Employee Turnover Rate

High Level Design

Overview

Many companies make significant investments when hiring new employees- There are recruiting costs, training costs, salary, benefits – and the list goes on. In addition, it could take a while until companies start seeing a return on their investment. Hence, companies are constantly looking for ways to reduce employee turnover rate and to prevent valued employees from leaving the company.

 

Goals

Reduce employee turnover rate.

Objectives

Reduce the number of employees who leave the company.

KPI Architecture

Objective	KPI’s	Measures	Data source
Reduce workforce that leaves the company	Turnover Rate	[Total Flag_LastDate]/[# of unique EmployeeID]	Fact_WorkForce
	Employees that left	sum([Flag  Last Date])	Fact_WorkForce
	Turnover rate Year over Year	[Total Flag_LastDate]/[# of unique EmployeeID]	Fact_WorkForce, Dates
	Turnover rate by position	[Total Flag_LastDate]/[# of unique EmployeeID]	Fact_WorkForce, DimPosition
	Actual seniority	avg([EmployeeID],max([ActualSeniorityMonths]))	Fact_WorkForce
	Benchmark seniority	avg([Benchmark Seniority ( Months)])	DimPosition
	Actual VS Benchmark work time in months per Position	avg([Benchmark Seniority ( Months)]), avg([EmployeeID],max([Actual Seniority Months]))	Fact_WorkForce   DimPosition
	Breakdown Position Turnover rate Year over Year	[Average ActualSeniorityMonths]/[Average Benchmark seniority (Months)]	Fact_WorkForce   DimPosition

Data Modeling (Elasticube Design)