HRM360 M1
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School
Southern New Hampshire University *
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Course
360
Subject
Information Systems
Date
Feb 20, 2024
Type
docx
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4
Uploaded by jdharding1202
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3-1 Milestone One
Jeffrey Harding
HRM 360: People Analytics
Southern New Hampshire University
Brandon Young January 25, 2024
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Date: January 25, 2024
To: HR Manager
From: Jeffrey Harding, HR Generalist
Subject: Teller Turnover Problem Statement
It has been brought to the attention of the HR department that the teller turnover rate is unusually high (15%) at our three local bank branches. The reason for this unusually high turnover rate is conflicting as the branch managers believe that it is related to pay equity and the HR manager is of the belief that the issue lies elsewhere. Both parties are looking for evidence to support their positions on this matter.
As we know there has been an unusually high turnover rate of 15% of the tellers at the three local bank branches. This is concerning as high turnover rates can cause issues for the individual branches and the company as a whole. An increase in the turnover rate can have a negative impact on productivity, increase the costs to the company, and negatively affect the company’s image (McBrayer, 2023). With a high turnover rate, productivity can be affected as employees that remain are left to complete the work of those that have left as well as their own, lowering productivity. The increased costs that a higher turnover rate has on a company can be attributed to the cost of hiring, onboarding, and training new employees. This also ties into productivity loss as new employees still need to acclimatize themselves to their new role and will
not be as productive as an experienced employee. Potential candidates may also gain a negative view of our company that can be attributed to a higher turnover rate as it may signal that the work environment is not ideal (McBrayer, 2023). It is important for us to find a resolution to this
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matter as we want our current employees and potential employees to know that our company is a
great place to work.
People Analytics
People analytics allows an organization to collect and apply data to make informed decisions to drive business (van Vulpen, 2023). Organizations can use people analytics in HR functions such as recruitment, retention, and performance management. It can be used to diagnose the causes of higher turnover rates, for example. The use of people analytics can provide metrics on the investment it takes to hire and fully train a newly hired employee, while also providing information on the effectiveness of learning and development programs (Brennan Allamano, 2022). People analytics can also assist in the hiring of a diverse workforce. Through people analytics, HR can turn data into facts the align with organizational strategies to meet business goals. The use of analytics allows an organization to use dashboards to highlight specific data sets to monitor employee output thus improving performance (van Vulpen, 2023). Data Types
The data types that we would need to complete our investigation of the cause of the unusually high turnover rate within our branches lies within our HRIS. Through our HRIS we would be able to look into the number of employees that we have and compare it to the number of employees that have resigned or were terminated within the same timeframe. We would also need to review data on other departments to determine what the turnover rate in those departments is and if they are comparable. We would also need to look at our current teller salaries and compare them with the local and national salaries for bank tellers for equity. These data types would be needed to investigate our organizational problem.
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References
Brennan Allamano, C. (2022, April 1). Why people-oriented analytics are more important than ever. Forbes. https://www.forbes.com/sites/carabrennanallamano/2022/03/30/why-
people-oriented-analytics-are-more-important-than-ever/?sh=1aa7c4371135 McBrayer, B. (2023, December 13). High turnover rate: What does it mean for your company?. Factorial. https://factorialhr.com/blog/causes-high-turnover-rate/ van Vulpen, E. (2023, December 19). People analytics. AIHR. https://www.aihr.com/blog/people-analytics/