DATA VISUALIZATION AND DASHBOARD (IS604)

TOPIC: "Analyzing Attrition Patterns at Green Destinations:

SUBMITTED TO: PROF. SHIRSHENDU GANGULI

SUBMITTED BY: GROUP-04_SECTION-B

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SL. No CONTENT Page No.

1 Objective 03

2 Sheet 1 03

3 Sheet 2 04

4 Sheet 3 05

5 Sheet 4 05-06

6 Sheet 5 06

7 Sheet 6 07

8 Sheet 7 07-08

9 Dashboard 08-10

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OBJECTIVE:
Green Destinations is a well-known travel agency. It has recently been noticed that there is an
increase in employees leaving (attrition) the organization. We would like to figure out any
trends or patterns regarding this attrition. We have the employee survey data, and we would
like to know what the attrition rate is (% of people who have left). We would also try to find
out if factors like age, years at the company, and income play a part in determining if people
will leave or not.

SHEET 1
HR ANALYTICS DASHBOARD

To ascertain five key performance indicators (KPIs) - employee count, attrition count, attrition
rate, active employees, and average age - calculated fields must be generated for each.
For attrition count we have used the formula – if attrition = ‘Yes’ then 1 else 0 END
The formula – Sum (Attrition Count)/Sum (Employee Count)
Active Employee Formula – Sum (Employee Count) – Sum (Attrition Count)
Filter on education field is added on the sheets.
Employee count total = 1470, Attrition count = 237, attrition rate = 16.12% active employee is
1233, average age is 37
We have formatted all these major values, and we have chosen numbers (custom to zero
decimal places for employee count, attrition count, active employee, and average age.)

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We have formatted the font size and color as per our choice.

SHEET 2
ATTRITION by Gender

We have tried to create a lollipop chart, with the help of a dual-axis chart on the sum of attrition
count.
We have specifically selected, pink for females & blue for males.
We can see that a greater number of attritions count for male employees, whereas a smaller
number of counts for female employees that is 87.

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SHEET 3
Department wise attrition

We have used a pie chart, to analyze department-wise attrition, we have dragged the department
attribute to colors, the sum of attrition counts in angle, and the sum of attrition in the label.
We have chosen three types of blue shades for departments that is HR, R&D, And Sales.
From the analysis, we can see that attrition is highest in R&D i.e. 56.12%, and lowest in the
HR department that is 5.06%.

SHEET 4
Number of employees by age group

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We have created an age bin of size 3, which can be increased or decreased later. To create that
we have created a parameter named “Bin Size” where the range of value is minimum 2 and
maximum 10.
We have used the newly created variable which is an aging bin in the columns and put Sum
(Employee Count) in rows and labels. We can see from the analysis that the employee count is
highest213 within the age group or bin of 30-33. And the lowest is 5 within the age group or
bin 57-60.

SHEET 5
Job Satisfaction Rating

We have dragged and put the job satisfaction variable to measure section to dimension section
first, hence we got four different labels of job satisfaction, i.e. 1,2,3,4.
Now we put job satisfaction in columns, and job roles in rows. We put the sum of employee
count in labels and colors.
From the analysis section on the top, we have shown row grand totals and column grand totals
for the table.
From this analysis, we can see that job role-wise sales executive has the highest job satisfaction
level of 4, and human resources has the lowest job satisfaction level, that is 10.

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SHEET 6
Education Field wise Attrition

We have put the education field in rows, and the sum of the attrition count in columns, we have
selected the labels for the attrition count for each educational field. We have chosen a horizontal
bar graph to represent this analysis. From the analysis, we can say that the education field of
life sciences has the highest attrition 89, and Human Resources has the lowest attrition which
is only 7.

SHEET 7
Years At Company

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We have selected years at the company in columns and the sum of the employee count in rows.
We have chosen a line graph for this analysis.
From this analysis, we can see that the highest employee count is 196, with the years at the
company being 5. And as the number of working years at the company decreases, the employee
count goes to 1, at 40 years. However, 171 employees were at retention at 0-2 years, and the
trendline decreased much steeper after 12 years.

DASHBOARD:
We have put the Sheets in sequence in the dashboard as per our choice. We have imputed the
Tableau data Analytics visualization into the Android mobile application and created a working
model.

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