HR Analytics Case Study

I recently completed an in-depth HR analytics project for a manufacturing company with a workforce of 1,000 employees.
The focus was on analyzing employee retention and understanding the key factors behind resignations to help shape better workforce strategies.

Here are some of the most significant insights I uncovered:
-A total of 85 employees resigned during the period analyzed.
-The majority of those who left were from the Engineering department, highlighting an area that may need targeted retention efforts.
-Most resignations came from the Research and Development (R&D) business unit, suggesting specific challenges or dynamics within this critical area.
-Employees with the job title Director represented a significant portion of those who resigned, indicating possible leadership-level turnover concerns.
-Geographically, most resigning employees were based in the United States, with Miami standing out as the city with the highest resignations.
-Interestingly, those who resigned had received 0% bonuses, which could be a factor impacting employee satisfaction and loyalty.
-A higher proportion of the resigned employees were female, raising important considerations about workplace equity and support.
-When looking at job tenure, the Test Engineer role had the shortest average tenure at only 4 months, which may point to onboarding or role-fit issues.
-Conversely, the Solutions Architect role had the longest average tenure, with employees staying an impressive 22 years, demonstrating strong retention in this role.

These insights provide a rich foundation for the company to explore tailored retention strategies, improve employee engagement, and ultimately reduce turnover costs. It’s rewarding to see how data analytics can transform HR decision-making and drive meaningful change.