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The unpredictable and uncontrollable, but normal, reduction of work force due to resignations, retirement, sickness, or death. 2. Loss of a material or resource due to obsolescence or spoilage. Read more: http://www.businessdictionary.com/definition/attrition.html#ixzz2ZVhSRiZC The meaning of attrition in a work environment refers to a reduction or decrease in the size or strength the work force, or a gradual reduction in labor occurring through means other than firing employees. Both of these explanations can be applied to activities addressed by human resources, and both can have positive and negative ramifications for a company. Human resources teams factor attrition rates into their department budgets to account for potential losses in productivity and the costs associated with replacing departing employees.
Upside of Attrition
Some business strategies use attrition as part of a restructuring plan. Rather than carrying out traditional layoffs, some businesses choose to reduce their workforce through the more gradual means of attrition. This is less consequential to a workforce that contains employees approaching retirement age. When they leave the company, a replacement is not hired to fill the vacancy, and the job position may be retired. Some business owners and managers work with their HR professionals to create equitable positions into which remaining employees can potentially be promoted. This creates positive employment options that did not previously exist.
Downside of Attrition
When attrition occurs, the remaining duties and job responsibilities can burden employees and managers with additional duties with no increase in pay. Even if HR staff members distribute the extra workload throughout other departments, they may witness managers moving on to other companies. The potential for employment promotion may no longer exist when positions are retired due to attrition. Employee morale can suffer, a situation that HR should work to remedy before it becomes unmanageable.
High attrition is a cause of concern for a company as it presents a cost to the company. The company loses on the amount it spent to recruit and select these employees and to train them for their respective jobs. The company may also have to spend additional money to fill the vacancies left open by these employees.