Attrition Analysis at Mesotime |
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EXCERPTS |
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| Mesotime found itself dogged by misfortune. Two major accidents occurred at its facility. In April 2016, four scientists lost their lives in a fire that broke out in its plant. The following month, another lost his life in an accident in its production department while working on the ammonia compressor..
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| In FY 2016-17, of the 12 women employees who had gone on maternity leave, four did not return to work after their leave ended. In April 2016, the company had announced the closure of its onsite children’s crèche saying there were very few children using the facility. With the 4 women – 2 of them star performers – deciding not to rejoin the company.. |
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| Background check failure had been another cause of worry for Shyam. Six of the 100 employees had left due to background check failures. The background checks were conducted to verify the employee applicant information, such as credit history, criminal offense, fabricated employment experience and education certificates. |
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| When he looked more closely at the attrition data, Shyam found that 22 people had left due to a strained relationship with their managers. Shyam often felt that senior leaders were obsessed with the discovery milestones and avoided tough conversations.. |
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| There were several challenges before Shyam going forward – How should predictive analytics be used to forecast which ‘type’ of employees would leave? Was there any correlation between excess leave taken and internal years of experience for voluntary attrition? What initiatives should he introduce to retain the women employees who were not rejoining after their maternity leave? How should managers be trained to retain employees?.. |
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Exhibit I: Forced Ranking System at Mesotime
Exhibit II: HR Attrition Data at Mesotime
Exhibit III: Management Structure at Mesotime |
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