Showcase Power BI - HR Analytics

Data

• Kaggle
• Dummy data
• CSV/Excel File Type
• 1000 records
• 14 fields (columns)

Tools

• Excel
• Power Point
• Power BI
• Chat GPT

Business Task

1.Showcase Data Analytics Skills!

2.Transform the current existing Excel Report into a Power BI Dashboard!

3.Execute “Exploratory & Explanatory Analysis” for a HR department and deliver single page dashboard (report) that contains the following trends/insights:

• Annual Total Costs
• Headcount Development
• Leavers Development
• Discover HR-trend(s)

Several subjects I enjoyed learning

·HR KPI’s handmade oldstyle

·DAX formulas and applying variables

·Debugging DAX

·Set-Up & manually adjusting Field Paramaters

·Set-Up helptip Tooltip

·Dynamic (FX) Titles/Subtitles visuals

·Filter and Context Transition

·Creative Rounded Bar Charts (maintain users’ readability)

·Creating own KPI panel (insights previous year & YoY changes). Currently this isn’t fully possible in the new KPI card available since June update 2023.

·Conditional Formatting Format Pane Power BI

·Conditional Formatting background Power Point

Brief Insights - The Analysis

In 2022, the Key Performance Indicator (KPI) for Total Salary increased to 390K, showing a 4.4% rise compared to the previous year (2021). This increase is likely due to the growth in the Headcount, which rose by 75 employees from 822 in 2021 to 897 in 2022. Consequently, salary costs have been on the rise.

The Headcount trend reveals a continuous upward trajectory, reaching 897 active employees in 2022, as opposed to 822 in the previous year.

The number of Hired Employees (75) in 2022 remained almost unchanged from the previous year (76), while the number of Attrition/Leavers (9) also remained the same as in 2021.

Special attention is warranted for New Hires and Leavers in the IT department, as they experience the highest rate of changes based on data from the past four years.

The average Tenure or Length of Employment has been declining since the company's founding in 1993, with the average tenure in 2022 being 10 years. This decrease in tenure could be influenced by various factors, underscoring the importance of regularly assessing employee attrition rates and conducting exit interviews to understand the reasons behind departures.

Gender distribution in 2022 shows that out of the new hires (75), 39 were males and 36 were females. In the overall Headcount of 2022 (897), 464 (51.73%) were females and 433 (48.27%) were males, indicating a relatively balanced representation of both genders across available job titles.

Among the total new hires (75) in 2022, 44 employees belonged to the age group 25-34, constituting 67% of all new hires. This suggests that young people tend to switch jobs more frequently than older employees, possibly due to factors related to their life stage, career development, and changing workplace dynamics.

In terms of Ethnicity, the largest group among the new hires (75) in 2022 was Asians (39 employees). This group also accounted for the highest representation in the overall Headcount of 2022 (897), with 396 employees (44.15%).

Management functions accounted for 32 new hires in 2022, while non-management functions accounted for 43 new hires. The same trend is observed in the overall Headcount of 2022 (897), with 386 employees (43.03%) in management positions and 511 employees (56.97%) in non-management positions.

Geographically, most of the new hires in 2022 (75) were from the United States (50 employees). This pattern is also reflected in the overall Headcount of 2022 (897), with 561 employees (62.54%) based in the United States. Notably, this concentration in the United States contributes to a higher attrition rate, as 7 employees left the company within one year out of a total of 9 leavers in 2022.

New Hire Retention (NHR) is crucial to retaining employees. In 2022, all 9 leavers left the company within one year, resulting in a 100% attrition rate for new hires. Comparatively, in 2021, 44% of new hires left within one year, and in 2020, the figure was 43%. The high percentage of new hires leaving within a year is concerning, and further research and actions are warranted, particularly for higher management.

Recommendations:

·Ensure a well-structured onboarding process to make starters feel welcome and engaged.

·Prioritize effective communication with new hires to stay connected from the start.

·Implement regular work meetings and feedback conversations to foster a supportive work environment.

·Conduct short customer surveys in the first year to gauge overall employee satisfaction, with special attention to the IT department.

·Brainstorm strategies to reduce retention challenges in positions where it's more difficult to keep employees.

·Establish clear HR goals periodically, and hold upper management accountable by organizing timely HR reporting.

·Utilize Data Driven Decisions, such as forecasting, to inform HR strategies.

·Examine the recruiting and onboarding processes to address potential mismatches and improve the overall experience for new hires.

·Conduct exit interviews to gain insights into the reasons behind departures and identify areas for improvement.

·Employee Engagement Initiatives: Implement initiatives to enhance employee engagement, such as mentorship programs, team-building activities, and recognition programs. Engaged employees are more likely to stay with the company.

·Career Development Opportunities: Offer clear paths for career growth and development within the organization. Providing employees with opportunities to advance their careers within the company can improve retention.

·Work-Life Balance Support: Promote work-life balance by offering flexible work arrangements and promoting a healthy work-life integration.

·Competitive Compensation and Benefits: Regularly review and benchmark compensation and benefits packages to ensure they remain competitive within the industry.

·Performance Feedback and Recognition: Establish a robust performance feedback system that provides regular evaluations and recognition for employees' achievements.

·Continuous Learning and Training: Invest in continuous learning and training programs to keep employees' skills up-to-date and relevant.

·Transparent Communication: Maintain open and transparent communication with employees regarding company updates, changes, and future plans.

·Flexibility and Remote Work: Embrace remote work options and provide flexibility, especially if it aligns with the nature of the job and employee preferences.