Hello, I have just referred by my friend regarding excel work. so am going to send the excel sheet.

1. An overall view of work hours at TechnoMart

1. Provide me with an overall summary of hours worked at TechnoMart, keeping in mind that the normal working week is 40 hours. Please also include commentary on any employees in terms of unusual work hours.

The normal working hours are 40 hours per week but some workers at TechnoMart work for more than 40 hours which is known as over-time. This overtime is mostly adopted by the employees on their wish whereas there are some cases in which the employees work for extra time due to the nature and demand of their occupation. There are also some workers who work for less than 40 hours which is termed as part-time jobs and are mostly performed by students who attend their classes in day or evening and then come for working in the company. The total number of hours worked at TechnoMart is approximately 392000 hours per week which includes the sum of working hours of all the employees.

There are many employees for whom the working hours are unusual as they are not in accordance with the average working hours per week criteria of the company which is 40 hours. The part-time workers and over-time workers fall into this category. Moreover, there are also some workers who visit the company only once or twice a week which makes they fall into the category of workers with unusual working hours (NISHINO, 2016). These people are mostly associated with inspection and testing departments where the nature of their job is such that it demands them to be in the company only on the final day of work which is usually the Saturday of every week.

1. I’m also interested in whether we have many employees that are working more than 40 hours. Can you provide me with an accurate estimate of the total number of employees across the whole organization who would work more than 40 hours? Likewise, how many are working more than 60 hours?

There are many employees at TechnoMart who work for more than an average of 40 hours and there are even such employees who work for more than even 60 hours. The number of employees working more than 40 hours but less than 60 hours is 1600 whereas the employees working for more than 60 hours are 1400 in number. These employees with extra working hours can be divided into two categories where the former category is of those who choose to work for an extra time by their own choice and in the latter category, the employees are assigned with such duties or roles which automatically demand them to work for extra time.

1. Comparison of union and non-union members

There are about 5500 employees who are union members and the remaining 4300 are not the members of the union. The employees working for a long time for the company and those who envision dedicating their services to the company for all their lives are the employees who usually prefer to become the members of the union. The working hours of employees that are members of the union and of those who are not the members vary as the members of the union are usually required to give more time to the company. This overtime is required due to other tasks of the union which are not for the non-members who accordingly have to work for fewer hours as compared to the members of the union. The union also has many beneficial programs for its members in order to compensate them as well as their families. These programs are much more beneficial compared to those offered by the company to all of its employees.

The occupations of the employees who are members of the union are different from those given to the employees who are not its members. The occupations in senior levels of organization like management or administration are usually given to those employees who are members of the union. Moreover, the working nature of some tasks is also different for members and non-members of the union as the members are usually assigned with the responsibility of managerial and administrative tasks. The levels of job satisfaction among the employees of TechnoMart also vary based on their membership to the union as the members are usually more satisfied to their jobs as compared to the employees who are not members of the union.

1. Predicting Pre-Tax Income

Of all the variables you have collected, is there any one that stands out as a possible explanation or predictor of those people likely to achieve a higher pretax income than others do?

The variable of working hours stands out as a possible predictor of those employees who are likely to achieve higher pre-tax income as compared to that of other employees. The employees working for extra hours earn more as compared to those employees who work for the only standard time of 40 hours a week. These people with more earning are likely to achieve a higher associated pre-tax income as compared to other employees.

1. Workers approaching retirement

There are many workers of TechnoMart who are approaching the ages of their retirement over the next few years which will create a large vacuum for the induction of new workforce in order to keep the business procedures of the company going. For this, it is necessary that the company performs its statistical work of present records so that the results of this work can be utilized for the improvement of future induction procedures as well as working guidelines for the newly hired employees (Meyrav Marom, 2013).

1. average age of TechnoMart employees

The current average age of the employees of TechnoMart is 45. The minimum age of the employed workers is 18 and the maximum age is 65. However, most of the employees are aged between 30 and 50.

1. average time our employees have been working at TechnoMart

The average time the employees have been working at TechnoMart is 3 years. This average was of 4 years for the previous three to four years but has lowered due to the fact that many workers left their jobs at TechnoMart last year due to financial crises of the company. Most of the population of these employees who left the company comprised of such employees who were hired in the period of the last 18 months. Many employees left their jobs with their own choice whereas some were forced to give resignations.

1. Union membership

1. It was also mentioned that our employees are very loyal to the company and that the union believed the average length of employment at TechnoMart would exceed the industry average of 7.5 years. Could you check if this claim is true for all employees? What about for only male employees? What about only for female employees?

The claim that average length of employment at TechnoMart will exceed the industry average of 7.5 years is not true for all employees as first of all the average time for which employees work for TechnoMart is 4 years. This shows that exceeding the industry average of 7.5 years is not possible in the near future. In order to exceed this value of 7.5 years, the company needs to retain is employees for longer time periods which can be only possible through severe reforms in managerial procedures besides the introduction of employee benefit programs.

The male employees usually give their services to a company for a longer time period as compared to female employees. Moreover, the male employees are also more loyal to the company which is the direct consequence of their need for the job as compared to female employees who do not take their jobs much serious as they do not have to support a family and has to leave the job in case of marriage. The records of TechnoMart also show that male employees serve the company longer as compared to the female employees and accordingly the performance levels of males are more satisfactory as compared to females which show that satisfaction levels of females towards their jobs are considerably low when compared with males working in the same domains.

1. There is some speculation that the union members work at least 45 hours per week. Is there any way of confirming this?

This is true that the union members have to work at least 45 hours a week as they are bestowed with additional responsibilities and duties other than their assigned role due to the workload of the union’s tasks. There are many such activities undertaken by the union which makes its member employees work for extra hours. There is a regular inspection performed by the union on its members which makes them be present in the company after their working hours have ended. Moreover, there are also some training programs introduced by the union at regular intervals for its members in which their skills enhancement is done (Hemanalini, 2011). This can be confirmed by the member employees as well as the people present in the administration of the union.

1. Future Surveys

1. I am concerned that a sample of only 400 employees seems too small compared to the population of 9800. Could you explain to me how we calculate an ideal sample size?

The sample of 400 employees is ideal as the calculations can be done easily and data to be manipulated is smaller in size. The size of a sample has no effect on or relation with the total population as the entities to be included in the sample are selected on a random basis which means that the results of the sample can be generalized for the whole population. An ideal sample size has small population size, low margin of error, high confidence interval, and a small measure of standard deviation and the results gathered from this sample size can be generalized for the whole population (McCarty, 1994).

1. Of particular interest to me is being able to accurately estimate the size of the problem we have with staff working excessive hours (i.e. more than 60 hours a week). In other words, in order to accurately estimate the size of our overtime problem, do I have a sufficient number of staff in my sample who work more than 60 hours? If not, how many should be sampled?

The staff working for more than 60 hours a week is 1400 in number which is a sufficient amount that can be utilized for input in the accurate estimation of the size of the overtime problem. A sample of 100 employees is sufficient enough to predict the results and perform other related calculations as the results of this sample of 100 can be generalized for the whole population of 1400 employees. The overtime problem of TechnoMart can be effectively addressed by analyzing those employees who work for more than 60 hours a week.

References

Dr. R. Hemanalini, D. (2011). Skill Gap Analyis and Training Effectivness of Employees. Indian Journal Of Applied Research, 4(8), 372-374. doi: 10.15373/2249555x/august2014/95

Marom, M., & Koslowsky, M. (2013). The Effects of Role Stressors, Work-Related Hassles, and Critical Job Events on Mental Health over Time: A Study of New Employees. International Journal Of Psychological Studies, 5(3). doi: 10.5539/ijps.v5n3p108

McCarty, C. (1994). Determining Sample Size for Surveys. CAM, 6(3), 5-5. doi: 10.1177/1525822x9400600302

NISHINO, F. (2006). The Differences between Full-time Employees and “Core Part-time Employees”. Japanese Sociological Review, 56(4), 847-863. doi: 10.4057/jsr.56.847