Employee Performance Analytics

Employee Performance Analytics – Data Visualization Report

This report provides an analysis of employee performance, role distribution, attrition risks, and other workforce-related insights based on the dataset employee_performance_analytics.xlsx.
The visualizations help HR teams, managers, and leadership understand trends and make data-driven decisions.

 

1. Average Performance by Department

 Chart Type: Bar Chart

 

Objective:

To compare the average employee performance scores across different departments.

Explanation:

  • X-Axis: Department names (e.g., Sales, HR, IT, Finance, Marketing, etc.)
     
  • Y-Axis: Average performance score (numeric scale).
     
  • Each bar represents the mean performance score of employees in a specific department.
     

Insights:

  • Departments with higher average performance scores indicate better team efficiency and output.
     
  • Departments with lower average performance scores may require additional training, mentoring, or process improvements.
     
  • Useful for resource allocation, promotions, and policy adjustments.
     

 

2. Employee Roles Distribution

Chart Type: Pie Chart

 

Objective:

To understand the distribution of employees across different job roles.

Explanation:

  • Each slice of the pie chart represents the percentage of employees belonging to a specific role.
     
  • Labels indicate the role names, and the percentage shows the proportion of employees in that role.
     

Insights:

  • Helps HR understand staffing distribution across job roles.
     
  • Identifies overstaffed or understaffed roles.
     
  • Useful for recruitment planning and workforce balancing.
     

 

3. Average Performance Score by Department & Role


Chart Type: Heatmap

 

Objective:

To analyze how average performance scores vary across departments and roles.

Explanation:

  • Rows (Y-Axis): Departments.
     
  • Columns (X-Axis): Roles.
     
  • Color Intensity: Represents the average performance score — darker shades indicate higher scores.
     
  • Annotated numbers show the exact average score for each combination.
     

Insights:

  • Helps identify high-performing roles within specific departments.
     
  • Reveals departments where certain roles are underperforming.
     
  • Useful for targeted training programs and performance improvement plans.
     

 

4. Distribution of Performance Scores


Chart Type: Histogram

 

Objective:

To visualize the distribution of employee performance scores across the organization.

Explanation:

  • X-Axis: Performance score range.
     
  • Y-Axis: Number of employees falling within each performance range.
     
  • The plot uses a kernel density estimation (KDE) line to visualize the overall shape of the distribution.
     

Insights:

  • If the histogram is normally distributed, performance levels are balanced.
     
  • A right-skewed distribution means most employees perform below average.
     
  • A left-skewed distribution suggests that most employees are high performers.
     
  • Helps HR decide on performance appraisal criteria.
     

 

5. Attrition Risk Rate by Department


Chart Type: Bar Chart

 

Objective:

To compare the average attrition risk across different departments.

Explanation:

  • X-Axis: Department names.
     
  • Y-Axis: Average attrition risk score (ranging from 0 to 1).
     
  • Each bar shows the likelihood of employees leaving within that department.
     

Insights:

  • Departments with high attrition risks may require immediate HR intervention.
     
  • Possible actions include:
     
    • Improving employee engagement
       
    • Offering better incentives
       
    • Revising workload distribution
       
  • Low attrition departments can be studied to replicate retention strategies.
     

 

Summary of Findings

Aspect

Best Performing

Needs Improvement

Actionable Insights

Performance

Departments with higher scores

Departments with low scores

Offer targeted training

Role Distribution

Balanced workforce

Overstaffed/Understaffed roles

Adjust hiring plans

Performance vs. Role

High-performing roles within key departments

Low-performing roles in some areas

Provide skill development

Score Distribution

Check if scores are balanced

Identify skewness

Update evaluation criteria

Attrition Risk

Departments with low attrition

High attrition departments

Focus on retention strategies

 

Conclusion

These visualizations provide actionable insights into employee performance, role allocation, and attrition risks.
HR teams can leverage these findings to:

  • Optimize resource planning
     
  • Improve performance management systems
     
  • Reduce employee attrition
     
  • Ensure a balanced workforce distribution

Google Colab Link: https://colab.research.google.com/drive/1ZKepjmcdKLwE3It02njRodJuMHaNgzPq#scrollTo=AjUynor_cQ7e