Rovedana.com

📄 Background Story

The overhead cost of running businesses is huge especially in a volatile economy like Nigeria. Businesses have to ensure customers are well attended to, ensure employee are well trained and salaries are paid on time. It's just so much that a single entity has to do.

This is where a BPO such as Rovedana comes in, they take the heavy lifting of all things employees off the shoulders of these businesses so they can focus on the single service that brings in revenue for them i.e. keeping customers happy

📄 Design Goal

Over the years, Rovedana had worked with 50+ hospitality businesses and they had helped them manage their staff with excel sheets. They decided to turn their processes into an app that could be used internally. They also wanted other HR firms to be able to use the software for their operations needs.

I was brought in to achieve this goal. To design a web app experience for BPO firms to manage their employee management operations easily with Technology.

🎨 My Design Process TLDR

Here's a quick review of how I designed HR360.

💡 Step 1: User Demand Analysis

I started the design process with a User Research. Internally, the process document was clear. How Rovedana HR Operations experts handle client was clear. Since we are going to be making this tool available to other HR professionals too. I decided to take a survey of over 100 HR and Office Leaders. I wanted to understand how they work, what tools they use, if the tools used helps them achieve their goals.

From their responses, it was clear that the big problem of efficiency still fundamentally exists. I also reaalised that most companies in Nigeria use a lot of different HR softwares; often times data is siloed which in turn makes work efficiency very low, and redners the HR Manager overburdened. At this point, a centralized platform that connects all HR tools is particularly important. This were the fundamentals of how I approached the design of HR360.

I wanted to better understand their motivations and difficulties of these HR Operations Professionals so I got persmission to organise a company sponsored HR managers Industry webinar. I took the advantage of the webinar to divide these HR Professionals into groups of 6 to discuss their current problems, what their employees complain about as well, solutions they would love to see.

The image below, summarizes the learnings from different HR Operations professionals on their pain points and expectations.

✍ Step 2: Translate User Resarch to Design Requirements

Translate Learnings into Actual Functionalities

After understanding user needs, the most important step is to translate the requirements into actual functionality.

📌 HR Managers want to “improve employee engagement” >> Translation: “Chat & Chatbot”, “News Management”, “Idea Box”, etc.

📌 HR assistants want to “reduce repeated information input” >> Translation: “Workflow”, “Form Mass Edit”, “Assignment”, etc.

📌 CEOs want to “simplify team monitoring” >> Translation: “Team Management”, “Reporting” etc.

📌 Employees want to “simplify HR request process” >> Translation: “Self-service”, “Time tracking(Clock in)”, “Chat”, etc.

👉 Of course, most of the functions have different levels of needs, and the data has different sensitivity levels. Obviously, the HR operation needs is greater than Manager, and Manager is greater than Employee. According to the specific situation of each company, a personalized authority operating system has also been established.

✍ Step 3: Information Architecture and Lo-Fi Design

💡 User Level Management Definition

Roles

On a large scale, a role-based access control system consists of the following roles:

📝 Super Admin: has the highest authority, rights, and control;

📝 Admin: has access to specific departments or subsidiaries;

📝 Business Role: has its specific business permissions, there is usually not much difference between different enterprises;

📝 Organizational Role: has only the authority of his organization and can not access the information from other organizations.

Access

The following factors are generally considered when setting permissions for a role:

📝 Access Authority: right of entry, time restriction, device restriction, geographical restriction;

📝 Use Authority: create, read, update, delete and other operations;

📝 Data Authority: creator owner permission, and permissions for various roles involved in the dataflow.

⚡ Step 5: UI Design

⚡ Employees

⚡ Employee Onboarding

⚡ Benefits Enrollment

⚡ Promotions

⚡ Payroll Computation

⚡ Queries

⚡ Settings

⚡ Referrals