For Part 2 of the project, please complete Steps 2 and 3 below.
Step 2: Summarizing the Correlation Table Examine the SPSS correlation output provided by the survey company (this information is provided on Blackboard in the “Individual Analysis Project Correlations” file). o Create a new, more stream-lined correlation table to include in your final report. Use the correlation table from In-Class Assignment #2 as a guide. Some general questions to consider include the following: Is there any information in the table that is repeated and could be omitted? What are some changes you could make to this table to make it more “user friendly” or easier to read? Note: Be sure to include all of the information necessary for a “complete” correlation table (e.g., means, standard deviations, correlations, etc.) o Examine the correlation table you just created, and summarize the correlational relationships. (hint: organizing this information in a table format can be helpful—a blank table is provided in the “Individual Analysis Project” Folder for your convenience. Please feel free to copy and paste it into your executive summary). What is the direction of each relationship? What is the statistical significance for each relationship? What is the practical significance for each relationship?
MAN 6316: HRM Metrics Individual Analysis Project: Fall 2014
*Names and data contained within this assignment are purely fictitious—any similarity to an actual retailer is purely coincidental
Step 3: Interpretations, Recommendations, and Limitations/Next Steps Use the information you gathered in Steps 1-2 and interpret these findings. Specifically, make written recommendations to the company regarding the following: a. How are Intentions to Stay related to Pay Satisfaction and being Conscientiousness? For instance, are people who are Conscientious more likely to have intentions to stay? How does pay satisfaction influence whether an employee intends to stay with the company? b. Does age or gender share a statistically significant relationship with any of the variables? If so, what do those relationships mean? c. Focus Financial believes that their best customer service providers are the employees who are most likely to leave the company. Does the data support this hypothesis? How is Customer Service Performance related to each of the variables studied? d. Based on these results, what changes would you suggest Focus Financial make to help its employee retention? In other words, where should they focus their efforts to prompt the most change? (note: you can be creative with your suggestions, as long as they make sense based on the correlation results). e. Focus Financial had access to limited data during this investigation, and they would like to conduct another study in the near future. Think about what you have learned during this class. What kinds of data do you think the company should collect in the future to better assess their employee retention concerns? Are there any changes to their data collection methods that you would suggest? (Note: You can be creative, but be sure to support your suggestions with rationale/evidence from the course material.
The final written report should be 3-5 double-spaced pages (not including any tables/figures). The final written report should contain the following sections: Brief introduction (e.g., what is the purpose of the report?) Descriptive statistics for the data Correlation table & summary of correlational relationships Interpretation and Recommendations Outline of limitations/next steps
***Submit Part 2 (the complete project) via Blackboard and in paper form by 8:30am on November 22nd***
Due Dates: PART 1 (Worksheet, Step 1 only): Saturday, November 1st by 11:59pm (via Blackboard) PART 2 (complete project: Steps 1-3): Saturday, November 22nd by 8:30am (via Blackboard and via paper copy)
PLEASE NOTE: Project submissions will only be accepted until the deadlines indicated above. Blackboard will automatically close the submission system at this time. Any reports submitted after this timeframe will not be accepted.
Here is a brief description of each of the variables in the dataset, as well as their associated scale reliabilities:
EmployeeID: Unique employee ID number given to every survey respondent Gender: Employee gender (0 = male, 1 = female); Scale reliability: 0.95 Age: Employee age in years; Scale reliability: 0.91 Customer Service Performance: Customer service performance rating of employee; made by their supervisor (1= below expectations, 5=above expectations); Scale reliability: 0.54 Intent to Stay: The degree to which the employee agreed with the statement “I intend to stay in this job for the next six months.” (1=strongly disagree, 5=strongly agree); Scale reliability: 0.75 Conscientiousness: The degree to which the employee is conscientious. Survey question used: “I get tasks done on time.” (1=strongly disagree, 5=strongly agree); Scale reliability: 0.85 Pay Satisfaction: The degree to which the employee is satisfied with the pay they receive. Survey question used: “I am satisfied with the pay I receive from my employer.” (1=strongly disagree, 5=strongly agree); Scale reliability: 0.81
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