Indian Institute of Management, Amritsar, 2021-23

Visual Analytics

Assignment – 2: HR Dataset

Submitted under the guidance of:

Instructor: Prof. Siddharth Gaurav Majhi

Submitted by:
Kodali Aditya Muralidhar
MBA/07/182

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1.) Any organization is considered to be diverse if the employees are representative of the
various sections of society in terms of gender, race, region, etc.
b.) Do you think that this organization is diverse? Justify your answer.
Yes, the organization is diverse.
The ratio of Gender, Marital status, and age are perfectly balanced and contains a great
diversity.
The race factor is skewed towards whites and that too majority of the white people are from
MA region.

c.) Based on the given data, what are the best sources of recruitment to ensure a diverse
organization?

• The firm has employed a majority of women via career builder.

• Organization exclusively employed African Americans via Diversity Job Fair, and the
corporation largely hired white individuals from employee referrals.
• Once more using Google search, only women and people of the White race are
employed in large numbers.
• It is not advised to anticipate diversity using the website source of recruiting number
since it is relatively little.
• The greatest places to find candidates are on Indeed and LinkedIn, where there is a
decent balance between the sexes and between races and ages.

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2.) Construct a dashboard to analyse the pay equity in the organization.

Pay equity for department

• Compared to other departments, the manufacturing department's average pay is the

lowest at 59,954, while the executive office's average pay is the highest at 250,000

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 • The wage scale in other divisions ranges from 69,000 to 97,000. So we can say that, the
department does not get an equitable distribution of employee compensation.
Pay equity across gender

• Pay for men and women has been practically equal, as can be shown. On average,
females receive around 67,700, while males receive about 70,600.
Pay for Race

• The pay difference between people of different races is minimal but Hispanic is the
highest among all the races with 83,667 and the least is 60,000
• There is not a significant disparity in wage across races, particularly between white and
African American workers.

3. Construct a dashboard to analyse the employee performance

Is the employee performance dependent on which department they work in and whom
they report to?

• We can see from the dashboard that there is little correlation between an employee's
performance and the department they work in in terms of score differences.

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 • However, there are discrepancies in the scores within each department, with IT Support
receiving the highest score of 4.00 and IT Infra receiving the lowest score of 2.00.
• Additionally, there are differences in performance ratings depending on who the
employees report to. Amy Dumn gives her staff an average performance rating of 3,
while Brannon Miller only gives his staff an average rating of 4.
• Employees' place of employment doesn't significantly affect how well they perform.
Recruitment through employee referrals received the highest average rating of around
3.1, while the lowest was 2.7.

4.) Construct a dashboard to analyse the employee satisfaction and engagement in the
organization.
a) Is there any relationship between employee salary and employee engagement? What
about salary and satisfaction?
We can see from the scatter plot that there is no association between engagement and salary,
and we can also see that there is no correlation between salary and contentment. We may thus
argue that there is no relationship between compensation and satisfaction or involvement.

b) - Compare the characteristics of more-satisfied and less-satisfied employees.

The most satisfied employees are single white females born in between 1980 and 1990 working
in IT, Production or sales departments for about 6 to 8 years.

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The least satisfied employees are mostly married African male people who are born in between
1950s and 1970s working in executive office and have been working for more than 10 years.

5.) Since the dataset also contains data about terminated employees, create a dashboard
to bring out trends and insights about terminated employees.
a.) Average tenure of employees in the organization:

• Average tenure of current and past employees is 6.96

• Average tenure of only past employees is less comparatively (3.365)
b.) Distribution of current / past employees

• There are 207 active employees in all; 16 were let go for good reason, but the most
concerning development is the 88 voluntary departures.
• Employees who have been fired for a reason typically have done so in the first 4-5 years
of their employment. If an employee has worked for the company for more than six
years, they are never fired without cause.
• Employees who voluntarily leave their jobs experience the same thing; these
terminations typically occur in the first 4-5 years of employment. If an employee has
worked for the company for more than six years, they are never fired without cause.
The most intriguing finding is that there are more terminations after an individual has
worked for three years.
• The majority of the distribution of active employees is between 6 and 10 years.

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 • The aforementioned data shows that if an employee is successfully retained after three
years, they will remain with the business for the majority of that time.
Based on Absences & Special Project

• Employees who are fired for cause have a higher rate of absences than other employees.
• If an employee takes on a special project, they run a high risk of being fired for cause.