HR Data Analysis Dashboard

Multi-platform dashboards to track and analyze key HR metrics

HR Dashboard - KPI Overview

Project Overview

Objective: Design and implement KPIs to track key HR metrics and provide insights into workforce health.
Tools Used: Excel, Power BI, Tableau, SQL

Problem Statement

The HR department lacked performance indicators to effectively track employee data, attrition, and workforce demographics. This project aimed to design KPIs and implement dashboards that provide actionable insights into employee retention, age distribution, job satisfaction, and departmental trends.

Dashboards & Visualizations

Dashboard 1: Employee Count & Attrition Overview

Track the total number of employees, attrition count, and active employees

Employee Count (Total number of employees)
Attrition Count (Number of employees leaving)
Active Employees (Employees currently with the organization)
Attrition Rate (Turnover percentage)
Average Age (Average age of employees)

Dashboard 2: Attrition Analysis by Gender and Department

Explore attrition patterns based on gender and department-specific trends

Attrition by Gender (Comparison between male and female employees)
Department-wise Attrition (Attrition rates across different departments)

Dashboard 3: Workforce Demographics and Job Satisfaction

Analyze employee demographics and their relationship to job satisfaction

Number of Employees by Age Group (Age distribution)
Job Satisfaction Ratings (Employee satisfaction levels)
Education Field-wise Attrition (Attrition rates based on education field)
Attrition Rate by Gender for Different Age Groups (Attrition analysis segmented by age and gender)

Key Learnings & Insights

There were noticeable attrition patterns based on gender, which informed strategies for better retention programs for women.
Departments with high turnover rates required targeted interventions to improve employee retention and satisfaction.
The age distribution indicated that certain age groups were more prone to leaving, guiding HR in succession planning and talent retention efforts.
Job satisfaction scores correlated with attrition, with lower satisfaction leading to higher turnover.
Employees in certain educational fields (e.g., Business) had higher attrition rates, prompting tailored retention initiatives for these fields.