How are the employee turnover rate and new employment rate calculated?

1. Resignation rate formula: Resignation rate = number of resignees/average payroll × 100%.

2. Formula of new employment rate: new employment rate = new employees/average number of registered employees × 100%.

3. Commonly used HR formula: recruitment success rate = (number of applicants+number of applicants to be reported)/(planned increase+temporary increase); Employee enrollment rate = number of people who sign in/number of people who start business; Turnover Rate = (Employee's Entry Rate+Turnover Rate) /2

Extended data

1, comprehensive turnover rate calculation formula:

Comprehensive turnover rate = [total number of people leaving this period/(number of people at the beginning+total number of people newly added in this period) ]× 100%

2, the new employee turnover rate calculation formula:

Turnover rate of new employees = [total turnover of new employees in this period/(number of new employees at the beginning+total number of new employees in this period) ]× 100%

3, the old employee turnover rate calculation formula:

Resignation rate of old employees = [number of old employees who left in this period/(number of old employees at the beginning+total number of new employees in this period) ]× 100%=[ number of old employees who left in this period/(number of old employees at the end+number of old employees who left) ]× 100%.

4. By calculating the comprehensive turnover rate, the turnover rate of new employees and the turnover rate of old employees, and comparing the three groups of data, according to the differences of the reasons for the turnover of new and old employees, the main reasons for the turnover of employees in enterprises are found out and improved.

The main factors of new employees' resignation are: salary can't meet expectations, getting along well with new leaders, self-realization can't meet expectations, and corporate culture can't adapt. In addition to the enterprise's own environmental factors, most of the reasons for new employees' resignation are recruitment, because the enterprise did not look at the right person when recruiting, which made the expectations of new employees differ greatly from the actual situation of the enterprise, leading to new employees' resignation.

As far as enterprises are concerned, there are usually the following reasons for the resignation of old employees: no promotion opportunities, disappointment with the development prospects of enterprises, unsatisfied self-realization, inability to learn new knowledge, unbearable disagreement with leaders or leadership changes, salary growth unable to meet personal demand growth, and unilateral voluntary termination of contracts by enterprises.

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