Employee Attrition Cause Analysis of -- 2
Budget: ₹1,250 – ₹2,500 INR
I’m looking for a data-savvy HR analyst who can dig into our recent turnover numbers and tell me exactly why people are leaving. I’ll share anonymized exit-survey responses, engagement scores, demographic cuts, tenure data, and a two-year snapshot of HRIS records.
Your mission is to surface the key drivers of attrition, quantify their impact, and translate the findings into clear, actionable insights I can present to leadership. While I’m interested in every factor you uncover, I’m especially keen on issues touching work-life balance, because that theme keeps reappearing in pulse surveys.
Once the root causes are clear, I want recommendations tied to employee engagement programs—think initiatives that strengthen connection, recognition, and voice—rather than blanket pay or benefits changes.
Deliverables
• A concise slide deck (PowerPoint or Google Slides) that walks through methodology, findings, and prioritized recommendations
• A short executive summary (≤2 pages) in Word or PDF
• An appendix with the cleaned data set, code or formulas used (Excel, Python, R, or Power BI), and any visualizations in editable form
Acceptance criteria
• Each key driver is supported by measurable evidence (p-values, correlation strength, or equivalent)
• Insights are segmented by tenure band and department
• At least three engagement-focused interventions are mapped to the identified pain points, emphasizing work-life balance
If you’ve tackled similar HR analytics projects and can start quickly, let’s talk.
Your mission is to surface the key drivers of attrition, quantify their impact, and translate the findings into clear, actionable insights I can present to leadership. While I’m interested in every factor you uncover, I’m especially keen on issues touching work-life balance, because that theme keeps reappearing in pulse surveys.
Once the root causes are clear, I want recommendations tied to employee engagement programs—think initiatives that strengthen connection, recognition, and voice—rather than blanket pay or benefits changes.
Deliverables
• A concise slide deck (PowerPoint or Google Slides) that walks through methodology, findings, and prioritized recommendations
• A short executive summary (≤2 pages) in Word or PDF
• An appendix with the cleaned data set, code or formulas used (Excel, Python, R, or Power BI), and any visualizations in editable form
Acceptance criteria
• Each key driver is supported by measurable evidence (p-values, correlation strength, or equivalent)
• Insights are segmented by tenure band and department
• At least three engagement-focused interventions are mapped to the identified pain points, emphasizing work-life balance
If you’ve tackled similar HR analytics projects and can start quickly, let’s talk.