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Attrition Management – Explained though Case studies(Case Study 3)

Case Study 3 – A Probability of attrition scoring model was created for a banking unit to enable retention efforts before the actual attrition. Also, a Defend Grow Exit matrix was created to decide the force of interventions made.
Particulars about the data – the employee data did not have too many variations in skill sets since this was a socialized unit supporting the frontend banking system . Data points against absenteeism, joining data and experience, life stage , promotions and increments were available along with a tracking of browsing history , social media activity and ‘colleagues who were also friends’.
What we did :- we looked at creating a Probability to attrite in the next 3 months model. The technique used was Logistic regression. We created segments to check for diversity in data. The availability of data showed that the scorecard would not work for the senior management. We saw that one model would effectively work for the junior and middle management employees.
We supplemented this model with a matrix which worked on segmenting the employees on parameters like near the highest salary in a band, openness to team management roles , skill sets and openness to learning to define Grow , Defend and Exit tags. This enabled us to scientifically tag desirable and undesirable attrition before the attrition occurred.
Insights: – Interventions like one-on -one with managers and seniors, career path definition, life stage discussion were deployed on the undesirable attrition tagged employees.

The request was for a list of employees who had high Probability to attrite in the next 3 months , so that HR could initiate pro-active retention activities and reduce ‘non-desirable’ attrition

Pro-active interventions like one-on -one with managers and seniors, career path definition, life stage discussion.

Quality is a cumulative score for variables important for the organization’s definition of high quality employee  (openness to team management roles , skill sets and openness to learning ).

Insights: – Interventions like one-on -one with managers and seniors, career path definition, life stage discussion were deployed on the undesirable attrition tagged employees.

Author: Subhashini Tripathi

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