Introduction

This analysis explores the drivers of employee attrition using HR data including:

• Satisfaction levels
• Performance evaluations
• Number of projects
• Working hours
• Tenure
• Other workplace factors

Exploratory Data Analysis - Numerical Variables

Key observations:

• Satisfaction shows a trimodal distribution
• Last evaluation scores are slightly right-skewed
• Project count clusters around 3-4 projects
• Monthly hours show peaks at ~150 and ~250 hours

Exploratory Data Analysis - Categorical Variables

Key observations:

• Sales and technical departments have highest employee counts
• Most employees are in low salary bracket
• Low incidence of work accidents
• Very few promotions in last 5 years

Attrition Analysis - Satisfaction and Evaluation

Statistical tests:

• Satisfaction level t-test: p < 0.001
• Evaluation score t-test: p < 0.001

Employees who left show significantly lower satisfaction but mixed evaluation scores.

Attrition Analysis - Workload

Statistical tests:

• Number of projects t-test: p < 0.001
• Monthly hours t-test: p < 0.001

Employees who left had higher workloads in terms of both projects and hours.

Correlation Analysis

Key correlations:

• Strong negative correlation between satisfaction and attrition (-0.39)
• Positive correlation between hours worked and number of projects (0.42)
• Moderate correlation between evaluation scores and hours worked (0.34)

Department and Salary Analysis

Statistical tests:

• Department chi-square test: p < 0.001
• Salary level chi-square test: p < 0.001

Significant associations between attrition and both department and salary level.

Key Findings

1. Satisfaction Level

   • Strong predictor of attrition
   • Employees who left had significantly lower satisfaction

2. Workload

   • Higher number of projects associated with attrition
   • Longer working hours among those who left

3. Career Growth

   • Very low promotion rates overall
   • Salary level significantly associated with attrition

4. Departmental Differences

   • Significant variation in attrition across departments
   • Sales and technical departments show higher attrition

Recommendations

1. Workload Management

   • Monitor and balance project assignments
   • Address excessive working hours

2. Career Development

   • Increase promotion opportunities
   • Develop clear career progression paths

3. Department-Specific Initiatives

   • Focus retention efforts on high-risk departments
   • Address department-specific satisfaction drivers

4. Satisfaction Monitoring

   • Regular satisfaction surveys
   • Early intervention for declining satisfaction