Project Overview: This project analyzes the hiring and separation trends across different departments and tenure bands within an organization. It includes data visualization and reports such as:

HIRE REPORT: Gender-Based Separations Age band Hire Analysis Grade-Wise Separation Analysis Time Series Chart of Monthly Hirings Departmental Hire Breakdown

SAPERATION REPORT: Grade-Wise Separation Analysis Monthly Saperation Chart Gender based Saperation Tenure Band Separation Analysis Total Saperation Count

ATTRITION REPORT: Attrition Percentage by Grades Six-Month Attrition Forecast Departmental Attrition Chart Fiev Year Attrition Trend Analysis

Tenure Band Separations: These reports provide insights into workforce dynamics, attrition rates, and overall HR performance across different departments and employee grades.

Data Source The data for this project comes from CoachX.live, covering key metrics like:

Departmental hires and separations Tenure details (years, months, and days) Gender-based hiring and attrition trends The data was processed and visualized using business intelligence tools such as Power BI and Excel.

Technologies Used: Power BI for data visualization and reporting. SQL for data querying and manipulation. Excel for initial data processing and summary.

Key Insights: Hiring Insights: The procurement and project departments have the highest number of hires, while administration has the lowest. Separation Trends: Males make up a majority of separations, with 90.3%, while females represent 9.7%. Tenure Analysis: Employees with longer tenures (30+ years) tend to have stable retention rates, whereas newer employees show higher attrition. Contributing. Departments with high hiring rates but also high separation rates may indicate potential issues with employee satisfaction, onboarding, or job fit. Retention rates vary significantly between departments, with certain divisions maintaining a stable workforce, while others experience frequent staff changes. The analysis helps identify which departments require improved recruitment strategies or better retention efforts, such as enhancing employee engagement programs or addressing specific workplace challenges.

Conclusion: This analysis serves as a powerful tool for human resources and management teams to make data-driven decisions. By understanding patterns in hiring and separations, organizations can develop strategies to reduce turnover, improve retention, and ensure that each department is equipped with the right talent to meet its objectives. Ultimately, addressing the trends identified in this analysis will help the organization build a more stable, efficient, and engaged workforce.