Final Project – Solution

Contents
1. Preparing the data for Tableau 3
1.1. Connecting the data 3
1.2. Data clean up 4
2. Visualizing HR Data at Acme 5
2.1. Group size and demographics 5
2.1.1. How many employees are currently employed by each department? 5
2.1.2. What are the demographics of the current employees by age? 6
2.1.3. What are the demographics of the current employees by Gender? 7
2.1.4. What are the demographics of the current employees by Marital Status? 7
2.2. Salary Structure 8
2.2.1. What was the current total salary expense for each department? 8
2.2.2. What is the salary structure by Age? 9
2.2.3. What is the salary structure by Gender? 9
2.2.4. What is the salary structure by Marital Status? 10
2.2.5. Another way to make all these charts 11
2.3. Performance Results 14
2.3.1. What was the distribution of employees in terms of their performance? 14
2.3.2. Performance by Department 15
2.3.3. Performance by Manager Name 16
2.3.4. Performance by Age 16
2.3.5. Performance by Gender 17
2.3.6. Performance by Marital Status 17
2.3.7. Performance by Position 17
2.4. Employee Satisfaction 18
2.4.1. How satisfied are the employees? 18
2.4.2. Employee Satisfaction by Department 18
 2.4.3. Employee Satisfaction by Manager Name 19
2.4.4. Employee Satisfaction by Age 20
2.4.5. Employee Satisfaction by Gender 20
2.4.6. Employee Satisfaction by Marital Status 21
2.5. Attrition 22
2.5.1. How many employees have left the organization in total? 22
2.5.2. What were the main reasons for the employees to leave the company? 22
2.5.3. Voluntary Vs non-voluntary 23
2.5.4. Attrition by Department 24
2.5.5. Attrition by Manager Name 26
2.5.6. Attrition by Age 26
2.5.7. Attrition by Gender 27
2.5.8. Attrition by Marital Status 28
1. Preparing the data for Tableau
Before conducting any analysis in tableau, we need to first connect the data and see if there are any
issues in the data set and then clean it up.

1.1. Connecting the data

The data connection steps are given below

1. Connect tableau by selecting Connect 🡪 To a file 🡪 Microsoft Excel 🡪 Select file and open
2. In this case, since all sheets have equal number of rows and the employee ID is available in all
sheets, we can do any type of join or data blending or combine using relationships
3. We will combine using relationships
4. Since HRIS-1 is the sheet that contains most information, we will bring it first to the tables
section. Tableau will automatically use Employee ID to connect the tables. Close the window
and move forward to connect the sheet FIS

5. Final data model should look like this

1.2. Data clean up
In this case, the data is quite clean. We will do a couple of steps to make the data more usable for future
analysis. This involves creating grouping the data and creating hierarchies.

1. Termination reasons are quite detailed. So, we will group them into some high-level groups.
Note that this grouping is subjective and everyone would come up with a different grouping
depending on how they would analyze
a. Career issues: Career change, found a better job, went for higher paying job
b. Personal issues: Did not return from maternity, health, higher education, relocated,
sabbatical
c. Personnel issues: Absconded, attendance, legal issues, misconduct, performance issues,
Unhappy
2. Positions are also quite many in the dataset. It would be worthwhile to bring in the hierarchy
here so that it makes more sense in the analysis. For instance, we can group the positions into
senior management, middle management and employees
a. Senior management: CEO / CIO/ Directors
b. Middle management: Anyone with having ‘Manager’ in their job title
c. Employees: everyone else
3. Employment status: we will combine ‘terminated for cause’ and ‘voluntarily terminated’ as one
group called ‘terminated’.
4. We will rename the original ‘Employment status’ field as ‘Termination type’. This will allow use
to nest the two fields employment status and termination type together if we want.
2. Visualizing HR Data at Acme
We will prepare the charts and dashboards in the order of expectations laid out. Note that there is no
one way in terms of what charts need to be used. Wherever bar chart is used, you can use a pie chart or
tree map depending on how much information you would like to share. So, feel free to use the chart
type as you see fit.

2.1. Group size and demographics

2.1.1. How many employees are currently employed by each department?
● Move Dept to rows and HRIS-1 (count) to columns
● Move Employment Status to filter and filter ‘Active employees’
● Show text labels
● Sort the bar chart in the descending order

Alternatively, selecting a tree map from the show me would result in something like this.
Insight:

The largest department is Operations with 116 employees, followed by IT, Sales, Admin, Software
engineering and Executive office with 40, 26, 7, 7, and 1 employees respectively.

2.1.2. What are the demographics of the current employees by age?

● Create a calculated field called ‘Review Date’ with text ’31-Dec-2020’
● Create a calculated field to compute age (‘Age’) with the following calculation:
ROUND(([Review date]-[DOB])/365,0)
This computes the days between date of birth and the review date, converts it into years and
then rounds off to the nearest year.
● Create bins for the field ‘Age’ with a bin size of 10 years
● Bring ‘Age (bin)’ to columns and HRIS-1 (Count) to rows
● Filter for active employees
Insight:

The age group with most number of employees is 30 – 40 years with 96 employees followed by 40 – 50
years, 50 – 60 years, 20 – 30 years and then finally > 60 years with 59, 30, 7 and 5 employees
respectively.

2.1.3. What are the demographics of the current employees by Gender?

● Bring Gender to rows and HRIS(Count) to columns
● Filter for active employees
● Enable text labels

Insight:

The company has more females than male employees – 113 and 84 respectively

2.1.4. What are the demographics of the current employees by Marital Status?
● Bring Marital status to rows and HRIS(Count) to columns
● Filter for active employees
 ● Enable text labels

Insight:

Most of the employees are single – 97, followed by married, divorced, and widowed – 72, 24, and 4
respectively.

2.2. Salary Structure

2.2.1. What was the current total salary expense for each department?
● Bring Dept to rows and Salary to columns
● Duplicate the Salary field in the columns and convert the aggregation to ‘Avg’
● Filter for active employees and enable text labels
Insight:

Among all departments excluding executive office, given it is the CEO, the department with average
highest salary is IT and the department with the lowest average salary is Operations. However, in terms
of the total salary expenses, Operations is on the top mainly because of the number of the employees in
the department.

2.2.2. What is the salary structure by Age?

● Bring the Age (bin) to the columns and salary to the rows
● Duplicate salary in the rows and convert aggregation to Avg
● Filter for active employees and enable text labels

Insight:

In terms of average salary, across all bins the salary levels were similar except the 20 – 30 year bucket
and 60+. This is mostly because there are only few employees in the bucket. However, in terms of total
expense, the highest expense is in the 30 – 40 year category mainly because of the number of
employees in the group.

2.2.3. What is the salary structure by Gender?

● Bring Gender to the rows and Salary to the columns
● Duplicate Salary in the columns and convert the aggregation to show Avg
● Filter for active employees and show the text labels
Insight:

More salary expense goes to the female gender mostly due to the number of female staffs. In terms of
the average salary, the difference in the salary made by female staff in comparison with that of the male
staff is about < $2000.

2.2.4. What is the salary structure by Marital Status?

● Bring Marital Status to the rows and Salary to the columns
● Duplicate Salary in the rows and convert the aggregation to show Avg
● Filter for active employees and show the text labels
Insights:

It seems like the average salaries made by single and married employees were similar however the
divorced employees made ~$8000 lesser. This could possibly because this category has only few
employees however given that there are 24 employees in this group, we cannot disregard the difference
in average salary.

2.2.5. Another way to make all these charts

● Another way to construct these charts efficiently is to use parameters to select the dimensions
in the charts
● The first step is to create a parameter
● In the edit parameter window, we will name this parameter as ‘DimSelectParam’ and set the
field type as string and enter the names of the dimension fields that we want to include: Marital
Status, Gender, Dept, Position
● The next step is to create a calculated field as below to show the relevant dimension in the chart
depending on the parameter selection. We can name this field as ‘DimSelectControl’
● Then we include the new calculated field ‘DimSelectControl’ in the rows and bring salary to the
columns.
● Duplicate Salary in the columns to show the average
● Right click on the parameter to show it in the chart. Filter for active employees and show text
labels.
● If we select ‘Marital Status’ from the parameter selection, we should see a chart like this. We
can select any dimension from the drop-down list and show the relevant chart instead of
creating them every time.

● Selecting ‘Gender’ from the parameter drop down would show the following chart
2.3. Performance Results
Instead of creating a new chart every time, we will use the parameters to select the dimension to show
in the chart

2.3.1. What was the distribution of employees in terms of their performance?

● In order to create a distribution of employees by performance, bring ‘Perf. Scores’ to columns
and HRIS (Count) to the rows
● Filter for active employees and show the text labels
Insights:

We see that most (155) employees met the expectations, while 27 employees exceeded the
expectations and 15 employees did not meet the standards and had to improve their performance

2.3.2. Performance by Department

We will create a table using parameters to show the performance by different dimensions

● Bring ‘Perf Score’ to the columns and DimSelectControl to rows

● Include the HRIS(count) in the text
● Select Dept from the parameter control
● Filter for active employees

● Duplicate this and include table calculation in the text to show the % total across rows

● Bring these two charts to a new dashboard to analyze together

Insights:

Since Software Engineering, Admin, and Executive office had only few employees, we may not be able to
analyze the values properly. Among the large departments, Operations, IT and Sales, all 3 had > 75%
meeting expectations, while sales had the highest number of staffs needing performance improvement.
2.3.3. Performance by Manager Name
● Update the parameter and calculated field for parameter control to include the ‘Manager name’
● From the parameter control, select ‘Manager Name’

Insight:

There are few managers who had high % of staff meeting or exceeding expectations e.g., Karen Linberg,
David Clarke, Erik Baker, Peter van Leeuwen, Alex Mayor, Chris Clayton. However, there are few
managers on the opposite side e.g., Brendan Pitt, Michael Miller

2.3.4. Performance by Age

● In order to create a distribution of employees by performance and age, bring ‘Age (bins) to
columns and HRIS (Count) to the rows, bring ‘Perf Scores’ to the color. We could also use the
cross table created earlier.
● Include table calculation Change the HRIS (count) to show % total
● Filter for active employees and show the text labels

Insight:
Among the most common age groups 30 – 40 and 40 – 50 years the distributions are similar

2.3.5. Performance by Gender

● From the dashboard created earlier, select ‘Gender’ from the parameter control

Insight:

We see that a high % of female staffs met expectation compared to male staff (80.53% Vs 76.19%) and
in only fewer female staffs needed performance improvement in comparison to male (5.31% Vs 10.71%)

2.3.6. Performance by Marital Status

● From the dashboard created earlier, select ‘Marital Status from the parameter control

Insight:

Since there are only few people in the categories divorced and widowed, we can only consider single
and married to analyze. In term of exceeding performance, we see that single staffs exceeded
performance compared to married (14.4% Vs 9.7%)

2.3.7. Performance by Position

● From the dashboard created earlier, select ‘Position’ from the parameter control

Insight:

Performance distribution among the large teams look similar and we cannot analyze small teams.
2.4. Employee Satisfaction
2.4.1. How satisfied are the employees?
● Create a chart similar to the ones earlier to show ‘Emp sat dim’ vs count of rows. Note that we
convert the emp. Sat into dimension and used in this chart
● Filter for active employees and show text labels

Insights:

We see that a large number of employees 94 are highly satisfied (5) and 56 employees are satisfied.
Only 3 employees were dissatisfied

2.4.2. Employee Satisfaction by Department

● Similar to the previous chart, we create a chart showing average employee satisfaction Vs
parameter control
● Select ‘Dept’ from the parameter drop down
● Filter for active employees and show text labels
Insights:

IT department had highest average employee satisfaction among the large departments followed by
operations

2.4.3. Employee Satisfaction by Manager Name

● Select ‘Manager name’ from the parameter drop down

Insights:

Amanda Gregory had employees with the highest average satisfaction

2.4.4. Employee Satisfaction by Age
● Construct Age (bin) Vs average employee satisfaction
● Filter for active employees and show labels

Insights:

Seems like the average satisfaction is similar across the large buckets

2.4.5. Employee Satisfaction by Gender

● Select ‘Dept’ from the parameter drop down
Insights:

Again, no difference between male and female staffs in terms of average employee satisfaction

2.4.6. Employee Satisfaction by Marital Status

● Select ‘Marital Status’ from the parameter drop down

Insights:

Excluding small groups, widowed and divorced, Married staffs were less satisfied with the company
compared to the single staffs (4.08 Vs 4.35)
2.5. Attrition
2.5.1. How many employees have left the organization in total?
● Bring Employment status to rows and row count to columns
● Color the marks with employment status and show text labels

Insights:

197 staffs are currently employed and 101 staffs have been terminated

2.5.2. What were the main reasons for the employees to leave the company?
● Bring high-level and low-level termination reasons to the rows and row count to the columns
● Filter the chart for terminated employees and enable text labels
Insights:

Career related reasons top the list followed by personnel issues. Among career reasons highest reason
was that the employees found a better a job else where

2.5.3. Voluntary Vs non-voluntary

● Bring termination type to the color in the same chart

Insight:
For obvious reasons, terminated for a cause (non-voluntary) are seen only in personnel issues.
Attendance seems to be the top reason among the non-voluntary terminations

2.5.4. Attrition by Department

In order to show attrition (% of staffs terminated / total staffs) we will create a calculated field showing
1 if an employee has been terminated.

And then create another calculated field to calculate attrition

● Create a chart showing attrition on the columns and the parameter control on the rows
● Filter the chart non-zero attrition
 ● Select ‘Dept’ from the parameter drop down

Insights:
Operations had the highest attrition (40%) followed by software engineering (36%). Even though IT is
the second large department, it had only 20% attrition

2.5.5. Attrition by Manager Name

● Select ‘Manager name’ from the parameter drop down

Insight:

Will Bailey’s team had the highest attrition >60%

2.5.6. Attrition by Age

● Bring ‘Age (bins)’ to the columns and the count of rows to the rows
 Insights:

There is a slight difference between the 30 – 40 Vs 40 – 50 years categories. High attrition in 60+ is
due to retirement.

2.5.7. Attrition by Gender

● Select ‘Gender’ from the parameter drop down
Insight:

We do not see noticeable difference in attrition between male and female staffs

2.5.8. Attrition by Marital Status

● Select ‘Marital’ from the parameter drop down

Insights:

Among the large groups Married and Single, we see high attrition among married staffs compared to the
single staff (39% Vs 26%)