MELANIE ASKEW RACHEL BALL HOLLY BUCHANAN LAURA HILLIARD JAMIE KAROFF JACLYN PAGNOTTA STEPHANIE WELLS...
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Transcript of MELANIE ASKEW RACHEL BALL HOLLY BUCHANAN LAURA HILLIARD JAMIE KAROFF JACLYN PAGNOTTA STEPHANIE WELLS...
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MELANIE ASKEWRACHEL BALL
HOLLY BUCHANANLAURA HILLIARD
JAMIE KAROFFJACLYN PAGNOTTASTEPHANIE WELLS
Survey Analysis of Data Set 2
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Overview
Findings (quantitative and qualitative)Data AnalysisProposed ActionsBarriersFinal Conclusions
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Findings - Turnover
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Findings - Reasons for Leaving
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Findings - Supervisor Ratings
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Findings - Company Rating
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Findings - Recommend as Employer
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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
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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
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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
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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
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Barriers
Social normsHR and supervisors resistant to changeLack of funding for further analysis and
interventionLack of time in hiring processLegalities
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Final Conclusions
Due to the financial impact we would suggest looking first into the communication during and processes around hiring and on-boarding.