How is employee turnover calculated? How to calculate employee turnover rate?

If you want to get an accurate calculation of employee turnover rate, there is a data basis, so you should first design an "employee roster" and have accurate data, so that you can solve the problem when you need it.

Clarify the formula for calculating the employee turnover rate = (number of employees who leave the company) * 100%, where the number of employees changes every day for a period of time, then we calculate it based on the average of the number of employees at the beginning of the period and the number of employees at the end of the period.

Pay special attention to the accuracy of the date of entry and departure of employees. Because the "employee turnover rate" is the ratio of employees who leave the company over a period of time to all employees, we must first determine how many employees there are at the beginning of the period, and if we calculate the turnover rate for one year, we should first clarify the total number of employees at the beginning of the year, that is, January 1, 2015; If the turnover rate is one month (e.g. April 2014), then the total number of employees as of April 1, 2014 = 12 should be clarified first.

After the number of people at the beginning of the period is clear, we need to clarify the number of people at the end of the period, for example, the total number of workers on April 30, 2014 = 17 people. Find out the number of departures during the calculation period, e.g. the number of departures between April 1 and April 30, 2014 = 3.

Employee turnover rate = (average number of employees who left during the period) * 100%, that is, employee turnover rate in April 2014 = 3 [(12+17) 2]=

In general, employee turnover can be calculated using the following formula: employee turnover rate = number of employees who leave the organization in a certain period (usually a year) 100% of employees in the same period.

Employee turnover rate is the ratio of resigned employees to the average number of employees per unit of time.

Monthly employee turnover rate = number of employees lost Total number of employees * 100%.

Annual employee turnover rate = sum of employee turnover rates for each month of the year.

Average annual employee turnover rate = the sum of employee turnover rates for each month of the year 12 months.

The annual turnover rate of the company's personnel is the "annual employee turnover rate".

Annual employee turnover rate = number of employees leaving the organization in a year 100% of employees in the same period.

Function: The employee turnover rate is the proportion of the employees who leave the company in the total number of employees in the statistical period, and analyze the reasons for the employee turnover so that measures can be adopted in time.

Annual turnover rate of employees who leave the company (current employees who leave the company throughout the year).

Employee turnover rate: the proportion of employees who left the company in the total number of employees in the statistical period.

Employee turnover, with inter-departmental transfers. Employee turnover refers to resignation. Here's how I understand it.

Formula 1: Number of employees lost Average number of employees during the year (average number of employees during the year Number of employees at the beginning of the year Number of employees at the end of the year 2);

Formula 2: Number of employees lost Number of employees in January Number of employees in February ....Number of employees in December 12

In general, employee turnover can be calculated using the following formula: employee turnover rate = number of employees who leave the organization in a certain period (usually a year) 100% of employees in the same period.

In general, the employee turnover rate of a company is calculated on a monthly basis, and the turnover rate is calculated by dividing the total number of people leaving the company in the month by the average of (the number of employees at the beginning of the month + the number of employees at the end of the month) and multiplying the percentage. Foreign companies calculate the quarterly and annual employee turnover rate by adding up the total monthly employee turnover rate to measure the turnover rate.

Employee turnover analysis

The aim is to grasp the number of employees who are losing their jobs, analyze the causes of employee turnover, and take measures in a timely manner.

In general, employee turnover can be calculated using the following formula:

Employee turnover rate = number of employees who leave the organization in a certain period (usually one year) 100% of employees in the same period.

Indicators are widely used because they are easy to calculate and understand. But this indicator can also be misleading at times.

When using the employee turnover rate for analysis, it is necessary to calculate the total employee turnover rate from the company's perspective, and calculate the turnover rate separately by department, specialty, position, job level, etc., so as to help understand the real situation of employee turnover and analyze the causes of employee turnover.

The above content reference: Encyclopedia - Employee turnover rate.

The employee turnover rate is the proportion of employees who leave the company in the statistical period to the total number of employees in the organization. Employee turnover rate = number of employees in turnover (number of employees at the beginning of the period + number of employees added in the current period) * 100%.

Employee turnover rate = number of employees in the current period (number of employees at the beginning of the period + number of employees added in the current period) * 100%.

In the past, the calculation formula was based on the number of people at the end of the period or the average number of people, which was not comprehensive, and the calculation base of the turnover rate should be all the personnel in the same period.

Employee turnover

Due to the loss of employees, enterprises will have certain losses to varying degrees and angles. For example, the outflow of the most important knowledge and skills and the loss of a small part of the undermanagement. In this case, we combine the actual situation of the enterprise to formulate improvement measures to reduce the employee turnover rate, as follows:

1. The treatment of people is not only to run the horse, but also to eat grass for the horse. Improve the overtime pay of employees, so that the treatment of employees has a certain competitiveness in the industry. For the employees of the enterprise, the treatment is a very realistic thing, and the company wants to let the employees work hard, but do not want to pay a reasonable salary, I am afraid it is difficult to achieve.

2. Strictly control overtime, and the labor law stipulates that the working hours per week shall not exceed 44 hours.

3. Feelings keep people, everyone has feelings. Especially in China, a country with a strong sense of human touch, starting from an emotional point of view, creating a sense of home for employees in the enterprise will often receive twice the result with half the effort.

4. The company attaches great importance to employees, strengthens humanized management, and improves employee welfare.

The above content reference: Encyclopedia - Employee turnover rate.

Generally speaking, the employee turnover rate refers to the percentage of employee turnover in a certain period, usually refers to the proportion of the number of employees lost to the average number of employees in the same period, and is usually calculated as follows:

Employee turnover rate in the reporting period = the number of employees in the reporting period The average number of employees in the same period 100% The active turnover rate in the reporting period = the number of employees in the reporting period The average number of employees in the same period is 100%.

Passive turnover rate in the reporting period = the number of employees in the reporting period The average number of employees in the same period is 100%.

Correspondingly, the employee turnover rate in a certain month = the number of employees lost in the current month and the average number of employees in the enterprise in the current month is 100%.

Annual employee turnover rate = number of employees in the current year The average number of employees in the same year is 100%.

It is worth noting that here:

The average number of employees at the beginning of the year ≠ (the average number of employees at the beginning of the year + the average number of employees at the end of the year) 2

Although there are a lot of people who are counted according to this. According to the National Bureau of Statistics, it should be calculated as follows:

The average number of employees in the enterprise = the sum of the average number of employees in each month for 12 consecutive months in the same year 12

Obviously, the annual employee turnover rate of an enterprise ≠ the sum of the employee turnover rates of each month in the same year, but in practice, many people often calculate it this way. In addition, the employee turnover rate calculated based on the above companies may be greater than 100%.

Why do <> employees leave their jobs? Why don't employees feel a sense of belonging in the company? This is a question that managers must think about.

Human capital is the most important capital of a company, so how to reduce the employee turnover rate? For employees who are driven by money, give appropriate monetary incentives. In fact, no matter what type of employee it is, a stable and relatively good income is the basis for retaining employees.

For power-driven employees, appropriate promotions are given based on their contributions. For employees who want to be promoted, the promise and opportunity of promotion is more attractive than monetary incentives. For employees who value feelings and company atmosphere.

The company must create a good company atmosphere on the basis of giving employees appropriate remuneration. The incentives of "money, power, and affection" will never go out of style, but you must understand what type of employee your employees are, and prescribe the right medicine. The treatment is good enough, if a company is not good and wants to retain employees through other methods, it is in vain, employees go to work first to earn money and support their families;

Secondly, in order to realize self-worth, so the loss of employees is serious, first analyze whether there is a problem with your salary system. Secondly, employees go to work in order to realize their self-worth, and the company should build a stage for employees to show their talents, so that people can make the best use of their talents and materials, and employees will definitely take going to work as their own career. Reduce the flow rate, improve the sense of belonging, the boss trusts the employees, and treats the employees well.

Institutional norms, fairness and impartiality and openness. The management personnel who implement the process and system must be system-oriented, impartial! After doing a good job in these three tasks, it is necessary to review the salary system frequently, revise and adjust the salary of employees, which is the key to reducing turnover and attribution.

Mend the corporate culture and make employees loyal! The boss can be approachable, do not put on a show, do not reprimand employees, it doesn't matter if the salary is low, as long as you are happy, but it does not mean that the salary when you enter the company or factory for a long time, you have to increase the salary of employees more or less every year, so that employees know that they have been recognized by the boss or management personnel, if it is still the original salary for a few years, they will definitely be discouraged, which is the main reason for job hopping;

At the same time, it clarifies the rules and regulations of the enterprise, advocates the division of labor and cooperation of various departments, popularizes financial knowledge, and implements the financial accounting management of various departments. Organize collective activities, advocate team spirit, commend positive energy people and things, and do a good job in corporate culture. Do not shy away from corporate problems, and have the courage to face doubts.

Answer questions and solve the problems of employees, and deal with the problems of employees in a humane manner. Deal with the black sheep in the bud and never tolerate it.

First of all, the management system should be strengthened, and it is also necessary to improve the work efficiency of employees, create a good workplace atmosphere, and also need to improve the company's benefits and treatment, so as to retain employees and reduce the turnover rate of employees.

If you want to control the turnover rate, you should be kind to employees in normal times, give employees some good benefits, and stabilize the emotions of employees, so that there will be no resignation. Then we should also learn more about the psychological condition of employees and change the company's rules and regulations according to the situation of employees.

There must be certain rules and regulations in the company, and everyone needs to follow this system, and some reward and punishment systems should be set up, and more benefits should be prepared to avoid employees leaving.

You should review what problems have occurred in your company, and you should also discuss with employees, and you should also magnify employee benefits to control them.

Employee turnover rate = the number of outgoing employees of a certain group in a certain period The total number of employees at the beginning of the same period * 100%.

Employee retention rate = the number of employees in a certain group in a certain period Total number of employees at the beginning of the same period * 100% or.

Employee Retention Rate = 1 - Employee Turnover Rate.

For example, if 80 new technicians were recruited by a telecommunications company in January 2006 and 80 technicians left the company for various reasons in the six months of the first half of the year, the turnover rate for that batch would be 100 per cent (80,800).

If another 40 people leave between July and December of the next year, the turnover rate for that batch is 5% (40 800) in the second half of the year and 15% (120 800) a year later.

The churn rate is more suitable for call centers with stable or steady growth in manpower, and measures the churn rate in the short and medium term (half-yearly, quarterly, monthly). However, since there are off-season and peak seasons of attrition in a full year, the beginning and end of the period used to calculate the annual attrition rate using this formula are at the same point in time during the year, and the sample cannot accurately measure the number of objects in human resource management.

For example, if both the beginning and end of the period are in January (the end of the churn season), the sample will be overestimated and the churn rate will be underestimated. If both the beginning and end of the period are in July (the end of the churn season), the sample will be underestimated and the churn rate will be overestimated.

First determine the year that needs to be calculated, for example: calculate the turnover rate from 08 to 10 years: the average annual number of people in 08 is 150, the average annual number of people in 09 is 122, and the average annual number of people in 10 years is 101 people, (with 08 years as the personnel base year).

1.Calculate the turnover rate in 10 years versus 08 years: (150-101) 150*%=

2.Annual average churn rate:

And so on.

Churn rate Number of churn employees Number of regular employees (within an assessment cycle) The turnover rate is generally not calculated for probationary employees, and the following formula can also be used for data quantification according to the recruitment success rate

Churn rate this year Churn number of people this year Average number of people per year.

The average number of people per year = (the number of people at the beginning of the year + the number of people at the end of the year) divided by 2