What Are Common Causes of High Staff Turnover?
The employee turnover rate is the percentage of employees who left the company during the statistical period. Employee turnover rate = number of employees lost / (number of employees at the beginning of the period + number of employees increased during the period) * 100%.
turn over rates
The employee turnover rate is the percentage of employees who left the company during the statistical period. Employee turnover rate = number of employees lost / (number of employees at the beginning of the period + number of employees increased during the period) * 100%.
- Chinese name
- turn over rates
- Foreign name
- Employee turnover rate
- Method
- Master the number of employees lost
- Purpose
- Analyze the causes of staff turnover
- Features
- Indicator calculation is convenient and easy to understand
Employee turnover rate: yuán gng liú sh l
The purpose of staff turnover analysis is to grasp the number of staff turnover and analyze the reasons for staff turnover in order to adopt measures in a timely manner.
In general, the employee turnover rate can be calculated using the following formula:
Employee turnover rate = number of employees leaving the organization in a certain period (usually one year) ÷ number of employees in the same period × 100%.
Index calculation is convenient and easy to understand, so it is widely used. But this indicator is sometimes misleading.
Suppose there are 100 people in a company, and the company's employee turnover rate is 3% in one year. According to the calculation formula of the employee turnover rate, 3 people may leave the company in the next year, which means that the company may have 3 job openings. . However, if a careful analysis shows that the 3% employee turnover rate is caused by the frequent turnover of a small number of employees in the company, for example, three people leave the company in the programmer year. Although the churn rate is still 3%, there is only one actual job opening. Therefore, when using the staff turnover rate for analysis, it is necessary to calculate the total staff turnover rate from the perspective of the company, and calculate the turnover rate separately according to the department, profession, job title, position level, etc., so as to help understand the true situation of staff turnover Analyze the causes of employee turnover.
Recommended formula:
Staff turnover rate = number of staff turnover in this period / (number of staff at the beginning of the period + number of staff in the period) * 100%
The previous calculation formula is based on the number of people at the end of the period, or the average number of people. It is not comprehensive. The calculation base of the turnover rate should be all the personnel in the same period.
Due to the loss of employees, companies will suffer losses to varying degrees and angles. For example, it is the outflow of the most important knowledge and skills and a small part of the loss of management. In this case, we combined with the actual situation of the company to formulate improvement measures to reduce the staff turnover rate, as follows:
Beggars keep people, both horses run and graze. Promote employees
The sales team is the cornerstone of the company's development. Whether it is an original accumulation company or a fast-growing company, the sales team is related to the survival of the company. Therefore, the construction of the sales team has always been the focus of HR work. How to reduce the turnover rate of sales staff has been plagued by many HR. How to reduce the turnover rate of sales staff and improve the stability has always been the core of the overall HR work of the company.
I. Recruiting combined with competency model (find the exact salesman you want and make good recruitment)
What kind of salesperson does your company need? What characteristics of the salesperson are most suitable for your business? Where do these standards come from? These are definitely not HR personnel imagination based on experience or sitting in the office. Find the most suitable People, we need to find templates from internal employees. The best salespeople in your own company will be your best template, so you have to go to the sales team (walking human resource management model) to observe their behavior in sales work, refer to their resumes and materials, and understand them Background and personality traits, then go and find out what is the best salesperson model.
So the first point is to strictly control recruitment with the competency model.
Second, do a good job induction work (research a set of new employee curriculum system suitable for enterprises, do a good job of brainwashing)
Isn't that the best up-front recruitment job is enough? That is definitely not enough. Recruitment is just the beginning of all work. The next step is to do a good job training. Through induction training, you need to tell your employees what he can get in this company? What other ways can he gain these gains and what is the experience of others? Can his personal goals be achieved in this company? What efforts? These are the most important issues for new employees. Did your training solve them? If not, then I suggest you to design your own
The Asia-Pacific Human Resources Association conducted a statistical analysis in 2012 and launched a survey on the turnover rate of enterprises. The survey shows that the turnover rate is not higher than 18%, but not lower, the better. 10% -15% is within the normal range.
department | Number of departures | Average number of employees | Attrition rate |
Planning Department | 1 | 3 | 33.3% |
After sales department | 5 | 35 | 14.3% |
Development Division | 1 | 7 | 14.3% |
general Office | 3 | 25 | 12.0% |
Networks | 2 | 17 | 11.8% |
Service department | 5 | 48 | 10.4% |
Management | 2 | 20 | 10.0% |
Purchasing Department | 3 | 45 | 6.7% |
R & D Center | 6 | 91 | 6.6% |
Marketing | 1 | 17 | 5.9% |
Manufacturing | 7 | 123 | 5.7% |
SCM Department | 3 | 81 | 3.7% |
Quality Department | 2 | 54 | 3.7% |
Sales | 1 | 36 | 2.8% |
Finance Department | 1 | 38 | 2.6% |
Average turnover rate | 43 | 708 | 6.1% |
Job type | People | Turnover (job / professional) structure ratio | Average number of equivalent classes / professionals | Overall structure ratio |
Marketing Management | 15 | 34% | 162 | 9.2% |
Japanese translation | 12 | 28% | 42 | 28.6% |
Manufacturing Technology | 8 | 19% | 260 | 3.1% |
R & D Technology | 3 | 7% | 91 | 3.3% |
Business Management | 2 | 5% | 65 | 3.1% |
Purchasing Management | 2 | 5% | 45 | 4.4% |
Financial Management | 1 | 2% | 38 | 2.6% |
