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Attrition has been quite an issue for practically all the employers and attrition calculation a headache for HR professionals. There are N number of ways to calculate attrition rate, many of them quite illogical, still widely used.
This Skilkit explains all the important components and aspects of the issue, so as to arrive at the most appropriate way to calculate attrition.
To quote a few lines:
First of all, let us talk of the Time Interval you should be using to calculate attrition. Consider an example. If the employee strength at the beginning of a period is 10 and 2 of them leave, the attrition is clearly 20%. However, analyzing it further, you will notice that when the first person leaves, it is 1 out of 10 (and hence 10%); but at the time of second departure, it is 1 out of 9 (therefore ). So, it all depends on what time intervals you are using for the calculation. While, a year is too long a period, it can not be on daily basis either. For all practical purpose, a month is quite a reasonable time period.
This is just one of the aspects to be considered. There are at least three more. You can read about all of them and also calculate attrition rate in your company / department (upto 5 categories and overall) using 'ready to use' Skillscape templates available in this Skilkit