Lajorin18/DSA-PALMORA-GROUP-HR-ANALYTICS

Palmoria Group HR Analytics Dashboard This Power BI dashboard presents a comprehensive HR data analysis for Palmoria Group, a manufacturing company operating across three regions in Nigeria — Kaduna, Abuja, and Lagos. 🧠 Key Insights Visualized: Total Employees: 946 Gender Distribution: Across regions and departments **Palmoria Group HR Analytics – Power BI Dashboard** **Project Overview** This project delivers a comprehensive HR analytics dashboard for Palmoria Group, a manufacturing company in Nigeria, to address gender-related issues, salary distribution, and compliance with wage regulations. Built in Power BI, the dashboard provides actionable insights into: - Gender equality - Performance ratings - Salary structures & pay gaps - Bonus allocation - Regional salary analysis **Project Objectives** - Analyze gender distribution across the organization, regions, and departments. - Evaluate performance ratings by gender. - Identify salary gaps and detect gender-based disparities. - Check compliance with the new $90,000 minimum wage regulation. - Calculate performance-based bonuses and total payouts per employee and region. **Tools & Technologies** - Power BI Data visualization & DAX calculations - Microsoft Excel Data cleaning & transformation - DAX Measures for salary bands, bonuses, and gender analysis **Key Insights** - Gender Ratio: Males (49.15%), Females (46.62%), Unspecified (~4%). - Pay Gap: Males earn $77K avg, females $75K avg – gap more evident in certain departments. - Wage Compliance: Only 328 employees earn above the $90K threshold – not fully compliant. - Top Salary Region: Kaduna leads with $27M total salary payout. - Performance Trends: Males slightly outperform females in “Very Good” ratings. **Dashboard Features** ✅ Gender distribution by location & department ✅ Salary band analysis by $10K intervals ✅ Regional salary breakdown ✅ Pay gap identification by gender ✅ Bonus allocation based on performance ✅ Total compensation (Salary + Bonus) calculations **Recommendations** - Address pay gaps in high-disparity departments. - Increase female representation in top-paying roles. - Adjust salaries below $90K to meet legal requirements. - Continue performance-based bonuses to boost retention.