EMPLOYEE SURVEY DATA ANALYSIS

Submission by Group 8

Umesh Gawale (2017023)

Prafulla Sangle (2017040)
Sumit Sagar (2017039)
Shubham Kumar (2017025)
Karthik Bhaskar (2016002)
 Aon Hewitt scales of "Say-stay-strive"

Talent
Brand Leadership • Retention
• Absenteeism
• Reputation •
•
• Senior Leadership Wellness
Brand/EVP
• Business Unit Leadership
• Corporate Responsibility Say
Operational
• Productivity
Performance The Work • Safety
• Career Opportunities
• Collaboration
• Learning & Development
• Performance Management
• Empowerment/Autonomy
Stay Customer
• Work Tasks
• People Management • Satisfaction
• NPS
• Retention
The Basics Company Practices

• Benefits • Communication Financial

• Job Security • Customer Focus
• Safety • Diversity and Inclusion
• Revenue/Sales growth
• Work Environment • Enabling Infrastructure
Survive • Op. income/margin
• Work/Life balance • Talent and staffing • Total shareholder return
Engagement
Engagement Drivers Outcomes Business Outcomes
 Aon Hewitt scales of "Say-stay-strive"

Speak positively about

the organization to
coworkers, potential
Say employees, and
customers

Have an intense
sense of belonging
Stay and desire to be part
of the organization
• Average values of Say-Stay-Strive was taken as the dependent variable
• Upon executing Random Forest model, most important variables upon
Are motivated and which Aon Hewitt Scales depend are:
exert effort toward
success in their job 1. Employee Department- Purchase and EHS departments suffer with low
Survive and for the company score
2. Pre-Increment Compensation Ratio – Score increases as ratio rises
3. Years of Experience – Score increases as the Years of Experience
increase
 Internal & External Focused Satisfaction
• The average values of the Internal Focused Satisfaction
variables were taken as the input for the model
• The Random Forest model shows important variables
impacting satisfaction are:
1. Department – EHS scores significantly low in this index
2. Pre-Increment Compensation Ratio – Increase with
ratio
3. Increment in Salary – Increases with Increment
• Model Accuracy: 59%
• Average values of External Focused Satisfaction variables
was taken as the input
• Random Forest model shows top 3 important variables
impacting satisfaction are:
• Pre-Increment Compensation Ratio– Increase with ratio
• Department- Purchase has lowest average score
• Pay Grade-  Grade 12 have highest satisfaction, 9A
scores lowest. 
• Model Accuracy: 69%
 Climate & Trust and Customer Focus

• Average values of Climate and Trust variables was taken as

the input • Customer Focus was taken as the input
• Random Forest model shows important variables impacting • Random Forest model shows top 3 important variables
satisfaction are: impacting satisfaction are:
1. Department- International Business scores lowest while • Years of Experience- Customer Focus increases with
Manufacturing scores highest
2. Pre-Increment Compensation Ratio- Increases with ratio
experience
increase • Increment in Salary- Increases with salary
3. Years of Experience- Increases with YOE. 18+ YOE score • Department- EHS scores lowest, marketing highest
full in this index • Model accuracy: 70%
• Model Accuracy: 65%
 Sensing and Seizing Capability

• Average values of Sensing Capability variables was taken • Average values of Seizing Capability variables was
as the input taken as the input
• Random Forest model shows top 3 important variables • Random Forest model shows important variables
impacting satisfaction are: impacting satisfaction are:
1. Department- EHS scores significantly low, MD and • Years of Experience- Highest amongst employees with
Quality score highest 18+ YOE
2. Pre-Increment Compensation Ratio- Moderately • Department- EHS scores significantly low, MD
increases with ratio and Quality score highest
3. Increment in Salary- Increases with salary • Increment in Salary
• Model Accuracy: 74% • Model Accuracy: 76%
 Comparison between Business Units

MD and Quality were the Business Units with high average Like Engagement rating- MD and Quality were the
engagement rating. On the other hand, EHS, Purchase and Business Units with high average external focused
International business had received lowest average satisfaction rating. On the other hand, EHS, Purchase
engagement rating. and International business had received lowest rating
 Comparison between Business Units

MD and Corporate were the Business Units with high MD ,Quality and Manufacturing 1 were the Business
average internal focused satisfaction rating. On the other Units with high average Climate of trust rating. On the
hand, EHS, International business and Human Resources other hand, EHS, International business and Human
had received lowest average rating Resources had received lowest average rating
 Comparison between Pay Grades

Pay Grades 12,11 and 2A received highest

average engagement rating. On the other
hand- 9B,9A,3A had received lowest
average engagement rating.

Pay Grades 12, 2A,10 received highest

average external focused satisfaction
rating. On the other hand, here as well-
9A,9B,3A had received lowest average
rating.
 Comparison between Pay grades

Pay Grades 12,2A and 11 received highest

average internal focused satisfaction
rating. On the other hand- 9A,9B,3A had
received lowest average rating

Pay Grades 12,2A and 4B received

highest average Climate of trust
rating. On the other hand- 9A,9B,6A
had received lowest average rating
 Recommendations

• For employees to ‘Say’ great things about the organization, we need to hire great talent and the right skills to
contribute

• If the managers’ key focus is for employees to ‘Stay’, they need to improve the perceptions of future career
opportunities in the organization and need to ensure that employees are provided with appropriate rewards
and recognition

• For employees to ‘Strive’, they must be provided with clear objectives and a line of sight on how their
performance impacts the organizations' goals. They also need to be enabled with the right tools to get the job
done

• A simplistic ‘One Size Fits All’ strategy in relation to your engagement outcomes won’t be successful in
meeting the needs of the diverse businesses

• Marketing department can be consulted for recommendations to raise customer focus, especially by EHS

• EHS and Purchase department employees have low satisfaction, further study of their corresponding workload
and leadership is recommended
THANK YOU