My company has annualised 35 % attrition , but at months , it is greater than 50%. Data analysis shows 40 % attrition happens in first 120 days of joining. Training time is 60 days, and attrition in training is 15% . Just after training worker joins the work place, and within next 60 days 25 % leave the organization.It is all India based locations, and mainly females work for it. HR manager thinks that it is a normal problem all across the Industry. As six sigma expert , I started analysing the problem and found west has maximum 50 % contribution in all attrition .
Suggest the solution or path foreword..Brain storming session was conducted and following X’s were identified.
Training -pressure
Family Problems
Marriage
Asked to leave – Because of poor quality
Reward and recognition not available
Attitude problem so asked
New Job
Medical reason
Goal sheet of ops did not have the Attrition
Allocation of work location
No growth path
Work pressure too high
Monotony of job
Less PL(24) / Zero Sick leave/CL -8
Family pressure bcs of shift duty
Work place conflicts
No personal life
Unequal work distribution
No leisure activities
Incentive scheme – problem
Complementary services are not available to staff
This is not a job for me -Briefing is not done
What should be my next step foreward?
Hi Anil
after seeing your observation what i thought the main reasons in the priority order (top to down decreases) is as follows:
1. No growth path
2. Monotony of job
3. Work place conflicts
4. Unequal work distribution
5. Reward and recognition not available
6. Incentive scheme – problem
7. Complementary services are not available to staff
and other are also important
so next step is to analyze on these parameter first and look into the career path of the resources also.
I think for this you have to conduct a good exercise of mind mapping and find out the resource actual feeling and vision als owhat all they r doing in the organization and there likings in the professional areas and there strengths.
regards
PS: you can also join me on http://consultingu13.6.forumer.com
this is open forum on consulting
what is the mind mapping tool actually
Best way is to identify Controllable and Uncontrollable factor out of these reason. Because some of the reason like marriage etc. you will not be able to do any thing.
Then apply 80:20 Principal and target core issues then brain storm for Action Plan.
Hi Anil,
In fact this was my first Six Sigma Project in 1997 when I joined as their Six Sigma Leader for all GE Business in India. This was for the Offshore Projects of companies like TCS,Wipro,Satyam,Patni,etc.I had quite bit of data on attritions from these companies including close to 40 X’s(many of them were what you have described above plus a few more}.I tried to do some statistical analysis and found really no reasonable corelation with any of the X’s. I therfore decided not to continue with this futile exercise but look at the problem differently. It was more important to ensure that even if people leave our system should not be jerked thereby maintaining the Customer Satisfaction level. I suggest that you take a hard look at your recruitment process,post recruitment processes like induction,emloyee engagement once they are fully on the job, their development process,career planning,etc.
You can contact me through e-mail for any further clarification.
Hi
i will be pursuing for the same project but without the help of a black belt for my company. The company employee strength is 400. I am still not sure how to begin and what are the required data.
My first sstep i am sure is to get a charter. am i right?
You can use DFSS instead of the usual DMAIC approach for this project.
Probable X’s:
Individual Dept level goals are met, but the organizational goal is not
There is no entity to take ownership of the overall (0-90) Attrition
The Touch time with advisors for each function is too less for identifying issues
There is no EWS in place to trigger an alarm at the right time
There is no process to find and measure on-going grievances of advisors
Hi Raj
i will be pursuing for the same project but without the help of a black belt for my company. The company employee strength is 400. I am still not sure how to begin and what are the required data.
My first step i am sure is to get a charter. am i right?