Analyzing and Interpreting Data

In this paper Team C will discuss a situation within a company that requires research, hypothesis and variable. We will also go over the ethics that need to be taken into account. The situation that is being faced is the employee turnover rate is too high. This is a significant problem because it is causing the company to lose money each time they have to train a new employee. This is a great situation to research and find out what is going on, and figure out how it can be changed. The research for this will figure out why the situation seems to be that there is a high

BIMS, Ballard Integrated Managed Services, Inc. is a corporation specializes in the services of food and housekeeping to corporations and institutions. The general manager, Barbara Tucker, has noticed that over the last four months the turnover rate has shot up to 64%. Not only is the turnover rate higher than usual, but also employees seemed unmotivated to do their job. There are more employees walking around doing nothing and more employees not doing their job well enough, resulting in complaints from the hospital administration in which they are working. Debbie Homer, HR manage, has developed an employee survey instrument to try to identify why employees are leaving and why each employee is no longer motivated.

In this brief, data tables will be analyzed because it can be critical to the accounting cycle. With accurate data that is informing, Kudler Fine Foods ought to be able to make more practical business decisions. With Kudler Fine Foods using data table to order, keep inventory, and to process their products, they can become more successful and on top of the food industry. As a company, Kudler needs to evaluate their design elements of the data tables that are needed for review from an accounting perspective. An entity relationship program would need to be developed showing the past data tables. A recommendation would need to be met for improvements or

The ultimate goal of descriptive statistics is to describe a set of data, identify patterns, and draw a conclusion, which enables an organization to make effective and informed decisions (McClave, Benson, & Sincich, 2011). The company, Ballard Integrated Managed Services (BIMS), a support services company will leverage statistics to gather information on the company’s employees to analyze and identify patterns. The goal of this research project is to determine the reason for the high employee turnover and low morale. The research team has developed a strategy that ensures that the management dilemma will be resolved in the most

Nevertheless, these methods cannot predict employees’ turnover. Morrell et al. (2001) discuss about two key concepts: voluntary and involuntary turnover. Voluntary turnover relates to the employee’s decision to leave such as illness or personal reasons. While, involuntary turnover relates to company related problems such as the need to cut costs or to downsize. Even if organisations develop means to identify the characteristics that influence turnover, neither of these two types can be successfully foreseen during the recruitment process. As a result, employers need to secure long term employment since a labour turnover will have a high cost both in terms of recruitment and selection and in terms of training sessions meant to enhance the employees’ soft skills. (Beardwell and Claydon, 2010).

For my research assignment I chose the topic “The Effects of Human Resource Management Practices on Employee Turnover.” I chose this topic because it is allied with an assignment

The employee turnover metric steers the skill-building process towards achieving process success by establishing effective skill-building programs that enhance employee capability and performance. An additional metric that could be used to measure the effectiveness of the Perfect Financial Review are “Employee Job Satisfaction Survey’s”. Studies show that satisfied, motivated employees are the foundation for higher customer satisfaction and business results (Sinclaircustomermetrics.com, n.d.). Using this metric can assist management in identifying the problem that is causing employee turnover, job dissatisfaction and poor organizational

357). Factors that add to employee dissatisfaction include: “company policy and administration, supervision, salary, interpersonal relations, and working conditions” (Starling, 2011, p. 357).

The data from the survey does not provide enough information to know the reason for the decrease in employee morale and increase in the turnover rate. The responses were skewed toward the housekeeping employees, making the data obtained from the survey to be an inaccurate representation of the employee population at the Douglas Medical Center site. Hypotheses could include:

At this time the manager can make the employees uncomfortable with the status quo and planting seeds of discontent by giving information to make employees dissatisfied with the present and will look to something new. All this information comes from the data that was gathered and analyzed through research and staff surveys. Managers need to plan the resources required to make the change and establish feedback mechanisms to evaluate the progress and success of the change (Sullivan & Decker, 2009, p. 70).

employees and encourage them to stay with the company, though many argued that the repricing program initiatives rewards employees for poor performance (p.424).

The authors of this article give the misconceptions of employee turnover by systematically breaking down myths that organizations tend to believe cause employees to leave the workplace. The misconceptions are replaced with evidence based strategies that show the underlying factors beyond pay compensation that drive turnover in addition the employee morale. One of the meta-analytical relationships that

The aim of the study will therefore be based on the identification of Motivational factors that affect employee turnover, which is

The objective of this chapter is to describe the procedures used in the analysis of the data and present the main findings. It also presents the different tests performed to help choose the appropriate model for the study. The chapter concludes by providing thorough statistical interpretation of the findings.

Purpose – Exits have become common, employee exit surveys capture the reason why employees quit. It helps an ongoing relationship with the company alumni. In this paper exit surveys have been used in combination with knowledge management,. The employees while leaving the organization take away precious knowledge, so to decrease this brain drain, exit surveys can be extended to obtain knowledge along with a reason for leaving the organization. Factor analysis and structural equation modeling has been used. The findings provide ways to build a future employment recruitment relationship with the departing employee. The combination of exit surveys and knowledge management results in actions like succession planning for key roles as well as other levels also.