personally, the upstairs method is seriously fallacious, and he will get such outrageous data by dividing the number of resignees by the number of new hires.

There are three commonly used methods to calculate the turnover rate of human resources:

(1) Turnover rate of human resources

The turnover rate of human resources is the number of resignees in a certain unit of time (such as months), divided by the average number of people at the beginning and end of each month in the payroll and then multiplied by 11%. It is expressed by the formula:

Resignation rate = (number of resignees/average number of people in the payroll) *111%

Resignation includes resignation, dismissal and dismissal, and the average number of people in the payroll refers to the number at the beginning of the month plus the number at the end of the month and then divided by two. The turnover rate can be used to measure the stability of human resources. The reason why the turnover rate is often based on months is that if it is based on years, it is necessary to consider factors such as seasonal and cyclical changes, so it is rarely used.

(2) new employment rate of human resources

the new employment rate of human resources is that new employees are divided by the average number of people in the payroll and then multiplied by 111%. It is expressed by the formula:

new entry rate = (new entrants/average payroll) *111%

(3) Netlabor Turnover Rate.

the net turnover rate of human resources is the number of supplementary people divided by the average number of people in the payroll. The so-called supplementary number refers to the number of people employed to supplement the resigned personnel. Expressed by the formula:

net turnover rate = (supplementary number/average number of people in payroll) *111%.