📊 Insights from IBM HR Attrition Dashboard in Power BI 📊
Our analysis reveals key variables influencing employee attrition at IBM, shedding light on strategic areas for improvement. Here's a summary of our findings and actionable recommendations:
🎯 Key Variables:
Numerical Variables:
- Age
- Compensation (e.g., MonthlyIncome, PercentSalaryHike)
- Job Experience (e.g., TotalWorkingYears, YearsAtCompany)
- Specific Job-related Variables (e.g., JobRole, YearsInCurrentRole)
Categorical Variables:
- Job-related Aspects (e.g., Department, EducationField, JobRole, MaritalStatus)
- Work-related Factors (e.g., EnvironmentSatisfaction, JobInvolvement, JobSatisfaction, OverTime, WorkLifeBalance)
📊 Limitations: While our analysis captures significant factors, unmeasured variables may also impact attrition.
🚀 Recommendations:
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Age:
- Tailor strategies for different age groups.
- Offer targeted development, mentorship, and flexible work arrangements.
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Compensation:
- Regularly review and benchmark compensation.
- Incorporate performance-based incentives to motivate and recognize contributions.
-
Job Experience:
- Provide advancement opportunities, skill development, and cross-functional training.
- Establish clear career paths with regular feedback and evaluations.
-
Specific Job-related Variables:
- Customize retention strategies based on job roles.
- Improve job satisfaction, provide challenging assignments, and foster a positive work environment.
-
Job-related Aspects:
- Enhance engagement and satisfaction through a supportive work environment.
- Offer professional development and transparent promotion processes.
-
Work-related Factors:
- Improve factors like environment satisfaction, job involvement, and work-life balance.
- Conduct regular surveys and address identified areas of improvement.
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Overall:
- Cultivate a positive organizational culture valuing well-being, work-life balance, and growth.
- Foster open communication, seek feedback, and adapt strategies based on employee needs.