I would like to ask how to calculate the staff turnover rate?

Generally speaking, the employee turnover rate can be calculated using the following formula: Employee turnover rate = the number of employees who leave the organization within a certain period (usually one year) ÷ the number of employees in the same period × 100%.

Extended information:

Due to the loss of employees, companies will suffer certain losses to varying degrees and angles. For example, it is the outflow of the most important knowledge and skills and the loss of a small part that cannot be managed well. In this case, based on the actual situation of the company, we formulated improvement measures to reduce the employee turnover rate, as follows:

1. Remuneration to retain people requires both running and eating grass. Increase overtime pay for employees so that their remuneration is competitive within the industry. For employees in current companies, remuneration is a very realistic thing. If the company wants employees to work hard but does not want to pay reasonable salaries, it may be difficult to achieve.

⒉ Strictly control overtime, and the labor law stipulates that working hours should not exceed 44 hours per week.

⒊Emotions keep people, everyone has feelings. Especially in China, a country with strong human touch, starting from an emotional perspective and creating a feeling of home for employees in the company will often get twice the result with half the effort.

⒋The company attaches great importance to employees, strengthens humanized management, and improves employee welfare.

⒌Retain people for your career and make employees the owners of the company. Carrying out bold authorization to create an environment for talents to display their talents and values, and at the same time provide equity incentives for middle and senior managers and core employees, allowing them to become shareholders of the company, so that they can closely link their own destiny with that of the company, thus Make them stable.

⒍The system retains people. Form some scientific and long-term incentive and restraint mechanisms. For example, companies should not issue year-end bonuses for the entire year at once before the Spring Festival holiday.

⒎Amend the labor contract and provide a certain amount of reward to employees who have completed more than 3 years of service.

⒏Strictly control entry and recruit employees who are suitable for the company.

⒐Clear employment standards, correct employment attitudes, improve employment concepts, and give up speculative psychology. We cannot recruit a large number of employees during the peak season and lay off a large number of employees during the off-season.

⒑ Focus on on-the-job training for employees, establish a talent training mechanism, and help employees plan their careers.

⒒ Improve the integration speed of new employees with the team and the company.

Baidu Encyclopedia-Employee Turnover Rate