HR Attrition

Many employees from diverse companies frequently depart from their roles, often leaving the HR department with numerous unanswered questions regarding their reasons for leaving or the presence of discernible patterns contributing to employee turnover. 

One of the primary concerns is understanding the underlying reasons driving employees to leave. While some departures may be attributed to personal circumstances or career advancement opportunities elsewhere, others may stem from dissatisfaction with aspects of their current role or workplace environment. 

 METHODOLOGY

1. Data Import and Preparation: The raw data is imported into MS Excel. Upon importation, the data quality and structure is assessed, and any inconsistencies, missing values, or outliers that require cleaning were identified.

2. Data Cleaning and Transformation: MS Excel's features, such as filtering, sorting, and conditional formatting, were utilized to clean and transform the data. This includes the removal of duplicates, correction of errors, standardization of formats, and filling in missing values. Additionally, Excel's functions and formulas were employed to perform calculations, manipulate data, and create derived variables as needed.

3. Data Analysis: Exploratory data analysis (EDA) was conducted using MS Excel to uncover patterns, trends, and relationships within the data. This involved summarizing data using descriptive statistics, generating frequency distributions, and creating pivot tables to aggregate and analyze data across different dimensions.

4. Data Visualization: MS Excel's charting and graphing capabilities were leveraged to create visually compelling representations of the data. Appropriate chart types, such as bar charts, pie charts, column charts and cards were chosen based on the nature of the data and the insights being communicated. The visuals were customized with titles, labels, and formatting to enhance clarity and readability.

5. Iterative Analysis and Refinement: Iterations between data analysis and visualization were conducted, refining the visualizations based on insights gained from the analysis. Different visualizations and techniques were experimented with to effectively communicate key findings and insights to stakeholders.

6. Documentation and Reporting: The data cleaning, analysis, and visualization process is documented to ensure transparency and reproducibility. Clear explanations of the methodologies used, assumptions made, and insights derived from the data are provided. A comprehensive report or presentation summarizing the findings and recommendations for further action is prepared.

Key Findings

• The age bracket most prone to exiting the company falls between 29 and 39 years old, indicating a critical period of career transition or dissatisfaction among this demographic.

• A notable trend reveals that the majority of departing employees are high school graduates, suggesting potential areas for targeted retention strategies or career development initiatives for this educational cohort.

• Financial considerations also play a significant role, as a substantial portion of departing employees earn salaries ranging from $1,000 to $6,000. This underscores the importance of competitive compensation and benefits packages in retaining talent.

• Employees with average job satisfaction ratings and low employee satisfaction ratings are disproportionately represented among those leaving the company, signaling the crucial influence of workplace morale and engagement on retention efforts.

• A significant proportion of departing employees have tenure ranging from 0 to 9 years with the company, highlighting potential challenges in retaining mid-career professionals and the importance of fostering long-term career growth opportunities.

• Employees who received salary increases of less than 14% were more likely to leave the company, emphasizing the impact of compensation adjustments on employee retention and the need for equitable and competitive pay practices.

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