This document discusses employee turnover at Company X bank. It provides background on the company's mission, vision, values, and goals. It then reviews literature on defining turnover and its types. Key factors that affect turnover are identified as job-related like lack of recognition, and organizational like weak communication. Effects of turnover on costs and customer service are noted. Methods to measure and minimize turnover are outlined. Specific data on Company X shows an annual turnover ratio of 16%, mainly in middle management. Promotion opportunities and management issues are primary reasons. Analysis of exit interviews and satisfaction surveys helps identify costs of turnover and issues. Recommendations are made to offer advancement, benefits, training, and improve leadership and reviews to reduce turnover.

1. EMPLOYEE TURNOVER

2. Mission
Through an international network linked by advanced
technology, including a rapidly growing e-commerce
capability, Company X provides a comprehensive range of
financial services: personal financial services; commercial
banking; corporate, investment banking and markets; private
banking and other activities.

3. Vision
The world's local bank

4. Values
 Dependable
 Open to different ideas and cultures
 Connected to customers, communities, regulators and
each other

5. Goals
 To be the world’s leading and most respected international
bank
 A network of businesses connecting the world
 Wealth management and retail with local scale
Actions to be completed by 2017

6. Literature Review

7. Definition
 What is meant by turnover?
The ratio of the number of organizational members who have left
an organization divided by the average number of people in
that organization during a certain period of time.

8. Types of Turnover
Turnover
Voluntary
Functional
Dysfunctional
Avoidable
Turnover
Unavoidable
Turnover
Involuntary

9. Factors that Affect Turnover
Job-related factors
- Lack of recognition by the
organization
- Job dissatisfaction
- Role ambiguity
- Unclear expectations of peers
and supervisors
- Vagueness of performance
evaluation methods,
- Job pressure
Organizational factors
- Organizational instability ( low
level of efficiency and thus
unstable profitability)
- Cost-oriented approach to
manage employees
- Weak communication
systems ( employees not
involved in the decision
making)

10. Effects of Turnover
 Costly on the organization
 Negative effects on profitability of the organization
 Customer service and satisfaction

11. How to Measure Turnover
 Credibility when reporting turnover ( info abt turnover to management is
misleading thus problem is not 100% solved)
 Cost of turnover must be measured

12. Minimizing Turnover
 Selection process enhancement
 On-job training opportunities
 Employee engagement in the company
 Knowledge accessibility
 Workforce optimization
 Employee empowerment

13. Interviewwith the HRManager

14. Facts & Figures
• 2500 distributed in 72 branches and
back office departmentsHeadcount
• 16% is the annual turnover
percentage, mainly in the Middle
Management Staff
Annual
Turnover
Ratio

15. Facts & Figures
70 %
30%
Turnover Proportion
Retail (Braches) Back Office Dept

16. Main factors for Turnover
Promotion and Career Development Management Issues

17. Promotion and
Career
Development
Limited
Advancement
Opportunities
A lack of
recognition
Faith and
confidence
shaken
Growth
opportunities
not available

18. Management Issues
Communication
Between Managers
and direct reports
Coaching and
feedback are
lacking
Decision-making
ability is lacking

19. ClearStatementof the problem
Bank X is facing a high rate of employee turnover in the last
two years in the following Job Titles: Teller, CSR and Sales
(indoor & Outdoor)

20. Methodof Analysis

22. Employee distribution vs. headcount

23. Employee attrition vs. distribution

26. AnalysisTools

27. Exit interview Results

28. Employee Satisfaction Survey Results

29. Cost of Turnover(Recruitment & Training)

31. Recruitment Cost

32. Training Cost

33. Total Cost of Recruitment = 333300
Total Cost of Training =135860

34. Cost Per Employee

36. Conclusion
X bank is facing a high rate of employee turnover of 16% &
the main reasons for this issue are :
 Opportunities for growth and advancement (Promotion)
 Management-related issues

37. How to solve the problemand Recommendations

38. Offer potential for advancement
Offer competitive benefits
Encourage friendly employee relationships
Conduct regular employee reviews
Create a database for the exit interviews and ensure
continual analysis
Train Leaders

39. Limitationsof Report

40. Thank You