HR Analytics Dashboard
The HR Analytics Dashboard is a Power BI project, where we visualize workforce data to analyze employee attrition trends. This basically provides insights into factors contributing to attrition, helping HR teams identify improvement areas, mitigate employee turnover, and make informed decisions.
As we already saw, this Dashboard is a tool built for analyzing employee attrition. The primary goal is to identify patterns, such as which roles, age groups, or salary bands experience higher turnover. It empowers HR managers to proactively address these challenges. The dashboard uses pre-processed HR data to create an interactive and visually appealing interface for insights.
The dashboard enables HR teams to understand workforce dynamics, minimize attrition, and improve employee satisfaction by using data-driven insights.
If you want to know more in detail, you can check out the complete project here: HR Analytics Dashboard
Before creating charts and graphs, slicers and filters, I have done some data preprocessing, cleansing, and transformation to handle missing values, categorize fields, and create derived metrics like Attrition Rate. So, make sure your data is ready before you start using it. Else, you may get wrong insights and the data will not able to tell a proper story either.
Charts and Graphs Explanations
Alright, let me explain each component of the dashboard one by one in detail, so that you understand it more clearly.
1. Key Metrics
- Total Employees: 1,472
- Total Attrition: 237
- Attrition Rate: 16.1%
- Average Age: 37 years
- Average Salary: $ 6.5K
- Average Tenure: 7 years
These metrics give an overall snapshot of the organization’s workforce and its attrition dynamics, helping decision-makers grasp the scale of the problem.
Attrition by Gender
Male employees account for 140 attritions, while Females have 79. This might reflect gender-specific workplace challenges, such as fewer growth opportunities or work-life balance issues for Females.
Attrition by Education
Employees with the field — Life Sciences have the highest attrition rate (38%), followed by the field — Medical (27%). This suggests that employees with a Life Sciences background may feel underpaid or lack growth opportunities compared to their peers with higher qualifications.
Attrition by Age
Attrition is highest among employees aged 26–35 (116) and decreases with age. Younger employees often switch jobs for better pay or growth opportunities. This can be another reason for the higher attrition.
Attrition by Salary
163 employees earning less than $5K leave the company, compared to just 5 earning $15K or higher. Low salaries are a significant driver of attrition. So, from this we can say that enhancing salary packages can improve retention. 🤔
Attrition by Job Role
Laboratory Technicians (62), Sales Executives (57), and Research Scientists (47) have the highest attrition. From this, we see a possibility of Job-specific stress or lack of recognition in these roles may lead to dissatisfaction.
Years at Company
Attrition peaks during the first year (59) and decreases sharply over time, rising slightly after 10 years. Employees are most vulnerable to leaving early in their tenure. This is indicating the need for better onboarding and engagement.
The slicer above you see is for filtering data by Department. By clicking on a specific department, you can get the information of that in detail. Slicers are quite helpful in Dashboards.
The dashboard tells a story of attrition heavily influenced by age, salary, and job roles.
Insights & Recommendations
- Attrition is driven by age (younger employees), low salaries, and specific job roles.
- Gender imbalance indicates that Female employees might require additional support.
- Develop salary benchmarking strategies to retain employees earning less than $5K.
- Implement engagement programs for new hires, especially in the first year.
- Focus on improving working conditions for Laboratory Technicians and Sales Executives.
- Introduce mentorship and career growth plans to retain younger talent.
In summary, this dashboard provides clear insights into attrition drivers and actionable points for improvement. By addressing salary disparities, fostering role-specific engagement, and tackling early attrition challenges, the organization can significantly improve retention and workforce satisfaction.
We can also make changes to it based on our requirements and preferences. Here’s another version of the HR Analytics Dashboard I made:
That was all for today’s article. I hope you found it interesting. You can download the file and try making changes to it. It’s quite fun, try it by yourself as well. Alright then, stay tuned and wait for the next articles.
Thanks for reading! 😊
