Dear Friends
Does anyone have any idea on Attrition Analysis we recently had an Audit by ISO people they started demanding us on this Document we maintain a Attrition report quaterwise and month wise.
This gentleman who audited us asked for this Attrition analysis report if any one has any idea on this Please explain me and incase if you have any document please share it with me it will be a great help for me
Thanks in Advance
Regards
Harikrishna Gaura
From India, Madras
Does anyone have any idea on Attrition Analysis we recently had an Audit by ISO people they started demanding us on this Document we maintain a Attrition report quaterwise and month wise.
This gentleman who audited us asked for this Attrition analysis report if any one has any idea on this Please explain me and incase if you have any document please share it with me it will be a great help for me
Thanks in Advance
Regards
Harikrishna Gaura
From India, Madras
Dear Harikrishna Gaura,
The Attrition Analysis basically include the reason for leaving the job like salary, boss problem, time constraint and other issues. When you conduct the exit interview then a person gives an reason for leaving and basis on that exit interview you have to compile the data and find out the main reason for Attrition and also find an soultion to over come it.
For analysis purpose you can use SPSS (Statistical Program for Social Sciences) software which will give you more accurate and clear data for the Attrition Ration.
Regards,
Jitu
From India, Ahmadabad
2The Attrition Analysis basically include the reason for leaving the job like salary, boss problem, time constraint and other issues. When you conduct the exit interview then a person gives an reason for leaving and basis on that exit interview you have to compile the data and find out the main reason for Attrition and also find an soultion to over come it.
For analysis purpose you can use SPSS (Statistical Program for Social Sciences) software which will give you more accurate and clear data for the Attrition Ration.
Regards,
Jitu
From India, Ahmadabad
Dear Friend,
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
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https://www.citehr.com/search_new.php?q=Attrition+rate
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Regards
M. Peer Mohamed Sardhar
93831 93832
From India, Coimbatore
Defining attrition: "A reduction in the number of employees through retirement, resignation or death"
Defining Attrition rate: "the rate of shrinkage in size or number"
Defining Attrition Analysis:- Knowing reasons for leaving organisation and overcoming it.
Formula of calculating attrition rate:-((no of attrition x 100)/(Actual employees + new joined))/100
There are massive costs associated with attrition or turnover and, while some of these are not visible to the management reporting or budget system, they are none the less real. The 'rule of thumb' appears to be very inaccurate indeed and, while it depends upon the category of staff, it is probably better to estimate around 80% of salary as a truer rule of thumb - and this will be on the conservative side.
What does this mean? Well it means that if a company has 100 people doing a certain job paid 25,000 and that turnover or attrition is running at 10%, the cost of attrition is:
(Total staff x attrition rate %) x (annual salary x 80%)
100 aff at 10% attrition means 10 people leave and are replaced each year.
A replacement cost of 80% of a salary of 25,000 means the cost of each replacement is 20,000.
The cost of turnover is therefore 10 x 20,000 or 200,000 a year.
The oncost to the overall salary bill is 8%.
Employees resign for many different reasons. Sometimes it is the attraction of a new job or the prospect of a period outside the workforce which 'pulls' them, on other occasions they are 'pushed' due to dissatisfaction in their present jobs to seek alternative employment.
Sometimes it is a mixture of both pull and push factors. For a fourth group reasons for leaving are entirely explained by domestic circumstances outside the control of any employer, as is the case when someone relocates with their spouse or partner.
Recent research strongly suggests that push factors are a great deal more significant in most resignations than most managers appreciate. It is relatively rare for people to leave jobs in which they are happy, even when offered higher pay elsewhere.
Defining Attrition rate: "the rate of shrinkage in size or number"
Defining Attrition Analysis:- Knowing reasons for leaving organisation and overcoming it.
Formula of calculating attrition rate:-((no of attrition x 100)/(Actual employees + new joined))/100
There are massive costs associated with attrition or turnover and, while some of these are not visible to the management reporting or budget system, they are none the less real. The 'rule of thumb' appears to be very inaccurate indeed and, while it depends upon the category of staff, it is probably better to estimate around 80% of salary as a truer rule of thumb - and this will be on the conservative side.
What does this mean? Well it means that if a company has 100 people doing a certain job paid 25,000 and that turnover or attrition is running at 10%, the cost of attrition is:
(Total staff x attrition rate %) x (annual salary x 80%)
100 aff at 10% attrition means 10 people leave and are replaced each year.
A replacement cost of 80% of a salary of 25,000 means the cost of each replacement is 20,000.
The cost of turnover is therefore 10 x 20,000 or 200,000 a year.
The oncost to the overall salary bill is 8%.
Employees resign for many different reasons. Sometimes it is the attraction of a new job or the prospect of a period outside the workforce which 'pulls' them, on other occasions they are 'pushed' due to dissatisfaction in their present jobs to seek alternative employment.
Sometimes it is a mixture of both pull and push factors. For a fourth group reasons for leaving are entirely explained by domestic circumstances outside the control of any employer, as is the case when someone relocates with their spouse or partner.
Recent research strongly suggests that push factors are a great deal more significant in most resignations than most managers appreciate. It is relatively rare for people to leave jobs in which they are happy, even when offered higher pay elsewhere.
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Basic Attrition Analysis.xls