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Turnover in HR refers to the rate at which employees leave a company and are replaced by new hires.

Attrition strategy refers to the plans and actions a business takes to reduce employee exits and improve retention.

KPI stands for Key Performance Indicator, used by businesses to track progress toward specific goals and objectives.

Tracking turnover involves using HR software and metrics to monitor employee exits and assess workforce stability.

Controlling attrition involves improving employee satisfaction, offering competitive benefits, and providing career growth.

A 20% attrition rate means 20% of the workforce has left over a specified period, indicating high employee turnover.

Attrition refers to the natural reduction of staff, while turnover measures the overall rate of employee exits and replacements.

Attrition is calculated by dividing the number of employees who leave by the total number of employees in a given period.

Attrition in HR refers to the gradual reduction of a workforce through voluntary exits, retirements, or dismissals.

Year-to-date turnover is calculated by dividing the number of employees who left by the average employee count over a year.