HR Analysis Project

This repository contains a comprehensive HR analysis report focusing on employee attrition within our organization. The analysis was performed using Power BI, a powerful business intelligence tool, to gain valuable insights into HR data, identify trends, patterns, and correlations, and provide actionable recommendations.

Files

• HR_Anlysis.pbix: The main Power BI report file.
• HR Analysis Report documentation.pdf: Detailed documentation for the HR analysis report.

Objectives

The primary objective of this report is to inform and guide decision-making processes to create effective strategies for retaining valuable employees and improving overall organizational performance. The report aims to:

• Analyze employee turnover rates.
• Identify factors contributing to employee attrition.
• Provide actionable recommendations to address these challenges.

Methodology

Data Preparation

1. Model Creation: A star schema was utilized to create a robust data model, including a fact table F_HR_Employee_Attrition and various dimension tables.
2. Data Cleaning: Non-essential columns were removed, and data values were understood and categorized to ensure accurate analysis.

Analysis

1. Measures and Facts Identification: Both degenerated and conformed dimensions were used to provide meaningful insights.
2. Use Case Analysis:
   • Relationships between attrition and factors such as overtime, education level, and training were examined.
   • Employee personas were created based on department, job role, and age group.
   • Outlier analysis was conducted using the interquartile range (IQR) method.

Key Findings

1. Attrition and Overtime: More than 53% of employees who left worked overtime compared to 24% who stayed.
2. First-Year Employees: 30% of employees leaving due to overtime were in their first year.
3. Gender and Age: Males and employees aged 25-40 had the highest attrition rates.
4. Relationship Satisfaction: Low relationship satisfaction correlated with higher attrition.
5. Salary Increases: 50% of departed employees had salary increases of 11-17%.
6. Job Level: Lower job levels saw higher attrition rates.
7. Tenure: Attrition rates were highest in the first year and almost non-existent after ten years.
8. Stock Options: 64% of employees who left had zero stock options, and 87% had stock option levels of 0 or 1.

Recommendations

• Overtime Management: Distribute overtime duties evenly and reduce overtime pressure on first-year employees.
• Employee Surveys: Conduct surveys before, during, and after employment to identify additional factors affecting attrition.
• Gender-Specific Strategies: Develop strategies to address higher attrition rates among male employees.
• Salary Review: Investigate salary competitiveness and job difficulty, especially for sales executives.
• Job Level Support: Provide additional support and development opportunities for lower job levels.
• Retention Strategies for New Employees: Focus on retention strategies during the critical first year of employment.

View the Report Online

You can view the Power BI report online here.

View the Report as PDF

You can view the report in PDF format here.

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