Hi all,
I am new to the HR domain and need help predicting employee attrition. I am using organizational data of individuals, such as business unit and manager names. Can anyone assist me in determining the important parameters to consider? Could you also provide a brief explanation of the exit interview process?
From India, Bengaluru
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I am new to the HR domain and need help predicting employee attrition. I am using organizational data of individuals, such as business unit and manager names. Can anyone assist me in determining the important parameters to consider? Could you also provide a brief explanation of the exit interview process?
From India, Bengaluru
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Dear Durgaharish,
You have asked about two diverse questions. One is about attrition prediction. Although on a broad line, it is possible to predict the attrition percentage for the organization as a whole, it is difficult to predict exactly who will quit. Nevertheless, you may conduct attrition analysis. To learn more about it, refer to the following link: https://www.citehr.com/519562-employ...ml#post2211229
Your second question is about the Exit Interview Process. However, exit interviews are conducted once the employee submits a letter of resignation. Exit interviews are supposed to give us insight into why employees are quitting. It is not a tool to predict attrition. Nevertheless, HR professionals lament that exit interviews are not so helpful as employees never open up and put forth the real reasons for their exit.
Thanks,
Dinesh Divekar
From India, Bangalore
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8032You have asked about two diverse questions. One is about attrition prediction. Although on a broad line, it is possible to predict the attrition percentage for the organization as a whole, it is difficult to predict exactly who will quit. Nevertheless, you may conduct attrition analysis. To learn more about it, refer to the following link: https://www.citehr.com/519562-employ...ml#post2211229
Your second question is about the Exit Interview Process. However, exit interviews are conducted once the employee submits a letter of resignation. Exit interviews are supposed to give us insight into why employees are quitting. It is not a tool to predict attrition. Nevertheless, HR professionals lament that exit interviews are not so helpful as employees never open up and put forth the real reasons for their exit.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Durgaharish,
Attrition depends on many factors that include aspects like employee satisfaction level, opportunities that exist across the country / global level, individual’s expectation, the nature of industry, the type of company/business etc.
You have not given details about the industry/ business you are working for.
Please try Cite HR archives.
Type “Attrition in ……………business” inside the box WHAT DO YOU NEED
that you find in the title bar right above.
After typing in the box, press the 'research' button next to it.
You will get lot of information.
You can also refer "Related Information" and 'Download Thread'
that you find in the right side of this message.
Repeat the process for ‘.........................’ or any related topic of your choice.
V.Raghunathan
From India
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Attrition depends on many factors that include aspects like employee satisfaction level, opportunities that exist across the country / global level, individual’s expectation, the nature of industry, the type of company/business etc.
You have not given details about the industry/ business you are working for.
Please try Cite HR archives.
Type “Attrition in ……………business” inside the box WHAT DO YOU NEED
that you find in the title bar right above.
After typing in the box, press the 'research' button next to it.
You will get lot of information.
You can also refer "Related Information" and 'Download Thread'
that you find in the right side of this message.
Repeat the process for ‘.........................’ or any related topic of your choice.
V.Raghunathan
From India
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Hi Durgaharish,
I am not sure if you want to do predictive analysis on attrition. If so, you can do it only through HR Analytics. Generally, this is done in bigger organizations, and there will be an HR Analytics person who handles this. It is very rare that this will be managed by an HR Business Partner (HRBP). This is referred to as "Predictive Employee Turnover Analytics".
Below is a white paper from TCS that will provide you with insights on HR Analytics: [TCS White Paper on Predictive Analytics](http://www.tcs.com/SiteCollectionDocuments/White-Papers/Predictive-Analytics-HR-0115-1.pdf)
From India, Bangalore
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I am not sure if you want to do predictive analysis on attrition. If so, you can do it only through HR Analytics. Generally, this is done in bigger organizations, and there will be an HR Analytics person who handles this. It is very rare that this will be managed by an HR Business Partner (HRBP). This is referred to as "Predictive Employee Turnover Analytics".
Below is a white paper from TCS that will provide you with insights on HR Analytics: [TCS White Paper on Predictive Analytics](http://www.tcs.com/SiteCollectionDocuments/White-Papers/Predictive-Analytics-HR-0115-1.pdf)
From India, Bangalore
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HR Manual (Employee Hand Book).doc
Basic Attrition Analysis.xls