Report Structure And Findings: A Study On JCU's Employee Environment

The structure of the body of the report is directed by the assessment item. Consider the case questions and structure this section using headings and subheadings to convey the report content. In the table of contents above, an example structure is provided for another report topic.

This section should essentially summarise the main points or findings of the report. It should be based on the information presented in the body. It is essential that you do not introduce any new information or ideas at this stage and the use of direct quotations should be avoided.

The conclusion should answer the question: what do the findings mean?

It is important to ensure that your conclusions are consistent with the outline given in the introduction. For this reason, it is generally recommended that the introduction be written after the main report.

The conclusion should answer the following questions.  

Was the purpose of the report fulfilled?

Have the specified sources of information been used?

Have the areas stated been adequately tackled?

Body of Report

The purpose of this report draws from the Vice Chancellor’s interest in creating a gender neutral and environmentally sound work place where the Vice Chancellor would like to see equal representation of males and females in the JCU workforce at all levels. The Vice Chancellor would also like to see equality in regards to remuneration (pay), retention (time employed with JCU) and employment level.

Such data and subsequent reports are important to the VC as it will inform planning for and assessment of future and current innovative hiring, training, and promotion policies and programs encouraging staff being proactive around these issues.

The Vice Chancellor is particularly keen to improve the retention rate for women employees across all campuses as historically the retention of women in the organization has been problematic.

To this end, the purpose of this report is to provide some preliminary studies, investigating what the current employee environment is and therefore identifying the priorities in terms of areas that need to be targeted to move towards the Vice Chancellor’s goals.

The report therefore covers the descriptive analysis of the data obtained from three campuses of JCU regarding employee demographics and salary scale. The report ends by concluding on the summaries of the main points or findings of the report.

The first section presented in this section is the variable description. The name, type of the variable and scale of measurement is presented in table 1 below.

This section provides the descriptive statistics for age and salary grouping the data based on the different campuses. The results are presented in table 2 below;

The figures below shows the scatter plots for salary and age for the different campuses. There seems to be a negative relationship between age of the employees and the employee salaries for the Cairns campus. However, for the two other campuses, there seems to be a positive relationship between the age of the employees and the employee salaries (Cohen, Cohen , West, & Aiken, 2002). Similarly, the correlation between age of the employees and the employee salaries for the entire JCU is positive as can be seen from figure 4.

The table below presents the correlation between age of the employees and the employee salaries for the three campuses and the overall JCU as a whole (Nikoli?, Muresan, Feng, & Singer, 2012). For all the three campuses and the JCU as a whole, there is no significant correlation between age of the employees and the employee salaries. This means that, it is not significant to claim that at JCU the employee salaries is related with the age of the employees.

The tables below compares the average salary for the male and female employees in all the three campuses as well as JCU as a whole.

An independent samples t-test was performed to compare the average salaries for the JCU employees in different campuses and JCU as a whole based on gender (male and female). Results showed that there is no significant difference in the employee salaries for the male and female employee in all the campuses as JCU as a whole, p > 0.05.

The table below compares the length of employment for the males and females in the different campuses. Results shows that for Cairns campus, majority of the male employees (44.4%) have worked for between 3 and 6 years while majority of female employees (37.9%) have worked for more than 10 years.

For Townsville, majority of the female employees (53.5%) have worked for between 3 and 6 years while majority of male employees (36.2%) have worked for more than 10 years.

For Singapore campus, majority of the male employees (48.3%) have worked for between 3 and 6 years, similarly, majority of female employees (50.0%) have also worked for between 3 and 6 years.

For JCU as a whole, majority of the male employees (40.2%) have worked for between 3 and 6 years, similarly, majority of female employees (46.6%) have also worked for between 3 and 6 years.

The table below compares the education level for the males and females in the different campuses. Results shows that for Cairns campus, majority of the male employees (44.4%) have master’s equivalent level while majority of female employees (37.9%) have doctoral equivalent level.

As can be seen in the figure below, the average salary is slightly higher for the female employees as compared to that of the male employees at Cairns campus. However, the average was higher in the two other campuses as well as for the JCU as a whole.

The figure below shows that majority of employees have worked for between 3 and 6 years while minority have worked for 3 or less years.

The figure below shows that majority of employees have either master’s equivalent level of doctoral equivalent level with minority having either bachelor’s equivalent level or post-secondary level.

Conclusion

The main purpose of this report was to provide some preliminary studies, investigating what the current employee environment is. Results showed that majority of employees have worked for between 3 and 6 years while minority have worked for 3 or less years. In terms of education level, it was established that majority of employees have either master’s equivalent level of doctoral equivalent level with minority having either bachelor’s equivalent level or post-secondary level.

In overall, results showed that there was no significant difference in terms of the employee salaries across the three campuses. However, female employees at Cairns campus earned slightly more than male employees which could be attributed to the fact that majority of female employees at Cairns campus had doctoral level against the male employees who majority had master’s level.

References

Cohen, J., Cohen , P., West, S. G., & Aiken, L. S. (2002). Applied multiple regression/correlation analysis for the behavioral sciences. Journal of Statistics, 34-49.

Nikoli?, D., Muresan, R. C., Feng, W., & Singer, W. (2012). Scaled correlation analysis: a better way to compute a cross-correlogram. European Journal of Neuroscience, 1-21.

Székely, G. J., & Rizzo, B. N. (2007). Measuring and testing independence by correlation of distances. Annals of Statistics, 35(6), 2769–2794.