Reduce-employee-turnover-rate-PPT课件.pptx

Jan.2012ReduceReduceemployee turnover ratePrepared by 6 Sigma Team of AdminDate:2015/1/1AgendaDefineTeam memberMeasurementAnalysisImprovementVerifyFinance ReportLesson and Learn3 Confidential Material for Internal Use OnlyViewThrough the project,the following is our desired point of view.高薪不一定能高薪不一定能够留住人才，但是低薪一定留不住留住人才，但是低薪一定留不住企企业不能成不能成为旅旅馆，员工更不能工更不能为过客客守守钱为下策，守事下策，守事为中策，守有中策，守有为上策上策流流动是正常的，但是不能是正常的，但是不能该走的没走，走的没走，该留的没有留留的没有留找才不如守才，守才不如造才找才不如守才，守才不如造才 D MA D V4 Confidential Material for Internal Use OnlyProject backgroundWNC NJ to be a RD center,the most important thing is people,and even our annual turnover rate is as high as 30%.Especially frequent that the staffs cultivated in WNC for years who are a large number of output,while they are going to leave.The High turnover can bring a lot of problems,such as the loss of technology,the quality is not stable,the new project to undertake,and so on.D MA D V5 Confidential Material for Internal Use OnlyTargetD MA D VReduce the employee turn over rate from 30%to 20%,by 33.33%down.6 Confidential Material for Internal Use OnlyProject CharterD MA D V7 Confidential Material for Internal Use OnlySIPOC analysisD MA D V8 Confidential Material for Internal Use OnlySIPOC Model-for staff leftD MA D VFamily responsibilityJob searchC&BKPIpressureWork shiftWorking overtimeWork environmentOrg.justiceEmployee careColleague relationshipCareer pathpromotionExternal opportunitycultureJob satisfactionOrg.promiseLeave willingResignation9 Confidential Material for Internal Use OnlyVOCD MA D VEmployee low salary career path unclearSupervisor ship high turnover rate lead to project cannot continue human resource problem cause the project cant to undertake.Management ship high labor costs human resource problem cause the project cant to undertake.10 Confidential Material for Internal Use OnlyQuestionnaire SurveyDA D VM问卷卷调查个体构成个体构成itemitem分分类人数人数比例比例(%)(%)性性别男6355.75%女5044.25%年年龄20-2543.54%26-303530.97%31-356053.10%36-401311.50%41以上10.88%婚姻状况婚姻状况未婚2623.01%已婚8776.99%综合年合年资0-1年10.88%1年-3年76.19%3年-5年2623.01%5年-8年3329.20%8年以上4640.71%Summary-调查问卷的个体构成占启基南京人卷的个体构成占启基南京人员比例的比例的94%，从人，从人员结构中可明构中可明显看出看出RD的特点，工作年的特点，工作年资较高，一半以上的年高，一半以上的年龄在在30-35之之间，比，比较年年轻，启基南京男，启基南京男女比例相当。女比例相当。11 Confidential Material for Internal Use OnlyQuestionnaire SurveyDA D VM问卷卷设计12 Confidential Material for Internal Use Only14年月度离年月度离职率率DA D VM Summary-如果将如果将员工的自愿离工的自愿离职可以看作缺陷，月离可以看作缺陷，月离职率可以看作不合格品率，以率可以看作不合格品率，以14年年月平均离月平均离职率作率作为项目基准，可得平均离目基准，可得平均离职率率为1.56%。离。离职率属于离散性数据，率属于离散性数据，用西格用西格玛水平来水平来评价价过程能力，程能力，该过程的西格程的西格玛水平水平为3.65。13 Confidential Material for Internal Use Only13-14年度离年度离职人人员原因原因统计DA D VM Summary-如果将如果将员工的自愿离工的自愿离职可以看作缺陷，月离可以看作缺陷，月离职率可以看作不合格品率，以率可以看作不合格品率，以14年年月平均离月平均离职率作率作为项目基准，可得平均离目基准，可得平均离职率率为1.56%。离。离职率属于离散性数据，率属于离散性数据，用西格用西格玛水平来水平来评价价过程能力，程能力，该过程的西格程的西格玛水平水平为3.65。