Employee Attrition Analysis Case Study

Added Jul 2026 3 design docs

Frontline teams in India's cloud kitchens, retail floors and delivery hubs turn over faster than any other part of the workforce, with annual attrition of 30 to 40 percent treated as normal rather than as a problem worth measuring. Owners feel the pain as permanently short-staffed shifts and endless retraining, but very few can say which locations bleed people, at what point in a new joiner's tenure they walk out, or what the churn actually costs in rupees. Without those numbers, retention spending is guesswork.

The intern becomes the HR analyst at Chowk Kitchens, a fictional Pune cloud-kitchen chain of 240 staff that lost 74 people last year. They construct an employee master and an exit log in excel, analyse leavers by department, tenure band, shift and kitchen using pivot tables and cohort survival tables, design an eight-question exit interview and code its responses into themes, price the full cost of churn, and land the story in an 18 to 22 page case study report plus a ten-slide powerpoint decision deck carrying four costed retention interventions.

The project builds exactly the capability HR teams now hire for: turning messy people data into a defensible business case. The intern practises attrition formulas, tenure cohort analysis, qualitative coding and unit economics, and finishes with a portfolio piece that shows a recruiter or an MBA interview panel that they can measure a workforce problem, cost it and recommend action rather than repeat generic advice about employee engagement.

Related projects

Campus Recruitment Drive Simulation

Every placement season, companies across India descend on college campuses to hire thousands of fresh graduates, and behind every smooth drive is an HR team that planned the funnel weeks in advance. A badly run drive wastes interview panels' time, frustrates students and damages the employer's reputation on campus, while a well-designed one fills every seat with the right trainee and leaves even rejected candidates speaking well of the company. The intern steps into the role of campus recruitment lead for MitraPay, a fictional Noida-based fintech startup hiring twelve graduate trainees across three roles. They design the full five-stage drive: a pre-placement talk deck built in canva or powerpoint, an application form in google-forms, an excel screening tracker that auto-scores 150 fictional applicants with weighted formulas, structured interview scorecards with behaviourally anchored ratings, offer and regret letter templates, and a metrics report covering stage-wise conversion and cost per hire. Running the drive end to end teaches the intern recruitment funnel design, weighted candidate scoring, structured interviewing and employer branding, which is exactly the vocabulary tested in HR interviews and MBA admissions. The finished playbook doubles as a portfolio piece that shows recruiters the intern can plan and measure a hiring process rather than just describe one.

human-resourcescanvaexcelgoogle-forms+1

PRD · HLD · LLD includedView

BusinessEasy

Employee Engagement Survey and Analysis

When a café chain loses six in ten frontline staff every year, the founders almost always blame pay, and almost always spend money in the wrong place. Frontline workers rarely leave over salary alone. They leave because the roster changes at 10pm the night before, because nobody explained how a barista becomes a shift lead, or because one supervisor speaks to people differently after a bad rush. None of that shows up in an exit interview, and none of it can be fixed until somebody measures it properly. The intern runs a full engagement study for Chai Theory, a fictional Delhi-NCR café chain with 6 outlets and 74 employees. They design a 28-item questionnaire across 7 engagement drivers in google-forms, pilot it with real working respondents to fix confusing wording, build a 74-response dataset, then clean and analyse it in excel: reverse-scored items, favourability percentages, an eNPS calculation, outlet and tenure segment pivots with small-sample suppression, a correlation test that ranks drivers by their link to stay intent, and a thematic coding pass over the open comments. The findings land as a 12-slide insight deck in powerpoint, a written report and a one-page action plan. This is the project that teaches an intern to survive the hardest question in HR: not what did people say, but which two things should we actually fix first. They learn instrument design, survey ethics and anonymity thresholds, driver analysis, and the discipline of turning a spreadsheet into six actions with owners and deadlines. People analytics roles, HR business partner roles and market research roles all screen for exactly this.

human-resourcesexcelgoogle-formspowerpoint

PRD · HLD · LLD includedView

BusinessEasy

Workplace Culture Audit

Two teams can offer the same salary, the same designation and the same working hours, and still one of them loses half its people in a year while the other has a waiting list. The difference is culture, and in most small Indian organisations culture is discussed endlessly in corridors but never actually measured. When someone resigns, the exit conversation produces a polite reason and no data, so the same problem repeats with the next hire. An audit changes that by turning vague complaints into scored dimensions that a founder can act on. The intern runs a full culture audit for one real host organisation, such as a college society, a student-run venture or a small local business, with written permission and complete anonymity for respondents. They design a 30-item anonymous survey in google-forms mapped to six culture dimensions, gather at least 45 responses, run four listening sessions, and build an excel workbook that cleans the data, computes a weighted Culture Health Index out of 100, calculates an employee net promoter score and produces a red-amber-green heatmap by team and tenure. The findings become a 16 to 20 page audit report drafted in google-docs, a one-page scorecard, a 90-day action plan of nine costed interventions, and an eight-slide leadership readout designed in canva. The project teaches the intern survey instrument design, Likert scale analysis, qualitative theme coding, sub-group comparison and the discipline of presenting uncomfortable findings without naming individuals. Employee engagement and culture measurement are exactly what HR business partner and people analytics roles hire for, and an audit report with a real index, real quotes and a costed action plan is far more persuasive in an interview than a claim of being a people person.

human-resourcescanvaexcelgoogle-docs+1

PRD · HLD · LLD includedView