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https://github.com/jbalooshie/pewlett-hackard-analysis

An analysis of a mock employee database at a large company performed using postgreSQL. Tables are created breaking down employees by title, hire date, and identify employees who meet certain criteria for retirement or mentoring.
https://github.com/jbalooshie/pewlett-hackard-analysis

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An analysis of a mock employee database at a large company performed using postgreSQL. Tables are created breaking down employees by title, hire date, and identify employees who meet certain criteria for retirement or mentoring.

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# Pewlett-Hackard-Analysis

This repository was created as part of a 6 month Data Analystics Bootcamp administed by George Washington University. This is the repository for the Module 6 Challenge. This challenge served as an introduction to SQL. Topics covered database structures, creating databases, writing queries, and analyzing outputs. Queries utilized for the final assignment are in the Queries folder. 



# 1. Overview of the Analysis



## Overview

The purpose of this analysis was to project the number of employees who might be retiring soon at a large company called Pewlett-Hackard. This will help the company estimate the number of retirement packages they might have to offer, along with identifying which positions will need to be filled. Due to the company's size, a sudden surge in retiring employees could leave huge portions of their workforce vacant. Conducting this analysis now helps Pewlett-Hackard plan and protect themselves from sudden shocks to their business. 



## Methodology

To conduct the analysis, we were provided six CSV files containing all necessary information. It was determined SQL would be a more efficient way to work through the data. The CSV files were reviewed to identify the primary keys, data types, and foreign keys. An entity relationship diagram was created to visualize the relationships between the files. From there, the files were imported into a PostgreSQL database, where we conducted our analysis. The analysis will be covered in more detail in section 2. Below is a copy of the ERD that was created. 



![EDF](https://github.com/jbalooshie/Pewlett-Hackard-Analysis/blob/main/EmployeeDB.png)



# 2. Results



To determine the requirement criteria, we combined several datasets and then filtered them to only show employees born between 1952-1955. From there, the combined dataset was organized by job title, and the potential retirees in each title were totaled. A second table was constructed from the original six datasets to identify employees born in the year 1965 who are still with Pewlett-Hackard. These employees are potential candidates for a mentorship program, where a retiring employee trains them to fill the position they are leaving. 



## Retirement by title



- The most urgent item Pewlett-Hackard needs to address is the possibility of almost 45,000 engineers retiring. Right now, they have 29,414 employees with the title of Senior Engineer who meet the criteria for a near-future retirement. There are also 14,222 employees with the title of Engineer who also meet the criteria. A plan needs to be put into place to attract middle and senior level engineers to fill these roles. Promoting internally is an option, but that will be tough given the number of middle level engineers potentially retiring. 



- Middle management will be unaffected by possible retirement. There are only two employees with the title of manager who meet the criteria for potential retirement. Pewlett-Hackard can look to existing managers to potentially fill Senior Leadership positions that might open. There are 28,254 employees with the title of Senior Staff who meet the retirement criteria. 



## Mentorship Possibilities



- The mentorship program would not be able to fill all the positions potentially opening. Under the current criteria, there are only 1,549 employees who could be mentored. With 14,222 mid-level engineering positions opening, this would be insufficient for just that one role, let alone across the whole company.  



- It also does not consider if the employees are ready to be mentored and to transition into more senior positions. Some employees do hit a ceiling in terms of career advancement. Others might have only recently been promoted to their current position and might not have enough experience to be promoted again. The query we used does provide a list of employees for mentoring, but it is limited by these factors. 



# 3. Summary



## Questions

- How many roles will need to be filled as the "silver tsunami" begins to make an impact?

	- Pewlett-Hackard will need to fill 90,398 positions over the course of the "Silver Tsunami". 



- Are there enough qualified, retirement-ready employees in the departments to mentor the next generation of Pewlett Hackard employees?

	- There are enough qualified, retirement-ready employees ready to mentor the next generation of Pewlett-Hackard employees. 98% of the employees retiring are senior or mid-level based on their titles. However, the pool of employees eligible for mentorship is far too small to fill all the positions that would be vacated. 



## Additional Insight

 - Widening the range of employees eligible for the mentorship program would help find more internal options to fill positions. Right now, it is restricted to employees born in the year 1965. This seems arbitrary. Retirement for a lot of employees typically happens around a certain age, but promotions/mentoring opportunities should not be exclusive to individuals born in 1965. If the pool is still insufficient, then an aggressive external hiring strategy should be considered. We can modify the existing code to list all employees from 1965-1970. The updated code would be as follows:

 `WHERE de.to_date = ('9999-01-01') 

	  AND (e.birth_date BETWEEN '1965-01-01' AND '1970-12-31')`

    

- Hewlett-Packard should also breakdown the currently pool of employees eligible for mentoring by job title. Currently the list is just a table of employees, but we do not know what positions most of these employees hold. If many of them are already at a Senior Level, then the pool of employees who could be mentored will shrink further (this assumes that there is not further advancement available beyond the Senior level. Running the following query would show us this:

`SELECT COUNT (title), title

FROM mentorship_eligibilty

INTO mentorship_titles

GROUP BY title

ORDER BY count DESC;`