stevenyouv / pewlett-hackard-analysis

Pewlett-Hackard-Analysis

Resources

• Python 3.7.6, JupyterLab 2.26
• PostgreSQL 12.2, Pgadmin 4.20

Overview of Analysis

The purpose of this project is to perform analysis on employee data for a computer company Pewlett Hackard which a very large workforce. The purpose of the analysis is to help future-proof the company by determining how many employees will retire, how many employees in by title will retire, and how many retiring employees would be eligible to participate in a mentorship program.

Objectives

• Design an ERD that applies to the data.
• Create and use a SQL database.
• Import and export large CSV datasets into pgAdmin.
• Practice using different joins to create new tables in pgAdmin.
• Write basic- to intermediate-level SQL statements.

Results

• Initially based on a query written and executed to create a Retirement Titles table for employees who are born between January 1, 1952 and December 31, 1955 and a count of Employee IDs returned a result of 133,776

  

• It was discovered that many of the employees were duplicated as they promoted through different roles within the company which skewed the results for the total amount of employees retiring. In order to get the true number of employees retiring, we needed to create a table that counted the employee in their most recent role. After creating a new table based on retiring employees by last title with the company returned a total of 90,398 employees.

  

• The number of retiring employees was broken down by current title. By looking at the table, its observable that a more than half of the employees retiring have the job title of Senior Engineer or Senior Staff which of course makes sense if the designation is based on tenure.

• To help future proof the company, a query was written and executed to create a table for employees that would be eligible for mentorship. The eligibility was based on all current employees that were born in 1965. Based on this eligibility the query returned a total of 1,549 employees that would be eligible for mentorship.

  

Summary

• To have a better understanding of how many and which roles will have the highest priority to fill over the next four years, a query can be written and executed to find out how many employees by title there are currently with the company. Below you'll see that although the majority of those who are retiring are Senior Staff and Senior Engineers, there would still be over 50,000 employees in each position. Most if not all of these positions can be backfilled by those with the title of Engineer, Assistant Engineers, and Staff. The assumption is that the positions that these employees would vacate would be easier to fill.

  

• In order to determine whether there are enough mentors, where mentors would be needed, and where to consider widening the criteria for mentorship, a query can be written and executed to determine how many mentors there are by title. Below you can see that a vast majority of the mentors are either Staff/Senior Staff or Engineer/Senior Engineers and that there isn't a mentor for managers. A different analysis will need to be done also to determine how long the mentorship would need to be for, how many employees can each mentor have, etc.