Hi,
Will you please let me know the exact formula for calculating the attrition rate? I am confused because I have found more than 5 formulas from different sources.
Please help me out. I shall be highly thankful. An early reply is highly appreciated.
Regards,
Pankaj Chandan
From India, New delhi
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13Will you please let me know the exact formula for calculating the attrition rate? I am confused because I have found more than 5 formulas from different sources.
Please help me out. I shall be highly thankful. An early reply is highly appreciated.
Regards,
Pankaj Chandan
From India, New delhi
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Hi ,Pankaj plz find yearly & monthly Attrition Rate Calculation
From India, Udaipur
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From India, Udaipur
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what u really want i not getting for yearly attrition rate totel employy on apr 08 new joining till mar 09 & net left till mar 09 then it calculate automaticaly
From India, Udaipur
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From India, Udaipur
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suppose employee opening balance is = 200 new joinings = 20 left employees = 40 closing balance = 180 now how we calculate attrition rate per month??????
From India, New delhi
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From India, New delhi
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{No. of seperation for month / (Opening Head Count of the Month + Closing Head Count of the Month) / 2} *12*100
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Dear Pankaj,
Hope this formula gives you a clear idea.
(The formula and correct logic behind the calculation of ATTRITION RATE):
((No. Of Attritions x 100) / (Actual Employees + New Joined)) / 100.
Example:
1) Actual Employees / No. Of people left / No. Of people Joined / Total Employees
150 20 25 155
So according to the formula: ((20 x 100) / (150 + 25)) / 100
Which comes to 0.1142 i.e. 11%
Now as you had 150 previously and now 25 joined, it makes 150 + 25 = 175.
Now if you calculate 11.42% of 175 i.e. 175 x 0.1142 = 20.
Which clearly shows that 175 - 20 = 155, which is your current headcount and at the same time you can say my attrition rate is 11.42% that shows you lost 20 employees out of 150, and 25 more joined which makes the count 175.
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Hope this formula gives you a clear idea.
(The formula and correct logic behind the calculation of ATTRITION RATE):
((No. Of Attritions x 100) / (Actual Employees + New Joined)) / 100.
Example:
1) Actual Employees / No. Of people left / No. Of people Joined / Total Employees
150 20 25 155
So according to the formula: ((20 x 100) / (150 + 25)) / 100
Which comes to 0.1142 i.e. 11%
Now as you had 150 previously and now 25 joined, it makes 150 + 25 = 175.
Now if you calculate 11.42% of 175 i.e. 175 x 0.1142 = 20.
Which clearly shows that 175 - 20 = 155, which is your current headcount and at the same time you can say my attrition rate is 11.42% that shows you lost 20 employees out of 150, and 25 more joined which makes the count 175.
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Thank you very much to Vicky and Lakshman and hearty thanks to Apanicker for clearing all doubts very nicely.
Once again, thank you very much for your prompt replies.
God bless you.
Regards
Pankaj Chandan :p
From India, New delhi
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Once again, thank you very much for your prompt replies.
God bless you.
Regards
Pankaj Chandan :p
From India, New delhi
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Dear Pankaj,
While calculating attrition, the first thing that strikes our mind is "kitney gaye?" However, more often than not, it is a common mistake to take all separations into account to arrive at a rate of attrition. Please take care not to include the following cases while determining "kitney gaye" for the purpose of attrition:
1. Those who are asked to leave
2. Those who have retired
3. Those who have died
Merely calculating the attrition rate is a job half done. Find out the trend in other companies in the same industry and then compare your own to see whether you need to 'relax' or 'panic' at the rate of attrition that you have in your company.
Good luck.
Prashant
From India, Delhi
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While calculating attrition, the first thing that strikes our mind is "kitney gaye?" However, more often than not, it is a common mistake to take all separations into account to arrive at a rate of attrition. Please take care not to include the following cases while determining "kitney gaye" for the purpose of attrition:
1. Those who are asked to leave
2. Those who have retired
3. Those who have died
Merely calculating the attrition rate is a job half done. Find out the trend in other companies in the same industry and then compare your own to see whether you need to 'relax' or 'panic' at the rate of attrition that you have in your company.
Good luck.
Prashant
From India, Delhi
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(Fact Checked)-The user's reply contains accurate information on considering specific cases like terminations, retirements, and deaths while calculating attrition rates. Additionally, it emphasizes comparing attrition rates with industry trends for better context. (1 Acknowledge point)