Scribd
Upload
54 views16 pages

Takenmind Global Data Analytics Internship: Proof of Concept Attrition Control Project

The document presents an attrition control project analyzing employee data to identify patterns and trends. Key insights include: 1) Employees who left generally had lower satisfaction (<45%) and lacked promotion in 5+ years. Existing employees with similar profiles are prone to leave. 2) Time spent (4+ years) and lack of promotion correlated with leaving. Employees spending 5+ years should be analyzed. 3) Salary was a factor for those with work accidents - those who left had lower pay. Maintaining salary structure could improve satisfaction. 4) As number of projects exceeded 4, satisfaction declined for those who left without recent promotion. This trend also applies to current employees. The recommendations are to identify and compensate

Uploaded by

Aditya Muttagi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
54 views16 pages

Takenmind Global Data Analytics Internship: Proof of Concept Attrition Control Project

The document presents an attrition control project analyzing employee data to identify patterns and trends. Key insights include: 1) Employees who left generally had lower satisfaction (<45%) and lacked promotion in 5+ years. Existing employees with similar profiles are prone to leave. 2) Time spent (4+ years) and lack of promotion correlated with leaving. Employees spending 5+ years should be analyzed. 3) Salary was a factor for those with work accidents - those who left had lower pay. Maintaining salary structure could improve satisfaction. 4) As number of projects exceeded 4, satisfaction declined for those who left without recent promotion. This trend also applies to current employees. The recommendations are to identify and compensate

Uploaded by

Aditya Muttagi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 16

TAKENMIND

GLOBAL DATA
ANALYTICS
INTERNSHIP

PROOF OF CONCEPT
ATTRITION CONTROL
PROJECT
TAKENMIND GLOBAL DATA ANALYTICS INTERNSHIP

NAME : Aditya Muttagi COUNTRY: India

EMAIL :
[email protected] PROJECT TITLE :
ATTRITION CONTROL
SOLUTION METHODOLOGY

OBJECTIVE: Presenting an analytical solution to help a company trying to control attrition by answering the following
questions;
1. What type of employees are leaving ?
2. Which employees are prone to leave next?
Using data analytics to generate meaningful insights and present these insights inform of visualizations from the available
data provided by the company. The following analytical techniques were implemented;

STEP 1: UNDERSTANDING THE VARIOUS FEATURES OF THE DATASET AND WHICH FEATURES ARE OF
IMPORTANCE TO THE OBJECTIVE OF OUR ANALYSIS
SOLUTION METHODOLOGY
STEP 2: UNIVARIATE ANALYSIS STEP 3: BI/MULTIVARIATE
ANALYSIS
An Analysis of
An Analysis of 2 or
individual
more information of
information of
Employees who left
Employees who left
the company
the company

An Analysis of An Analysis of 2 or
individual more information
information of of Existing
Existing Employees Employees

The visualized The visualized


output of both output of both
analysis are analysis are
compared to draw compared to draw
out trends and out trends and
insights insights
SOLUTION METHODOLOGY

The displayed and visualized


STEP 3: INSIGHTS, outputs of step 2 and step 3 provide
OBSERVATION AND hidden insights inform of which
RECOMMENDATIONS OF THE helps the company solve and
OBJECTIVE OF THE COMPANY. control the attrition challenge faced
by the company.
VISUALIZATION OF METHODOLOGY

STEP 2: UNIVARIATE ANALYSIS


 This stage entails analysing each important feature of the dataset

CHART 1
VISUALIZATION METHODOLOGY

CHART 2
VISUALIZATION METHODOLOGY
STEP 3: BI/MULTIVARIATE ANALYSIS
 This step involves analysing multiple features of information of the dataset, generating insights.

CHART 3
VISUALIZATION METHODOLOGY
CHART 4
VISUALIZATION METHODOLOGY
CHART 5
VISUALIZATION METHODOLOGY
CHART 5
STEP 3: INSIGHTS, OBSERVATIONS
AND RECOMMENDATIONS

After examining the data of Employees existing and those who left the company concurrently,
the following insights and observations were found.
1. From Chart 2, the average satisfaction level of employees who left was below average of
45% while existing employees was around 70%, further analysis were carried out and it
was discovered that about 65% of employees who left had a satisfaction level below 45%.
Diving deeper into why employees who left had a low satisfaction level, it was discovered
that 99.6% of them where not promoted within the last 5 years.
 Hence a major factor as to why employees are leaving is due to low satisfaction level and no
promotion within the last 5 years of working for the company.
 From the insight derived from satisfaction level of employees who left its imperative we
analyse the existing employees within the same range of satisfaction level below average of
45% and it was discovered that 44.2% of Existing Employees are within this range of which
97.7% of them haven’t been promoted within the last 5 years of working for the company.
 Hence Existing Employees having a satisfaction level below average of 45% and have not
been promoted within the last 5 years are prone to leave the company.
STEP 3: INSIGHTS, OBSERVATIONS
AND RECOMMENDATIONS

RECOMMENDATION: To control attrition, the company should identify and


compensate employees in diverse ways such as promotion or an increase in salary so as
to increase their satisfaction level and loyalty to the company.
2. From Chart 3, Employees who left that spent 4 years working in the company had
a low satisfaction level below 45% and were not promoted.
 Hence promotion status and time spent are major factors as to why employees are
leaving the company.
 From the insights gotten from the employees who left its imperative we analyse the
existing employees, it was discovered that irrespective of the time spent working in
the company they have a moderate satisfaction level and were promoted within the
last five years excluding employees that spent 5 years In the company.
 Hence Time spent and satisfaction level of existing employees that spent 5 years is a
determining factor and such existing employees within this category are prone to
leave due to their low satisfaction level
STEP 3: INSIGHTS, OBSERVATIONS
AND RECOMMENDATIONS

 RECOMMENDATION : To control attrition, the Promotion status of existing


employees should be looked at and necessary action should be taken to make sure
employees are promoted as this will improve their satisfaction level in the company.
3. From Chart 4, The salary framework of those that left the company that had work
accident was within low and medium range and their satisfaction level was
estimated to be 50%. Checking this insight derived with employees still existing
in the company, it was discovered that their salary range was well distributed
ranging from low, medium and high which improved their level of satisfaction.
 This enables us know the company’s salary structure was well maintained for those
that had work accidents.
 RECOMMENDATION: In controlling attrition, the company would need to
maintain this salary structure and improve on it, in order to improve employee
satisfaction because they will be well reimbursed monetarily.
STEP 3: INSIGHTS, OBSERVATIONS
AND RECOMMENDATIONS

 RECOMMENDATION : To control attrition, the Promotion status of existing employees should be


looked at and necessary action should be taken to make sure employees are promoted as this will
improve their satisfaction level in the company.
4. From Chart 5, The insight discovered was that as the number of projects embarked on of employees
who left exceeded 4, their satisfaction level began to decline and they were not promoted within the
last 5 years
 Hence an increase in the number of projects resulting in a decline in satisfaction level and promotion
status can be seen as a factor as to why employees are leaving the company.
 From the insights gotten from employees who left its imperative to analyse that of employees existing,
it was seen that the same trend with employees who left occurred.
 Hence an increase in the number of projects resulting in a decline in satisfaction level and promotion
status can be seen as a factor as to which employees are prone to leave the company.
 RECOMMENDATIONS: To prevent future attrition, the satisfaction level of employees should be
maintained high and the number of projects allocated to an employee should be considered and not be
enormous to ensure employees don’t lose enthusiasm working, which may in turn lead to them leaving
the company.
THANK YOU TAKENMIND FOR
THIS OPPOURTUNITY

You might also like