Archive | July 2017

Dashboard Series 3 – Attrition % in a Bullet Chart

Bullet Charts is a variation of the bar chart developed by Stephen Few.

They are emerging as a strong alternative to Gauge Charts. It is used for analyzing whether a parameter score is poor, average, good or excellent. One can use it for determine employee engagement score, actual vs target, HR audit score etc.

For e.g

  • 0 – 30% = Poor
  • 31% -50% = Average
  • 51%-70% = Good
  • 71%-100% = Excellent

One must base the scales depending on requirement.

If you are measuring a performance score then a 75 % score is excellent. However if you measuring employee attrition then a score of 75% is very negative. Here your scales will be reversed where 0-30% will be a fair score. Therefore user must determine how the parameter would be measured.

Bullet charts in addition to the scales have an actual achievement and a target parameter associated with it.

However in our attrition chart we are using only the actual parameter to see in which scale our attrition percent lies.

Download -Bullet Chart

Dashboard Series 2 – Attrition % in a Line Chart

The attrition % over five years is displayed in a line chart.

There are two variants of this chart

  • Highlighting the year with maximum attrition
  • Highlighting the selected year.

The user can adopt this chart and create more variations like years having above attrition highlighted or separating a yearly attrition across departments /locations and then highlighting the department/location with highest attrition.







Employee Attrition

Attrition is the loss of human resources in an organization. A high attrition rate is a cause of concern for organization. It is a reduction in the manpower strength of an organization. Attrition can be voluntary or involuntary.

Voluntary attrition is due to resignation by the employee due to personal reasons, growth prospects, health problems etc.

Involuntary attrition includes retrenchment, layoff, terminations etc.

Steps for calculating attrition rate

E.g. : Attrition Rate for 2016 . (We are considering calendar year 01 Jan 2016 to 31 Dec 2016)

Calculate the below

  1. Opening Count: This is the number of employee who are active at the start of your assessment period. Your opening count will be employees who were active as on 01 Jan 2016.
  2. Newly Joined: These are the employee who have joined in your assessment period. ( 01 Jan 2016 to 31 Dec 2016)
  3. Resigned: These are the employee who have left in your assessment period. ( 01 Jan 2016 to 31 Dec 2016)
  4. Closing Count: (Opening Count + Newly Joined) – Resigned.These are the employees who remain active at the last day of the assessment period.

The closing count for 2016 will become the opening count for 2017.





Opening Count was 365 . New Joined was 78. So now we have a total of 443 employees. The attrition percent is 20.32%. So ( 443 * 20.32%) = 90. Hence it matched our resigned employees.

The alternative formula generally used in calculating attrition is as under:

(( Resigned / Average Head Count))*100

Here average head count is (( Opening Count + Closing Count )/2)

However there will be a slight difference in the attrition value as we average our total employee count.( As per second formula the attrition value comes to 22.6 %)

As a personal preference ,I always use the first formula.

You can further use the above formula and bifurcate attrition percentage across departments, locations, Gender, Grades etc.

Excel Charts for Attrition

The Joinee , Resigned and Attrition data can be plotted in different charts formats.

Example 1

Example 2

Example 3

Example 4

Attrition Data Monthwise.

The Data Set is as below:

The above data can be represented in various chart formats as under:

Example 1

Example 2

Example 3