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BUSINESS INTELLIGENCE ASSIGNMENT NO – ll

SUBMITTED TO:
DR HAMENT THAKUR

PREPARED BY:
LT COL ROHIT GURUNG – C 48
IKSHITA TEOTIA – C
ASHWARYA SATHE – C
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ASSIGNMENT NO – ll
BUSINESS INTELLIGENCE REPORT

INTRODUCTION

1. The said data base contains information of 153000 employees. The document contains
critical and confidential data like the Employee Code, Annual CTC, Department, PF
details and Allowances etc. We have used Business Intelligence processes,
architectures, and technologies to convert this raw data into meaningful information
that would be used in deriving profitable business actions. The aim is to use the BI
software and services to transform this incoherent data into actionable intelligence
and knowledge.
2. BI tools have been used to access and analyse the given data set and present analytical
findings in reports, summaries, dashboards, graphs, charts and maps to provide the
HR manager with detailed intelligence about the state of the employee/ business.
There are a range of dashboard tools we have used that provide quick, easy-to-digest
access to insights about our organization's current state, based on available data.

DASH BOARD CHARTS

CHART NO – 1
3. This chart gives us the data of number of employees assigned department wise. It also
gives the weightage of employees as per department heads. Eg.
Department number of employees % of employees
Sales 9491 6.22%

CHART NO – 2
This is the master key; it gives out the total number of employees that have been considered
to create the given data bank. In this case the total number is 153000.
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CHART NO -3
4. This chart displays and grants a quick access to the lower strata of the company
annual compensation pyramid. This hugely impacts the fixed and variable cost the
company bares annually, thus affecting the bottom line. The chart helps in bench
marking as it promptly displays the min salary given to an employee which is INR
175000/-

CHART NO – 4
5. This chart gives the ball park or the average annual CTC of an employee. The average
annual CTC is pegged around 1,34 M. The chart shows the bell curve rests around
this average with a slight skew.

CHART NO – 5
6. This chart gives you a quick access to the compensation given to the top management.
It gives you the median of the annual CTC which in this case is Rs 768250/-. It helps
in getting a fair idea and comparison of the annual compensation of an average
employee. It also clearly indicates the highest salary paid which in this case is 24.06
mil. This in turn sets the upper bound limit / range of the annual CTC provided by the
employer. A slider has been provided in this chart. The slider is employer code based.
The client can access any specific data using the said slider.

CHART NO – 6
7. This chart shows the Gross salaries of employees as per there designation. Multiple
stratas created in the compensation pyramid can be easily accessed here. Eg.
Managing Director gets paid a gross amount of 3.2 mil, while a Business unit head
gets a package of 2.3 mil, Officer engineers are being paid the least.

CHART NO – 7
8. This chart gives out the employers spending on employee benefits. It gives out the
total allotted annual allowances based on job levels/ sections of the hyrercial pyramid.
At a glance its evident that employees ay level 4 get max total allowances of around
9.4 mil. While the lowest contribution to allowances is for an employee in segment 1
which is 0.8 mil.
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CHART NO - 8

9. This chart gives out the annual CTC of employees based on their incumbent
department. It can be inferred that there is a difference in pay grade of employees on
the basis of the department/ specialization they are current perusing.

CONCLUSION

10. Human Resources departments globally have masses of data and could potentially be
the missing link to turn those swarms of data into valuable information that can be
used to inform decisions at all levels within a company. HR already manages large
quantities of employee data like employee profiles, appraisals, compensation, benefits
So why not translate this data to use for future candidate screening, cost containment
or improving productivity? Implementing BI at various levels of HR throughout the
organization would allow a company to utilize this data and truly analyse where the
human capital value of an organization lies.
11. BI and HR share one key aim, to best utilized and organize the resources available to
them. In HR this involves initially selecting the best personnel often out of a large
pool of candidates and then ensuring that they are focused, motivated and productive.
Parallels can be drawn with BI whereby it is key to identify the most relevant and
useful data and then transform it into something useful. Thus the next question is
where within HR and how to utilize BI?
12. Whilst it is true that BI is indispensable for HR departments, it’s often not employed.
Why? One of the key reasons is that Human Resources data is often some of the most
highly classified in terms of confidentiality, and is often difficult to get access to, even
at managerial level. Modern business intelligence solutions acknowledge and help
overcome this problem by means of flexible security levels. For example, Bime is
sophisticated enough to enable users to filter levels of access to analyses and
underlying data, and this is imperative for a HR department with sensitive employee
data. One of the most important features of modern BI is being able to tailor access to
sensitive data.