RANIA FATMA BANTENGA

FINAL PROJECT PROPOSITION

DATA ANALYTICS COURSE
WALSH UNIVERSITY
PROFESSOR : DR GREENWEEL
RANIA FATMA BANTENGA

Table of Contents
Introduction ........................................................................................................ 3
1. Dataset Overview ......................................................................................... 3
2. Data Variables Explanation ........................................................................... 3
3. Derived Variables ......................................................................................... 4
a) Average Hourly Wage ........................................................................................... 4
b) Adjusted Performance Score ............................................................................... 4

4. Simulation Parameter ................................................................................... 4

5. Visualizations and Diagram Analysis ............................................................. 4
6. Dashboard Objectives .................................................................................. 5
7. Story Structure ............................................................................................. 5
Conclusion and Recommendations ..................................................................... 6
RANIA FATMA BANTENGA

Introduction
This project focuses on analyzing employee data from a multinational company operating in
various sectors, such as auditing, consulting, and taxation. The data includes key information
on annual salary, work experience, education level, job satisfaction, and employee
performance. The goal is to develop an interactive dashboard in Tableau Public to provide
strategic insights aimed at optimizing human resource management.

1. Dataset Overview
The dataset used for this analysis contains the following fields:

Em Depa Posi An Year Edu Perfo Loc Proj Ho Ge Bon Job

ploy rtme tion nu s of cati rman atio ects urs nd us Satis
ee nt al Expe on ce n Com Wo er Perc facti
ID Sal rienc Lev Ratin plete rke enta on
ary e el g d d ge
Per
We
ek
1 Audit Anal 95 5 Mast 4 Pari 10 40 Ma 10 7
yst er's s le
2 Cons Con 85 7 Bac 3 Lyo 7 45 Fe 8 6
ulting sulta helo n ma
nt r's le
… … … … … … … … … … … … …

Global dataset :
https://docs.google.com/spreadsheets/d/1gZVdbu4EseljbuzwDIZHwfML7bkMCHYS/edit?us
p=share_link&ouid=105825609888137545139&rtpof=true&sd=true

2. Data Variables Explanation

The dataset includes several key variables used throughout the analysis:

• Employee ID: A unique identifier for each employee.

• Department: The department where the employee works (e.g., Audit, Consulting,
Tax).
• Position: The employee's role within the department (e.g., Analyst, Consultant,
Manager).
• Annual Salary: The yearly compensation received by the employee.
• Years of Experience: The total number of years the employee has worked
professionally.
• Education Level: The highest level of education achieved by the employee (e.g.,
Bachelor's, Master's, PhD).
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• Performance Rating: A numerical assessment of the employee's performance.

• Location: The city where the employee is based.
• Projects Completed: The number of projects completed by the employee.
• Hours Worked Per Week: The average number of hours worked by the employee
each week.
• Gender: The employee's gender.
• Bonus Percentage: The percentage of the bonus applied to the employee's salary.
• Job Satisfaction: A numerical measure of the employee's satisfaction with their job.

3. Derived Variables
a) Average Hourly Wage

Formula:

Average Hourly Wage=Annual SalaryHours Worked Per Week×52Average Hourly Wage=H

ours Worked Per Week×52Annual Salary

Explanation: This metric calculates the average wage earned per hour worked, which helps
understand the relative compensation across different roles and departments.

b) Adjusted Performance Score

Adjusted Performance Score=(Performance Rating×0.6)+(Job Satisfaction×0.4)Adjusted Perf
ormance Score=(Performance Rating×0.6)+(Job Satisfaction×0.4)

Explanation: This measure combines performance and satisfaction to provide an overall

view of employee efficiency. The weighting of 0.6 for performance and 0.4 for satisfaction
highlights the importance of performance while recognizing the impact of job satisfaction.

4. Simulation Parameter

Bonus Adjustment parameter:

Description: An interactive parameter that allows users to adjust the bonus percentage
applied to employee salaries to observe its impact on total compensation and satisfaction.

Implementation:

• Parameter Creation: Create a parameter named "Adjusted Bonus Rate" with a range
of 0% to 20%.
• Usage in Visualizations: Show how bonus variations affect total compensation by
department and job satisfaction.

5. Visualizations and Diagram Analysis

In this project, several types of visualizations are used to analyze and present employee data
effectively and informatively. Each visualization was chosen for its ability to highlight
specific aspects of the data.
RANIA FATMA BANTENGA

Bar Chart - Average Hourly Wage by Department: This bar chart compares the average
hourly wage across different departments (Audit, Consulting, Tax). The bars are colored by
position to differentiate roles within each department. It allows identification of wage
differences at the departmental level and by position, reflecting variations in responsibilities
and required skills.

Geographic Map - Average Hourly Wage by Location: A geographic map showing

average hourly wages by city in France (Paris, Lyon, Marseille, Toulouse, Nice). Each point
on the map represents a city, and the size or color of the point indicates the average hourly
wage level. This visualization allows visualization of geographic variations in hourly wages,
offering an analysis of regional disparities and local labor market conditions.

Scatter Plot - Performance as a Function of Years of Experience: A scatter plot

illustrating the relationship between the adjusted performance score and years of experience.
The points are colored according to the education level, allowing observation of how
education influences performance relative to experience. This visualization helps analyze the
correlation between experience, education level, and performance, helping to identify career
trajectories and training needs.

Pie Chart - Performance Score by City: A pie chart representing the distribution of the
adjusted performance score by city. Each segment of the chart indicates the share of the total
score attributed to each city, allowing performance comparison between different cities and
offering an overview of performance distribution across different locations.

Line Graph - Relationship between Job Satisfaction and Bonus: A line graph showing the
relationship between job satisfaction and salary with bonus, based on the adjusted bonus rate.
It uses a dual axis to show the effect of bonuses on satisfaction and salary simultaneously.
This visualization evaluates the impact of bonus policies on satisfaction and compensation,
highlighting factors that influence employee motivation.

6. Dashboard Objectives

The dashboard aims to explore and visualize the following aspects:

• Trends Over Time: Analyze trends in salaries and job satisfaction.

• Department Focus: Examine performance and satisfaction at the departmental level.
• Education vs. Performance Contrast: Compare the impact of education on
performance and salaries.
• Bonus Influence Intersections: Analyze the effect of bonuses on satisfaction and
total compensation.
• Key Factor Identification: Decompose the factors influencing satisfaction and
performance.

7. Story Structure

The dashboard story is organized into several sections, each designed to guide the user
through a logical exploration of the data and insights:
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• Trends Over Time (Change Over Time): This section explores how salaries and job
satisfaction have evolved based on years of experience. By visualizing changes over
time, we can identify trends and patterns that may indicate shifts in the company's
compensation strategies or workforce dynamics.
• Department Focus (Drill Down): Here, we analyze differences in performance and
satisfaction across departments. This deep dive allows us to uncover any disparities
between departments, providing insights into which departments may require further
attention or investment to boost employee morale and productivity.
• Education vs. Performance Contrast (Contrast): This part of the story highlights
the impact of education on employee performance and salaries. By comparing
different education levels, we can assess whether higher education correlates with
better performance and whether it justifies potential salary increases.
• Bonus Influence Intersections (Intersections): Through simulation, this section
examines how bonuses impact satisfaction and total compensation. Users can
interactively adjust the bonus rates to see how these changes might influence
employee satisfaction, helping to evaluate the effectiveness of current bonus policies.
• Key Factor Identification (Factors): We break down the main factors influencing
employee satisfaction and performance. This analysis identifies which aspects are
most crucial for employee well-being and productivity, guiding management on
where to focus improvement efforts.
• Conclusion and Recommendations: Based on the insights gathered from the
analysis, we propose tailored recommendations to enhance human resource
management practices. These include optimizing bonus structures, implementing
targeted professional development programs, and crafting localized compensation
strategies to better attract and retain talent.

Conclusion and Recommendations

Based on the results of our analysis, we will propose strategic recommendations to enhance
human resource management practices. These recommendations aim to address any identified
gaps or opportunities for improvement in the company's compensation strategies and
employee engagement initiatives. By optimizing bonus policies, developing tailored training
programs, and implementing localized compensation strategies, we aim to increase employee
satisfaction and productivity, thereby supporting the company's long-term success.