Employee Turnover Analysis
Tools Used: SQL and Tableau
PROJECT OVERVIEW:
Using 3 public Human Resources datasets from same source, I performed an analysis of employee turnover for the year 2015. The datasets contained information about employee personal details and job details.
For this analysis, here are some of the things I wanted to find out from the data:
~ When employees were leaving the company
~ Why employees were leaving the company
~ Which employees were leaving the company
~ The employee turnover rate for the year
~ How many employees left
~ The average length of time employees spent with the company before leaving
I also wanted to give some recommendations for the HR team to help reduce employee turnover.
ANALYSIS:
I used SQL for data wrangling and Tableau for data visualization, further data exploration and creating dashboard.
Find below my Jupyter Notebook containing the data wrangling steps I took using MySQL. Please see the unabridged version here.
Employee Turnover Analysis - JN.pdfFind below the dashboard I created to visualize the key insights.
Some recommendations for the company HR:
Looking at the time employees spent with the company before leaving, 40 employees left between 0-2 years at the company, 23 employees left between 2-4 years, and 11 employees left between 4-6 years. Over 50% of the leavers left after spending between 0-2 years with the company. ie. the majority of leavers left within 2 years of joining the company.
This may be an indication that the company should try to encourage retention early enough by:
i). Recognizing and rewarding employees early on in their journey, by giving them new opportunities or even simple ‘thank yous’ and notes of appreciation.
ii). Focusing more on onboarding. Onboarding is often a new employee’s first introduction to the culture of a company. Its difficult to undo a bad first impression. New hires who have a bad onboarding experience are more likely to begin to look for other opportunities early on in their stay with the company. Little improvements in the onboarding process have the ability to give new hires first positive impressions of the company, making them want to stay longer. For employees who spent less than 6 months with the company, it is possible that they might not have had the best onboarding experience.
Looking at the positions with the highest turnover rates, the company might want to look inwards as to whether their pay for these roles is competitive. The company should compare their rates to market rates to know where they really stand. The company should also promote and invest in current personnel via trainings, workshops, etc, to ensure that employees do not feel stagnant within the company. It may also be a good idea to clearly communicate growth opportunities to the employees to make them know there is room for advancement.
Looking at the reasons why employees left the company, the top 5 reasons were: another position in a different company, unhappy, more money, career change, hours. While career change might not be something the company management can handle (as people may decide to change career to what they feel is more fulfilling), the other 4 reasons can be investigated further by the company. In the paragraph above, I already mentioned competitive rates and the need to avoid stagnancy, which could help tackle ‘more money’ turnover reasons and ‘another position in a different company’. The other reasons, i.e. ‘unhappy’ should be further investigated by the company, to find out why exactly the leavers were unhappy.
RELEVANT LINK: