ballard integrated managed services

Ballard Integrated Managed Services, Inc.

(BIMS)

BIMS DATA REANALYSISLEARNING TEAM C

LAURA BABIN, ROSE KOHN, TALENA PETERSON, PRESTON STAMPER, & ASHLEY WALTERS

Unifying a company begins with internal research starting at the bottom level of employees that can be logically

interpreted and coded into analyzable data, piece by piece.

PROBLEM STATEMENT- Increase in Employee Turnover

- Previously < 55-60% - Currently > 64%

- 17.3% Response Rate

Author

I would say LOW response rate. 17.3% was only for dataset #1.

Key Issues• Near term– Employee Dissatisfaction– Unsupervised Shifts– Hours Worked

• Long term– Lack of Proper Training– Communication Between Employees– Location

Author

I dont see this in the paper but maybe I'm missing it?

Purpose Statement

• Null Hypothesis– BIMS is Good at Communicating

• H0: µs ≥ 2.22.

• Alternative Hypothesis– BIMS is Not Good at Communicating

• Ha: µ < 2.22

Author

I would restate this. We never suggest BIMS is good at communicating. Instead we want to say the null hypothesis is that "communication is not the issue causing increased turnover"And for alternative hypothesis, same thing. We should say "communication is an issue causing increased turnover"You do have the hypoth. formulas right though!

Questionnaire #1

Descriptive analysis of the raw data generates a mean of 2.22 or µs = 2.22

Questionnaire #2

Descriptive analysis of the raw data generates a mean of 2.85 or µs = 2.85

Data Collection & Analysis• Reject Alternative Hypothesis if the

mean of Sample #2 is ≤ the mean of Sample #1.

• Accept Alternative Hypothesis if the mean of sample #2 is > than the mean of sample #1

• But further research is needed

Discussion of Findings• Confidence Interval of 95%– Upper confidence limit is barely above 3.1– Lower confidence limit around 2.55.

• µs2 = 2.85 is > 2.22 and we therefore accept our alternative hypothesis

Recommendation

• Acknowledge lack of Communication– Investigate further into contributing factors – Work on efforts to generate a better response

rate

• Explore additional contributing factors– Proper training– Neutral responses

Conclusion

• (a) determine the relationships between precedent variables & develop a predictive model.

• (b) identify similar word categories providing insight into employee beliefs and attitudes that might help explain their reasons for quitting.

Author

I don't know what this means so i actually removed it from the paper. I would just remove this sentence and simply say, gain better insight into employee beliefs and attitudes that might help explain their reasons for quitting.

THANK YOU!!!

QUESTIONS???

References 7 Ways to Increase Response Rates on Employee Surveys. (2012). Retrieved from Employment

Engagement Surveys: http://www.custominsight.com/employee-engagement-

survey/employee-survey-response-rates.asp

Ezeanu, E. (2010, August 30). How Bad Management Affects Employee Turnover. Retrieved

from Bright Hub: http://www.brighthub.com/office/human-resources/articles/85060.aspx

McClave, J. T., Benson, P. G., & Sincich, T. (2011). Statistics for business and economics (11th

ed.). Boston, MA: Pearson-Prentice Hall.

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