Summary of the first-class human resources elite testing center: calculation and analysis of employee turnover rate

Employee turnover rate is one of the important indicators in enterprise human resource management, which can reflect the internal talent flow and employee satisfaction with the enterprise, thus providing reference for enterprise human resource planning. How to calculate and analyze employee turnover rate?

To calculate the employee turnover rate, it is necessary to determine the total number of employees, the number of resigned employees and the number of newly recruited employees in a period of time. The specific calculation formula is: employee turnover rate = (number of employees who have left ÷ total number at the beginning) × 100%.

The analysis of employee turnover rate needs to be combined with the actual situation. For example, in a long period of time, if the turnover rate of employees in enterprises is higher than the industry average, it shows that enterprises have problems in employment and need further investigation and take corresponding measures; If the employee turnover rate is low, it may indicate that the salary and welfare policy of the enterprise is attractive, but we also need to pay attention to whether there is a management blind spot caused by employee detention.

You can also analyze employee flow from different angles. For example, combined with the classified analysis of the reasons for leaving, we can know that employees leave because of insufficient salary and benefits, limited career development space or excessive work pressure. Or analyze the professional background, working years, performance and other factors of resigned employees, find out the rules, and provide reference for future talent recruitment of enterprises.

The calculation and analysis of employee turnover rate is an important part of enterprise human resource management, which can help enterprises understand the internal employment situation, optimize management strategies and better attract and retain talents. At the same time, we also need to pay attention to the comprehensive analysis combined with the actual situation, interpret the data from different angles, and provide more comprehensive information support for enterprises.