Positive consequences
Employees are important in any running of a business; without them the business would be unsuccessful. However, more and more employers today are finding that employees remain for approximately 23 to 24 months, according to the 2006 Bureau of Labor Statistics[citation needed]. The Employment Policy Foundation states that it costs a company an average of $15,000 per employee, which includes separation costs, including paperwork, unemployment; vacancy costs, including overtime or temporary employees; and replacement costs including advertisement, interview time, relocation, training, and decreased productivity when colleagues depart. Providing a stimulating workplace environment, which fosters happy, motivated and empowered individuals, lowers employee turnover and absentee rates.[56] Promoting a work environment that fosters personal and professional growth promotes harmony and encouragement on all levels, so the effects are felt company wide.[56]
Continual training and reinforcement develops a work force that is competent, consistent, competitive, effective and efficient.[56] Beginning on the first day of work, providing the individual with the necessary skills to perform their job is important.[57] Before the first day, it is important the interview and hiring process expose new hires to an explanation of the company, so individuals know whether the job is their best choice.[58] Networking and strategizing within the company provides ongoing performance management and helps build relationships among co-workers.[58] It is also important to motivate employees to focus on customer success, profitable growth and the company well-being .[58] Employers can keep their employees informed and involved by including them in future plans, new purchases, policy changes, as well as introducing new employees to the employees who have gone above and beyond in meetings.[58] Early engagement and engagement along the way, shows employees they are valuable through information or recognition rewards, making them feel included.[58]
When companies hire the best people, new talent hired and veterans are enabled to reach company goals, maximizing the investment of each employee.[58] Taking the time to listen to employees and making them feel involved will create loyalty, in turn reducing turnover allowing for growth.[59]
Labour turnover is equal to the number of employees leaving, divided by the average total number of employees (in order to give a percentage value). The number of employees leaving and the total number of employees are measured over one calendar year.
Labour Turnover = NELDY (NEBY + NEEY)/2 {\displaystyle {\mbox{Labour Turnover}}={\frac {\mbox{NELDY}}{\mbox{(NEBY + NEEY)/2}}}}
For example, at the start of the year a business had 40 employees, but during the year 9 staff resigned with 2 new hires, thus leaving 33 staff members at the end of the year. Hence this year's turnover is 25%. This is derived from, (9/((40+33)/2)) = 25%. However the above formula should be applied with caution if data is grouped. For example, if attrition rate is calculated for Employees with tenure 1 to 4 years, above formula may result artificially inflated attrition rate as employees with tenure more than 4 years are not counted in the denominator.
More precise calculations of turnover have also been developed. For example, instead of averaging the headcounts from the beginning of the year and the end of the year, we can calculate the denominator of Labour Turnover by averaging the headcount from each day of the year. An even better approach is to avoid the several issues inherent to traditional labour turnover rates[60] by employing more advanced and accurate methods (e.g., event history analysis,[61] realized turnover rates[60]).
Over the years there have been thousands of research articles exploring the various aspects of turnover,[62] and in due course several models of employee turnover have been promulgated. The first model, and by far the one attaining most attention from researchers, was put forward in 1958 by March & Simon. After this model there have been several efforts to extend the concept. Since 1958 the following models of employee turnover have been published.
Negative consequences
Tidak Menghargai Opini Karyawan
Opini yang diberikan oleh setiap karyawan sangatlah penting. Karyawan akan sangat senang apabila mereka diberikan kesempatan untuk melakukan sumbangsih pemikiran yang membuat perusahaan menjadi lebih berkembang.
Namun, jika pendapat atau opini karyawan tidak bisa didengar dengan baik, maka karyawan pun akan menjadi merasa tidak dihargai pendapatnya.
Dissenting opinion by John Lipinski
Because of the differences in both approaches, I approached John Lipinski.
John holds a Ph.D. in cognitive psychology. He is the founder of the HRanalytics101 website, which publishes content about the more technical parts of measurements and analytics. He is also an instructor in our AIHR Academy Data Science in R course. John was kind enough to give feedback on this piece and added his view on calculating the employee turnover rate. JanuaryFebruaryMarchOriginal Employee pool1009080Terminations per month101010
When it comes to the example above – assuming no new hires – I think the other approach measure would take the average of the people at the start (100) and at the end (70) for a denominator of 85. 30/85 = 35.2%. That might seem wrong but remember that in January you lost 10 people when you started with 100. By March though you lost another 10 when you were only starting the month with 80 so in one measure your turnover is getting worse… You are losing the same absolute amount of people even though your starting pool is smaller. That’s not a good trend. JanuaryFebruaryOriginal Employee pool10Terminations per month10
The other given example is one that clarifies the issue at play, but it overlooks another possible problem, namely that at some point in the month you had no employee. On any given day in that month then, on average, you had less than 1 employee working.
In this edge case you would not say there was 200% turnover. From another perspective, though, it makes sense: you lost 1 person but on average, throughout the month you had less than one employee working (they only worked part of that month).
In a more natural case, you very well could have more than 100% turnover. If you have high turnover, then you could be hiring more people with continuous quitting and more hiring, etc. At the end the year you have about the same number of employees but you had many more start, work for a while, and then leave. This means you had turnover in excess of 100%.
For what it is worth, you can see some related issues pop up in customer churn metrics and in inventory turnover too.
Overall, I think there is value in doing something like Retention for a given set at the beginning of a period and then also treating the new hires differently. Still, I’m not sure what determines when a new hire becomes an employee. That decision would seem arbitrary and might just be pushing the issue to another place.”
Special thanks to Lyndon Sundmark for providing much of the input for this article and to John Lipinski for challenging our ideas and helping us create a better result.
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is the founder and Dean of AIHR. He is an expert in shaping modern HR practices by bringing technological innovations into the HR context. He receives global recognition as an HR thought leader and regularly speaks on topics like People Analytics, Digital HR, and the Future of Work.
Employee Turnover adalah cara untuk mengukur tingkat di mana karyawan meninggalkan organisasi dan digantikan oleh karyawan baru selama periode tertentu. Pengukuran metrik ini mencerminkan stabilitas tenaga kerja dalam sebuah perusahaan. Memahami tingkat bergabung dan keluarnya karyawan dalam sebuah perusahaan ternyata berperan untuk mempertahankan tenaga kerja yang produktif.
Perhitungan Employee Turnover Rate Bulanan
Untuk menghitung tingkat pergantian karyawan bulanan, ikuti rumus berikut:
Jumlah total karyawan yang keluar dalam satu bulan______________________________________________________ x 100(Jumlah karyawan di awal bulan + jumlah karyawan di akhir bulan) : 2
Perhitungan Employee Turnover Rate Tahunan
Untuk menghitung tingkat pergantian karyawan tahunan, ikuti rumus berikut:
Jumlah total karyawan yang keluar dalam satu tahun______________________________________________________ x 100(Jumlah karyawan di awal tahun + jumlah karyawan di akhir tahun) : 2
Apa arti dari angka employee turnover?
Setelah menghitung tingkat employee turnover bulanan dan tahunan, penting untuk mengartikan angka-angkanya:
Menghitung employee turnover secara bulanan dan tahunan sangat penting bagi perusahaan mana pun yang ingin mempertahankan tenaga kerja yang stabil dan efisien. Metrik ini memberikan wawasan berharga mengenai retensi karyawan dan dapat membantu membuat keputusan strategis.
People usually include voluntary resignations, dismissals, non certifications and retirements in their turnover calculations. They normally don’t include internal movements like promotions or transfers. The employee turnover rate is a metric of the effectiveness of the human resources management system and the overall management of an organization.
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Mengembangkan karir dan kesempatan untuk bertumbuh
Salah satu alasan utama seorang karyawan resign adalah kurangnya pertumbuhan karir di perusahaan tempat dia bekerja. Rekrutmen internal harus distandarisasi dan tidak menakuti karyawan bahwa mereka akan dipinalti jika mencari peran lain di tim atau divisi yang berbeda. Perusahaan yang memperbolehkan proyek lintas tim, mengidentifikasi skill dari karyawan, dan mengarahkan peningkatan skill sebagai kesempatan internal terbukti efektif membantu mereka terkait rekrutmen internal dan bisa meyakinkan karyawan untuk bertahan di perusahaan tersebut.
Turnover Rate ở mức nào là phù hợp
Turnover Rate đã tính toán tốt hay xấu như thế nào tùy thuộc vào ngành của doanh nghiệp bạn. Nếu với ví dụ ban đầu, Turnover Rate là 25% sẽ không là gì nếu bạn đang sản xuất hoặc bán lẻ. Tuy nhiên, nếu bạn đang trong ngành giáo dục, bạn cần kiểm tra lý do đằng sau của việc Turnover Rate lại tăng cao.
Tỷ lệ doanh thu không chỉ là một số liệu. Bạn nên phân tích nó từ nhiều góc độ khác nhau để hiểu rõ hơn về thông tin ẩn đằng sau con số đó. Để bắt đầu, hãy hỏi những câu hỏi sau:
Dr. John Sullivan – nhà tư vấn chuyên sâu về Quản trị Nhân tài cho rằng nếu Turnover Rate:
Thực tế, những nhận định trên chỉ mang nghĩa tham khảo, không đúng với tất cả. Vậy nên, bạn cần xem xét tất cả khía cạnh để đảm bảo doanh nghiệp bạn tìm đúng vấn đề và không bỏ sót những nguyên nhân quan trọng.
Turnover Rate là một chỉ số tuyệt vời về những gì sai hoặc đúng với chính sách nhân sự của bạn nói riêng và doanh nghiệp bạn nói chung. Bạn cần phân tích và khám phá các dấu hiệu ẩn đằng sau những con số đó để bạn có thể khắc phục những gì đang hoạt động nhằm cải thiện thương hiệu nhà tuyển dụng và môi trường làm việc tại doanh nghiệp bạn.
Dalam dunia HRD, anda tidak asing dengan istilah employee turnover yang sering menjadi tantangan tersendiri. Terjadinya karyawan yang keluar dan masuk memang hal yang wajar, tetapi akan menjadi hal yang tidak baik jika hal tersebut terlalu sering.
Jika tidak anda kendalikan, arus employee turnover dapat berdampak buruk bagi perusahaan. Untuk mengetahui tingkatan employee turnover, HRD dan perusahaan dapat menghitung employee turnover rate.
Mari kita simak bagaimana cara menghitungnya disini.
Menganalisa turnover yang terjadi untuk menemukan akar masalah
Kemampuan untuk mengumpulkan, menganalisa, dan memberi aksi terhadap data terkait turnover secara real-time dan membandingkannya dengan riwayat tren akan sangat esensial guna menemukan, mengembangkan, dan mempertahankan karyawan terbaik perusahaan Anda. Sangat penting bagi HR untuk mempunyai kemampuan analisa data sehingga mereka bisa mengevaluasi dan menginterpretasi semua informasi yang akan sangat membantu dan berguna bagi perusahaan.
Menanam Budaya dan Lingkungan Kerja yang Ramah Teknologi
Jika kita membicarakan teknologi itu artinya kita membicarakan kemudahan. Membudayakan teknologi pada perusahaan adalah sebagai langkah untuk memenuhi keperluan karyawan. Seperti menggunakan teknologi pada aplikasi akuntansi untuk memenuhi bagian akuntan atau keuangan perusahaan dalam melakukan tugas nya.
Contoh lainnya adalah dengan menyediakan laptop pribadi untuk keperluan kerjanya. Terlebih lagi disaat pandemi atau krisis lingkungan seperti ini, Anda harus bisa membekali setiap karyawan dengan laptop kantor agar mereka tidak lagi kebingungan saat bekerja di rumah.
Baca juga: Warehouse Management System (WMS): Pengertian, Konsep dan Kelebihannya
Masuk keluarnya karyawan pada suatu perusahaan adalah hal yang sudah sangat umum terjadi. Tapi, bila hal tersebut sering sekali terjadi, maka akan memberikan dampak negatif untuk perusahaan. Untuk itu, pihak perusahaan harus bisa menurunkan angka employee turnover ini seminimal mungkin agar tidak terjadi kerugian yang lebih parah.
Selain itu, perusahaan juga harus mampu mengelola keuangannya dengan rapi agar kerugian lainnya bisa ditekan. Nah, untuk membantu Anda sebagai seorang pebisnis untuk mengelola keuangan, Anda bisa menggunakan aplikasi akuntansi dari Accurate Online.
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Perceptions of injustice and unfairness
Research suggests that organizational justice plays a significant role in an employee’s intention to exit an organization. Perceptions of fairness are antecedents and determinants of turnover intention, especially in how employees are treated, outcomes are distributed fairly, and processes and procedures are consistently followed.[40]
Cara Menghitung Employee Turnover Rate
Karena employee turnover bukan hal yang sepele, HRD wajib menghitung berapa persen employee turnover rate untuk kemudian dianalisis lebih lanjut.
Umumnya, hasil analisis dapat berupa strategi atau perencanaan kinerja HRD di periode mendatang.
