Attrition Day!! Even here is near midnight but I am still working now. Because of "Attrition Analysis", Below are my summary attrition report to present by tomorrow, What the report tell us? 4.1 Seasonal Turn Over Rate is during May-September * Strategy - - > Launch New Welfare or Increasing the current Welfare in August (July - - > Renewal Group Insurance) 4.2 How to fix for Better Job * Strategy - - > Salary - Included OT to be Salary and NO OT as car company (Put position is 75P in market) - - > Hourly - Reduce the number of Headcounts and make CV included OT and Saturday - - > Pay base on Performance or Skill - - > Non Value Jobs take to outsource or hire Contract 1 Year (Technician or Office support) 4.3 Focusing on "Operator and Senior Staff/Engineer" * Strategy - - > Operator - Create new Career Path by proposing to be Operator Skill-1, 2, 3, 4 with Testing (both of Theory & Practices) - - > Senior - Create new Career Path which is provided both of "Management & Expert scheme", then have interview with all Seniors to select with concrete IDPs to develop and monitoring by quarterly 4.4 Monitoring who have age between 26-30 years * Strategy - - > Giving more challenge jobs or rotation or go aboard to see the new things and come back with improvement project (see ROI) 4.5 Giving and be mentor of new employee who just joined 1-2 year, they are having adaptation and cultural adjustment * Strategy - - > Official Mentoring Program and providing feedback to HR every Month, Provide On the job training, tools, and tips to achieve here 4.6 Grade "SP" is high percentage to leave * Strategy - - > Talent management (8 boxes) can support to develop them to be "E" or "O"