Difference between revisions of "Attrition"
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== Description== | == Description== | ||
| − | In the nuclear industry attrition due to retirement | + | In the nuclear industry attrition due to retirement used to be a major issue |
| − | because plants typically | + | because [[Nuclear power plant operating organization|nuclear power plants]] typically had stable workforce, all or most of whom joined during the |
| − | commissioning phase, and thus they often have similar retirement dates. | + | commissioning phase, and thus they often have similar retirement dates. However, the changes in the working life have increased also the turnover rate of [[Nuclear organization|organizations]]. Especially in countries with new build projects and more job opportunities, employees change are both interested in internal job rotation and change employers easily. This results in increased need for [[Recruitment|recruitment]] and job induction and [[Transfer|knowledge transfer]]. |
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== References == | == References == | ||
Revision as of 09:18, 6 February 2014
Definition
Attrition is The decrease in the number of employees in an organization as a result of retirement, other termination, or transfer to other organizations resulting in a significant reduction in the organization's knowledge base
Summary
One paragraph summary which summarises the main ideas of the article.
Description
In the nuclear industry attrition due to retirement used to be a major issue because nuclear power plants typically had stable workforce, all or most of whom joined during the commissioning phase, and thus they often have similar retirement dates. However, the changes in the working life have increased also the turnover rate of organizations. Especially in countries with new build projects and more job opportunities, employees change are both interested in internal job rotation and change employers easily. This results in increased need for recruitment and job induction and knowledge transfer.
