EX DESIGN IN HR

A GUIDE ON
EMPLOYEE EXPERIENCE DESIGN IN HR

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 A GUIDE ON
EMPLOYEE EXPERIENCE DESIGN IN HR

Introduction
Terminologies you need to
know:
Learn What is
a. EX Design : Employee
Employee Experience Design
Experience Design b. UX Design : User Experience
in HR and Why it is Design
the most talked c. CX Design : Customer
Experience Design
about topic in HR d. EX Design : Employee
Fraternity? Experience Design

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 Employee Experience Design in HR
Objectives
Winning employees’ hearts and
minds Much as designing
customer experience has
dominated the thinking of
companies competing in today’s
digital environment, organizations
are now re-examining the
employee experience.
Recognizing the impact
experience has on employee
engagement and productivity,
companies are taking a more
comprehensive view of how to
influence it.
The two most common goals when
looking at EX are:
• Retaining talent by stimulating
sustainable growth within the
company.
• Boost productivity by having
happy employees.
The employee experience is created
through interactions in three areas:
the
• Employees' physical
environment,
• Their social connections, and
• The work to be done.
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 A GUIDE ON
EMPLOYEE EXPERIENCE DESIGN IN HR
Ex-Design Strategies &
Organizations use five strategies to
improve the overall experience for
their employees:
• Personalization
• Transparency
• Simplification
• Authenticity and
• Organizational Responsiveness.
Four Methods to Enhance the
Employee Experience:
• Use analytics,
• Understand Touchpoints of
differentiation,
• Coalition of cross-functional
Experiences, and
• Apply fast and iterative Design
Principles
What is Design Thinking
Design thinking is best known as
a creative approach to problem
solving that leads to innovative
solutions that work better for
people.
Design Thinking in HR
Employees are overwhelmed
with technology, applications,
and a constant flood of
information. Today people
collectively check their phones
more than 8 billion times each
day, yet productivity is barely
rising. To relieve the
overwhelmed employee and
develop HR applications that can
help manage complexity, HR
must adopt design thinking,
which puts the employee
experience at the centre.
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 A GUIDE ON
EMPLOYEE EXPERIENCE DESIGN IN HR

Employee Engagement & Employee Design distinguished:

One of the ways to do that is by drawing focus to the fact that ‘employee engagement’ activities are
an attempt at a short-term improvement of EX.

EX design goes well beyond free lunches and flex-time policies – it is intended to capture critical
interactions, decisions, emotions and employee perceptions across touch points on a day-to-day. A
well-designed thoughtful EX will lead to overall greater levels of engagement, involvement, and
employer brand commitment – the outcome of which will reflect in the engagement survey.

Key Principles of Design Thinking in HR

Below are the five key principles of design

thinking that provide a streamlined path to
reorganize HR processes to adapt to changing
workforce dynamics:

• Human Centric Designs - Gone are the days when a institution would make decisions based on
its convenience and your needs. Today we are guided by a job market where the needs,
demands and comfort of an employee are taken into account.
• Collaborative design: Future candidates and current employees play an equally important role
in building your organization's employer brand. More satisfied employees guarantee a better
reputation in the market. On your website, if your CEO is saying positive things about in the
workplace, it may not be as effective as a video uploaded by your employees talking about their
CES experience and why they came to work. hard to grow and stay long.
• Creative Problem Solving: Creativity is the need of the moment. There are so many new
designs that have been introduced to attract the right talent - straight from marketing, inbound
recruiting, network recruiting social, candidate relationship management and data-driven
recruiting.
• Technology: has helped raise the bar to the next level. However, it also created a lot of
obstacles. Recruits and candidates are more connected and aware of an organization's culture
due to social and technological advancements. Therefore, it is essential to create the best
candidate experience.
• Prototyping: Experiment with internal recruitment policies. Use various career site reviews,
videos, employee testimonials, employee career stories, and team blogs to attract employees
and recruits.
• Testing & Experiments: It's hard for an idea to succeed or give you the results you want right
away.Therefore, it is essential to test your plans to see which one gives you the best result with
the least cost and effort.
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Application of Design
Thinking
The application of Design Thinking to human
resources can be implemented by:-
❑ Organizational design, which can integrate Design
Thinking when restructuring roles or the organization
itself.
❑ Engagement / Involvement, which can be guided using
Design Thinking to make work easier, more efficient, more
fulfilling and more rewarding. before the process.
❑ Analytics, where data analysis and design thinking can be
linked to recommend better solutions directly to the
employee.
❑ Human resources skills, which should be updated to
include understanding of digital design, mobile app
design, behavioural economics, machine learning, and
user experience design

What Are The Benefits Of Using Design Thinking in HR?

If used properly, here are ways that design thinking can help:

▪ Reduces the risk associated with launching new ideas. As design thinking helps you
come up with multiple solutions quickly, you won’t be as married to your possible
solutions.

▪ Helps capture the mindsets and needs of the people (or humans, if you want to use
that word) you’re creating for.

▪ Paints a picture of the opportunities based on the needs of these people (or
humans).

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 How to Use EX design in Organizations?

How Other Companies have adopted Design Thinking and came up

with winning solutions?
The Cisco Global Breakathon gave birth to 105 new HR solutions
covering talent acquisition, new hire on-boarding, learning and
development, team development, and leadership.

One winning idea focused on the problem of improving the new hire
on-boarding process. The winners in this category were actually two
ideas:
One a mobile app called YouBelong@Cisco to help new hires and
their managers navigate the first days and weeks of their new job
and the second, named Virtual Concierge a centralized point of
support for face to face welcoming of the new hire along with digital
support. Together they blend the digital and human touch of an
employee’s first days and weeks at Cisco.

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