selkhayri / PH_Retirement_Planning

An analysis of retirement planning measures to mitigate the risks of the impending retirement of thousands of employees.

PH_Retirement_Planning

PH planning to mitigate the impending grey tsunami

The purpose of this report is to help Pewlett Hackard (PH) weather the fast approaching "silver tsunami," which is the retirement of thousands of people who will need to be replaced promptly if the operations at PH are not to suffer any disruptions due to the shortfall of the required skilled labour. The first part of this report will focus on determining the number of retiring employees grouped by business title. In order to achieve a smooth transition from older employees to newer employees, a mentoring plan needs to be implemented. The second part of this report focuses on identifying the mentorship-eligible staff, those who would be tasked with mentoring junior staff.

Number of Retiring Employees by Title

The query that was used to determine the number of retiring employees by job title was created by querying the retiring_employees table and then grouping by title.

The retiring_employees query, which returns a list of all the retirement-eligible employees, was created by joining the following tables:

• the employees table and the salary table, which were originally provided as csv files, and
• the retirement_info_revised table which was created during the course of the class work.

The retirement_info_revised table was created using the retirement_info table and then adding the emp_no column which is necessary to join it to the other two tables. The SQL script that was used to create the retirement_info_revised is the following:

SELECT emp_no, first_name, last_name
INTO retirement_info_revised
FROM employees
WHERE (birth_date BETWEEN '1952-01-01' AND '1955-12-31')
AND (hire_date BETWEEN '1985-01-01' AND '1988-12-31');

In order to group the employees based on title, retiree_counts_by_title was created. The following table shows the results of the retiree_counts_by_title query (also found in this csv file):

title	retiree_count
Assistant Engineer	251
Engineer	2711
Manager	2
Senior Engineer	13651
Senior Staff	12872
Staff	2022
Technique Leader	1609

Number of Individuals Being Hired

This section of the report explores the hiring trends at PH. Tables have been generated for hiring trends per month-of-year, hiring trends per title per month-of-year, hiring trends per year, and hiring trends per title per year. THe following are the results.

Hiring trends per month of year

The query that was used to determine the trends per month of year can be viewed here.

hire_month	hire_num
03	26917
05	25943
07	25605
04	25553
08	25396
06	25003
10	24613
12	24509
02	24448
09	24316
11	23862
01	23859

Conclusion

There doesn't appear to be a significant difference in the hiring trends related to the month of year.

Hiring trends per title per month of year

The following table was created showing the total monthly hiring numbers, grouped by department/title. The table that was returned, in descending order, by number of hires per month of year, is the following:

department	hire_month	hire_num
Development	03	7788
Development	05	7481
Development	07	7358
Development	04	7245
Development	06	7219
Development	08	7182
Development	10	7041
Development	02	6974
Development	12	6914
Development	09	6854
Development	11	6851
Development	01	6800
Production	03	6511
Production	04	6329
Production	05	6321
Production	07	6284
Production	08	6190
Production	06	6176
Production	09	6055
Production	12	6000
Production	10	5985
Production	02	5927
Production	11	5908
Production	01	5799
Sales	03	4769
Sales	08	4488
Sales	05	4482
Sales	04	4469
Sales	07	4397
Sales	10	4310
Sales	12	4278
Sales	06	4273
Sales	02	4238
Sales	11	4207
Sales	01	4192
Sales	09	4142
Customer Service	05	2099
Customer Service	07	2067
Customer Service	08	2039
Customer Service	03	2009
Customer Service	04	2000
Customer Service	01	1990
Customer Service	02	1942
Customer Service	10	1932
Customer Service	09	1931
Research	03	1900
Customer Service	06	1896
Quality Management	03	1883
Customer Service	12	1864
Research	04	1861
Marketing	03	1856
Research	08	1814
Customer Service	11	1811
Research	12	1792
Quality Management	07	1791
Marketing	08	1780
Research	05	1763
Research	07	1760
Quality Management	05	1753
Research	06	1749
Marketing	05	1743
Research	02	1739
Marketing	04	1739
Research	10	1728
Marketing	12	1703
Research	01	1695
Quality Management	04	1685
Research	09	1672
Quality Management	08	1668
Quality Management	10	1665
Marketing	06	1664
Quality Management	06	1658
Research	11	1653
Marketing	09	1652
Marketing	10	1642
Marketing	07	1642
Quality Management	09	1634
Marketing	11	1625
Quality Management	02	1617
Quality Management	01	1615
Quality Management	12	1610
Marketing	02	1584
Marketing	01	1581
Finance	05	1542
Human Resources	03	1542
Quality Management	11	1538
Human Resources	09	1528
Human Resources	07	1528
Human Resources	08	1516
Finance	03	1506
Finance	07	1499
Human Resources	05	1495
Human Resources	12	1494
Human Resources	04	1489
Finance	02	1489
Human Resources	02	1483
Human Resources	06	1476
Finance	10	1462
Finance	08	1453
Finance	12	1432
Human Resources	11	1431
Finance	04	1431
Human Resources	10	1421
Finance	06	1402
Finance	01	1400
Finance	09	1394
Human Resources	01	1383
Finance	11	1336

The bar graphs showing the trends for each title are the following:

As with Hiring trends per month of year, there does not appear to be a significant difference beteen the hiring trends with regard to month-of-year for all departments.

Hiring trends per year

Numbers were also gathered for number of hires per year over the last number of years. The following table shows the year along with the number of hires for that year:

hire_year	hire_num
1986	36150
1985	35316
1987	33501
1988	31436
1989	28394
1990	25610
1991	22568
1992	20402
1993	17772
1994	14835
1995	12115
1996	9574
1997	6669
1998	4155
1999	1514
2000	13

And the corresponding bar graph is the following:

Conclusion

It appears that there was a slight right in hiring numbers on 1986 immediately followed a steady downward trend that lasted through the years 1988 to 2000, at which point hiring has all but ceased.

Hiring trends per title per year

The following table was created showing the total yearly hiring numbers, grouped by department/title. The table that was returned, in descending order, by number of hires per year, is the following:

department	hire_year	hire_num
Customer Service	1985	2700
Customer Service	1986	2949
Customer Service	1987	2585
Customer Service	1988	2508
Customer Service	1989	2237
Customer Service	1990	2016
Customer Service	1991	1812
Customer Service	1992	1534
Customer Service	1993	1441
Customer Service	1994	1170
Customer Service	1995	926
Customer Service	1996	718
Customer Service	1997	525
Customer Service	1998	338
Customer Service	1999	120
Customer Service	2000	1
Development	1985	10174
Development	1986	10237
Development	1987	9559
Development	1988	8885
Development	1989	8152
Development	1990	7322
Development	1991	6390
Development	1992	5946
Development	1993	5059
Development	1994	4233
Development	1995	3501
Development	1996	2743
Development	1997	1918
Development	1998	1150
Development	1999	435
Development	2000	3
Finance	1985	2044
Finance	1986	2128
Finance	1987	1934
Finance	1988	1790
Finance	1989	1684
Finance	1990	1434
Finance	1991	1324
Finance	1992	1192
Finance	1993	1001
Finance	1994	875
Finance	1995	699
Finance	1996	534
Finance	1997	376
Finance	1998	241
Finance	1999	89
Finance	2000	1
Human Resources	1985	2052
Human Resources	1986	2169
Human Resources	1987	1982
Human Resources	1988	1835
Human Resources	1989	1676
Human Resources	1990	1497
Human Resources	1991	1415
Human Resources	1992	1182
Human Resources	1993	1027
Human Resources	1994	925
Human Resources	1995	720
Human Resources	1996	583
Human Resources	1997	383
Human Resources	1998	251
Human Resources	1999	85
Human Resources	2000	4
Marketing	1985	2400
Marketing	1986	2361
Marketing	1987	2238
Marketing	1988	2156
Marketing	1989	1883
Marketing	1990	1692
Marketing	1991	1581
Marketing	1992	1376
Marketing	1993	1232
Marketing	1994	1047
Marketing	1995	769
Marketing	1996	600
Marketing	1997	461
Marketing	1998	302
Marketing	1999	111
Marketing	2000	2
Production	1985	8788
Production	1986	8887
Production	1987	8161
Production	1988	7786
Production	1989	6796
Production	1990	6383
Production	1991	5490
Production	1992	4973
Production	1993	4278
Production	1994	3590
Production	1995	2998
Production	1996	2364
Production	1997	1628
Production	1998	1003
Production	1999	358
Production	2000	2
Quality Management	1985	2381
Quality Management	1986	2367
Quality Management	1987	2288
Quality Management	1988	2107
Quality Management	1989	1914
Quality Management	1990	1695
Quality Management	1991	1461
Quality Management	1992	1341
Quality Management	1993	1201
Quality Management	1994	1008
Quality Management	1995	817
Quality Management	1996	712
Quality Management	1997	446
Quality Management	1998	272
Quality Management	1999	106
Quality Management	2000	1
Research	1985	2522
Research	1986	2548
Research	1987	2328
Research	1988	2228
Research	1989	1976
Research	1990	1792
Research	1991	1587
Research	1992	1434
Research	1993	1240
Research	1994	1051
Research	1995	852
Research	1996	679
Research	1997	489
Research	1998	295
Research	1999	105
Sales	1985	6019
Sales	1986	6359
Sales	1987	5855
Sales	1988	5410
Sales	1989	5030
Sales	1990	4497
Sales	1991	3874
Sales	1992	3561
Sales	1993	3188
Sales	1994	2564
Sales	1995	2131
Sales	1996	1635
Sales	1997	1149
Sales	1998	710
Sales	1999	262
Sales	2000	1

The bar graphs showing the yearly trend per title are the following:

Conclusion

As was observed from the overall yearly hiring trends, it can be observed from the per-title yearly trends that, with the exception of 1986, there is a steady decline in hiring across the departments.

Mentorship Eligibility

In order to determine mentorship eligibility, the following tables were used:

• employees and titles that were original provided as csv files
• retirement planning, a table which lists the employee numbers, and first and last names of the employees, who are not yet due to retire but who have enough experience to be able to mentor junior employees, which was created using the following script:

DROP TABLE IF EXISTS retirement_planning;

-- Creating new table with SQL
SELECT e.emp_no, first_name, last_name
INTO retirement_planning
FROM employees e
INNER JOIN titles t
ON t.emp_no = e.emp_no
WHERE (birth_date BETWEEN '1965-01-01' AND '1965-12-31')
AND t.to_date = '9999-01-01'  -- Presently employed;

That returns a list of 1,549 employees.

Entity Relationship Diagrams

The total number of tables, that were created as a result of loading the original CSV files and those that were created and modified by joining the already provided tables, was twelve tables.

Due to the restriction of the quickdatabasedesign website that does display the ERD for more than 10 named tables, the remaining tables are generically named "table 11","table 12",etc, it was necessary to split up the ERD into three parts:

• Retiree Count Per Title

• Hiring Trends per Title per year

• Mentorship Eligibility

Recommendation

The requirements for this assignment were quite vague and the tools that were available for use were a limiting factor in the successful completion of the work. My recommendation is to make the requirements clearer, and to limit the scope of the assignment or make sure that the students have adequate tools to accomplish the required work.