1. EMPLOYEE TURNOVER

2. Mission
Through an international network linked by advanced
technology, including a rapidly growing e-commerce
capability, Company X provides a comprehensive range of
financial services: personal financial services; commercial
banking; corporate, investment banking and markets; private
banking and other activities.

3. Vision
The world's local bank

4. Values
 Dependable
 Open to different ideas and cultures
 Connected to customers, communities, regulators and
each other

5. Goals
 To be the world’s leading and most respected international
bank
 A network of businesses connecting the world
 Wealth management and retail with local scale
Actions to be completed by 2017

6. Literature Review

7. Definition
 What is meant by turnover?
The ratio of the number of organizational members who have left
an organization divided by the average number of people in
that organization during a certain period of time.

8. Types of Turnover
Turnover
Voluntary
Functional
Dysfunctional
Avoidable
Turnover
Unavoidable
Turnover
Involuntary

9. Factors that Affect Turnover
Job-related factors
- Lack of recognition by the
organization
- Job dissatisfaction
- Role ambiguity
- Unclear expectations of peers
and supervisors
- Vagueness of performance
evaluation methods,
- Job pressure
Organizational factors
- Organizational instability ( low
level of efficiency and thus
unstable profitability)
- Cost-oriented approach to
manage employees
- Weak communication
systems ( employees not
involved in the decision
making)

10. Effects of Turnover
 Costly on the organization
 Negative effects on profitability of the organization
 Customer service and satisfaction

11. How to Measure Turnover
 Credibility when reporting turnover ( info abt turnover to management is
misleading thus problem is not 100% solved)
 Cost of turnover must be measured

12. Minimizing Turnover
 Selection process enhancement
 On-job training opportunities
 Employee engagement in the company
 Knowledge accessibility
 Workforce optimization
 Employee empowerment

13. Interviewwith the HRManager

14. Facts & Figures
• 2500 distributed in 72 branches and
back office departmentsHeadcount
• 16% is the annual turnover
percentage, mainly in the Middle
Management Staff
Annual
Turnover
Ratio

15. Facts & Figures
70 %
30%
Turnover Proportion
Retail (Braches) Back Office Dept

16. Main factors for Turnover
Promotion and Career Development Management Issues

17. Promotion and
Career
Development
Limited
Advancement
Opportunities
A lack of
recognition
Faith and
confidence
shaken
Growth
opportunities
not available

18. Management Issues
Communication
Between Managers
and direct reports
Coaching and
feedback are
lacking
Decision-making
ability is lacking

19. ClearStatementof the problem
Bank X is facing a high rate of employee turnover in the last
two years in the following Job Titles: Teller, CSR and Sales
(indoor & Outdoor)

20. Methodof Analysis

22. Employee distribution vs. headcount

23. Employee attrition vs. distribution

26. AnalysisTools

27. Exit interview Results

28. Employee Satisfaction Survey Results

29. Cost of Turnover(Recruitment & Training)

31. Recruitment Cost

32. Training Cost

33. Total Cost of Recruitment = 333300
Total Cost of Training =135860

34. Cost Per Employee

36. Conclusion
X bank is facing a high rate of employee turnover of 16% &
the main reasons for this issue are :
 Opportunities for growth and advancement (Promotion)
 Management-related issues

37. How to solve the problemand Recommendations

38. Offer potential for advancement
Offer competitive benefits
Encourage friendly employee relationships
Conduct regular employee reviews
Create a database for the exit interviews and ensure
continual analysis
Train Leaders

39. Limitationsof Report

40. Thank You