Provide a rationale for your recommendations based on an evaluation of the benefits, risks and financial implications of potential solutions.

Data analysis and review
Section two of the report needs to showcase to senior managers how people professionals use and analyse data on people practices.

1. Below is the data of labour turnover across three departments over a five-year period. Level 5 Associate Diploma Year Administration Total in department = 32 Drivers Total in department = 141 Production Total in department = 385 2016 4 21 39 2017 2 18 54 2018 8 32 82 2019 12 16 80 2020 9 32 112 The costs for recruiting an employee up until 2018 was £2065 however this rose to £3012 from this date onwards. • Present the costings for each year across each of the three departments. • Represent the turnover per year as a percentage of the total number of employees in each department. 2. Presented below are two sets of data that has been collected from two departments during exit interviews. Table 1 shows the feedback that has been elicited from employees in production and table 2 is from payroll. • Review and analyse the two data sets below. Table 1. Production – the data represents the number of employees making the comment of their main reason for leaving (52 refused to comment). Level 5 Associate Diploma Left the job role because there was limited opportunity to enhance career. 24 Left because the work was boring or monotonous 45 Left the role because targets set by their line manager were unachievable. 3 Left because the working hours were unsocial 38 Left the job because their manager was aggressive and difficult to work with. 52 Left because of unforeseen life change 4 Left because there was limited opportunity to develop 12 Left through ill health 14 The role did not afford the opportunity to flexible working 68 Left because I wanted to retire early 7 Left because the working environment was not conducive to well-being 15 Left due to travel difficulties 5 Left to pursue another career 82 Left due to poor pay 94 Left because there was conflict amongst fellow employees 34 Left due to limited reward incentives 87 Left to go to further/higher education 19 Left due to emigrating to another country 1 Left because of leaving the area 5 Left due to care responsibilities 18 Table 2. Payroll – the data represents the number of employees making the comment of their main reason for leaving (27 refused to comment). Left the job role because there was limited opportunity to enhance career. 4 Left because the work was boring or monotonous 12 Left the role because targets set by their line manager were unachievable. 17 Left because the working hours were unsocial 2 Left the job because their manager was aggressive and difficult to work with. 7 Left because of unforeseen life change 4 Left because there was limited opportunity to develop 2 Left through ill health 1 The role did not afford the opportunity to flexible working 3 Left because I wanted to retire early 0 Left because the working environment was not conducive to well-being 1 Left due to travel difficulties 0 Level 5 Associate Diploma Left to pursue another career 3 Left due to poor pay 2 Left because there was conflict amongst fellow employees 4 Left due to limited reward incentives 5 Left to go to further/higher education 8 Left due to emigrating to another country 0 Left because of leaving the area 3 Left due to care responsibilities 8 • From the analysis present your findings using appropriate methods to highlight themes and trends that appear to be occurring. (2.1, 2.2, 3.2, 3.3) • Make at least three recommendations to reduce employee turnover based on your analysis. Provide a rationale for your recommendations based on an evaluation of the benefits, risks and financial implications of potential solutions. (2.4) It is essential that you relate to academic concepts, theories and professional practice for the tasks to ensure that your work is supported by analysis. Please ensure that any references and sources drawn upon are acknowledged correctly and supported by a bibliography.