DATA VISUALISATION USING TABLEAU AND R
SOFTWARE EXECUTIVE SUMMARY
Not every organization or every job is right for every person. Employees are leaving
the workforce faster than they are hired, and it is often outside the employer’s
control. Thus, it is impossible to prevent employee attrition. While some employees
leave the company when they reach retirement age, many others depart for a variety
of reasons, including poor job satisfaction rate, low compensation, and a hostile
work environment. Attrition data can reveal a wealth of information about how the
organisation is operating.
The study reveals the company's staff attrition rate. Through the analysis, it has
been determined that the workplace environment for employees is comfortable and
safe. The company's ability to grow depends on the attrition of its valuable
personnel, who serve as the foundation of the business. Therefore, the business
needs to fill the gap by addressing employee needs and expectations for their jobs
and other relevant areas that aid in better employee retention. The business may also
decide to enhance the bonus amount, provide better transportation and lodging
options, and introduce new incentive programmes to encourage employees to work
harder and provide the finest work possible.
Even in the most ideal workplaces, attrition happens. Attrition may give HR
professionals the chance to re-evaluate and realign their recruitment and hiring
tactics with the company's goals and values, despite the fact that it is frequently
unpleasant to let go of employees. Additionally, attrition can make it possible to
hire top talent or people who are better suited for particular occupations.
The core reason of this attrition could be mismatch in expectations of organization
and expectations of employees from each other. This study aimed to analyse the
attrition reasons as well as understand the expectation of employees from the
organization.
CHAPTER NO TITLE PAGE
6 6.1 FINDINGS
NO
FINDINGS AND 6.2 TERMINATION
1.1 RECOMMENDATIONS
CONCLUSION 1.2 TYPES OF TERMINATION
1
6.3 CONCLUSIONS
INTRODUCTION 1.3 REASON FOR TERMINATION
1.4 IMPACT OF EMPLOYEE TERMINATION
1.5 MANAGING EMPLOYEE TERMINATION
2
2.1 OBJECTIVES OF THE STUDY
PROBLEM 2.2 NEED FOR THE STUDY
PROJECT
STATEMENT
3
3.1 TOOLS
PROJECT TOOLS
AND 3.1.1 TABLEAU
TECHNIQUES
3.1.2 R PROGRAMMING
3.2 TECHNIQUES
4
DATA ANALYSIS 4.1 EMPLOYEE TERMINATION .
AND 4.2 FACTORS AFFECTING EMPLOYEE TERM.
INTERPRETATION
5 5.1 PROJECT INFERENCES – TABLEAU
PROJECT 5.2 DATA ANALYSIS AND INFERENCE- R SRT
FINDINGS
BIBLIOGRAPHY
ANNEXURE
3.2 TECHNIQUES
Table No Page No
TITLE
BAR GRAPH
PIE CHART
STACKED BAR CHART
AREA CHART
SCATTER PLOTS
DASHBOARD
DESCRIPTIVE STATISTICS
CORRELATION ANALYSIS
ONE WAY ANOVA
TWO WAY ANOVA
CHI-SQAURE TEST
LOGISTIC REGRESSION
5.1PROJECT INFERENCES - TABLEAU
TABLE NO TITLE PAGE
NO
Active
Voluntarily Terminated
Terminated for cause.
Leave of absense
Future Start
1. INTRODUCTION
In the dynamic landscape of modern workplaces, managing the employee lifecycle is a
critical aspect of organizational success. One pivotal phase of this lifecycle is employee
termination, which plays a substantial role in shaping an organization's culture, performance,
and legal standing. This project delves into the multifaceted realm of employee termination,
seeking to understand its various dimensions, implications, and best practices.
1.1 TREMINATION
Employee termination, also known as employee dismissal or employee separation, refers to
the process of ending the employment relationship between an employer and an employee.
Someone who has been fired from their job no longer works for that company. The decision
to end a worker's employment can be taken by either the employee or the employer. To avoid
confrontations and disputes later on, termination necessitates a high level of legal attention.
1.2 TYPES OF TERMINATION
There are two types of employee termination:
1. Voluntary Termination:
Voluntary termination occurs when an individual decides to leave the organization where
they are currently employed. They may be leaving the job market or may leave to start a new
job or career at a different institution.
a) Resignation:
When an employee decides to quit or leave their job voluntarily. It's when the
employee chooses
to stop working for their employer.
b) Retirement:
When someone decides to stop working, often because they're older or meet certain
conditions, and they get special money and benefits. It's a time to relax and enjoy life
without a regular job.
2. Involuntary Termination:
An involuntary termination is a form of termination where the employer/management decides
to end their relationship with an employee for various reasons.
While termination of employees is an inevitable part of human resources management, far too
often when employment is terminated involuntarily it tends to lead to negative vibes i.e.
litigation, arbitration and even meditation.
a) Layoffs:
When a company has to let some of its employees go because of financial problems or
other reasons. It's when people lose their jobs without choosing to leave.
b) Firing (Dismissal):
When an employer tells an employee they must leave their job, usually because of
poor performance or breaking the rules. It's the employer's decision to end the
employment.
c) Probationary Termination:
When an employee is let go during a trial period at the start of their job because they
didn't meet the required standards or fit well with the company.
d) Mutual Agreement:
e) In some cases, both the employer and the employee might come to a mutual
agreement to terminate the employment relationship. This could be due to changes in
the company's circumstances or the employee's career goals.
f) Medical Disability:
Medical disability means that an employee is forced to leave their job because they
have a serious health condition or disability that makes it impossible for them to
continue working.
g) End of Contract:
In cases where employment contracts have a specified end date or a particular project
is completed, the employment relationship ends naturally. This is often considered an
involuntary termination because it is due to contractual conditions rather than the
employee's or employer's choice.
1.3 REASONS FOR TERMINATION
There are many reasons why employees are terminated from their jobs, but some of the most
common reasons include with:
Poor Performance
Misconduct
Attendance and Punctuality issue
Violations of Workplace safety
Conflict of Interest
Breach of Confidentiality
Layoffs and Restructuring
Insubordination
Violation of codes of ethics
Sexual Harassment or Discrimination
Failure to Meet qualifications
Job Abandonment
Non-Compete or Non-Disclosure agreement violations
Criminal Activity
1.4 IMPACTS OF EMPLOYEE TERMINATION
Employee termination can have many impacts on a company. Some of the most common
impacts are:
Assessment and Planning
Notification
Logistics and Support
Team Communication
Post-Termination
1.5 MANAGING EMPLOYEE TERMINATION
There are many ways to reduce employee termination. Some of the most common ways are:
Preparation
Notification
Logistics
Security and IT
Announcement to the Team
Transition and Knowledge Transfer
Support for Remaining Employees
Post-Termination Follow-Up