4-1 MBA 699 Guidelines and RubricScenario
You are a business development manager reporting to the vice president (VP) of business development at one of the largest life sciences organizations in the Midwest.
You are working with the strategic planning team to assess the current data to make recommendations to its board of directors regarding the organization’s exit strategy. You have started creating your plan for the organizational change and selected members for the guiding coalition. Your next task is to help determine the value of the organization’s assets to the potential acquirer.
One of the core strengths of the organization lies in the value of its talent. Potential buyers in this industry want to know that the organization that they acquire is going to be able retain their valuable employees. So, the VP has asked you to analyze the human resource data in order to determine what the organization is worth. This includes taking a close look at the organization’s human resources, analyzing the attrition data, and making predictions about employee stability in case of an acquisition.
The organization has been collecting information (in an attached file)!! about its employees since its inception in 1999; this information has been organizedin a spreadsheet(in an attached file!!. In order to understand recent trends in your organization’s workforce, you will analyze this employee data. Your analysis will look at employee attrition and retention and will be included in your report. This will provide a clear picture of your organization’s workforce to help anticipate its perceived value with potential buyers.
Prompt
First, use the employee attrition data to create visuals in Tableau that capture the trends and possible reasons for retention and attrition in the organization from the course scenario. Then, write a report about the current state of human resources and attrition. Include screenshots from your visualizations to support your report. Remember to consider the employee’s employment status when visualizing and analyzing the data. The Status column in the spreadsheet indicates whether the employee is a current or former employee of the organization.
Specifically, you must address the following criteria:
- Current employee demographics: Summarize the current employee demographics for the organization from the course scenario.
- Attrition analysis: Analyze the given employee data to answer the following questions about attrition in the organization, including its causes and the relationship between attrition and various employment factors. Use Tableau to create a visual summary of the data and include the corresponding screenshots in your analysis. Choose the graphs or chart types that you believe are best suited to represent the required data.
- Retention: Compare the attrition analysis data with your current employee details to evaluate and prevent future attrition.
- Actionable steps: Based on findings from your retention analysis, provide three specific actions that the organization can take to prevent employees from leaving. Provide a rationale.
What to Submit
Submit a 5- to 6-page Word document using double spacing, 12-point Times New Roman font, and one-inch margins. Sources should be cited according to APA style. Consult the Shapiro Library APA Style Guide for more information on citations.
CriteriaMeets Expectations (100%)Partially Meets Expectations (70%)Does Not Meet Expectations (0%)ValueEmployee Attrition Analysis Report: Current Employee DemographicsSummarizes the current employee demographics for the organization from the course scenario; includes visualization of the demographic data such as age, sex, marital status, and experience from Tableau; chooses two graph and chart types that best suit the data; explains the choiceShows progress toward meeting expectations, but with errors or omissions; areas for improvement may include summarizing the demographics of the current employees correctly; including all relevant and accurate visuals from Tableau; choosing and explaining at least two different graph and chart types that best reflect the dataDoes not attempt criterion25
Employee Attrition Analysis Report: Attrition AnalysisAnalyzes the given employee data to answer all questions about attrition, including its causes and the relationship between attrition and various employment factors; includes screenshots of the visual summary of attrition data from TableauShows progress toward meeting expectations, but with errors or omissions; areas for improvement may include consistency between narrative and visuals; including all relevant visuals; answering all questions about employee attrition and its relationship to different factorsDoes not attempt criterion30
Employee Attrition Analysis Report: RetentionExplains whether more employees are likely to leave the company and why; evaluates employee stability in the company; explains how this may affect the organization’s evaluation by a potential buyerShows progress toward meeting expectations, but with errors or omissions; areas for improvement may include providing a clear reason why employees may or may not leave the company; evaluating employee stability correctly; providing a logical explanation of how this can affect the organization’s evaluation by a potential buyerDoes not attempt criterion20
Employee Attrition Analysis Report: Actionable StepsProvides three specific actions that the organization can take to prevent employees from leaving and provides rationaleShows progress toward meeting expectations, but with errors or omissions; areas for improvement may include providing three specific and relevant actions that the organization can take to prevent employees from leaving; providing clear, adequate rationale for each actionDoes not attempt criterion15
Clear CommunicationConsistently and effectively communicates in an organized way to a specific audienceShows progress toward meeting expectations, but communication is inconsistent or ineffective in a way that negatively impacts understandingShows no evidence of consistent, effective, or organized communication5Citations and AttributionsUses citations for ideas requiring attribution, with consistent minor errorsUses citations for ideas requiring attribution, with major errorsDoes not use citations for ideas requiring attribution5
