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Online-Training: Early Identification of Employee Turnover

HR, CSR, Internal Communications
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  Online-Training: Early Identification of Employee Turnover. Date: 21 September2023. Time: 17:00 20:00. Language: Ukrainian. Place: online (zoom.us). Employee turnover is an important indicator of how many employees leave the company during a certain period. After the loss of employees, it is necessary to find new ones (and this is an additional expenditure of resources) who will meet all the requirements and will be able to quickly adapt. Early identification of turnover will allow the company to react to critical moments and make appropriate decisions in order to prevent the dismissal of a valuable employee and have a positive internal HR brand. EBA Management Development Center, together with Anna-Maria Sabov, invites you to take part in the Online training: Early identification of employee turnover, which will allow you to analyze 5 methods of early identification of turnover (and this is not at all about a 1-1 conversation!), but its about the development of a semi-automated dashboard for the company. One type of monitoring can be performed completely independently by the HR and admin team, and requires 0 hryvnas of the budget and 0 hours of hiring managers time. Advantages of such monitoring: autonomous training: conducted only by HR and it does not require the involvement of TL, CEO, company employees all data in one place: allows you to look at the picture comprehensively, because when communicating with each one separately, you may not notice/miss certain patterns details: the results are generated on the basis of data from your internal systems (such as payroll and vacation records) and the labor market other types of monitoring already require the additional involvement of managers, employees themselves, and there is an observation factor Trainer: Anna-Maria Sabov, HR Director at Netpeak, СОО/ Recruiting lead at talent agency reteam.business HR& Recruitment, consultant with 7+ years of experience in full-cycle recruiting, 4+ years of experience in HR in management positions, lecturer and author of KMBS courses, European Business Association, Kyiv School of Economics, MP Academy, LiftaSpace, Dan.IT. Module 1 - September 20 (17:00 - 20:00) What affects the turnover Factors that HR can independently monitor, even without deep knowledge of the companys context Possible customized factors that require the involvement of managers and employees for their analysis Module 2 - September 21 (17:00 - 20:00) Practice: analysis of the turnover monitoring table Peculiarities of self-monitoring of turnover by HR Peculiarities of other types of turnover monitoring with the participation of managers and employees As a result of the training, you will be able to determine: demotivation factors that can be extracted from your HRI/HRM system or adjusted for their collection behavioral factors that usually require office work and supervision from the manager and HR objective factors and influencing factors of the manager/team separate factors for managers, key employees and A-players Based on these examples, you will be able to create a customized version of the turnover monitoring system for yourself and for your management. At the end of the course, you will be able to conduct any kind of monitoring on your own based on the templates.Trainers. Anna-Maria Sabov. СОО/ Recruiting lead at talent agency reteam.business HR& Recruitment, consultant with 7+ years of experience in full-cycle recruiting, 4+ years of experience in HR in management positions, lecturer and author of KMBS courses, European Business Association, Kyiv School of Economics, MP Academy, LiftaSpace, Dan.IT.. You can send a question to:. Contact person:. Liliya Yamborak. E-mail [email protected]. Contact Phone. +38 067 796 95 87.

Employee turnover is an important indicator of how many employees leave the company during a certain period. After the “loss” of employees, it is necessary to find new ones (and this is an additional expenditure of resources) who will meet all the requirements and will be able to quickly adapt.

Early identification of turnover will allow the company to react to critical moments and make appropriate decisions in order to prevent the dismissal of a valuable employee and have a positive internal HR brand.

EBA Management Development Center, together with Anna-Maria Sabov, invites you to take part in the Online training: Early identification of employee turnover, which will allow you to analyze 5 methods of early identification of turnover (and this is not at all about a 1-1 conversation!), but it’s about the development of a semi-automated dashboard for the company.

One type of monitoring can be performed completely independently by the HR and admin team, and requires 0 hryvnas of the budget and 0 hours of hiring managers’ time.

Advantages of such monitoring:

  • autonomous training: conducted only by HR and it does not require the involvement of TL, CEO, company employees
  • all data in one place: allows you to look at the picture comprehensively, because when communicating with each one separately, you may not notice/miss certain patterns
  • details: the results are generated on the basis of data from your internal systems (such as payroll and vacation records) and the labor market
  • other types of monitoring already require the additional involvement of managers, employees themselves, and there is an observation factor

Trainer: Anna-Maria Sabov, HR Director at Netpeak, СОО/ Recruiting lead at talent agency reteam.business HR& Recruitment, consultant with 7+ years of experience in full-cycle recruiting, 4+ years of experience in HR in management positions, lecturer and author of KMBS courses, European Business Association, Kyiv School of Economics, MP Academy, LiftaSpace, Dan.IT.

Module 1 – September 20 (17:00 – 20:00)

  1. What affects the turnover
  2. Factors that HR can independently monitor, even without deep knowledge of the company’s context
  3. Possible customized factors that require the involvement of managers and employees for their analysis

Module 2 – September 21 (17:00 – 20:00)

  1. Practice: analysis of the turnover monitoring table
  2. Peculiarities of self-monitoring of turnover by HR
  3. Peculiarities of other types of turnover monitoring with the participation of managers and employees

As a result of the training, you will be able to determine:

  • demotivation factors that can be extracted from your HRI/HRM system or adjusted for their collection
  • behavioral factors that usually require office work and supervision from the manager and HR
  • objective factors and influencing factors of the manager/team
  • separate factors for managers, key employees and A-players

Based on these examples, you will be able to create a customized version of the turnover monitoring system for yourself and for your management.

At the end of the course, you will be able to conduct any kind of monitoring on your own based on the templates.

Trainers

1 / 1
Anna-Maria Sabov
СОО/ Recruiting lead at talent agency reteam.business HR& Recruitment, consultant with 7+ years of experience in full-cycle recruiting, 4+ years of experience in HR in management positions, lecturer and author of KMBS courses, European Business Association, Kyiv School of Economics, MP Academy, LiftaSpace, Dan.IT.
Anna-Maria Sabov

You can send a question to:

Contact person:

Liliya Yamborak

Contact
+38 067 796 95 87

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