The main problem with this client is the attrition of the newel hired technical employees. The issue that gradually showed up is that after hiring two software developers, one left the company within a couple of days, whereas the other only stayed for a month then left. Few days later they managed to hire a Third developer but the same problem occurred that led to incurring the business a massive amount of money. Additionally, they faced lots of struggle in the selection stage that led to a big delay in developing and launching the applications.
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Solution
To figure out the problem that caused this irritation to my client, I had to analyze the recruitment process. I started with gathering the data, created dimension tables to complete the data modeling part that eases creating relations between the tables. Also did a big deal of data transformation to fit my desired outcome. Also created DAX functions to represent critical values. Eventually, after visualizing the situation on the dashboard, we came to the conclusion that the problem resides in two areas. The first area is that the lack of proper IT management that led to the 100% TurnOver for the three developers that joined. Whereas the second issue is that the strict attendance policy that existed in the company that led to rejecting almost 75% of the technically qualified candidates who preferred to work a 1 or 2 days from home every week or the people who prefer flexible working hours. As an HR analyst, it's important to keep the key factors that cause a problem to happen and try to work accordingly.
The dashboard depicts the two majors areas that need to be worked on in order to build a strong IT team:
1. Is to start by hiring a technical manager(s) who can fairly lead it and give recommendations in the hiring process.
2. Create different work conditions that attract the good talents to the company and work in their best interest
| اسم المستقل | Omar S. |
| عدد الإعجابات | 0 |
| عدد المشاهدات | 64 |
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