a human resource planning exercise requires detailed information on the length of
service of leavers, to identify problem areas and to provide a foundation for supply
forecasts.
Reasons for turnover
An analysis of the reasons for leaving derived from exit interviews will provide
useful information on which to base retention plans. Exit interviews aim to establish
why people are leaving, not to persuade them to stay. The reasons for leaving can be
classified under the following headings:
● more pay;
● better prospects (career move);
● more security;
● more opportunity to develop skills;
● better working conditions;
● poor relationships with manager/team leader;
● poor relationship with colleagues;
● bullying or harassment;
● personal – pregnancy, illness, moving away from area etc.
Exit interviews should aim to elicit opinions on any specific reasons for dissatis-
faction under any of the above non-personal headings. Some leavers will be
380 ❚ People resourcing
Table 25.2 Leavers by length of service
Leavers by length of service
Occupation Total Average Index of
Less 3–6 6 1–2 3–5 5 or number number labour
than 3 months months years years more leaving employed turnover
months –1 year years %A54332 3 20 220 10B151210634 50 250 20C86543 4 30 100 30Totals 28 22 18 13 8 11 100 550 18