Reference no: EM132340432
A key question to ask while pursuing this human capital objective is: PAC stresses training for its staff. Does training make a difference?
The data analysis will highlight the current training effectiveness (or lack thereof) and potentialfuture training needs of PAC employees. The results will dictate whether recommendations will be made to Stephens regarding the current training programs at the firm.
The assumption is that the data analysis will be beneficial to PACs management team in its strategic planning initiatives. The decision-making process can be based on facts as management remains informed as it considers restructuring of the organization.
Research Questions:
An ethical and overt analysis must be performed on the total employee population to answer the human capital question. The available data must be able to scrutinize the impact of employee training (training satisfaction) at PAC Resources and how this variable is affected by demographic characteristics of age, education, and gender.
In examining the relationship between key variables, assumptions of correlation and causality can explain whether variables cause patterns in a meaningful way.
The PAC report provides the qualitative data required to support assumptions or explains why certain variables behave the way they do. The data analysis begins with an attempt to answer key research questions. These questions serve as a framework to conduct the four stages of analytics, as explained by Dearborn & Swanson (2018).
The four stages are 1) Descriptive Analytics, 2) Diagnostic Analytics, 3) Predictive Analytics, and 4) Prescriptive Analytics.
In the first stage, the PAC data set can reveal descriptive summaries of the state of affairs by showing trends of training satisfaction, performance rating, job satisfaction, training times of last year, and years at the company. This information will offer clues whereby additional investigation will lead to stage two.
In the second stage of diagnostic analysis, we can extract and compare qualitative data to find meaning or insights behind the descriptive trends or patterns to begin to see if there is an appearance of a correlation taking place and examine insights as to why a particular pattern is occurring. In the third stage of predictive analysis, further insights can offer potential areas of challenges; and, if left unaddressed, can have a negative impact on the company's overall strategic goals.
At this stage, management is aware of the severity of the problem and to formulate a clear picture of the pitfalls and can make inferential decisions on the timely impact of not implementing solutions and therefore, the company's inability to achieve strategic objectives. The last stage of prescriptive analytics is where solutions are developed to offer precise outcomes based on strategic planning. At this point, management will determine if it is deemed necessary to continue training programs.
The three questions determined to probe the effectiveness of training are:
1. How is employee training (training satisfaction) at PAC Resources correlated to demographic characteristics such as age, education, and gender?
• The data analysis will be performed by examining the PAC Resource data set on how training satisfaction scores are correlated to Age, Education, and Gender
2. Does the frequency of training at PAC Resources correlate to performance ratings?
• The data analysis will include examining the performance ratings of employees.
3. How does training at PAC Resources correlate to employee job satisfaction?
• The data analysis will be performed by reviewing job satisfaction scores against training satisfaction scores.
Attachment:- PAC Resources Inc Dataset.rar