BB108 Business Statistics: Employee Satisfaction and Retention Report

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ACS - BB108 BUSINESS STATISTICS

Table of Contents
Introduction.................................................................................................................................................3
Problem definition and business intelligence required...............................................................................6
Identifying the data variables as data types and measurement scales........................................................6
Descriptive statistics....................................................................................................................................6
Descriptive statistics....................................................................................................................................7
Methods of data summarizing.....................................................................................................................9
Discussion of the results and recommendations.......................................................................................11

Introduction
Business statistics is a part of science deals with good decision making power to reduce uncertainty in
several works process like finance, analysis, market research, improvement, production and etc. These
processes of organization feature regular series of data. It can also be called as a branch of applied
statistics allow to work on collected data for the doing business, operational activities and many more.
In the given scenario, it can be said that the business faces a problem because of the low-level
satisfaction of employees by doing their job. There are exactly three hundred employee works currently
and most of them are women. Means the organization has a female-biased or working environment.
Since out of three hundred workers of the concern organization, there is 38% male staff and 62% of
female staff working currently. Now if we talk about married and unmarried staff then there is 84% of
the worker is married and 16% of staff are unmarried. Now, this is the time to analyze employee detail
on the basis of the age factor. There are 18% of the employees are around 30 Years and below. Same
26% of employees are age around 30-40 and 32% of the staffs having age around 40-50 years. The rest
staff of the organization is around 50-60%.
Means the organization has a good retention rate of staff but the not having so good satisfaction scale of
staffs. More than 83% of the staff works for 10 to 40 years and only 17% of the staffs are working for
around 10years. After detail analysis over data set of employees, it is found that the concern
organization has staff who has more or around 25-28 year experience. Thus the retention rate for job
satisfaction decreases gradually after having experience around of 25-28 year.
The below-given statistics of data show the staff turnover that increases after 25 to 28 year of
experience.
Variables
(Gender)
Frequency (f) F = f/n *100
Male (1) 114 38%
Female (2) 186 62%
300 (n)
Variable (Married Status) Frequency (f) F = f/n *100
Married 252 84%
Single 48 16%

300 (n)
Variables
(Age)
Frequency (f) F = f/n *100
20 6 2.00%
22 6 2.00%
24 3 1.00%
28 15 5.00%
30 24 8.00%
32 24 8.00%
34 9 3.00%
36 18 6.00%
38 15 5.00%
40 12 4.00%
42 21 7.00%
44 21 7.00%
46 27 9.00%
48 18 6.00%
50 9 3.00%
52 6 2.00%
54 41 13.67%
56 12 4.00%
58 6 2.00%
60 7 2.33%
300 (n)
Variables (Experience Year) Frequency (f) F = f/n *100
1 4 1.33%

2 6 2.00%
3 4 1.33%
4 2 0.67%
5 16 5.33%
6 4 1.33%
8 11 3.67%
9 4 1.33%
10 1 0.33%
12 21 7.00%
13 8 2.67%
14 8 2.67%
15 16 5.33%
16 4 1.33%
18 1 0.33%
20 15 5.00%
21 7 2.33%
22 11 3.67%
23 16 5.33%
24 2 0.67%
25 23 7.67%
26 17 5.67%
27 16 5.33%
28 23 7.67%
30 15 5.00%
32 15 5.00%
33 15 5.00%
34 5 1.67%
35 5 1.67%
36 5 1.67%
300 (n) z

Problem definition and business intelligence required
The problem for concern organization is the retention of employees and decrease job satisfaction. The
job satisfaction ratio of the organization seems to very low as expected at this moment. So to get exact
data for unsatisfied employees organization processes a survey to analyze and record reasons which
cause for lack of satisfaction including the gender, group, marital status and region and etc.
As to keep in mind the current problem of job satisfaction on workplace organization offer training
program to the all existing employees to boost their motivation level and indirectly enforce them for
work which could help to increase job satisfaction. After having a survey organization also record job
satisfaction statistics before and after providing a training program.
Thus it is required to prepare statistics chart to measure job satisfaction scale in two different stages.
Means recording the ratio for the satisfaction of the job before and after providing the training program
effectively.
[1]
Identifying the data variables as data types and measurement scales
All the recorded data is in the form of categorical data. To measure the satisfaction of the job of the
employees who works for the concerned organization a scale has been decided i.e. 1-5.
 1 is for the one who has the least satisfaction
 And 5 for the one who has more satisfaction
The given data has been developed during a survey on satisfied and unsatisfied employees. This
analyzed data is exactly correct and contain all useful information that is needed for performing analysis
and to resolve the current problem.
[2]

Descriptive statistics
Measures of a central location
Understanding for location variable, a table has been developed using the given statistics.
On the basis of the above statistics, it can be easily identified that most of the working employees come
from the western region and the least number of employees comes from the northern region. The
pictorial diagram on the basis of the region for employees is as follows:
[3]

Descriptive statistics
Measurement of variation
As per recorded statistics over the satisfaction score for the organizational staff before providing the
training program is as follows:
 Going through job satisfaction measurement scale it is found that out of a total of 300 staff
strength only 205 employees have satisfaction around 2. Means total of 68% of organizational
employees isn't satisfied with their current job or role.
 Out of three hundred, sixty-nine employees means 23% of total employee strength satisfy from
their job and comes on scale point 3.
 There are twenty-six employees presently means 9% of the employees are satisfied with their
current job.
1 2 3 4 5
Job
Satisfaction
score (before
training)
93 112 69 24 2
Job
Satisfaction
score (after
training)
8 31 134 44 83

Pie chart for current statistics of job satisfaction
After going through the above statistics it can easily identify that there is a significant variation recorded
for job satisfaction in employees of the organization. If the calculation for an average of job satisfaction
when it comes 2.1 before of training program and the score for job satisfaction after providing the
training program is 3.5. The statistics for the difference in score for job satisfaction before and after the
training program is as follows:
1 2 3 4 5
Job Satisfaction score
(Before training)
93 112 69 24 2
After training (Job
Satisfaction)
8 31 134 44 83
Variation 85 81 -65 -20 -81
After performing detail analysis on variation for a total number of employees for a score less than 2 and
found that the scale decreased by 2 and the satisfaction scale increased by 3 or more. Means providing a
training program to make improvement for the motivation of employee works successfully.
[4]

Methods of data summarizing
To understand the effect of gender on a group of age for the existing employee strength in the
concerned organization, it is required to separate the group of employees according to gender and
needed analysis of that data. The record for analysis over the data for the same action is described
below:
20-30 31-40 41-50 51-60 Total
Male 15 22 35 42 114
Female 39 56 61 30 186
54 78 96 72 300
Thus the total male staff and female staff are different and to show better variation for male and female
staff could be described perfectly.
20-30 31-40 41-50 51-60 Total
Male 13.16% 19.30% 30.70% 36.84% 100%
Female 20.97% 30.11% 32.80% 16.13% 100%
On the basis of analysis over the group, the male staff is reliably higher than the older record. There are
employees who belong to age scale 40-60 and those staff who comes in range 20-40 age.

Now if an analysis of the female staff it is found that they are younger than male staff. The number of
female staff who belongs in a scale of 20 years to 40 years is quietly higher than the age scale of 40year
to 60 years.
Means most of the employee of the male category are the age of a 50-60 year and the male staff who
are in age scale of 20-30 year is least. Similarly most the women staff who works in an organization are
the age of 40-50 scale and the least number of women staff comes in age scale group of 50 to 60 year.
Means it is perfectly identified that the number of female staff is quietly higher and younger than the
male staff.
[5]
Discussion of the results and recommendations
On the basis of calculation and analysis over the given data, it can easily be concluded that the
organization has a different type of employees who come from different region and different age-group.
And keeping this amount of employee happy and satisfied is not so easy for the human resource
manager. Moreover, to keep a healthy and fully satisfied working employee, HR has to take monetary
and non-monetary programs for the effective motivation of the employees. Providing training to an
employee is one of the best non-monetary decisions to improve motivation and productivity.
Meanwhile, the training program that is implemented by the Human Resource manager to keep
employees motivated and productive with increased job satisfaction score is a successful approach.

There is so many other programs that can be used or adopt by the organization to enhance and maintain
job satisfaction of the employee on the workplace. Some of them are as follows:
 Maintenance of the work culture could allow the human resource to maintain job satisfaction of
the employees of all groups and all age.
 Having a monetary program like offering a bonus to the eligible employees could be more
beneficial for the organization. It can also allow increasing the employee strength in concern
organization.
 Having a certification program with some small prize money could boost the motivation of
concern and the rest of the employees.
 A working employee didn’t have enough time to spend it with family. So providing a good time
for the employee for relaxation and having a balanced family life would be more beneficial for
the organization. Because a happy employee could lead their department and add extra
advantage in effective growth of the organization.
 To complete a project time duration would matter but higher time scale will negatively impact
on employee and a short amount of time put pressure on them. So it will be good if project
goals would be developed for a short period. This action will help to maintain zeal to the work of
an employee.
 Opportunity actually matters if the employees didn’t happy with the extra burden on the
workplace. So offering enough opportunities to achieve goals in personal life will, of course, help
the organization to achieve the goal by having an increased strength of happy and satisfied staff.
 Reduce the habit of Shouting on employees that could do by a boss or other higher level
authority of the organization. Shouting on employees demoralized them about their work power
and moral ethics. So it should be considered that a healthy environment surely maintains an
environment where shouting on the employee will be less or none.
[6]
References