To develop a comprehensive Employee Attrition Analysis dashboard that provides actionable insights into the factors contributing to employee turnover. This dashboard aims to help the organization understand the key drivers of attrition, such as education level, marital status, age group, education field, gender, department, travel requirements, job role, job satisfaction, job level, and work experience. The ultimate goal is to identify trends and patterns in employee attrition, enabling the organization to implement effective retention strategies and improve overall employee satisfaction and engagement.

1. Attrition by Education Level:
Analyze employee attrition based on their highest level of education.

2. Attrition by Marital Status:
Examine attrition rates according to employees' marital status.

3. Attrition by Age Group:
Assess attrition across different age groups.

4. Attrition by Education Field:
Investigate attrition rates by employees' field of education.

5. Attrition in Department:
Determine attrition rates within various departments.

6. Attrition by Gender:
Compare attrition rates between male and female employees.

7. Attrition by Travel Requirements:
Evaluate whether travel requirements contribute to employee attrition.

8. Attrition in Job Role:
Analyze attrition rates within different job roles.

9. Attrition in Job Level:
Investigate attrition rates across various job levels.

10. Job Satisfaction of Departed Employees:
Measure the job satisfaction levels of employees who left the company.

11. Attrition by Work Experience:
Display a graph of the working years of employees who have left the company.

  • UG - (99/41.77%)
  • PG - (58/24.47%)
  • 12th - (44/18.57%)
  • 10th - (31/13.08%)
  • PHD - (5/2.11%)

  • Single - (120/50.63%)
  • Married - (84/35.44%)
  • Divorced - (33/13.92%)

  • 31 to 45 - (103/43.46%)
  • 15 to 30 - (100/42.19%)
  • 46 to 60 - (34/14.35%)

  • Life Science - (89/37.55%)
  • Medical - (63/26.58%)
  • Marketing - (35/14.77%)
  • Techinical Degree - (32/13.50%)
  • Other - (11/4.64%)
  • Human Resource - (7/2.95%)

  • Research & Developement - (133/56.12%)
  • Sales - (92/38.82%)
  • Human Resource - (12/5.06%)

  • Male - (150/63.29%)
  • Female - (87/36.71%)

  • Rarely Travellery - (156/65.82%)
  • Frequently Traveller - (69/29.11%)
  • Non Traveller - (12/5.06%)

  • Laboratory Technician - (62/26.16%)
  • Sales Executive - (57/24.05%)
  • Research Scientist - (47/19.83%)
  • Sales Representative - (33/13.92%)
  • Human Resource - (12/5.06%)
  • Manufacturing Director - (10/4.22%)
  • Healthcare Representative - (9/3.80%)
  • Manager - (5/2.11%)
  • Research Director - (2/0.84%)

  • Job Level_1 - (143/60.34%)
  • Job Level_2 - (52/21.94%)
  • Job Level_3 - (32/13.50%)
  • Job Level_4 - (5/2.11%)
  • Job Level_5 - (5/2.11%)

  • Satisfaction Level_1 - (66/27.85%)
  • Satisfaction Level_2 - (46/19.41%)
  • Satisfaction Level_3 - (73/30.80%)
  • Satisfaction Level_4 - (52/21.94%)

1. Targeted Retention Programs:
The analysis reveals significant attrition among employees with undergraduate and postgraduate degrees, as well as those in the 31-45 and 15-30 age groups. Implementing targeted retention programs focusing on career development, growth opportunities, and age-specific engagement strategies can help mitigate these high attrition rates.

2. Work-Life Balance Initiatives:
Single employees have the highest attrition rates, indicating a need for better work-life balance initiatives. Providing flexible work arrangements, support systems, and work-life balance programs can enhance employee satisfaction and retention.

3. Department-Specific Strategies:
The Research & Development and Sales departments experience the highest attrition rates. Tailoring retention strategies to address the specific needs and challenges of these departments, such as offering professional development opportunities and recognizing achievements, can reduce turnover.

4. Gender-Sensitive Policies:
With a higher attrition rate among male employees, developing gender-sensitive policies and creating a supportive work environment that addresses the unique needs of both male and female employees can contribute to improved retention.

5. Reducing Travel-Related Attrition:
A significant portion of attrition is observed among employees with frequent travel requirements. Introducing policies that reduce the need for frequent travel, offering remote work options, or providing additional support for traveling employees can help lower attrition rates related to travel demands.

© 2023 Rajnish Jha, India. All Rights Reserved.