HR Attrition Dashboard

Overview

The HR Attrition Dashboard is designed to provide insightful analysis on employee attrition, helping HR departments to craft effective retention strategies. The dashboard offers a detailed look into various factors contributing to employee turnover, enabling proactive measures to enhance workforce satisfaction and retention.

Background

HR attrition analysis aims to unravel the reasons behind employee departures, empowering proactive HR strategies for retention and satisfaction.

Key Insights

1. Department-Wise Attrition:

   • Sales: Highest attrition rate at 15.8%.
   • HR and R&D: Both have a lower attrition rate at 9.6%.

2. Job Roles:

   • Laboratory Technicians: 7% attrition.
   • Sales Executives: 4.4% attrition.

3. Educational Background:

   • Bachelor's Degree: Highest attrition at 8.3%.
   • Master's Degree: 4.9% attrition.
   • Associates Degree: 3.2% attrition.

4. Gender and Age:

   • Females: Higher attrition rate at 8.5% compared to males at 5.6%.
   • Age Group 26-35: Highest attrition rate at 7.9%.

5. Business Travel:

   • Frequent Travelers: Higher attrition rate at 7.5%.

Top Influencers

1. Department: Sales department has the highest influence on attrition at 63%.
2. Gender: Male employees show a higher attrition influence at 37% compared to females at 22%.
3. Job Role: Sales Representatives have a significant influence on attrition at 24%.
4. Education Level: Employees with Doctoral Degrees exhibit the highest attrition influence at 10%.
5. Demographics: Female employees aged 26-35 show the highest attrition influence at 37%.

Recommendations

1. Retain High Performers:

   • Investigate and address factors leading to the attrition of high-performing employees.

2. Strengthen Support for 26-35 Age Group:

   • Develop targeted retention plans to improve satisfaction and engagement for employees in this age group.

3. Customize Departmental Retention Strategies:

   • Tailor interventions based on department-specific attrition rates.

4. Optimize Business Travel Policies:

   • Review and adjust travel policies to improve work-life balance and satisfaction for frequent travelers.

5. Enhance Support for Master's Degree Holders:

   • Implement initiatives to better support employees with Master’s degrees.