Employee Performance and Attrition Analysis
🔹Employee satisfaction by age and years in company
🔹Male and female employee ratio
🔹Employee Turnover ratio
🔹Employee Attrition forecast
🔹Employee reason for leaving
🔹Yearly analysis on employee exit
🔹Analysis department, managers against employee termination
Workforce Insights Dashboard
Workforce Insights Dashboard
-
Provides an interactive overview of the current HR landscape.
-
Helps interpret visuals and understand key trends.
Total Employees & Gender Ratio
-
Displays the total number of employees.
-
Gender ratio is 1:1.27 (Male:Female).
-
Offers a quick snapshot of gender diversity in the organization.
Turnover Ratio
-
Tracks the percentage of employees who have left during the selected period.
-
Acts as a key metric for understanding employee retention.
Current turnover ratio is 12.55%.
-
Identifies potential areas of concern.
Employees by Department
-
Column chart shows employee count across departments.
-
Production department has the highest number of employees.
-
Emphasizes the importance of the Production team in operations.
Engagement vs. Salary (Scatter Plot)
-
Examines the relationship between engagement scores and salary levels.
-
No strong overall correlation observed.
-
Employees earning $60K–$80K tend to show higher engagement.
-
Suggests engagement is influenced by non-monetary factors like leadership, culture, or growth opportunities.
Active vs. Non-Active Employees (Ribbon Chart)
-
Visualizes workforce trends over time.
-
Separates active and non-active employees.
-
Helps track headcount changes due to hiring, attrition, or restructuring.
Employee Distribution by Manager
-
Bar chart displays number of direct reports per manager.
-
Offers insights into managerial span of control.
-
Useful for identifying potential team size imbalances.
Key Takeaways
Production is the largest department by headcount.
-
Gender ratio shows a slightly higher number of female employees (1:1.27 M:F).
-
Turnover ratio stands at 12.55%, serving as a benchmark for retention monitoring.
-
Mid-salary employees ($60K–$80K) show higher engagement, though salary isn't the sole factor.
-
Managerial distribution appears balanced but should be monitored for potential workload imbalances.
Employee Performance Analysis
Understanding the Employee Engagement & Satisfaction Dashboard
This dashboard provides a detailed view of how our employees are feeling, performing, and where we are attracting talent from. It helps us identify which groups are thriving and where there may be opportunities for improvement.
Overall Engagement & Satisfaction
-
Employee Engagement Score: 82.2%
A strong engagement level, indicating that most employees are emotionally connected to their work and the organization. -
Employee Satisfaction Rating: 77.81%
A healthy satisfaction score, showing general contentment across the workforce.
Satisfaction by Age Group
-
Employees aged 25 to 40 years report the highest satisfaction levels.
-
This age group is likely more aligned with the current work environment, culture, or career growth opportunities.
Performance Rating by Position
-
Area Sales Managers are leading in terms of performance ratings.
-
This suggests high alignment between role expectations and output, or possibly effective leadership and motivation within this position.
Satisfaction by Department
-
Satisfaction levels are consistent across all departments, indicating a balanced employee experience throughout the organization.
-
No department appears to have a significant dip or spike in morale.
Recruitment Source Insights (Word Cloud)
-
A word cloud chart reveals that LinkedIn and Indeed are currently our most common recruitment sources.
-
This can inform where to focus future talent acquisition efforts and budget.
Satisfaction by Tenure (Years in Company)
-
Employees with 9 to 14 years of tenure show higher satisfaction levels.
-
This group likely benefits from career stability, strong internal networks, and deeper organizational alignment.
Key Takeaways
-
Strong engagement and satisfaction scores overall.
-
Younger professionals (25–40) and mid-tenure employees (9–14 years) are the most satisfied.
-
Area Sales Managers are high-performing — worth exploring best practices from this group.
-
Recruitment is heavily sourced from LinkedIn and Indeed.
-
No major satisfaction gaps between departments — a good sign of consistent employee experience.
Scenario:
The current process is that once management decide change policy ,then they create consultation with in the HR system assign window to conduct interview with employees.
The company policy is that every employee will be interviewed twice regarding the policy change. The out come of interview is recorded. The change of out come between the two interviews and any other metrics has to be identified in this report.
