BU1007 - Business Data Analysis and Interpretation

BUSINESS DATA ANALYSIS AND INTERPRETATION
BUSINESS DATA ANALYSIS
AND INTERPRETATION
CASE STUDY FOR BU1007
STUDENT ID
[Pick the date]

Introduction
The Vice Chancellor of the James Cook University aims to establish a workplace which
provides a healthy environment to work and does not discriminate against any gender
especially females. In wake of the above objective, the data on staff in various campuses of
the University has been provided which needs to be analysed using statistical techniques so as
to provide future course of action in this direction. This report presents the analysis in this
regards along with conclusion.
Salary – Statistical Analysis
The descriptive statistics that tend to summarise the information available on salary for the
whole university are indicated below.
From the above, it is apparent that salary is not normally distributed with a slight negative
skew. Also, the mean salary is significantly lower than the median salary which reflects that
there are some outliers on the lower side in the form of very low salary. The variation in
salary is not very high which augers well and ensures that parity is maintained while ensuring
adequate salary levels to retain talent.
The coefficient of variation for salary at the university level is 0.34. But it is higher for SG
campus (0.40) and ISVL campus (0.35). For the remaining campus , the coefficient of
variation is lower than that computed for the university. It is imperative that the salary levels
of the campuses with high variation should be looked into with the objective of bringing
equality.

Average Age and Salary
The requisite scatter plot is indicated below.
It is apparent from the above that there is very low correlation between the age and salary
levels as there is no pattern and the is almost random depiction of the values. This is also
reflected from the correlation coefficient which has been computed as 0.11. This implies that
retention at the University seems less or else the relationship would be expected to be much
higher than actually witnessed. This should be an area of focus considering that that talent is
scarce in this industry.
Graphical Demonstration
Using frequency distribution tableAge (In years)
Frequency
25 - 31 23
31 - 37 11
37 - 43 12
43 - 49 6
49 - 55 13
55 - 61 22
61 - 67 7
more than 67 6
TOTAL 100
Salary
Frequency

45 - 61 16
61 - 77 6
77 - 93 10
93 - 109 6
109 - 125 15
125 - 141 14
141 - 157 18
157 -173 15
Total 100
Using Bar Charts
25 - 31
31 - 37
37 - 43
43 - 49
49 - 55
55 - 61
61 - 67
more than 67
0
5
10
15
20
25
BAR CHART - AGE
AGE (YEARS )
FREQUENCY