Employee Data Overview Canvas

Abhishek Dixit-Oracle

1. Which dataset did you use?

Employee Attribute Dataset provided by Oracle

2. How did you analyze or prepare the data?

Based on my experience with SBA/OBIEE/OAC, I identified the dimensions and facts and used different Viz to build Employee Data Overview canvas. It displays Employee Count data for various dimensions.

3. Who is the intended audience for your visualization?

Human Resource manager.

4. What is your visualization about, and what question or problem does it address?

My data visualizations show the Employee count distribution to the Human Resource Manager via various dimensions: Department, Education Field, Employee Number, Gender, Job Role, Marital Status.

5. Did you use any Oracle Analytics AI features when building your visualization (ex. AI Assistant)? If so, please describe how they were used

No, I did not use any AI features for this submission.

6. Did you upload your visualization image and dva file?

Completed!

abhdixi_employee_attribute_submission_02.dva

User_77H3N

This is a solid technical demonstration of Oracle Analytics Cloud (OAC) capabilities. You have moved beyond basic bar charts into more advanced visualizations (Sankey, Correlation Matrix), which shows you know your way around the tool.

However, from a Strategic / Project Lead perspective, I have some humble constructive feedback to help you take this from a "Data Dump" to a "Decision Support Tool" for that HR Manager.

Here is my evaluation:

1. The Strong Points (Keep these)

• The Correlation Matrix (Middle Left): This is your best visualization. HR Managers don't just want to know what happened; they want to know why. Showing the relationship between "YearsWithCurrManager" and "Satisfaction" is a high-value insight.
• Dimensionality: You successfully utilized complex dataset attributes (Education Field, Marital Status) rather than just sticking to the basics.

2. Areas for Improvement (The "So What?")

A. Visual Overload (The "6-Chart Rule")

• Critique: You have crammed 6 complex charts onto a single canvas. This forces the user to squint and process too much information at once.
• Recommendation: Split this into two canvases (tabs):
  1. Demographics: (Gender, Education, Marital Status).
  2. Performance & Risk: (Correlation, Job Role, Satisfaction).

B. The "Polar/Sunburst" Chart (Middle Right - Business Travel)

• Critique: This chart looks cool, but it is effectively unreadable for business decisions. It is very hard for the human eye to compare the area size of "Sales Executive" vs. "Research Scientist" in a circle.
• Recommendation: Switch this to a Horizontal Stacked Bar Chart. It will instantly show which Job Role travels the most without making the user guess.

C. The "Over Time" Sankey Diagram (Bottom Left)

• Critique: You labeled this "Over Time," but a Sankey diagram typically shows flow between categories (e.g., Attrition Yes/No → Performance Rating), not time trends.
• Recommendation: If you want to show "Over Time," use a Line Chart or Area Chart. If you want to show the relationship between Attrition and Satisfaction, rename the title to be more specific (e.g., "Impact of Relationship Satisfaction on Attrition").

3. Strategic Advice (For the HR Audience)

In your description (Question 4), you stated the visualization addresses: "Employee count distribution... via various dimensions."

My challenge to you: A count is not a problem. Attrition is a problem. Low Performance is a problem.

• Current State: "We have 500 Male employees in Sales." (Descriptive)
• Desired State: "Sales has the highest 'Yes' Attrition count despite high Performance Ratings." (Diagnostic)

My Humble Verdict:

Technically proficient but functionally crowded.

1. simplify the layout (fewer charts per page).
2. Rename the Sankey chart to reflect the actual dimensions (Attrition vs. Satisfaction).
3. Swap the Polar chart for a Bar chart.

Good luck with the submission!

Abhishek Dixit-Oracle

Thank you for the constructive feedback! Really appreciate it.