HR DATA ANALYSIS REPORT

The "HR Analytics" initiative entails data cleansing, including tasks like eliminating redundant columns, renaming, dropping duplicates, cleaning individual columns, handling NaN values, and examining data transformations. Additionally, it involves data visualization, such as generating a correlation map for numeric variables and visualizing Overtime, Marital Status, Job Role, Gender, Education Field, Department, and Business Travel. The project further explores the relationship between Overtime and Age, Total Working Years, Education Level, Number of Companies Worked, and Distance from Home.

Tasks performed:

Data Cleaning:

Deleting redundant columns. Renaming the columns. Dropping duplicates. Cleaning individual columns. Remove the NaN values from the dataset Check for some more Transformations.

Insights:

• Workforce of 1,470: 60% male, 40% female

• Promotion Eligibility: 4.9%, 95.1% not considered

• Married Status: 45.8%

• Research and Development: 961 employees, surpassing HR

• Five Years of Service: 196 employees, 92% on-service

• Layoff Status: 8%

• Job Level 1: 543 employees

• Proximity to Company: 64%

• Overtime Acceptance: 71.7% decline; 28-38 age group more inclined

• Satisfaction Levels: 31.2% high, 38.7% lower

• Education Field: Life Science has the most - 606 employees

• Rare Business Travelers: 1,043 employees

• Diverse Employment History: 49 employees in 8 companies; one company employs 521

• Ten Years of Experience: 202 employees

Recommendations:

• Promotion Opportunities: Given that only 4.9% of employees are currently eligible for promotion, HR can work on a transparent and fair promotion policy to motivate and reward deserving employees.
• Marital Status Support: With 45.8% of employees being married, consider offering family-friendly policies and benefits that can improve work-life balance and employee satisfaction.
• Departmental Focus: As the Research and Development department is significantly larger than HR, analyze the reasons behind this disparity. It might be an opportunity to redistribute resources or streamline processes.
• Employee Tenure Recognition: Recognize and celebrate the dedication of the 196 employees who have completed five years with the company. This can boost morale and loyalty.
• Overtime Management: With a significant portion of employees (71.7%) declining over time, explore the reasons behind this trend. Ensure that overtime policies are fair and in line with employee expectations.
• Job Satisfaction Improvement: Since a substantial portion of employees report low job satisfaction (38.7%), it's crucial to identify the root causes of dissatisfaction. Conduct employee surveys and take action to improve workplace conditions.
• Field-Specific Insights: With 606 employees in the Life Science education field, consider tailoring training and development programs to their specific needs and career growth.
• Travel Policies: Given that 1043 employees travel rarely, optimize travel policies to minimize costs and inconveniences for employees while ensuring that essential business travel is adequately supported.
• Employee Experience Management: Focus on the 202 employees with ten years of experience. Leverage their expertise for mentorship and leadership roles within the organization.
• Employee Retention: Considering that the organization has only one company that employs 521 people, develop strategies for retaining and engaging such a large segment of the workforce to prevent potential talent drain.