HR Analytics & Attrition Dashboard

Project Overview

The HR Analytics & Attrition Dashboard is a Power BI project designed to provide HR managers with actionable insights into employee attrition patterns.
It identifies key drivers of turnover and supports data-driven strategies to improve retention and workforce stability.

Key Features

Attrition by Tenure
Attrition by Age Group
Attrition by Job Role & Department
Salary Influence on Attrition
Work Environment Factors (Job Satisfaction, Work-Life Balance, Environment Satisfaction)
Overtime & Business Travel Analysis

Dashboard Design

The dashboard is interactive and user-centric, enabling HR managers to explore metrics and delve into specific trends.

Filters

Tenure
Age Group
Department
Job Role
Salary Band
Overtime Status

Visuals

Attrition by Tenure & Age
Attrition by Department & Role
Salary vs Attrition
Work Environment Impact

These visuals help managers quickly identify high-risk groups and patterns across demographics, roles, and departments.

Data Sources & Preparation

Dataset Includes:

Demographics: Age, Gender, Education, Marital Status
Job Data: Department, Role, Salary Band, Overtime, Tenure
Satisfaction Metrics: Job Satisfaction, Environment Satisfaction, Work-Life Balance

Data Transformation Steps:

Cleaned missing and inconsistent entries
Handled outliers in tenure and overtime values
Standardized dates for analysis
Added calculated columns: attrition risk, tenure bands, satisfaction indices

Dashboard Walkthrough

The dashboard is designed to let HR managers explore trends, drill down into specific groups, and make data-driven decisions.

1. Attrition by Tenure

Insight: Early-stage attrition is high (36% for <1 year, 28% for 1–3 years). Implement structured onboarding and mentorship programs to improve retention in the first year.

2. Age Factor

Insight: Young employees have higher attrition (36%). Introduce career development programs, early promotions, and training to retain this group.

3. Department & Job Role

Insight: Target engagement programs and retention strategies for high-risk departments to reduce turnover. High-risk departments: Sales, HR, Laboratory Technicians. Also highlights the 5 most affected job roles.

4. Impact of Overtime

Insight: Monitor workload and adopt policies to reduce overtime-related burnout. Employees working overtime are nearly 3x more likely to leave.

5. Salary Influence

Insight: Reassess salary bands in lower ranges to improve competitiveness and reduce attrition. Attrition concentrated among employees earning ≤ 5K AED.

6. Work Environment

Insight: Conduct employee engagement surveys, improve work-life balance, and act on feedback to increase retention. Low satisfaction and poor work-life balance correlate with higher attrition.

Key Metrics & Insights

Tenure Impact: Highest attrition among employees with <1 year (36%) and 1–3 years (28%)
Age Factor: 18–25 age group shows the highest attrition (36%)
Overtime Influence: Employees working overtime (30%) are nearly 3x more likely to leave
High-Risk Departments & Roles: Sales, HR, and Laboratory Technicians
Salary Influence: Attrition concentrated in employees earning ≤ 5K AED
Work Environment: Low satisfaction and poor work-life balance correlate with turnover
Business Travel: Frequent travel is linked to higher attrition

Recommendations

Onboarding & Mentorship: Improve first-year retention with structured programs
Retention Programs for Young Talent: Training, early promotions, and career paths
Workload & Overtime Management: Monitor and balance workloads to reduce burnout
Employee Engagement: Conduct surveys and act on feedback in high-risk roles
Compensation Strategy: Reassess salary bands to remain competitive
Data-Driven HR Strategy: Continuously track KPIs to proactively address attrition

Business Impact

This dashboard empowers HR managers to:

Identify high-risk employee groups early
Focus interventions on high-attrition roles and departments
Optimize workload, overtime, and compensation policies
Improve overall employee satisfaction and retention

By leveraging these insights, organizations can reduce turnover, strengthen engagement, and maintain a stable workforce.

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