Attrition analysis
A Report on
PATTERNS
AROUND
ATTRITION
Grasim Industries Limited
Staple Fibre Division
Birlagram, Nagda
By
Abhishek Singh Chouhan,
Alpine Institute Of Technology, Ujjain
Literature Review
OUR ASSEST WALK OUT OF THE DOOR EACH EVENING.WE HAVE TO MAKE SURE THAT THEY COME BACK THE NEXT MORNING.
-NARAYAN A MURTHY (CHIEF MENTOR OF INFOSYS)
Attrition in a work environment refers to a reduction or decrease in the size or strength the work force, or a gradual reduction in labor occurring through means other than firing employees. Both of these explanations can be applied to activities addressed by human resources, and both can have positive and negative ramifications for a company. Human resources teams factor attrition rates into their department budgets to account for potential losses in productivity and the costs associated with replacing departing employees. When attrition occurs, the remaining duties and job responsibilities can burden employees and managers with additional duties with no increase in pay. Even if HR staff members distribute the extra workload throughout other departments, they may witness managers moving on to other companies. The potential for employment promotion may no longer exist when positions are retired due to attrition. Employee morale can suffer a situation that HR should work to remedy before it becomes unmanageable.
Attrition is the gradual loss of employees over time. It is generally perceived as a negative because of the costs and challenges involved in hiring new employees to take over jobs. However, not all attrition is bad in the long run. Positive attrition results when the loss and replacement of an employee is better for the organization. The major factor in Attrition is costs. The process of losing and replacing an employee usually has both direct and indirect costs. Turnover in one position can cost several thousand Rupees between exit interviews, job
PATTERNS
AROUND
ATTRITION
Grasim Industries Limited
Staple Fibre Division
Birlagram, Nagda
By
Abhishek Singh Chouhan,
Alpine Institute Of Technology, Ujjain
Literature Review
OUR ASSEST WALK OUT OF THE DOOR EACH EVENING.WE HAVE TO MAKE SURE THAT THEY COME BACK THE NEXT MORNING.
-NARAYAN A MURTHY (CHIEF MENTOR OF INFOSYS)
Attrition in a work environment refers to a reduction or decrease in the size or strength the work force, or a gradual reduction in labor occurring through means other than firing employees. Both of these explanations can be applied to activities addressed by human resources, and both can have positive and negative ramifications for a company. Human resources teams factor attrition rates into their department budgets to account for potential losses in productivity and the costs associated with replacing departing employees. When attrition occurs, the remaining duties and job responsibilities can burden employees and managers with additional duties with no increase in pay. Even if HR staff members distribute the extra workload throughout other departments, they may witness managers moving on to other companies. The potential for employment promotion may no longer exist when positions are retired due to attrition. Employee morale can suffer a situation that HR should work to remedy before it becomes unmanageable.
Attrition is the gradual loss of employees over time. It is generally perceived as a negative because of the costs and challenges involved in hiring new employees to take over jobs. However, not all attrition is bad in the long run. Positive attrition results when the loss and replacement of an employee is better for the organization. The major factor in Attrition is costs. The process of losing and replacing an employee usually has both direct and indirect costs. Turnover in one position can cost several thousand Rupees between exit interviews, job