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Power BI Assignment - Case Study HR Analytics

The document outlines an analysis of a company's human resource database using Power BI, detailing steps taken in data cleaning, the creation of new columns and measures, and various analyses performed. Key recommendations focus on improving employee retention, addressing salary disparities, and promoting diversity and inclusion within the organization. Actionable insights include structured onboarding, mentorship programs, and targeted recruitment strategies to enhance workforce diversity.

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Usman Ikram
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9 views6 pages

Power BI Assignment - Case Study HR Analytics

The document outlines an analysis of a company's human resource database using Power BI, detailing steps taken in data cleaning, the creation of new columns and measures, and various analyses performed. Key recommendations focus on improving employee retention, addressing salary disparities, and promoting diversity and inclusion within the organization. Actionable insights include structured onboarding, mentorship programs, and targeted recruitment strategies to enhance workforce diversity.

Uploaded by

Usman Ikram
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

Introduction

We were given a company's human resource database to analyze in Power BI as part of our
Data Analytics Bootcamp assignment. Below is the solution to the case study, along with
screenshots of the dashboard, their descriptions, and recommendations.

Steps Performed
During the course of this project, I performed the following steps:

Data Cleaning
● Checked data types, errors, and empty values for all columns.
● The Employee ID column had duplicate values, which compromised data integrity. To
resolve this, I created an index and moved it to the beginning.
● Changed the data type of Longitude and Latitude.

New Columns
Using DAX and the new column feature, I created the following columns:

● Age Range
● Tenure
● Hire Year
● Hire Quarter
● Hire Month

New Measures
Using DAX, I created the following measures:

● Turnover Rate
● Oldest Employee

Analysis
Let’s dive into the analysis:
1. Employee Demographics
2. Diversity and Inclusion

3. Geographical Analysis

The largest number of employees in Seattle is in the United States.


4. Job Title and Department Analysis

5. Salary and Compensation Analysis


6. Hire and Exit Analysis

7. Employee Retention and Tenure

Actionable Insights and Recommendations


Recommendations
1. Marketing Turnover: The marketing department has the highest turnover rate. To
improve retention, introduce structured onboarding programs, mentorship, and career
development​.
2. Salary Adjustments in IT and Engineering: Human Resources and Finance Salaries
are below average compared to other departments. Regular market reviews and
competitive salary adjustments will help retain talent​.
3. Engagement Programs for IT and Sales: These departments have lower average
tenure. Implement flexible hours, recognition programs, and personal growth initiatives​.
4. Exit Interviews in Marketing and Engineering: High exit rates in these departments
suggest a need for more thorough exit interviews to identify reasons for attrition and
inform corrective actions​.
5. Mentorship for Younger Employees: Employees aged 25-34 have shorter tenures.
Offering mentorship and tailored career paths could improve retention in this group​​.

Strategies to Promote Diversity and Inclusion


1. Leadership Diversity: Leadership roles, particularly Director and VP positions, lack
diversity. Implement policies to promote gender and ethnic diversity in hiring and
promotions for these roles​.
2. Inclusive Hiring in IT and Finance: These departments show less diversity. Increase
diverse recruitment and implement bias training to foster inclusivity​.
3. Diverse Hiring in Strategy and Corporate Units: These business units have lower
diversity. Focus recruitment efforts on underrepresented groups to build a more inclusive
workforce​.

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