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Or Not 1 50% 50% employees and former employees 2 40% 60% 3 30% 70% 4 20% 80% 5 5% 95% Yes No Tab 3: The churn rate with α (Annotation:We define the collaborative distance between active employees and former employees as symbol α.For instance ,B is a former employee in ICM. A and B participated in a project together,the α of A is 1.If A and C participated in a project together ,but B never cooperate with C,the α of C is 2.the rest can be done inthe same manner.) Resign Or Not Yes No Objective evaluation Subjective 40% 60% General 20% 80% Objective 10% 90% Tab 4: The churn rate with objective evaluation Resign Or Not Yes No The degree of the evaluation of being used Underutilized 70% 30% General 40% 60% Well-utilized 20% 80% Tab 5: The churn rate with the degree of the evaluation of being used Resign Or Not Yes No The ability of employees Poor 10% 90% General 30% 70% Excellent 50% 50% Tab 6: The churn rate with the ability of employees Resign Or Not Yes Position Senior manager 10% Middle manager 40% Experienced employee 20% Low-level employee 5%
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No 90% 60% 80% 95% Tab 7: The churn rate with the position
Resign Or Not Yes No
Assumptiom3:
Time for training(month) 1 30% 70% 2 20% 80% 3 10% 90% Tab 8: The churn rate with the time for training ICM recognizes that middle managers (Junior Managers, Experienced Supervisors, Inexperienced Supervisors) often feel stuck in their jobs with little opportunity to advance, causing them to leave the company when they find a comparable or better job.As a result,we assume that mid-level has twice churn rate the average churn rate than others. Churn rate C:
Churn rate (%)=Attrition rate (%) = (Number of employees resigned during the month / Average number of employees during the month) x 100 where Average number of employees during the month = (Total number of employees at the start of the month + Total number of employees at the end of the month) / 2.
Assume the number of employees at the beginning of the year to beN1 ,the median churn rate to be r .
c?Nr
(N1?N2)/2 And Nr is the number of employees resigned during the year, N1 is the total number of employees at the start of the year, N2 is the total number of employees at the end of the year. According to Assumption3, the churn rate of mid-level is calculated to be For nodeai, assume churn rate to be b(i) Random number
37r 22xi?[0,1] to nodeai
ai?0,when0?xi?b(i); ai?1,whenb(i)?xi?1;
·Determine the next state of nodeai:
Given the new states of aand the initialb(i)?18%,calculate the b(i) in the
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following years.
·Assign a random number xj?[0,1]to node ·Determine the next state of node
aj
aj:
aj?0,when0?xj?1/k; aj?1,when1/k?xj?1;
3.3 Solution to Task#3：
We solve this task based on Tab 7.
（1.2??0.5?）?10%?10 Senior manager/Executive budget=
Junior manager/Executive budget=(0.7??0.6?)?40%?20 Experienced supervisor budget=(0.6??0.2?)?40%?25 Inexperienced supervisor budget=(0.6??0.3?)?40%?25 Experienced employee budget=?0.3??0.1???20%?110 Inexperienced employee budget=?0.1??0.3???5%?150 Administrative clerk budget=(0.3??0.05?)?5%?30
（1.2??0.5?）?10%?10?(0.7??0.6?)?40%?20?(0.6??0.2?)?40%?25（0.6??0.3?）?40%?25?（0.3??0.1?）?20%?110Budget requirements=??（0.1??0.3?）?5%?150?（0.3??0.05?）?5%?30
3.4 Solution to Task#4：
a) Churn rate= 25%
When annual churn rate is 25%, we generate a future sample consists of 20 data and reckon the average position filled rate to be 80.23%, the variation to be 0.0002. Thus, ICM can sustain its 80% full status for positions if the annual churn rate for all positions becomes 25%. b) Churn rate=35%
When the annual churn rate becomes 35%, we generate a future sample consists of 20 data and reckon the average position filled rate to be 76.59%, the variation to be
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0.0004. As a result, ICM cannot sustain its 80% full status for positions if the annual
churn rate for all positions is 35%.
The loss of middle managers will bring a lot of adverse effects. Mid-level staff have mastered the operating procedures, and training and education received, if departure might take away the company has technology, waste of corporate training investment funds. Substantial changes in the human impact on the company structure will bring in a short time will affect the company's operations. Middle management staff includes members of major changes in management structure will result in a new run-in period lengthened share of short positions can not be timely upgrade, it may have left the staff would take away the existing backbone, the company has been the loss of technology, All the greatest degree of retaining middle-level staff will reduce the loss of business.
For businesses,reasonable turnover in favor of the vitality of the organization to remain competitive,But if the member labor turnover rate is too high, companies will assume direct loss(Typically include: separation costs, replacement costs, training costs, etc.)While turnover also indirectly affect the stability of the continuity of work, quality of work and related personnel. More direct and indirect impact of the loss is called \/ recruitment costs + training costs + losses in productivity costs - cost savings). By regularly tracking the effectiveness of artificial targets, establish a dynamic relationship between business efficiency and income distribution between employees, in order to ensure efficiency of internal operations and external labor market prices and other factors that could regularly conduction mechanism of income distribution to employees.
Employee turnover indicators of human resource management of water liquidate most direct reflection, control employee turnover related to: recruitment, training, job management, the functions of pay and benefits, career, employee relations, corporate culture construction, the system needs to be done management of change. If centralized human resources department efforts alone at a certain point is often temporary and not a permanent cure. Therefore, reducing staff turnover on the premise that a fundamental change in the concept of employment policy-makers, and be able to complete the internal management mechanism to rationalize the relationship between business and three employees.
3.5 Solution to Task#5：
We use the qualified rate to measure the HR health of the organization.
And we define the the qualified rate as H.In other words,H is the degree of the HR health.
QH?
NQ is the number of qualified employees in ICM. While Nis the total number of
the company.
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