Background

As a data analyst, I was tasked with creating a dashboard using PowerBI for a health facility. The data provided consisted of promotion data, retrenchment data, and HR employee data. The aim was to obtain valuable insights from the data and present them in a visual format that is easy to interpret.

Goals

The primary goal of this project was to analyze the data provided and extract insights that could help the health facility make informed decisions regarding their workforce. Specifically, the project aimed to identify the gender distribution of the employees, the number of employees due for promotion or lay-off, and the level of job satisfaction among the workforce.

Methodology

To achieve the project's goals, the first step was to clean and transform the raw data. This involved removing duplicates, handling missing values, and creating new columns where necessary. Next, I used PowerBI to create visualizations that would help me identify patterns and trends in the data.

To analyze the gender distribution of the employees, I created a pie chart that showed the percentage of male and female employees. To determine the number of employees due for promotion or lay-off, I created a table that summarized the data. Lastly, I created a bar chart to show the level of job satisfaction among the employees.

Overall, the methodology involved transforming the raw data into meaningful insights using visualization tools. The insights obtained from the analysis could help the health facility make data-driven decisions regarding their workforce.

Insights

1. The hospital has 1,470employeese where 60% are male and 40% female
2. Only 4.9%(72) of the employee are due for promotion
3. Also, 8%(117) are to be laid-off and 92%(1,353) are currently on service
4. 569 of the employee showed high job satisfaction and 459 has low satisfaction.

Recommendation

Based on the insights obtained from the data analysis, there are several recommendations that can be made to support the health facility's workforce management decisions:

1. Promotion: With only 4.9% of the employees due for promotion, the health facility could consider exploring opportunities for career development and advancement to motivate employees and improve retention.
2. Retrenchment: Given that 8% of the employees are to be laid-off, the health facility could explore ways to minimize the impact on the affected employees by providing severance packages or support for re-employment.
3. Gender distribution: The health facility could examine whether the gender distribution across various roles and departments is balanced and if not, consider ways to address any potential gender bias.
4. Job satisfaction: With 45% of employees indicating low job satisfaction, the health facility could explore ways to address underlying factors such as workload, compensation, and professional development opportunities to improve employee morale.

Overall, the recommendations should be tailored to the specific needs and goals of the health facility and should be implemented in a thoughtful and strategic manner to maximize their impact.

For a detailed analysis and presentation, you may want to reach out to me via my LinkedIn as seen on my profile