How is the quarterly turnover rate calculated?

If the number of employees at the end of the previous quarter was 100 and the number of employees at the end of the current quarter was 80, then the turnover rate was 100-80 = 20, 20 100 = and the turnover rate was 20%.

The formula for calculating the annual turnover rate is as follows: annual turnover rate = annual cumulative number of resignations (annual number of employees + annual number of resignations) * 100%; Monthly turnover rate is calculated in bank: monthly turnover rate = monthly resignation (monthly number of employees + monthly number of resignations) * 100%.

Annual average turnover rate = monthly turnover rate 12 months plus 12.

Through the turnover rate, we can understand the attraction and satisfaction of employees in the enterprise, which is an important indicator to measure the turnover of human resources within the enterprise. The turnover rate is too high, indicating that the mood of employees in the enterprise is more volatile, there are serious conflicts in labor-management relations, and the cohesion of the enterprise is reduced.

However, the lower the turnover rate, the better, because in the market competition, maintaining a certain mobility of employees can enable enterprises to use the talent competition system of survival of the fittest to maintain the vitality and innovation consciousness of enterprises. In practice, turnover rates vary from industry to industry.

When a company has a high turnover rate, it is necessary to find out the reasons in a timely manner, and usually systematically collect relevant information to understand the main reasons why the company cannot retain employees; Data is collected through employee exit interviews, questionnaires with former or existing employees, etc. Finally, make corresponding improvements.

Annual turnover rate.

, usually with the following:

Annual turnover rate = cumulative number of annual resignations (annual number of employees + annual number of employees) * 100%.

Extended Information] Dimission Rate

It is an important indicator used by enterprises to measure the flow of human resources within the enterprise, and through the investigation of the turnover rate, we can understand the attraction and satisfaction of employees in the enterprise. If the turnover rate is too high, it generally indicates that the mood of the employees of the enterprise is more volatile, there are serious contradictions in the labor relationship, and the cohesion of the enterprise.

Decline, which can lead to an increase in human resource costs (including direct and indirect costs) and a decrease in the efficiency of the organization. However, it does not mean that the lower the turnover rate of employees, the better, in the market competition, maintaining a certain amount of employee turnover can enable enterprises to use the talent competition system of survival of the fittest to maintain the vitality and innovation consciousness of enterprises.

A normal, high-profile enterprise has a turnover rate of no more than 5% of its annual employees. Individual companies, such as Huawei, Foxconn.

The annual turnover rate of other enterprises can be as high as more than 10%. In some state-owned enterprises, the annual employee turnover rate may be less than 1%.

Employee turnover is not as high or as low as possible. Generally, there is a problem when the annual employee turnover rate of an enterprise is less than 2% or higher than 10%. The annual employee turnover rate is less than 2%, indicating that the enterprise may be a state-owned enterprise in a monopoly position, and the competitiveness of human resources is not strong.

If the annual employee turnover rate is higher than 10%, it means that the employees of the enterprise are in turmoil and there are big problems in enterprise management.

A good company will care about whether the employee is working continuously and whether he changes jobs too often. Similarly, good candidates are concerned about the stability of the company's employees, whether the employee turnover rate is too high, and whether they have jumped into the "turnover trap".

"Turnover trap" means that the turnover rate of the position is very high, which leads to many reasons for the high turnover rate of the position, but the enterprise managers are indifferent to the problem, and the candidate will inevitably leave the job in a short period of time after entering the position, causing great losses to himself.

The internationally accepted formula for calculating the turnover rate is: the number of resignations ((the beginning of the period + the end of the period) 2) The turnover rate is greater than 100% is also a normal value, indicating that the total turnover of personnel in the period has been greater than the total number of employees, and does not mean that all employees have left.

The turnover rate is calculated as 100% of the number of resignations = number of departures (number of departures + number of periods at the end of the period).。A normal, high-profile enterprise has a turnover rate of no more than 5% of its annual employees. The annual turnover rate of individual enterprises, such as Huawei and Foxconn, can be as high as more than 10%.

In some state-owned enterprises, the annual employee turnover rate may be less than 1%.

Turnover rate purposes

Most HR managers calculate the turnover rate, just looking at a number, indeed, we calculate the turnover rate, what can we do? It's just a number, at most I think it's too high, and I want to improve something, and this number is moderate, and I think it's not bad. So, how can we see what needs to be improved by the turnover rate?

Human resources workers should find problems and solve problems, not just make a statistical report to the leader to see, we calculate the turnover rate, should not be satisfied with just a surface number, but also need to find problems from the numbers! Based on this requirement, we need to analyze the exit.

The three-dimensional turnover rate calculation and analysis method is a set of multi-dimensional turnover rate calculation and analysis methods based on the classification of enterprise employees. The so-called three-dimensional turnover rate refers to the comprehensive turnover rate of the enterprise, the turnover rate of new employees, and the turnover rate of old employees.

This method conducts a multi-dimensional analysis of the turnover situation according to the classification of the nature of employees, and finds out the deficiencies of the enterprise in human resource management, so as to make targeted improvements.

The correct formula should be: Turnover rate = Number of departures (number of departures + number of periods at the end of the period) 100%.

The turnover rate is the number of people who leave the company at a certain time (e.g., monthly) divided by the number of people on record in the company in that month and multiplied by 100%.

The denominator is defined as the cumulative number of employees registered in the month, and the so-called cumulative number of employees refers to the total number of employees who have been registered in the month, which is equal to the number of employees at the beginning of the month plus the number of new employees in the month, and is also equal to the sum of the number of employees at the end of the month and the number of employees leaving the month.

Calculation example: Assuming that the number of employees at the beginning of January, the number of sales at the end of the period, the number of hires, and the number of resignations of a company are respectively, then the turnover rate in January = 35 (50+3) 100% = 35 (35+18) 100% = 66%.

1. The formula for calculating the annual turnover rate is usually used:

Annual turnover rate = cumulative number of annual resignations (annual number of employees + annual number of employees) * 100%.

2. The calculation of the monthly turnover rate is usually used:

Monthly turnover rate = monthly number of employees Monthly number of employees + monthly number of employees.

3. Generally, the monthly turnover rate will be used to calculate:

Annual average turnover rate = monthly turnover rate 12 months plus 12.

Calculation example: Assuming that the number of employees at the beginning of January, the number of people at the end of the period, the number of hires, and the number of resignations in a company are respectively, then the turnover rate in January = 35 (50+3) 100%=35 (35+18) 100%=66%.

Annual Departure Rate = Annual Resignation (Number of Incumbents at the Beginning of the Year + Number of Backward Persons of the Year) 100% Annual Resignation Rate = Annual Resignation (Number of Last Incumbents of the Year + Number of Retirees of the Year) 100%.

Hello, it is a pleasure to serve you, the formula for calculating the annual turnover rate is as follows: Formula 1 Turnover rate = the number of resignations in the current period The number of employees in the current period * 100% Formula 2 Turnover rate = the number of resignations in the current period The number of current employees * 100% Formula 3 Turnover rate (monthly average) = the sum of the monthly turnover rate 12 Formula 4 Turnover rate = the number of resignations (the number of employees at the beginning of the period + the number of employees in the current period). I hope my reply can help you, and I wish you a happy life!