HRUX One Page Summary FINAL DDD Updates
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The document outlines an HR user experience strategy to improve the inconsistent and challenging existing HR user experience. A cross-functional team conducted research including employee interviews and developed a 3-year strategy and roadmap. The strategy aims to define how employees and job seekers experience HR functions going forward with a focus on recruiting, retention, collaboration, efficiency and engagement. It leverages existing initiatives and adds strategic projects to achieve a vision of a full, consumer-grade HR experience centralized on one site/platform to drive an employee-centric experience that engages employees and adapts to their lifecycle.
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This Practice Guide provided by Wowledge is part of a series with four practices needed to craft an effective Talent Management Strategy, including specific steps and tools. The complete series included at this level are:
1 - Selecting areas of focus aligned with business and talent management drivers.
2 - Assessing talent management needs and aspirations to establish best practices to target.
3 - Defining priorities and a talent management programs’ roadmap to achieve an upgraded state.
4 - Adapting practices and creating plans to implement or improve talent management programs.
Progression overviews and practice guides on these topics and other key HR programs available to members at https://wowledge.com/
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HRUX One Page Summary FINAL DDD Updates
- 1. HR User Experience Strategy Why do this: The existing HR user experience has many challenges such as lack of standards, usability issues, and inconsistent content. A rich and consistent consumer-grade user experience can positively impact the business in the areas of: Recruiting Retention Collaboration Efficiency Employee engagement The challenge: Beginning Q4 2013, a cross functional team of division and CEI resources worked with the User Experience (UX) Strategy firm OneSpring to create a Long Term (3 year) User Experience strategy. The team participated in site reviews, employee interviews, visualization sessions, and more to develop a long term strategy and roadmap to define how employees and job seekers should experience HR functions going forward. 2014 Foundation: ITM Central Access Pages Q3 ITM Goals & Performance Pilot Q4 Common External Recruiting Experience (new) Q4 Targeted HR Mobile Applications Q4 Content Audit (new) How to get there: • Leverage planned HR, IT, and other initiatives to build HR UX capabilities such as common process/common experience (e.g., ITM modules), mobile enablement, and distributed content • Add a few additional strategic projects to the HR roadmap to achieve the vision (see roadmap items in bold). 2015 Enhanced HR Central Access Community 2016 Full HR Experience Q1 ITM Goals & Performance TBD Central HR Community (Legacy platform) (new) Q2 Digital Workplace Q4 Targeted HR Mobile Applications TBD Central HR Experience (advanced UX capabilities) Q4 Targeted HR Mobile Applications (Partial roadmap that highlights major initiatives) Enterprise Content Content Key Division Content Local HR Content Federated Hybrid Employee Centric Ideal Our results: Based on employee feedback and technological assessment, we recognized an employee centric approach made the most sense. HR content would be accessed via one site/platform, much like a “myHR for all divisions.” This offers an employee-centric HR user experience that drives engagement and adapts to employee lifecycle.