HRM 360 Data Analysis Checklist
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Apr 3, 2024
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HRM 360 Data Analysis Checklist Corine M. Williams
March 25, 2024
Checklist Investigation Steps (Milestone One)
Investigation Steps
Reasoning Behind Your Choice
Determine what information is required for the research
To start this investigation the best thing to do would be to gather some evidence. In this case, the information required is data, but knowing what specific data to obtain will be a
good starting point to ensure time is not being
wasted. Identify how to access the data in HRIS
After determining what data or information is
required, I then believe knowing how to access that data is important. Information obtained through HRIS I consider to be internal data.
Calculate the turnover rates for tellers in all branches
Data obtained in the HRIS can be used to calculate turnover rates for tellers in all branches; the formula to calculate turnover; “to calculate turnover rate, we divide the number of terminates during a specific period
by the number of employees at the beginning of that period” (Vulpen, 2023).
Research external sources to determine turnover trends
After going through the internal data, which could be the easiest data to obtain and calculating turnover rates, then utilizing external sources to determine turnover trends should come next. External sources include “the labor market, the economy, the industry, and personal circumstances of the employee” (LinkedIn Community, n.d.). Assimilate data into spreadsheets
Now, having obtained all internal data, external data, and with turnover rates calculated placing everything onto a spreadsheet will help with “organizing and categorizing data into a logical format, which is the primary purpose of a spreadsheet” (LaMarco, 2019).
Complete comparison of internal turnover data with external trends
With all data now obtained and in one place to better see it, comparisons can be easily made. 1
Investigation Steps
Reasoning Behind Your Choice
Draw conclusions based on the internal and external date (e.g., turnover at trend, turnover higher or lower than trend)
After completing comparisons of the internal data with the external trends, logical conclusions can be drawn and justified. Develop a PowerPoint presentation with information and conclusions
With all data obtained and calculations completed, conclusions drawn, putting together a presentation to communicate all findings and research is best
Identify key stakeholders for a discovery meeting
I believe this is a good last step, because all the data has been compiled, conclusions have been drawn, and with a presentation developed and completed, the last thing to do is to determine those to meet with, send out the request for a scheduled meeting, meet and
present the data and conclusions of the investigation. This discovery meeting is now also a perfect opportunity to bounce around and even present ideas to mitigate the turnover. Data Sources (Milestone One)
Internal data resources that will be used in the upcoming analysis include “employee tenure, turnover rate, voluntary and involuntary turnover, turnover by department, role, or demographic, and the cost of turnover” (LinkedIn Community, n.d.-a). This data can be obtained in the organization’s HRIS. The importance of this data could lead to our recognizing that some departments are seeing higher turnover than others within the organization. In turn HR and leadership can better focus on that department regarding leadership, training, and development, as well as the cultural climate to determine where the work is necessary. Another purpose for obtaining this internal data could lead to our recognizing “that turnover is higher among certain groups of employees” (LinkedIn Community, n.d.-a). This in turn could generate the design of additional diversity and inclusion training for the organization. External sources that will be used in the upcoming analysis are “conditions and opportunities that
exist outside the organization, such as the labor market, the economy, the industry, and personal 2
circumstances of the employees” (LinkedIn Community, n.d.). Some resources where this data can be obtained include the Occupational Outlook Handbook (OOH)
, the O*Net Resource Center, and the U.S. Department of State website. The purpose of this data in our investigation into high turnover rates will help us understand industry competitive salaries, whether employee salaries are matched with the cost-of-living, and whether the demand for jobs in the industry is high or low. Determining personal circumstances of employees may be difficult to obtain unless the employee is comfortable or vulnerable enough to share with say their direct boss or even someone in HR. Nonetheless, obtaining that information could be useful in determining additional resources within the organization to offer to the employees to assist with preventing further turnover. This data can be obtained through exit interviews and surveys.
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References
LaMarco, N. (2019, March 5). What is the purpose of using a spreadsheet?
. Small Business - Chron.com. https://smallbusiness.chron.com/purpose-using-spreadsheet-54262.html
.
LinkedIn Community. (n.d.). What are the most important factors you can use to identify employee turnover?
. How to Identify Employee Turnover with Critical Thinking. https://www.linkedin.com/advice/1/what-most-important-factors-you-can-use-identify-
btqee
.
LinkedIn Community. (n.d.-a). How can you identify the root causes of high turnover rates?
. How to Identify and Solve High Turnover Rates in HR. https://www.linkedin.com/advice/0/how-can-you-identify-root-causes-high-turnover-
zdozc#:~:text=One%20of%20the%20first%20steps,demographic%2C%20and%20cost
%20of%20turnover
.
Vulpen, E. van. (2023, September 26). How to calculate employee turnover rate
. AIHR. https://www.aihr.com/blog/how-to-calculate-employee-turnover-rate/#:~:text=To
%20calculate%20turnover%20rate%2C%20we,to%20calculate%20annual%20turnover
%20rate%3F
.
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