Hi all,
I am new to HR domain, I need help in doing attrtion prediction of employee. I am using organization data of a person (like which BU, manager name etc..). Can anyone help me in find out which parameters are important to consider, can you please brief about exit interview process.
From India, Bengaluru
I am new to HR domain, I need help in doing attrtion prediction of employee. I am using organization data of a person (like which BU, manager name etc..). Can anyone help me in find out which parameters are important to consider, can you please brief about exit interview process.
From India, Bengaluru
Dear Durgaharish,
You have asked about two diverse questions. One is about attrition prediction. Though on broad line it is possible to predict the attrition percentage for the organisation as a whole, it is difficult to predict exactly who will quit. Nevertheless, you may do the attrition analysis. To know more about it, refer the following link:
https://www.citehr.com/519562-employ...ml#post2211229
Your second question is about Exit Interview Process. However, exit interviews are conducted once the employee submits letter of resignation. Exit interviews supposed to give us insight as to why employees are quitting. It is not a tool to predict the attrition. Nevertheless, HR professionals lament that exit interviews are not so helpful as employees never open up and put forth the real reasons of their exit.
Thanks,
Dinesh Divekar
From India, Bangalore
7884You have asked about two diverse questions. One is about attrition prediction. Though on broad line it is possible to predict the attrition percentage for the organisation as a whole, it is difficult to predict exactly who will quit. Nevertheless, you may do the attrition analysis. To know more about it, refer the following link:
https://www.citehr.com/519562-employ...ml#post2211229
Your second question is about Exit Interview Process. However, exit interviews are conducted once the employee submits letter of resignation. Exit interviews supposed to give us insight as to why employees are quitting. It is not a tool to predict the attrition. Nevertheless, HR professionals lament that exit interviews are not so helpful as employees never open up and put forth the real reasons of their exit.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Durgaharish,
Attrition depends on many factors that include aspects like employee satisfaction level, opportunities that exist across the country / global level, individual’s expectation, the nature of industry, the type of company/business etc.
You have not given details about the industry/ business you are working for.
Please try Cite HR archives.
Type “Attrition in ……………business” inside the box WHAT DO YOU NEED
that you find in the title bar right above.
After typing in the box, press the 'research' button next to it.
You will get lot of information.
You can also refer "Related Information" and 'Download Thread'
that you find in the right side of this message.
Repeat the process for ‘.........................’ or any related topic of your choice.
V.Raghunathan
From India
Attrition depends on many factors that include aspects like employee satisfaction level, opportunities that exist across the country / global level, individual’s expectation, the nature of industry, the type of company/business etc.
You have not given details about the industry/ business you are working for.
Please try Cite HR archives.
Type “Attrition in ……………business” inside the box WHAT DO YOU NEED
that you find in the title bar right above.
After typing in the box, press the 'research' button next to it.
You will get lot of information.
You can also refer "Related Information" and 'Download Thread'
that you find in the right side of this message.
Repeat the process for ‘.........................’ or any related topic of your choice.
V.Raghunathan
From India
Hi durgaharish,
I am not sure you want to do predictive analysis on attrition. If so, you can do it only through HR Analytics. Generally this is done in bigger organization and there will be a HR Analytics person who does all this. Very rare that this will be handled by HRBP. This is called as "Predictive Employee Turnover Analytics".
Given below is a white paper from TCS which will give you an insight on HR Analytics.
http://www.tcs.com/SiteCollectionDoc...-HR-0115-1.pdf
From India, Bangalore
I am not sure you want to do predictive analysis on attrition. If so, you can do it only through HR Analytics. Generally this is done in bigger organization and there will be a HR Analytics person who does all this. Very rare that this will be handled by HRBP. This is called as "Predictive Employee Turnover Analytics".
Given below is a white paper from TCS which will give you an insight on HR Analytics.
http://www.tcs.com/SiteCollectionDoc...-HR-0115-1.pdf
From India, Bangalore
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Attrition-rate_ 1__1__727.xls