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Running Head: Employee Attrition Analysis Report 1

Employee Attrition Analysis Report 6

Employee Attrition Analysis Report

Every organization worldwide is being distinguished not by the machines or location but these organizations are distinguished by the talent it keeps. The human force working in the company makes a difference in any organization's success and failure. Managing talent and employee turnover is the real challenge. More talented employees have more chances to get a better offer from different organizations; hence, they leave the company searching for a better future. The company is working on an exit strategy. The potential acquirer is looking for the human resource data and is looking to analyze the data of all the company's human resources to decide on retaining the current employee force or hiring new employees for the company's operations. Analysis related to human resources will be discussed below in this report.

Current Employee Demography

Non-travel: There are different employees categorized below. One of the categories is non-travel. These employees do not travel at all. There are three sub-categories: employees who are divorced and employees who are married, and single employees. Divorced employees in non-travel categories are the ones who are satisfied and very satisfied with the organization. Both of these employees have associate degrees, and the employee who has not worked in any other company before is satisfied and earns a monthly salary of 4,000 dollars per month. The employee who worked for one company before working for this organization is very satisfied, which means the work environment is more satisfying than his previous employer, and earning a salary of 3,000 per month.

An employee who is married and in the non-travel category has worked for two companies before working for this organization, has an associate degree, and earns 9,884 dollars per month. This employee is not satisfied with the organization, which might be because the employee has a better environment for work in his prior organization. An employee whose marital status is single in the non-travel category and has an education of graduation degree is satisfied with the company's environment and has not worked in any of the organizations before, and is currently earning a salary of 4,568 dollars per month. 

Travel Frequently: There are employees in the company who travel frequently, and there are only two kinds of marital status exist in this category, the first one is married and the second one single. A married female in this category is satisfied with the organization's job, and work environment holds a graduate degree and has worked for one organization before. The employee earns a salary of 2909 dollars per month, and the other employee in this category is made and holds high school qualifications with earnings of 5130 dollars per month. He is somewhat satisfied with the organization. The last male employee in this category holds the degree of doctorate, which is one of the highest qualifications a person can have and has worked for one company before and is now earning a salary of 9069 dollars per month. However, the employee is not satisfied with the organization, which might be because of the low salary compared to his qualification.

The single employee in this category of travel frequently earns a good salary. While the first employee earns 5,473 dollars per month and holds a high school degree or equivalent diploma, this female employee is satisfied with her job and has worked for seven different organizations before working. The second male employee of the organization in this category is satisfied with the job with a salary of 18252 dollars per month; the employee holds an undergraduate degree and has worked for one company before working for this organization. Another employee in this organization is male and earns a salary of 6499 dollars per month, but the employee is somewhat satisfied and is an undergraduate. Three employees in this category are very satisfied, and the first one is earning a salary of 17469 dollars per month with an associate degree in her hands. The second employee in this category earns a salary of 2406 dollars per month and has a doctorate qualification. The last employee in this category is a male who earns 5772 dollars per month with a graduate degree and has worked for four companies before. 

Travel Rarely:  In this category of travel rarely, there are three sub-categories according to the marital status of the employees, the first one is divorced, the second is married, and the last is single. The satisfied employees in divorced employees earn a high salary and hold graduate and undergraduate diplomas degrees. The two female employees in this category earn high salaries compared to their male colleagues. In the divorced category, only one employee is somewhat satisfied and earns a salary of 8,319 dollars per month and holds an associate degree. Three employees are not satisfied in this category because they are highly qualified, but their salaries are not high compared to their degrees.

Married employees in this category also earn good salary packages, and most of the employees are satisfied with the organization. There are only two employees in this category who are not satisfied with the organization. Single employees in the category of those who travel rarely are the employees who have worked for more than ten organizations before working for this organization and earn a good salary. However, their satisfaction level is reasonably distributed, equally distributed among different categories. This category is expected to have a high turnover because of the history of employees changing organizations frequently. 

Below are two different charts to explain the organization's employees' analysis.

The first chart explains all the gender and qualification and their salaries with proper bars and explanations, and it is also easy to analyze employees' previous organizations. While figure 2-1 explains all the categories from a single click as all the employees have different satisfaction categories and this chart gives a clear view of the satisfaction level of different employees.

Figure 1-1 Analysis of gender, qualifications, and income.

Figure 2-1 Snap shot for the entire organization

Attrition Analysis:

Attrition analysis only focuses on employee turnover and the reasons behind an employee leaving the organization or staying with the organization. 

Answer 1: The employees who left the organization have not been promoted for some time, which is why they have left the company. The average is three years, and if the employees are not promoted for three years, they are most likely to leave the country. 

Answer 2: Employees below 30 years are most likely to leave the organization. They are still trying to move to a better-paying job, and age above 40 is the most likely age where employees are least likely to leave the organization. 

Answer 3: Employees tend to leave the company after working for at least five years as the experience is good enough to move to a better-paying job. 

Answer 4: If the company does frequent training for the employee, then it is least likely that the employee will leave the company as the training will improve the employee's skills, which will motivate the employee to work for the company in the future. 

Retention

The data shows that the employees who fall in the category of single marital status and travel rarely have high turnover because they have changed the companies quite frequently. These employees also have some low levels of satisfaction. The potential acquirer should focus on this category of employees to stop the high turnover. The acquirer can introduce benefit packages to motivate the employees not to leave the company and increase the retention rate for the company. The company should also focus on the work environment. 

Actionable Steps

Increase the salaries of the married employees, which will stop the employee from leaving the organization. Pay highly qualified employees good salaries so they cannot leave the company. Second, improve the work environment of the organization to increase the retention rate. Finally, arrange training workshops frequently to improve the skills of the employee. 

References

SNHU. (n. d.). Module three: Employee Attrition Data. Retrieved on April 6,2022, from https://learn.snhu.edu/d2l/le/content/1023035/viewContent/17961748/View