Hi All,
I would be really thankful if anybody could let me know the diffrence between the term "labour turnover" and "employee attrition".
Is there any diffrence like...the term "labour turnover" we use for factory workers and "employee attrition" for highly skilled employees/proffessionals?
Thank you
Vini
From India, Bangalore
I would be really thankful if anybody could let me know the diffrence between the term "labour turnover" and "employee attrition".
Is there any diffrence like...the term "labour turnover" we use for factory workers and "employee attrition" for highly skilled employees/proffessionals?
Thank you
Vini
From India, Bangalore
There are many different definitions of employee turnover. It all depends upon which categories you wish to include and which you decide to omit.
Typically the terms labour turnover and employee attrition would refer to the same calculation. That is one that simply looks at the number of people that have left during a period of time. It makes no effort to distinguish between retirements, redundancies, dismissals and voluntary turnover.
External benchmarking will tend to use a broad figure such as labour turnover. Internal benchmarking will tend to examine a narrower definition that does not include redundancies, retirements and dismissals.
You may even wish to look at definitions that refer to regretted turnover or avoidable turnover.
But regardless, there is so much confusion in this area, that you can be fairly sure that simple comparisons are nothing of the sort. It is common place for managers in the same company to be using different definitions to arrive at their figures.
From United Kingdom, London
Typically the terms labour turnover and employee attrition would refer to the same calculation. That is one that simply looks at the number of people that have left during a period of time. It makes no effort to distinguish between retirements, redundancies, dismissals and voluntary turnover.
External benchmarking will tend to use a broad figure such as labour turnover. Internal benchmarking will tend to examine a narrower definition that does not include redundancies, retirements and dismissals.
You may even wish to look at definitions that refer to regretted turnover or avoidable turnover.
But regardless, there is so much confusion in this area, that you can be fairly sure that simple comparisons are nothing of the sort. It is common place for managers in the same company to be using different definitions to arrive at their figures.
From United Kingdom, London
Anybody who knows it deeply please also explain "HOW DO WE CALCULATE EMPLOYEE ATTRITION? BOTH MONTHLY AND YEARLY
AND HOW DO WE CALCULATE IT TO TO PERIOD WE WANT IT LIKE FOR LAST 6 MONTH OR IN BETWEEN PERIOD?
IT WILL BE A GREAT HELP FOR EVERY BODY
THANKS
From India, Delhi
2AND HOW DO WE CALCULATE IT TO TO PERIOD WE WANT IT LIKE FOR LAST 6 MONTH OR IN BETWEEN PERIOD?
IT WILL BE A GREAT HELP FOR EVERY BODY
THANKS
From India, Delhi
hi,
According to my knowledge while calculating labour turnover and employee attrition we get the same percentage..
the formula is
attrition (%) for a year = (total no:of resignees in that year * 100) / ( strength on first of the year + new hires in that year - total no:of resignees in that year )
now if u want to calculate for a specific period, just include the values of that period..
ie. attrition(%) for a period = ( total no:of resignees of that period *100) / ( total employees in the starting of the period + total new hires in that period - total no:of resignees at that period)
i believe this will help u
Pournami Jayakrishnan
From India, New Delhi
According to my knowledge while calculating labour turnover and employee attrition we get the same percentage..
the formula is
attrition (%) for a year = (total no:of resignees in that year * 100) / ( strength on first of the year + new hires in that year - total no:of resignees in that year )
now if u want to calculate for a specific period, just include the values of that period..
ie. attrition(%) for a period = ( total no:of resignees of that period *100) / ( total employees in the starting of the period + total new hires in that period - total no:of resignees at that period)
i believe this will help u
Pournami Jayakrishnan
From India, New Delhi
Attrition is the gradual reduction in employment as a result of resignations, retirement and death.
Turnover is the change of the labor forces with a plant, which would include accessions (new hires) quits, discharge, and layoffs.
Whereas one (turnover) attempts to keep the workforce stable, attrition is a process of reducing employment.
Calculations: average # of separations (10000)/ average # of employees on the payroll (5000)
RESULT: 10000/ 5000 = 200% Turnover rate
No calculation required for attrition. Number has been predetermined.
From United States,
Turnover is the change of the labor forces with a plant, which would include accessions (new hires) quits, discharge, and layoffs.
Whereas one (turnover) attempts to keep the workforce stable, attrition is a process of reducing employment.
Calculations: average # of separations (10000)/ average # of employees on the payroll (5000)
RESULT: 10000/ 5000 = 200% Turnover rate
No calculation required for attrition. Number has been predetermined.
From United States,
Dear Mr.Paladin, Can you help me in knowing the difference between "down sizing" and "right sizing". Regards Durga
From India, Coimbatore
From India, Coimbatore
Downsizing-reduction of existing labor force Rightsizing — -mapping laborforce to the exact requirement
From India, Bangalore
From India, Bangalore
Dear Vini,
Good question.. Do not worry about the jargons in HR. We need to understand basic nature of duties.
1. Labour Turnover - mainly referred to the people whose physical presence is needed at the work. It can be clerk, Production operator
2. Employee attrition is referred to the people whose skills, knowledge and competency in other words mental presence is required at the work.
But in meaning it does not make any difference.
In practice , there are different mechnism to address the two variants.
Because the way we treat to the people whose physical presence is required is not the same to the people whose mental presence is required.
regards
From India, Hyderabad
Good question.. Do not worry about the jargons in HR. We need to understand basic nature of duties.
1. Labour Turnover - mainly referred to the people whose physical presence is needed at the work. It can be clerk, Production operator
2. Employee attrition is referred to the people whose skills, knowledge and competency in other words mental presence is required at the work.
But in meaning it does not make any difference.
In practice , there are different mechnism to address the two variants.
Because the way we treat to the people whose physical presence is required is not the same to the people whose mental presence is required.
regards
From India, Hyderabad
Vini: Debasis has it right. Srinivas must be thinking of something else. I always believed that when an employee is present at work (s)he is not only there physically but also mentally
From United States,
From United States,
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