02:15 Oct 2, 2019 |
Spanish to English translations [PRO] Bus/Financial - Human Resources | |||||||
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| Selected response from: Robert Carter Mexico Local time: 00:07 | ||||||
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Discussion entries: 2 | |
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regrettable terminations Explanation: There may be other ways of describing this, like the one you suggested. I think I'd use the more neutral "terminations", but you could also use "attrition" or "turnover" if you know what happened afterwards. "Turnover" and "Attrition" are human resource terms that are often times confused. Employee turnover and attrition both occur when an employee leaves the company. Turnover , however, is from several different actions such as discharge, termination, resignation or abandonment. Attrition occurs when an employee retires or when the employer eliminates the position. https://www.linkedin.com/pulse/employee-turnover-vs-attritio... How to calculate Quality of Attrition? In their own scorecard, i4cp focuses on a combination of six metrics, presented below for your consideration. • Regrettable termination rate - Metric of employees who left the firm but whom the firm had planned to retain. • Non-regrettable termination rate - Metric of employees who left the firm but whose departure did not negatively affect the firm. • Controllable separation rate - Metric of employees who left the firm for a reason that, if known, the firm may have been able to address (e.g., dissatisfied with career opportunities). • Uncontrollable separation rate - Metric of employees who left the firm for a reason that, if known, the firm could not have prevented (e.g., spousal relocation). • New-hire separation rate – Metric of employees who left the firm within a specified period after their hire date. • High-performer separation rate – Metric of employees designated as high-performers who left the firm. The designation is determined by organizational performance evaluation ratings. https://www.compensationforce.com/2011/03/the-hr-metric-of-c... |
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