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Measuring Employee Retention in WIPO A study of survival probability Palais des Nations, Geneva 31 October – 2 November 2011 Cristobal Bazan.

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Presentation on theme: "Measuring Employee Retention in WIPO A study of survival probability Palais des Nations, Geneva 31 October – 2 November 2011 Cristobal Bazan."— Presentation transcript:

1 Measuring Employee Retention in WIPO A study of survival probability Palais des Nations, Geneva 31 October – 2 November 2011 Cristobal Bazan

2 Definitions 1.“Employee retention” refers to policies and practices employers use to keep valuable employees on the job. 2.“Retention rate” is a measure of the probability an employee will remain on the job over a given period of time. 3.Use retention rate to forecast future retention costs - better than turnover. 4.Retention data can tell who leaves, after how long, why, with what skills.

3 Methodology Sample 276 employees Fixed-term appointments Appointed from 1 January 1994 to 31 December 2001 Measured by Date of entry in service Date of leaving by voluntary separation End of period Method Survival Probability

4 Possible factors affecting survival Factors affecting WIPO’s retention rate? Gender Male Female Category General Service Professional Director Age at appointment Under to 40 Over 40

5 Results 1.Of 276 employees in the sample, 47 left voluntarily and 229 were still active at March 31, WIPO’s retention rate for the 8-year period is 83%. 3.Of 47 leavers, 41 (87.2%) left in the first 4 years in service. Table IYears in Service Before Voluntary Separation Years in Service > Active Count of Leavers Yearly % of Leavers2.2%4.7%2.9%2.5% 0%0.7% 0% 83.0% Retention Rate %

6 Results Survival probability not significant by Gender

7 Results Survival probability not significant by Category

8 Results Survival probability significant (p 0.01) by Age at appointment

9 Conclusions 1.WIPO’s Retention Rate is among the highest in the UN system 2.The Retention Rate is a measure of probability to remain professionally active. For every 100 employees appointed, 83 have a high probability to remain professionally active until normal retirement age 3.For employees over 40 at time of appointment, this probability is 92%. 4.Employees over 40 at time of appointment look for the security and stability of long-term employment. 5.It is not necessarily positive correlated whit a high degree of satisfaction 6.Is an indicator of the quality of employment on long term

10 Further issues 1.The Retention Rate is not systematically measured in the UN system 2.The higher the retention rate the higher the associated costs (health insurance, pension, education grant, training) 3.Retention rate could be an indicator of the quality of employment

11 Your comments are welcome Thank you Cristobal Bazan Tel:


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