Background – Value Leakage in Human Capital:

Study from SHRM predict that every time a business replaces an employee, it

costs 6 to 9 months’ salary on average; at organization level, it means a 5,000

staffs company, on average every 1% reduction in attrition is $3m saved.

Understanding what factors contribute to employee attrition (Structured Data Analytics),

and monitoring employee sentiment; getting feedback to improve employee

engagement (Unstructured Data Analytics), is crucial to retaining staff and delivering

superior employee performance.

Objectives – Value~Insights from People Analytics & Voice of Employee:

(A)Using PowerBI to analyse and discover Factors that has Potential Influence

on Employee Attrition,

(B) SAS EM perform Sentiment Analysis understand Voice of Employee (VoE).

This Analytics Intervention Measures should eventually lead to minimizing Value

Leakages in Human Capital!

(A) Mgt need regular review of

Factors on Dashboard:

- Monthly Income, adjust for those

working less than 10 years (esp for

the first 5-years); against Industry

Median for each Role.

- Those genuinely working OT

putting effort but not recognized (in

terms of Promotion)

- Those with too frequent Travelling

- Distance-From-Home; offer

company transport esp for those

stay more than 9km from Office

- Offer sales training to staffs in

Sales Dept so they feel more

adequate and thus less stress.

Sentiment Analysis: Concept, Analysis and Applications https://towardsdatascience.com/sentiment-

analysis-concept-analysis-and-applications-6c94d6f58c17

Source of Datasets: (A) “employee_attrition.csv” (B) “employee_sentiment.csv”

re-adapted & modified from Delgro Co database; comprises of data on Employee

Attrition and No Attrition, and Survey Feedbacks from both groups.

Visual Inspection of Meta-Data and Sample of Dataset:

(A)The data on Employee Attrition comprises 1,470 observations of 35 features.

DECLARATION: I declare that I am the originator of this work and that all other original sources used in this work have been appropriately acknowledged. I understand that plagiarism is the act of taking and using the whole or any part of another person’s work and presenting it as my own without proper acknowledgement. I also understand that plagiarism is an academic offence and that disciplinary action will be taken for plagiarism.

Teo Hong Gee, 1980806B

SOMA PROJECT

BACKGROUND & OBJECTIVES

DATA EXPLORATION & PREPARATION

(B) The data on Employee Sentiment comprises 1,470 rows of 3 columns.

Load into SAS-EM, check data is read in correctly (review_by_staffs = text):

Explore Statistics: There

are 0 Missing Values/Null

out of 51,450 data points.

Ages of employees are

between 18yo to 60yo, avg

age of employees is approx

37yo, median is 36yo, most

of the employees are

young.

Term Plot with WordCloud showing the most frequently discussed terms such as; “work”, “great”, “good”, “political”, “stress” etc.

ANALYSIS & INTERPRETATION

(A) Factors with Potential Influence on Employee Attrition (by comparing

Attrition vs No Attrition across 7 selected Key Factors (Income, OT vs Last

Promotion, Department, DistfmHome, BizTravel Frequency, Job Satisfaction, Years at Company).

• Attrition Group has Lower Monthly Income than No-Attrition; $3.41k vs $5.48k

• For Attrition Group, those work OT had Promotion slower than those No OT; those working hard are

not recognized.

• Attrition is Highest in the Sales Dept and Lowest in the Research & Development Dept

• Attrition Group has Longer Distance between Home and Work Location than No Attrition.

• Attrition Group has Travelled more Frequently than No-Attrition Group; 29% vs 16%

• "Job Satisfaction" need not review, as no much different between the 2 Groups

• The Attrition occurred Highest during the first 10-years period of employment

(B) Sentiment Analysis understand Voice of Employee

(B) Mgt to identify all Negative

Reviews (ref “Work-Life Balance”)

need setup VoE Listening Mechanism,

staffs co-develop solution etc

SAS DIAGRAM WORKFLOW

FINDINGS AND RECOMMENDATION

REFERENCES & CONTACT DETAILS

General Employee Sentiment is “Positive”, but need further understand the topics in “negative”, “anger”, “disgust”, “sadness” i.e. doc #38 & #165.

Both doc show “Bad Work-Life Balance” for Sales Rep and Research Scientist. Also review Concept Link; the term “stress” show strong link to “sales”.

Our Analytics have allowed the Company to develop more targeted

Employee Engagement Activities, thus will be more effective in

minimizing related Value Leakages in Human Capital