一直以来,许多公司将员工离职率作为HR的考核指标,以至于看到员工离职就认为管理不到位,福利不好等等,经常分析离职原因。固然高离职率不好,但人员不流动就好?让我们先来看一个案例。一家集团公司,因为行业的原因,离职率比较高,但是有个分公司的离职率却非常低,当然这个分公司与其他分公司不同,在北方小城市里(其他的大多数分公司在一线、省会城市),整个城市人员流动较少。但也太稳定了,每次离职率数据他们都是最低,且低得离谱,甚至是零。集团做员工效益、产出率分析,这个分部员工产出率也低,虽然个体工资相对 All along, many companies regard the employee turnover as an assessment indicator of HR, so that employees see the absence of management thinking is not in place, the welfare is not good, etc., often analyze the reasons for leaving. Although the high turnover rate is not good, but the staff does not flow like? Let us look at a case. A group company, because of industry reasons, the turnover rate is relatively high, but the turnover of a branch is very low, of course, this branch is different from other branches in the northern small city (most other branches in the first line , Capital cities), less mobility throughout the city. But it is also too stable, they are the lowest each time the turnover data, and the low is outrageous, or even zero. Group to do the staff efficiency, output rate analysis, the output rate of employees in this branch is also low, although the individual wage relative