hi i m new memeber of cite hr i found it very benificial for all fresher i want to know how to calculate the attrition rate
From India, New Delhi
3From India, New Delhi
Hi friend,
Retaining employees is a very important function of HR. In the present day, outside job opportunities are more abundant, making it very difficult to retain employees.
Attrition Rate = Number of employees who left the organization / Total number of employees in the organization * 100
Regards,
Satya
Retaining employees is a very important function of HR. In the present day, outside job opportunities are more abundant, making it very difficult to retain employees.
Attrition Rate = Number of employees who left the organization / Total number of employees in the organization * 100
Regards,
Satya
Hello Friends,
I am going to design a new Pre-Confirmation Appraisal form and for this, I need your assistance. Could you please email me some good formats of the same to my ID pathakvivek2007@gmail.com?
Thanks
Regards,
Vivek
I am going to design a new Pre-Confirmation Appraisal form and for this, I need your assistance. Could you please email me some good formats of the same to my ID pathakvivek2007@gmail.com?
Thanks
Regards,
Vivek
Dear Sandeep,
To calculate the attrition rate, the formula is:
Attrition rate = No. of resigned / Available Manpower * 100.
For example, suppose at the start of the month of May, you had a manpower of 10, and during the same month, the number of resignations was only 1. The available manpower after the end of the month of May would be 9. Therefore:
Attrition rate = 1 / 9 * 100.
If there are any new joinings, they will be added to the current manpower, and at the end of the month, the available manpower will be adjusted accordingly.
Regards,
Amit Seth
From India, Ahmadabad
To calculate the attrition rate, the formula is:
Attrition rate = No. of resigned / Available Manpower * 100.
For example, suppose at the start of the month of May, you had a manpower of 10, and during the same month, the number of resignations was only 1. The available manpower after the end of the month of May would be 9. Therefore:
Attrition rate = 1 / 9 * 100.
If there are any new joinings, they will be added to the current manpower, and at the end of the month, the available manpower will be adjusted accordingly.
Regards,
Amit Seth
From India, Ahmadabad
Dear Sandeep, Please find the attached attrition template for your perusal. This had been posted by one of the member of this site. Regards Pradeep Kumar V
From India, Bangalore
From India, Bangalore
Hai pradeep Thanks for sending format ,I am working in a Real Estate orz it is having nearly 600 executives so here the attrition rate is high I am new to this field Regards Sandeep.g
From India, Hyderabad
From India, Hyderabad
i m an mba student working on employee retention and i m in dore need of data on thomas profiling and attrition . plz help
From India, New Delhi
From India, New Delhi
Hi!
I too am using the formula (# of Employees Left / Total # of Employees) * 100. If you are aware of or have been using any other simpler option for calculating the attrition rate, please share it with me. You can reach me at
.
Swati.
I too am using the formula (# of Employees Left / Total # of Employees) * 100. If you are aware of or have been using any other simpler option for calculating the attrition rate, please share it with me. You can reach me at
Swati.
hi dear all, What should be standard attrition rate for a company, which will not effect organisation’s operations. Balkrishna
From India, Ahmadabad
From India, Ahmadabad
Normally, the calculation here is a ratio: the number of employees who quit divided by the average number of employees in a given period of time, multiplied by 100. This formula may be used for monthly, yearly, or quarterly calculations. It is advisable to calculate monthly so that a line graph could be created for a year or so.
Dr. Chandra Sekhar SF
Dr. Chandra Sekhar SF
Hi Friends, Can any one forward me the Attrition Calculator with different methods of calculating like Rolling Attrition etc. Wishes Chandu
Hi , this is ruchi. can u plz mail it to me also.(d attrition calculator) plz i really need it. thanx tk cr
From India, Surat
From India, Surat
Dear Sonia,
That's a very good question you have asked. People generally say, "attrition rate is very high in that organization," but few people know how to calculate the attrition rate of an organization. I am also one of them. I have two years of experience in the HR field, but still, I don't know how to calculate attrition rate.
I request you to share with me if you get any information about the captioned subject.
Regards,
Rajesh Officer - HR Tata Projects Ltd. 011 - 6616 9033
From India, New Delhi
That's a very good question you have asked. People generally say, "attrition rate is very high in that organization," but few people know how to calculate the attrition rate of an organization. I am also one of them. I have two years of experience in the HR field, but still, I don't know how to calculate attrition rate.
I request you to share with me if you get any information about the captioned subject.
Regards,
Rajesh Officer - HR Tata Projects Ltd. 011 - 6616 9033
From India, New Delhi
Dear Sonia,
Welcome to CiteHR! I'm pleased to hear that you find it beneficial, especially for all the freshers. Your question about calculating the attrition rate is quite insightful. While many mention that the attrition rate is high in certain organizations, the actual calculation method is not widely known. I, too, am in the same boat. Despite having two years of experience in the HR field, I am still unsure about how to calculate the attrition rate.
If you come across any information on this topic, I would greatly appreciate it if you could share it with me.
Best regards,
Rajesh
Officer - HR
Tata Projects Ltd.
011-6616 9033
From India, New Delhi
Welcome to CiteHR! I'm pleased to hear that you find it beneficial, especially for all the freshers. Your question about calculating the attrition rate is quite insightful. While many mention that the attrition rate is high in certain organizations, the actual calculation method is not widely known. I, too, am in the same boat. Despite having two years of experience in the HR field, I am still unsure about how to calculate the attrition rate.
If you come across any information on this topic, I would greatly appreciate it if you could share it with me.
Best regards,
Rajesh
Officer - HR
Tata Projects Ltd.
011-6616 9033
From India, New Delhi
The calculation of attrition rate is fairly simple. Identify the base date and the employee count on that day - X. Determine the new joinings in the organization after the base date - J. Determine the resignations in the organization after the base date - R. (If you want to identify reasons related to attrition, use the Date of resignation of the employee. However, for accurate attrition data for calculation for productivity, the usage of 'Last Working Day' is preferred. If you are not sure of the reason, use 'Last working day' as criteria.)
Now, what you have is the current employee count in the organization - Y. So, Attrition rate = R / ((X+Y)/2). (X+Y)/2 averages out the employee count in the organization during the period. To annualize the attrition, Annual Attrition = (12/Duration (in months)) * (R / (X+Y)/2). Hope this solves the attrition problem. You can build your own calculator in Excel using the above formula.
Regards, Anup.
From India, Ghansoli
Now, what you have is the current employee count in the organization - Y. So, Attrition rate = R / ((X+Y)/2). (X+Y)/2 averages out the employee count in the organization during the period. To annualize the attrition, Annual Attrition = (12/Duration (in months)) * (R / (X+Y)/2). Hope this solves the attrition problem. You can build your own calculator in Excel using the above formula.
Regards, Anup.
From India, Ghansoli
Hi All, Attached is the excel sheet to calculate attrition rate. Regards, Jmoktali
From India, Mumbai
From India, Mumbai
There is no thumb rule to calculate the attrition rate, but logically it should be calculated like this:
No. of employees as on the date = x
No. of employees left in one year = n
Annualized % of attrition = n * 100 / (x + n)
However, if you only have data for less than 12 months, say 8 months, then it should be calculated like this:
No. of employees as on the date = x
No. of employees left in 8 months = n
Annualized % of attrition = n * 12 * 100 / 8 * (n + x)
No. of employees as on the date = x
No. of employees left in one year = n
Annualized % of attrition = n * 100 / (x + n)
However, if you only have data for less than 12 months, say 8 months, then it should be calculated like this:
No. of employees as on the date = x
No. of employees left in 8 months = n
Annualized % of attrition = n * 12 * 100 / 8 * (n + x)
Kindly forward me the same. How to calculate attrition rate monthly as well as yearly. Thannks :)
From India
From India
Hi sonia, The formula to calculate attrition is NO OF EMPLOYEES LEFT DURING THE MONTH/TOTAL NO OF EMPLOYEES*100 KATYANA
From India, Gurgaon
From India, Gurgaon
Hello,
Please follow the link below: https://www.citehr.com/97361-calcula...-turnover.html.
Thank you,
Octavious
https://www.citehr.com/99968-major-h...tml#post386938
From India, Mumbai
Please follow the link below: https://www.citehr.com/97361-calcula...-turnover.html.
Thank you,
Octavious
https://www.citehr.com/99968-major-h...tml#post386938
From India, Mumbai
Dear All,
Following is the formula of attrition with an example and proven logic.
[ ((text{no. Of attritions} times 100) / (text{Actual Employees} + text{New Joined})) / 100. ]
Examples:
1) Actual Employees No. Of people left No. Of Joined Total Employees (Opening BAL) (Attritions) (Current Headcount) 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.
This clearly shows that 175 - 20 = 155, which is your current headcount, and at the same time, you can say your attrition is 11.42%. This shows you lost 20 employees of 150, and 25 more joined, making the count 175.
2) Actual Employees No. Of people left No. Of Joined Total Employees (Opening BAL) (Attritions) (Current Headcount) 100 50 0 50
This is a special case where we are considering attritions only, keeping in mind that nobody has joined in a particular month.
So according to the formula: ((50 x 100) / 100) / 100 Which comes to 0.5, i.e., 50%. Now as you had 100 previously and now 0 joined, it makes 100 + 0 = 100. Now if you calculate 50% of 100, i.e., 100 x 0.5 = 50. This clearly shows that 100 - 50 = 50, which is your current headcount, and at the same time, you can say your attrition is 50%. This shows you lost 50 employees of 100, and 0 joined, making the count 50.
3) Actual Employees No. Of people left No. Of Joined Total Employees (Opening BAL) (Attritions) (Current Headcount) 500 200 100 400
So according to the formula: ((200 x 100) / (500 + 100)) / 100 Which comes to 0.3333, i.e., 33.33%. Now as you had 500 previously and now 100 joined, it makes 500 + 100 = 600. Now if you calculate 33.33% of 600, i.e., 600 x 0.3333 = 200. This clearly shows that 600 - 200 = 400, which is your current headcount, and at the same time, you can say your attrition is 33.33%. This shows you lost 200 employees of 500, and 100 more joined, making the count 400.
4) Actual Employees No. Of people left No. Of Joined Total Employees (Opening BAL) (Attritions) (Current Headcount) 8000 5000 500 3500
So according to the formula: ((5000 x 100) / (8000 + 500)) / 100 Which comes to 0.5882, i.e., 58.82%. Now as you had 8000 previously and now 500 joined, it makes 8000 + 500 = 8500. Now if you calculate 58.82% of 8500, i.e., 8500 x 0.5882 = 5000. This clearly shows that 8500 - 5000 = 3500, which is your current headcount, and at the same time, you can say your attrition is 58.82%. This shows you lost 5000 employees of 8000, and 500 more joined, making the count 3500.
Regards, Sharad
From India, Mumbai
Following is the formula of attrition with an example and proven logic.
[ ((text{no. Of attritions} times 100) / (text{Actual Employees} + text{New Joined})) / 100. ]
Examples:
1) Actual Employees No. Of people left No. Of Joined Total Employees (Opening BAL) (Attritions) (Current Headcount) 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.
This clearly shows that 175 - 20 = 155, which is your current headcount, and at the same time, you can say your attrition is 11.42%. This shows you lost 20 employees of 150, and 25 more joined, making the count 175.
2) Actual Employees No. Of people left No. Of Joined Total Employees (Opening BAL) (Attritions) (Current Headcount) 100 50 0 50
This is a special case where we are considering attritions only, keeping in mind that nobody has joined in a particular month.
So according to the formula: ((50 x 100) / 100) / 100 Which comes to 0.5, i.e., 50%. Now as you had 100 previously and now 0 joined, it makes 100 + 0 = 100. Now if you calculate 50% of 100, i.e., 100 x 0.5 = 50. This clearly shows that 100 - 50 = 50, which is your current headcount, and at the same time, you can say your attrition is 50%. This shows you lost 50 employees of 100, and 0 joined, making the count 50.
3) Actual Employees No. Of people left No. Of Joined Total Employees (Opening BAL) (Attritions) (Current Headcount) 500 200 100 400
So according to the formula: ((200 x 100) / (500 + 100)) / 100 Which comes to 0.3333, i.e., 33.33%. Now as you had 500 previously and now 100 joined, it makes 500 + 100 = 600. Now if you calculate 33.33% of 600, i.e., 600 x 0.3333 = 200. This clearly shows that 600 - 200 = 400, which is your current headcount, and at the same time, you can say your attrition is 33.33%. This shows you lost 200 employees of 500, and 100 more joined, making the count 400.
4) Actual Employees No. Of people left No. Of Joined Total Employees (Opening BAL) (Attritions) (Current Headcount) 8000 5000 500 3500
So according to the formula: ((5000 x 100) / (8000 + 500)) / 100 Which comes to 0.5882, i.e., 58.82%. Now as you had 8000 previously and now 500 joined, it makes 8000 + 500 = 8500. Now if you calculate 58.82% of 8500, i.e., 8500 x 0.5882 = 5000. This clearly shows that 8500 - 5000 = 3500, which is your current headcount, and at the same time, you can say your attrition is 58.82%. This shows you lost 5000 employees of 8000, and 500 more joined, making the count 3500.
Regards, Sharad
From India, Mumbai
Hello,
Please follow the link mentioned below; I hope it will help you: https://www.citehr.com/97361-calcula...-turnover.html
Thank you,
Octavious
From India, Mumbai
Please follow the link mentioned below; I hope it will help you: https://www.citehr.com/97361-calcula...-turnover.html
Thank you,
Octavious
https://www.citehr.com/99968-major-hr-links.html#post386938
From India, Mumbai
Hi,
We are using this formula to calculate attrition:
Attrition = number of employees left in the month * 100 / total number of employees in the month.
Is this the correct formula? If you are using a different formula, please email me at: [meenakshi12581@yahoo.com](mailto:meenakshi12581@yahoo.com).
From India, Sangrur
We are using this formula to calculate attrition:
Attrition = number of employees left in the month * 100 / total number of employees in the month.
Is this the correct formula? If you are using a different formula, please email me at: [meenakshi12581@yahoo.com](mailto:meenakshi12581@yahoo.com).
From India, Sangrur
yes meenakshi is right. even i am aware of this formula only in case you know some other method. plz mail me
From India, Faridabad
From India, Faridabad
I have calculated the attrition rate by using the formula below:
[ text{Attrition Rate} = left( frac{text{Total no. of employees who left}}{text{Total employees on the 1st day of the month}} right) times 100 ]
However, this doesn't seem to be working out. Can anybody please help me?
Regards,
Anuja
From India, Mumbai
[ text{Attrition Rate} = left( frac{text{Total no. of employees who left}}{text{Total employees on the 1st day of the month}} right) times 100 ]
However, this doesn't seem to be working out. Can anybody please help me?
Regards,
Anuja
From India, Mumbai
I have a vacancy for the position of HR Coordinator. The profile would involve time-office, MIS, welfare activities, collaboration with banks, etc. If somebody is interested, please contact me at 
.
Regards,
Anuja
From India, Mumbai
Regards,
Anuja
From India, Mumbai
Hi,
This is for information to all.
- Attrition: Number of employees who left in the year / average employees in the year x 100. Thus, if the company had 1,000 employees in April 2004, 2,000 in March 2005, and 300 quit in the year, then the average employee strength is 1,500 and attrition is 100 x (300/1500) = 20 percent. A graded system can probably depict the true picture.
- Fresher attrition: the number of freshers who left within one year. It tells you how many are using the company as a springboard.
- Infant mortality: percentage of people who left within one year. This indicates the ease with which people adapt to the company.
- Critical resource attrition: key men exit.
- Low performance attrition: those who left due to poor performance.
MINESH PANDYA
From India, Vadodara
This is for information to all.
- Attrition: Number of employees who left in the year / average employees in the year x 100. Thus, if the company had 1,000 employees in April 2004, 2,000 in March 2005, and 300 quit in the year, then the average employee strength is 1,500 and attrition is 100 x (300/1500) = 20 percent. A graded system can probably depict the true picture.
- Fresher attrition: the number of freshers who left within one year. It tells you how many are using the company as a springboard.
- Infant mortality: percentage of people who left within one year. This indicates the ease with which people adapt to the company.
- Critical resource attrition: key men exit.
- Low performance attrition: those who left due to poor performance.
MINESH PANDYA
From India, Vadodara
This can be calculated by dividing the number of employees who left during the month by the number of employees at the start of the month, then adding the number of new joiners during the month and dividing the sum by 12.
At the end of the year, divide the number of employees who left by the average manpower.
For further clarification, you can email me at
.
Rajesh Kumar Bhat
At the end of the year, divide the number of employees who left by the average manpower.
For further clarification, you can email me at
Rajesh Kumar Bhat
No of people left/No of people recruited+actual no of people in the org Xno of months if you want to calculate for 12 months for a year formula x12 Ra Sinha
From India, Hyderabad
From India, Hyderabad
Hi, I have recently joined citehr..could u plz mail the attrition calculation method to me also.
From India, New Delhi
From India, New Delhi
Hi,
The attrition rate for the year is calculated using the following formula:
No. of attrites in a year / Average Headcount
Avg Headcount = (Headcount at the starting of the year + Headcount at the end of the year) / 2
I have corrected the spelling and grammar errors in the text and formatted the paragraphs accordingly. If you have any further questions or need additional assistance, feel free to ask.
From India, Delhi
The attrition rate for the year is calculated using the following formula:
No. of attrites in a year / Average Headcount
Avg Headcount = (Headcount at the starting of the year + Headcount at the end of the year) / 2
I have corrected the spelling and grammar errors in the text and formatted the paragraphs accordingly. If you have any further questions or need additional assistance, feel free to ask.
From India, Delhi
Dear Aashitsrivastava,
There is something I don't quite understand about this template.
Attrition Rate = Employees Termed / Average HC for the time period.
The template gives a very deflated value of attrition. Let's consider an example:
Opening HC = 100
New Joinees = 10
Resignations = 2
Attrition Rate = 2 / ((100 + 108) / 2) = 1.9%
Rationale for the same: On average, the number of employees I had during a month is approximately the average of my opening and closing headcounts, and not their sum.
The template returns a value of 0.91% (not accurate).
I have attached a modified template.
There is something odd about the data in my template. It may look odd, but it is accurate.
From India, Mumbai
There is something I don't quite understand about this template.
Attrition Rate = Employees Termed / Average HC for the time period.
The template gives a very deflated value of attrition. Let's consider an example:
Opening HC = 100
New Joinees = 10
Resignations = 2
Attrition Rate = 2 / ((100 + 108) / 2) = 1.9%
Rationale for the same: On average, the number of employees I had during a month is approximately the average of my opening and closing headcounts, and not their sum.
The template returns a value of 0.91% (not accurate).
I have attached a modified template.
There is something odd about the data in my template. It may look odd, but it is accurate.
From India, Mumbai
If you want to calculate the Attrition Rate for a particular month, you can calculate it as follows:
(Total number of resignations) / (total number of employees at the beginning of the month + total number of new joiners - total number of resignations in that month) * 100
Please ensure to use the correct formula for accurate calculation. Thank you.
From India, Delhi
(Total number of resignations) / (total number of employees at the beginning of the month + total number of new joiners - total number of resignations in that month) * 100
Please ensure to use the correct formula for accurate calculation. Thank you.
From India, Delhi
Hi Friends,
Thank you for providing such valuable information. I would be highly grateful if anyone could provide me with data on the attrition rate in a manufacturing company. I am working on a project in a manufacturing company, and it would be of great help if I could access this data.
This is my email id: bansari97@yahoo.com
Regards,
Bansari
From India, Pune
Thank you for providing such valuable information. I would be highly grateful if anyone could provide me with data on the attrition rate in a manufacturing company. I am working on a project in a manufacturing company, and it would be of great help if I could access this data.
This is my email id: bansari97@yahoo.com
Regards,
Bansari
From India, Pune
This is the formula to calculate the attrition rate. First, decide for which period you want to calculate the said rate. Then:
1. Take the opening manpower available for that period.
2. Take the closing manpower available for that period.
3. Add these two numbers.
4. Divide that by 2.
5. Take the total resignations during that period and divide this total by the number obtained in step 4.
6. Multiply the answer by 100, and this is your attrition rate.
From India
1. Take the opening manpower available for that period.
2. Take the closing manpower available for that period.
3. Add these two numbers.
4. Divide that by 2.
5. Take the total resignations during that period and divide this total by the number obtained in step 4.
6. Multiply the answer by 100, and this is your attrition rate.
From India
Hi,
Can I also please get the attrition calculator?
ID: [IMG]https://www.citehr.com/misc.php?do=email_dev&email=cHVuYW1fZ2VtQH lhaG9vLmNvLmlu[/IMG]
Thanks
a) Opening Manpower
b) Resignations
c) Month you are currently in.
Annualized attrition = (b / a) * (12 / c)
Amit Bhatia
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=YWJoYXRpYUBhcm liYS5jb20=[/IMG]
From India, Delhi
Can I also please get the attrition calculator?
ID: [IMG]https://www.citehr.com/misc.php?do=email_dev&email=cHVuYW1fZ2VtQH lhaG9vLmNvLmlu[/IMG]
Thanks
a) Opening Manpower
b) Resignations
c) Month you are currently in.
Annualized attrition = (b / a) * (12 / c)
Amit Bhatia
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=YWJoYXRpYUBhcm liYS5jb20=[/IMG]
From India, Delhi
Please forward to me how to calculate attrition rate to my email id.
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=cHJhbmF2X2FjaGFyQH lhaG9vLmNvbQ==[/IMG]
Pranav Kumar
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=cHJhbmF2X2FjaGFyQH lhaG9vLmNvbQ==[/IMG]
Pranav Kumar
Dear,
Please do the needful for me by providing this calculator.
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=RGlsaXBfMDgwNU B5YWhvby5jby5pbg==[/IMG]
From India, Mumbai
Please do the needful for me by providing this calculator.
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=RGlsaXBfMDgwNU B5YWhvby5jby5pbg==[/IMG]
From India, Mumbai
Hi, I am Swayam, conducting attrition analysis for our field staff every month. As per the existing system:
Attrition Rate = (Exit employees / Total employees) * 100
Please let me know if you have any other methods.
Swayam
From India, Mumbai
Attrition Rate = (Exit employees / Total employees) * 100
Please let me know if you have any other methods.
Swayam
From India, Mumbai
Hi,
I would really appreciate it if someone could forward the same to me as well at [IMG]https://www.citehr.com/misc.php?do=email_dev&email=RGl2eWFhbmdlbG V5ZXNAcmVkaWZmbWFpbC5jb20=[/IMG].
Regards,
Divya
From India
I would really appreciate it if someone could forward the same to me as well at [IMG]https://www.citehr.com/misc.php?do=email_dev&email=RGl2eWFhbmdlbG V5ZXNAcmVkaWZmbWFpbC5jb20=[/IMG].
Regards,
Divya
From India
Here is goes:
ATTRITION RATE
(No: Of attritions x 100) / (Actual Employees + New Joined)) /100.
Examples:
1) Actual Employees= (Opening BAL) =150
2) No. Of people left= (Attritions) =20
3) No. Of Joined= (Current Headcount) =25
4) Total Employees=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 so 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 is 11.42% that shows you lost 20 employees of 150 and 25 more joined which makes count to 175.
From India, Bangalore
ATTRITION RATE
(No: Of attritions x 100) / (Actual Employees + New Joined)) /100.
Examples:
1) Actual Employees= (Opening BAL) =150
2) No. Of people left= (Attritions) =20
3) No. Of Joined= (Current Headcount) =25
4) Total Employees=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 so 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 is 11.42% that shows you lost 20 employees of 150 and 25 more joined which makes count to 175.
From India, Bangalore
I am also a new member on this site and not conversant about its properties. Can you email me the same "How to calculate attrition rate?" I will be very thankful to you if you do so.
My email id - amit_kanase83@yahoo.com :-D
From India, Pune
My email id - amit_kanase83@yahoo.com :-D
From India, Pune
Hi All,
Attrition rate calculator!!
This topic has already been posted on this site by our Cite HR members. If you search, you can find some methods of calculation in those links.
Regards,
Vamsi.....:-P.....
From India, Hyderabad
Attrition rate calculator!!
This topic has already been posted on this site by our Cite HR members. If you search, you can find some methods of calculation in those links.
Regards,
Vamsi.....:-P.....
From India, Hyderabad
Hi, Attrition rate is calculated on the basis of resigned employees and manpower available on 1st of the month. Attrition rate = resigned employees/manpower *100 Regards, Amit Seth.
From India, Ahmadabad
From India, Ahmadabad
Dear Soni,
Please forward that "CALCULATE ATTRITION RATE" email to me as well.
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=ZGl2eWFockB5bW FpbC5jb20=[/IMG]
From India, Madras
Please forward that "CALCULATE ATTRITION RATE" email to me as well.
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=ZGl2eWFockB5bW FpbC5jb20=[/IMG]
From India, Madras
Dear Friends, I got this "Attrition sheet" from this cite only. I am posting it again for your reference.... If it solves you purpose please acknowledges. Regards, Manoj
From India, Madras
From India, Madras
What will happen to this country? :icon10:
You made your HR certification a waste of paper... :idea:
I see great opportunities for good HR brains in this field... :-P
If people cannot even work out simple arithmetic equations on averages, what do you expect these people can do in life, especially in a challenging field like HR... :confused:
BADLU
From Saudi Arabia
You made your HR certification a waste of paper... :idea:
I see great opportunities for good HR brains in this field... :-P
If people cannot even work out simple arithmetic equations on averages, what do you expect these people can do in life, especially in a challenging field like HR... :confused:
BADLU
From Saudi Arabia
Guys,
It's very simple... you must have done the same during your MBA.
Its
TOTAL NO OF EMPLOYEES LEFT (YTD)
DIVIDED BY
TOTAL NO. OF EMPLOYEES
MULTIPLIED BY 100
WOULD GIVE YOU THE PERCENTAGE OF ATTRITION
From United Kingdom
It's very simple... you must have done the same during your MBA.
Its
TOTAL NO OF EMPLOYEES LEFT (YTD)
DIVIDED BY
TOTAL NO. OF EMPLOYEES
MULTIPLIED BY 100
WOULD GIVE YOU THE PERCENTAGE OF ATTRITION
From United Kingdom
Hi,Can u plz send me the details of Attrition Cal register... I’m a new member and just the post regarding the same
From India, Bangalore
From India, Bangalore
Dear , As per your query, Attrittion Rate = No. of Resigned employees of the months / Total Manpower *100. If any queries, feel free to ask...
From India, Calcutta
From India, Calcutta
Over 18000 Views ............. For Simple Calculation Like This If They Could Not Workout With Little Common Sense Of Average Method.. There Is Serious Problem Of Knowledge Gap................
From Saudi Arabia, Riyadh
From Saudi Arabia, Riyadh
Hi, this is Kalai. Can you please mail me the attrition calendar? You can find it at [URL]. Thank you.
From India, Pondicherry
From India, Pondicherry
Hey Monika,
Please do not ask such generic questions. I'm not trying to be rude here. But you know every company has its own salary structure/breakups according to their policies, bands, levels, structure, etc. factors. So please ask specific queries in the future.
Thanks.
Nayonika :)
From India, Delhi
Please do not ask such generic questions. I'm not trying to be rude here. But you know every company has its own salary structure/breakups according to their policies, bands, levels, structure, etc. factors. So please ask specific queries in the future.
Thanks.
Nayonika :)
From India, Delhi
hi friends, can i know if there are any rough attrition rates surveyed for differrent sectors in indian industries:icon5:
From India, Madras
From India, Madras
Hey,
Calculating attrition rate is very simple. There is no need to be so panicky. Kindly find the sheet attached. Hope this will help you. Simply put, it is the number of people left divided by the total number of people hired, multiplied by 100 for a given time period.
Thanks,
Vineet Saini
From India, Chandigarh
Calculating attrition rate is very simple. There is no need to be so panicky. Kindly find the sheet attached. Hope this will help you. Simply put, it is the number of people left divided by the total number of people hired, multiplied by 100 for a given time period.
Thanks,
Vineet Saini
From India, Chandigarh
M amazed... all ppl here cant read.... I’ve pasted the excel file above,... Still all of u are asking to mail....' Cant really understand...
From India, Chandigarh
From India, Chandigarh
Hi!
This is Zubair, and I have a suggestion for you. "Exams are very important in our life and necessary because they are KASAUTI ZINDAGI KAY. A person may sometimes oppose these exams, but they are KHANI LIFE LIFE KI."
So, never fear exams and always try, try, and try until you succeed.
My email IDs are
/ 
.
Warm Regards & Goodbye,
Zubair
From India, Delhi
This is Zubair, and I have a suggestion for you. "Exams are very important in our life and necessary because they are KASAUTI ZINDAGI KAY. A person may sometimes oppose these exams, but they are KHANI LIFE LIFE KI."
So, never fear exams and always try, try, and try until you succeed.
My email IDs are
Warm Regards & Goodbye,
Zubair
From India, Delhi
hi, can you give me a gist of Att.Rate calculation. regards, Ajay Choudhary Tec. Consultants
From India, Pune
From India, Pune
Normally the thumb rule is Attr = (Loss in HC)/(Av HC). where HC - is headcount, Av HC is (opening HC + closing HC)/2. The period is generally a month.
From India, Hyderabad
From India, Hyderabad
Closing Balance=Opening Balance+New Joining Employees +Left Employees Attrition Rate=((Left Employee’s*100)/(Opening Balance+New Joining+Left Employee’s+Closing Balance))/100
From India, New Delhi
From India, New Delhi
Many of our friends on citehr have given various formulas for attrition rate calculation. They all provide different percentages. Does anyone know the most widely used formula? The efforts that all have made are remarkable. Thanks.
From India, Pune
From India, Pune
[QUOTE=shuchita limaye;901483]
Many of our friends on citehr have given various formulas for attrition rate calculation. They all provide different percentages. Does anyone know the most widely used formula? The efforts that all have made are remarkable. Thanks.
People are not lazy. They simply have impotent goals - that is, goals that do not inspire them.
From India, Pune
Many of our friends on citehr have given various formulas for attrition rate calculation. They all provide different percentages. Does anyone know the most widely used formula? The efforts that all have made are remarkable. Thanks.
People are not lazy. They simply have impotent goals - that is, goals that do not inspire them.
From India, Pune
Many of our friends on citehr have given various formulas for attrition rate calculation. They all give different percentages. Does anyone know the most widely used formula? The efforts that all have made are remarkable. Thanks.
"People are not lazy. They simply have impotent goals - that is, goals that do not inspire them!"
From India, Pune
"People are not lazy. They simply have impotent goals - that is, goals that do not inspire them!"
From India, Pune
Hi,
Formula: Attrition for the month/Total Headcount * 100 or it can be calculated as the number of headcount of the month: No of New Joinee/additions in the month: Attrition: Therefore, the formula is: No of New Joinee/additions in the month + No of New Joinee/additions in the month - Attrition =
Regards,
Smrins
From India, Hyderabad
Formula: Attrition for the month/Total Headcount * 100 or it can be calculated as the number of headcount of the month: No of New Joinee/additions in the month: Attrition: Therefore, the formula is: No of New Joinee/additions in the month + No of New Joinee/additions in the month - Attrition =
Regards,
Smrins
From India, Hyderabad
I see that every organisation uses or devices its own formula to calculate attrition rate, hence making it impractical to use a standardized formula.
From India, Delhi
From India, Delhi
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Attrition-rate. xls
Calculation of Attrition Rate.doc