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
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580Please 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
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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
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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
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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
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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
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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
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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
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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
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From India, Faridabad
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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
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[ 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
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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
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Regards,
Anuja
From India, Mumbai
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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
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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
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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
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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
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SAMPLE Employee Attrition Calculation sheet for FY 09-10 .xls
Calculation of Attrition Rate.doc