HR Employee Attrition Analysis with power BI

Hello Everyone,

I am thrilled to announce the successful completion of my internship project on HR Employee Attrition Analysis using PowerBI, thanks to MeriSKILL Virtual Internship for providing me with this invaluable opportunity.

Delving into the world of human resources, with a keen eye on data analysis to optimize talent management and organizational performance.

Objective

As a Data Analyst Intern, my task was to analyze the dataset and provide valuable insights to the organization regarding attrition rates by department, job role, and gender, identifying reasons for attrition, and suggesting actions to reduce attrition rates.

This marks my inaugural presentation in the field of Data Analytics, showcasing my PowerBI skills.

Dataset

The Data used in the project was provided by MeriSKILL Internship, CSV file containing Employee details and Rating based on feedbacks, with 1470 rows and 33 columns.

Approach

1. Imported and loaded the Dataset in PowerBI.
2. Conducted Data Cleaning and Transformation in PowerQuery Editor.
3. Created Key Measures and Dax Calculated Column using DAX.
4. Developed various visuals such as Bar Charts, line Charts, funnel Charts, Donut Charts, Stacked Bar Charts, Clustered Bar charts for the Dashboard.

Tasks to perform

Data Cleaning

1. Deleting redundant columns
2. Renaming the Columns
3. Dropping duplicates
4. Cleaning Individual Columns
5. Remove the NaN values from the dataset
6. Check for some more Transformations.

I downloaded the dataset and uploaded the data using the “Get Data” option in PowerBI. I utilized the “Transform” option to check for any null values in the dataset

Data Visualization

1. Plot a Correlation Map for all Numeric Variable Overtime
2. Marital Status
3. Job Role
4. Gender
5. Educational Field
6. Department
7. Business Travel
8. Relation between Overtime and Age
9. Total Working Year
10. Education Level
11. Number of Companies Worked
12. Distance from Home

HR Attrition Dashboard

DEMOGRAPHICS

A demographic report summarizes employees statistics, including age group, gender, distance from home, and marital status, providing insights into workforce diversity and commuting patterns for informed decision-making.

Steps

1. Total Employees = 1,470

1470 total employees offers insightful perspectives into the composition of the workforce, providing a comprehensive overview of the organizational structure and employee distribution.

2. Attrition count = 237

The attrition count 237 juxtaposed with total employees count of 1470 on the Demographics dashboard. This information allows for a focused examination of attrition percentage and facilitates targeted strategies for retention and workforce management.

This will yield the desired results: if “Attrition” is “Yes,” the count is 1, if it’s “No,” the count is 0

Summing all 1s gives the total attrition count that is 237

3. Active Employee = 1,233

With 1233 active employees out of a total of 1470, the insight on the Demographics Dashboard underscores the current workforce engagement, providing a basis for evaluating retention efforts and optimizing strategies to enhance overall employee satisfaction and commitment.

subtracting this from the employee count yields the count of active employees that is 1233

4. Total Attrition by Education field by clustered bar chart

The Demographics Dashboard delineates attrition across various educational fields. Life science is 89, Medical is 63, marketing is 35, Technical degree is 32, Other is 11 and Human Resources is 7 . This breakdown offers nuanced view of attrition patterns, guiding targeted strategies to enhance retention based on educational background.

Using data groups for making better visuals. Using groups, you can aggregate certain values together to form meaningful subsets.

5. Total Attrition by Work Life balance using clustered bar chart

Group 1 as “Bad”, 2 as “Average”, 3 as “Good”, and 4 as “Excellent.”

The attrition by work-life Balance chart illustrates the distribution of attrition across different perception level. This visual representation serves as a valuable insight into the impact of perceived work-life balance on attrition rates, guiding targeted strategies to enhance employee satisfaction and retention.

6. Total Attrition by Distance From Home using clustered bar chart

For distance from home, 1–10 is considered near, 10–20 is considered far and 20–30 is considered very far.

The attrition by distance from home delineates attrition rates based on proximity. This visual representation offers insights into the correlation commuting distances and attrition, providing valuable information for refining policies to address the impact of distance on employee retention.

7. Total Attrition by Age using clustered column chart

The attrition by Age chart presents attrition rates within specific age brackets. 31 — 45 is 103, 18 — 30 is 100, 46 — 60 is 34. This breakdown provides insights into age-related attrition patterns, informing targeted strategies to address retention challenges across different age groups within the organization.

8. Total Attrition by Marital Status using clustered bar chart

The attrition by marital status chart reveals attrition rates based on marital status. This breakdown provides valuable insights into attrition trends associated with marital status, facilitating targeted approaches for employee retention based on relationship status within the workforce.

9. Total Attrition by Gender using donut chart

The attrition by gender illustrates notable patterns, female attrition with 87 and male attrition with 150. This insight highlights a gender-based discrepancy in attrition rate, emphasizing the need for focused strategies to address and rectify the observed imbalances within the workforce.

TURNOVER ANALYSIS I

The Turnover Analysis I report provides insights into employee attrition, including departures by department, job roles affected, business travel impact, and total years in the current role, aiding in workforce management and retention strategies.

Steps

1. Average working years = 11.28

The average working years of employees is 11.28, reflecting a substantial level of experience and tenure within the organization.

2. Job Role Count = 9

The presence of 9 distinct job roles within the organization, provide insight into the diversity and complexity of the workforce structure.

3. Total Attrition by Job Role using clustered bar chart

The attrition by Job Role chart unveils distinct pattern:

Laboratory Technicians where female is 16 and male is 46, Sales Executives where female is 20 and male is 37, Research scientist where female is 17 and male is 30, Sales Representative where female is 16 and male is 17, Manufacturing Director where female is 4 and male 6, Healthcare Representative where female 5 and male is 4, Manager where female 2 and male 3, Research Director where female is 1 and male is 1. These insights pinpoint specific job roles where attrition is notable, guiding targeted retention strategies tailored to the diverse needs of each role within the organization.

4. Total Attrition by Business Travel using clustered bar chart

This breakdown reveals the correlation between business travel frequency and attrition rates, providing insights for tailoring retention strategies based on employees travel requirements within the organization.

5. Total Attrition by Department using donut chart

This breakdown sheds lights on varying attrition rates across departments, offering valuable insights for targeted interventions and strategies to enhance retention within specific areas of the organization.

6. Total Attrition by Years in Current Role using stacked column chart

This breakdown provides insights into attrition rates based on the duration of time individuals have spent in their current roles across different departments. These findings can guide targeted retention strategies and professional development initiatives within each department.

TURNOVER ANALYSIS II

A turnover analysis II report consolidates employee data, featuring attrition by job level, overtime performance ratings, monthly income, and attrition increase levels, offering critical insights for effective HR strategies and decision-making.

Steps

1. Total Attrition by Age and Gender by clustered column chart

This breakdown offers insights into attrition patterns concerning age and gender, enabling nuanced understanding of workforce dynamics for targeted retention strategies across different age groups and genders.

2. Total Attrition by Performance and Rating by pie chart

The “Performance Rating” column with values 3 and 4 has been grouped and modified to “Low” and “High” accordingly

This stark contrast in attrition rates between low and high performance highlights the critical relationship between job performance and employee retention, underscoring the need for targeted strategies to enhance performance and retention across the organization.

3. Total attrition by Job Level using Funnel chart

Grouping is made as follows:

1 as Entry Level, 2 as Junior or Associate, 3 as Mid Level specialist, 4 as Senior, 5 as Executive.

This breakdown provides insights into attrition rates across different job levels, offering a nuanced understanding of workforce dynamics. The data can inform targeted retention strategies and professional development initiatives tailored to each level within the organization.

4. Monthly Income and Attrition by Job Role using Line chart

This breakdown reveals the correlation between monthly income levels and attrition rates within specific job roles, providing insights for optimizing compensation strategies and employee retention efforts.

5. Total Attrition by Overtime using stacked column chart

This insight suggests a potential connection between overtime work and attrition rates, prompting a closer examination of workload management and employee well-being to enhance retention strategies.

EMPLOYEE WELLNESS

A employee wellness report provides insight into employee data featuring attrition by environment satisfaction, Relationship satisfaction, job satisfaction, job involvement, performance rating, work life. offering critical insights for effective HR strategies and decision-making.

Steps

1. Average Monthly Income = $6.50k

The average monthly income stands at $6.50k, providing a key metrics for assessing the compensation landscape within the organization.

2. Average Hourly Rate = 65.89

The average hourly rate is $65.89, offering a benchmark for evaluating compensation on an hourly basis across roles within the organization.

3. Total attrition by environmental satisfaction by stacked column chart

Environmental satisfaction is rated on a scale ranging from 1 to 4

On the satisfaction scale, 1 represents “very dissatisfied,” 2 stands for “dissatisfied,” 3 signifies “satisfied,” and 4 indicates “very satisfied.”

This breakdown provides insights into the impact of environmental satisfaction on attrition rates, guiding strategies to enhance workplace conditions and overall job satisfaction for improved retention.

4. Total attrition by job involvement by stacked bar chart

The job involvement is also grouped as very low, low, Moderate, High

This breakdown sheds light on the correlation between job involvement levels and attrition rates, emphasizing the importance of employee engagement strategies to mitigate attrition, especially among those with lower involvement levels.

5. Total Attrition by Relationship satisfaction by stacked column chart

Relationship satisfaction is grouped as dissatisfied, very dissatisfied, satisfied, very satisfied

This breakdown provides insights into the impact of relationship satisfaction on attrition rates, guiding strategies to foster positive workplace relationships and overall job satisfaction for improved retention.

6. Total attrition by work life balance by pie chart

On the work life balance, 1 represents “Bad” 2 stands for “Average” 3 signifies “Good” and 4 indicates “Excellent”

This breakdown provides insights into the correlation between work-life balance perceptions and attrition rates, offering a foundation for strategies to enhance work-life balance and overall job satisfaction to reduce attrition.

7. Total Attrition by Job Satisfaction by stacked column chart

On the job satisfaction scale, 1 represents “very dissatisfied” 2 stands for “dissatisfied” 3 signifies “satisfied” and 4 indicates “very satisfied”

This breakdown underscores the link between job satisfaction levels and attrition rates, guiding strategies to improve overall job contentment and employee engagement for enhanced retention.