Analysis of HR Employee data to enhance workers performance.
Introduction
The HR employee dataset contains comprehensive information about employees in an organization. It includes various attributes and metrics that provide valuable insights into the workforce composition, demographics, performance, and other relevant factors. The dataset aims to capture essential data points that can be analyzed to gain a deeper understanding of the organization’s human resources.
The dataset comprises several columns that cover key aspects of employee information such as employee ID, age, date of birth, date of employment start, attrition status, employment type, job role, job satisfaction, performance rating, years of service, salary, and more. These columns enable analysis and exploration of factors that impact employee performance, job satisfaction, and retention.
By analyzing this HR employee dataset, one can uncover trends, patterns, and relationships within the workforce. This data can help in identifying factors that contribute to attrition, understanding employee demographics, evaluating performance across different departments or job levels, and identifying areas for improvement in areas like work-life balance and job satisfaction.
The dataset serves as a valuable resource for HR professionals, managers, and decision-makers to make informed decisions, develop strategies, and implement initiatives aimed at optimizing employee performance, engagement, and overall organizational success.
Data Source
The data was provided by Side hustle bootcamp. The dataset was submitted as an Excel file with fifteen (15) sheets, one thousand, four hundred and seventy-one (1471) columns, and a total of thirty-seven (37) rows. The Employees spreadsheet contains the majority of the data for the analysis, and the fourteen (14) additional spreadsheets in the workbook were utilized to alter the dataset.
Data uploading in Microsoft Power BI and was uploaded using excel.
OBJECTIVE OF HR EMPLOYEE DATASET
1. Employee Retention and Attrition: Understand factors influencing employee retention and attrition rates.
2. Employee Performance and Satisfaction: Analyze factors related to employee performance and satisfaction.
3. Employee Development and Growth: Evaluate employee development and growth opportunities.
4. Work Environment and Demographics: Examine the impact of work environment and demographics on employee outcomes.
5. Employee Engagement and Onboarding: Assess employee engagement and onboarding effectiveness.
Data Transformation
The appropriate column data types were modified after the data was opened in Power Bi’s power query editor. Conditional columns, computed columns, and measure are examples of newly formed columns. To assist with my analysis, the Measure Tools Tab was used to build the DAX measures listed below: Total Employee, Male, Female, Due for Promotion, Not Due for Promotion, To Be Retrenched, On Service, average age, and employee retention rate, a typical year under the present manager, Average years at the company and various percentages of the aforementioned, such as the percentage of male and female working and those To be retrenched were also developed. Promotions that are both due and not due.
Using the Add Column tab, I also generated conditional columns in my power query editor for the following: Retrenchment status, Education status, Distance status, Performance status, Job satisfaction status, Department status, Gender status, and Job position status.
Following the creation of various cards and charts graphics in response to the aforementioned objectives, HR Employee visualization will be available in Report, Data, and Model views.
Regarding our aims, there are three (3) various report views of cards and charts. The first one consists of five cards: Total Employees, Male, Female, On Service, and To Be Retrenched. There are bar charts, column charts, donut charts, and pie charts among the visual charts.
Due for Promotion, Not Due for Promotion, Employee Average Salary, Average Year at Company, and Average Year with Current Manager are the other five cards on my second dashboard report view. While charts include scatter plots, column charts, line charts.
While my most recent dashboard report had four charts of funnel, Bar chart types include stacked, clustered, and scatter plot and two slicers, cards representing Marital Status, Training Times Last Year and Performance Rating, Employee Average Age.
Questions From The HR Employee Dataset
A select few questions from the HR Employee dataset will aid firms in making predictions about their future employee performance and offering advice.
- What is the organization’s attrition rate?
- Do employees’ ratings of their jobs’ performance or job satisfaction vary depending on their employment responsibilities or levels?
- How long have employees typically been employed by the company?
- Does the amount of education or work experience affect the number of years worked or the time it takes to advance?
- How are the genders distributed within the company?
- How far (from home) do workers normally commute?
- Are workers putting in extra hours? Does it have any effect on performance evaluations or job satisfaction?
Findings, Insight and Recommendations
In the HR Employees dataset, there are few findings and insight explored for the dataset for future projections.
- Employee Count and Distribution: The total number of employees indicates the size of the workforce. According to the data, there are a total of 1,470 employees, of which 882 (60%) are males and 588 (40%) are women. For total employees by education, bachelor’s degrees rank highest, at 572, and lowest, at 48. Recommendation: It is advised to keep track of changes in staff numbers over time and take into account how they may affect workload, resource allocation, and organizational structure as a whole.
2. Service Year Distribution: The bar chart shows the distribution of employees based on their service years. The graphic shows that there are fewer employees with more years of service. Recommendation: Determine any patterns or imbalances in the number of service years, and then think about putting policies in place to keep experienced workers and to foster the advancement of those with less years of experience.
3. Promotion Opportunities: The “Due for promotion” and “Not due for promotion” provides an overview of employees eligible for promotion. We can see that while a bigger proportion of employees are not eligible for promotions, fewer employees are. Recommendation: In order to maintain fairness and openness, evaluate the requirements and deadlines for promotions. To encourage employees and raise their prospects of promotion, think about offering development opportunities and clear career paths.
4. Job Level Distribution: This demonstrates how workers are distributed throughout various employment levels. As the job level rises, we can observe from the charts that there are fewer employees. Recommendation: Examine the harmony of the various employment levels and note any gaps or imbalances that may exist. Ensure appropriate career advancement opportunities and give staff the help they need to reach higher positions.
5. Distance from Home: The donut chart shows the distribution of employees based on their distance from home. There are still a lot of employees who commute from a great distance, with a margin of 15.58%. Recommendation: Think about how commute times affect work-life balance and employee happiness. To lessen commuting stress and enhance employee wellbeing, look into flexible work schedules such hybrid work mode or transit options.
6. Department Status: The column chart displays the count or percentage of employees in each department. With 66 employees total, there is a sizable percentage of workers in the research and development department that will be laid off. Recommendation: Examine the distribution of employees by department and note those with a disproportionately high or low number of employees. Take appropriate action to guarantee balanced workloads and top performance across departments by looking into potential causes of deviations.
7. Overtime and Job Satisfaction: The pie chart visualizes the proportion of employees working overtime, while Line chart set Job satisfaction by over time as very high at 459 employee, also as high at 442 employee. Recommendation: Workload distribution, employee engagement, and potential burnout risks should all be considered if a high percentage of employees are working overtime. You should then implement strategies to maintain a healthy work-life balance and guarantee job satisfaction.
8. Performance Rating by Department: The bar chart presents the average performance ratings for each department, as the Research and Development department as the highest category of performance, also is the performance by Age at 37 years old and performance rating at 2.98. Recommendation: Determine whether departments have better or worse performance ratings, then look into the causes of these variances. Implement targeted performance improvement activities in departments that need assistance, such as training courses or process improvements.
9. Salary and Job Roles: The scatter chart illustrates the relationship between employee salary and job roles. The chart shows sales Representative as the lowest earner at over $2k, while Managers earn highest in the whole employee chain at $17.68k and Average Salary at $6.5k. Recommendation: Examine pay disparities between Job roles and make sure that there are fair and competitive pay practices. Regularly benchmark salaries and resolve any pay disparities that may emerge between departments or within job titles.
10. Tenure and Career Progression: Information about employee loyalty and prospective prospects for career advancement can be found in the average number of years that employees have worked for the company and with their present managers. Longer-tenured employees also often have better job levels and receive promotions more frequently. Recommendation: In order to encourage employee loyalty, engagement, and career growth within the company, there should be career development programs such as training programs, workshops, succession planning, mentorship and coaching programs, a performance-based recognition and rewards system, incentives and bonuses etc.
11. Employee Retention and Attrition: A visual depiction of employee retention and attrition in the company is provided by the card and the chart. As 1,366 (92.9%) are currently employed and 104 (7.1%) are slated for layoffs. The attrition rate stands at 16.1% compared to 83.9%. Recommendation: Create specific programs to deal with attrition causes such enhancing work-life balance and professional development possibilities, and conduct stay interviews to comprehend employee problems and pinpoint areas for improvement.
Summary
It is clear from the study of the HR employee dataset that effective measures for employee retention, performance management, and well-being are essential to the productivity and satisfaction of the workforce. The organization can improve employee engagement, further reduce attrition, foster a productive work environment, and ensure work-life balance by distributing job responsibilities among departments, reducing commute times, and offering training and development opportunities across departments.
