Project

A project proves you can translate people data into actionable insights, dashboards, models, and recommendations that leaders can actually use. It also becomes a strong portfolio piece because real HR teams need analytics that are accurate, ethical, and decision-ready.

Getting Started

List of Probable Project Topics

  • Attrition/Turnover Prediction & Drivers (risk scoring + key factors + interventions)
  • Hiring Funnel Analytics (drop-offs by stage, time-to-hire, source quality, bias checks)
  • Employee Engagement Analytics (survey dashboards, themes, predictors of engagement)
  • Performance vs Potential Matrix (9-box analytics + calibration insights)
  • Compensation Equity Analysis (pay bands, gaps by role/level/tenure; fairness safeguards)
  • Diversity, Equity & Inclusion Dashboard (representation, promotion rates, retention by group)
  • Learning & Development Impact (training completion → performance/retention uplift analysis)
  • Absenteeism & Productivity Patterns (seasonality, role-wise trends, early warning signals)
  • Workforce Planning Model (headcount forecasting, hiring plans, scenario analysis)
  • Internal Mobility Analytics (promotion paths, transfer flows, career lattice insights)
  • Employee Lifetime Value / Cost of Attrition (replace cost model + ROI of retention programs)
  • Performance Review Text Analytics (topic/sentiment trends with privacy-safe processing)
  • Onboarding Effectiveness Study (time-to-productivity, early churn, cohort comparisons)
  • Manager Effectiveness Analytics (team outcomes, engagement, turnover—context-aware)
  • Shift Scheduling Optimization (coverage vs burnout risk; fairness constraints)
  • Pulse Survey Early-Warning System (change detection + action recommendations)
  • Remote/Hybrid Work Impact (collaboration metrics + outcomes; careful confound handling)
  • Ethical HR Analytics Framework (privacy, consent, bias audits, and governance checklist)