This document summarizes the findings of a data reanalysis conducted by Learning Team C at Ballard Integrated Managed Services to examine increasing employee turnover. The team analyzed survey data from employees and found that the mean response to questions about communication between employees decreased from 2.22 to 2.85, indicating dissatisfaction. This supports the alternative hypothesis that BIMS is not good at communicating. The recommendation is for BIMS to acknowledge lack of communication, investigate contributing factors, and work to improve the response rate to further surveys in order to develop strategies to address employee turnover.

1. Ballard Integrated
Managed Services, Inc.
(BIMS)
BIMS DATA REANALYSIS
LEARNING TEAM C
LAURA BABIN, ROSE KOHN, TALENA PETERSON,
PRESTON STAMPER, & ASHLEY WALTERS

2. Unifying a company begins with
internal research starting at the
bottom level of employees that can
be logically interpreted and coded
into analyzable data, piece by
piece.

3. PROBLEM STATEMENT
- Increase in Employee Turnover
- Previously < 55-60%
- Currently > 64%
- 17.3% Response Rate

4. Key Issues
• Near term
– Employee Dissatisfaction
– Unsupervised Shifts
– Hours Worked
• Long term
– Lack of Proper Training
– Communication Between Employees
– Location

5. Purpose Statement
• Null Hypothesis
– BIMS is Good at Communicating
• H0: µs ≥ 2.22.
• Alternative Hypothesis
– BIMS is Not Good at Communicating
• Ha: µ < 2.22

6. Questionnaire #1
Descriptive analysis of the raw data generates a
mean of 2.22 or µs = 2.22

7. Questionnaire #2
Descriptive analysis of the raw data generates a
mean of 2.85 or µs = 2.85

8. Data Collection & Analysis
• Reject Alternative Hypothesis if the
mean of Sample #2 is ≤ the mean of Sample #1.
• Accept Alternative Hypothesis if the mean of
sample #2 is > than the mean of sample #1
• But further research is needed

9. Discussion of Findings
• Confidence Interval of 95%
– Upper confidence limit is barely above 3.1
– Lower confidence limit around 2.55.
• µs2 = 2.85 is > 2.22 and we therefore accept our
alternative hypothesis

10. Recommendation
• Acknowledge lack of Communication
– Investigate further into contributing factors
– Work on efforts to generate a better response rate
• Explore additional contributing factors
– Proper training
– Neutral responses

11. Conclusion
• (a) determine the relationships between
precedent variables & develop a predictive
model.
• (b) identify similar word categories providing
insight into employee beliefs and attitudes that
might help explain their reasons for quitting.

12. THANK YOU!!!
QUESTIONS???

13. References
7 Ways to Increase Response Rates on Employee Surveys. (2012). Retrieved from Employment
Engagement Surveys: http://www.custominsight.com/employee-engagement-
survey/employee-survey-response-rates.asp
Ezeanu, E. (2010, August 30). How Bad Management Affects Employee Turnover. Retrieved
from Bright Hub: http://www.brighthub.com/office/human-resources/articles/85060.aspx
McClave, J. T., Benson, P. G., & Sincich, T. (2011). Statistics for business and economics (11th
ed.). Boston, MA: Pearson-Prentice Hall.