Difference between revisions of "Attrition"
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In the nuclear industry attrition due to retirement used to be a major issue | In the nuclear industry attrition due to retirement used to be a major issue | ||
| − | because | + | 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 | + | 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 [[Transfer|knowledge transfer]]. |
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== Description 3 == | == Description 3 == | ||
=== Summary=== | === Summary=== | ||
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'''Source:''' [[Risk Management of Knowledge Loss in Nuclear Industry Organizations ]] | '''Source:''' [[Risk Management of Knowledge Loss in Nuclear Industry Organizations ]] | ||
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==Related articles== | ==Related articles== | ||
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[[Human resource management]] | [[Human resource management]] | ||
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[[Category:Nuclear Knowledge Management challenge]] | [[Category:Nuclear Knowledge Management challenge]] | ||
Revision as of 10:01, 14 February 2015
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
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.
