HR Turnover and Attrition Analysis

Start Date End Date Venue Fees (US $)
02 Nov 2025 Kuala Lumpur, Malaysia $ 4,500 Register

HR Turnover and Attrition Analysis

Introduction

Key Performance Indicators are a set of quantifiable measures that a company or industry uses to gauge or compare performance in terms of meeting their strategic and operational goals. KPIs vary between companies and industries, depending on their priorities or performance criteria 

Objectives

    • Explain the metrics, measures and Key Performance Indicators (KPIs) applied to HR and show the role they play in.
    • Measuring the effectiveness of Human Resources.
    • List the KPIs that should be used in measuring Human Resources as a function.
    • List and calculate the main KPIs that should be used to measure the efficiency of the critical processes in HR.
    • Design and calculate the main formulae for evaluating the financial contribution of HR to the organization.
    • Design and calculate the employee satisfaction index and use it to measure employee morale.
    • Explain employee turnover, its types and the various formulae used to calculate it.

Training Methodology

The training methodology is interactive with group exercises and is suitable for all employees involved in functions management. The pace and level of the training workshop is customized to the understanding of the delegates. Ongoing back-up and support is available after the training on request to the supplier, and the training course is also available for in-house presentation as well as for “Competency Transfer”.

Who Should Attend?

  • Human Resources professionals who need to evaluate, and report on, the effectiveness of Human Resources.
  • Human Resources managers and senior executives who are accountable for the overall contribution of the HR function.

Course Outline

Session – I Key Performance Indicators (KPIs) Introduction

  •  The Importance of Measuring
  • Measures, Metrics and KPIs: The Main Differences
  • Characteristics of SMART KPIs
  • Types of KPIs
  • Common Mistakes when Using KPIs

Session – II Organizational KPIs

  • Organizational Appeal and Reputation
  • Salary Competitiveness
  • Human Value Added
  • Career Growth
  • Absenteeism Rates and Absenteeism Cost
  • Employee Morale

Session – III Financial KPIs

  • Return on Human Capital
  • Labor Cost
  • Cost per Hire
  • Cost per Trainee
  • Opportunity Cost
  • Supervisory Ratios
  • Cost to Supervise
  • Compensation and Benefits

Session – IV Process KPIs

  • Measuring Efficiency of Recruitment and Selection
  • Measuring Effectiveness of Hiring
  • Using Hurdles Per Hire (HPH)
  • Using Aggregate Yield Ratios and Selection Rates
  • Measuring Effectiveness of Appraisal Systems

Session – V Employee Turnover

  • Voluntary versus Involuntary Turnover
  • Turnover versus Attrition (Gross and Net Turnover)
  • Identifying Turnover Metrics
  • Identifying Turnover Costs
  • Analyzing and Interpreting Turnover Data
  • Healthy versus Unhealthy Turnover: When Is Turnover Good for the organization?

Session – VI Wrap Up: Designing an HR Scorecard

  • The Balanced Scorecard as a Strategic Tool
  • Putting it All Together
  • Reporting HR to Top Management

Accreditation

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