Business Problem: Statistical Analytics

Answer :

Introduction

Through the information provided, it can be stated that the business seems to have a problem of low level of job satisfaction among its employees. There are a total of 300 employees working currently in the company. The company has a female dominated work environment; out of 300 workers 38% are male and rest 62% are female employees.

84% of the employees are married and 16% are single. 18% of the employees are of age group 30 years and below, 26% of the employees are of age group 30-40 years, 32% of the employees are of age group 40-50 years and rest 24% of the employees are of age group 50-60 years old. 

The company shows a fairly good rate of Employee’s retention rate, in spite of the not so good job satisfaction score among the employees. There are about 17% of the employees who have been working with the company for 10 years or less and the rest 83% of the employees have been working in the company for 10-40 years. The highest percentage of employees working for the firm are that of 25-28 years of experience, and the retention rate starts dropping after 28 years significantly. 

This shows that the employee turnover increases after being working in the firm for 25-28 years. 

Problem definition and business intelligence required

The problem that the company is facing is that of job satisfaction among its employees. There is very low level of job satisfaction score prevailing in the company as the moment because of which company has conducted a survey to analyze the reasons of lack of satisfaction and in which group it’s most prevalent, e.g. which gender, which age group, employees of what marital status and region, and so on. 

Keeping in mind the low level of satisfaction amongst its workforce, the company is giving training to its existing employees to increase their motivation and drive towards working for the company, which in turn would increase their level of job satisfaction. The company is recording the before and after satisfaction level amongst the employees to analyze effectiveness of training on the employees.

Hence, the Job Satisfaction Score is to be measured and analyzed in two different phases, i.e. Job Satisfaction Score before training and Job Satisfaction Score after training, to understand the effects of training on employees in a better way.

Data Type and Scale of measurement-

The job satisfaction of the employees is measured on a scale of 1 to 5. 1 being the least satisfied and 5 being the most satisfied. 

The data set provided by the company is based on a survey conducted. The data is very exhaustive and contains all the required information necessary for an adequate analysis of the problem.

Data summarization and graphical presentation

As per company’s statistics, the job satisfaction score of the employees before the training are as follows-

1. 205 out of 300 employees are measured to have job satisfaction of 2 or below on the scale, i.e. 68% of the employees are not satisfied with their job at all.
2. 69 out of 300 employees, i.e. 23% of the employees are averagely satisfied with a score of 3 on the scale. 
3. Only 26 out of 300 employees, i.e. 9% of the employees of the company are substantially satisfied with their job.

After providing training to the employees, the changed job satisfaction score of the employees are as follows-

1. 39 out of 300 employees are measured to have job satisfaction of 2 or below on the scale, i.e. 3% of the employees are not satisfied with their job at all.
2. 134 out of 300 employees, i.e. 45% of the employees are averagely satisfied with a score of 3 on the scale. 
3. Only 127 out of 300 employees, i.e. 42% of the employees of the company are substantially satisfied with their job.

To further understand the effectiveness of training on employees, let’s analyze the statistics available to us through pie charts-

As per the above-mentioned stats, it can be observed that there has been a significant change in the job satisfaction score amongst the employees. The average job satisfaction score has gone up substantially, i.e. the average score of employees was 2.1 before the training, which has now gone up to 3.5 after the training.  A detailed analysis of difference in score has been presented below.

It is clear that the total no. of employees with score of less than 2 has been decreased 2 whereas the no. of employees with a score of 3 or more has been increased. Hence, it can be concluded that the attempt of the company to improve job satisfaction among its employees through training has been successful. 

Impact of Gender on Age

To understand the impact of gender on the age groups of the existing base of workforce in the company, we need to segregate the age groups as per gender and then analyze the data. The stats related to the same is presented below in the table-

Since the total no. of male employees and female employees are different, a percentage presentation of the data would give a better and accurate insight.

As we can see, the age group of male employees is more on the older side, i.e. there are more male employees who belong to the age group of 40-60 years than those who belong to the age group of 20-40. 

On the other hand, the female employees working in the company are younger. The no. of employees under age group of 20-40 years are more than employees under the age group of 40-60.

The most no. of male employees working in the company are of age group 50-60 and the least no. of male employees working in the company are of age group 20-30. Whereas, the most no. of female employees working in the company are of age group 40-50 and the least no. of male employees working in the company are of age group 50-60. The average age of all the female employees in the company is 40 years contrary to the average age of all the female employees in the company, which is 45 years. Hence, it can be accurately concluded that the female employees of the company are a younger lot than the male employees.

Measures of location:

To understand the location variable, let’s first build out a table using the statistics given to us.

So, we can observe that the majority of the employees working in the company belong to the West region and the region from where there are the least no. of employees is the North region.

The pictorial presentation of the regional distribution of employees is as follows

Results and Recommendations-

Based on the analysis and calculations, we can adequately conclude that the company has a diverse group of current employees. Coming from different regions, age-groups and backgrounds, it can be difficult for the HR to keep the workforce happy, satisfied and motivated at all times. However, to keep the workforce focused towards the organizational objectives, the HR needs to introduce monetary as well as non-monetary techniques of motivation amongst the employees. Training of employees is one of such non-monetary technique to motivating the employees and improving their productivity.

The technique of training implemented by the HR to motivate the employees and improve their job satisfaction score has been successful as there has been a substantial increase in the job satisfaction score of the employees.

Apart from training the employees, following techniques or initiatives can be adopted by the HR for maintain the Job Satisfaction score of the employees in future as well-

1. Maintaining an inclusive work culture for the diverse workforce
2. Providing increments and bonus,
3. Recognition of achievements and hard work,
4. Providing sufficient time off-work to maintain work-life balance of employees,
5. Setting goals for smaller periods to keep the zeal going,
6. Providing them enough opportunities to fulfill their personal goals in life through the organization.