Foundation Skills in Data Analysis (Doc)
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Added on 2020-02-24
Foundation Skills in Data Analysis (Doc)
Added on 2020-02-24
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Foundation Skills in Data AnalysisMEMORANDUMDate: 11th September 2017To: Hannah Zhou, Vice-President of Human ResourcesFrom: Sandy Stedwell, Research and Analysis DepartmentSubject: Re:Analysis of SuperPart Employee survey DataDear Hannah, As requested in the Memorandum dated August 24th, I have analysed the data of 400 sampleemployee that had been collected by our team. This analysis has been carried out usingvarious descriptive and inferential statistical techniques in the context of various aspects thatwere highlighted in your memo. Based on this it has come to light that the demographicdistribution of the employees seems to be very concentrated in the mid age group i.e. 30-50years and the representation of young people is quite less. Further, the relation of age withoccupations, hours worked in a week and income before tax is not significant. Also, thesatisfaction level seems to quite high for the company. Besides, there is no significantdifference between the satisfaction levels of unionised and non-unionised workers. Also,satisfaction level is not driven by the hours worked and driven by other factors. Further,attrition seems to a concern for the company going forward for which correction measureswould need to be taken in the form of long term incentives for employees. The speculationthat non-unionised workers work for more than 45 hours weekly has been found to be false.Also, the level of unionisation observed for the company does not seem to be significantlydifferent or lower from the national average of 20%. Additionally, a sample size of 400employees should not be sufficient to meet the requirements of future surveys.
Foundation Skills in Data AnalysisThe findings in relation to the various aspects have been highlighted as follows.1)Using the descriptive statistics techniques, a numerical summary of the employee’s agehas been obtained. The average age of the employees stands at 39.41 years. However,considering your interest in the different age groups, the various quartiles would be morehelpful. It is estimated that 25% of the employees are aged lower than 32 years. This alongwith the average age indicates that company is not able to attract enough young people orelse the figure of 32 years would have been smaller. This is further confirmed by themedian age of 38 years which represents that 25% of the employees of the company liebetween the age group of 32-38 years. Additionally, the skew of the age population is alsopositive which indicates that the company has some very old employees but the samecannot be said about very young people based on the given data. About 50% of the employees lie in the age group of 32-46 years which form the majorconcentration which would typically be found in senior management. The retirement ofpeople should not be a worry for the company as 75% of the sample employees do nothave age exceeding 46 years. Therefore, there is a only percentage of employees who areapproaching near retirement while the others still can serve the company for more than adecade if they want to. Thus, while acquisition of skill is not a concern for the company asthey have enough talent which can stay with the company, but the inability to includeyoung people within the folds remains a problem. As a result, there is concentration ofemployees in their middle ages which can potentially lead to problems. This needs to beviewed in the context of one 18 year old employee who is part of the organisation whichrepresents that the company needs to attract young people so as to ensure that a propercareer progression could be provided to the employees which seem difficult at the momentconsidering the concentration of employees. 2)The objective is to understand the relationship between the variables of interest.(a)There does seem to be some degree of association between age and the occupation.For instance, amongst the young people i.e. in the age group of 18-31 years, thecontribution to the labourers is the largest at about 21% which is expected consideringthe physical energy required which makes this age group comparatively moreproductive. The age group 31-44 has a high representation of management roleamount to about 19%. However, the break-up seems to be baffling in the age group
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