HR Analytics Dashboard

Summary:

1. Workforce Demographics:
   • Gender distribution: Fairly balanced with a slight male majority (51.8% male, 48.2% female).
   • Workforce age distribution: Largest group aged 40-49, followed by those aged 50-59, and 30-39.
2. Country Distribution:
   • The workforce is primarily based in the United States, followed by China and Brazil.
3. Ethnicity Distribution:
   • Majority ethnic groups include Asian, Caucasian, Latino, and Black employees, with Asians making up the largest proportion.
4. Salary Distribution:
   • Average annual salary: $114.19K.
   • Median annual salary: $96.57K.
   • Salary ranges vary significantly across business units, with Strategy and Corporate units tending to have higher salary bands.
5. Retention and Turnover:
   • Retention rate: 89.79%.
   • Turnover rate: 10.21%.
   • There’s a strong correlation between higher salaries and retention rates, with units such as Strategy and Corporate having higher retention linked to better compensation.
6. Retention Over Time:
   • Retention rate remains relatively stable over the years, with minor fluctuations, particularly in 2021 and 2022.

Insights:

1. Stable Retention Rate:
   • The retention rate is high at nearly 90%, indicating good employee satisfaction overall. The relatively low turnover suggests that the majority of employees remain with the company for extended periods.
2. Salary Correlation:
   • A positive correlation between salary and retention implies that higher compensation contributes to employee retention, especially in strategic roles. This could be an opportunity to revisit salary structures in departments with lower retention.
3. Age Group Focus:
   • The largest workforce age group is between 40-49 years. Strategic initiatives focusing on succession planning or training for this group may be beneficial as they approach the later stages of their careers.
4. Geographic Workforce Distribution:
   • The concentration of employees in the U.S., followed by China and Brazil, suggests the company's major operations are centered in these regions. Understanding localized HR strategies and compensation could further improve retention in these regions.
5. Ethnic Diversity:
   • The dashboard reflects a relatively diverse workforce. To enhance this, further initiatives in underrepresented groups might be explored to balance the ethnic distribution even more.