Reduce-employee-turnover-rate PPT课件

Jan 2012 Reduceemployeeturnoverrate Preparedby6SigmaTeamofAdminDate 2015 1 1 Agenda DefineTeammemberMeasurementAnalysisImprovementVerifyFinanceReportLessonandLearn View Throughtheproject thefollowingisourdesiredpointofview 高薪不一定能够留住人才 但是低薪一定留不住企业不能成为旅馆 员工更不能为过客守钱为下策 守事为中策 守有为上策流动是正常的 但是不能该走的没走 该留的没有留找才不如守才 守才不如造才 Projectbackground WNCNJtobeaRDcenter themostimportantthingispeople andevenourannualturnoverrateisashighas30 EspeciallyfrequentthatthestaffscultivatedinWNCforyearswhoarealargenumberofoutput whiletheyaregoingtoleave TheHighturnovercanbringalotofproblems suchasthelossoftechnology thequalityisnotstable thenewprojecttoundertake andsoon Target Reducetheemployeeturnoverratefrom30 to20 by33 33 down ProjectCharter SIPOCanalysis SIPOCModel forstaffleft Familyresponsibility Jobsearch C B KPI pressure Workshift Workingovertime Workenvironment Org justice Employeecare Colleaguerelationship Careerpath promotion Externalopportunity culture Jobsatisfaction Org promise Leavewilling Resignation VOC Employee lowsalary careerpathunclearSupervisorship highturnoverrateleadtoprojectcannotcontinue humanresourceproblemcausetheprojectcan ttoundertake Managementship highlaborcosts humanresourceproblemcausetheprojectcan ttoundertake QuestionnaireSurvey Summary 调查问卷的个体构成占启基南京人员比例的94 从人员结构中可明显看出RD的特点 工作年资较高 一半以上的年龄在30 35之间 比较年轻 启基南京男女比例相当 QuestionnaireSurvey 问卷设计 14年月度离职率 Summary 如果将员工的自愿离职可以看作缺陷 月离职率可以看作不合格品率 以14年月平均离职率作为项目基准 可得平均离职率为1 56 离职率属于离散性数据 用西格玛水平来评价过程能力 该过程的西格玛水平为3 65 13 14年度离职人员原因统计 Summary 如果将员工的自愿离职可以看作缺陷 月离职