Problem Statement

Selecting the right candidate for a job can be a rigorous process, and once selected, it falls upon Human Resource managers to ensure the new employee's smooth transition into the work environment. Onboarding can be a challenging experience for both the employee and the HR manager. This study aims to identify the key pain points of the onboarding process and develop effective strategies to improve the onboarding experience for new employees and HR managers.

Design Process

To make onboarding a smoother process for Human Resource managers and their employees, I began by understanding the problem space and the users in context. This prompted me to adopt a three-step design problem-solving process, which includes:

1. Learn: Understand the problem space, users and the business.
2. Strategize: Plan, define the product, and map values.
3. Build: Solve the problem.

Learn

Research, Analyze & Refine

In creating experiences that are user-centred, learning from the users is a very important process, so I decided to carry out user research using the following approach:

• Plan: I chose the contextual inquiry method to gain a deep understanding of the behaviors and knowledge gaps of Human Resource managers when managing and onboarding employees to their organization. To view the detailed research plan, please click on the following link: SeamEmploy research plan.

• Conduct: To ensure the success of the research, I conducted interviews with participants on various days and at different times to accommodate their schedules. However, some participants were unable to attend the scheduled meetings, so we had to reschedule outside the planned interview days. During each meeting, I spent a minimum of 45 minutes with each participant using Google Meet. To ensure accurate documentation of the interviews, I recorded the sessions with the tl;DV extension and transcribed them for further analysis.

• Analyze & Refine:

  • Gathered all feedback by participants into an excel document.
  • Saved each answer into individual participant rows.
  • Imported each row into a figjam document
  • Organized answers into themes to identify insights.

  

  Arranged and Categorized data into themes

  <aside> 💡 Insights

  • Employee performance is a measure of successful onboarding
  • Employees have various stages before they get fully onboarded and they can take time
  • Stakeholder holder collaboration made onboarding easier
  • Companies’ needs on employee management and onboarding can vary on the size they need to onboard and manage </aside>

  <aside> 💡 Recommendations:

  • Introduce a create, retrieve, update, destroy employee performance area, to allow human resource managers to have a successful employee onboarding and management process
  • Allow Human resource managers enough time to onboard users as taking time is part of the process of onboarding and managing employees.
  • Allowing Human resource managers to add collaborators, to enable them to collaborate in the managing and onboarding process.
  • Create a professional plan that can fit the needs of various company sizes. </aside>

  <aside> 💡 Hypothesis: If we create a web platform that helps users onboard seamlessly then onboarding and managing employees can be enjoyable for them.

  </aside>

• Artifacts:

  In order to ensure that the solution remains user-centered, I created a persona that highlights the triggers, goals, knowledge, and missing knowledge to keep the solution focused on the users.

  

Strategize

Product Strategy, Value Proposition

In other to keep a consistent design language, brand strategy and brand attributes definition become very important and I took the following steps

• Brand Strategy:

  • What is the problem to be solved?

    Choosing the right candidate for a job can be very hectic, so also is bringing them in and teaching them the company’s culture, this can be a very tedious and time-consuming task for employees and human resource managers.

  • What are the goals of the project?

    Create a web application that allows human resource managers easily onboard and manage employees in their workspace, and also allows employees to learn about establishment culture and get used to a workspace seamlessly.

  • Who are our competitors?

    • BambooHR
    • Scribe
    • Helpjuice

• Product attributes

  • Culture: How would the user describe the product

    Innovative, informative, and Empathy.

  • X-Factor: How are we different from our competitors?

    Create innovative industry trends.

  • Target Group: Who are our end users?

    Human resource Managers who are looking to manage and onboard employees seamlessly.

  • Feeling(Relationship): What type of relationship users should have with the product?

    Manager and personal assistant.

  • Voice: How do we want to sound to the users?

    Semi-formal.

• Mission & Vision Statement

  • Mission: To make onboarding and managing employees a seamless and innovative experience for human resource managers.
  • Vision: Creating easy-to-use features that can automate the process of managing and onboarding employees