Today we will be analyzing my companies data, specifically, pertaining to employees.
The first things that jumped out at me in my initial analysis were that the majority of our employees had been given a performance score of 3 or higher. This is phenomenal considering the scale only goes to 4, this leads me to believe that more than half of our employees are performing at least slightly above average. The next thing I took into account was the managers notes. This section provided simple notes from the manager on a few employees. However, this lead to the first of my questions when studying this chart. How is one deemed an “Essential Employee” while receiving a 1 in the performance column? Surely, it would make more sense for the company to search for a replacement employee rather than allowing one of the worst rated, in terms of performance, employees to stick around and drain the companies funds.
There are two forms of data being displayed on this chart, qualitative and quantitative. The qualitative data pertains to the Department column as well as the Manager Notes column, both of which provide important details and insight into who the observed employee is. This type of data helps to identify the employee role with the company as well as their work ethic. The quantitative data that can be observed is the Performance, Salary, Bonus, and Overtime columns. The Performance column helps to understand the how well the employee is performing their job, while the Salary, Bonus, and Overtime columns give insight into how much the employee is costing the company. One area of concern is why only the sales department has any recorded overtime? If this overtime is unavoidable and necessary then I would offer no suggestions, however if it is not, I would find a way to prevent it as the company is having to pay extra for these overtime hours. It would also be nice to see if the salaries for some of the employees who have worked longer than others has changed over the years. I would also suggest collecting feedback on employees in each department from their fellow employees, this would help to understand the different relationships within each department. Alongside this feedback, it would be nice to see how these employees would rate their own performance. Using this data in comparison to the performance scale offered in this chart would be interesting.
Some suggestions I would make in order to reduce the companies budget are as follows. Any employee with a Performance Score of 1 should be fired, so long as they are not deemed essential. This would result in the company saving just over $200,000.00 in salary and bonus expenses, while eliminating employees who are performing inadequately. As for the employee who has a 1 Performance Score but is deemed essential, I would advise finding an immediate replacement that is better suited for this job. Another suggestion I could make would be to reduce the Bonus amount unless the current $2,000.00 is absolutely necessary. As of now this is a cost to the company that doesn’t seem necessary and if removed/reduced would help to lower the budget. The only other suggestion I could make would be reducing the number of employees that are currently employed in some departments. Based on the chart it is obvious that the Manufacturing department is the largest department, if we were able to shrink the department’s number of employees this would result in money saved by the company. The less employees that have to be payed means more money for the company as a whole.
The link above leads to the chart that was utilized in the making of this blog.