I am needing to know how to manipulate the data on the spreadsheet to the frequencies and percentage calculations

During the past 14 years, Garden Gate Inc. has grown from a small local garden supply company into a diversified corporation with stores in 36 states and net sales of almost $1.4 billion. The company currently employs 26,500 people and has been expanding at a 12 percent annual rate. Garden Gate expects to continue this pace of growth for at least five more years. The company has a talent philosophy of treating its employees as investors and spends heavily on their training and development. The firm also has a generous tuition-aid program that allows qualified employees to pursue bachelors and masters degrees part time if the degree they are pursuing is consistent with their career plans established in conjunction with their supervisors. Last year the company spent $350,000 on tuition aid and recently decided to more closely evaluate the programs effectiveness. The evaluation was prompted by the recent departure of Jill Ises, who stated that her reason for leaving was that she had not been promoted in the year since she had received her MBA degree. Her career plan had been to become a senior accountant in one of the companys regional offices, and she received high performance appraisal evaluations while earning good grades in the accounting program. Five regional accounting manager positions (the job in between Jills current job and her desired senior accountant position) had been filled in the past year, and Jill had not been contacted about any of them. Further investigation identified 17 other tuition-aid beneficiaries who had left in the past year. Like Ises, these people said that their lack of being promoted after earning their degrees was the primary reason for their leaving. The following table describes the 18 employees who received tuition aid but left the company because they had not been promoted. Name Gender Race* Age Last Job Held Degree Earned Position Taken Outside Garden Gate 1 Joe Bandy M C 42 Data Processor BS, Accounting Accountant 2 Camryn Donley F C 33 Administrative Assistant BS, Management Sales Manager 3 Lauren Sciano F B 35 Brand Manager MBA Regional Manager 4 Hui Shi F A 31 Legal Assistant MBA Financial Analyst 5 Jose Diaz M H 39 Administrative Assistant MBA Marketing Manager 6 Therese Day F B 28 Customer Service Manager BS, Accounting Management Trainee 7 Ida Crowe F H 33 Administrative Assistant BS, Marketing Brand Manager 8 Ron Brown M B 27 Project Manager MBA Plant Manager 9 Maria Cortina F H 45 Compensation Analyst MS, HR HR Manager 10 Deb Sandy F H 24 Data Processor BS, Accounting Accountant 11 Linda Winter F B 28 Trainer MS, Adult Education Training Director 12 Danny Chen M C 24 Customer Service Manager BS, Finance Financial Analyst 13 Mia Bandy F B 33 Administrative Assistant BS, Marketing Creative Director 14 Dana Elison F C 38 Marketing Analyst MBA Financial Analyst 15 Zhana Ames F H 30 Sales Manager BS, Advertising Account Manager 16 Jill Ises F B 41 Accountant MBA Accounting Director 17 Alec Smith M B 26 Administrative Assistant BS, Finance Management Trainee 18 Sally Masino F C 28 Payroll Clerk BS, Management Store Manager *For race, A = Asian, B = Black, C = Caucasian, H = Hispanic The companys review of its internal hiring policy identified three primary sources for identifying internal talent, and some problems with them: Supervisors are asked to nominate employees they feel are qualified for openings in the company, but there are often dozens of open positions, and many supervisors do not regularly review the internal job postings. The firms HR professionals try to match open positions with employees who fit the criteria for them by looking at the companys skills inventory database. Unfortunately, the information in the database is often outdated or incomplete. The departments that have openings recommend employees they feel are promotable. Garden Gates management is concerned that it is not realizing a sufficient return on its considerable investment in its tuition-aid program, and is considering discontinuing the program. Questions: What are the goals of a Tuition-aid program?. Does the information in the table indicate any special problems or issues? What do you suggest Garden Gate do about them? In your opinion, should Garden Gate discontinue its tuition-aid program? Create a plan to improve the retention of tuition-aid recipients.