XYZ Company

Understanding
Business Problem
XYZ Company

Table of
Contents

1 Overview 5 Objective

2 Problem Indentitify 6 Finding Root Cause

3 State Darci 7 Hypotheses

4 Problem Satement 8 Metric Recommendation

 1 Overview

As a Data Analysts Team, we provide

insight to our company. In this case, we
have been doing HR Analytics where the
HR Management sent us an e-mail like
this.

XYZ Company
 2 Problem Indentitify

Insight From The E-mail

We as Data Analysts at XYZ Ltd need to analyze a problem and provide insight on how to
improve HR Strategy to have more productive employees. Management sends we email that
contains what they need. We have summarized it and made a few points. They are :
Understand what factors they should focus on, in order to reduce attrition.
Know what changes they should make to their workplace, in order to get
most of their employees to stay.
Know which of the variable is most important and needs to be addressed
right away.

The Detail of The Problem That Management Sent in E-mail Was:

Our Large Company with 4000 Employees
Our Attrition Rate Every Year is 15%
Vacant position need to be replaced with New Talent.
Need proposed solution to reduce Attrition Rate by Next Year.

XYZ Company
 3 State Darci

DARCI

Decision Maker Accountable Responsible

CHRO Head Of Data Data Analyst

Consulted Informed
Head of All Division HR Associate &
HR Management

XYZ Company
 4 Problem Satement

Refer to the e-mail sent by HR Management and the process of problem

identification we conclude the
problem statement using SMART below :

How to reduce employee attrition

rate from 15% to 5% by January
next year?

XYZ Company
 5 Objective

To answer the problem statement in the previous slide, we decide to set the
objective by this :

To find the solution to reduce

employee attrition rate from 15%
to 5% by January next year.

XYZ Company
 6 Finding Root Cause

XYZ Company
 7 Hypotheses

Possible Root Cause Hypotheses

Salary If we hike salary t, it will reduce our attrition rate rate by 10% by the end of the year

Work balance If we improve our work time, that fleksibel it will redue attraton rate by 5% by the end of the year

Influenced by co- If we build positive things in office. No, negatively affected by other employee , it will reduce our attrition rate rate by 8% by
workers the end of the year

time work is not

If we change system time work fleksibel,it will reduce our attrition rate rate by 5% by the end of the year
fleksibel

the job level is not

If we equalize job for employee, it will reduce the attrition rate by 9% by the end of the year
corresponding

less appreciated If we monthly appreciation, it will reduce our attrition rate rate by 10% by the end of the year
 Hypotheses - Prioritizations

Possible Root
Cause Hypotheses Prioritizations
High: because company experiencing
Salary If we hike salary t, it will reduce our attrition rate rate by 10% by the end of the year
a decline in revenue

If we improve our work time, that fleksibel it will redue attraton rate by 5% by the end of the
Work balance Low
year

Influenced by co- If we build positive things in office. No, negatively affected by other employee , it will
Mid
workers reduce our attrition rate rate by 8% by the end of the year

time work is not If we change system time work fleksibel,it will reduce our attrition rate rate by 5% by the Hing because a Company doing
fleksibel end of the year renovations

the job level is not

If we equalize job for employee, it will reduce the attrition rate by 9% by the end of the year High: because mostly new employees
corresponding

If we monthly appreciation, it will reduce our attrition rate rate by 10% by the end of the
less appreciated Mid
year
 8 Metric Recommendation

Hypotheses Metrics Metrics Reasoning

-We need to monitor average attrition rate to measure if there is improvement in our
attrition rate and if our goals are achieved / not
-employee statisfacation - Employee satisfaction determines how happy your team are with our Company. We can
Salary
-Absenteeismrate gain more context about EmployeeStatisfacation scores, by ncluding open-ended survey
questions that prompt employee
to give more details about their satisfaction.

-Average resolution time indicates the average time work in office , mustly 8 hour per day
Work balance -Average work time
because if over time employee will stress

-We need to monitor average attrition rate to measure if there is improvement in our
attrition rate and if our goals are achieved / not
Influenced by co- -employee statisfacation - Employee satisfaction determines how happy your team are with our Company. We can
workers -Absenteeismrate gain more context about EmployeeStatisfacation scores, by ncluding open-ended survey
questions that prompt employee
to give more details about their satisfaction.
 Metric Recommendation

Hypotheses Metrics Metrics Reasoning

-We need to monitor average attrition rate to measure if there is improvement in our
attrition rate and if our goals are achieved / not
time work is not -employee statisfacation - Employee satisfaction determines how happy your team are with our Company. We can
fleksibel -Absenteeismrate gain more context about EmployeeStatisfacation scores, by ncluding open-ended survey
questions that prompt employee
to give more details about their satisfaction.

the job level is not -We need monitor average job per employe so workload to easy, improvement in our
-Average work time
corresponding attrition rate and if our goals are achieved / not

We need to monitor average attrition rate to measure if there is improvement in our

attrition rate and if our goals are achieved / not
-employee statisfacation - Employee satisfaction determines how happy your team are with our Company. We can
less appreciated
-Absenteeismrate gain more context about EmployeeStatisfacation scores, by ncluding open-ended survey
questions that prompt employee
to give more details about their satisfaction.
Thank you!