Presentation Transcript

1. QPSCOverall KDABased on Q38 – Intention to Leave

2. Contents Introduction What is Key Driver Analysis? Methodology Factor Analysis Solution Results
3. Introduction Key Driver Analysis is a statistical method used to describe the relationship between questions in a survey and a 'key driver' question, such as overall satisfaction, loyalty or engagement The derived importance scores for each survey attribute is plotted along with standard survey performance scores on a quadrant plot. Where the attribute is located on the quadrant plot is used to determine if it is a "driver" of the dependent (variable) measure. The quadrant plot is accompanied by an impact bar chart so that the relative importance of the survey attributes can be more easily compared Impact on Engagement: In order to see the biggest change in employee engagement, action should be focused on improving the issues that have the greatest impact on engagement. About this report: Please refer to the spec and Excel tool for this project for the client specific methodology. The plots in this report have been created by exporting outputs from the Excel tool. To recreate any plots go to the Excel tool and export the models
4. What is Key Driver Analysis? Key Driver Analysis (KDA) is a statistical approach to identifying the factors most strongly linked to employee engagement, and hence which aspects should be targeted for improvement Graphical output that illustrates the relative importance of the key drivers compared with their performance Review the questionnaire to identify which questions can be used in the analysis Calculate the factor analysis and regression analysis Step 1 Step 2 Step 3 MAINTAIN STRENGTHS Low Impact Strong Performance Maintain and Support High Impact Strong Performance Promote Performance Low Impact Low Performance Area to Monitor High Impact Poor Performance Need to improve MONITOR IMPROVE Impact on Engagement
5. Methodology The statistical techniques used in Key Driver Analysis are fundamental in the area of multivariate analysis and consist of factor analysis and multiple regression analysis. Each technique is described below Factor Analysis: is used to identify patterns in batteries of attitude questions, allowing one to assess whether the attitude questions are measuring the same underlying characteristic or, to discover whether amongst the range of responses there are any particular patterns. The use of factor analysis is based on the view that responses to particular questions are caused or affected by underlying factors. The assumption is that, if this is the case, such questions will be answered similarly and hence will correlate with each other Regression analysis: used to identify attributes most likely to influence and drive employee engagement. This is achieved by constructing a statistical model which assigns importance weights to the attributes that have been measured. These weights can then be used to identify which attributes have an impact on engagement
6. Factor Analysis Solution (1/3) Factor analysis was conducted to help to identify the employee engagement index and group the other survey questions into underlying factors (themes) that are measured across the questionnaire. The Key Driver Analysis follows the structure provided by the factor analysis to build a series of statistical models to help determine which factors drive employee engagement and then which questions are the "key drivers". The table below illustrates the employee engagement index and the factors confirmed by the factor analysis for this organisation
7. Factor Analysis Solution (2/3) Factor analysis was conducted to help to identify the employee engagement index and group the other survey questions into underlying factors (themes) that are measured across the questionnaire. The Key Driver Analysis follows the structure provided by the factor analysis to build a series of statistical models to help determine which factors drive employee engagement and then which questions are the "key drivers". The table below illustrates the employee engagement index and the factors confirmed by the factor analysis for this organisation
8. Factor Analysis Solution (3/3) Factor analysis was conducted to help to identify the employee engagement index and group the other survey questions into underlying factors (themes) that are measured across the questionnaire. The Key Driver Analysis follows the structure provided by the factor analysis to build a series of statistical models to help determine which factors drive employee engagement and then which questions are the "key drivers". The table below illustrates the employee engagement index and the factors confirmed by the factor analysis for this organisation
9. Results Overview The Overall model shows the significant factors only For each significant factor a question level is shown The scale for the impact axis is set at the minimum of zero For the performance axis a relative scale is used and this may vary for each plot Please refer to the excel tool for information on the R-squared and Base size for each model
10. Quad Plot: Overall Model: I intend to leave my organisation within the next 12 months (Positive Scores) Maintain Strength Monitor Improve
11. Bar Chart: Overall Model: I intend to leave my organisation within the next 12 months (Positive Scores) Relative Impact Percent
12. Question\ Attribute Key: Overall Model: I intend to leave my organisation within the next 12 months (Positive Scores)
13. Quad Plot: f1 Leadership: I intend to leave my organisation within the next 12 months (Positive Scores) Maintain Strength Monitor Improve
14. Bar Chart: f1 Leadership: I intend to leave my organisation within the next 12 months (Positive Scores) Relative Impact Percent
15. Question\ Attribute Key: f1 Leadership: I intend to leave my organisation within the next 12 months (Positive Scores)
16. Quad Plot: f2 My workgroup: I intend to leave my organisation within the next 12 months (Positive Scores) Maintain Strength Monitor Improve
17. Bar Chart: f2 My workgroup: I intend to leave my organisation within the next 12 months (Positive Scores) Relative Impact Percent
18. Question\ Attribute Key: f2 My workgroup: I intend to leave my organisation within the next 12 months (Positive Scores)
19. Quad Plot: f3 My manager: I intend to leave my organisation within the next 12 months (Positive Scores) Maintain Strength Monitor Improve
20. Bar Chart: f3 My manager: I intend to leave my organisation within the next 12 months (Positive Scores) Relative Impact Percent
21. Question\ Attribute Key: f3 My manager: I intend to leave my organisation within the next 12 months (Positive Scores)
22. Quad Plot: f4 Role clarity and goal alignment: I intend to leave my organisation within the next 12 months (Positive Scores) Maintain Strength Monitor Improve
23. Bar Chart: f4 Role clarity and goal alignment: I intend to leave my organisation within the next 12 months (Positive Scores) Relative Impact Percent
24. Question\ Attribute Key: f4 Role clarity and goal alignment: I intend to leave my organisation within the next 12 months (Positive Scores)
25. Quad Plot: f6 Learning and development: I intend to leave my organisation within the next 12 months (Positive Scores) Maintain Strength Monitor Improve
26. Bar Chart: f6 Learning and development: I intend to leave my organisation within the next 12 months (Positive Scores) Relative Impact Percent
27. Question\ Attribute Key: f6 Learning and development: I intend to leave my organisation within the next 12 months (Positive Scores)
28. Quad Plot: f8 Workload and health: I intend to leave my organisation within the next 12 months (Positive Scores) Maintain Strength Monitor Improve
29. Bar Chart: f8 Workload and health: I intend to leave my organisation within the next 12 months (Positive Scores) Relative Impact Percent
30. Question\ Attribute Key: f8 Workload and health: I intend to leave my organisation within the next 12 months (Positive Scores)
31. Quad Plot: f9 Job empowerment: I intend to leave my organisation within the next 12 months (Positive Scores) Maintain Strength Monitor Improve
32. Bar Chart: f9 Job empowerment: I intend to leave my organisation within the next 12 months (Positive Scores) Relative Impact Percent
33. Question\ Attribute Key: f9 Job empowerment: I intend to leave my organisation within the next 12 months (Positive Scores)
34. Quad Plot: f10 Workplace fairness: I intend to leave my organisation within the next 12 months (Positive Scores) Maintain Strength Monitor Improve
35. Bar Chart: f10 Workplace fairness: I intend to leave my organisation within the next 12 months (Positive Scores) Relative Impact Percent
36. Question\ Attribute Key: f10 Workplace fairness: I intend to leave my organisation within the next 12 months (Positive Scores)