HR ANALTICS TEAM

Objectives

The primary goal of this dashboard is to provide a comprehensive overview of workforce dynamics to help HR leadership manage headcount, monitor retention, and track diversity. Specifically, it aims to:

• Monitor organizational growth and stability over the years.
•  Analyze the distribution of employees across departments and job levels.
•  Track attrition and internal transfers. 

Skills Applied:

•      Data Cleaning & Transformation (Power Query)

•      Pivot Table and Pivot Chart Analysis

•      Dynamic Title Creation

•      Reporting Manager Filtering

•      Custom Dashboard Layout & Design

Tools Used:

•      Ms Excel - Visualisation, Pivot table, and Data Report.

•      Power Query – Data Cleaning and Transformation.

Dashboard Overview

The dashboard provides visual insights into the following

Key Metrics Overview:

✅Highlight of Overrall Human Capital, Active Human Capital and Attrition.

✅Custom Combination of clustered and line chart to measure Human Capital Growth.

✅Pie Chart to highlight Gender Diversity.

✅Visualize Job level using 3D-Stacked Column.

✅Doughnut Chart to highlight Department by HC%

✅ Human Capital Report to Manager using funnel chart to analyse.

✅ Clustered Column Chart: Types of employee(contract & pamanent Staff).

✅ Stability: Duration of staff in the company.

✅ Reporting Manager and Department Filtering.

Insights

✅High Attrition Rate: An attrition rate of 27% is notably high (industry averages typically hover around 12 to 15%). This suggests a significant portion of the workforce is leaving.

✅Gender Imbalance: There is a clear 24 point gap between Male and Female representation, indicating room for improvement in gender diversity initiatives.

✅Stability Trends: The Stability chart shows a spike at the 1+ year mark (35%),but a sharp drop off for employees staying 2 years or more. This suggests that while you are good at initial retention, you may be losing people after their first year.

✅Reporting Load: Under HC Reporting, Ryan Simmons manages 42 people nearly double the next highest manager. This is a very high span of control and could lead to burnout or decreased management quality.

Strategy Recommendation 

✅Conduct a Retention Exit Interviews specifically for the 1-2 year cohort to understand why retention drops after the first year. Addressing the high rate of attrition immediately.

✅Management Review Ryan Simmons reporting line. A manager with 42 direct reports is likely overextended. Consider promoting a team lead from within his group to balance the load.

✅Diversity Implement targeted recruitment and mentorship programs for female talent to bridge the 38% to 50% gap, especially at the Professional and Management levels.

✅Growth Plan With HC Growth trending upwards since 2020, To ensure that the Trainee level (35%) has a clear career path into Professional roles to prevent them from becoming part of the attrition statistics.

To download the Report CLICK HERE

To download the Raw file CLICK HERE

To download the Readme File CLICK HERE