Termination analysis: this issue considers why individuals leave an organization and what effects this phenomenon can have. For example, this information is significant because it can reveal the most frequent reason for firing an employee. Google can rely on various kinds of descriptive data, including firing statistics that highlight details of why and how a person has left the company. The given phenomenon can reveal that many employees are dismissed for violating company rules. An appropriate decision might be to implement interventions to improve professional behavior in this case.
Absenteeism: it is an adverse practice that essentially decreases company productivity and efficiency (Kocak et al., 2018). Businesses should analyze this issue to determine whether their employees are subject to the problem. It is possible to measure this phenomenon by focusing on employee performance data and formative assessment. In this case, organizations should determine how much work a person has completed during their work hours. Investigation of absenteeism practices can reveal that specific individuals (for example, victims of harassment) are more subject to this problem. This finding should make Google modify its organizational culture and minimize an adverse impact on people.
Performance rating: this feature directly reflects how successfully individuals cope with their responsibilities. A scientific and systematized approach should be utilized to ensure that this rating produces reliable and objective results. For example, Google can measure this issue by collecting evidence of employee performance and productivity. Management members should be responsible for assessing these issues and creating performance ratings. Another practical option would be to make workers complete checklists that would highlight the progress of their activities. This data is suitable for identifying the most and the least efficient team members. Consequently, the organization can rely on this information to make promotion or termination decisions.
Salary analysis: this information is significant because both organizations and employees focus on achieving financial benefits. Thus, this data can demonstrate whether compensation size has any correlation with job satisfaction, organizational climate, turnover intention, and others (Hung et al., 2018). Employee salary reports represent leading descriptive data that the organization can use to guide its decisions. One should admit that this type of analysis can reveal whether a business utilizes a fair compensation policy or whether it suffers from discriminatory practices. In particular, the such investigation might show that women receive smaller remuneration than men when they occupy the same level positions. This finding should make Google change its compensation strategy to eliminate racial discrimination.
Training analysis: it is important because it reveals whether the existing training approaches are adequate or whether changes are needed to contribute to employee personal and professional development. This phenomenon is helpful in assessing the effectiveness of current methods to improve employee skills and abilities. This information can demonstrate that the organization should improve its training approach. Related descriptive data includes employee grades, and it is reasonable to identify whether there is a connection between them and employee performance to find training effectiveness.
In conclusion, it has been stipulated in the paper that termination analysis, absenteeism investigation, performance rating, salary analysis, and training analysis generate valuable data for human resource management. These areas provide helpful information that organizations can use to identify whether their current practices are adequate or whether any improvement is needed. This data can help managers make more grounded decisions regarding the organization and its employees.
References
Hung, L. M., Lee, Y. S., & Lee, D. C. (2018). The moderating effects of salary satisfaction and working pressure on the organizational climate, organizational commitment to turnover intention. International Journal of Business & Society, 19(1), 103-116.
Kocak, M. C., Bryan, T. G., & Stevie Lynch, M. B. A. (2018). Effects of absenteeism on company productivity, efficiency, and profitability. Business and Economic Research, 8(1), 115-135. Web.