HR Analytics Dashboard for Employee Attrition Analysis

HR Analytics Dashboard

Developed an HR Analytics Dashboard designed to significantly improve employee performance and retention by addressing and reducing attrition rates. This comprehensive dashboard utilized advanced data cleaning and transformation techniques, coupled with sophisticated visualizations using Power BI. It provided critical insights into workforce dynamics and attrition trends, highlighting key factors that influence employee retention. Major achievements include pinpointing areas to minimize attrition, streamlining recruitment processes, and enhancing overall employee satisfaction and productivity. By offering actionable intelligence, the dashboard facilitated strategic HR decision-making, leading to a more engaged, efficient, and productive workforce.

The Steps I Took

  • Data Collection and Cleaning
  • Data Transformation and Preprocessing
  • Design and Development of Interactive Dashboards
  • Integration of Advanced Visualizations
  • Insights Extraction and Reporting

Why I Took These Steps

  • To ensure accurate and clean data for analysis
  • To prepare data for meaningful visualizations
  • To create a user-friendly and informative dashboard
  • To provide actionable insights into employee attrition
  • To support strategic HR decision-making and improve retention strategies

Tools I Used

  • Excel Excel
  • Power BI Power BI

Challenges:

HR Analytics Dashboard

Power BI Dashboard
Download Dashboard

Results

1. Key Metrics

  • Total Number of Employees: 1,413
  • Attrition Count: 239
  • Attrition Rate: 16.1%
  • Average Age of Employees: 37 years
  • Average Salary: $6.5K
  • Average Tenure: 7 years

2. Attrition by Education

Interpretation: Employees with Life Sciences and Medical degrees are leaving the company at higher rates. This could indicate that the company may not be meeting the career expectations or job satisfaction needs of these highly educated employees.

Improvement: Consider conducting exit interviews or surveys with employees in these educational categories to understand the specific reasons for attrition. Based on feedback, the company could tailor retention strategies, such as offering more career development opportunities or competitive benefits packages.

3. Attrition by Age

Interpretation: Younger employees, particularly those aged 26-35, are the most likely to leave the company. This could suggest that younger workers are not finding the growth opportunities they seek, or they might be exploring other job markets for better offers.

Improvement: To retain younger employees, the company could focus on providing clearer career progression paths, mentorship programs, and opportunities for continuous learning and development. Additionally, offering flexible work arrangements might appeal to this age group.

4. Attrition by Job Role

Interpretation: Laboratory Technicians and Research Scientists are experiencing high levels of attrition. This could be due to job dissatisfaction, lack of advancement opportunities, or competitive offers from other companies.

Improvement: Investigate the specific challenges faced by employees in these roles. Consider improving working conditions, enhancing job roles, offering better compensation, or providing clear paths for advancement. Strengthening the organizational culture within these roles might also reduce turnover.

5. Attrition by Salary

Interpretation: The majority of attrition is occurring among employees earning up to 5K. This suggests that lower-paid employees may be leaving due to financial dissatisfaction or the allure of better-paying jobs elsewhere.

Improvement: Reevaluate the company’s compensation structure, particularly for lower-paid employees. Offering competitive salaries, performance-based incentives, and additional benefits could help retain talent. Also, consider creating pathways for upward mobility for these employees.

6. Attrition by Years at Company

Interpretation: There’s a significant spike in attrition around the 2-year mark, which might indicate that employees are leaving before they fully settle into their roles, possibly due to unmet expectations or insufficient engagement.

Improvement: Implement stronger onboarding programs and ensure that new employees have clear expectations and a support system in place. Regular check-ins during the first few years, career development discussions, and employee engagement activities could help retain employees beyond this critical period.