Hi Mallet, You did great job.But can you share the with us concept how you complied all this reason and on what basis you had calculated scores for the reason. And Thanks for this posting
From India, Mumbai
2From India, Mumbai
Dear Mallet, EWAT tool is good, I found one more factor which influences attrition is Peer influence. mouli
From India, Hyderabad
From India, Hyderabad
Excellent Mallet
Gr8 work done!
we will be using it, but my concern is if we change any options which we found more suitable then how its going to work?
i hope the scores & results wont differ much.
Thanks & Pl Keep posting
Bharat
From Spain
Gr8 work done!
we will be using it, but my concern is if we change any options which we found more suitable then how its going to work?
i hope the scores & results wont differ much.
Thanks & Pl Keep posting
Bharat
From Spain
Hi Mallet,
Im a raw HR executive as of now....probabaly my question wud seem dumb to all the experienced guys here.
But i would actually like to know how to use this sheet....i mean wat inputs to enter, how to derive inferences etc
Sorry to bother u if u thot the question was silly.
Regards,
Aarti
From India, Mumbai
Im a raw HR executive as of now....probabaly my question wud seem dumb to all the experienced guys here.
But i would actually like to know how to use this sheet....i mean wat inputs to enter, how to derive inferences etc
Sorry to bother u if u thot the question was silly.
Regards,
Aarti
From India, Mumbai
Hi Mallet
This excel is really nice & informative piece of work. Thanks for sharing it.
But I would highly apppreciate & my humble request to u is can u post the guidelines & the detailed instruction of using this excel ?
All CITEHR members would be helpful to you if u can discuss on what basis u have formulated this excel so that everyone gets a clear picture of it.
Seeing the other members' posts, lot of confusion is arising. I hope u don't mind.
Waiting for a positive response from ur side.
Regards,
Simta
From India, Gurgaon
This excel is really nice & informative piece of work. Thanks for sharing it.
But I would highly apppreciate & my humble request to u is can u post the guidelines & the detailed instruction of using this excel ?
All CITEHR members would be helpful to you if u can discuss on what basis u have formulated this excel so that everyone gets a clear picture of it.
Seeing the other members' posts, lot of confusion is arising. I hope u don't mind.
Waiting for a positive response from ur side.
Regards,
Simta
From India, Gurgaon
Hi Mallet,
I agree with every one that it is wonderful post and a good concept. My feedback is this would be helpful in certain sections or industries. To explain it better my organisation employs large number of grads and undergrads for field work, though the work requires a specialised skill set but the attrition rate is pretty high owing to various factors. Few people leave becasue his / her senior has moved.
So it is difficult to maintain this tracker at this level also these people are widely spread out in variosu off beat locations.
Still we can use this from a level of executives.
I agree with every one that it is wonderful post and a good concept. My feedback is this would be helpful in certain sections or industries. To explain it better my organisation employs large number of grads and undergrads for field work, though the work requires a specialised skill set but the attrition rate is pretty high owing to various factors. Few people leave becasue his / her senior has moved.
So it is difficult to maintain this tracker at this level also these people are widely spread out in variosu off beat locations.
Still we can use this from a level of executives.
Hi Interesting really. I am assuming I have not missed out on this detail, but is this a scenario of 1 being the lowest risk and 5 being the highest ris?k
From India, Hyderabad
From India, Hyderabad
dear mallet
1st of all thank you for your post .
1) the scores that you have mentioned against the factors or the critical incidents how did you arrive at . how will you define the score
2) where is the weightage against the factors or the critical incidents . How many times have the employees have left because of that factor or critical incident , in order to prioratize the factor.
3) Absenteeism , attitude , initiative , proactiveness , coming late or leaving early are very important
4) you have said next level ,but, where you have defined the next level competency. do the employees know about it ?
5) relationship with superior , job profile mis match , pay on time , incentives are equally important
6) there are other equally more important and related to ground reality factors which may can also be thought of and an RYG analysis done with weightage to help the prioratize the factors .
Good pls keep it up and hope to see similar creative presentations from you
tapas
From India, Mumbai
1st of all thank you for your post .
1) the scores that you have mentioned against the factors or the critical incidents how did you arrive at . how will you define the score
2) where is the weightage against the factors or the critical incidents . How many times have the employees have left because of that factor or critical incident , in order to prioratize the factor.
3) Absenteeism , attitude , initiative , proactiveness , coming late or leaving early are very important
4) you have said next level ,but, where you have defined the next level competency. do the employees know about it ?
5) relationship with superior , job profile mis match , pay on time , incentives are equally important
6) there are other equally more important and related to ground reality factors which may can also be thought of and an RYG analysis done with weightage to help the prioratize the factors .
Good pls keep it up and hope to see similar creative presentations from you
tapas
From India, Mumbai
Hi mallet , It looks really fine , Please explain the rating parameters and Red, Yellow and Green . How to use it ? Regards Sameer
From India, Calcutta
From India, Calcutta
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Early Warning Attrition Tracker.xls