University Report: Using Data to Build Business Practice Analysis

This report analyzes a dataset provided by YouGov plc. for the CIPD and The Adecco Group, focusing on the impact of Brexit on UK organizations' recruitment processes. The analysis includes data from both public and private sectors to identify trends in recruitment, redundancies, and flexible working arrangements. The report addresses specific questions related to recruitment plans, redundancy intentions, and the extent to which redundancies will affect headcount. The findings reveal insights into the impact of Brexit on the labor market, offering recommendations for businesses. The report also examines the demographics of employees, including age, disability, and ethnicity, to provide a comprehensive view of the workforce. The data interpretation highlights the adoption of flexible working arrangements and the impact of Brexit on the overall business landscape. The report concludes with a summary of findings and recommendations for businesses operating in the UK.

Using Data to Build Business Practice
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Contents
INTRODUCTON............................................................................................................................3
TASK...............................................................................................................................................3
Understand the information by government................................................................................3
Select the Questions and analyse information required...............................................................4
Finding of data.............................................................................................................................5
Recommendation with respect to Brexit....................................................................................13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
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INTRODUCTON
HR analyst is basically performed the significant tasks to create insight view of data or
information within workplace. Nowadays, it has been required the store or collect large amount
of employees data. In this way, organisation is usually generating the revenue of enterprise and
do some modification and reduce significant threat or risk. Data analysis is basically helping the
individual people to get new data and then gain competitive advantage.
This report will discuss about the private as well as public organisation in order to
explore the large amount of data or information. Therefore, government will gain brief insight
view by government. As per given file, it will be selecting the questions to analyse the
information and generate accurate result or outcome. Moreover, it will be representing the
interest of finding through research. Afterwards, it will give a proper recommendation in related
to the recession in UK.
TASK
Understand the information by government
As per analysis, it has been examined that present data is related to the companies which
operates in private as well as public sectors. In order to collect or gather information where how
Brexit will increase problem for enterprises and impacts on the overall profitability as well as
productivity (Rahman, Ahmed and Hassan, 2017). On the basis of evidence, Government will
use accurate data and analysis the actual situation or organisation. That’s why, it become easier
for predicting the future condition of enterprise. Government will store information from private
and public organisations and examine the change behaviour of staff members. This is because of
current business performance, sales and culture aspects.
As per consider the given data which means that government will gain more
understanding. This may help for analysing the actual business aspect in context of performance,
growth and development. In most of cases, government initiatives towards various business
activities and supports for companies where they can change their business policies or
procedures according to the needs.
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Select the Questions and analyse information required
In given excel file, it is an essential aspect to select an appropriate questions from data and
analysis in proper manner. Whenever, information obtained must be useful or accurate for
government and identify the significant impact of impact of Brexit on the organisations in UK
(Greer, King and Peralta-Santos, 2020). There are different questions in excel file and select
specific one. This is because it enable to give a useful insight idea, belief and assumptions.
Questions-
 QE1. In the past three years, has your organisation employed people from any of the
following groups?
 Q4_rc. Thinking about the next THREE months_, what will be the overall effect of
recruiting new staff and/or making redundancies?
 Q3a. To what extent will these redundancies affect your overall headcount over the next
three months?
 WA1. Which of the following flexible working arrangements, if any, does your
organisation offer? Please select all that apply?
 Q3. Is your organisation planning to make any redundancies during the next THREE
months?
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Finding of data
QE1
Unweighted base 2053 1433 427 193 781 652
Base 2053 1560 349 144 708 852
People aged 50-64 1393 1024 257 112 397 627
People aged 65 and above 657 467 128 62 139 328
People with a disability or long-term health
condition 962 656 216 91 176 479
People from a Black, Asian or minority ethnic
background 1197 853 247 98 238 615
People aged 19-24 with few or no qualifications 1167 883 207 77 306 577
People aged 16-18 with few or no qualifications 641 477 121 43 133 345
Ex-offenders 300 206 69 25 44 162
Parents returning to the workforce 1005 715 206 84 184 531
People returning to the workforce after time out
of the labour market for reasons other than
having a child, for example because of other
caring responsibilities or a health condition
722 500 159 63 91 409
War veterans 388 269 98 21 41 228
None of the above 147 130 10 7 114 16
Don't know 172 136 32 5 22 114
Table: 1
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Figure: 1
Data Interpretation-
In above table, it has been analysed that majority of specific age group of people, who are
doing job in the organisation. Within private and public sectors, it has been identified that
government record all information of companies and their employees. Through interpretation, it
has been categorised the group of people on the basis of their age such as people age 50-60,
peopled aged 65 & above, personality with a disability, black Asian and minority background
people, people aged 19-24 with no qualification and none of the above (Olsson and et.al., 2019).
These are different category of individual one and identify the involvement of people in the
organisation. As per analysis, it has found that majority of peopled aged 50-64, who have an
experience so that it would be increased the demand of higher aged people. But nowadays, it has
been changed the criteria where different companies are giving the chance of young people those
having a proper educational and academic knowledge. On the basis of chart, it can be measured
that age group of 19-24 work within public as well as private organisations.
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Q.4_rc
Unweighted base 1041 658 289 94 256 402
Base 1063 748 241 75 230 517
Maintain total staff level 370 219 118 33 55 164
Increase total staff level 353 245 83 25 82 163
Decrease total staff level 300 255 29 16 87 168
Don’t know 41 29 11 1 5 24
Promoters 353 245 83 25 82 163
Detractors 300 255 29 16 87 168
Net Employment Score 53 -10 54 10 -5 -5
Table: 1
Figure: 1
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Data Interpretation-
On the basis of interpretation, it has been thinking about the new three months and
identify the significant effect of recruiting new staff and making redundancies. Analysing the
data or information and then categorised into different ways: total staff level, increase staff level,
Decrease level of staff, promoters and detractors etc. these are different options in order to
identify the significant effect of recruiting on the different level (Dewi, Azam and Yusoff, 2019).
As per analysis, it has found that next- months, the effect of recruiting new staff on the basis
maintenance of staff level within organisation. The highest level of staff is 370 and another way,
decreases of staff level is 300. In this way, it has been easily calculated overall estimation and
find out the accurate data or information in proper manner.
Q.3a
Unweighted base 431 327 75 29 127 200
Base 446 362 60 24 110 252
It will affect 0.01% to 10% 164 118 32 14 24 95
It will affect 10.01% to 20% 80 64 11 5 19 45
It will affect 20.01% to 30% 60 53 5 3 21 32
It will affect 30.01% to 40% 27 22 4 1 12 10
It will affect by 40.01% to 50% 27 23 2 1 13 10
It will affect 50.01% to 60% 14 14 1 - 6 8
It will affect 60.01% to 70% 4 3 1 - 1 2
It will affect 70.01% to 80% 8 8 - - 4 4
It will affect 80.01% to 90% 3 3 - - 1 2
It will affect 90.01% to 100% 8 7 1 - 4 3
Don't know 51 45 6 - 4 41
Table: 3
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Figure: 3
Data Interpretation-
In above table, it has been summarised about the next-three months and also examine the
overall effect of recruiting new staff and making redundancies. The overall Analysing is mainly
depending on the accurate information or data and then categorised into different ways: total
staff level, increase staff level, Decrease level of staff, promoters and detractors etc. these are
different options in order to identify the significant effect of recruiting on the different level. As
per analysis, it has found that next- months, the effect of recruiting new staff on the basis
maintenance of staff level within organisation. The highest level of staff is 1008 and another
way, decreases of staff level is 458. In this way, it has been easily calculated overall estimation
and find out the accurate data or information in proper manner.
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WA1
Unweighted base 2053 1433 427 193 781 652
Base 2053 1560 349 144 708 852
Flexi-time 914 624 210 80 241 383
Annualised hours contract 301 166 109 27 35 131
Term time working 420 189 196 35 54 135
Jobsharing 593 316 221 56 62 254
Zero-hours contract 412 301 71 40 107 193
On-call working 297 187 85 25 55 132
Working from home on a regular basis 978 695 191 91 240 455
Home working (always working from home) 546 406 100 40 140 267
Part-time hours 1347 958 274 115 354 604
Compressed hours (e.g. 4.5 day week, 9 day
fortnight) 628 369 190 69 93 276
Career breaks 613 396 176 41 52 343
Other 16 14 1 1 10 4
None of these 206 184 15 7 127 57
Table : 4
Figure: 4
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Data Interpretation-
In above chat, it has been shown the flexible working arrangements, if exit, organisations
offer a better flexibility for their employees on the basis of requirements. It is all about the way
in which change the workplace environment or culture. Therefore, it can influence more people
to adopt the flexible arrangement of enterprise. on the basis of interpretation, it has been
identified that categorises different flexible arrangement such as team working, Zero hour
contract, part-time, full-time, Annualised hour contract etc. these are different kind of flexible
arrangement applicable in the workplace. As per analysis, it has been successful done the
interpretation of data. In order to identify that maximum demand of flexible time or part time
hours. Through analysing 914 of flexible time, 1347 demand of part-time hours. This is because
when employee can manage a coordination between personal as well as professional life.
Usually, a long working hour is impact on the performance and also increase so much pressure in
mind of people. That’s why, different private and public companies are decided to create flexible
arrangement for working.
Q3.
Unweighted base 2053 1433 427 193 781 652
Base 2053 1560 349 144 708 852
Yes 446 362 60 24 110 252
No 1103 778 231 94 419 358
Don't know 504 421 58 25 179 242
Table: 5
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Figure: 5
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