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Pewlett-Hackard-Analysis

A Retirement Analysis

Project Overview

Purpose & Background

The purpose of this analysis is to prepare Pewlett-Hackard, a large company, for the upcoming “Silver Tsunami”. A large number of employees are expected to begin retiring at a fast rate. Pewlett-Hackard wants to be prepared with retirement packages, open positions, and training opportunities for replacement employees.
The types of information the HR Department and Management needs is:

  1. Identify the retiring employees by their title.
  2. Determine the sum of retiring employees grouped by title.
  3. Identify the employees eligible for participation in the mentorship program.
  4. Determine the number of roles-to-fill grouped by title and department.
  5. Determine the number of qualified, retirement-ready employees to mentor. the next generation grouped by title and department.

Background:

In this project, we use QuickDBD and Schemas to design databases and writing intermediate-level SQL queries to answer important business questions for the company’s HR department. We also utilized PostreSQL a data base system to load, build, and host company data and pgAdmin and the result is a well-designed database with reporting capabilities.

Data Files –

  • 6 csv files containing employee details and job position information

ERD and Schema

  • The entity-relationship diagram (ERD) is a tool we use to design the database table relationships.
  • The drawing is called a schema and it is a blueprint for the conceptual design of the database.

RESULTS:

  1. The list of retiring employees
    • The list of retiring employees including employee number, first name, last name, title for employees born in 1952.
    • The query returns 133,776 rows of data.
    • The table displays a list of employees who are going to retire in the next few years.
    • The list is a start, but we have a few employees who changed positions over the years and their records are showing up twice.
    • These records will become our retirement_titles table and csv.

Table with “ready to retire” employees data with duplicates

  1. The list of retiring employees without duplicates
    • The table includes employee number, first name, last name, title, from-date and to-date.
    • The query returns the correct number of records. The number is 90,398.
    • This data is more useful because this lists the latest titles that the potential retiree held.
    • From this new narrowed down list and revised information we can further analyze and plan.

Table with “ready to retire” employees data withOUT duplicates

  1. Another way to look at the information to better understand the impacts the retiring employees may have on the organization is the number of retirees grouped by title. This table is very insightful.
    • This table includes employees’ titles and their sum.
    • From this table we can quickly see how many employees with current title we might expect to retire in the next few years.

Table with counts of retirees grouped by title - 90,398 positions TOTAL

  1. Next, we need to plan. We need to know who might be eligible for a mentorship program.
    • Using a query, we gather 1549 records of employees who are eligible for a mentorship program based on their birthdates in the year 1965.
    • This table displays the list of employees who are eligble for a mentorship program to better plan for the Silver Tsunami and lessen the negative impacts to the organization. Opportunities can be made with some planning.

Table with employees listed who could be part of the mentorship program

SUMMARY

Overall, the analysis required was multi-part. Initial information suggests that the impacts, in terms of numbers of roles/positions to be filled as a result of the silver tsunami, are very impactful. The count of employees expected to retire totals 90,398 at Pewlett-Hackard. Planning for the future is needed.

As we continue to plan, we can think about the future and also grow new talent within the organization. Mentoring programs for the next generation of Pewlett-Hackard employees would benefit everyone.

AN ADDITIIONAL QUERY THAT WILL HELP US PLAN THE MENTORSHIP PROGRAM - The table below is a query based on the number of positions that will be vacated by the retirees. Some departments are impacted more than others. The below list shows this by the 38 departments. Development and Production Departments are most impacted.

Table with how many positions need to be filled by 38 departments for planning.

Another query that could help us understand mentorship program opportunities could be this information below. As we work with each department head to understand if there are enough qualified retirement ready employees in the departments to mentor the next generation of Pewlett-Hackard employees. This table is a great place to start to find mentorees for the program.
This list includes:

  • Senior level employees with titles like Manager, Senior Staff, Technique Leader, or Senior Engineer.
  • Summarized by department then title with a count.
  • The table below allows us to see the situation by department for our future planning.

Table with numbers of Senior level employees by department and title

With a little planning, Packard-Hewlett can really grow and move into the future with a great Management Succession Plan to benefit many within the organization and have a positive impact on the bottom-line.