HR best practices

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.

Retention rate is calculated by dividing the number of employees who remain by the total number at the start of a period.

Retaining employees refers to a company’s ability to keep its workers for a long period, improving workforce stability.

Turnover is calculated by dividing the number of employee exits by the average number of employees over a specific time.

Attrition in KPI refers to measuring employee turnover as part of a company’s key performance indicators.

High attrition can be good in certain industries, where frequent employee rotation is needed to maintain business agility.

Attrition is also called workforce turnover or employee churn, referring to the rate of employee exits from a company.

HR turnover refers to the rate at which employees leave a company and need to be replaced, impacting workforce stability.

Attrition may include employee deaths in some calculations, though it is more commonly associated with voluntary exits.