Hi,
I am working on attrition analysis. I believe the data that is captured should show certain results. I believe that the data should be captured in such a way that it provides:
1. Attrition and span of service in the company
2. Attrition by job level band
3. Attrition by gender/department
If you feel anything else needs to be added, please share.
Regards
From India, New Delhi
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6I am working on attrition analysis. I believe the data that is captured should show certain results. I believe that the data should be captured in such a way that it provides:
1. Attrition and span of service in the company
2. Attrition by job level band
3. Attrition by gender/department
If you feel anything else needs to be added, please share.
Regards
From India, New Delhi
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Other criteria could be:
Region-wise Attrition Analysis
Pay Scale & Attrition
If the Job Band concept is present, then the relationship between Job Band & Attrition
Qualification level (MBA, CA, CS, LLB, Non-Professionals) & Attrition.
Cheers, 😄
From India, Mumbai
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Region-wise Attrition Analysis
Pay Scale & Attrition
If the Job Band concept is present, then the relationship between Job Band & Attrition
Qualification level (MBA, CA, CS, LLB, Non-Professionals) & Attrition.
Cheers, 😄
From India, Mumbai
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Hello,
"Span of Service," "Job Level & Band," "Gender & Department," I would say, is a very generic report format. The whole idea of attrition analysis is to derive a trend and understand the reasons for the same.
While doing attrition analysis, we can also keep track of the Location/Managers, Productivity, Performance, Functions, and the reasons for leaving. They can shed light on the attrition trends.
For example, some sales-driven companies are not concerned about everyday attrition as it is a part and parcel of daily activity. What rings the alarm is if they see exceptional & significant contributors leaving the company in mass. Also, in a sales organization, an employee may quit because he has not been able to accomplish his target. However, while analyzing, you may find that the reason for not achieving the target could be a continuous training program or regular bad weather (monsoon), etc.
Also, when we try to cover the Location/Manager, etc., it can shed light on bad culture, boss, work pressure, etc., factors that can cause a significant impact on the baseline.
From India, Bangalore
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"Span of Service," "Job Level & Band," "Gender & Department," I would say, is a very generic report format. The whole idea of attrition analysis is to derive a trend and understand the reasons for the same.
While doing attrition analysis, we can also keep track of the Location/Managers, Productivity, Performance, Functions, and the reasons for leaving. They can shed light on the attrition trends.
For example, some sales-driven companies are not concerned about everyday attrition as it is a part and parcel of daily activity. What rings the alarm is if they see exceptional & significant contributors leaving the company in mass. Also, in a sales organization, an employee may quit because he has not been able to accomplish his target. However, while analyzing, you may find that the reason for not achieving the target could be a continuous training program or regular bad weather (monsoon), etc.
Also, when we try to cover the Location/Manager, etc., it can shed light on bad culture, boss, work pressure, etc., factors that can cause a significant impact on the baseline.
From India, Bangalore
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Basic Attrition Analysis.xls
23_excel funaction and data analysis tool.pdf