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The rate at which staff are leaving an organization or program as a proportion of the total staff employed during certain period of time.
Whereas this indicator can raise a "red flag" (signal possible personnel problems), human resource managers may lack the authority to solve the root causes of the problem (e.g., supervision, pay scales, promotion). Further understanding of the causes for turnover requires more in-depth analysis. Some organizations require exit interviews of all employees before departure; examination of these records should indicate if turnover relates to job satisfaction, pay issues, retirement, or other factors that the organization or program can address.
Generally, annual analysis is sufficient, although managers may want to examine this indicator more frequently in the case of a perceived increase in attrition. Managers will also want to review it over longer periods of time to facilitate long-term planning for hiring and staff development.
Compares the number of total employment with the number of workers who left work during the year
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