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Employee Attrition
Posted 03-05-2009 at 09:09 PM by shabbir
Employee stays longer with the same organization the less likely he/she is to resign. Performing employees are less likely to resign than non-performing employees.
What is Attrition?
A reduction in the number of employees through retirement, resignation or death is called Attrition.Attrition is also called total turn over or wastage rate.
Why do Employees Leave the Organization?
It is said that people leave their bosses,not organizations. When employees are happy with their superiors they choose to stay, if not they look for a switch.
So now I see the following reasons to Leave the Boss
The rate of shrinkage in size or number of employees is known as Attrition rate. It is usually expressed in percentage.
Common methodology in calculating Attrition Rate
The approach to this calculation might vary from organization to organization. While a few techniques are common, there are no proven theories.
The most commonly used formulae are :
Cost of Attrition's
Attrition normally brings decreased productivity. People leave causing others to work harder.
The Brighter Side of Attrition
Commonly Used Techniques in the Industry
What is Attrition?
A reduction in the number of employees through retirement, resignation or death is called Attrition.Attrition is also called total turn over or wastage rate.
Why do Employees Leave the Organization?
It is said that people leave their bosses,not organizations. When employees are happy with their superiors they choose to stay, if not they look for a switch.
So now I see the following reasons to Leave the Boss
- Higher pay
- Work timings
- Career growth
- Higher education
- Relocation to other places
- Women leave the job after marriage to take up their house-hold duties
- Work pressure
- Work Environment
- Poor performance.
- Losing faith on merger/acquisition
- Verbal abuse
The rate of shrinkage in size or number of employees is known as Attrition rate. It is usually expressed in percentage.
Common methodology in calculating Attrition Rate
The approach to this calculation might vary from organization to organization. While a few techniques are common, there are no proven theories.
The most commonly used formulae are :
Total Number of Resigns per month (Whether voluntary or forced) X 100
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(Total Number of employees at the beginning of the month + total number of new joinees - total number of resignations)
Total Terminations in a month
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(Total Head Count at the beginning of the month) + (Total New Hires)
Total No.of employee left X 100
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Total No .Of employees present
Number of employee separations-involuntary separations X 100
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*Average employee count
(*Avg. employee count = January month strength + December month strength)
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(Total Number of employees at the beginning of the month + total number of new joinees - total number of resignations)
Total Terminations in a month
-------------------------------------------------------------------------------------
(Total Head Count at the beginning of the month) + (Total New Hires)
Total No.of employee left X 100
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Total No .Of employees present
Number of employee separations-involuntary separations X 100
-------------------------------------------------------------------------------------
*Average employee count
(*Avg. employee count = January month strength + December month strength)
Cost of Attrition's
- Cost of advertising for new positions
- the cost and time involved in interviews and background checks,
- costs associated with search firms or placement agencies,
- relocation costs of new employees
- Training and orientation costs
Attrition normally brings decreased productivity. People leave causing others to work harder.
The Brighter Side of Attrition
- A poor performer is replaced by a more effective employee
- A senior retirement allows the promotion or acquisition of welcome 'fresh blood'.
- When business is slack it is straight forward to hold off filling recently created vacancies for some weeks.
Commonly Used Techniques in the Industry
- Surveys : They are commonly used as part of the information gathering process. They are a reasonable way of obtaining relevant information, though response rates are often disappointing. Questionnaires need to be designed carefully to be effective. They should be easy to use, anonymous and fairly brief. Questions can be open or closed, multiple choice answers, ranking of items or checklist format.
- Exit Interviews : Exit interviews are used by the majority of companies. They tend to be conducted just before an employee leaves, though some firms wait until after the departure. Exit interviews will normally to be done in the form of a questionnaire, though one to one interviews are also used.
Total Comments 9
Comments
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One more consequence of attrition I would like to add:
The HR costs in terms of recruitment and training new employees will go up.
Also, the training given for the employee who leaves becomes a waste for the company.Posted 03-05-2009 at 09:26 PM by priyad
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And nice write-up
Posted 03-05-2009 at 09:28 PM by priyad
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Yes totally agree on the Cost point.Posted 03-06-2009 at 08:41 AM by shabbir
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In the turbulent recessionary times of today,attrition rate has gone downPosted 04-06-2009 at 10:52 PM by Smriti
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Actually its other way round due to many Employers firing employees because attrition is normally calculated on people leaving and not on how they are leaving.Posted 04-07-2009 at 07:15 PM by shabbir
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good article on employee attritionPosted 04-10-2009 at 11:26 AM by aditya_s
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Yes i do agree tat attrition is a vital problem in every growing and big organisationPosted 05-02-2009 at 09:31 AM by keerthiga
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good article ,,, much appriciated ,,,
JJ...Posted 05-13-2009 at 04:42 AM by jagjot
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good article.... can give more details about attrition management....Posted 01-11-2010 at 08:10 PM by ramyanagarajan
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