HR resignation levels increased in 2017

HR resignation levels increased in 2017

No firm wants a high turnover – it’s costly, time-consuming and it damages morale. Whilst it’s often incumbent on HR to showcase to employees why it’s worth staying, data from XpertHR found that the department itself suffered from an influx of notice letters this year. 

The data, which looked at resignation and labour turnover rates, found that HR had the fourth highest voluntary resignation levels out of the groups measured this year, with rates of 8.2% - up from 7.4% in 2016 and 6.3% in 2015. Total labour turnover in HR was in fact, revealed as the third highest at 12%, falling behind publishing and events at 17% and distribution at 13.5%.

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Comments (2)

  • Mel
    Mel
    Tue, 24 Oct 2017 11:31pm BST
    It's almost impossible to separate the good data out there from the bad these days.
    Not everyone leaves their job because of their bosses. Many people love their bosses - but quit because of organizational politics and bureaucracy, or they find their life purpose, or find a job closer to home, or find a job that makes more money.... we can't measure honesty when it comes to exit survey data.

    And is turnover really a bad thing for our heavily evolved profession these days? Adding by subtracting can be a very good thing for any organization.
  • Alison
    Alison
    Tue, 24 Oct 2017 2:05pm BST
    HR as a profession has been much diminished. As a young admin officer in a large Personnel Department I was always involved in development of the service, meeting and dealing with all staff and managers to resolve problems. My career took off with this grounding.

    Now admin staff in HR are bogged down in ghastly paperwork (in many cases) checking references, criminal records etc and have little or no customer service ethic. In my early career references were generally not essential. In fact I am sure I recall that the IPM (CIPD) frowned on references as a recruitment tool and keeping In touch with candidates was part of the Code of Practice. In one interim job an HR graduate Admin support person did nothing but paperwork.

    The other aspect is management & supervision, or the absence of it. HR people need supervision and support as social workers do. All staff need to be managed and in good firms managers assess how best to manage teams and individuals. I've lost count of the times I've stepped in as interim or freelance HR Adviser where the incumbent was off with stress and where managers had behaved appallingly.

    One secretary once put a sign on our door with the name of a well known problem page writer of the time. I think that said it all.

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