Below is a detailed walkthrough of the process I employed to create the "Workforce Insight Overview" dashboard, which serves to monitor and analyze various HR metrics within the organization.

Step 1: Understanding the Requirements

The initial step in developing the dashboard was knowing what are some of the metrics and insights as per the HR department's needs. This provides a lot of momentum and impetus for the process itself but after some discussion with stakeholders, I identified the following key metrics:

• Attrition/Retention Rates of Employees

• Age, gender, and department-wise demographic distribution of employees

• How Level of Education Affect Job Stability

• Overall job satisfaction by role

Step 2: Data Collection and Processing

I collected data from multiple internal databases such as HR management systems or employee feedback platforms; This involved:

• Extracting Historic and Current Employee Data

• Cleaning and preprocessing the data to make sure it is clean, accurate, and high quality which will further be used for organizing missing values and outliers through Excel and Python scripts.

• Bringing data under one umbrella in a common warehouse so that they can be analyzed easily

Step 3: Tableau

Tableau was used to design the User Interface of this Dashboard in such a way that it makes for an interactive and user-friendly experience.

• Color and chart theme: I utilized the color scheme in alignment with branding guidelines, where pie charts, and bar graphs were used to present various data points accurately to make it easier for visualization.

• Layout Configuration: The dashboard was partitioned into different sections giving department-wise turnouts, age group distribution and job satisfaction ratings, etc. This resulted in a clean and organized UI.

• Interactivity: Filtering and drill-down features were implemented to allow users an opportunity to explore the data in-depth, such as comparing attrition rates by different demographics or within specific departments.

Step 4. In-Depth Analysis

The analysis was designed to extract actionable insights

• Used calculated attrition rates and compared them across demographic groups, and job roles.

• Analyzed job satisfaction scores in areas of low scoring, uncovering the underlying issues.

• Researched the correlation between educational background and job stability with statistical methods.

Step 5. Review & Iterations:

The initial work on this project was shared with the HR team to gather feedback. I went on to enhance the visualization and added more metrics as per on their feedback. Ultimately, this iterative process helped ensure the dashboard was locked with changes at every department level.

Step 6. Deployment and Training

At last, the dashboard was deployed on their internal portal where HR Managers or Senior executives can access it. I then conducted training sessions on using the dashboard and interpreted the findings that led to decision-making.