1. Project Title & Company Review
Sprint Legacy Laboratory: Human Resources Attrition Analysis.
INDUSTRY: Pharmaceutical Industry.
Sprint Legacy Lab. is a forward-thinking organization dedicated to empowering businesses through strategic workforce management. As a leader in talent optimization, the company takes pride in fostering an environment that enables employees to thrive.
However, recent challenges with employee retention and workforce engagement have highlighted the need for actionable insights. By leveraging data analytics and visualization, Talent-Pulse aims to uncover key trends, optimize employee satisfaction, and enhance overall organizational performance.
ROLE: HR Analyst.
2. Business Problem
Sprint Legacy Lab. has been experiencing some challenges despite their success:
- High attrition rates have been observed, which could impact productivity and organizational performance.
- Lack of a clear understanding of attrition trends across departments, demographics, and tenure.
- Difficulty in identifying factors influencing recent attrition and low survey scores.
There is a need for better visualization of workforce data to support decision-making.
3. Business Objectives
- Identify key trends and factors contributing to employee attrition.
- Analyze workforce demographics by department, gender, age group, and education level to understand patterns.
- Track attrition trends over time and compare survey scores with employee turnover rates.
- Build a comprehensive dashboard to enable HR teams to make data-driven decisions.
4. My Approach
- Data loading of MS Excel dataset.
- Data preparation
- Business insights.
- Dashboard building.
- Recommendations.
TOOL USED: Tableau
5. Key Deliverables
Delivered a Tableau dashboard to improve data-driven decision-making.
6. Insights
ATTRITION TREND:
- Employees that have stayed within 2 years in the Organization were the highest number to resign.
- The next higher numbers were those who had spent 7 years in the Organization.
EMPLOYEE PERFORMANCE:
- From the Total Attrition (243): Based on gender, the number of females who resigned is 87, and males is 156.
- Based on Age group: The highest attrition was between the 27-35, this might be as a result of a career change.
- The other age group with high attrition number compared to retention is 18-26, which is most likely due to voluntary change of job since employees in this category are still green.
DEPARTMENT ATTRITION:
- Comparing the Attrition rate of each department, the Sales Dept has the highest of 21%, next is the HR Dept with 19% and lastly the Research & Development Dept with 14%.
- More employees with these job roles: Lab. technician, Sales Executive and Research Scientist resigned from the Organization.
SATISFACTION SURVEY SCORE:
- According to the chart, employees in Lab. technician, Sales Executive and Research Scientist are the ones performing excellently across the survey score rank.
7. Recommendations
- Let the HR department find out the reason a huge number of employees who have not spent more than 2 years in the organization are resigning. This is to be done so as to see if organization policies can be improved/adjusted to retain rare talent.
- Seeing that large percent of attrition is coming from the job roles of laboratory technician, Sales executive & Research scientist, investigate the root cause. They are the roles filled with diligent employees across the satisfactory survey score.
- Monthly Conference for professional upskill should be carried out for all departments with low performance.