melanie askew rachel ball holly buchanan laura hilliard jamie karoff jaclyn pagnotta stephanie wells...

MELANIE ASKEWRACHEL BALL

HOLLY BUCHANANLAURA HILLIARD

JAMIE KAROFFJACLYN PAGNOTTASTEPHANIE WELLS

Survey Analysis of Data Set 2

Overview

Findings (quantitative and qualitative)Data AnalysisProposed ActionsBarriersFinal Conclusions

Findings - Turnover

Findings - Reasons for Leaving

Findings - Supervisor Ratings

Findings - Company Rating

Findings - Recommend as Employer

Findings - Qualitative

High employee perception of wrongful termination

Miscommunication of pay, hours, and termination

Stressful work environment due to issues with supervisors/management, HR, hours, and poor training

Conclusions

38% of employees are leaving between 0-1 year In an 1,000 person organization, 380 employees leaving. Realized human asset value loss is (380 x $9445=

$3,589,100)

Potential employee relations violations - wrongful termination and breech of contract Average verdict for wrongful termination is $1,694,989 Average award for breech of contract is $2,114,467

Disparity in the ratings of supervisorsWinston & Strawn (California Data, 2002) and Mahan presentation on 2/1/2011

Proposed Actions Affecting HR

Look into Hiring and On-Boarding

Examine termination policies and how they are communicated to employees

Look into management practices of supervisors

Proposed Actions Affecting Supervisors

Distinguish which supervisors have management practices that are harmful/helpful to work environment

Look to develop standard management objectives

Ensure employees have clear understanding of responsibilities and expectations

Barriers

Social normsHR and supervisors resistant to changeLack of funding for further analysis and

interventionLack of time in hiring processLegalities

Final Conclusions

Due to the financial impact we would suggest looking first into the communication during and processes around hiring and on-boarding.