shifts because of health, while others have a sore throat after they speak for a few hours.
If you compare attrition rates for a Voice and Non-voice process, then attrition rates are significantly lower in a non-voice process.
From India, Ahmadabad
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Hi all,
I am currently undertaking my summer internship at an Indian MNC. I am seeking insights into the HR practices of IT companies for shift employees working 24/7 (preferably non-BPO). I intend to prepare a benchmarking report on this topic. If anyone is interested, I am willing to share the comparative report in the public domain.
I am looking forward to your prompt assistance with policies, contacts, etc.
Thank you.
From India
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I am currently undertaking my summer internship at an Indian MNC. I am seeking insights into the HR practices of IT companies for shift employees working 24/7 (preferably non-BPO). I intend to prepare a benchmarking report on this topic. If anyone is interested, I am willing to share the comparative report in the public domain.
I am looking forward to your prompt assistance with policies, contacts, etc.
Thank you.
From India
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