Director Operations Development and Planning à Saudi Rasil Company
11 Sep 2013

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  1. Attrition and Measures to ControlAttrition and Measures to Control Presented by :Presented by : ID:ID:
  2. ATTRITIONATTRITION ""A reduction in the number of employeesA reduction in the number of employees through retirement, resignation or deaththrough retirement, resignation or death"" How many people are leaving each yearHow many people are leaving each year TurnoverTurnover = Number of staff leaving per year x 100 /= Number of staff leaving per year x 100 / average number of staffaverage number of staff
  3. Attrition RateAttrition Rate • A factor, normally expressed as a percentage, reflecting the degree of losses of personnel due to various causes within a specified period of time • The rate of shrinkage of manpower in size or number. • Reduction of employees by retirement, resignation & layoff. • A term used to describe voluntary and involuntary terminations, deaths, and employee retirements that result in a reduction to the employer's physical workforce.
  4. The formula and correct logic behindThe formula and correct logic behind calculation of ATTRITION RATEcalculation of ATTRITION RATE • [(No. Of attritions x 100) / (Actual Employees + New Joined)] /100.
  5. ExamplesExamples 1) Actual Employees No. Of people left No. Of Joined Total Employees 150 20 25 155 So according to the formula: ((20 x 100) / (150 + 25)) / 100 Which comes to 0.1142 i.e. 11% Now as you had 150 previously and now 25 joined so it makes 150 + 25 =175 Now if you calculate 11.42% of 175 i.e. 175 x 0.1142 = 20 Which clearly shows that 175 - 20 = 155, which is your current headcount and at the same time you can say my attrition is 11.42% that shows you lost 20 employees of 150 and 25 more joined which makes count to 175.
  6. ExamplesExamples 2) Actual Employees No. Of people left No. Of Joined Total Employees 100 50 0 50 • This is the special case where we are considering attritions only keeping into mind that nobody has joined in particular month. • So according to the formula: ((50 x 100) / (100)) / 100 • Which comes to 0.5 i.e. 50% • Now as you had 100 previously and now 0 joined so it makes 100 + 0 =100 • Now if you calculate 50% of 100 i.e. 100 x 0.5 = 50 • Which clearly shows that 100 - 50 = 50, which is your current headcount and at the same time you can say my attrition is 50% that shows you lost 50 employees of 100 and 0 joined which makes count to 50.
  7. Sector wise attrition rate/no.of yearsSector wise attrition rate/no.of years
  8. Business Process OutsourcingBusiness Process Outsourcing  One of the fastest growing segments of the ITES industry  Major Challenge: Employee Satisfaction
  9. Services OfferedServices Offered
  10. AttritionAttrition  Biggest challenge in the industry  Service oriented industry  Cost aspect  Loss of 25% revenue due to attrition  As per NASSCOM – cost of attrition in Indian BPO is 1.5 times the annual salary
  11. Continued …..Continued …..  Attrition in 2011 – 55%  Attrition rates in the industry:  Infosys BPO 28%  Wipro BPO 18%  TCS BPO 21-22%  Tesco HSC has seen a 6% drop in attrition
  12. Causes of AttritionCauses of Attrition Causes of attrition DriveDrive AttritionAttrition DragDrag AttritionAttrition EmployerEmployer PolicyPolicy QualityQuality PolicyPolicy HolidayHoliday PolicyPolicy Lack of importanceLack of importance Of JobOf Job LimitedLimited PromotionsPromotions StressfulStressful JobJob
  13. Specific Causes for AttritionSpecific Causes for Attrition Poaching • Use of referral schemes by competitors Growth Opportunities 1/10 is made a consultant • 1/100 is made a manager Personal Reasons • Change of place • Getting married • Higher education • Health Salary & benefits • Higher Salary • Better positions Work Environment • Rigid rules • Strict Monitoring • High Stress Levels • Nature of the job • Expectation mismatch
  14. What is Employee Retention?What is Employee Retention? Employee retention is a process inEmployee retention is a process in which the employees are encouragedwhich the employees are encouraged to remain with the organization for theto remain with the organization for the maximum period of time or until themaximum period of time or until the completion of the project. Employeecompletion of the project. Employee retention is beneficial for theretention is beneficial for the organization as well as the employeeorganization as well as the employee..
  15. Importance of Employee retention.Importance of Employee retention. The cost of turnoverThe cost of turnover Loss of company KnowledgeLoss of company Knowledge Interruption of customer ServiceInterruption of customer Service Turnover leads to more turnoverTurnover leads to more turnover Goodwill of the companyGoodwill of the company Regaining efficiencyRegaining efficiency
  16. Key Areas in Employee Retention Compensation Environment Growth Relationship Support
  17. Retention Strategies used in theRetention Strategies used in the IndustryIndustry  Daksh services and Global Vantedge –  cash incentives  GE, Wipro Spectramind –  management diplomas and MBA courses  Exl and ICICI one source –  hire outstation candidates  HCL Tech BPO Services, GTL –  career counseling and planning career paths
  18. RECRUITMENT PLANNING MODEL TO  CONTROL THE RATE OF ATTRITION •  Evaluating the Recruitment Channels  •  Careful Analysis of the Background of the Employee •  Assessing the Reasons for opting the Job  • Selecting the Right person for the Right Job • Clarity about the Job Profile and Appraisal System • Change the employable target audience  • Innovative Techniques to Recruitment  • Changing perception of employees from life style to career
  19. ConclusionConclusion • The multi-billion dollar BPO industry is racking its brains to solve the crisis, a complicated one that could prove to be disastrous in the long run. • Brand building has come up as a good panacea for the attrition problem. The Indian BPO industry is focusing on the process of brand building with a view to create respect and awareness of the job among the people. • Today, most of the BPOs are on the look out for freshers and agents with more than one-and-a-half to two years of work experience, rather than graduates with no prior experience in the industry. • The attrition rate which goes as high as 50-60% can be reduced to as low as 10-15% considering the recruitment planning model. If the present attrition rate goes on the outsourcing industry is likely to face a shortage of 262,000 professionals by 2012.