Provide an introduction to the HR area being investigated. Present the data in 3 different visual formats (chart, graph, etc), with appropriate headings, that will help to inform decision making on the topic you have chosen. (AC3.2) (approx 200 words)
The HR area under investigation is employee turnover. The employee turnover is the percentage of persons who leave a company and are replaced by new people. Measurement of employee turnover is vital in examining the reasons for turnover and evaluation of the cost of hiring new employees. The exit of an employee from a company can be due to voluntarily, dysfunctional and involuntary reasons such as retirement, resignation, termination of a contract, and incidences of death.
For an organization to attain its turnover data, it will calculate the average number of employees for each month. In this HR investigation, the data is for a turnover staff for the last three years (2016-2018). The data comprises, job families, departments, occupational groups, the peaks, troughs for each year, and the reasons for leaving the organization.
The table, pie chart, and bar graph below show the summary of the turnover data for the three past years (2019).
HR Employee Turnover data for Three years (2016-2018).
2016 2017 2018
| Total Employees | 98 | 110 | 121 |
| Total Troughs | 588,346 | 660,388 | 756,513 |
| Total Peaks | 831,100 | 932,867 | 10,341,635 |
| Total Salaries | 6,256,540 | 7,022,646 | 9,654,665 |
| Total Overtimes | 266,354 | 298,968 | 344,464 |
| Total number of employees who left the company involuntarily reasons | 0 | 2 | 5 |
| Total number of employees who left the company due to voluntary reasons | 7 | 24 | 29 |
| Total Number of employees who left the company because of dysfunctional reasons | 6 | 9 | 18 |
A pie chart representation of the employee percentage number in the department for the three years (2016-2018)
2016- 98 employees
2017- 110 employees
2018- 121 employees
The bar graph below shows the total number of employees who left the company due to involuntary, voluntary, and dysfunctional for three years.
Analysis and Interpretation of the data
The investigation of HR was about employee turnover for the last three years ( 2016, 2017 and 2018). The data are displayed in the table showing the number of employees each year, peak, troughs, and the number of employees who left the organization for various reasons. The pie chart represents the total percentage number of employees in the department for the past three years. The last image which is a bar graph shows the total number of employees who left the company for the three years due to voluntary, involuntary, and dysfunctional reasons respectively. The quantitative measure is depicted in the bar graph, paying respect to a scale of employees in the three years.
The number of employees who left the company due to involuntary turnover reasons in 2018 is 5 which is higher as compared to the previous consecutive years 2017 and 2016 with 2 and 0 respectively. The reason for this turnover could be due to staff conflict and poor performance, which makes an organization to discharge the employees unwillingly.
The total number of employees who left the company voluntarily for the three years is 60. In 2016, 2017 and 2018, 7,24 and 29 employees respectively left the company. The high turnover in this HR means that the employees were dissatisfied with their roles in the firm. The turnover occurs when employees resign because they have obtained a more appealing job elsewhere, due to lack of advancement opportunities and due to the organization’s conflict.
In 2016, 2017, and 2018 the total number of employees who left the company due to dysfunctional turnover reasons is 33. The total number counts for 6, 9, and 18 in 2016, 2017, and 2018 respectively. The turnover comprised of high performing individuals who left the company because they were dissatisfied with the organization and due to lack of advancement opportunities in their career within the company. The number of employees who left the company increased consecutively throughout the three years and this is a potential cost to the company.
In conclusion, employee turnover is the number of employees who leave an organization due to various reasons that might be voluntary, involuntary, or due to dysfunctional reasons in an organization. A company should strive to ensure it does not lose a lot of its employees due to voluntarily and dysfunctional reasons because it will cost the organization and in some cases result in a lot of losses due to the high number of high-performance employees exiting the company.