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HR Six Sigma–Employee Turnover

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  • #27047

    Fernandez
    Participant

    Hi there–glad to see there is a forum specifically for HR projects.
    I am starting a Six Sigma project related to employee turnover in the sales group. Has anyone out here worked a turnover project before? Thanks!

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    #65819

    Hersey
    Participant

    Esther,
    I read your message and I think I might be able to help. When I ran a quality group on softwareI did some of the same thing that you are attempting to do now from HR perspective. Because the company was small in size everyone helped anyway that you could and since I managed quality you can guess how I got involved helping our HR department with metrics. But first let me ask you a few questions for you to think about. Are you interested in improving standards for the sales folks or are you trying to prove that turnover is way to high or what? Is your management committed to reducing sales turnover? Is your company committed to excellence? Have you done a Cost/Benefit analysis to show what turnover is costing the company? Have you shown where trends exist within the turnover process and prioritized the reasons for leaving. I know that you may have done some of these things but just want to make sure the basics are covered?
    The reason for asking these questions is because in the sales field there is an old saying; “Eagles never fly with doves. But to find eagles you go through lots of doves.” In today’s world there is so much information on turnover based on specific industries so baseline the norm should be easy to come up with unless your industry is very special. Getting a sigma value is very easy as well with your current date on how your company is doing. Change however may not be from a process improvement unless management is willing to change as well. E-mail me and we can talk further if you want.

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    #65822

    Dennis Boyd
    Participant

    Esther,

    I have not completed a project such as you mentioned, but am on the training list to become a black belt and will work on an employee turn-over project similar to yours. If you do get some replies, I would appreciate a carbon copy.

    Thanks …. Dennis (Caterpillar-Peoria, IL)

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    #65881

    Fernandez
    Participant

    Hi Don–thanks for the post.
    We are interested in reducing turnover of the sales organization, and looking at whatever it may take to do so. I have done quite a bit of analysis–turnover trends over time, who is turning over (we are only interested in voluntary turnover) and sales levels, benchmarking against competitors and best of class organizations; cost of turnover (we are using a standard metric of 1xannual target comp+ benefits from Saratoga but we do need to really dig into that and figure out the true costs); and we are currently conducting a survey of the sales force to understand from their perspective why people leave and also why sales people stay at our organization. So far so good–I really wanted to understand if any other companies had done a simliar project and how successful their results were.
    How did your project go? Was it successful, and what kind of measurements did you put in place to “Control” (DMAIC)? Thanks for your reply

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    #65882

    Fernandez
    Participant

    Sure–I will forward any useful info I receive. Good luck!

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    #69847

    Janet
    Participant

    I am a Black Belt currently working on a turnover project for a portion of our company.  I have completed Define and have been working on Measure for almost a month.  I am still waiting for some data from our HR dept. and hope to send out some surveys to our employees to learn what they believe are main reasons for turnover.  I will add this to the exit interview information I am gathering and hope to come to a balanced answer as to the main reasons for turnover.  I am also looking at tenure as a part of my analysis to learn at what point our employees tend to be leaving and how this varies accross our regional offices. I hope to find some best practices through some of this data review.

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    #69849

    Anonymous Observer
    Participant

    I’m glad some HR organizations are really trying to make an effort to understand turnover patterns (be it burnout, dissatisfaction, better opportunities elsewhere, spouse moving…etc) among its employees. 
    This shows that your organization is seeking to nuture employees and attempting (I assume) to provide a better environment for them.  Too often I think that HR spends a disproportionate amount of time recruiting people instead of recruiting different ways to retain valuable people. 
    By the way, in your data collection, are you attempting to link all these turnover reasons to past performance appraisals to determine if the people who are leaving are the stars?  Just curious.

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    #69850

    Janet
    Participant

    The idea of looking  at performance of those who have left is a topic that has been brought up.  I will be bringing this up with my team members at my next meeting to decide what the best way is to capture this data.  The concern I have is that the performance appraisal data may not show the full picture, because there is a large enough proportion of people who left prior to a performance appraisal, that my data may be skewed.  In addition, we have changed our method of appraisals within the past 6 months, to a method that is more subjective than the past appraisal method.

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    #70584

    Sorour
    Participant

    Janet,
    I am running Six Sigma for a relatively large organization and we have had some pretty decent success in our manufacturing area. 
    My goal, my hope, next year is to begin getting this movement going in our nonmanufacturing areas (such as HR).  If you have anything, anything at all, regarding your project, that you could send me it would be very much appreciated.
    thank you,
    Paul

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    #70622

    Janet
    Participant

    I’d be happy to share some of the ideas and methods used in my project.  I am just finishing Measure right now.  I’m not sure exactly what type of information you are looking for, but I’ll just share some of the measures we have used thus far. 
    The two main areas of measure at this stage are turnover rates and tenure.  When I say tenure, I define it as the length of time the separated employees were with the company.  With these two measures, I have compared rates among positions, and among the different locations (we have multiple offices throughout the country).
    In preparation for Analyze, I have started looking at data from exit interviews and have created a survey for current employees and managers to complete.  Both survey methods have multiple questions geared to learn what reasons are for people leaving the company, as well as what makes people stay with the company.
    Does this help?

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    #74020

    Clowers
    Participant

    Hi –
    I’m doing the same project you are (or did) for my whole organization.  the surveys are starting to come back in.  We’re calling a defect anyone who left the company in less than one year.
    What analysis tools did you use to determine with factors were key drivers for attrition?
    I’ve got lots of data and can’t decide the best approach.
    Thanks

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    #74030

    Anil B
    Participant

    I completed a project on employee churn last year. I am curious to know what are you considering as defect for your project. In my case it was the %ge of employees dis-satisfied during employee churn.
    The cause & effect analysis revealed that an churn impacts the service levels of orgn towards its customers due to 3 reasons

    Failure on delivery -Timeliness & Accuracy
    Lack of Communication & relationship
    No Structured approach for managing change
    Re-run of Knowledge experience
    Unfortunately I cannot share the solutions since these were specific to my organisation
    Regards
    AB

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    #74211

    Lynne
    Participant

    I need in-depth case studies on Six Sigma being applied to any aspect of human resources.  Can anyone help?  You can email me at [email protected].

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    #76326

    Jeannie Reliford
    Participant

    I was trying to figure out how to come up with the employee termination ratio.  Total employees hired compared to the ones terminated.  I am suppose to send this information off to corporate, but really didn’t know what to search for.  So could you please help me?? 
    Thanks in advance
    Jeannie Reliford
     

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    #76327

    Molly Septer
    Participant

    Hi Jeannie,
    At my company, we calculate it knowing the number of employees attritted (total lost by quitting, termination, etc., not including transfers) and the total number of employees.
    So if your company attritted 10 employees of your total 1,000, you would have an attrition rate (also called a turnover rate) of 1%.
    Is that what you’re looking for?
    Regards,
    Molly

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    #77165

    Bhaskar
    Participant

    Hello Don, Increasing the retention percentage, hiring the right sales managers who have an entrepreneurial attitude is part of my Six Sigma Project.  In the process, a few calculations are being made viz., Cost/benefit analysis to show what turnover is costing the business unit including cost of training, cost of hiring, projected sales by quarter/half yearly and annually).
    The survey results have given data which at times contradicts the answers given by the sales force.  The trick questions revealed that they did not know what they were answering.  So to an extent the results of the survey may defeat the purpose laid out. 
    Some of the results coming out of the survey and pareto analysis have led me to believe that compensation, support from the floor for executing the orders, morale, trust and training are the main elements to be “focused on”, to reduce the turnover.  Due to rational and or political differences, some of these may not be easily resolved. 
    Fortunately, I bumped into Fish Philosophy and bought a few books,cassette (video ), CD and have planted the seeds to the Sr. Management (which has embraced the philosophy or at least it seems that way).  Certain concepts of generating business in an extremely competitive market using certain techniques of art of persuasion, teasing customers into buying the products have also been planted and have been embraced.  This tells that the Management is extremely committed.  They love it and have been open without being defensive all times. (Source: Harvard Business Review – Torment your customers, they’ll love it) 
    However,  the questions you have asked were extremely important and have given room and areas to explore especially where “trends exist within the turnover process”.  Please let me know, if you can provide me some help and  guidance.  
    Loved “Eagles never fly with doves.  But to find eagles you go through lots of doves”. 
    Thanks  
     

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    #77718

    FGM
    Participant

    Janet:
    I’m about to start on a similar project in my organization and would like to ask you a few questions about your approach.
    Could you share some information with me ?. If so, please reply to this post and I’ll send you my e-mail address.
    Thank you,
    FGM

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    #82705

    Jeff Bennett
    Participant

    Employee Turnover is exactly what the Black Belt from GE suggested for our company.  However, you can run the statistical analysis to measure the corresponding variation to determine your process capability, but it is very difficult to analyze the external impact of the job market in a particular geographical area or the salary/bonus increase history within and across an internal department.  Employee turnover is affected by: a) salaries/bonuses, b) employee moral, c) the particular field being studied (HR/Acounting/Operations), d) the geographical area, and e) the general state of the economy.  Obviously, these variables fluctuate and therefore must be carefully incorporated into your study of employee turnover.  Although your results will hopefully be statistically significant within themsleves and may take these variables into account as they occur naturally, the challengs lies more in the improvement and control stages of DMAIC.  Good Luck.  

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    #82717

    Vandana Minocha
    Member

    Employee Turnover has to be looked internally. Six Sigma teaches us to torture data and use this data for further deriving information and provide COPQ – Hard and soft. First of all we would like to see the normal method of turnover and do a turnover analysis and process flow, gather data points and set USL and LSL. Best way is see who your customer is and how can you serve better within the constraint of organisation practices and procedure.
    I have not got no formal training in six sigma but I use six sigma in my daily work and reeduce non-value added items and make work process easy for my custommer, as I recall that these tools are to make my life easier and life easier for my customers. I call it “Common Sense”. Use tools but use common sense to do your job.
    Best of luck for everyone endeavors
     

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    #86072

    Ron McCandless
    Member

    I’m in the process of applying six sigma methodology to designing employee retention processes for clients.  It’s a thought provoking exercise and it enhances the value to the client from what I was doing before, which was just looking at cause/effect in a quantitive way w/o being as customer focused.  I have alot of experience at quantitative benchmarking/stats and six sigma adds the formal process piece for me.  I’m happy to discuss this with others interested in improving employee turnover.

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    #86755

    Michele A.
    Participant

    Hi Ron,
    I’m interested in learning how you have used six sigma methodology in designing employee retention for clients.  Our company is in the initial stages with implementing six sigma projects, specifically in HR. 
    If you could share your information or case studies I would be very grateful.  Thanks very much!Michele

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    #86785

    Ron
    Member

    Michele,
     
    I would enjoy talking about it.  I have a Powerpoint presentation that covers it pretty well.  Email me directly at [email protected] with your contact info and I’ll send you the slides and talk you through them, if you like.  Thanks, Ron

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    #87247

    Donna
    Participant

    Hello Ron,
    I would very much like a copy of your power point presentation. I’m currently struggling with project selection for the Green Belt Certification and have been rejected 4x to date.  My first project was turnover, then “time to fill” then training -missed opportunities.  I was told by the Qualtec facilitator that my projects were not aggressive enough or meaty enough.  I’m frustrated and to the point of “dropping out” although I was so energized and motivated at the start thinking I was participating in a very special training.  Thanks Ron.
    donna

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    #88594

    Bernardo
    Participant

    If someone had been working in a Training Department cost reduction project utlizing six sigma tools, I’ll appreciate any informartion. Thanks,  

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    #89156

    Umer
    Member

    I am working on a six sigma project of reduction in the cost of hiring. Can some one give some idea about this project, because i am struck in it for the lack of data.
     
     

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    #89158

    Umer
    Member

    Hi Need to have a copy of the presentation. Can you mail me at
    [email protected]
     

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    #89159

    vishwakarma
    Member

    Dear Vandana,
    I should congratulate you for applying hyped 6S as commonsense in daily processes. After the training for BB, even  I felt the same. I am applying the same in daily chores. Love to interact with you, may I know your contact details?
    Sandeep
     

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    #93203

    abdurrahman
    Participant

    I became BB a few days ago.Ilearned a lots of thing but I have been not used it yet.As I undurstood you are using sigma tools much.Can you send me some proje which you used its.
    See you soon

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    #93849

    Vidhyanand
    Member

    Hai,
    We involve in cutting and polishing diamonds. is there a way out to quantify HR activities. What are the initiatives that can be made through six sigma. KIndly share your knowledge to me on [email protected]

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    #98444

    Ralph Hensley
    Participant

    Has anyone used employee turnover metrics and measures as a SS project??? I’d really be interested in knowing your approach  thanks
    Ralph Hensley
    Manager Benefits
    Haworth Inc. 

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    #100033

    Perera
    Member

    Hi,
    I am D.Suresh , also interested in working on application of 6 sigma in turnover . So please send me if get any info on how to go about it.
     
     

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    #100510

    Lekha
    Participant

    Hi,
    I am working in training department of an Organisation, which is investing lot of money in training. Even though we are independent of HR department of our organisation, the high turnover rate has been an area of concern to both. I would like to know if any one has any data, which proves the real link between training and turnover rate as I am working on the project of finding this link.
    I’ll be glad if anyone can help me with this
    Thank You
    Best Regards.
    Lekha

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    #109254

    R.L.
    Participant

    Good morning,
    I’m working on chartering projects in the HR area and turnover tends to be a high profile topic.  I would very much appreciate anyone sending me any suggestions, ideas, presentations, etc. you have that can help me.
    Thank you all for your knowledge and willingness to share..

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    #110139

    Renata
    Participant

    Please,
    I will start a Six Sigma training and I need to define a project in HR. Can you send me presententions with some examples?
     
    [email protected]
    Thanks

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    #110286

    BBIT
    Participant

    Good afternoon,
    I would enjoy any data on this issue that you can provide.
    Thanks…

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    #110514

    Simone
    Member

    Hi,
    I am looking for some ideas on how to reduce high employee turnover rate. I would like to know if anyone has any project information that can be shared. Thank You
    Regards.
    Simone
    [email protected]

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    #112885

    Murray
    Participant

    Hi,
    I just completed my BB classroom training and am now taking on a project to reduce turnover.  I’m willing to share and learn from others in this forum. 
    My current approach:
    CTQ:  Reduce turnover by 10%
    Possible X’s:  Supervisor, Years of Service, Ethnic Origin, Sex, Age, Role, Dept.  Through my reading in this forum I discovered many organizations used exit interview data.  I’d like to learn how if anyone is interested in sharing.  Thanks..
    nnoskohumana.com

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    #119078

    boettler
    Member

    Ron-
    I am not sure if you are still active in either SS or this site, if you are I would be interested in receiveing a copy of your PP on Turnover.  We are a small company (127) just starting our depolyment and have identified Turnover as our most urgent area of improvement.  I am sure your presentation would be helpful in getting our first project off on the “right” foot. 
    Thank you,
     
    Rob

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    #119232

    Ron
    Member

    Please email me at [email protected] and I’ll reply with a presentation on retention process lessons learned.

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    #131173

    McNabb
    Participant

    I am currently working on a six sigma project-reducing turnover.  Could you please send me PP presentations you might have.
     
    Thanks
     
    Mary

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    #131203

    Anirvan Sen
    Participant

    I would add job/working environment as well to the list.
    A.

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    #131692

    McNabb
    Participant

    I am also starting a project and would like to have some presentations.
     
    Thanks.

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    #131695

    Lynn
    Participant

    I have done a project on Attrition rate. Due to confidentiality, I’m unable to share the presentations with you. However, I would like to share some insight.
    Defining the problem: What is the current turnover rate and what is the target? What is the superior level?
    Identifying the Ys – consolidate a list of all the reasons for departure provided by employees from your company during their exit interview
    Confirmation of Y – Organise a focus group session (objective size)with employees from diverse backgroup to confirm on the key factors
    Identify the possible approach to closing the gaps for the Ys. (E.g. of Ys are renumeration, industry opportunity, people development opportunity, peers etc)
    Data – need to consider how you neutralise factors such as industry standard, economical factors (e.g. depression resulting in high redundancy rate), seasonality etc to correctly reflect the attrition rate.
    The results of effort put in place is taken from quarterly surveys (frequency can be altered to fit) by different group of people (make sure that each employee has at least one opportunity to participate in the survey)
    Hope this helps, Lynn

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    #131697

    McNabb
    Participant

    Lynn:  Thanks so much for the information.  I know it will be very helpful.  If you could remove any confidential info such as name of company and etc and send presentations I would certainly appreciate the info.

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    #131698

    McNabb
    Participant

    I am also doing a SS on employee turnover.  If you were able to obtain any information I would appreciate you forwarding to me.
     
    Thanks.

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    #131699

    McNabb
    Participant

    I too am working on a SS project on employee turnover.  If you were able to receive any info, I would appreciate you sharing with me.
     
    Thanks

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    #131714

    Lynn
    Participant

    Hi Mary, Let me look into it and see what I can forward to you. Alternatively, if you could send me a list of your questions, I’ll be happy to answer them to my best knowledge. Lynn

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    #131722

    Reza
    Participant

    Hey Lynn,Thanks for the useful information. If you have some metrics / ppt’s that would be of use to us; you could take the company’s logo & name off and send the info over.Also, anybody who has info on Six Sigma for Human Resources Dept. please mail me at [email protected] & Regards,
    Reza

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    #131911

    nisha
    Participant

    Hi, I want to know ways of calculating attrition rate in a software industry… Will appreciate your inputs.
     
    Regards,
    Nisha

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    #131912

    saty
    Member

    Hi,
    I’m not in HR function but i’m in IT! I think first of all we need be clear on attrition defination. This could include  resignation,retirement & demise and from IT perspective we might just want to consider resignation.
    There might be people who would like to pursue further studies and resign.( assume this is honest  reason give by employee during exit )..you might want to consider or not consider depending on positive outlook the Organization wants to share to the world.
     calculate the gross attrition value ( resigned/ total ) , again your total can be constant or varying. So it is important to set a baseline.
    you can further segment into # experience groups ( say, <=1 yr, 1-3 yr. 3-6yr ) and then calc the attrition. this can also help to evaluate the trends. Hope the inputs are useful.
    Thanks
     

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    #131914

    nisha
    Participant

    Hi Saty,
    Yes definately ur input was valuable. I am in a HR function of an IT company. I wanted some methods of calculating attrition rates amongst which i can select a method which best suits my organization?
     
    Regards,
    Nisha

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    #131916

    saty
    Member

    Nisha,
    In my previous inputs, i was underlining the fact that there could be no set method or methods..it all depends on the factors you want to accomodate for outward and inward projections. I hope others in the forum can help you with it.
    Thanks

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    #132759

    Adhikari
    Participant

    Hi,
    I’m doing  PG diploma in PM&IR. i’m planning to do a project on Attrition rate in a Software company.My UG was BA English so i dont have any idea about projects.Would be great help to me if you send me a copy of your project to my personnel Mail ID.
    I shall keep it confidentially.
    Awaiting your reply.
    Thanx & Regards,
    Hema

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    #132819

    Asit Bhalerao
    Participant

    Dear Friends,
    My self Asit Bhalerao from Bajaj Electricals Limited , Pune, Maharashtra, India.([email protected])
    I would like to know more about six sigma and about its individual certification / courses.
    I will be greatfull to you if you could provide me the same.
     
    Thanks & Regards,
    Asit Bhalerao
    098690004875
    [email protected]
     
     

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    #135705

    Stephens
    Participant

    Umer
    Read your message on obtaining New Hire ideas for a BB project. I know it was 2003 but have you anything you can share?
    You can e-mail me at [email protected]

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    #136580

    Pande
    Participant

    I need to collect the Employee Turnover Ratio for a similar sized company like mine. We have about 225 employees in total. I need to ensure our turn over is just about average more. Thanks

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    #137553

    Marc Bailey
    Participant

    Employee turnover rates vary by industry and locale. If you will describe your industry, geographic region, and size of the city I can give you some ranges.

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    #143864

    F. Adhami
    Participant

    Dear all,
    I am going to do an individual research on the causes that influence the employee retention/employee turnover in petrochemical projects especially in the owners point of view. Could everyone please help me? Thank you
     

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    #145527

    amrit pal singh
    Participant

    Hi,
    I am Amrit Pal Singh from India.
    I have thought of a formula which would definetly help HR Manager to face the problem of employee turnover  and will be able to stop it to great extent.
    but what i need is , i just need to do survey at large scale and give sense and meaning to my idea and formula.. so that i can complete my research work..
    so interested people to work and help me out and to know about this formula can contact me at 09931589897 or can mail me to   [email protected] 
    amrit pal

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    #149544

    Pooja
    Participant

    hi,
    pooja here. I am an MBA-HR student from Pune University.
    This is actually an irelevant post to your question.
    But, as you are a professional six sigma practiotioner, i would like to ask you the following query:
    Could you recommend a six sigma certification course conducted in Pune?
    I am really very keen to study for six sigma certification.
    Your help will be extremely valuable to me.
    Regards,
    Pooja

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    #150380

    Ceres
    Participant

    would appreciate if you could share with me
    the standard survey of questions or probably could you provide me a copy of questions on how to tackle this issue.
    Thank you,

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    #151498

    Raj Mohan
    Participant

    Kindly provide me a copy of the questionnaire relating to the Six sigma Employee turnover survey form. Also send me a copy of the Training effectiveness survey form. Whether the Kirckpatrick model would hold good?
     
     

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    #155998

    Rick Snow
    Member

    Did you ever get an answer to your question?  I too need to calculate % turnover for employees for 2005, 2006 and 2007.

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    #157856

    Suz
    Member

    hi,
    were you able to obtain a turnover ratio calc or report. I have to provide this information to our Board of Directors end of November. I am trying to get a good understanding, before i make the presentation.
    Any ideas or suggestions you have, are greatly appreciated.
    Thanks,
    Suz
     
     

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    #169292

    Barrie
    Participant

    Hey Esther,We are just starting a similar project trying to get our arms around the high turn-over of machine operators at a commercial bakery. Let’s compare notes.Thanks,Barrie

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    #169293

    GB
    Participant

    Uh, Barrie,
    You responded to a 7 year old post…

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    #169659

    Dimpy
    Participant

    i would like to work with you on your turn over calculation research work. I am currently working for Motorola India as HR Analyst. You can get in touch with me at [email protected]
    Regards
    Dimpy Jain

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    #172578

    Ed B
    Participant

    Would like to know the employee turnover in pharmaceutical companies in Penna-NJ-DE.    Big pharma vs mid-pharm.   Would b emuch appreciated.

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    #174708

    Narendra
    Participant

    Dear Friends,
    My self Asit Bhalerao from Bajaj Electricals Limited , Pune, Maharashtra, India.(asitbhaleraogmail.com)
    I would like to know more about six sigma and about its individual certification / courses.
    I will be greatfull to you if you could provide me the same.
    Thanks & Regards,
    Narendra
    +919948625299
    [email protected]

    0
    #174737

    GB
    Participant

    Sure!  No Problem!
    I’ll be in the area day after tomorrow.   Please tie a red scarf to your post box, so I know where to leave it.   If we should fail to meet, I’ll leave an extra copy taped to the traffic signal on the NW side of Bannerjee St. and Highton Rd.   -Again, look for the red scarf.

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    #176191

    Rogers
    Participant

    Hi Ron – I have been tasked to work on increasing employee retention, the approach that we used is in analyzing our attrition data is delving into employee tenure(at what tenure do majority of the employees leave) and classified it to different stages, we also look into performance (to make sure that we keep performing employees).  I would really appreciate it, if you can share with me your presentation to help me with my recommendation and potential methodologies that I can use in the future.
    Best Regards,
    Debbie
      

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    #176194

    Manish B
    Participant

    Hi
    We have been doing attrition analysis in our org for a long time. We considred various factors such as age, tenure, work exp, background, hiring details and then applied chi square to the live and attrited employees. This helped us to find out which factor has impact on the attrition thus giving us the critical x’s of the problem. Based on this we conducted an brain storming to find out the possible actions for employee engagement. These were the contents of the improvement plan,
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     
     

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    #176204

    Rogers
    Participant

    Thanks for the reply, unfortuantely though I cantopen the improvement plan you sent.  My PC may have blocked it for security purposes.  But Im really looking forward to seeing your notes.  Maybe you can send it directly to my email ad [email protected].
    Regards,
     
     

    0
    #176215

    Vallee
    Participant

    Debbie,
    There have been numerous attrition discussions recently on this site. One area that most people forget to focus on is why people stay.  This data is just as important to why people leave. You should also focus on whether there were differences in the hiring criteria for those that do well in the company and those that struggle.  It has helped in the past to map out the successful hiring/retention process and compare it to the unsuccessful using a deployment/swim lane chart
    HF Chris Vallee
     
     

    0
    #176969

    veronica
    Member

    What is the turn over ratio for hourly employees in NYC in the restaurant industry?

    0
    #177040

    Bimla Pradhan
    Participant

    As,I am doing a case study on Employee turnover Rate & its remedies.
    So I want to know the realistic view of the company in India as how to get overcome throuh this problem

    0
    #177081

    anakshi
    Participant

    hello ppl…i m doing a project on six sigma, and want to know the advantages and challenges of implementing six sigma on the staff of an organisation.
    please guide me with ur suggestions. i need to make a questnaire on the same.
    please mail me ur suggestions at [email protected]

    0
    #177087

    Raj Mohan
    Participant

    If you are able to generate data for the required decisions, then it would be much easy to implement six sigma in staff matters. Especially, recruitment, training and development, pay parity, attrition etc are some of the areas to which six sigma can be easily adopted. First of all, the HR departments do not maintain any data for the purpose of analysis, unless the organisation is of big in size. If you still plan to do the project, please specify the number of employees in your organisation and the area in which you would like to do. Then we will assist you.Best wishes,Dr.Raj Mohan
    [email protected]

    0
    #177098

    Dr.Raj Mohan
    Participant

    It is really a useful study. The industry standard for service industry is 30% labour turnover, 10 to 12% for Manufacturing sector. With this guidelines, you may analyse the cause of attrition and the real contributing factors and the various suggestive measures to contain the same. Already few studies have been conducted in this area. The study may be generalised for a particular industry sector.Wish you the best in the endeavourRegardsDr.Raj Mohan
    [email protected]

    0
    #177114

    Eugene Lanning
    Participant

    I am interested in the norms for turnover also.
     
                Industry: Meat slicing and cooking (not slaughter, not restaurant)
                Region:  Nebraska
                City Size: Apx. 8,000
     
    What is the source for that type of information, and how do they define “turnover”?
     
    Regards,
     
    Eugene
    [email protected]

    0
    #182400

    vanitha
    Member

    While calculating employee turn over ratio if company sack the person . it also include are not

    0
    #185862

    Vicki Turner
    Member

    Is there a source or reference point for industry and local standards relating to the turnover ratio caculations?
    Region: Arizona, Tucson
    County: Pima
    Industry: Community College Administration
    Is hourly and salary calculated seperate?
    Thank you,
    Regards,
    Vicki

    0
    #187850

    De
    Participant

    Hi Manish,It would be great if I could get to see your notes of attrition analysis.

    0
    #188233

    Arora
    Member

    Hi Manish,
    I am an HR Professional and wanted to do attrition analysis for my oragnization. Could you please share with me the details on how you do the attrition analysis.
    Thanks & Regards,
    Swati

    0
    #188259

    MBBinWI
    Participant

    Good luck on getting a response to a post from a year and a half ago.

    0
    #188271

    Chugh
    Participant

    There are various methods to do the attrition analysis and the type of industry play a major role in determintaion of the method. However for any project on attrition we follow the the folowing method
    1. Consider all the factors which may have an impact on the attrition (Cause and Effect) and collect data for the same. Apply Chi Square or Annova or corelation to find out which factors have an impact on the attrition. Based on the results prepare an action plan. A pilot is recommended to see the results
    2. Another methoid which can be done in addition to this is conducting focus groups within the organization to identify the factors and then apply the same to attrited employees and then determining the action plan
    3. One of the actions, if possible, is to take data from exit interviews and build action plans thereof
    It is important to focus on employee profiles which are probable to attrite so that we can track their progress.
    Hope this helps

    0
    #188499

    dhaval patel
    Participant

    hi dhaval patel
    Employee turnover

    0
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