Knowledge about turnover rates, how to write to reduce turnover rates

It's good to ask the boss to increase the salary, and I'll come over if I get more.

Xingpeng Zaochang Middle Headhunter specially invited Dean Li Peilin, President of Xi'an Innovative Talent Research Institute, to answer the question of "how to reduce the turnover rate of enterprises" for you

1. Turnover rate formula: turnover rate = number of resignations 100% of the average number of payroll employees

2. The formula of the new entry rate: the new entry rate = the average number of new recruits in the payroll 100%.

3. HR common formula: recruitment achievement rate = (number of registered people + number of people to be registered) (number of planned additions + temporary additions); Employee entry rate = number of registrations at the beginning of the period; Turnover rate = (employee entry rate + turnover rate) 2

1. The formula for employee turnover rate is: turnover rate = number of resignations 100% of the average number of employees in the payroll

2. The formula for the new employee rate is: new rate = new number of new employees 100% of the average number of salary book

3. HR common formula:

1) The ratio of new employees The number of employees who have been regularized The total number of employees 2Ratio of Replenished Employees Number of persons replenished for separation gaps Total number of persons in service.

2), the rate of change the number of changes in the total number of employees 5Personnel expense ratio (labor cost per capita * total headcount) Total sales revenue for the same period.

The employee turnover rate is the ratio of the number of people who leave a unit of time (assuming it is measured in months) to the average number of people on the payroll every month.

The formula is: turnover rate = number of resignations average number of employees in the payroll 100% new employee recruitment rate is the ratio of the number of new employees to the average number of employees in the payroll.

The formula is: new enrollment rate = new enrollment 100% of the average number of payroll employees

Want to see what these two indicators mean.

How to calculate, I'm also struggling with this.

See what's different These two indicators are very important for HR work

What other data do you want to organize the data?

I'd love to see, top top top I continue to top stickers. ，

= The lower the turnover rate, the less necessary talent flow and fresh blood of the enterprise, resulting in an unreasonable overall personnel structure.

The normal turnover rate of enterprises is 5%-15%.

I think 30% is more scientific in the case of retaining the backbone, I have done human resource management in n enterprises, and I summarized it myself.

There is no authoritative data on how normal the turnover rate is. The standard of turnover rate of different types of enterprises is different, generally speaking, the turnover rate of enterprises is basically within the normal range of 3%-10%. At the same time, the turnover rate data itself is not relevant to the enterprise, and the key is to analyze the reasons behind the turnover rate data, identify management problems within the organization and improve them.

For example, if an enterprise has a high turnover rate due to the unqualified evaluation of new employees during the probationary period, it means that there are problems in the recruitment process and the training process of Credibility Anon that need to be improved. In short, through the analysis of the turnover rate, it is beneficial to the development of the enterprise to find the crux of the enterprise's human resource management, continuously optimize internal management, and improve the per capita labor efficiency of human resources.

There is no authoritative top number, the key depends on the reason:

The key lies in the reason for resignation, if it is a high level of normal dismissal, it means that there is a problem in the recruitment process, if it is a voluntary resignation, even if the proportion is not high, you need to pay attention.

Another factor is whether it affects production, because there are two situations of insufficient and excessive staffing, and it is also related to whether the reserve staff is sufficient, if it is easy to recruit mature new employees, the rational rate can be larger, if it is difficult to recruit the right employees, the turnover rate will be smaller. If there is a serious shortage of staffing, once you leave the company, it will affect production, so you need to adjust it, increase the number of employees, reduce labor intensity, and reduce the sanity rate.

First, the workers are graded according to their positions, and then the turnover rate is more appropriate according to the grade.

Usually, the turnover rate of front-line ordinary workers should not be a big problem at about 40, but the key is to consider the vacancy rate, if there are more vacant posts, it will inevitably affect production.

As for the quality control personnel, do not exceed 10.

An enterprise is a soldier of an iron-clad battalion. Don't think too much about worker turnover.

You're awesome!

Done n businesses.