How is the employee onboarding rate calculated? How to calculate the turnover rate of new employees

There are two ways to calculate the employee entry rate from the direction of entry.

The first type: the overall entry rate = the number of formal recruits in the month The number of recruits in the month (or the total number of recruits in the month) * 100%.

Type 2: Formal employment rate = (number of employees in the current month Number of hires in the month) 100%.

The first algorithm refers to the ratio of the actual number of hires to the overall number of interviews, and the second algorithm refers to the ratio of the number of hires to the number of hires.

In addition, there is an algorithm for the entry rate related to the number of departures, and it can be seen from the different algorithms of the employee entry rate that the content of this data is different, and the direction of work that needs to be guided is also different.

If you only calculate the proportion of the number of recruits to the number of interviews, then the main direction is recruitment; If the proportion of the number of recruits to the number of people who pass the interview is calculated, then it is aimed at interview questions and onboarding management questions; Of course, the onboarding rate, including the number of departures, will include most of the problems.

Therefore, to calculate the employee entry rate, you must first solve the problems in which aspects you need to solve, and then set up the calculation method for these problems.

Recruitment entry rate: the number of successful applicants All applicants x 100%.

For example: (30 applicants and 5 admitted, then 5 30x100% = entry rate.)

Summary. The first calculation method of employee turnover rate calculation: turnover rate The number of people who left the company during the period The number of people who left the period 100 is selected as a sample, which is mostly used for the analysis of the short-term (monthly) turnover rate.

The first calculation method of employee turnover rate calculation: turnover rate The number of people who left during the period The number of people who left the period 100 at the beginning of the period is selected as a sample, which is mostly used for the analysis of the short-term (monthly) turnover rate.

The second calculation method: the turnover rate of Changyin The number of resignations during the period The number of budgeted employees is 100, and this calculation method selects the number of budget clerks as a sample, which is mainly used to measure the annual turnover rate.

The third calculation method: turnover rate The number of resignations during the period (the number of people at the beginning of the period and the number of people at the end of the period) 2 100, the average of the number of people at the beginning of the period and the number of people at the end of the period were selected as the sample, and this turnover rate is suitable for enterprises with stable or stable growth of manpower in the short and medium term (half a year, quarter, month) to measure the turnover rate.

Different enterprises should choose different ways to calculate the employee turnover rate in different periods, the lower the employee turnover rate, the better, and the higher the better, which should be judged according to the company's own situation.

The formula for calculating the onboarding rate is as follows: Onboarding rate = final successful onboarding 100% of the total number of recruits.

The materials required for the new hire onboarding process are as follows:

1. Employees fill in the "Application Registration Form" and submit various documents for inspection

2. 3 one-inch bareheaded**;

3. Original ID card or copy of household registration;

4. Original academic qualifications and degree certificates (students should provide the original student ID);

5. Original qualifications or qualification certificates;

6. Proof of dissolution or termination of labor contract with the original unit;

7. Certificate of physical examination;

8. Sign labor contracts, confidentiality agreements and job descriptions with employees.

The purpose of the induction training usually includes the following:

1. Reduce the stress and anxiety of new employees;

2. Reduce the cost of starting into a spine;

3. Reduce employee turnover;

4. Shorten the time for new employees to reach the level of proficiency;

5. Help new employees learn the values, culture and expectations of the organization;

6. Assist new employees to obtain appropriate role behaviors;

7. Help new employees adapt to the work group and norms;

8. Encourage new employees to form a positive attitude.

Onboarding is widely adopted in organizations of all sizes. Different organizations use different onboarding methods.

Pro: Overall onboarding rate = total number of announced hires in the current month Total number of callups in the current month (or the total number of recruits in the current month) * 100%; Shengyuan.

Announced employment rate = (total number of announced hires in the current month Total number of admissions in the current month) * 100%.