HR Analytics – Employee Attrition, Distribution & Performance Analysis 🧩 Problem Statement
Employee attrition and performance management are critical challenges for organizations. High turnover increases hiring costs, affects productivity, and impacts team morale. This project aims to analyze employee attrition, workforce distribution, and performance ratings to identify key drivers of churn and provide data-driven recommendations to improve retention and performance.
📂 Dataset Overview
Dataset Source: Kaggle – HR Analytics: Employee Attrition and Performance
Link: https://www.kaggle.com/datasets/mahmoudemadabdallah/hr-analytics-employee-attrition-and-performance
Records: Employee-level HR data
Key Features:
Demographics (Age, Gender, Marital Status, Education)
Job Details (Department, Job Role, Salary, Overtime, Travel)
Experience (Years at Company, Promotions, Stock Options)
Satisfaction Metrics (Job, Environment, Work-Life Balance)
Performance Metrics (Manager Rating, Performance Review)
🛠 Tools Used
Power BI
Power Query for data cleaning and transformation
DAX for calculations and measures
📊 Dashboards Overview
1️⃣ HR Employee Attrition Dashboard
Focuses on identifying who is leaving the organization and why, using churn contribution and churn rate analysis.
2️⃣ HR Employee Distribution Dashboard
Shows workforce composition across age, salary, department, job role, education, and location.
3️⃣ HR Employee Performance Dashboard
Analyzes manager ratings and performance outcomes to understand employee productivity patterns.
🔍 Key Insights
🔴 Attrition Dashboard Insights
Contribution-wise Attrition:
Higher churn among employees with:
Overtime work
Age 18–25
Salary ₹20K–₹50K
Male employees
Technology department
0–1 year tenure
0 stock option level
Job roles: Software Engineer, Data Scientist, Sales Executive
Single and Bachelor’s degree holders
Neutral or dissatisfied work-life balance and job satisfaction
Attrition shows a gradual increase from 2013 to 2022
Churn Rate-wise Attrition:
Highest churn rate among:
Overtime employees
Age 26–30
Salary ₹20K–₹50K
Sales department
0–2 years at company
Job roles: Sales Representative, Recruiter, Data Scientist
Frequent business travelers
Employees with poor manager ratings
Very dissatisfied or neutral satisfaction levels
🟦 Distribution Dashboard Insights
Workforce is highly concentrated in:
Age 20–24
Salary ₹20K–₹50K
No overtime employees
Job roles: Sales Executive, Software Engineer, Data Scientist (≈2% difference each)
California (CA) state
Bachelor’s degree holders
Technology department
Stock option level 0 and 1
Some business travel category
⭐ Performance Dashboard Insights
Majority of employees (1280) received:
“Meets Expectations”
“Exceeds Expectations” in manager ratings
Indicates a generally strong-performing workforce with improvement potential at the managerial level.
💡 Suggestions & Recommendations To Reduce Attrition:
Strengthen onboarding and mentorship for early-tenure employees
Reduce excessive overtime and promote work-life balance
Review compensation and growth plans for ₹20K–₹50K salary band
Provide clearer promotion paths and expand stock option benefits
Apply targeted retention strategies for Sales and Tech roles
Improve satisfaction through regular feedback and engagement surveys
Support employees with frequent travel or long commute distances
To Improve Performance Ratings:
Upskill managers through leadership and feedback training
Recognize and reward high-performing employees
Align training programs with promotions and career growth
Invest in skill development for young and high-distribution workforce segments
✅ Conclusion
This HR analytics project highlights that employee attrition is strongly influenced by early career stage, workload, limited growth opportunities, and satisfaction levels. While overall performance ratings are positive, improving manager effectiveness, employee engagement, and career progression clarity can further enhance retention and productivity.
By leveraging insights from these dashboards, organizations can implement targeted, data-driven HR strategies to build a more stable and high-performing workforce.