HR Analytics Dashboard Project

Introduction

During my participation in the Analytics Extra Mentorship Program, I developed an interactive HR analytics dashboard as part of a hands-on learning project. The dashboard leverages data analysis techniques to extract actionable insights from HR data, offering stakeholders a clear view of workforce dynamics.

Key Highlights

1. Data was cleaned using Power Query.
2. Analysis involved Pivot Tables, Charts, and calculated metrics.
3. An interactive Excel dashboard showcased the results visually.

Problem Statement

Human Resources teams often struggle to monitor and analyze workforce trends efficiently. This project addressed these challenges by:

1. Identifying trends in employee retention, satisfaction, and salaries.
2. Visualizing workforce data to support HR decision-making.
3. Providing interactive tools to explore insights by department, employment type, and time period.

Skills Demonstrated

1. Data Cleaning & Transformation: Power Query was used to preprocess the dataset, ensuring accuracy and consistency.
2. Data Analysis Techniques: Pivot Tables and Charts were used to summarize data effectively.
3. Interactive Dashboard Design: Designed a user-friendly dashboard for filtering and visual exploration.
4. Storytelling with Data: Conveyed insights with visually appealing and intuitive charts.

Data Overview

The dataset comprised 38 fields, including:

1. Employee Demographics: id_employee, age, gender, marital status.
2. Job Details: job role, department, years at company.
3. Compensation: salary, hourly rate, percent salary hike.
4. Performance and Satisfaction: job satisfaction, work-life balance.
5. Tenure and Attrition: attrition, termination type, years since last promotion.

Key Questions Addressed

This project explored 15 critical HR questions, including:

1. Employee Statistics: Total employees, current employees, terminated employees, and termination rate.
2. Salary Insights: Total salary paid and trends in salary distribution.
3. Employee Dynamics: New hires, terminations (quarterly and monthly).
4. Satisfaction Metrics: Job satisfaction and work-life balance by headcount.
5. Demographic Analysis: Gender distribution and educational qualifications.

Visuals Used

Below are the key visuals incorporated into the dashboard:

Cards

• Total Employees: 1,470
• Current Employees: 1,233
• Employees Terminated: 237
• Termination Rate: 19.22%
• Total Salary Paid: $8,424,768.00

Line Chart

• Total Working Years and Salary by Gender. Insight: Male employees with longer tenure earn higher salaries on average.
• Stacked Bar Chart Quarterly New Hires: Visualized new hires per quarter. Insight: Hiring spikes occurred in Q2, Q1 or Q3.

Bar Charts

• Monthly Termination Trends.
• Termination on Quarterly Basis.
• Monthly Total Salary Trends.
• Education, Job Satisfaction, and Work-Life Balance by Headcount.

Area Chart

• Years at Company by Salary. Insight: Salaries increase steadily with tenure, peaking at year 2.

Slicers

Filters:

• Year (2008-2022)
• Employment Type (Contract/Full-Time)
• Department (R&D, Sales, HR).

Results and Analysis

• Employee Statistics
  • Total Employees: 1,470 employees since inception.
  • Current Employees: 80.78% retention rate.
• Terminations: Attrition is highest among early-tenure employees.
• Salary Insights
  • Top Salary Trends: Salaries for long-tenure employees show the steepest growth.
  • Contract vs. Full-Time: Full-time employees earn 5x more than contractors.
• Employee Engagement
  • Satisfaction Scores: 65% rate satisfaction as “high” or “very high.
  • Work-Life Balance: Variance exists across departments, with HR scoring the lowest.

Conclusion

This project provided a robust analysis of workforce dynamics. The interactive dashboard is a valuable tool for HR teams to:

1. Monitor key metrics such as attrition and satisfaction.
2. Optimize hiring and retention strategies.
3. Ensure salary fairness and competitiveness.

Recommendations

1. Enhance Employee Engagement: Focus on improving satisfaction and work-life balance, especially in underperforming departments.
2. Optimize Hiring Strategies: Increase hiring during quarters with higher attrition rates.
3. Leverage Advanced Analytics: Integrate machine learning models to predict attrition.

Acknowledgments

This project was guided by the Analytics Extra Mentorship Program and inspired by the instructional video by Adewale Yusuf the convenor of the Mentorship Program.