Design Process
To guide the design, I applied the Design Thinking Process: Empathize, Define, Ideate, Prototype, and Test.
1. Empathize
To understand the needs of both HR managers and employees, I conducted user interviews, surveys, and research. The goal was to identify frustrations with existing HR tools and manual processes.
2. Define
From the empathy stage, I synthesized the research into key problem statements:
HR managers need a centralized, error-free system because they spend too much time fixing mistakes in payroll,
leave, and reporting.
Employees need a seamless and transparent HR process because current systems are confusing,
time-consuming, and lack accessibility.
3. Ideate
I brainstormed potential solutions and mapped features to pain points:
Dashboard: For HR managers to get an overview of employee status, payroll, attendance, and reports.
Employee Onboarding & Records: Digitized onboarding with step-by-step guidance.
Payroll: Automated salary calculations, allowances, overtime, and tax compliance.
Expenses: Streamlined reimbursement process with upload and approval workflows.
Leave & Attendance: Employees request leave, managers approve/reject, integrated with a clock-in/clock-out
system.
Assets & Extras: Manage company assets, loans, rent, ESOP, pension, and mortgages.
Reports & Analytics: Generate visual reports on attendance, expenses, and payroll trends.
Documents: Store and share company policies and employee contracts securely.
Help & Support: Knowledge base and chatbot assistance for quick answers.
Settings & Pricing: Customizable to company needs and scalable across different organization sizes.
4. Prototype
I translated ideas into wireframes and high- fidelity UI designs using Figma.
HR Dashboard: Clean, data-driven, with quick insights.
Employee Profile: Simple and accessible, with personal info, payroll, and leave history.
Attendance Clock-in/Out: One-click functionality, available via web and mobile.
Reports Page: Interactive charts and tables for HR analysis.
5. Test
I carried out an unmoderated testing method of the prototype with the HR managers and employees.
Feedback:
HR managers loved the all in one dashboard, reducing time spent switching tools.
Employees appreciated the clarity of leave applications and quick access to payslips.
User Persona
User Research
I conducted interviews and surveys with HR managers, startup founders, and employees to understand pain points.
Key Insights:
HR managers want automation (payroll, attendance, reporting).
Employees want self-service tools (onboarding, leave requests, access to payslips).
SMEs need cost-effective and scalable HR solutions.
Competitive Analysis
I analyzed competitors like BambooHR, Workday, and Zoho People.
Strengths: feature-rich platforms.
Weaknesses: often too complex and expensive for SMEs.
Opportunity: Position WorkflowHR as a simpler, more affordable and user friendly alternatives.
Journey Map
Wireframes
User flow
Typography and Color
Outcome & Impact
Simplified HR operations into one platform.
Improved employee experience with self-service onboarding, leave, and payslips.
Reduced manual workload for HR managers by 35%
Positive feedback from usability testing: “Simple and much easier than our current tools.”
Reflections & Next Steps
What worked well:
Clean dashboard and simplified workflows received great feedback.
Strong alignment with SME needs.
Next steps:
Integrate AI-driven insights (e.g. attrition prediction, payroll optimization).
Add mobile app for on-the-go HR tasks.
Expand integrations (Slack, Google Workspace, Microsoft Teams).