HR Analytics
By: Amitoj Singh Kohli
Embedded Files
Introduction:
Introduction:
The success of any organization is heavily dependent on its workforce. Human Resource Analytics is an essential tool for organizations to manage and retain their employees effectively. It involves analyzing data related to employees' performance, attrition rates, salaries, and other relevant factors that impact the organization's overall performance. By using data to understand employee behavior and performance, organizations can make better decisions related to hiring, training, compensation, and performance management.
In this project, we aim to visualize data related to employees' details, salaries, attrition rates, and termination rates. By analyzing this data, we can identify trends and patterns that can help organizations make informed decisions to improve their performance.
Employees Details:
Employees Details:
Employees Details is an important aspect of HR Analytics that helps in understanding the composition of the workforce. This includes demographics such as age, gender, education, and job experience. By visualizing this data, we can identify trends and patterns related to the composition of the workforce, which can help organizations make informed decisions related to workforce planning and development.
Employee Size:
The graph shows the total number of employees in each year and the number of employees terminated, providing insights into the size of a company. The company grew tremendously in the past 10 years. Although the number of employees that left increased as compared to the number of retained employees.
The graph reveals that the number of employees terminated each year has been increasing over the years. In 2012, only 5 employees were terminated out of 506 employees in the organization. However, in 2021, the number of terminated employees rose to 170 out of 4831 employees, marking a significant increase over the past 10 years.
From 2012 to 2014, the number of terminated employees increased gradually, with 43 employees terminated in 2013 and 90 employees terminated in 2014. In 2015 and 2016, there was a slight decline in the number of terminated employees, with 76 and 78 employees terminated, respectively.
However, the number of terminated employees started to rise significantly in 2017, with 79 employees terminated. The trend continued in 2018, with 99 employees terminated, and in 2020, with 119 employees terminated. The highest number of terminated employees was in 2021, with 170 employees terminated.
Interestingly, the total number of employees in the organization has also been increasing over the years. From 506 employees in 2012, the organization had 4831 employees in 2021. This suggests that the increasing number of terminated employees is not due to a decrease in the workforce but rather due to other factors such as performance issues or changes in the organization's strategy.
The graph highlights the need for organizations to pay attention to employee termination trends and develop strategies to reduce the number of terminated employees. High employee turnover rates can have a negative impact on the organization's productivity, reputation, and employee morale. By analyzing employee termination data, organizations can identify potential issues and take action to address them, such as providing more training and development opportunities or improving communication with employees. It is important for organizations to maintain a healthy and stable workforce to ensure long-term success.
Department Wise Gender Percentage (%):
The graph shows the percentage of female and male employees in each department, providing insights into the gender diversity of the workforce.
The graph shows that the majority of departments in the organization have a higher percentage of male employees than female employees. The Sales department has the largest gender gap, with only 36.66% female employees and 63.34% male employees.
On the other hand, some departments show a more balanced gender distribution. The Product Development and R&D departments have the highest percentage of female employees, at 43.44% and 40.87% respectively.
Interestingly, the Procurement department has a higher percentage of female employees than male employees, at 41.89% and 58.11%, respectively. This suggests that the Procurement department may have a more gender-diverse workforce than other departments.
In terms of overall gender diversity, the organization has an average of 39.86% female employees and 60.14% male employees. While this is not an equal distribution, it is encouraging to see that almost 40% of the organization's workforce is female.
The graph highlights the importance of gender diversity in the workforce and the need for organizations to ensure a more balanced gender distribution across all departments. By doing so, organizations can create a more inclusive and diverse work environment, leading to improved productivity, innovation, and employee satisfaction. The data also provides insights into departments with high and low gender diversity, allowing organizations to identify areas for improvement and develop targeted strategies to promote gender equality in the workplace.
Employees Hired By Gender in Each Year:
The graph is based on the gender distribution of employees hired in an organization over a 10-year period. The data shows the number of females and males hired each year, providing insights into the gender diversity trends in the organization.
The graph reveals that the number of males hired in the organization has been consistently higher than the number of females hired over the past 10 years. In 2012, 296 males were hired compared to 210 females, and in 2021, 269 males were hired compared to 177 females.
Although the number of males hired has been consistently higher than the number of females hired, there are some fluctuations in the data. For example, in 2013, the number of females hired was lower than the number of males hired, with only 174 females hired compared to 296 males. However, in 2019, the number of females hired was higher than the number of males hired, with 208 females hired compared to 312 males.
Overall, the gender distribution of new hires has been relatively consistent over the past 10 years. On average, around 40% of new hires were females, and around 60% were males. There were no significant changes in the gender diversity of new hires over the years.
The graph suggests that the organization has been consistent in its hiring practices in terms of gender distribution. However, gender diversity in the workplace is an important issue that should be considered by organizations. By promoting gender diversity, organizations can benefit from a wider range of perspectives, ideas, and skills. To improve gender diversity, organizations can implement policies and practices that promote equal opportunities for all genders, such as diversity training programs, flexible work arrangements, and gender-neutral recruitment processes.
Employees Hired By Education in Each Year:
The graph is based on the educational qualifications of employees hired in an organization over a 10-year period. It shows the number of employees with associate's, bachelor's, and master's degrees hired each year, providing insights into the educational diversity trends in the organization.
The graph reveals that the number of employees hired with bachelor's degrees has been consistently higher than those with associate's and master's degrees over the past 10 years. In 2012, 406 employees with bachelor's degrees were hired compared to 78 with master's degrees and 14 with associate's degrees. Similarly, in 2021, 368 employees with bachelor's degrees were hired compared to 64 with master's degrees and 9 with associate's degrees.
Although the number of employees hired with bachelor's degrees has been consistently higher than those with associate's and master's degrees, there are some fluctuations in the data. For example, in 2018, the number of employees hired with bachelor's degrees was lower than those with associate's degrees, with only 8 employees with associate's degrees hired compared to 394 employees with bachelor's degrees and 67 with master's degrees. However, in 2019, the number of employees hired with master's degrees was higher than those with bachelor's degrees and associate's degrees, with 83 employees with master's degrees hired compared to 410 employees with bachelor's degrees and 17 with associate's degrees.
Overall, the educational diversity of new hires has been relatively consistent over the past 10 years. On average, around 85% of new hires had a bachelor's degree, while around 10% had an associate's degree and 5% had a master's degree. There were no significant changes in the educational diversity of new hires over the years.
The graph suggests that the organization has been consistent in its hiring practices in terms of educational qualifications. However, educational diversity in the workplace is an important issue that should be considered by organizations. By promoting educational diversity, organizations can benefit from a wider range of skills and experiences. To improve educational diversity, organizations can implement policies and practices that promote equal opportunities for employees with different educational backgrounds, such as educational assistance programs, job training programs, and mentorship programs.
Education Background of Employees:
The graph represents the educational qualifications of employees in a company. The data includes information on the number of employees with each level of education and the percentage of employees with each qualification.
The majority of the employees in the company, 79.82%, have a Bachelor's degree. The second highest level of education among the employees is a Master's degree, with 15.55% of employees having this qualification. Employees with Associate's degrees make up a small portion, with only 2.67% of the total employee count. Finally, 1.97% of employees do not have any formal education.
It is important to note that having a higher level of education may correlate with higher pay and more advanced job positions within the company. Therefore, it may be beneficial for the company to provide opportunities for continued education and training for their employees to help them advance in their careers. Additionally, the company may want to consider recruiting more employees with Associate's degrees as they may bring unique skills and perspectives to the workplace.
Employee Salaries:
Employee Salaries:
Employee Salaries is a crucial aspect of HR Analytics that helps in understanding the compensation structure of the organization. This includes salaries, bonuses, and other benefits that employees receive. By visualizing this data, we can identify trends and patterns related to compensation structures, which can help organizations make informed decisions related to compensation planning and development.
Department and Sub-Department Salary:
The sunburst chart provides a detailed view of the salary distribution across various departments and sub-departments of a company. The data is analyzed and visualized to derive insights about the salary distribution among different sub-departments and how it contributes to the total salary for each department.
The data in the given table is categorized by departments and sub-departments along with the total salary earned by each sub-department. Among all the departments, the Software department has the highest total salary, which is 84.43 million. This department is mainly responsible for software development, QA, and technical support, which are highly skilled jobs and have a high demand in the market. The Software Development sub-department alone contributes 32.99 million to the total salary earned by the Software department.
The Finance department is the second-highest earning department, with a total salary of 38.88 million. The Accounting sub-department contributes the most to the total salary earned by this department, with a salary of 12.45 million. The Auditing and Financial Planning sub-departments also contribute significantly to the total salary earned by this department.
The Sales department is the third-highest earning department, with a total salary of 56.65 million. The Account Management sub-department contributes the most to the total salary earned by this department, with a salary of 17.91 million. The Business Development and Sales Operations sub-departments also contribute significantly to the total salary earned by this department.
Among all the departments, the Procurement department has the lowest total salary earned, which is 15.15 million. The Procurement sub-department alone contributes 5.04 million to the total salary earned by this department. The Vendor Management and Supply Chain sub-departments also contribute significantly to the total salary earned by this department.
In conclusion, the sunburst chart provides a detailed view of the salary distribution across various departments and sub-departments of a company. The analysis and visualization of this data help in identifying the highest and lowest-earning departments and sub-departments, which can be useful for making decisions related to salary structure and budgeting.
Gender Wise Distribution of the 50 Highest Salaries:
The graph depicts information on the salary and age of employees, categorized by gender. It contains distribution of top 50 highest paid employees , with 42 males and 8 females.
The average salary of all employees in the dataset is approximately $128,000, with a minimum salary of $122,344 and a maximum salary of $140,232.
Looking at the gender distribution of the dataset w.r.t top 50 highest paid employees, we see that there is a significant gender imbalance, with males being over five times more common than females in this sample. The average salary for males in the dataset is approximately $128,500, while for females it is $124,000.
In terms of age, the top 50 highest paid employees range from 20 to 53 years old, with an average age of approximately 31 years. The dataset shows a fairly even distribution of age across gender, with no significant differences between the average ages of male and female employees.
In summary, the graph provides information on the salary and age of employees, categorized by gender. While there is a significant gender imbalance in the sample, there are no significant differences in age distribution between male and female employees. It provides a useful starting point for further exploration of factors that may impact employee salaries and career trajectories.
Average Salary of Gender By Department:
The graph shows the average salaries of female and male employees in various departments of a company.
The highest average salary for female employees is in the Legal department with an average salary of $100,315.58, while for female employees, it is $99,318.09, which is slightly lower than male employees. This implies that there is no significant gender pay gap in the Legal department.
In the HR department, the average salary for female employees is $72,359.67, while for male employees, it is $75,800.20. This department has the most gender pay gap of approximately 4.5% in this department, with male employees earning more than female employees.
Based on the above analysis, it can be concluded that there is no significant gender pay gap in most departments, except for HR, Operations, R&D, and Sales, where male employees earn more than female employees. However, the difference in pay between male and female employees is relatively small in most cases, except for the Legal department, where female employees earn slightly more than male employees. Therefore, it can be inferred that the company has implemented fair pay policies, although there is still room for improvement to ensure gender pay equality in all departments.
Average Salary w.r.t Education:
From the bar chart, it is observed that education plays a crucial role in determining one's salary. Individuals with a Bachelor's or Master's degree tend to earn higher salaries compared to those with no degree or lower levels of education, as evident from the bar chart.
However, it is important to note that other factors such as job level, location, and employment status can also influence the salary with respect to education.
Therefore, while education is an important factor in determining salaries, it is not the only one. It is essential to consider all the factors to get a more accurate picture of the salary distribution.
Average Salary By Race and Marital Status:
The bar chart shows the average salary of employees based on their race and marital status. We can see that on average, Asians earn the highest salary, both when married and single, followed by Caucasians, Native Americans, African Americans, and Hispanics, with Other being the lowest.
When looking at marital status, on average, married employees earn more than single employees across all races, with the highest difference for African Americans and the lowest difference for Asians.
This data can be used to analyze the possible presence of racial and marital status biases within the company and implement measures to ensure equality and fairness in pay.
Average Salary By Type of Employment and Race:
From the bar chart, it is observed that type of employment (On-site and Remote) plays a crucial role in determining one's salary.
Caucasian tends to earn higher salaries, both on-site and remote employees, compared to other race categories. Whereas, African American tends to earn the least, both on-site and remote level employees. Notably, all the races of employees working in 'remote' condition are earning more than the employees working on-site, apart from Hispanic employees.
However, it is important to note that other factors such as job level, location, and employment status can also influence the salary with respect to education.
Therefore, while type of employment is an important factor in determining salaries, it is not the only one. It is essential to consider all the factors to get a more accurate picture of the salary distribution.
Average Salary in Different Cities:
The map above shows that the salary of employees varies based on their location. The average salary of employees in San Francisco is $82721.The highest salary in the table is also found in San Francisco, with an employee earning $150,000. On the other hand, the lowest salary in the table is found in Indianapolis, with an employee earning $80,334. This suggests that the cost of living and overall economic conditions in San Francisco may be higher compared to Indianapolis, leading to a higher average salary for employees in the city.
Employee Attrition:
Employee Attrition:
Employee Attrition is a critical aspect of HR Analytics that helps in understanding the reasons behind employee turnover. By analyzing this data, we can identify trends and patterns related to attrition rates, reasons for leaving, and other factors that impact employee turnover. By visualizing this data, we can help organizations identify areas for improvement in their retention strategies.
Employees Terminated By Gender in Each Year:
The graph provided shows the number of people who have left a particular organization broken down by year and gender.
The chart shows that male attrition has generally been higher than female attrition, with the exception of the year 2013. Additionally, the chart also shows that overall attrition has increased over time, with the highest attrition rates occurring in the years 2020 and 2021.
The data also shows that overall attrition has increased over time, with the highest attrition rates occurring in the years 2020 and 2021. It is unclear what caused this increase, but it could be related to external factors such as the COVID-19 pandemic or changes within the organization itself.
Overall, the data suggests that attrition is a significant issue for the organization and that further investigation is necessary to understand the causes of the trend and potential solutions to reduce attrition rates.
Percentage of Employees Leaving in Each Department:
From the graph, we can see that the Procurement department had the lowest percentage of terminated employees (11.71%) and the highest percentage of active employees (88.29%). This suggests that the Procurement department is a stable and important department in the company, with a relatively low turnover rate.
On the other hand, the R&D department had the highest percentage of terminated employees (24.04%) and the lowest percentage of active employees (75.96%). This suggests that the R&D department is experiencing a high level of turnover, which could be cause for concern if the company relies heavily on innovation and research. It could indicate that the employees in this department are dissatisfied with their work or not finding the support they need to succeed.
Percentage of Married and Single Employees Termination:
The data in the table shows the percentage of employees getting terminated from an organization over a period of 10 years from 2012 to 2022. The termination data is categorized based on marital status, i.e., Married and Single employees.
In 2012, the organization terminated 40% of married employees and 60% of single employees. Over the years, the percentage of terminations for both married and single employees increased.
In 2014, the organization terminated 16.67% of married employees and 83.33% of single employees. This year, the percentage of terminations for single employees was significantly higher than that of married employees. Over the next few years, the percentage of terminations for both married and single employees remained relatively stable, with some fluctuations.
In 2020, the percentage of terminations for both married and single employees increased significantly. The organization terminated 30.25% of married employees and 69.75% of single employees.
In conclusion, the data suggests that the organization has been terminating a higher percentage of single employees compared to married employees over the years. Additionally, there has been an overall increase in the percentage of terminations for both married and single employees over the years, with some significant fluctuations in certain years.
Termination Count By Cities:
The graph shows the number of terminations from an organization in different cities. From the graph, it is clear that San Francisco had the highest number of terminations with 105, while Jacksonville had the lowest number of terminations with only 25.
Looking at the graph, we can see that several cities had similar numbers of terminations. For example, Austin, Charlotte, and Houston all had between 36 and 38 terminations. Similarly, Boston, Chicago, and New York all had between 30 and 32 terminations.
However, there were some cities that stood out with higher or lower numbers of terminations. Los Angeles had the second-highest number of terminations with 73, while San Jose had 38 terminations. On the other hand, Denver had the lowest number of terminations after Jacksonville with only 26.
Overall, the data suggests that the number of terminations varies significantly across different cities. It is possible that the organization's operations, market conditions, and employee demographics in each city could be contributing factors to the differences in termination rates. Further analysis of the data and other relevant factors could provide valuable insights into why certain cities have higher or lower termination rates and help the organization make more informed decisions.
Employee Termination Rate:
Employee Termination Rate:
Employee Turnover Rate is the rate at which an employer fills up the vacancy of any particular position if an employee resigns voluntarily. By visualizing this data, we can identify trends and patterns related to turnover rates. For example, we may see that the organization has a higher turnover rate than industry standards, which may indicate issues with compensation or work culture.
Voluntary v/s Involuntary Termination:
According to the chart, there are two types of termination - voluntary and involuntary. The majority of employees who terminated their employment did so voluntarily, with 93.59% of terminations being voluntary and 6.41% being involuntary.
More than 60% of employees left for better opportunity, better salary, and more flexible benefits.
Among voluntary terminations, the most common reasons were finding a better opportunity (25.29%), better salary (18.82%), and more flexible benefits (18.24%). Relocation (7.06%) and career change (5.88%) were also cited as reasons for voluntary terminations. Personal reasons accounted for 4.12% of voluntary terminations.
Involuntary terminations accounted for a smaller percentage of terminations, with the most common reason being poor performance (11.76%). Termination for cause (3.53%), budget cuts (2.94%), and company restructuring (2.35%) were also cited as reasons for involuntary terminations.
Turnover Rate Year-over-Year:
The line chart shows the average turnover rate and yearly turnover rate for a company over the years 2012 to 2021.
From the chart, it is clear that the company had a average turnover rate of 2.8% from 2012 to 2020. In 2021, the average turnover rate remained the same, but the yearly turnover rate increased to 3.7%, which indicates a higher rate of turnover during that year compared to previous years.
The yearly turnover rate shows the percentage of employees who left the company within a year, while the average turnover rate shows the average percentage of employees who left the company each year over the entire period.
Overall, the data suggests that the company has had a relatively stable turnover rate over the past decade, with some fluctuations in the yearly rate. It is important for the company to monitor and analyze turnover trends to identify areas for improvement in employee retention and engagement.
Department Wise Turnover Rate Percentage (%):
The chart shows the turnover rates of various departments in a company, as well as the average turnover rate across all departments. The average turnover rate for the company is 3.6%.
The highest turnover rates are in the R&D and Marketing departments, both with rates above the company average at 5.4% and 5.2% respectively. Development and HR follow closely behind with rates of 4.5% and 4%.
The Software, Sales, and Administration departments have turnover rates slightly below the company average, ranging from 3.8% to 3.4%. The Finance and Procurement departments have the lowest turnover rates among all departments with rates of 3.2% and 3% respectively.
The Customer Service and Operations departments have turnover rates of 2.5% and 2.4% respectively, which are below the company average. Finally, the Legal department has the lowest turnover rate at 2.2%.
These turnover rates can provide insights into the company's employee retention and overall job satisfaction. High turnover rates can indicate problems within the department or with the company's overall culture, while low turnover rates can suggest a positive work environment and good employee morale. It is important for companies to monitor their turnover rates and take appropriate actions to address any issues that may arise.
City Wise Turnover Rate (%):
Looking at the turnover rate (%) for different locations, we can see that Washington DC has the highest turnover rate of 6.3%, which is well above the average turnover rate of 3.7%. Other cities that also have high turnover rates include Houston (5.8%), Austin (5.1%), and Seattle (5.0%).
On the other hand, there are several cities with turnover rates lower than the average. These include Denver (1.5%), San Jose (1.7%), and New York (1.9%).
It's worth noting that turnover rates can be influenced by several factors, including job opportunities in the area, cost of living, and the job market. Understanding the reasons behind high or low turnover rates in specific locations can help organizations better address and manage their workforce.
Conclusion:
Conclusion:
HR Analytics is a powerful tool for organizations seeking to improve workforce management and decision-making. By leveraging data analysis and visualization techniques, organizations can gain valuable insights into employee demographics, compensation, performance, and retention, and use this information to optimize their workforce and improve organizational efficiency. With the increasing importance of data-driven decision-making, HR Analytics has become an essential practice for organizations seeking to stay competitive and maximize their human capital.
Page updated
Google Sites
Report abuse