Question

Our company, and which nationality might be less beneficial to hire due to higher turnover rates and associated costs. We have collected data from 1200 Ethiopian maids, 2150 African, and 1080 Filipinas we

Given the data provided, our goal is to determine which nationality of maids provides the greatest value in terms of financial stability and retention for our company, and which nationality might be less beneficial to hire due to higher turnover rates and associated costs. We have collected data from 1200 Ethiopian maids, 2150 African, and 1080 Filipinas we interviewed. The successful hiring rates were 500 per 1000 for Ethiopians, 700 per 1000 for Africans, and 800 per 1000 for Filipinas. After hiring, we categorized the financial impact of a maid leaving based on how long they stayed with us:

Answer 1

The greatest value and retention for a company in terms of hiring maids from different nationalities would be indicated by the successful hiring rates and the associated turnover costs. While Filipinas have the highest initial hiring success, comprehensive analysis including turnover data is necessary for a conclusive decision. The company must consider both short-term success and long-term retention to determine which nationality offers the best overall value.

Step-by-step explanation:

Analysis of Maid Nationality for Maximum Value and Retention

To determine which nationality of maids provides the greatest value in terms of financial stability and retention for a company, and which might have higher turnover rates, we can analyze the data provided on the successful hiring rates of Ethiopians, Africans, and Filipinas. The successful hiring rates are a significant indicator of initial employment success, but to comprehensively assess value and retention, one must also consider the financial impact of turnover. Given that 500 per 1000 Ethiopian maids, 700 per 1000 African maids, and 800 per 1000 Filipina maids were hired successfully, it initially appears that Filipinas may offer higher value and stability for the company due to their greater successful hiring rate. However, turnover costs must also be taken into account to determine overall long-term value.

Turnover costs can vary based on the length of employment and the effects on company operations, including the costs of hiring, training new employees, lost productivity, and the potential disruption to service quality. Therefore, the nationality of the maids with the lowest turnover rates and associated costs would be most beneficial financially. To make a data-driven staffing decision, the company should further analyze the turnover rates and the duration of employment by nationality, alongside the initial hiring success rates, to identify the group that provides the best balance between hiring success and long-term retention.

Research such as that by Attiya Ahmad on South Asian women working in Kuwait highlights the challenges domestic workers face when adapting to new cultural environments, which can play a role in turnover and retention. Additionally, studies on hiring biases based on names and ethnic backgrounds showcase the complexity behind employment statistics and point toward the need for inclusive hiring practices to ensure the best candidates are selected regardless of nationality.