Big Pharma Employee Retention - Exploratory Data Analysis (Part 1)

This university project is based on simulated data for a pharmaceutical organisation Globex Pharma, who recognising the impacting costs of employee attrition, has requested recommendations to improve employee retention of their one thousand employees after increasing talk of dissatisfaction within the employee ranks.

Data Dictionary.csv

Focusing on employee retention has a top line benefit and a bottom-line benefit to every business, particularly when 90% of businesses were affected by staff shortages in 2023(“Solving the skills shortage crisis | Ai Group,” n.d.).

According to an IPSOS survey from Dec 2023 on Australians in the Workforce (2222 Australia Mini Report 260124 ONLINE VERSION.pdf, no date), the top reasons why employees leave their jobs are: 

1. Pay and Compensation 

2. Bonus Schemes or Merit Based Benefits 

3. Not feeling valued or recognised 

4. Work Life Balance/Workload

Using these four key reasons as a guide in conjunction with the Globex Pharma Employee Listening Survey 2023, we here at Wright Consultancy will provide recommendations based on three potential factors which may be causing employee discontent at Globex Pharma.

Research Questions

We will focus our exploratory analysis on the following three questions:

1. Is there an imbalance of monthly incomes within job roles?

2. How are stock option levels of an employee determined - is it a merit-based system awarded on specific criteria?

3. What, if anything, do the employees who rated their Work Life Balance as “Bad” have in common?

Q1. Is there an imbalance of monthly incomes within job roles?

Key Findings

Analysis of the distribution of monthly income by nine job roles:

• The spread between the incomes is reasonably compact and comparable in the lower income roles and middle-income roles (Fig.1) 

• The spread of the incomes of the “Research Directors” ranges from $10,000 to $20,000 a month, the widest spread in the organization. 

• There are 61 Research Directors – 21 Female, 30 Male (Fig. 2)

• “Female Research Directors” are on average younger, have been in the role much longer than “Male Research Directors” (Fig.4), however have significantly lower distribution of monthly incomes(Fig.3)

Link to R code

Link to Business Report