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DATA FOUND�DATA THAT CORRELATES WITH NUMBER OF ATTRITION IN THE COMPANY

Correlation between Attrition and Job Satisfaction

Attrition (Y/N)	Job Satisfaction Level					Grand Total
Attrition (Y/N)	1	2	3	4	NA	Grand Total
No	663	702	1104	1211	19	3699
Yes	197	138	219	156	1	711
Grand Total	860	840	1323	1367	20	4410
Attrition Percentage	23%	16%	17%	11%	5%	16%

Attrition (Y/N)	Environement Satisfaction					Grand Total
Attrition (Y/N)	1	2	3	4	NA	Grand Total
No	632	728	1164	1155	20	3699
Yes	213	128	186	179	5	711
Grand Total	845	856	1350	1334	25	4410
Attrition Percentage	25%	15%	14%	13%	20%	16%

Correlation between Attrition and Environment Satisfaction

Attrition (Y/N)	Years with current manager																		Grand Total
Attrition (Y/N)	0	1	2	3	4	5	6	7	8	9	10	11	12	13	14	15	16	17	Grand Total
No	534	195	882	369	261	81	75	555	291	174	72	63	54	42	9	15	6	21	3699
Yes	255	33	150	57	33	12	12	93	30	18	9	3			6				711
Grand Total	789	228	1032	426	294	93	87	648	321	192	81	66	54	42	15	15	6	21	4410
Percentage	32%	14%	15%	13%	11%	13%	14%	14%	9%	9%	11%	5%	0%	0%	40%	0%	0%	0%	16%

Correlation between Attrition and Year with current Manager

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DARCI

Decision Maker	Accountable	Responsible	Consulted	Informed
Chief Executive Officer	Head of Human Resource Human Resource Manager	Human Resource Team All department Managers (for leadership training & coaching) Company Trainer	Human Resource Director HR Consultant (External Resource)	Head of Human Resource Head of R&D Head of Sales

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HYPOTHESIS

If company gives reward to 70% employees after successful tasks, then employee attrition will decrease to 10%.
If leaders increase their 1-on-1 session to two times a month for each of team members to share same goals among team members, then employee attrition will reduce to 10%
If leaders increase their leadership skill from level 2 to level 4 then employee attrition will reduce to 10%.

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PROPOSED METRICS

Employee Net Promoter Score

To see how many employees are engaged and disengaged with the company

Employee Retention Rate

To see how many employee stays in workplace

Overall Attrition Rate

To see how many employees leave over the course of one year

Voluntary Attrition Rate

To see how many employees departure based on their own decision

Involuntary Attrition Rate

To see how many employees terminated from their position

*Note : Both Voluntary and Involuntary Rate is important to be measured because we need to know whether most employees leave on their own decision or because they are terminated, in order to point out the core problem of employee attrition. For example, If Involuntary turnover rate is higher than voluntary turnover rate, the problem could be in the hiring system.

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REASON BEHIND THE PROPOSED METRICS

Employee Net Promoter Score (NPS)

The Employee NPS metrics is important to measure in order for HR team to prevent high performing, but lower engaging employee to leave the company. Moreover, this can also be used to track on how many employees are disengaged and find out the reason behind it, to then take an action to increase their NP score.

Employee Retention Rate

This metrics is important since the goal of the company is to increase employees retention rate, therefore we need to be aware of our progress.

Overall Attrition Rate

This metric is the counterpart of the previous one, and its purpose is to inform and create awareness on the progress or if there other strategy we need to implement if the target missed.

Voluntary Attrition Rate and Involuntary Attrition Rate

Both Voluntary and Involuntary Rate is important to be measured because we need to know whether most employees leave on their own decision or because they are terminated, in order to point out the core problem of employee attrition. For example, If Involuntary turnover rate is higher than voluntary turnover rate, the problem could be in the hiring system.

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