Principles of Analytics: Converting Data into Percentages, Identifying Patterns & Trends, Lost Working Days Calculation

This article discusses the principles of analytics, including converting raw data into percentages, identifying patterns and trends, and calculating lost working days. It analyzes the themes of work-life harmony, flexibility, initiative, and employee value and satisfaction in R&D, marketing, and administration departments. The article cites relevant books and journals. Course code and college not mentioned.

PRINCIPLE OF
ANALYTICS

Table of Contents
TASK TWO.....................................................................................................................................3
1. Converting raw numerical data into percentages.....................................................................3
2. Data analysis & identification of patterns, trends & themes...................................................5
3. Calculation of lost working days for three department...........................................................8
4. Working days lost over a 12-month period.............................................................................8
5. Cost of pay with reference to 3-month period.........................................................................9
REFERENCES..............................................................................................................................10
Books and Journals....................................................................................................................10

TASK TWO
1. Converting raw numerical data into percentages

2. Data analysis & identification of patterns, trends & themes
0%
20%
40%
60%
80%
100%
120%
Response of R&D employees
Agree or strongly agree Neither agree nor disagree
Disagree or strongly disagree

0%
40%
80%
120%
Responses of Administration Employees
Agree or strongly agree Neither agree nor disagree
Disagree or strongly disagree
0%
40%
80%
120%
R esp o n ses o f Ma rk etin g E mp lo y ees
Agree or strongly agree Neither agree nor disagree
Disagree or strongly disagree

By conducting survey over the employees working in departments that is, R&D, marketing &
administration, the data attached above has been obtained and accordingly, analyzed within the
themes followed:
Theme – 1: Work life harmony
Through the above data, it has been identified that the managers of R&D and
administration department are loading their employees with much more tasks and as result of
which they found it difficult to fulfill their commitments towards personal life (Ling and et.al.,
2018). On the other hand, managers of marketing department are providing employees with
flexible timings which allows them to manage their personal commitments as well alongside
work. Therefore, inability to establish work life balance leads to the issue of poor motivation and
thus productivity of employees.
Theme – 2: Flexibility within the organization
Flexibility here can be explained in terms for facility of working from home which is
available to majority of marketing and R&D department’s employees while the same is not there
for the employees of administration department (Amjad and et.al., 2021). Job share opportunity
is considered as one of the contributing factor towards workplace flexibility and none of the
employees of any departments are aware of this opportunity leading to making them feel that
they have less flexibility while working which in turn affects their level of motivation & morale.
Theme – 3: Opportunity to take initiative and develop skills
Through the data obtained from survey, R&D employees are having an opportunity to
take initiative in their respective roles and as a result they have the opportunity to develop their
skills. However, with respect to the administration employees, majority of them neither agrees
nor disagree while questioning of having a scope for taking own initiative while working which
in turn led to majority of them disagreeing with the fact that they have an opportunity to develop
skill (Ghouri and et.al., 2020). Further, the marketing employees are having an opportunity to
take own initiative and accordingly, have greater opportunity to develop skills. Therefore,
marketing and R&D departments are able to motivate & develop their employees while
administration department is not.

Theme – 4: Employee value & satisfaction
By valuing employees for the work they have performed and providing them with
security in all aspects leads to satisfaction of employees. With respect to R&D employees, by
valuing their employees and making them feel secured at work benefited managers in terms of
motivation to work over and above the contracted hours, lower rate of absenteeism and higher
satisfaction (Cooper and et.al., 2019). However, managers in administration department are
ensuring security of their employees at work but not valuing them for their work which is turn
less motivated employees in this department along with the rate of absenteeism not being lower.
Further, with regards to marketing department, employees are getting all the benefits which
includes working within the contracted hours itself, managers valuing their work along with
providing job security. All this have resulted in benefits such as employee motivation &
satisfaction which can be seen through low rate of absenteeism in this department.
3. Calculation of lost working days for three department
Contracted hours per week = 37.5 hours
Working days in a week = 5 days
Working hours per day = 37.5 / 5 = 7.5
Lost working days = Hours lost in a three-month period / working hours per day
4. Working days lost over a 12-month period
Proportionate loss of hours in 12-month = [loss of working hours in 3 month / 3] * 12
Lost working days for 12 months = loss of hours in 12 months / working hours per day

5. Cost of pay with reference to 3-month period
Number of weeks in 3-months = 13 weeks
Working hours per week = 37.5
Total hours of working in a 3-month period = 13 * 37.5 = 487.5 hours

REFERENCES
Books and Journals
Cooper, B., and et.al., 2019. Well‐being‐oriented human resource management practices and
employee performance in the Chinese banking sector: The role of social climate and
resilience. Human Resource Management, 58(1), pp.85-97.
Ghouri, A. M., and et.al., 2020. Enhancing business performance through green human resource
management practices: an empirical evidence from Malaysian manufacturing
industry. International Journal of productivity and Performance management.
Amjad, F., and et.al., 2021. Effect of green human resource management practices on
organizational sustainability: the mediating role of environmental and employee
performance. Environmental Science and Pollution Research, 28(22), pp.28191-28206.
Ling, F. Y. Y., and et.al., 2018. Human resource management practices to improve project
managers’ job satisfaction. Engineering, Construction and Architectural Management.