A single-page Advanced Excel dashboard designed to monitor and analyze the risk of employee attrition, including the efficiency of performance ratings, compensation analysis, and optimizing retention strategies based on detailed HR data.

The Business Problem & Goal
The primary business challenge was the inability to identify and mitigate the root causes of high employee turnover (Attrition), leading to increased operational and recruitment costs. The goal was to build a comprehensive, multi-page HR dashboard to provide key stakeholders (HR Managers and Executives) with a unified, data-driven view, specifically to address:

Attrition Risk Overview: Summarize the current turnover rate and spotlight high-risk employee segments (e.g., by salary, travel frequency, or job level).
Performance & Retention Insights: Analyze employee performance ratings, training needs, and the impact of compensation on retention.
Career Progression: Highlight critical trends related to tenure, promotion needs, and employee satisfaction to inform strategic workforce planning.

Data Modeling & Advanced Analytics:

Complex Data Model:
- The solution required integrating and structuring multiple employee data components (Demographics, Job Performance, Compensation, Training, and Attrition Status) to form a single, reliable data model for deep-dive analysis.
Power Query Transformation (ETL):
- Power Query was utilized extensively to clean, profile, and transform raw HR data. This included standardizing textual fields, handling missing values, and engineering new categorical features (e.g., 'Needs Promotion' status) crucial for the analysis.
DAX Measures for HR Metrics:
- Critical HR KPIs were calculated using DAX (or Advanced Excel formulas, if Power BI DAX was not used), including the Attrition Rate, Average Monthly Income by Department, and Performance Rating Distribution, ensuring accurate and dynamic visualization.

The Interactive Solution (Full Dashboard Demo)
The final solution is a dynamic, multi-page dashboard developed in Excel, offering a unified view of employee attrition risk, performance, and compensation. This solution allows stakeholders to perform drill-down analysis by department and job level to pinpoint risk segments and target retention strategies.

Key Insights & Findings

Compensation Disparity:

Analysis of the attrition rate by Monthly Income revealed a significant disparity in turnover risk, with employees in the lowest income bracket showing a disproportionately high likelihood of leaving the company.

Retention Risk Factors:

The report identified Business Travel frequency as a major retention risk. Employees who 'Travel Frequently' have an elevated attrition rate compared to those who travel rarely or not at all, allowing management to develop targeted policy adjustments.

Performance & Promotion Needs:

The dashboard highlighted that 75% of the workforce did not require immediate promotion.
This finding allows management to strategically allocate promotion and training resources to the critical 25% identified as needing career progression.

Business Impact & Conclusion
The HR Attrition & Performance Dashboard provided the organization with critical visibility, allowing stakeholders to transition from reactive management (recruiting after turnover) to a proactive retention strategy. The insights led to:

Targeted Resource Allocation:
- Training and budget resources were strategically re-allocated away from the majority (75%) of employees not requiring immediate promotion, to focus on the high-risk and high-potential segments (such as low-income brackets) to ensure cost-efficient retention.
Proactive Retention Policy:
- The data established a foundation for new policy benchmarks related to compensation review and business travel frequency, allowing HR management to mitigate turnover risk before it escalates, thereby reducing recruitment costs

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Key Insights & Findings

Business Impact & Conclusion The HR Attrition & Performance Dashboard provided the organization with critical visibility, allowing stakeholders to transition from reactive management (recruiting after turnover) to a proactive retention strategy. The insights led to:

Business Impact & Conclusion
The HR Attrition & Performance Dashboard provided the organization with critical visibility, allowing stakeholders to transition from reactive management (recruiting after turnover) to a proactive retention strategy. The insights led to: