MIS

Google is an American worldwide Internet and software organization. It is specialized in online searches, cloud computing, and promoting advertisement. Also, it has many employees. Google has extremely unique method for recruiting. It chooses their worker based on some special process for recruiting. Also, it spends more money on training their employee and focused on employing the most qualified individuals. Although, Google spends a lot of cash on recruiting and training their worker, the rate of employee turnover has been strongly increased in recent years. Therefore, based on survey that was conducted in the previous proposal “Assignment one “help them discover the factors of the turnover and find ways and solutions to reduce them. In addition, through the model that shows the results of this survey, it turns out that boredom is the most significant factor leading to the turnover. Through these results some alternatives have been developed to reduce the employee turnover rate.

The problem of employee turnover in Google company was due to some factors as a result of a survey we have distributed to the workers in the company. The following figure shows the percentage of each factor (boredom at work, stress at work, lack of recognition, poor relationship with management and conflict) that lead the employees to leave the company.

In our proposal we have discussed the possible alternatives that we could use to resolve the problem of employee turnover. In the decision phase we have concluded that the best possible solution alternative is implementing a program to schedule new activities such as workshops and job rotation and developing recognition system for the employees in Google company. This solution will solve the most significant factor which is the boredom at work as well as the other factor of lack of recognition.

The implementation of the solution started with developing the needed database containing the important tables in Microsoft Excel that will be used in designing the dashboards. First table is Employee table that contains employees’ information such as employee ID, name, date of birth, position, gender, yeas of experience, salary and three kinds of evaluation (supervisor evaluation, peer evaluation and self-evaluation). Some functions have been used in this table. TODAY() function used to calculate the age of each employee. AVERAGE() function has been used to calculate the average of the three types of evaluation. Also we used IF() function to specify which self-development program is deserved by which employee under some defined criteria. Second table is Branch table which include information such as branch ID, branch name, branch country and branch city. Also, there is a Department table with department ID and department name. An association table has been created between Branch table and Department table that contains different information for each department in each branch such as the chairperson and the turnover rates.

Another table used is the Project table that contains each project information such as cost and profit. Team_Member table created to contain the information of all the members in all the projects assigned by Google company.

After having our database completed, we used Tableau software program to link all these tables in order to create two dashboards. One of them concerned with employee job performance after implementing the solution and the other one will be used by the HR manager for the recognition system that is part of the proposed solution.

This dashboard will allow the HR manager to know the current status and percentages of employee turnover across different countries and cities. Also, it allows the manager to monitor the result of the efforts to reduce the turnover, so he/she can check if the solution is really working or not. Also, it provides the managers with detailed information about employee turnover by giving them precise percentages in each branch and department. Also, it provides other related information such as absence rate and the reasons for leaving the company.

This graph will provide the HR manager with a full picture of all turnover rates per branches in different countries. The first layer shows the average employee turnover rate for each country. The second layer contains the turnover rate for each branch in every country. Assume that the manager wants to know in which the branch the average employee turnover rate is high and in which country? So, the geographic map will help the manager to figure out the in which country and in which specific branch. Therefore, he\she will be able to find out the reasons behind this increasing in turnover rate and the possible ways to reduce the employee turnover rate and increase the chance of employee staying in the company.

This chart will show the pattern of the employee turnover rate by each department for main branches in different countries. Using this chart, the HR manager will be able to figure out the highest turnover rate by department by branch and find out the solutions to be reduced. Assume that the manager wants to see which department in Chicago country has the highest turnover rate? Bar chart will help, since it can be divided into colored segments with the departments placed in bottom.

This graph will provide the manager with accurate insight about the percentage of reasons for leaving after we have implement the solutions. Then, the HR manager can compare the percentage of pie chart to the model of reasons we have developed in the proposal before implementing the solutions. So, the manager can realize that the percentage of boredom and lack of recognition becomes less, and the solution was effective, so the manager can work more to improve the solution to reduce turnover. Also, the chart can help the manager to know percentage of reasons for leaving for specific branch. So, we find the pie chart will more suitable to present the relative proportion of reasons for leaving.

This chart will give the manager a complete picture of the absence rate of each department at one branch. The feature of this graph is linked to the " Employee Turnover by Department by Branch" that means by selecting any branch or department in " Employee Turnover by Department by Branch" will show the rate of absenteeism individually for the selected branch or department. So, this chart will help manager to discover which branch and which department have more absence rate to quickly solve that problem.

The recognition dashboard is our solution to the problem that help the HR manager to recognize the hard work of the employees. Google company has projects and those working in the project need to be recognized either by the profit, cost-revenue ratio or their evaluation within the team. Also, the employees with the highest average evaluation will be recognized for their efforts in the company. Also, the employees will be given self-development programs based on specified criteria and this will allow the employees to continue learning and acquiring new skills and by that they will be more satisfied.

In this graph, we used the packed bubble chart to represent the profit of each project. This chart allows the manager to reward the team of the most profitable project. The recognition by the project will encourage the team members to keep on the good work and will encourage the others whose project failed to work harder in the future. By this way, the employees will feel more valued and satisfied and the employee turnover rate will drop.

To represent this, we used bar chart to allow the HR manager to compare the project more easily. This chart allows the manager to compare the projects that has different cost(capital) by using the cost-revenue ratio (sometimes it is called vertical analysis technique). So, the manager can reward the team of the most efficient project. Also, since the lower percentage means that the project is more efficient, we order the chart in ascending order. This type of recognition will increase the employee satisfaction and will give them a sense of growth. Also, it will encourage the good work in the future.

To represent the idea, we used side-by-side bars to highlight the leader evaluation for each member in each project. This chart will help the HR manager when he rewards the team members, so he can will reward them according to their evaluation, the one with highest get the highest reward. Also, this chart helps the manager to spot those who exert minimum effort (social loafing). In this way, the members (especially the hard-workers) will feel satisfied because they will be treated according to their efforts and will make them feel valued and worthy.

This graph it will show the top five employees Based on three category of evaluation which are self-evaluation, peer-evaluation, supervisor-evaluation. The average of these three categories will indicate which employee is from top five. So, that it will help manager to know which employees are active and then give them rewards and bounces. By that, those hard working employees will recognized and mores satisfied, so the chance of losing them will reduce. Also, this may motivate the employees to work harder in the future in order to be recognized and rewarded.

This graph will show four type of self-development programs and how many employees will receive self-Development programs. The process of selecting employees will be based on some standard. The first standard is when the employee's status is active, the rate of absence is below 3%, the average evaluation equal or above 4, and the years of experience are above 15 years, he/she will be rewarded by a one-year course of executive training in UK. Therefore, based on first standard the employee will get internal workshops. The other kinds of programs also have their own standard. The idea of this graph is to help the HR manager to manage the resources based on the number of employee and make employee feel of growth. Also, this chart will help the HR manager to encourage the others to get self-development programs.

BI system is important because it help will managers to predict the result of a business action in future. Also, it is simpler to persuade business partners of progress. These two dashboards are advantageous for HR managers. They will help them to reduce turnover rate and will keep the most valued employees. Also, that will lead to increase employees’ satisfaction and improve their moral at workplace by providing them with different activities and workshops. In addition, it will help managers to make better decisions and manage HR resources in a best way. At the end , there is a future recommendation for the second dashboard for the graph" Self-Development Programs and the number of employees" that is to add the name or the ID for each employee that will take self-development programs so that will help manager to know who will get self-development program and which type of this programs.

· Microsoft Excel.

· Tableau Software. Professional Edition, 2019.1.2.

Employee

Turnover

Boredom at work

Stress at work

Lack of recognition

Poor relationships with

management

Conflicts

49%

17%

15%

11%

8%