Our client wanted to strengthen their employee communication about career development.
The Challenge:
Over time, numerous career development initiatives led to a wealth of career-related information and resources. However, this information was so dispersed that it became a challenge to navigate efficiently.
The Solution:
Our premise:
We proposed transitioning to Digital HR in line with the 'Future of Work' trajectory. This involved centralising all career development information and tools onto a single platform. The aim is to construct a comprehensive service ecosystem focused on user-friendliness. Our objective was to 'consumerise' the employee experience, ensuring the portal is convenient, personalised, and enjoyable to use.
What we did:
Tier 1: Designing the Road Map for Digital HR Career Portal
In a workshop grounded in Design Thinking, we engaged all potential users—including people managers, HR professionals, and employees—to collectively brainstorm desired features and personalised services for the digital platform. We structured the workshop to gather desired information ("I want to know this") and functionalities ("I want to be able to do this"), under the following headings
Explore Self:
Desired Information: Personalised assessments, strengths exploration, and career preferences.
Functionalities: Self-reflection tools, personality assessments, and career interest quizzes.
Explore Mental Health and Well-Being:
Desired Information: Resources on stress management, resilience-building, and mental health support.
Functionalities: Access to in-house counsellors, mindfulness exercises, mental health resources, and self-care tips.
Explore the World of Work:
Desired Information: Industry insights, career trends, and job market analysis.
Functionalities: Internal Job search tools and professional networking groups.
Explore Learning and Growth within the Organisation:
Desired Information: Training opportunities, skill development programs, and career advancement pathways.
Functionalities: Personalised learning recommendations, access to approved online courses, and career development plans.
Tier 2: Designing the content framework (web and mobile)
To drive employee traffic to the one-stop portal for career matters, we implemented several content tactics:
Regular Updates: Ensure the portal is updated with fresh content to keep employees engaged and returning for new information.
Email Campaigns: Targeted email campaigns highlighting new content, upcoming events, or special features available on the portal.
Internal Communication Channels: Utilise internal communication channels such as newsletters, intranet announcements, and company-wide meetings to promote the portal and its offerings.
Gamification: Introduce gamified elements such as challenges, quizzes, or leaderboards to incentivise employees to explore the portal and engage with its content.
Tier 3: Finalising the look and feel
We collaborated with graphic designers to create visually appealing designs and functionality for each content area of the career portal. Employees voted on the final visual look for both the web and mobile app versions, ensuring alignment with user preferences and maximising engagement.
The Result:
Our consulting process prioritised user experience, shaping the portal's design to effectively meet employee needs. Integration of BOT technology enhanced usability, simplifying interactions for employees. The clear portal design led to substantial savings in software development costs.
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