🚀 Unleashing Insights with HR Analytics Dashboards

📥 Data Preparation The journey begins by gathering relevant data and understanding business requirements. For this project, we worked with a sample dataset in Excel format. After installing Power BI Desktop, we imported the data by selecting the appropriate csv file type and loading the tables, giving us a connected dataset to analyze.

🛠️ Data Transformation With the raw data imported, we embarked on a crucial data transformation process. Key steps included removing irrelevant columns, eliminating duplicate values, using find and replace techniques, changing data types, and inserting new conditional columns – all to ensure our data was clean and analysis-ready.

📈 Visualizations and Insights With properly modeled data, we could now visualize it effectively and uncover valuable insights:

1. 🔍 Identifying KPIs: This interactive report provided a 360-degree view of the company's attrition analysis, showcasing key metrics like employee count, attrition count, attrition rate, average tenure, age, and salary.

2. 🥧 Attrition by Education: A donut chart breaking down attrition levels based on employees' educational backgrounds, revealing that Life Sciences accounted for 38% of attrition cases.

3. 📊 Attrition by Age: A column chart displaying the sum of attrition counts across different age groups, with the 26-35 age bracket accounting for 116 of the total attrition.

4. 📈 Attrition by Tenure: A line chart illustrating attrition counts based on employees' years of service, with those in their first year experiencing the highest attrition rate of 59 cases.

5. 💰 Attrition by Salary: A column chart highlighting that employees earning up to 5k had the highest attrition count.

6. 👷 Attrition by Job Role: Laboratory Technicians had the highest attrition count of 62, while Research Directors had the lowest at 2.

7. Outcome: The data indicates significant attrition issues requiring immediate action. High turnover among Life Sciences employees, 26-35 age group, and newcomers signals onboarding and job fit challenges. Low pay impacts attrition in the 5k salary segment. Dissatisfaction among Laboratory Technicians underscores the need for improved job design and engagement strategies. Leadership must prioritize retention initiatives, revamped onboarding, and culture improvement to foster a committed, satisfied workforce.

8. 🌟 Job Satisfaction Matrix: This matrix visualized employee job satisfaction ratings, revealing that Laboratory Technicians were the most dissatisfied with the highest number of 1-star ratings.