Data Analytcis project using Excel, Tableau, SQL and Power BI

1. Key Findings and conclusions for KPIS
Presented By:
Group 1
Data Analytics Project
HR
ANALYSIS

2. Average Attrition for all departments
Average Hourly rate for Male Research
Scientist
Attrition Rate vs Monthly Income stats
Average working year for each
department
Job Role vs Worklife Balance
Attriton Rate vs Year since last
Promotion
1.
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6.
K P I s

3. That the company has made efforts to achieve
gender diversity and is working towards
creating a balanced and inclusive work
environment.
Indicates
Can help reduce biases and stereotypes that
may exist in the workplace.
A balanced GENDER REPRESENTATION
Companies should also strive for diversity in
terms of race, ethnicity, age, sexual
orientation, and other dimensions of diversity.
Future goals
Gender Distribution

4. Attrition Rate within Departments
The attrition rate across departments refers to the percentage of
employees who leave a specific department within a company over a
specified period of time.
High attrition rates may indicate underlying issues
such as low job satisfaction, ineffective management,
or other organizational challenges that may need to
be addressed.
In some industries, especially those with high turnover
rates (e.g., retail or hospitality), a 16% attrition rate
might be considered normal. In others, particularly in
more stable or specialized fields, it could be considered
high.

5. Hourly Rate
Average Hourly rate for Male Research
Scientist
In an equitable workplace, all
research scientists, regardless of
gender, should receive equal
pay for equal work. Pay should
be determined based on factors
such as experience,
qualifications, responsibilities.
It's important to note that
paying different rates based on
gender for the same job is
unethical.
Comapny by far adheres to this
ethical Practice.

6. By comparing these two
metrics, a company can
gain insights into
potential relationships
between employee
turnover and income
levels
Attrition Rate vs
Monthly Income
stats

7. Perceived imbalance between the demands and
expectations of the job role and the ability to
maintain a healthy work-life balance
Job Role vs WorkLife Balance
could include long working hours, tight
deadlines, or high levels of stress.
challenging to dedicate enough time to family,
leisure, or self-care.
it can lead to burnout, stress-related health
issues, strained relationships, and reduced
overall well-being.
Employers may need to consider policies and practices that support work-life balance,
such as flexible work arrangements, wellness programs, and clear communication about
expectations.
WHY?
Suggestions

8. A t t r i t o n R a t e v s Y e a r s i n c e l a s t P r o m o t i o n
A correlation between the time since
an employee's last promotion and
their likelihood of leaving the
company
Employees may view promotions as an
important factor in their job satisfaction
and retention. If they're not seeing
career growth or recognition for their
efforts, they may be more inclined to
leave.

9. Average Working Years
A 20-year average suggests that the
company has a significant number of long-
term, experienced employees. This can be a
sign of stability and institutional
knowledge.
Opportunities for internal promotion and
succession planning
On the other hand, if there
is a lack of newer
employees, it might suggest
that the company could
benefit from fresh
perspectives and skills
brought in by new hires.

10. CONCLUSION
The data indicates that there are areas of
concern regarding job satisfaction within the
organization. Employees may be experiencing
challenges or dissatisfaction with certain aspects
of their work environment.
Engaging in this project has been a valuable
opportunity for skill development and
refinement. We have strengthened our
proficiency in Excel, Tableau, Power BI, SQL and
Data Analysis