Use Tableau for following Analysis: The management of this organization is concerned about their employees’ satisfaction index and has been constantly measuring the same. They somehow feel that improving the satisfaction scores shall ensure longevity of their employees preventing unhealthy attrition. • Analyze this dataset by finding the key drivers for employee satisfaction scores.

3. Story Key factors and recommendations
Map based on Longitude (generated) and Latitude (generated). Color shows average of (Latest)Employee Satisfaction score. Details are shown for Country. The data is filtered on Action (Back to map), which keeps 1 member. The
view is filtered on Latitude (generated), Longitude (generated) and average of (Latest)Employee Satisfaction score. The Latitude (generated) filter keeps non-Null values only. The Longitude (generated) filter keeps non-Null values
only. The average of (Latest)Employee Satisfaction score filter keeps all values.
Department wise Retention DurationAvg. Employee Satisfaction score(Latest) Number of employees Country Total Em-

5. Story Key factors and recommendations
0.0914 0.9000 All ployees

6. Country wise satisfaction level. Germany, Belgium, Switzerland, Netherlands, Denmark Employees have lowest Job satisfaction
level. While, Norway, Portugal, tops the employee job satisfaction level. With lower satisfaction level, emp attrition is higher in
Low and Medium Salary bracket.
Factors affecting Sat level:(Use first chart as filter).YOJ 2014,i.e Employees working for 2 years in
company, have highest rate of accidents; Management, marketing and Support Departments.
Lowest satisfaction levels in Managment and RandD dept. In higher salary bracket emp getting
promoted have zero attrition, whereas, medium salary bracket when not promoted/promoted,
emp attrition rate remains in range of 28% to 33%.And promotion has no effect on attrition rate in
Lo..

7. Story Key factors and recommendations

8. Story Key factors and recommendations
Country wise satisfaction level.
Germany, Belgium, Switzerland,
Netherlands, Denmark Employees have lowest
Job satisfaction level. While, Norway, Portugal,
tops the employee job satisfaction level. With
lower sati..
Factors affecting Sat level:(Use first chart as filter).YOJ 2014,i.e Employees working for 2 years in company, have highest rate of
accidents; Management, marketing and Support Departments. Lowest satisfaction levels in Managment and RandD dept. In higher
salary bracket emp getting promoted have zero attrition, whereas, medium salary bracket when not promoted/promoted, emp
attrition rate remains in range of 28% to 33%.And promotion has no effect on attrition rate in Low salary bracket.
Accounting and HR have least Sats levels and
highest attrition rate. Whereas even with higher
sats levels Marketing, sales, Support also have
comparatively high attrition rates. There is a
positive coorelation between Number of Projects ..

9. Story Key factors and recommendations

10. Story Key factors and recommendations
Factors affecting Sat level:(Use first chart as
filter).YOJ 2014,i.e Employees working for 2
years in company, have highest rate of
accidents;
Management, marketing and Support
Departments. Lowest satisfaction lev..
Accounting and HR have least Sats levels and highest attrition rate. Whereas even with higher sats levels Marketing, sales,
Support also have comparatively high attrition rates. There is a positive coorelation between Number of Projects and Avg Monthly
Working hours with Emp leaving the Organization. Showing that higher number of projects and longer working hours increases
chances of Emp Attrition.
~83.5 % of emp left the organization due to
unsatisfactory remuneration, high work pressure
and Poor working culture. As Avg. Working hours
depends on number of projects and Salary Bracket,
exceeding optimum number of projects can
decreas..
Avg. (Lates..0.58215 0.62135 Sales Technical CountryAll SupportHrITAccounting
Product_mng
Management
Coorelation
Category Average Montly Ho.. Last Evaluation
Average Montly Hours 1.000 0.340
Last Evaluation 0.340 1.000
Left 0.071 0.007
Number Project 0.420 0.350
Promotion Last 5Years 0.000 -0.010
Salary 0.000 -0.010
Satisfaction Level -0.020 0.110 Time Spend Company 0.130 0.130 Work accident -0.010 -0.010
Marketing RandD
Left Number Project Promotion Last 5Y.. Salary Satisfaction LevelTime Spend Compa.. Work accident
0.070 0.420 0.000 -0.002 -0.020 0.130 -0.010
0.010 0.350 -0.010 -0.013 0.110 0.130 -0.010
1.000 0.024 -0.062 -0.158 -0.388 0.145 -0.155 0.020 1.000 -0.010 -0.002 -0.140 0.200 0.000 -0.060 -0.010 1.000 0.098 0.030 0.070 0.040 -0.160 0.000 0.100 1.000 0.050 0.050 0.010 -0.390 -
0.140 0.030 0.050 1.000 -0.100 0.060
0.140 0.200 0.070 0.049 -0.100 1.000 0.000 -0.150 0.000 0.040 0.009 0.060 0.000 1.000

11. Story Key factors and recommendations
Average Montly Hours, Last Evaluation, Left, Number Project, Promotion Last 5Years, Salary, Satisfaction Level, Time Spend Company and Work accident broken down by Category. Color shows Average Montly Hours, Last Evaluation, Left, Number Project, Promotion Last 5Years, Salary, Satisfaction
Level, Time Spend Company and Work accident. The marks are labeled by Average Montly Hours, Last Evaluation, Left, Number Project, Promotion Last 5Years, Salary, Satisfaction Level, Time Spend Company and Work accident.
RemunerationJoining Comp..Unable to cop..Lack Encoura..Immedieate S..Lack of Caree..Insuffieicnt M..No friends in ..Lack of Work ..Promotion no..
Salary bracket1 Set
Accounting and HR have least Sats levels and
highest attrition rate. Whereas even with
higher sats levels Marketing, sales, Support also
have comparatively high attrition rates.
There is a positive coorelation betwee..
~83.5 % of emp left the organization due to unsatisfactory remuneration, high work pressure and Poor working culture. As Avg.
Working hours depends on number of projects and Salary Bracket, exceeding optimum number of projects can decrease Sats
levels in emp. Employees having 3 to 5 projects have higher avg sats levels i.e above 0.65. If Employee is not engaged by
projects, sats levels tend to decrease dramatically. Same effect is observed, when extra projects are assigned in same avg
working hours.
Recommendations and Conclusions.

12. Story Key factors and recommendations
Coorelation with Left Projects n work hourshigh
low
Recommendations and Conclusions.
~83.5 % of emp left the organization due to unsatisfactory remuneration, high work pressure and
Poor working culture. As Avg. Working hours depends on number of projects and Salary Bracket,
exceeding optimum number of projects can decrease Sats levels in emp. Employees having 3 to 5
projects have higher avg sats levels i.e above 0.65. If Employee is not engaged by projects, sats
levels tend to decrease dramatically. Same effect is observed, when extra projects are assigned in
same av..

13. Story Key factors and recommendations
Conclusions:
Countries having less number (<200) of employees, have highe sats levels, whereas countries with more number
of emp tend to have higher work pressure, poor work environment and dissatisfaction towards immediate
supervisors pertaining to lower sats levels.
Norway and Portugal have the highest Avg sats levels (~>0.6) due to Less Avg working hours ~200 hours, better
work life balance and work culture, with supportive immediate supervisors.
Germany , Belgium, Switzerland, Netherlands, Denmark has the lowest sats levels , specially in Accounting, IT and
Technical (<0.5).
Key factors affecting attrition are, Remuneration, poor work culture and coordination with immediate supervisors.
Plus Longer working hours(~250 -300 avg monthly hours) than other countries.
Lower Salary Bracket employees have a tendency to move towards compititors for better prospects adn
remuneration, after a average working duration of 2 to 3 years. This pattern is more visible in countries with more
than 200 employees in total. And promotion has no effect on attrition rate in Low salary bracket.
As high and medium level employees move to join the competition more due to higher remuneration, work
pressure and work cuture with lack of medical facilities. Whereas, Medium and lower salary bracket, tends to leave
for higher remuneration and better prospects. Highest satisfaction score is ..
Recommendation:
1. Companies should assign optimum number of projects for effective productivity and higher
satisfaction levels. The magic number is '4'. But as per department, they can assign 3 to 5 projects per
employee.
2. Optimum Monthly working hours should be between 200 to 210 hours, if number ofprojects are
4 or 5.
3. Immediate supervisors, lack of encouragement are key factors. The company should workon
improving their work culture, by improving communcation between team members and their leads.
4. Should provide adequate remuneration to the employees, at par with the competitors. Thisis
true for all salary brackets.
5. Organization should take Countrywise approach to apply new changes as perrecommendtions.
6. Company should focus more on Working hours and remuneration of their employessacross all
Salary brackets to retain their talent pool.
7. They should focus on promotion and increment at fixed intervals during the employee's te..