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https://github.com/arosas17/pewlett-hackard-analysis.
https://github.com/arosas17/pewlett-hackard-analysis.
Last synced: 1 day ago
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- Host: GitHub
- URL: https://github.com/arosas17/pewlett-hackard-analysis.
- Owner: arosas17
- Created: 2022-08-03T17:16:28.000Z (over 2 years ago)
- Default Branch: main
- Last Pushed: 2023-02-08T10:31:43.000Z (almost 2 years ago)
- Last Synced: 2023-12-24T08:30:57.432Z (11 months ago)
- Size: 16.4 MB
- Stars: 0
- Watchers: 1
- Forks: 0
- Open Issues: 0
-
Metadata Files:
- Readme: README.md
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README
# Pewlett-Hackard-Analysis
## Goals and Findings
The purpose of this data analysis is to see if the company is on track to keep itself prepared for future retirements. Through this data, it is determined that 70,000 employees will be retiring over a four year period with about 50,000 being Senior Engineers and Senior Staff but only about 1,550 employees ready for the mentorship program to replace the retiring employees.
## Overview
The company will be having many employees heading into retirement in the nearing future and the company wants to future proof this company so that there is not a lack of employment within the company. The manager has provided a task to write an analysis of the number of retiring employees based on their title and identify employees who will be able to participate for a mentorship program to assist in filling in some of the future retirees' positions.
## Results
### Retiring titles
### Mentorship Eligibility End
**Key Takeaways**
* Little over 70,000 employees will be retiring soon.
* Majority of the employees retiring will be Senior Engineers and Senior Staff, contributing little over 50,000 retiring employees total.
* The lowest contributing titles in count for the Retiring Titles DataFrame are Assistant Engineers, with 1090 employees, and Managers, with 2 employees.
* There are an estimate of 1,550 employees that are able to had into the mentorship program.
## Summary
Looking at the tables above, we determine little over 70,000 employees will be retiring soon over the course of four years (this is an estimate base on the birth years used to decide who would be retireing). Assuming that the employees retire at approxamately the same rate over the course of the years, the company would be looking to replace about 17,500 retiring employees per year. This is a rather large amount of employees that will be retiring. However, looking into the mentorship elegibility, it is discoraging to see that there are only about 1,549 employees that would meet the crateria for the mentorship program. This leaves a massive diffrence between the retirees and the possible replacements.
In addition to this, comes some uncertainty of how each department would be affected with the upcoming retirements. In the table below, titled "Retiring Titles per Department," shows a table presenting the count of titles that will be retiring and their respective department, with a smaller table alongside it showing the department numbers and their names. From this table, it is determined that department numbers 4 and 5 (production and development) will be the two departments that will be most affected, considering they contain the most engineers/Senior engineers, some of the top titles for the retirement in the company in the nearing future. Another one that is concerning is department number 7 (Sales), where a lot of the employees are Senior Staff are retiring as well. With all this considered, the company show focus their efforts on obtaining employees for departments: production, development, and sales.
To add on to this information, a table is shown below titled "Mentorship Eligibility Titles", presenting the count of titles within the mentorship eleigible employees. This spread tells that the count is similar to the reirement title count in a sense that staff and engineer positions have the biggest title count but in diffrent orders compared to senior and mid level positions. It also shows that the biggest diffrence in retiree titles and mentorship titles are with engineering and staff positions, showing that the retiring titles of techniques leaders, assistant engineers, and managers are in less critical states.
### Retiring Titles per Department (Shortened)
 
### Mentorship Eligibility Titles
