Principles of Analytics: Task Two Report - Data Analysis & Findings

This report presents an analysis of employee survey data from three departments: research & design, administration, and marketing. The analysis identifies key themes such as work-life balance, workplace flexibility, initiative and skill development opportunities, and employee value and satisfaction. The report presents raw data in terms of percentages, identifies patterns and trends, and includes calculations for working days lost for each department over a three-month and twelve-month period. It also calculates the cost of pay for the three-month period based on contractual working hours. The findings highlight differences in employee experiences across departments, with implications for human resource management and organizational performance, supported by references to relevant academic literature.

PRINCIPLES OF
ANALYTICS

Table of Contents
TASK TWO.....................................................................................................................................3
1. Presentation of raw data in terms of percentages.....................................................................3
2. Analysis of data, identification of themes, patterns and trends...............................................4
3. Calculation of working days lost for each department............................................................6
4. Average loss of working days over a period of 12 month.......................................................6
5. Cost of pay for three-month period..........................................................................................6
REFERENCES................................................................................................................................8
Books and Journals......................................................................................................................8

TASK TWO
1. Presentation of raw data in terms of percentages

2. Analysis of data, identification of themes, patterns and trends
The above data has been gathered through conducting survey on employees of three departments
that is, research & design, administration and marketing. Accordingly, the following themes have
been formed.
Theme: 1 - Work life balance
Looking at the data, it has been identified that employees of R&D department and
administration department are loaded with lot of work due to which they are not able to fulfill
their personal commitments. However, employees of marketing department are able to fulfill
their personal commitments alongside work because of flexible timings provided by the
organization, however this is not true for employees of administration department.
Theme: 2 – Flexibility at workplace
Administration employees are not allowed to work from home while majority of
employees of R&D and marketing department agreed that they are allowed to work from home
which shows greater flexibility at work. Another factor contributing towards flexibility to
employees involves opportunity of job sharing where it has been identified that neither of the
employees of three departments are aware of their job share opportunity (Sabiu, Kura and Reni,
2019). Accordingly, lack of awareness leads to employees feeling less flexibility at workplace.
Theme: 3 – Initiative and skill development opportunity
From the data presented above, it has been identified that employees of R&D department
are having scope of using their own initiative while performing their role at work which in turn
providing them with the opportunity of skill development. On the other hand, employees of
administration department neither agrees nor disagree with the fact that they are having a scope
for using their own initiative while performing their job role. Accordingly, majority of
employees disagreed with the fact they are provided with the opportunity for skill development.
At last, employees of marketing department are having scope for using own initiative at work
which leads to greater opportunity for skill development to them.
Theme: 4 – Value and satisfaction of employees

When employees are valued for their work and feel security at work leads to greater
employee satisfaction (Syed, Li, and Junaid, 2020). It has been identified, that R&D department
employees are valued for their work, feel secured in their role which motivates them to complete
their work outside the contracted hours. Accordingly, there are lower absenteeism in this
department which shows employees are satisfied at work. In case of administration department,
as employees feel security in their role, they are motivated to complete their assigned task
outside of the contracted hours. However, due to not being valued for their contribution,
employees are not motivated and their morale at work must be low as seen through disagreement
of employees for absence rates being lower for their department. At last, while analyzing the
responses of employees of marketing department it has been identified that managers value the
work of employees, employees are expected to complete their work in contracted hours itself and
employees are feeling secure in their role. As a result, employees are satisfied and motivates
which leads to lower absence rate in this department (Nassar, 2018).
3. Calculation of working days lost for each department
Contractual working hours in a week = 37.5
Working days in a week = 6 days
Per day working hours = 37.5 / 6 = 6.25
Working days lost = Total hours lost in a period of three months / Per day working hours
4. Average loss of working days over a period of 12 month
Hours lost in 12 – month = Hours lost in three month / 3 * 12
Working days lost in 12 months = hours lost in 12 month / per day working hours

5. Cost of pay for three-month period
Weeks in a three-month period = 13 weeks
Working Hours in a week = 37.5
Total working hours in three-month period = 37.5 * 13 = 487.5 hours

REFERENCES
Books and Journals
Nassar, M. A., 2018. Human resource management practices and organizational commitment in
four-and five-star hotels in Egypt. Journal of Human Resources in Hospitality &
Tourism, 17(1), pp.1-21.
Syed, M. W., Li, J. Z. and Junaid, M., 2020. Relationship between human resource management
practices, relationship commitment and sustainable performance. Green Finance, 2(3),
pp.227-242.
Sabiu, M. S., Kura, K. M. and Reni, A., 2019, August. Linking human resource management
practices to organizational performance in Nigeria education sector. In 3rd International
Conference on Accounting, Management and Economics 2018 (ICAME 2018) (pp. 247-
257). Atlantis Press.