MELANIE ASKEW RACHEL BALL HOLLY BUCHANAN LAURA HILLIARD JAMIE KAROFF JACLYN PAGNOTTA STEPHANIE WELLS Survey Analysis of Data Set 2

Overview Findings (quantitative and qualitative) Data Analysis Proposed Actions Barriers Final Conclusions

Findings - Turnover

Findings - Reasons for Leaving

Findings - Supervisor Ratings

Findings - Company Rating

Findings - Recommend as Employer

Findings - Qualitative High employee perception of wrongful termination Miscommunication of pay, hours, and termination Stressful work environment due to issues with supervisors/management, HR, hours, and poor training

Conclusions 38% of employees are leaving between 0-1 year In an 1,000 person organization, 380 employees leaving. Realized human asset value loss is (380 x $9445= $3,589,100) Potential employee relations violations - wrongful termination and breech of contract Average verdict for wrongful termination is $1,694,989 Average award for breech of contract is $2,114,467 Disparity in the ratings of supervisors Winston & Strawn (California Data, 2002) and Mahan presentation on 2/1/2011

Proposed Actions Affecting HR Look into Hiring and On-Boarding Examine termination policies and how they are communicated to employees Look into management practices of supervisors

Proposed Actions Affecting Supervisors Distinguish which supervisors have management practices that are harmful/helpful to work environment Look to develop standard management objectives Ensure employees have clear understanding of responsibilities and expectations

Barriers Social norms HR and supervisors resistant to change Lack of funding for further analysis and intervention Lack of time in hiring process Legalities

Final Conclusions Due to the financial impact we would suggest looking first into the communication during and processes around hiring and on-boarding.