Understanding why people leave an organization is on top of the agenda for most organizations. While attrition is highly dependent on factors such as the industry you work in and the domains that the employees work in, it is still important to know why people are choosing to leave.
This can help you make decisions which can retain more employees and save costs for the organization. You can also fix burning problems within the organization that is causing people to leave.
Your Keka HR Portal comes with a full set of tools to dig deep into your attrition data and understand what is going on in the various departments and locations.
Let us take a look at how attrition analysis can be done on Keka.
TABLE OF CONTENTS
- Navigating to the Attrition Analytics tab
- Attrition by time
- Attrition by demographics and other parameters
Navigating to the Attrition Analytics tab
To view your attrition data, go to Org (1) from the left navigation pane. From the Dashboard tab (2), select Analytics (3). Go to Attrition Analysis (4) from here.
This page will give you in-depth information about attrition in your organization. You can filter the data on many parameters.
- Departments - You can view the attrition data for the whole organization, a department, a sub-department or a set of departments.
- Location - You can view attrition data across a single location, a set of locations or the whole organization. This allows you to group locations by regions as well when performing your analysis.
- Date range - Want to view attrition data for the whole year? Or how about for a particular quarter or month? You can use the date range filter to set it up how you would like.
- Exit Type - View attrition data for particular exit types. If you want to consider only those who resigned and not those who were terminated, you can select this from the exit type filter.
You can also dig deeper into attrition and find out more about attrition trends. There are 2 major sections to talk about.
Attrition by time
Timing is one of the critical factors affecting attrition. There can be spikes and troughs in some periods while it maybe stable in other periods. Knowing this can help you plan for it and also try to retain more employees. In the Keka HR Portal, you can view the following data based on time as a parameter.
1. Overall attrition
This tells you the overall attrition trends in the organization on a monthly basis for the date range you have selected. You can also view this for a particular department or location. There is also the option to switch to the percentage of employees from the count of employees if you choose to do so.
2. Years in the Organization
Years in organization tells you the tenure of the people who have left the organization. This can be important in understanding what are the common periods in an employee's lifecycle in the organization where they are more likely to leave.
3. Months since Salary Revision
This graph will show you how attrition corresponds to salary revisions that the employees received. It will help you determine how salary revisions play a role in attrition. if you see a spike in attrition a particular time period after the previous salary revision, it can help you plan salary revisions better.
Attrition by demographics and other parameters
You can also track attrition in your organization based on a few other parameters.
1. Age
This graph shows you the distribution of age of those employees who are exiting the organization. You will be able to track if there is high attrition among a particular age group and you can then design strategies to retain more employees who fall within this bracket.
2. Gender
You can view the attrition statistics grouped by gender using this graph. You will be able to track if there is higher attrition among one gender in your organization which could point to systemic problems within your organization.
3. Exit type and Exit Reason
The next 2 graphs shows attrition trends with exit type and exit reason as a parameter. You can see if most of the employees who exit are being terminated or resigning by their own accord. You can also see the most common reasons why people are choosing to leave allowing you to fix problems in these aspects.
4. Performance rating
It is also important to know how the employees who leave have been performing. If you find that people who are great performers are leaving in large numbers, it could point to serious issues. If it is mostly those who have been classified as low performers, it may not be alarming for the organization.
5. Compensation range
Not being paid a fair salary is often one of the top reasons why people choose to quit an organization. The final graph on this page shows you the compensation range of those who has chosen to quit the organization. By looking at the data, you will be able to see what group of employees are leaving the organization the most.
That's the end of this article on tracking attrition analysis on Keka.
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