suppose employee opening balance is = 200
new joinings = 20
left employees = 40
closing balance = 180
so the attrition rate is left employees/average no of employees (opening balance + closed balance/2) is the attrition rate for the month.
and convert it into percentage.
Regards
Aastha .
From India, Vadodara
new joinings = 20
left employees = 40
closing balance = 180
so the attrition rate is left employees/average no of employees (opening balance + closed balance/2) is the attrition rate for the month.
and convert it into percentage.
Regards
Aastha .
From India, Vadodara
Hi, Vikram, i have lot of confusion on attrition formula which you had mentioned in excel. there was a change in formula(attrition coloum) can you clarify the same. Regards, Ramakrishna:-?:-?:-?
From India, Hyderabad
1From India, Hyderabad
Hi Guys, Let me help you in calculating attrition, the simpler way is- No of employees left (Month) / No of employees(in Month) * 100 = Monthly Attrition Monthly Attrtion * 12 is annual attrition
From India, Mumbai
From India, Mumbai
As per my knowledge:
Average Emp. = (Opening+Closing)/2
Closing= Opening+Joined-Left
Attrition rate per month = Left*100/Average Emp.
The solution of the above problem:
Closing=150+25-20=155
Average Emp. =(150+155)/2=152.5
Attrition rate per month= 20*100/152.5= 13.11
Please let me know whether it is proper.
From India, Mumbai
Average Emp. = (Opening+Closing)/2
Closing= Opening+Joined-Left
Attrition rate per month = Left*100/Average Emp.
The solution of the above problem:
Closing=150+25-20=155
Average Emp. =(150+155)/2=152.5
Attrition rate per month= 20*100/152.5= 13.11
Please let me know whether it is proper.
From India, Mumbai
Please check this link:
Employee Turnover Cost Calculator - HR Chally
http://www.chally.com/turnover_cost_calculator.htm
This will give you % & cost of attrition
Employee Turnover Cost Calculator - HR Chally
http://www.chally.com/turnover_cost_calculator.htm
This will give you % & cost of attrition
Hai Pankaj,
find the simple calculation
Monthly Attrition: Total Resigner/(Head count at the start of month+New Joiners in the month)*100
for Ex:
5/(530+12)*100 = 0.92%
Annual Attrition : 5/(530+12)*100*12 = 11.02%
Avvi
From India, Hyderabad
find the simple calculation
Monthly Attrition: Total Resigner/(Head count at the start of month+New Joiners in the month)*100
for Ex:
5/(530+12)*100 = 0.92%
Annual Attrition : 5/(530+12)*100*12 = 11.02%
Avvi
From India, Hyderabad
Dear Apnicar,
Like pankaj I also got so many views regarding this Attrition Rate calculation.
Your formula is quite understandable but why have you devided your entire calculation by 100 whereas in mathematics it should not be there.
Just for my better understanding, please clarify as I want to use this calculation for me.
Regards,
Deepak
From India, Delhi
Like pankaj I also got so many views regarding this Attrition Rate calculation.
Your formula is quite understandable but why have you devided your entire calculation by 100 whereas in mathematics it should not be there.
Just for my better understanding, please clarify as I want to use this calculation for me.
Regards,
Deepak
From India, Delhi
Hi,
Simple concept make use of it....
Opening Balance 10
New joinees 5
Terminations 2
Closing balance = opening bal+new joinees-terminations.. (i.e) 13
Attrition rate = no of termination/closing balance = 2/13 = 15.38%
With Regards,
Sri...
From India,
Simple concept make use of it....
Opening Balance 10
New joinees 5
Terminations 2
Closing balance = opening bal+new joinees-terminations.. (i.e) 13
Attrition rate = no of termination/closing balance = 2/13 = 15.38%
With Regards,
Sri...
From India,
Formula for annualized attrition = Attrition for the period x (12/ period) where period is calculated in months.
So if monthly attrition is 10%. Annualized = 10% x (12/1) = 120%
Also, if quarterly attrition is 15%. Annualized = 15% x (12/3) = 60%
The main reason to calculate the annualized attrition figures is to check the overall attrited headcount for the year if the same rate is continued. That means, if the process have 100 people and 8 attrite every month and we backfill just with 8 in the month, the process will have 8% attrition and 8%x12 = 96% annualized attrition.
You may fill this data for 12 months and this will give you the point.
So this gives us an idea that we will have almost the entire people changed in the year (actually that does not happen as new guys leave more, but it is an indicator of loss of investment)
But as they say, the most corrupt formula in BPO industry is Attrition as there are many formulas and many interpretations. So, I thought I list some of them with their pros and cons of different Attrition formulas:
Formula 1:
Attrited / Start of the month HC -->
E.g. 95 at the start. 5 joiners. 2 Attrites. Monthly Attrition = 2/95.
Con --> what if the 2 attrites are from the new joining batch, then this is not representative.
Formula 2:
Attrited / End of the month HC --> Commonly used formula
E.g. 95 at the start. 5 joiners. 2 Attrites. Monthly Attrition = 2/98.
Pro -- at least looks at the HC at the end of the month.
Con -- what if the guys have left on the last day of the month?
Formula 3:
Attrited/(Average of Start and End of month HC) -->
E.g. 95 at the start. 5 joiners. 2 Attrites. Monthly Attrition = 2/96.5.
This takes both the start and end HC negates the effect of attrites less than or more than the joiners. Still have some effect of last day attrite.
“This is also a formula which is recommended by COPC which does benchmarking on Call Center data via audits conducted in companies implementing the standard”.
Formula 4:
Attrited / Weighted Avg of Daily Headcount --> Negates the day of leaving effeect on the month but becomes difficult to consistently delpoy across multiple teams which need to understand the metric.
From India
So if monthly attrition is 10%. Annualized = 10% x (12/1) = 120%
Also, if quarterly attrition is 15%. Annualized = 15% x (12/3) = 60%
The main reason to calculate the annualized attrition figures is to check the overall attrited headcount for the year if the same rate is continued. That means, if the process have 100 people and 8 attrite every month and we backfill just with 8 in the month, the process will have 8% attrition and 8%x12 = 96% annualized attrition.
You may fill this data for 12 months and this will give you the point.
So this gives us an idea that we will have almost the entire people changed in the year (actually that does not happen as new guys leave more, but it is an indicator of loss of investment)
But as they say, the most corrupt formula in BPO industry is Attrition as there are many formulas and many interpretations. So, I thought I list some of them with their pros and cons of different Attrition formulas:
Formula 1:
Attrited / Start of the month HC -->
E.g. 95 at the start. 5 joiners. 2 Attrites. Monthly Attrition = 2/95.
Con --> what if the 2 attrites are from the new joining batch, then this is not representative.
Formula 2:
Attrited / End of the month HC --> Commonly used formula
E.g. 95 at the start. 5 joiners. 2 Attrites. Monthly Attrition = 2/98.
Pro -- at least looks at the HC at the end of the month.
Con -- what if the guys have left on the last day of the month?
Formula 3:
Attrited/(Average of Start and End of month HC) -->
E.g. 95 at the start. 5 joiners. 2 Attrites. Monthly Attrition = 2/96.5.
This takes both the start and end HC negates the effect of attrites less than or more than the joiners. Still have some effect of last day attrite.
“This is also a formula which is recommended by COPC which does benchmarking on Call Center data via audits conducted in companies implementing the standard”.
Formula 4:
Attrited / Weighted Avg of Daily Headcount --> Negates the day of leaving effeect on the month but becomes difficult to consistently delpoy across multiple teams which need to understand the metric.
From India
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Calculation of Attrition Rate.doc
Attrition-rate. xls