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Employee Performance Data Analysis Project

The project focuses on evaluating employee performance and productivity through data analytics, addressing the limitations of subjective evaluations. It employs descriptive and diagnostic analytics to uncover patterns and trends in employee data, aiming to improve HR decision-making. The methodology includes data collection, cleaning, exploratory analysis, and visualization, utilizing Python and various libraries for effective insights and recommendations.

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Bhavan
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69 views6 pages

Employee Performance Data Analysis Project

The project focuses on evaluating employee performance and productivity through data analytics, addressing the limitations of subjective evaluations. It employs descriptive and diagnostic analytics to uncover patterns and trends in employee data, aiming to improve HR decision-making. The methodology includes data collection, cleaning, exploratory analysis, and visualization, utilizing Python and various libraries for effective insights and recommendations.

Uploaded by

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

Phase-2 Submission – Data Analytics

Student Name: A. Andro Jerslin Jebina


Register Number: 212923205004
Institution: St. Joseph College of Engineering
Department: B. Tech Information Technology
Date of Submission: 07-05-2025
GitHub Repository Link: Andro-jebina/Naan-Mudhalvan

1. Problem Statement
This project addresses the challenge of evaluating employee performance and
productivity using data-driven methods. Many organizations still rely on subjective
evaluations, which can lead to unfair assessments and reduced employee motivation. By
applying workforce analytics, we aim to analyze patterns in performance-related data
such as task completion, attendance, and feedback scores.
This helps companies make better decisions in promotions, training, and resource
planning. The analysis supports real-world HR decisions and improves overall efficiency.
The project mainly uses descriptive analytics (to summarize past data) and diagnostic
analytics (to find causes behind performance trends).

2. Project Objectives
The goal of this project is to use data to evaluate employee performance and find trends
in productivity. We aim to answer questions like:
 What are the patterns in employee performance?
 What factors affect productivity the most?
 Are there signs of burnout or low engagement?
Using data analysis, we will deliver insights, trend summaries, and recommendations to
improve performance. After exploring the data, we slightly refined our focus to
understand why productivity drops and how to fix it.
3. Flowchart of the Project Workflow

Data Collection
Gather employee-related data (attendance,
tasks, feedback, KPIs)

Data Cleaning
Handle missing values, remove duplicates,
format data correctly

Exploratory Data Analysis (EDA)


Explore patterns, distributions, and
correlations in performance metrics

Feature Selection
Identify key factors affecting productivity
(e.g., working hours, feedback)

Insight Extraction
Analyze trends, find top/bottom performers,
detect anomalies

Visualization
Use graphs and dashboards to display
findings clearly

Reporting & Recommendations


Summarize insights and suggest actions
for HR/management
4. Data Description
For this project, we used a dataset named "Employee Performance and Productivity
Dataset" sourced from Kaggle.
 Data Type: Structured
 Number of Rows and Columns: 1,00 rows × 12 columns
 Dataset Nature: Static (data does not change in real time)
Key Fields Relevant to the Problem:
 Employee_ID – Unique identifier for each employee
 Department – Department the employee belongs to
 Monthly_Hours_Worked – Total hours worked per month
 Performance_Score – Overall performance rating
 Number_of_Projects – Tasks or projects handled
 Last_Evaluation_Score – Recent performance evaluation
 Absenteeism_Days – Number of days absent
 Salary_Level – Low, Medium, High

5. Data Preprocessing

To ensure accurate analysis, we performed the following data cleaning and preparation
steps:

 Handling Missing Values:


Missing values in columns like Last_Evaluation_Score and Absenteeism_Days
were filled using mean imputation, as these are numerical and had only a few
missing entries.

 Removing Duplicates:
Checked for and removed duplicate rows using Employee_ID to avoid double-
counting performance data.

 Formatting and Parsing:


Dates (if any) were converted into standard datetime format, and numeric fields
were ensured to be of proper data types (int/float).

 Encoding Categorical Variables:


Columns like Department and Salary_Level were encoded using Label Encoding
for model compatibility and One-Hot Encoding when needed for visualization
clarity.

 Outlier Detection and Treatment:


Outliers in Monthly_Hours_Worked and Absenteeism_Days were detected using
IQR method. Extreme outliers were either capped or removed to prevent skewing
the analysis.

 Transformations:
Created new fields like Efficiency_Score = Performance_Score /
Monthly_Hours_Worked to better reflect productivity. These transformations
helped in uncovering deeper insights.
● 6. Exploratory Data Analysis (EDA)

● Univariate Analysis:

Used histograms and bar charts to explore variables like Performance_Score,


Monthly_Hours_Worked, Department, and Salary_Level.

Insight: Most employees are from Sales and Technical departments with medium
salary levels.

● Bivariate/Multivariate Analysis:

○ Heatmaps showed a strong correlation between Last_Evaluation_Score and


Performance_Score.

○ Box plots revealed that high performers often work more hours and handle
more projects.

○ Pair plots helped identify patterns across departments and salary levels.

● Key Insights:

○ High evaluation scores and project count are linked to better performance.

○ Employees with low salary levels often show lower engagement.

○ Some overworked employees still perform poorly, suggesting burnout.

7. Tools and Technologies Used

 Programming Language: Python

 Notebook/IDE: Google Colab, Jupyter Notebook

 Libraries Used:

o pandas, numpy – For data handling and processing

o matplotlib, seaborn, plotly – For data visualization


 Optional Tools:

o pandas-profiling – For quick automated EDA reports

These tools helped efficiently clean, explore, and visualize the data for performance
analysis.

8. Team Members and Contributions

Name Contribution
A. Andro Jerslin Jebina Data Cleaning, EDA.
J. Janani Data Collection, Visualization,
Insights
[Link] Documentation, Flowchart Design,
Presentation

Common questions

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Missing values were handled using mean imputation for numerical columns, and outliers were detected and treated using the IQR method . Handling missing values ensures that the dataset is complete and reduces biases in analysis. Treating outliers prevents skewing of the data, which could lead to inaccurate insights and recommendations. These steps are crucial for maintaining the integrity and reliability of the data analysis.

The project uses a structured dataset named 'Employee Performance and Productivity Dataset' with key fields such as Employee_ID, Department, Monthly_Hours_Worked, and Performance_Score . Data preprocessing includes handling missing values with mean imputation, removing duplicates, and encoding categorical variables . Additionally, outlier detection and treatment through the IQR method and transformations like calculating Efficiency_Score enhance the dataset's suitability for detailed analysis .

Encoding categorical variables such as Department and Salary_Level is important for model compatibility and clarity in visualization . This project used Label Encoding for compatibility with data models and One-Hot Encoding for visualization clarity when needed . These methods convert categorical data into numerical formats, which can then be processed by machine learning algorithms, ensuring that all variables contribute effectively to the analysis of performance metrics.

Data visualization was used through graphs and dashboards to clearly display findings, supporting the communication of insights and trends . Tools like seaborn and plotly facilitated this, helping convey complex data in a more accessible format. Key insights from visualizations include department-specific performance trends and salary-level engagement, making it easier for decision-makers to interpret and act on the data .

The project utilizes descriptive analytics to summarize past data and diagnostic analytics to explore causes behind performance trends . By employing these analytics, the project aims to identify performance patterns, factors affecting productivity, and signs of burnout or low engagement. The analysis provides insights and trend summaries to improve performance, guiding HR in making informed decisions regarding promotions, training, and resource planning .

Feature selection played a critical role in identifying key factors affecting productivity, such as working hours and feedback scores . Selecting relevant features allows the project to focus on variables that significantly impact performance, thereby improving the accuracy of the evaluations. By isolating these factors, the analysis can provide HR departments with clear insights into which areas may need attention or intervention.

The project used exploratory data analysis to identify patterns related to employee productivity. Insights revealed that some overworked employees still perform poorly, indicating potential burnout . The analysis suggested that high evaluation scores and a higher number of projects correlate with better performance, while employees with low salary levels often show lower engagement . These findings can inform HR decisions to address burnout and enhance engagement.

Heatmaps were effectively utilized to reveal strong correlations between Last_Evaluation_Score and Performance_Score, highlighting important relationships between evaluation metrics and overall performance . This visualization aids in quickly identifying significant patterns and interactions across different performance indicators, thus supporting data-driven decisions in HR management. Its effectiveness lies in its ability to succinctly illustrate data trends and correlations, which are essential for diagnosing performance issues.

The project utilized Python as the programming language, with Google Colab and Jupyter Notebook as the main development environments . Key libraries included pandas and numpy for data handling, matplotlib, seaborn, and plotly for visualization, and optional tools like pandas-profiling for automated EDA reports . These tools facilitated efficient data cleaning, exploration, and visualization, crucial for analyzing employee performance.

The project uses data-driven methods to evaluate employee performance and productivity, focusing on descriptive analytics to summarize past data and diagnostic analytics to understand performance trends . By employing these methods, the project moves away from subjective evaluations, which can lead to unfair assessments, and instead uses empirical data such as task completion, attendance, and feedback scores to support real-world HR decision-making .

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