Changing the Product Architecture
When I joined the developed HR platform, the stakeholders defined every need based on roles. This approach leads to The fundamental issues:
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Admin defines many roles to handle current needs.
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Some roles conflicted.
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The admin could not handle new needs.
"How many roles should I set up?"
To solve the above, I did the following process to optimize the product design:
Analysis of the current platform:
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Understand the current HR platform and its limitations based on stakeholder interviews, user feedback, and analysis of the existing role-based system.
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Identify pain points and conflicts between different roles that restrict flexibility and hinder handling new needs.
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Gathering insights from similar HR platforms or modular systems.
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Detecting pain points, insights to the platform;
Define Goals for redesigning:
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Clearly define the objectives of the UX redesign, such as improving flexibility, removing restrictions, and enabling the HR super-admin to handle new needs efficiently.
Detecting user Persona and access needed:
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Create user personas representing different user roles and their specific needs within the HR platform.
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Consider the perspectives of HR super-admins, regular admins, and other users who interact with the system.
Goals and process of redesigning the platform
Information Architecture:
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Develop a new information architecture that is module-based rather than role-based.
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Identify the key modules required to provide all the necessary services on the platform.
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IA draft based on user needs and features
User flow based on the epics and roles
Wireframing and Prototyping:
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Create wireframes to visualize the new module-based system, focusing on the user flows and interactions.
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Prototype the wireframes to simulate the user experience and validate the design concept with stakeholders and potential users.
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Iterate on the wireframes and prototypes based on feedback and usability testing.
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Wireframe design based on findings and needs
The benefits of redesigning
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The platform is now completely flexible.
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The HR super-admin can handle new needs by developing new modules and assigning them to specific roles.
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There are no restrictions anymore.
