The document is a questionnaire about employee attrition. It contains 20 multiple choice and open-ended questions about attrition trends, reasons for attrition, consequences of attrition, and strategies to counter attrition. The questions are aimed at understanding attrition from the perspective of employees at different levels and departments within an organization.

1. QUESTIONNAIRE
The Objective of the research is to understand the phenomena, trends & other factors that contribute Employee
Attrition. The Researcher assures you that the analysis / your response / opinion shall be kept highly confidential &
shall only be used for the current research. None of the research outcomes or components shall be used for any other
purpose except purely academic.
Name: _______________________________________________________________
Contact No: ___________________________________________________________
Name of the organization: _______________________________________________
Designation: ___________________________________________________________
Age group:
a) Upto 30 yrs b) 31- 40 yrs c) 41-50 yrs d) 51-60 yrs e) Above 60 yrs
Department:
a) Production b) HR c) Finance d) Marketing e) Other
Length of service:
a) 0-1 yrs b) 1-2 yrs c) 2- 3 yrs d) 3-5 yrs e) 5 yrs& more
Q1. Which of the Following is the greatest HRM Challenge faced by your Organization?
a) Performance Management
b) Employee Attrition
c) Employee Absenteeism
d) Employee Training Ineffectiveness
e) Low Employee Morale
f) Lack of Employee Engagement
Q2. Is Employee Attrition a recognized HR Challenge for your Organization?
a) Yes
b) No
Q3. State the major reasons of attrition in your company:
a) Employee’s expectation of the job
b) Absence of conducive workplace environment
c) Mismatch of job profile
d) Lack of career growth
e) Odd working hours
f) Stress and work-life balance
g) Lack of proper compensation
Q4. Which of the following Employees in the experience range are most Susceptible to
Attrition?
a) 2-5 Years of Experience
b) 5-8 Years of Experience
c) 8-12 Years of Experience
d) 12-15 Years of Experience
e) 15+ Years of Experience

2. Q5. Which Level of Employees in your Organization is most susceptible to Attrition?
a) Junior Management
b) Middle Management
c) Senior Management
d) Top Management
Q6. Does your organization make it mandatory for the Employees to serve a Notice period?
a) Yes
b) No
Q7. What is the Duration of Notice period in your organization?
a) No Notice Period
b) 30 Days
c) 45 Days
d) 60 Days
e) More
Q8. What is the Main Objective of your Notice Period?
a) Handing Over Charge to the Incumbent Taking over
b) Training the Incumbent Taking over
c) Finishing Tasks-at-hand
d) All of these
Q9. Do the Attrition trends in your company make you believe that it's Ultimately Money that is
influencing the decisions related to Resignations & Retention?
a) Yes
b) No
Q10. Do you think that an increasing number of industries is adversely affecting Employee
Retention in your company & is leading to higher employee attrition?
a) Yes
b) No
Q11. Does your Organization have any 'No Poaching Pact' (A Mutually Agreed Arrangement
that prohibits hiring or poaching employees from member Organizations) with other companies
that are likely to hire your ex-employees?
a) Yes
b) No
Q12. Do you think that a 'No Poaching Pact' (A Mutually Agreed Arrangement that prohibits
hiring or poaching employees from member Organizations) can help you & other similar
organization to deal with Employee Attrition?
a) Yes
b) No
Q13. Which of the following would you enlist at the consequence of Attrition for your
Organization?
a) Waiting Period Before the Next Incumbent Takes Charge & Starts To Deliver
b) Cost of Hiring the Next Incumbent
c) Cost of training the Next incumbent
d) Impact of the Transition on the End Product/Service Quality
e) Impact on Existing Customer/Client Base

3. Q14. Which of the following is the most damaging consequence of Attrition for your
Organization?
a) Waiting Period Before the Next Incumbent Takes Charge & Starts To Deliver
b) Cost of Hiring the Next Incumbent
c) Cost of training the Next incumbent
d) Impact of the Transition on the End Product/Service Quality
e) Impact on Existing Customer/Client Base
Q15. Has your Organization adopted any creative HRM Strategy to counter Employee Attrition?
a) Yes
b) No
Q16. Do you conduct an Exit Interview of the Employees Who Resign from your Organization?
a) Yes
b) No
Q17. Does your Organization have a Policy to Attempt to Retain the Resigning Employee by
offering increased benefit?
a) Yes
b) No
c) Depends on the Individual's cost & value to the organization
Q18. What kind of Benefits does your organization offer to Resigning Employees if they consent
to continue their services?
a) An Improved Remuneration
b) A Promotion or Title Advancement
c) A Retention Bonus
d) No Lure Back Policy
Q19. Please explain how Employee Attrition is ultimately impacting your Organization.
Q20. Please suggest ways, that you may think can help to counter the HR Challenge of
Employee Attrition.