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Project Engagement : March 2019
BLUE TAG
Enhancing and transforming the employee experience around Onboarding.
Insight Gathering, Process Evaluation, Benchmarking, Personal Interview, Competitive Analysis, Heuristic Evaluation
Problem Description
A big IT firm onboards close to 50 employees per month as part of the Lateral Onboarding Program. Re-engineer the current processes and systems to make the overall experience more personalized, digital and engaging.
Design Research
1.
Benchmarking onboarding experience with other IT companies;
2.
What are the Major Pain Points for new lateral joinees?
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Not so great pre-joining connect
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Long queues for entry pass on day 1
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Traditional methodology
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Lack of Fun element
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No emotional connect
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Not enough guidance post Day 1 & 2
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Zero bench connects
3.
What do lateral employees are concerned with?
70%
Laterals are concerned about the projects
65%
Laterals are concerned about the bank formalities
40%
Laterals are interested in interacting with other laterals
4.
Lateral Employee Persona
Mapping Digital interventions
Product -Blue Tag
Product Name
Product Availability
Permission to Use
BLUE TAG
ios & Android Apps
Free, people with registered application ID can access
Product Identity
Solution Scenario Building
Acute Intelligence Tracker
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Making the very first Employee interaction seamless with the company.
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The job seeker can have the flexibility over; selecting date and time for the first technical round over call.
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A camera enabled eliminatory exam can generate a faster response for next interview stages and this can also generate a detailed analytical report for further face to face interactions.
Smart Entrance
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On induction day 1 at the office an easy entrance can provided just by scanning a barcode from your phone.
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Also Giving employees free lunch coupons which can be scanned at the food junctions.
Real time Updates
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Real time updates can be synced with the scheduling of other events such as a quick connect with HR, approval of documents, reminders etc.
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Second round of face to face interaction can be managed and made transparent by providing real time updates to the interviewee.
Freedom of Accessibility
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Enabling the content for information sharing can be documented and pass it on before joining.
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This can save some time during induction period.
Empowering for Self Leadership
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After induction is over there is dire need to connect with the manager or HR for multiple reasons. This can be automised by prompting a system generated request.
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This will help in to avoid miscommunications and maintain transparency.
Quick Finder
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A finder feature to be included where the new joinees can see the empty cubicles available to access on a particular day.
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Also easy to locate other amenities like stationary and card collection.