HR Analysis Dashboard
A comprehensive, interactive HR dashboard that turns raw human resources data into actionable insights — helping HR professionals and stakeholders make informed decisions about employee management, attrition, and compensation.
The Problem & Key Questions
Organizations often struggle to turn HR data into strategic decisions. This dashboard was built to give clear, actionable answers to questions such as:
- What is the current state of the workforce — total, current, attrition rate, and vacation employees?
- How is the workforce distributed across gender, branch, and nationality?
- What are the key drivers behind employee attrition?
- How are HR costs allocated across branches, and where can efficiencies be found?
- How do compensation and allowances vary across branches and employee groups?
The Dashboard
- Overview page: total employees, current employees, attrition rate, and vacation employees, broken down by gender, branch, and nationality.
- Compensation Analysis page: total cost, highest salary, average basic and total salary package, and allowances by branch and type.
Interactive charts and slicers allow dynamic filtering, with tooltips providing deeper detail on hover.
How I Built It
Power BI was used end-to-end for data integration, transformation, modeling, and visualization.
Key Insights
- Workforce demographics: Civil Projects has the highest headcount, and the workforce is male-dominant overall, with Civil and Marine Projects showing the strongest female representation.
- Attrition hotspots: Nitaqat and Alumco show higher attrition relative to their size, pointing to a need for targeted retention strategies.
- A young workforce: over 60% of employees have 0–10 years of experience, underscoring the value of mentorship and career-progression programs.
- Cost concentration: Civil and Marine Projects carry the highest HR costs and are worth a closer efficiency review.
- Compensation equity: salary packages and allowances vary meaningfully across branches, which matters for both internal fairness and external competitiveness.
Recommendations
Targeted retention programs
Build retention initiatives for the branches and groups with the highest attrition to reduce turnover and improve stability.
Strategic workforce development
Invest in training for employees with 0–10 years of experience to nurture talent and improve engagement.
Cost optimization review
Run a detailed review of HR costs in the highest-expenditure branches to optimize budget allocation.
Compensation equity analysis
Analyze pay and allowance distribution across all branches to ensure fairness and stay competitive for top talent.