This project presents an end-to-end HR analytics case study using PostgreSQL. NextGen Corp, is a growing tech firm experiencing challenges in employee retention, performance variability, and salary disparities across departments. As a Data Analyst, I used SQL to uncover actionable insights and recommend solutions. This project demonstrates how SQL can be leveraged to provide HR with meaningful, data-backed insights.
NextGen Corp's HR department needed a data-driven strategy to:
- Identify trends in employee turnover and retention
- Track and evaluate performance across departments
- Analyze the relationship between salary and performance
- Detect attendance issues impacting engagement
- PostgreSQL
- SQL (with JOIN,AGGREGATIONS, GROUP BY, CASE, AVG, COUNT, SUM, HAVING, ORDER BY AND SUBQUERIES)
- Which employees have the highest and lowest years of service?
- Which departments have the highest turnover rate?
- What are the reasons employees are leaving?
- Who are the top and bottom performers by department?
- What’s the average performance per department?
- Is salary aligned with performance?
- Which job roles earn the most on average?
- How many employees are underpaid vs overpaid?
- Are high-attendance employees better paid?
- Who has the lowest attendance rate and how does it affect pay?
- Top 5 longest-serving employees were hired in 2015 — a stable hiring cohort.
- Marketing and Engineering showed the highest turnover.
- 70+ employees scored below 3.5.
- Marketing had both the highest and lowest performers, signaling management gaps.
- Departments with lower performance had fewer structured coaching programs.
- Total company salary expense: ₦4,850,000.
- Salary-performance mismatch detected — underperformers earning high pay.
- Some employees earning ₦100,000 have low performance scores, suggesting a need for salary-performance realignment.
- Attendance rate was moderately correlated with compensation.
- Employees like John Green and Charlie Smith had poor attendance yet remained employed.
- Employees with low attendance had salaries on par or higher than those with better attendance.
💡 Reward high performers with recognition awards, certifications, and mentorships.
🔍 Conduct stay interviews in Marketing and Engineering to identify root causes of churn.
📊 Implement performance-based salary reviews and bonus structures.
🧭 Introduce attendance-linked incentives to boost workplace discipline.
📅 Automate quarterly performance dashboards using SQL views and stored procedures.
I'm a data analyst passionate about solving workforce challenges using structured data. This project demonstrates the power of SQL in identifying HR inefficiencies and optimizing employee management.
If you're hiring for roles in data analytics, HR tech, or SQL development—let's connect!
📧 Email: [email protected]
💼 LinkedIn: linkedin.com/in/osarohekhoragbon/
🌐 GitHub: github.com/OsarohEkhoragbon