Steps for EDA of HR Dataset in Power BI

When working with an HR dataset that contains fields like satisfaction level, last evaluation, number of projects, and salary, there are numerous insightful dashboards you can create in Power BI to help track employee performance, engagement, and attrition. Here are some dashboard ideas:

1. Employee Satisfaction & Retention Dashboard

Objective: Track employee satisfaction and factors affecting retention or attrition.

• Visual 1: Satisfaction Level Distribution – Use a histogram or bar chart to show the distribution of satisfaction levels across employees.
• Visual 2: Attrition Rate – Create a pie chart or gauge showing the percentage of employees who have left (left field) versus those who have stayed.
• Visual 3: Satisfaction vs Attrition – Scatter plot of satisfaction levels vs. employees who left, to see if lower satisfaction is tied to higher attrition.
• Visual 4: Department-wise Attrition – Bar chart displaying attrition by department, highlighting where turnover is the highest.
• Visual 5: Satisfaction by Salary Level – Bar chart or heatmap comparing satisfaction across different salary levels (low, medium, high). Filters:
• Department: Filter to view satisfaction and attrition metrics specific to different departments.
• Salary Levels: Filter to view trends across different salary brackets.

2. Employee Performance & Evaluation Dashboard

Objective: Monitor employee performance based on evaluation, projects handled, and time spent in the company.

• Visual 1: Performance Distribution – A histogram of the last_evaluation score to see how employees are performing on a scale.
• Visual 2: Number of Projects vs. Last Evaluation – A scatter plot to see the correlation between the number of projects employees have handled and their performance evaluations.
• Visual 3: Average Monthly Hours by Performance – A bar chart comparing the average_montly_hours worked by employees across different performance evaluation scores.
• Visual 4: Department Performance Overview – A heatmap or bar chart that shows average performance evaluations by department.
• Visual 5: Time Spent in Company vs Performance – Line or scatter plot showing how performance varies with the number of years employees have been with the company (time_spend_company). Filters:
• Department: Filter to analyze performance for specific departments.
• Salary Level: Filter performance based on salary categories.

3. Employee Engagement Dashboard

Objective: Track key indicators of employee engagement such as work accidents, promotions, and satisfaction levels.

• Visual 1: Work Accident Analysis – Pie chart or bar chart showing the proportion of employees who experienced a work accident (Work_accident) vs. those who did not.
• Visual 2: Promotion Over Time – Line chart showing how many employees were promoted in the last 5 years (promotion_last_5years).
• Visual 3: Satisfaction vs. Work Accidents – A comparative bar chart showing satisfaction levels for employees who experienced work accidents vs. those who didn’t.
• Visual 4: Promotions by Department – Bar chart showing the percentage of promotions given in each department.
• Visual 5: Satisfaction by Length of Service – A heatmap showing satisfaction levels across different time spans in the company (time_spend_company). Filters:
• Department: Focus on specific departments to see engagement patterns.
• Promotion Status: Filter to analyze satisfaction of promoted vs. non-promoted employees.

4. Attrition and Risk Factors Dashboard

Objective: Identify factors contributing to employee attrition and high-risk groups for leaving.

• Visual 1: Attrition by Department – Bar chart or heatmap showing the percentage of employees who left each department.
• Visual 2: Attrition by Satisfaction Level – Line chart showing the relationship between satisfaction levels and employee attrition rates.
• Visual 3: Attrition by Time Spent in Company – Line chart showing attrition rates based on how long employees have been with the company.
• Visual 4: Risk Factors for Attrition – A multi-variable analysis (using a decision tree or grouped bar chart) to show how factors like low satisfaction, lack of promotion, and overwork (high average_montly_hours) increase the likelihood of attrition.
• Visual 5: Salary and Attrition – Bar chart comparing the attrition rates across different salary levels. Filters:
• Department: Focus on specific departments to see high attrition risks.
• Salary Levels: Filter by salary brackets to understand how pay impacts retention.

5. Work-Life Balance & Productivity Dashboard

Objective: Analyze how work hours and time spent in the company impact employee satisfaction, performance, and attrition.

• Visual 1: Average Monthly Hours by Department – A bar chart showing how many hours employees in each department work on average.
• Visual 2: Satisfaction vs. Monthly Hours – A scatter plot to show how satisfaction is impacted by the number of hours worked.
• Visual 3: Time Spent in Company vs Monthly Hours – Line chart showing how average work hours change with the number of years employees have been in the company.
• Visual 4: Performance vs Monthly Hours – Scatter plot showing if there is any correlation between average hours worked and last performance evaluations.
• Visual 5: Attrition Risk by Overwork – Bar chart showing how overworked employees (with higher average monthly hours) have a higher likelihood of leaving. Filters:
• Department: Analyze work-life balance and productivity trends within different departments.
• Salary Levels: Understand how salary affects work hours and satisfaction.

Additional Features:

• KPI Cards: Display key HR metrics like total employees, attrition rate, average satisfaction level, and average evaluation score.
• Drill-through Reports: Add drill-through features to allow deeper exploration of data, such as clicking on a department to see detailed employee records.
• Interactive Filters: Include slicers for department, salary level, time spent in company, and promotion status to allow dynamic filtering of the dashboard.

These dashboards can provide valuable insights into employee engagement, performance, and retention, enabling HR departments to make data-driven decisions for improving organizational health.