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MELANIE ASKEWRACHEL BALL
HOLLY BUCHANANLAURA HILLIARD
JAMIE KAROFFJACLYN PAGNOTTASTEPHANIE WELLS
Survey Analysis of Data Set 2
Overview
Findings (quantitative and qualitative)Data AnalysisProposed ActionsBarriersFinal Conclusions
Findings - Turnover
Findings - Reasons for Leaving
Findings - Supervisor Ratings
Findings - Company Rating
Findings - Recommend as Employer
Findings - Qualitative
High employee perception of wrongful termination
Miscommunication of pay, hours, and termination
Stressful work environment due to issues with supervisors/management, HR, hours, and poor training
Conclusions
38% of employees are leaving between 0-1 year In an 1,000 person organization, 380 employees leaving. Realized human asset value loss is (380 x $9445=
$3,589,100)
Potential employee relations violations - wrongful termination and breech of contract Average verdict for wrongful termination is $1,694,989 Average award for breech of contract is $2,114,467
Disparity in the ratings of supervisorsWinston & Strawn (California Data, 2002) and Mahan presentation on 2/1/2011
Proposed Actions Affecting HR
Look into Hiring and On-Boarding
Examine termination policies and how they are communicated to employees
Look into management practices of supervisors
Proposed Actions Affecting Supervisors
Distinguish which supervisors have management practices that are harmful/helpful to work environment
Look to develop standard management objectives
Ensure employees have clear understanding of responsibilities and expectations
Barriers
Social normsHR and supervisors resistant to changeLack of funding for further analysis and
interventionLack of time in hiring processLegalities
Final Conclusions
Due to the financial impact we would suggest looking first into the communication during and processes around hiring and on-boarding.
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