HR Attrition Analysis and Insights

Overview

This project focuses on analyzing employee attrition to identify the key factors influencing attrition. I used R to explore the dataset and uncover important relationships and factors associated with employee attrition. The insights were visualized using Tableau, providing clear and interactive dashboards for better understanding.

Objective

• Identify factors contributing to employee attrition.
• Provide actionable insights to improve retention rates and overall employee satisfaction.

Data Source

This project uses a fictional dataset from the IBM HR Analytics Employee Attrition & Performance Dataset available on Kaggle. The dataset contains employee information such as demographic details, job roles, satisfaction scores, and attrition status.

Note: The dataset is synthetic and does not represent real-world employee data. It is intended solely for educational and analytical purposes.

Tools and Technologies

• R: For exploratory data analysis (EDA) and identifying key attrition factors.
• Tableau: For creating interactive dashboards and visualizations.
• GitHub: For project collaboration and version control.

Project Process

Project Structure

• dataset: Contains raw and processed datasets used in the analysis.
• employee_attrition_analysis.md: github markdown for data manipulation and analysis.
• hr_attrition_dashboard.twbx: Tableau dashboards.
• readme.md: This file contains the project introduction and instructions.

Key Findings

1. Major Influencing Factors

   • Job satisfaction, work-life balance, and tenure significantly impact employee retention.
   • Employees with longer tenure and higher satisfaction are less likely to leave, while low job involvement and poor work environment contribute to higher turnover.

2. Unexpected Outcomes

   • Performance ratings showed a weak correlation with attrition, suggesting that performance alone is not a strong predictor of turnover.
   • Salary and training hours displayed minimal impact on retention.

3. Critical Variables

   • Job level, job satisfaction, and overtime work were found to have a direct and measurable influence on attrition rates.

4. HR Implications

   • Focused strategies to enhance employee satisfaction and work-life balance, particularly in high-attrition departments like Sales, can reduce turnover.
   • Emphasizing career progression, performance recognition, and fostering a supportive environment are essential for improving retention.