Hi,
If you want to identify the intention behind the separation of an employee before focusing on the implementation of HR analytics, do the following:
1. Take attrition data from the last 5 years and segregate it department-wise and team-wise.
2. I hope you have exit interview data. From that, compile the reasons for leaving.
3. Identify the reasons for leaving (e.g., company policies, manager/team leader, lack of challenging work, compensation, culture, inclusiveness, lack of vision) from both your company's perspective and the outside market.
4. This research is certainly helpful for any organization, but you need to conduct further research into people analytics.
These steps will help in understanding the reasons behind employee separation and guide the organization in improving retention strategies.
Kind regards,
[Your Name]
From India, Hyderabad
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2If you want to identify the intention behind the separation of an employee before focusing on the implementation of HR analytics, do the following:
1. Take attrition data from the last 5 years and segregate it department-wise and team-wise.
2. I hope you have exit interview data. From that, compile the reasons for leaving.
3. Identify the reasons for leaving (e.g., company policies, manager/team leader, lack of challenging work, compensation, culture, inclusiveness, lack of vision) from both your company's perspective and the outside market.
4. This research is certainly helpful for any organization, but you need to conduct further research into people analytics.
These steps will help in understanding the reasons behind employee separation and guide the organization in improving retention strategies.
Kind regards,
[Your Name]
From India, Hyderabad
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