PROJECT CHARTER

Reduction of attrition
. in an organization
TEAM

Anukrati Chawla - 18020241093

Manasa Chandrahari - 18020241023

Mudita Bhatia - 18020241041

Shreya Raj – 18020241144

Critical to Quality (CTQ’s)
Job involvement of employees

Job satisfaction of employees

Relationship with the manager

Bonding with colleagues

Work life balance

Fair Performance assessment

Growth opportunities

Stock options

Distance from home

Frequency of travel
Identify “MUST-BE”

Competitive Salary

Hygiene factors

Culture of organization
Identify “Primary satisfiers”

Performance based incentives

Bus service

Autonomy
Identify “Delighters”

Free food

Periodic personal assessment

Proper career planning

Identify “Indifference”

Gender of the manager

dress code
PROJECT CHARTER
Business Case

To reduce the attrition of employees from 12% to 10% and

avoid brain drain and retain top talent

According to a survey , 70% of the employees responded

that poor growth opportunities and biased performance
assessment is the reason for attrition
Problem statement

Out of 1000 employees who left the organization the last six
months, 46% responded that bad relations with the manager and
lack of growth opportunities forced them to quit the organization. In
the process, high training costs are incurred for new employees
also leading to learning curve loss
Average Cost to fill a position = Rs 20,000
No. of Employees = 460
Total Loss = Rs 920,0000
Goal statement

To decrease the turnover rate from

12% to 10% within the next six
months.
Current industry average is at 10%
Project Scope

Location: Pune
Scope: Entry level sales jobs
Timeline

• D – 20% - 36 days ( 20/Sept/19)

• M – 25% - 45 days ( 28/Oct/19)
• A – 15 % - 27 days ( 21/Nov/19)
• I – 15% - 27 days ( 14/Dec/19)
• C – 25% - 45 Days ( 22/Jan/20)
Team

• SMEs from each function

• HR head : Champion
• HR BP : Project head
• HR Generalist : Mentor
• Employee representative : member
SIPOC
SUPPLIER INPUT PROCESS OUTPUT CUSTOMER
Organization Vision, Mission , HR Strategic Talent retention Potential leaders
leadership Strategy planning
HR professionals Employee Talent acquisition Engaged Organization
requirements employees
Job seekers Growth Employee Mentoring Workforce
opportunities engagement programs
Hired employees Knowledge L&D Unbiased HR professionals
workflow performance
assessment
Vendors Market research Total rewards Benefit plans. Employees
for benchmarking
CTPs
Y (Booking Time) PROCESS
Y1 Conduct a survey to understand pain
areas of employees

Y2 Analyse the factors affecting attrition

Y3 Work upon ratings and PMS
Y4 Conduct L&D programmes for managers
to assess the employees in a fair manner

Y5 Conduct workshops to make people aware

of their biases and to provide clear career
growth path
Process Cycle efficiency
Parameters VAT LT

Y1 3 DAY 1 WEEK

Y2 1 WEEK 3 WEEKS

Y3 2 WEEKS 2 MONTHS

Y4 1 WEEKS 1 MONTH

Y5 1 WEEKS 2 MONTHS

PCE = 21.1 %
DATA COLLECTION FORMAT

Reason for Years with Job title Number of Number of Department

leaving the company years since years with
promotion current
manager