Self Project

Background:

Company X employs around 300 people across different departments. The HR team aims to gain a better understanding of the workforce profile, employment status, recruitment pipeline, and turnover trends. By leveraging HR data, the company wants to ensure fair representation, improve employee retention, and make data-driven decisions in workforce planning.

Problems:

• Workforce Demographics – Limited visibility on gender balance, age distribution, and racial diversity across departments.

• Employee Status & Performance – Lack of clarity on how many employees are active, terminated, or resigned voluntarily, and whether performance score has any correlation with turnover.

• Recruitment – Unclear patterns in recruitment sources and hiring trends, making it difficult to optimize talent acquisition strategies.

• Termination – Limited insights on termination causes and trends over time, which can hinder retention initiatives.

Solutions:

To address these issues, I developed an HR Analytics Dashboard using Tableau, consisting of:

• Employee Demographic 1 & 2 – Showcasing employee count, gender ratio, average age per gender/department, race distribution, and department composition.

• Employee Status – Highlighting active vs terminated employees, performance scores, and tenure distribution.

• Recruitment – Visualizing recruitment trends over time and effectiveness of recruitment sources.

• Termination – Presenting termination trends and reasons for exit.

These dashboards allow HR and management to monitor, compare, and analyze workforce dynamics visually in one integrated view.

Background:

Grand Delight Realty operates a villa rental business in Bali, daily interactions with international guests are unavoidable. Basic English communication skills are essential, especially for front-line and operational employees. During the recruitment and interview process, the HR team observed recurring challenges related to English proficiency among both candidates and existing employees.

Problems:

Many candidates and employees demonstrated limited English communication skills, even at a basic conversational level. This created several challenges, including difficulties in guest interaction, misunderstandings in daily operations, and reduced service quality.

Additionally, there was no standardized or beginner-friendly learning material tailored to the specific needs of blue-collar roles in the hospitality and villa rental industry. Existing English resources were often too general, too complex, or not directly applicable to real working situations, making them less effective for operational staff.

Solutions:

To address this issue, I was assigned to develop a Basic English Learning Handbook specifically designed for blue-collar employees at Grand Delight Realty. The handbook focuses on practical, job-related English, covering everyday workplace scenarios such as greeting guests, giving simple instructions, handling basic requests, and common hospitality expressions.

The material was structured in a simple, easy-to-understand format, using clear vocabulary, short dialogues, and contextual examples relevant to villa operations. The handbook was designed as a self-learning and internal training resource that could be used consistently across different roles and new hires.