HRHarmony

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Product Details

Name

HRHarmony

Tagline

Empower HR, Elevate Futures

Talent Nurturer

Name: Talent Nurturer
Description: Talent Nurturers are passionate HR professionals dedicated to optimizing employee development and growth. They use HRHarmony's personalized career path mapping to identify and foster the potential of every employee. Typically, they thrive in collaborative environments, focusing on mentorship and providing continuous feedback. They interact with the platform daily to assess skills, plan training programs, and track employee progression, ensuring that career development aligns with organizational needs.
Demographics: Aged 30-45, predominantly female, with a bachelor's or master's degree in HR or organizational psychology. Occupation as HR managers or talent development specialists, earning between $70,000 to $120,000 annually.
Background: Growing up in a family of educators, Talent Nurturers have always valued learning and development. They pursued degrees in HR or psychology and have spent the last decade in various HR roles, honing their skills in talent management. Frustrated by traditional performance evaluation methods, they sought innovative tools like HRHarmony to foster a more developmental approach to performance management.
Psychographics: Talent Nurturers believe in empowering individuals to reach their full potential. They value continuous learning, collaboration, and open communication. Their motivation stems from seeing others succeed and grow, often attending workshops and seminars about the latest trends in employee development and engagement.
Needs: They need tools that facilitate continuous feedback and development tracking, ensure alignment of employee goals with organizational objectives, and provide insights into employee performance trends to optimize career path mapping.
Pain: Finding it challenging to navigate outdated HR practices that hinder employee growth. They often deal with a lack of engagement from management in development initiatives, making it difficult to personalize growth plans.
Channels: They primarily use LinkedIn, HR forums, and webinars for networking and professional development. They also engage with HR blogs and online courses to keep up-to-date with the latest trends.
Usage: Talent Nurturers engage with HRHarmony daily for performance tracking, feedback solicitation, and employee development planning. They often integrate the platform with other learning management systems for seamless tracking.
Decision: Their decision-making process is influenced by employee feedback, organizational goals, and industry benchmarks. They seek tools that offer robust analytics and customizable features to enhance employee development and satisfaction.

Workplace Innovator

Name: Workplace Innovator
Description: Workplace Innovators thrive on creating dynamic and engaging work environments. They utilize HRHarmony's culture-builder toolkit to implement initiatives that drive collaboration and inclusivity within teams. These professionals are constantly brainstorming new ideas to enhance employee culture and improve workplace morale, frequently interacting with HRHarmony to measure the impact of their initiatives.
Demographics: Aged 25-40, equally split between genders, with a master's degree in organizational behavior or business management. They hold roles such as culture managers or HR consultants, with salaries ranging from $60,000 to $100,000.
Background: Having grown up in diverse environments, Workplace Innovators value inclusivity and innovation. They often have backgrounds in project management or employee engagement, leading them to develop a keen interest in workplace culture. Their experiences have shown them that a positive environment enhances productivity and retention, motivating them to pursue a career in HR.
Psychographics: Workplace Innovators are driven by curiosity and a desire to make the workplace a better place. They value feedback and collaboration, often seeking input from employees before implementing changes. They are passionate about creativity and enjoy problem-solving through innovative solutions.
Needs: They need user-friendly tools to measure employee engagement, track culture initiatives, and collect feedback. The ability to personalize culture-building activities is crucial for their role.
Pain: They often encounter resistance from leadership when proposing new culture initiatives and struggle to gather comprehensive feedback on cultural impact. Budget constraints can also limit their ability to roll out innovative ideas.
Channels: Workplace Innovators use social media platforms like Twitter and Instagram for inspiration, attend networking events, and often read industry-specific publications to gain insights.
Usage: They interact with HRHarmony weekly, primarily to track the effectiveness of their initiatives and gather data on workplace culture metrics. They tend to use it during team workshops and planning sessions.
Decision: Their decisions are heavily influenced by employee insights, trends in workplace culture, and data analytics from the HR platform, often linking expected outcomes to employee satisfaction and retention rates.

Compliance Advocate

Name: Compliance Advocate
Description: Compliance Advocates focus on maintaining adherence to legal standards within HR practices. They leverage HRHarmony's automated compliance updates to ensure all policies are up-to-date and accurately implemented. Often regarded as the 'gatekeepers' of the organization, they work tirelessly to mitigate compliance risks and educate staff on regulatory requirements.
Demographics: Aged 35-50, with a balanced male-to-female ratio. Typically hold a bachelor's degree in law, business, or human resources, and often work as compliance officers or HR directors with salaries from $80,000 to $130,000.
Background: With roots in law or regulatory affairs, Compliance Advocates have extensive knowledge of labor laws and regulations. Many hold certifications in HR compliance and have spent years navigating the complexities of human resources within various organizations. Their meticulous nature drives them to seek out tools that facilitate compliance assurance.
Psychographics: Compliance Advocates value integrity, thoroughness, and reliability. They believe in a strong ethical foundation within organizations and are motivated by the desire to protect their companies from potential legal issues while fostering a fair workplace.
Needs: They require a platform that automates compliance tracking, offers easy access to legal updates, and provides clear reporting mechanisms to demonstrate compliance initiatives effectively.
Pain: They often wrestle with keeping up with ever-changing regulations and educating staff on compliance practices. They may also face difficulties in getting buy-in from management for compliance-related initiatives.
Channels: They primarily rely on industry publications, legal newsletters, and online regulatory forums for updates. They also participate in compliance-related webinars and training sessions.
Usage: Compliance Advocates engage with HRHarmony every day to monitor compliance tasks and updates. They use the platform to conduct regular audits and checks within the HR framework.
Decision: Their decision-making process is guided primarily by legal requirements, audit results, and feedback from regulatory bodies, leading them to champion tools that enhance compliance efficiency and reporting accuracy.

Diversity Champion

Name: Diversity Champion
Description: Diversity Champions are committed to promoting diverse and inclusive workplaces. They use HRHarmony's culture-builder toolkit to implement initiatives that enhance representation across all levels of the organization. Their goal is to foster an environment where every employee feels valued and contributes to a rich workplace culture.
Demographics: Aged 30-45, with a slightly higher representation of females, typically possessing a master's degree in sociology, HR, or organizational development. They work as diversity and inclusion officers or HR business partners earning between $70,000 to $110,000 annually.
Background: Raised in multicultural environments, Diversity Champions have personal experiences that inform their commitment to inclusivity. They have worked in various HR roles, focusing on employee advocacy and organizational policy development. Their journey has been fueled by a passion for social justice and equality in the workplace.
Psychographics: Diversity Champions are empathetic, passionate, and driven by a strong sense of justice. They value diverse perspectives and believe that varied backgrounds lead to better organizational outcomes. They are often active in community initiatives and advocate for underrepresented groups.
Needs: They need tools that help track diversity metrics, facilitate training, and promote engagement in inclusion initiatives. Clear reporting features are critical for assessing progress and adjustments to strategies.
Pain: Struggling to effect change in organizations resistant to diversity initiatives, they often face challenges in measuring the impact of their efforts, leading to frustration when results do not meet expectations.
Channels: They are active on LinkedIn, participate in diversity forums, and attend seminars focused on inclusion and social responsibility, often seeking inspiration from peer organizations.
Usage: Diversity Champions use HRHarmony weekly to assess the effectiveness of their diversity initiatives, gather employee feedback, and plan future programs.
Decision: Their decisions are influenced by organizational culture assessments, employee feedback, and benchmarks from industry standards that demonstrate the value of diversity and inclusion initiatives.

Product Ideas

Feedback Flash: Feedback Flash is an instant feedback tool integrated within HRHarmony, allowing employees to give and receive feedback in real-time. This fosters open communication and promotes a culture of continuous improvement, enhancing employee engagement and performance tracking in a timely manner.
Culture Compass: Culture Compass is a feature designed to assess and visualize the organizational culture through surveys and analytics. This tool provides insights for Culture Builders and leaders to understand employee perceptions, measure cultural health, and develop targeted initiatives that enhance workplace environment.
Onboarding Adventure: Onboarding Adventure transforms the onboarding process into an engaging experience. By gamifying tasks and providing interactive checklists and milestones, new employees can feel welcomed and excited, ensuring a smoother transition into the organization while reducing early turnover rates.
SkillSync: SkillSync helps employees identify their current skills and career aspirations, linking them to available training resources and mentorship opportunities in the organization. It facilitates personalized development paths, enhancing employee growth and engagement while aligning with HR strategy.
Compliance Insights Hub: The Compliance Insights Hub is a centralized feature that aggregates regulatory changes and compliance data in real-time, tailored for Compliance Managers. It provides customizable alerts and insights, ensuring organizations remain compliant with minimal disruption to HR processes.
Engagement Pulse: Engagement Pulse leverages AI to conduct ongoing employee satisfaction surveys and pulse checks, providing real-time analytics on employee morale. This technology allows Employee Engagement Specialists to adapt initiatives quickly based on the insights provided, driving a responsive culture.
Diversity Dashboard: Diversity Dashboard offers analytics and visualizations related to diversity metrics within the organization. It empowers Diversity Champions to track progress, set goals, and develop initiatives that promote inclusivity and representation at all levels of the organization.

Product Features

Instant Recognition

Instant Recognition empowers employees to publicly acknowledge each other's achievements in real-time. This feature enhances positive reinforcement within teams, boosting morale and encouraging a culture of appreciation that leads to higher engagement and productivity.

Requirements

Real-Time Achievement Display

User Story: As an employee, I want to see real-time notifications of my colleagues' achievements so that I can celebrate their successes and contribute to a positive work environment.
Description: The Real-Time Achievement Display requirement ensures that all employee recognitions are immediately visible on the platform, creating a dynamic and engaging environment. This functionality includes notifications that can be sent to all team members whenever a recognition is made, allowing for instant celebration of achievements and reinforcing positive behavior within the team. The integration of this feature with the main dashboard will provide users quick access to current recognitions, thus enhancing employee morale and fostering a culture of appreciation and teamwork.
Acceptance Criteria: Real-Time Recognition Visibility for Team Members

Given an employee makes a recognition, when the recognition is submitted, then it should be visible on the team dashboard within 5 seconds.

Notifications for New Recognitions

Given a recognition is made by any team member, when the recognition is saved, then all team members should receive a notification within 10 seconds.

Accessibility of Recognitions on Mobile Devices

Given a user accesses the platform on a mobile device, when they open the dashboard, then the most recent recognitions should be displayed prominently.

Filtering Recognitions by Team or Date

Given a user selects filters on the recognition display, when they apply filters by team or date, then only the relevant recognitions should be visible.

User Interface Consistency and Design for Recognition Display

Given the recognition display is accessed, when it is viewed, then it should maintain consistent branding and design with the rest of the HRHarmony platform.

Search Functionality for Achievements

Given a user is on the recognition dashboard, when they type a keyword into the search bar, then relevant recognitions should be displayed based on that keyword.

Confirmation of Recognition Submission

Given a user submits a recognition, when the submission is complete, then the user should receive a confirmation message indicating the recognition was successful.

Custom Recognition Messages

User Story: As an HR manager, I want to be able to customize recognition messages to ensure that my team's achievements are appreciated in a way that resonates with their unique contributions, fostering a culture of recognition.
Description: The Custom Recognition Messages requirement allows users to personalize their recognition posts with customizable messages and emojis. This functionality enables employees to express their appreciation each time they acknowledge a colleague, making the recognitions more meaningful and personal. Integration with the platform's AI can provide suggested messages based on the context of the recognition, enhancing user engagement and promoting a more connected workplace culture.
Acceptance Criteria: User personalizes a recognition message for a colleague who has completed a successful project.

Given a user is on the Instant Recognition page, when they click on 'Create Recognition', then they should see a text box to enter a custom message and a selection of emojis to include.

User uses AI to fetch suggested messages for a recognition post.

Given a user selects an AI-generated suggestion, when they view the suggestion, then it should be editable before posting.

User successfully saves a customized recognition message with emojis for future use.

Given a user has entered a custom message and selected emojis, when they click 'Save as Template', then the message should be stored in the user's template library for future access.

User submits a recognition post with a custom message and emojis.

Given a user has entered a custom recognition message and selected emojis, when they click 'Post Recognition', then the recognition should appear on the dashboard and be visible to the recipient and their team.

User views recognition posts that include custom messages and emojis.

Given multiple recognition posts are made, when a user navigates to the recognition feed, then they should be able to view all posts with their respective custom messages and emojis clearly displayed.

User edits an existing recognition message they have previously posted.

Given a user has posted a recognition message, when they click on the 'Edit' option for that post, then they should be able to change the message and emojis and re-submit the recognition.

Peer Recognition Analytics

User Story: As a team leader, I want access to analytics on employee recognitions so that I can better understand team dynamics and drive initiatives to improve engagement and appreciation across all levels.
Description: The Peer Recognition Analytics requirement involves developing a dashboard that summarizes recognition patterns and trends across the organization. This feature will analyze who is receiving the most recognition, the types of achievements being acknowledged, and the overall engagement levels among employees. By providing insights into recognition dynamics, organizations can utilize this data to enhance employee engagement initiatives and address any imbalance in recognition distribution, ensuring that all employees feel valued.
Acceptance Criteria: Dashboard shows recognition trends for the past 30 days.

Given the user accesses the Peer Recognition Analytics dashboard, when they select the last 30 days, then the dashboard should display a summary of recognition trends including total recognitions, most recognized employees, and types of achievements acknowledged during that period.

Analysis of recognition patterns by department.

Given the user navigates to the recognition patterns section, when they filter by department, then the dashboard should present analytics showing recognition distribution across different departments, highlighting any disparities.

Real-time updates on new recognitions.

Given the recognition is given by an employee in the system, when another user looks at the dashboard, then the new recognition should appear in real-time without the need to refresh the page.

Comparison of recognition among employees.

Given two or more employees are selected for comparison, when the user views the comparison section, then the dashboard should display a side-by-side view of their recognition counts, types, and trend graphs over the past 3 months.

User feedback on the recognition feature.

Given that users utilize the Peer Recognition Analytics, when they provide feedback through a survey, then the system should capture and store feedback to analyze user satisfaction and areas for improvement.

Export recognition data for external reporting.

Given that a user wants to analyze recognition data outside the platform, when they select the export option, then the dashboard should generate a downloadable report in CSV format containing all relevant recognition data.

Gamification of Recognition

User Story: As an employee, I want to earn rewards for recognizing my colleagues so that I feel more motivated to participate in our company’s recognition culture.
Description: The Gamification of Recognition requirement introduces a points and rewards system that incentivizes employees to engage in recognizing their peers. Employees earn points for giving and receiving recognitions, and can redeem these points for rewards within the organization. This feature is designed to foster a more engaged workforce by encouraging friendly competition and collaboration among employees, ultimately leading to higher morale and productivity. Integration with existing HR systems will facilitate seamless tracking of points and rewards.
Acceptance Criteria: Employee Engagement in Recognition Program

Given that an employee logs into the HRHarmony platform, when they access the Instant Recognition feature, then they should be able to see a leaderboard displaying the top recognizers, their earned points, and the badges they've achieved for recognition actions.

Point Tracking for Recognition Actions

Given that an employee gives recognition to a peer, when the recognition is confirmed, then the system should automatically update both the giver's and receiver's point balance in real-time and display a notification of the points earned.

Reward Redemption Process

Given that an employee has accumulated enough points for a reward, when they navigate to the rewards catalog and select an item, then they should be able to redeem their points seamlessly, and the system should update their point total accordingly and confirm the redemption.

Integration with Existing HR Systems

Given that the HRHarmony system is connected with the existing HR system, when points are earned through the recognition feature, then those points should be reflected in the existing HR system without discrepancies and update in real-time.

Tracking User Engagement and Feedback

Given that the gamification feature is in use, when the HR manager generates a report on employee engagement, then the report should accurately reflect the number of recognitions given, points distributed, and overall employee satisfaction metrics derived from user feedback.

Gamification Participation Rate

Given that the gamification feature is launched, when a measurement of user engagement is conducted over a three-month period, then at least 60% of employees should have participated in giving or receiving recognition through the platform.

Notification System for Recognitions

Given that an employee gives recognition to a peer, when this action occurs, then both the giver and receiver should receive an immediate notification through the HRHarmony interface and email, ensuring visibility of the recognition.

Mobile Recognition Access

User Story: As a remote employee, I want to be able to recognize my colleagues from my mobile device so that I can participate in our company culture, regardless of my location.
Description: The Mobile Recognition Access requirement allows employees to recognize others via a mobile app interface. With mobile functionality, employees can acknowledge achievements anytime and anywhere, making it easier for team members to stay engaged, even while out of the office. This feature supports the increasingly mobile work environment and ensures that instant recognition is not limited to desktop usage only, promoting continuous engagement and appreciation throughout the organization.
Acceptance Criteria: Employees use the mobile app to recognize a team member’s achievement immediately during a team meeting.

Given the employee is logged into the mobile app, when they select a team member and enter a recognition message, then the app should display a confirmation that the recognition has been sent and update the team feed in real-time.

A manager wants to review recent recognitions given in the mobile app to provide feedback during a performance review.

Given the manager is logged into the mobile app, when they navigate to the recognition section, then they should see a list of the most recent recognitions with details including the recognizer, recipient, and message.

Employees are on a business trip and want to recognize a colleague’s achievement while away from the office.

Given the employee has an internet connection and is logged into the mobile app, when they attempt to send recognition, then the system should successfully process the request and notify the recipient regardless of their location.

A user receives a notification of a recognition they were awarded through the mobile app.

Given a user receives a notification on their mobile device, when they click on the notification, then they should be directed to the recognition details within the app showing the acknowledgment message and who recognized them.

An employee uses the mobile app to recognize a peer’s achievement on special company recognition days.

Given it is a designated recognition day, when an employee selects a peer and writes a recognition message through the mobile app, then the recognition should be highlighted with a special badge in the team feed and acknowledged by the system.

Users want to filter recognitions in the mobile app by date or team.

Given a user is in the recognition feed of the mobile app, when they apply filters by date or team, then the recognition list should update accordingly to show only relevant entries based on the selected criteria.

Feedback Loop Tracker

The Feedback Loop Tracker monitors the flow of feedback exchanged between employees and managers. By visualizing feedback interactions and trends over time, it allows users to identify areas for improvement and track progress towards goals, ensuring timely follow-ups and enhanced communication.

Requirements

Real-time Feedback Visualizer

User Story: As an HR manager, I want to see real-time feedback interactions so that I can respond promptly to employee concerns and foster a culture of continuous improvement.
Description: The Real-time Feedback Visualizer allows users to view feedback interactions in real time, offering visual indicators of ongoing feedback exchanges between managers and employees. This requirement enhances communication by providing immediate insights into feedback trends, helping teams to quickly identify and address areas for improvement. By integrating seamlessly with the existing HRHarmony platform, it ensures that users can engage effectively and stay informed on follower feedback progress, leading to a more engaged workforce.
Acceptance Criteria: User is logged into the HRHarmony platform and navigates to the Feedback Loop Tracker to view real-time feedback interactions.

Given that the user is logged in, when they select 'Feedback Loop Tracker', then the system should display a dashboard with real-time feedback exchanges between employees and managers, visualized with distinct color codes for positive, neutral, and negative feedback instances.

The system is expected to provide trending analytics for feedback interactions over the last month.

Given that the user selects the 'Trending Feedback' option, when they request analytics for the last month, then the system should present a visual graph indicating the volume of feedback interactions, categorized by positive, neutral, and negative over that period.

A manager wants to receive alerts for pending feedback replies from their team members.

Given that a manager is using the Feedback Loop Tracker, when any team member has not responded to a feedback request within 48 hours, then the system should send a notification alerting the manager of the pending reply.

An employee is viewing their individual feedback trends and interactions with their manager.

Given that the employee is logged in and accessing their personal feedback page, when they view the feedback trends, then the system should display a summary of all feedback received and given in the past month, along with the average response time.

The system should allow users to filter feedback interactions by specific timeframes.

Given that the user is in the Feedback Loop Tracker, when they select a custom date range for feedback interactions, then the system should update the displayed feedback data to reflect only interactions that occurred within the specified timeframe.

The feedback visualizer must be responsive and accessible across devices.

Given that the user accesses the Feedback Loop Tracker from either a desktop, tablet, or smartphone, when the user navigates to the feedback section, then the layout should be fully responsive, ensuring all visual elements are clear and functional on any device.

Users should be able to export feedback interaction data for reporting purposes.

Given that the user is within the Feedback Loop Tracker, when they select the export option, then the system should generate a CSV report of feedback interactions, including timestamps, feedback types, and respondents, ready for download.

Feedback Trend Analysis

User Story: As a team leader, I want to analyze feedback trends over time so that I can recognize patterns in employee engagement and make informed decisions for team development.
Description: Feedback Trend Analysis aggregates feedback data over time to generate actionable insights into employee performance and engagement. By utilizing analytics tools, this requirement allows managers to track performance metrics, identify trends, and establish benchmarks for various teams. This capability helps HR professionals to implement targeted development strategies, ultimately contributing to employee satisfaction and retention through informed decision-making.
Acceptance Criteria: Managers need to analyze aggregated feedback data for their teams on a quarterly basis to evaluate performance and engagement metrics, allowing them to track improvements over time and adjust their strategies accordingly.

Given that the manager accesses the Feedback Trend Analysis tool, when they select a specific team and time frame, then the system should display aggregated feedback data with visual trends and actionable insights derived from that data.

HR professionals are conducting a biannual review of employee satisfaction and retention strategies, utilizing feedback gathered over the past six months to identify trends and formulate new initiatives.

Given that the HR professional inputs the desired time frame into the Feedback Trend Analysis feature, when they generate the report, then they should receive a comprehensive summary of trends, key performance indicators, and benchmarks relevant to employee engagement.

Employees provide feedback through multiple channels, and managers want to visualize this feedback’s frequency and impact over time to improve communication and follow-up processes.

Given that the manager is reviewing the feedback interactions dashboard, when they filter the data based on type of feedback, then they should see a clear visualization showing frequency, trends, and a breakdown of feedback impact by categories.

During a team meeting, managers want to present insights from the feedback trend analysis to inform decision-making about performance reviews and potential training opportunities for their team members.

Given that the manager has generated the analysis report, when they present the findings during the meeting, then the report should include visual aids such as graphs or charts highlighting critical insights and recommendations.

HR teams need to ensure that the feedback collected is consistently monitored for compliance with organizational standards and benchmarks for employee engagement and performance.

Given that the HR team reviews the compliance metrics section of the Feedback Trend Analysis, when they analyze the metrics, then they should find that the data aligns with the organizational standards set for employee feedback and engagement levels.

A new feature is being tested, and managers need to assess the usability of the Feedback Trend Analysis tool with live data before it goes into full production.

Given that the tool is in the testing phase, when managers use the Feedback Trend Analysis with live employee feedback data, then the feedback should be accurate, actionable, and reflect real-time trends without errors.

Goal-Setting Integration

User Story: As an employee, I want to link my feedback with my performance goals so that I can stay focused on achieving them and track my progress effectively.
Description: The Goal-Setting Integration connects feedback loops with individual and team goals, enabling seamless tracking of progress towards set objectives. This requirement aligns feedback with performance expectations and fosters accountability by ensuring that employees and managers are aware of their goals through ongoing communication. The integration is critical in enhancing the effectiveness of feedback mechanisms by tying them directly to measurable outcomes, thereby improving team performance.
Acceptance Criteria: Integration of feedback loops with individual goal-setting for performance tracking.

Given an employee and manager have defined individual goals, when feedback is provided, then the feedback must be linked to these specific goals in the system.

Tracking progress towards team goals through feedback interactions over a specified timeframe.

Given a team has established shared goals, when feedback is exchanged, then the system must display a clear visualization of the team's progress towards those goals.

Regular notifications for employees and managers regarding feedback and goal completions.

Given feedback is linked to goals, when a specific milestone is reached or feedback is overdue, then a notification is sent to both the employee and the manager.

Reviewing historical feedback data to identify trends related to goal achievement.

Given there is historical feedback data, when a user requests to view feedback over the last quarter, then the system must provide a report detailing feedback trends related to goal progress.

Generates a performance report based on feedback and goal completion rates for individual employees.

Given an employee's feedback and goal data, when a performance report is requested, then the report must include metrics on feedback received vs goals met.

Integration of AI recommendations based on feedback and goal tracking data.

Given enough feedback and goal-tracking data, when an employee accesses their profile, then the system must provide personalized AI-driven recommendations based on their performance.

Ensuring the feedback loop's effectiveness by monitoring employee engagement in the goal-setting process.

Given the establishment of feedback loops, when employees engage in setting and reviewing their goals, then a satisfaction score must be captured and analyzed.

Automated Follow-Up Reminders

User Story: As a manager, I want to receive automated reminders for feedback follow-ups so that I can ensure that important discussions happen on schedule and I don’t miss critical feedback sessions.
Description: Automated Follow-Up Reminders provide users with timely notifications regarding pending feedback actions or follow-ups. This requirement automates the follow-up process, ensuring that feedback discussions are not overlooked and fostering a proactive communication ethos within organizations. By integrating with calendar systems and user preferences, it enhances the likelihood of meaningful discussions taking place and contributes to a more responsive feedback culture.
Acceptance Criteria: User receives a notification about pending feedback action two days before a scheduled meeting.

Given a user has pending feedback actions and a meeting scheduled, when the automated follow-up reminder is triggered, then the user should receive a notification at least two days before the meeting via their preferred notification channel.

Users can customize their reminder settings through their profile.

Given a user is in their profile settings, when they access the follow-up reminder preferences, then they should be able to enable or disable reminders, choose notification types (email, SMS, app notification), and set the reminder frequency.

The system integrates with the user's calendar to identify relevant meeting times for feedback discussions.

Given a user has connected their calendar to HRHarmony, when a meeting is scheduled that involves feedback discussion, then the system should automatically suggest follow-up reminders based on the meeting time and the user's predefined settings.

Users receive notifications for follow-ups that have been overdue for a week or more.

Given a user has overdue feedback follow-ups, when the system checks for overdue actions, then the user should receive an escalation notification indicating the overdue follow-ups and suggested next steps.

Feedback loop participants are reminded to follow-up on feedback discussions after a specified period.

Given feedback has been exchanged between a user and their manager, when the specified follow-up period has passed, then both parties should receive a reminder to continue the feedback discussion.

The user can view all upcoming follow-up reminders in a centralized dashboard.

Given a user accesses their feedback dashboard, when they navigate to the reminders section, then they should see a list of all upcoming follow-up reminders with associated deadlines and actions needed.

Users can opt-in to receive reminders through multiple channels simultaneously.

Given a user is updating their notification preferences, when they select multiple notification channels for follow-up reminders, then they should receive confirmation that reminders will be sent through all selected channels.

Customized Feedback Templates

User Story: As an HR professional, I want to create customized feedback templates that reflect our company culture so that our feedback process feels more personal and relevant to employees.
Description: Customized Feedback Templates empower users to tailor feedback mechanisms to their organizational culture and specific team needs. This requirement includes options for creating, editing, and sharing templates that reflect company values and practices, ensuring that feedback is relevant and constructive. By providing a dynamic system for feedback interactions, it improves the quality of communication and encourages employees to engage in discussions that align with their goals and values.
Acceptance Criteria: Employee customization for feedback templates based on individual roles and preferences.

Given an HR manager with access to the Feedback Loop Tracker, when they create a feedback template, then they should be able to select from various input fields reflecting the company's core values and employee roles, and the template should save these customizations for future use.

Editing existing feedback templates to ensure they stay relevant over time.

Given an HR manager has an existing feedback template in the Feedback Loop Tracker, when they initiate the edit process, then they should be able to modify template fields, save the changes, and verify that the updated template reflects the new content correctly in the system.

Sharing customized feedback templates among team leads to foster collaboration in feedback processes.

Given a customized feedback template is created by an HR manager, when they share the template with a team lead via the platform, then the team lead should receive a notification and have full access to edit and use the template within their own team.

Tracking the usage of customized feedback templates to evaluate engagement and effectiveness.

Given multiple feedback templates have been created and shared, when the HR manager accesses analytics from the Feedback Loop Tracker, then they should see usage statistics for each template, including number of uses, completion rates, and feedback scores gathered using each template.

Ensuring user permissions are properly set for creating, editing, and sharing feedback templates.

Given an HR manager and a regular employee, when the HR manager attempts to grant editing access to a feedback template, then the regular employee should only have 'view' access unless explicitly granted editing rights by the HR manager.

Validating the alignment of feedback templates with organizational values during creation.

Given a feedback template is being created, when the HR manager selects specific corporate values during the customization process, then the system should display guidelines and examples to ensure the template aligns with these values before finalizing saving.

Feedback History Log

User Story: As an employee, I want to access my feedback history so that I can review previous discussions and track my development over time.
Description: The Feedback History Log captures all feedback interactions in a timeline format, providing a comprehensive record that can be accessed by both employees and managers. This transparency encourages accountability and allows both parties to refer back to previous interactions, thereby fostering a culture of informed communication. This requirement enhances the overall effectiveness of feedback processes by ensuring that valuable insights are not lost, contributing to improved performance over time.
Acceptance Criteria: Recording Feedback Interactions for Performance Review

Given a manager has provided feedback to an employee, when the feedback is logged, then the interaction should appear on the employee's Feedback History Log with the accurate timestamp and content details.

Accessing Feedback History for Review

Given an employee wants to review their feedback, when they access the Feedback History Log, then they should see a complete and chronological timeline of all feedback interactions they've had with their manager.

Monitoring Trends in Feedback Over Time

Given a manager is analyzing feedback trends, when they filter the Feedback History Log by date range, then they should see visual representations of feedback interactions and trends during that specified period.

Usage of Feedback Log for Development Plans

Given a manager is creating a development plan for an employee, when they access the Feedback History Log, then they must be able to reference specific feedback entries to support their recommendations effectively.

Employee Accountability Through Feedback Records

Given an employee has received feedback, when they log in to their account, then they should see a notification summarizing their recent feedback interactions in their Feedback History Log.

Ensuring Privacy and Security of Feedback Records

Given the sensitive nature of feedback, when feedback interactions are logged, then all entries should be encrypted and accessible only to the involved employee and their manager.

Generating Reports from Feedback History

Given an HR professional requires insights for organizational improvements, when they generate a report from the Feedback History Log, then the report should include key metrics, trends, and summary insights on feedback interactions.

Real-Time Insights

Real-Time Insights delivers actionable analytics based on the feedback received. This feature provides managers and HR professionals with key metrics and trends around employee performance and engagement so they can make informed decisions on development initiatives and employee support.

Requirements

Dynamic Reporting Dashboard

User Story: As an HR manager, I want to access a customizable reporting dashboard so that I can view real-time employee performance metrics relevant to my team's needs and make informed decisions quickly.
Description: The Dynamic Reporting Dashboard provides a customizable interface for HR professionals and managers to view real-time metrics and analytics on employee engagement and performance. This requirement focuses on enabling users to select specific parameters, such as department, timeframes, and performance indicators, to generate tailored reports that highlight trends and actionable insights. The dashboard will have interactive elements such as graphs and charts, allowing users to drill down into specific data points for deeper analysis. By facilitating immediate access to crucial information, this requirement enhances decision-making and supports targeted development initiatives, ultimately fostering a more engaged and productive workforce.
Acceptance Criteria: User customizes the reporting dashboard to display metrics for the Sales department for the past quarter.

Given the user is on the Dynamic Reporting Dashboard, when they select 'Sales' from the department dropdown and set the date range to the last quarter, then the dashboard displays only the relevant performance and engagement metrics for that department and time period.

User generates a report comparing employee performance across different departments.

Given the user has selected multiple departments in the parameter settings, when they click on 'Generate Report', then the system produces a comprehensive report displaying performance metrics for all selected departments side by side.

User drills down into specific data points within the dashboard.

Given the user is viewing a chart on employee engagement, when they click on a specific data point in the chart, then the system should show detailed information associated with that data point in a pop-up or side panel.

User sets up an alert for important performance metrics.

Given the user has access to the reporting dashboard, when they specify criteria for performance metrics that require attention (e.g., below 70% engagement), then the system sends an alert to the user via email or notification when these thresholds are met.

User saves a customized report for future access.

Given the user has adjusted the report parameters and generated a report, when they choose to save the report, then the system allows the user to name and save that report for easy retrieval later from a 'Saved Reports' section.

User views real-time performance metrics.

Given the dashboard is designed to show real-time data, when the user accesses the dashboard, then it automatically refreshes the metrics every 5 minutes to reflect the latest data.

User accesses historical data through the dashboard.

Given the user specifies a custom date range beyond the last quarter, when they configure the dashboard to show metrics for that period, then the system retrieves and displays the historical performance metrics accurately.

Feedback Categorization System

User Story: As an HR professional, I want to categorize employee feedback so that I can quickly identify trends and focus on specific areas needing improvement.
Description: The Feedback Categorization System enables the efficient organization and analysis of employee feedback by categorizing inputs into predefined themes such as training needs, workplace culture, or managerial effectiveness. This requirement aims to streamline the process of sifting through qualitative feedback data, allowing HR professionals and managers to identify common themes and areas for improvement systematically. The system will utilize AI to suggest categories based on trends in the feedback collected, enhancing the organization’s ability to respond to employee needs and drive continuous improvement within the workplace. The implementation of this feature will ultimately lead to better-targeted employee engagement programs and development strategies.
Acceptance Criteria: As an HR professional, I need to categorize employee feedback into themes so that I can analyze trends and identify areas for improvement during performance reviews.

Given a collection of employee feedback, when I input this data into the system, then the system categorizes the feedback into predefined themes with at least 90% accuracy.

As a manager, I want to receive notifications about newly categorized feedback, so I can promptly address issues and implement changes based on employee suggestions.

Given new feedback has been categorized, when the categorization is completed, then the system sends notifications to the relevant stakeholders within 5 minutes.

As an HR analyst, I want to generate reports based on categorized feedback themes to present to the management team for strategic planning sessions.

Given feedback has been categorized, when I request a report, then the system generates a summary report that includes at least 3 key insights and can be exported in PDF format.

As an HR professional, I want the categorization system to learn from past feedback usings AI, so that it improves its categorization accuracy over time.

Given feedback has been categorized multiple times, when I review the categorization after processing 100 feedback entries, then the AI system shows a 10% improvement in categorization accuracy compared to the initial categorization.

As a team lead, I want to access the categorized feedback data in real-time to discuss it in team meetings, so we can collaboratively decide on action items.

Given I am logged into the system, when I access the feedback dashboard, then I can view categorized feedback data updated in real-time without delays.

As an HR professional, I want to customize categories based on the specific needs of our organization, so that feedback can be aligned with our strategic goals.

Given I have admin access, when I create a new category, then it should be reflected in the feedback categorization options immediately and allow for feedback submission.

As a compliance officer, I need to ensure that the feedback categorization system complies with data protection laws, so that employee confidentiality is maintained while analyzing feedback.

Given the implementation of the feedback categorization system, when I review the data handling processes, then I can verify that all categorized feedback adheres to relevant data protection regulations (e.g., GDPR).

Automated Alerts for Performance Trends

User Story: As a manager, I want to receive automated alerts when performance metrics indicate changes so that I can respond promptly to support my team.
Description: The Automated Alerts for Performance Trends feature will proactively notify HR professionals and managers when significant changes occur in employee performance metrics. This requirement involves setting up a system of alerts based on predefined thresholds that can indicate positive or negative shifts in engagement or productivity levels. By providing timely notifications, managers are empowered to take swift action to address issues or recognize achievements, promoting a culture of responsiveness and recognition within the organization. This feature will be integral to maintaining an engaged workforce and ensuring performance management practices are both proactive and informed.
Acceptance Criteria: Automated alerts are triggered when an employee's performance metrics significantly drop below the predefined threshold over a period of two consecutive weeks, ensuring HR managers are promptly notified to investigate and address the concern.

Given the performance metrics threshold is set, When the employee's performance metrics drop below this threshold for two consecutive weeks, Then an automated alert is sent to the HR manager and relevant stakeholders.

HR professionals receive alerts when employee engagement scores exceed a certain positive threshold, allowing them to recognize and reward exceptional performance in a timely manner.

Given the engagement score thresholds are established, When the engagement score exceeds the positive threshold, Then an automated alert is generated and sent to the HR manager for action.

The alert system allows HR professionals to customize thresholds for different teams, ensuring that context-specific performance metrics are appropriately monitored and acted upon.

Given that HR professionals have the capability to customize team-specific thresholds, When a threshold is changed, Then the system successfully updates the alert parameters accordingly and confirms the update to the HR professional.

Alerts are documented in a tracking system so that HR professionals can analyze past performance trends and responses to alerts over time, contributing to informed decision-making.

Given alerts are generated by the system, When an alert occurs, Then a log entry is created in the tracking system with relevant details including the date, employee involved, and type of alert.

The alert notification system must integrate seamlessly with the existing HRHarmony dashboard, allowing users to receive updates without needing to change platforms or processes.

Given the alert system is integrated with the HRHarmony dashboard, When an alert is triggered, Then it should appear as a notification on the dashboard for HR professionals to review.

All stakeholders can opt-in for varying levels of notification (immediate, daily summaries, or weekly digests) according to their roles, ensuring that everyone is updated in a manner that suits their workflow.

Given that stakeholders can choose their notification preferences, When a preference is set, Then alerts adhere to the specified frequency and format chosen by the stakeholder.

The alert system must maintain data security and compliance with relevant regulations (e.g., GDPR), ensuring that only authorized personnel can access sensitive performance data.

Given the need to comply with data protection regulations, When an alert is generated, Then access to the alert data must be restricted to authorized HR personnel only, with audit logs maintained of who accessed the data.

Employee Suggestion Box

User Story: As an employee, I want to submit suggestions anonymously so that I can freely express my thoughts on workplace improvements without fear of backlash.
Description: The Employee Suggestion Box serves as a platform for employees to submit their ideas, feedback, and suggestions in a structured manner. This requirement will focus on providing an easily accessible feature within the platform where employees can share their thoughts on workplace improvements, policy changes, or other relevant topics. The system will allow for anonymous submissions if desired, fostering a culture of openness and empowering employees to voice their opinions without fear of retribution. The collected suggestions can be categorized and subsequently analyzed by HR professionals to identify actionable insights that contribute to a positive workplace culture and enhance employee engagement.
Acceptance Criteria: Employees can access the Employee Suggestion Box from their dashboard at any time during their login session.

Given that an employee is logged into their account, when they navigate to the dashboard, then they should see a clearly marked link or button labeled 'Employee Suggestion Box' that directs them to the suggestion submission form.

Employees need to submit a suggestion anonymously if they choose to do so.

Given that an employee is on the suggestion submission form, when they select the option for anonymity before submitting their suggestion, then their identity should not be associated with the submission in the backend tracking system.

HR professionals should be able to categorize and analyze the suggestions received through the Employee Suggestion Box.

Given that HR professionals access the suggestion management interface, when they view submitted suggestions, then they should have the functionality to categorize each suggestion by predefined tags and generate reports based on these categories for analysis.

Employees receive confirmation after submitting their suggestion, reinforcing engagement.

Given that an employee has successfully submitted a suggestion, when they submit the suggestion, then they should receive a confirmation message on the screen and an email acknowledging receipt of their suggestion.

The system should prevent duplicate submissions to maintain clarity in suggestions.

Given that an employee has submitted a suggestion, when they attempt to submit the same suggestion again in a short time frame, then they should receive a notification indicating that their suggestion has already been submitted and will not be counted again.

HR professionals must be able to view trends in submitted suggestions over time to identify common themes.

Given that HR professionals are in the analytics section of the platform, when they access the trends section for the Employee Suggestion Box, then they should see visual graphs highlighting the frequency and categories of suggestions submitted over time.

Engagement Survey Customization

User Story: As an HR manager, I want to customize our engagement surveys so that they reflect our organization's goals and gather relevant feedback from employees.
Description: The Engagement Survey Customization feature allows HR professionals to tailor employee engagement surveys based on the unique needs and characteristics of their organization. This requirement involves creating a user-friendly interface where survey questions can be edited, added, or removed as necessary, aligning the survey with specific company initiatives or cultural values. By facilitating customization, this feature enhances the relevance and effectiveness of engagement surveys, leading to more meaningful feedback from employees. The insights generated from these refined surveys will be key to developing targeted strategies aimed at improving overall employee satisfaction and engagement.
Acceptance Criteria: User Definition of Survey Questions

Given an HR professional accessing the Engagement Survey Customization feature, when they navigate to the survey question section, then they should be able to add, edit, and remove questions easily through an intuitive user interface.

Alignment with Company Initiatives

Given a customized engagement survey template, when saved, then it must reflect the selected company initiatives and cultural values defined by the HR professional.

User-Friendly Interface for Customization

Given an HR professional utilizing the engagement survey customization interface, when they interact with the interface, then the workflow should enable them to customize the surveys without requiring technical assistance.

Real-Time Update of Survey Customization

Given an HR professional makes changes to the survey questions, when they save the changes, then the updates should be immediately reflected in the preview of the survey.

Feedback Collection and Analysis

Given the customized engagement survey has been distributed, when employees submit their responses, then the analytics dashboard should reflect the results in real-time with actionable insights on employee engagement.

Adaptability of Survey to Different Departments

Given engagement surveys are tailored, when the HR professional selects different departments, then they should be able to create department-specific surveys with relevant questions, demonstrating adaptability.

Access Control for Survey Customization

Given multiple HR users in the system, when accessing the engagement survey customization feature, then only authorized personnel should have the ability to edit or delete survey questions, ensuring data integrity.

Integration with Third-Party Tools

User Story: As an HR professional, I want HRHarmony to integrate with our existing project management tools so that I can consolidate all performance data in one place.
Description: The Integration with Third-Party Tools requirement focuses on enabling HRHarmony to seamlessly connect with popular third-party applications used for project management, communication, and performance tracking. By establishing API connections, this feature will streamline data exchange between systems, eliminating redundant data entry and enhancing the overall efficiency of HR processes. This capability will provide a holistic view of employee performance and engagement by aggregating data from various sources, allowing HR professionals to make data-driven decisions more effectively. Such integrations will also enhance the user experience by allowing the existing tools to be utilized alongside HRHarmony without disruption.
Acceptance Criteria: Integration with popular project management tools such as Trello and Asana

Given that the HRHarmony platform is connected to a project management tool, When a user updates an employee's performance metrics in HRHarmony, Then the data should automatically reflect in the connected third-party application within 5 minutes.

Integration with communication tools like Slack and Microsoft Teams

Given that HRHarmony is integrated with a communication tool, When an employee receives feedback through the platform, Then a notification should be sent to the respective employee's channel in the communication tool immediately after the feedback is given.

Aggregation of data from multiple integrations for holistic reporting

Given that HRHarmony has received data from various third-party applications, When a user generates a performance report, Then the report should include consolidated metrics from all connected applications, reflecting accurate employee performance trends.

User authentication and authorization for integrated apps

Given that HRHarmony has established integration with third-party tools, When a user attempts to access integrated functionalities, Then the system should verify user permissions based on roles set in both HRHarmony and the third-party application before granting access.

Real-time data syncing across integrations

Given that HRHarmony is connected to external systems, When a data change occurs in one of the third-party applications, Then the corresponding data in HRHarmony should be updated in real-time or within a maximum of 5 minutes.

Management of third-party integration settings

Given that an HR professional wants to manage integration settings, When they navigate to the settings page in HRHarmony, Then they should be able to view, edit, or disable all currently connected third-party integrations.

User training and support for new integrations

Given that new integrations have been introduced to HRHarmony, When a user accesses the training materials provided, Then they should find comprehensive guides on how to set up and utilize the new integrations effectively.

Smart Suggestions

Smart Suggestions analyzes feedback content to offer personalized recommendations for action. It helps users identify development opportunities and suggest ways to apply feedback constructively, promoting growth and continuous improvement.

Requirements

Feedback Analysis Engine

User Story: As an HR manager, I want to receive analyzed feedback summaries so that I can quickly understand employee sentiments and address their concerns effectively.
Description: The Feedback Analysis Engine automatically categorizes and evaluates employee feedback to extract key insights and trends. It leverages natural language processing (NLP) algorithms to interpret sentiment, relevance, and urgency within the feedback, presenting actionable data to HR professionals. This feature enhances data-driven decision making, allowing organizations to respond to employee concerns more effectively and tailor development strategies accordingly. Furthermore, it integrates seamlessly with existing HRHarmony modules, ensuring a holistic understanding of employee sentiments across various touchpoints within the platform.
Acceptance Criteria: User submits employee feedback through the HRHarmony platform, triggering the Feedback Analysis Engine to analyze and categorize the feedback automatically.

Given a user submits feedback, When the Feedback Analysis Engine processes the feedback, Then it should categorize the feedback into at least three relevant categories (e.g., 'Positive', 'Negative', 'Neutral').

The Feedback Analysis Engine interprets the sentiment of an employee's feedback to determine overall employee satisfaction.

Given feedback containing multiple sentences, When processed by the Feedback Analysis Engine, Then it should output a sentiment score between -1 (very negative) and +1 (very positive) reflecting overall sentiment accuracy.

HR professionals review feedback reports generated by the Feedback Analysis Engine to identify trends and insights for strategic planning.

Given HR professionals access the feedback report, When they view the report generated by the Feedback Analysis Engine, Then it should display key trends with actionable insights based on the categorized feedback.

The Feedback Analysis Engine integrates with the existing HRHarmony modules to ensure a comprehensive understanding of employee sentiments across various touchpoints.

Given integration points with other HR modules, When a user accesses feedback reports, Then the reports should include insights derived from at least three different HR modules (e.g., Performance Management, Onboarding).

The system alerts HR professionals about urgent feedback requiring immediate attention based on the analysis of employee feedback.

Given feedback identified as urgent, When processed by the Feedback Analysis Engine, Then it should trigger an alert to HR professionals detailing the feedback's urgency and suggested next steps.

Development Opportunity Identifier

User Story: As an employee, I want personalized development recommendations based on feedback so that I can take specific actions to improve my performance and career progression.
Description: The Development Opportunity Identifier assesses employee strengths and areas for improvement based on aggregated feedback data. By utilizing machine learning algorithms, this feature flags potential development opportunities for each employee, suggesting relevant training modules, mentoring options, and performance improvement plans. This capability enhances employee engagement by providing tailored recommendations that align with individual career goals and organizational needs, fostering a culture of continuous development and growth within the company.
Acceptance Criteria: Employee receives aggregated feedback from multiple sources, including managers, peers, and self-assessments, through the HRHarmony platform.

Given an employee has received feedback, When the Development Opportunity Identifier processes the feedback, Then the system must generate a list of at least three specific development opportunities tailored to the individual’s strengths and weaknesses.

HR manager is using the HRHarmony dashboard to monitor employee feedback and identify training needs across the team.

Given the HR manager accesses the Development Opportunity Identifier feature, When the dashboard refreshes, Then the system must display a visual representation of potential development opportunities for each employee based on their feedback.

An employee initiates a self-assessment to reflect on their career goals and areas for improvement.

Given an employee completes a self-assessment, When the Development Opportunity Identifier is engaged, Then the system must provide a personalized summary of development opportunities including suggested training modules and mentoring options.

The HR team evaluates the effectiveness of the Development Opportunity Identifier after its implementation.

Given a set date has passed since the deployment of the feature, When the HR team reviews the development opportunities flagged by the identifier, Then at least 75% of those flagged opportunities must correlate with improved employee performance ratings in subsequent evaluations.

An employee receives notifications about suggested training modules and mentoring options derived from their feedback analysis.

Given the Development Opportunity Identifier has processed feedback, When the system issues recommendations, Then the employee must receive a notification containing at least two recommended actions for development within 24 hours.

Mentors are selected based on the flagged development opportunities for an employee.

Given an employee has been identified for development opportunities, When the HR manager accesses the mentoring options, Then the system must match the employee with at least two available mentors whose expertise aligns with the identified development areas.

Actionable Recommendations Dashboard

User Story: As a team leader, I want to see a dashboard of actionable recommendations for each team member so that I can help guide individual performance improvement efforts effectively.
Description: The Actionable Recommendations Dashboard serves as a centralized hub where users can view personalized suggestions based on feedback and performance metrics. This interactive dashboard allows employees and managers to track progress against recommended actions, set goals, and visualize outcomes. By offering a clear overview of suggested next steps, this feature encourages accountability and allows for ongoing discussions between employees and their managers regarding performance improvement. Its intuitive design enhances user experience, making it simple for users to engage with their development path actively.
Acceptance Criteria: User accesses the Actionable Recommendations Dashboard after receiving feedback from their manager about their performance.

Given a user has received feedback and wants to improve their performance, when they access the Actionable Recommendations Dashboard, then they should see personalized recommendations based on that feedback, with clear action items listed.

A manager reviews the Actionable Recommendations Dashboard to monitor their team's progress on development goals.

Given a manager is logged into the Actionable Recommendations Dashboard, when they select an employee's profile, then they should be able to view that employee's progress on all recommended actions with visual indicators for completion status.

An employee sets a new goal based on the recommendations shown in the Actionable Recommendations Dashboard.

Given an employee is on the Actionable Recommendations Dashboard, when they select a recommendation and set it as a goal, then they should receive a confirmation message and see the goal reflected in their dashboard with a progress tracker.

A user completes a recommended action and wants to mark it as done in the Actionable Recommendations Dashboard.

Given a user has completed a recommended action, when they click the 'Mark as Done' button beside that action, then the action should be removed from the active recommendations list and a completion date should be recorded.

HR reviews the overall effectiveness of the Actionable Recommendations Dashboard in improving employee performance.

Given that the Actionable Recommendations Dashboard has been in use for at least one quarter, when HR analyzes the performance metrics, then they should observe an increase in employee performance ratings corresponding to the recommendations made in the dashboard.

A user interacts with the Actionable Recommendations Dashboard and provides feedback on its usability and effectiveness.

Given that a user has engaged with the Actionable Recommendations Dashboard for a sufficient period, when they submit feedback via the provided option, then the system should acknowledge receipt of the feedback and offer an option to submit suggestions for improvement.

Integration with Learning Management Systems (LMS)

User Story: As a training coordinator, I want to link feedback analysis with our LMS so that I can provide employees access to relevant training materials tailored to their improvement areas.
Description: The Integration with Learning Management Systems (LMS) feature allows HRHarmony to connect with external and internal LMS platforms to provide a seamless flow of personalized training recommendations based on feedback analysis. This integration ensures that training opportunities are readily available and aligned with identified development needs. By connecting feedback insights with learning resources, organizations can create a cohesive approach to employee development, ensuring that employees have the tools they need to succeed and grow in alignment with organizational goals.
Acceptance Criteria: User initiates a feedback analysis which identifies specific development needs that align with both individual and organizational goals, triggering the Smart Suggestions to recommend relevant training courses available in the integrated LMS.

Given that the user has received feedback identifying their development needs, when they access the Smart Suggestions feature, then the system must display at least three personalized training recommendations from the connected LMS that match those needs.

An HR manager sets up and configures the integration between HRHarmony and a selected LMS, ensuring that feedback from the Smart Suggestions is correctly linked to available training resources.

Given that the HR manager is in the integration setup page, when they successfully connect to an LMS using valid credentials, then the system should confirm the connection and display a status message indicating that the integration is active.

An employee receives feedback after a performance review, prompting the Smart Suggestions feature to recommend actionable steps and training opportunities based on the feedback.

Given that the employee has completed a performance review, when they view the Smart Suggestions feature, then the system must show actionable steps along with at least one link to relevant training courses in the LMS.

During a quarterly review, the HR department measures the effectiveness of the Smart Suggestions integration with the LMS by tracking employee training participation and performance improvements.

Given that the HR department has access to training data, when they analyze employee participation and performance metrics post-training, then there should be a measurable increase in performance scores for at least 70% of the employees who participated in the recommended training.

An organization modifies its training programs based on aggregated feedback from the Smart Suggestions feature and their correlation with LMS training outcomes.

Given that the organization collected feedback and training results, when they review the training program effectiveness report, then there must be documented changes made to at least 20% of existing training programs based on the insights derived from the feedback analysis.

HR managers and team leaders review the combined insights from employee feedback and LMS data to inform strategic workforce development initiatives.

Given that the HR managers and team leaders have accessed the analytics dashboard, when they generate a report, then it should reflect insights from both the feedback received and the training completion rates, allowing them to make data-driven decisions about future training initiatives.

Performance Tracking Enhancements

User Story: As an employee, I want to track my performance over time in relation to the feedback and recommendations I receive, so that I can monitor my growth and improvement accurately.
Description: Performance Tracking Enhancements will augment the existing performance tracking capabilities by incorporating insights derived from the Smart Suggestions feature. It will allow users to visualize performance over time against the recommendations made based on feedback. This improved tracking mechanism will empower employees to take control of their growth and allow managers to have more meaningful discussions during performance reviews. Additionally, it aids in identifying patterns and correlating feedback with performance outcomes across teams.
Acceptance Criteria: User views performance tracking dashboard after implementing Smart Suggestions to assess progress over time.

Given the user has received feedback and implemented Smart Suggestions, when the user accesses the performance tracking dashboard, then the dashboard should display visual representations of performance metrics aligned with the implemented suggestions.

Manager conducts a performance review meeting using insights from Smart Suggestions to guide the discussion.

Given the manager has accessed the performance data from Smart Suggestions, when the manager initiates a performance review meeting, then the discussion should focus on the correlation between the feedback received and the employee's performance outcomes over time.

Employees receive notifications for newly available Smart Suggestions based on their performance data.

Given new Smart Suggestions are available, when the employee logs into the system, then they should receive a notification with a summary of the suggestions tailored to their performance trends.

User generates a report comparing employee performance with the effectiveness of Smart Suggestions over a specific period.

Given the user selects the report generation feature, when the user specifies the date range and employees, then the report should include performance metrics and suggested actionable items with corresponding outcomes for each employee.

Administrator reviews system usage analytics to evaluate the impact of Smart Suggestions on employee engagement and performance.

Given the administrator accesses the analytics dashboard, when the administrator reviews the metrics, then they should see a clear correlation between the usage of Smart Suggestions and improvements in employee performance and engagement scores.

Employee provides feedback on the usefulness of Smart Suggestions after using them for one performance cycle.

Given the employee has utilized Smart Suggestions for a performance cycle, when the employee completes the feedback form, then the submission should include ratings on the relevance and applicability of the suggestions provided.

Feedback Goal Setting

Feedback Goal Setting allows employees to set personalized goals based on received feedback. Users can create specific objectives, track their progress, and receive reminders, ensuring that feedback directly contributes to their professional development.

Requirements

Personalized Goal Creation

User Story: As an employee, I want to set personalized career goals based on feedback I've received so that I can actively work towards my professional development.
Description: This requirement allows employees to create personalized career goals based on the feedback they receive from peers and managers. It should offer a wide range of options, enabling users to set quantifiable objectives while ensuring the interface remains user-friendly and intuitive. The ability to tailor goals will promote individual accountability and greater engagement, leading to improved performance and career satisfaction. Integration within the existing performance management system is essential, ensuring that these goals are visible during reviews and check-ins, fostering ongoing dialogue between employees and supervisors.
Acceptance Criteria: Employee initiates the goal creation process after receiving constructive feedback during a quarterly review, ensuring they can define their personal development objectives in line with the feedback received.

Given the employee has received feedback, When they access the feedback goal setting module, Then they should be able to create a personalized goal with specific objectives that relate directly to the feedback.

An employee wants to monitor their progress on the goals they set, checking the status of their objectives during their regular check-ins with their manager.

Given the employee has set personalized goals, When they navigate to the progress tracking section, Then they should see a visual representation of their goal progress, including milestones reached.

A manager reviews an employee's personalized goals during a performance evaluation meeting to discuss progress and areas for improvement.

Given the employee has set personalized goals, When the manager accesses the performance management system, Then they should be able to see the employee's set goals alongside feedback comments during the evaluation.

An employee seeks reminders for their personalized goals to stay on track for completion as deadlines approach.

Given the employee has created personalized goals, When the deadlines for these goals approach, Then they should receive automated reminders through the HRHarmony platform via email or notification.

An employee wants to customize their goals further by adding specific metrics to measure their achievement effectively.

Given the employee is in the goal creation module, When they attempt to set a goal, Then they should have the option to add quantitative metrics that define their success criteria.

A user requires guidance on how to set effective personalized goals based on feedback to improve career pathways.

Given the user is in the goal creation section, When they request assistance or guidance, Then they should be presented with tips and best practices for setting effective goals.

Progress Tracking Dashboard

User Story: As an employee, I want to have a dashboard that tracks my progress on my goals so that I can see how I'm advancing and where I need to focus my efforts.
Description: The requirement pivotally includes a dashboard feature that enables employees to monitor their progress towards their set goals. This dashboard should present visual representations such as charts and graphs, providing a clear overview of achievements, areas needing improvement, and timelines for goal completion. The dashboard should be integrated with notification systems that remind employees about upcoming deadlines or milestones, enhancing accountability and time management. This feature plays a significant role in motivating users, offering them insights into their performance journey.
Acceptance Criteria: Employee accesses the Progress Tracking Dashboard to view their personalized goal progress after a quarterly feedback session.

Given an employee has set goals on the platform, When they access the Progress Tracking Dashboard, Then they should see a visual representation of their goals' progress with updated charts and progress bars.

Manager reviews the Progress Tracking Dashboard to assess team members' goal achievements and identify areas for coaching.

Given a manager is logged in to the HRHarmony platform, When they navigate to the Progress Tracking Dashboard, Then they should be able to filter by team members and see their individual progress, including a summary of completed and outstanding goals.

Employee receives a notification for an upcoming deadline for one of their goals as displayed in the Progress Tracking Dashboard.

Given an employee has set a goal with a deadline nearing, When the notification system triggers notifications, Then the employee should receive a reminder alert via email and in-app notification at least 2 days prior to the goal deadline.

An employee wants to assess their areas for improvement by reviewing the data presented in the Progress Tracking Dashboard.

Given an employee accesses the Progress Tracking Dashboard, When they look at their progress indicators, Then they should be able to identify which specific goals are behind schedule and what percentage improvement is needed to meet the deadline.

HR manager configures the Progress Tracking Dashboard settings to include specific metrics relevant to goal tracking.

Given a user with HR manager role is logged in, When they modify the settings of the Progress Tracking Dashboard, Then they should be able to add or remove metrics like completion percentage, time to completion, and reminders.

Employee interacts with the Progress Tracking Dashboard to receive real-time updates on their goal progress during a performance review meeting.

Given an employee is in a performance review meeting with their manager, When they discuss their goal progress, Then the dashboard should provide real-time updates and reflective analytics to support the dialogue.

An employee analyzes historical progress data on the Progress Tracking Dashboard to adjust future goals based on past performance.

Given an employee is reviewing their historical data on the Progress Tracking Dashboard, When they access previous goal records, Then they should see performance trends over the last six months, including goal success rate and average time to completion.

Automated Reminder System

User Story: As an employee, I want to receive automated reminders about my goals and feedback sessions so that I never miss important deadlines or opportunities for improvement.
Description: This requirement establishes an automated system for setting reminders related to feedback and goal progress. Employees should receive timely notifications via email or in-app messages about upcoming review deadlines, feedback requests from supervisors, and updates on milestones. This automation reduces the risk of missing important check-ins or deadlines and keeps goal attainment at the forefront of daily tasks, ensuring that employees stay aligned with their goals and responsibilities.
Acceptance Criteria: Automated Reminders for Upcoming Review Deadlines

Given an employee has set goals based on feedback, when the review deadline is approaching, then the employee should receive a reminder notification via email and in-app message at least 3 days before the deadline.

Feedback Request Notifications from Supervisors

Given a supervisor has requested feedback on an employee's performance, when the feedback request is sent, then the employee should receive a notification within 24 hours via email and in-app message.

Milestone Update Notifications

Given an employee is tracking progress towards their goals, when a milestone is reached, then the employee should receive an update notification within 1 hour via in-app message and within 24 hours via email.

Ability to Customize Reminder Preferences

Given an employee accesses the reminder settings, when they adjust their notification preferences, then the system should save these preferences and apply them immediately for future reminders.

Missed Reminder Follow-Up Notifications

Given an employee has missed an important reminder, when the deadline passes without acknowledgment, then the system should send a follow-up notification to the employee and their supervisor within 24 hours of the missed deadline.

Testing Reminder System for Multiple Users

Given multiple employees with various goals and deadlines, when reminders are triggered for those employees, then all reminder notifications should be received without error, accurately reflecting each user's unique settings.

Aggregated Reminder Summary Notifications

Given an employee has multiple reminders set, when a week or month ends, then the employee should receive a summary of upcoming deadlines and feedback requests in one notification via email.

Feedback Integration for Goals

User Story: As an employee, I want to receive goal suggestions based on feedback so that I can more effectively act on the input I’ve received from my colleagues and supervisors.
Description: This requirement implements an integration mechanism where feedback from peers and supervisors directly influences goal setting. Whenever feedback is provided, the system should suggest potential goals aligning with that feedback, encouraging users to not only reflect on comments but also take actionable steps towards improvement. This feature supports a continuous feedback loop, enhancing the effectiveness of the goal-setting process and ensuring alignment with organizational values and objectives.
Acceptance Criteria: Integration of peer feedback into goal-setting process for employee development.

Given an employee has received peer feedback, when they access the goal-setting interface, then the system suggests at least three potential goals based on the feedback provided.

Feedback response leading to personalized goal suggestions.

Given an employee receives feedback, when they review the feedback, then the employee can select a suggested goal to add to their development plan directly from the feedback screen.

Reminders for progress tracking of feedback-based goals.

Given an employee has set goals based on feedback, when the goal due date approaches, then the employee receives a reminder notification at least 48 hours in advance via email and in-app notifications.

Alignment of suggested goals with organizational objectives.

Given feedback is provided, when the system generates suggested goals, then those goals must be tagged with corresponding organizational values or objectives relevant to the feedback context.

User interface for managing feedback-derived goals.

Given an employee has multiple feedback-based goals, when they access their goals dashboard, then they can view, edit, or delete each goal with an intuitive user interface.

Audit and report generation on feedback-based goal progress.

Given an employee has set goals based on feedback, when HR requests a progress report, then the system generates a report detailing progress towards each goal, including completion percentage and any feedback received related to those goals.

Peer Collaboration for Goal Setting

User Story: As an employee, I want to collaborate with my peers on goal setting so that we can support each other in our professional development.
Description: This requirement allows employees to engage in collaborative goal setting, where they can share their goals with peers for accountability and support. This feature should facilitate interactions and potentially provide a mechanism for peer feedback on goals, helping users adapt their objectives based on collaborative insights. Additionally, it promotes a culture of support and teamwork, making achievement a shared endeavor within the company.
Acceptance Criteria: Collaborative Goal Setting with Peers

Given an employee has set a personal goal, when they share this goal with a selected peer, then the peer should receive a notification and have the ability to view the goal.

Peer Feedback Mechanism

Given the goal is shared with peers, when a peer views the goal, then they can provide feedback on the goal that the original user can see in their goal tracking section.

Goal Tracking Progress with Collaboration

Given a shared goal, when the original user updates their progress, then the changes should be visible to all peers involved, ensuring transparency and accountability.

Supportive Comments Section

Given a shared goal, when peers want to provide support or comments, then there should be a designated comments section visible to all collaborators on that goal.

Reminder Notifications for Shared Goals

Given a shared goal, when a reminder is set, then all collaborators should receive notification reminders at defined intervals to encourage progress on the goal.

View Collaborative Goals Dashboard

Given multiple goals are set collaboratively, when a user accesses the dashboard, then they should see a consolidated view of all their collaborations and respective progress reports.

Anonymous Voice

Anonymous Voice encourages candid feedback by allowing employees to share their thoughts without revealing their identity. This feature fosters a safe space for open communication, helping organizations gain deeper insights into employee sentiments and areas needing attention.

Requirements

Anonymous Feedback Submission

User Story: As an employee, I want to anonymously submit feedback so that I can express my opinions freely without fear of negative consequences.
Description: The Anonymous Feedback Submission requirement enables employees to provide feedback through a secure, anonymous submission process. This capability ensures that responses are saved and delivered without disclosing the identities of the contributors. The feature is integrated into the HRHarmony platform, offering an intuitive interface for users. Alongside the submission form, the requirement includes validation to prevent spam and ensure that the feedback is constructive and actionable. The expected outcome is a robust feedback mechanism that allows organizations to understand employee sentiments and areas of concern without fear of repercussion, thereby enhancing employee engagement and trust in the organization.
Acceptance Criteria: Employee submits anonymous feedback on workplace culture after a team meeting.

Given the employee is logged into HRHarmony, when they navigate to the Anonymous Feedback section and submit feedback, then the feedback should be stored without revealing their identity and receive a confirmation message of submission.

Manager reviews submitted anonymous feedback to identify key areas for improvement.

Given the manager accesses the Anonymous Feedback submissions dashboard, when they filter the feedback by date and category, then the system should display a summarized report of trends without displaying individual identities.

HR administrator verifies the feedback submission process to ensure spam prevention mechanisms are functioning.

Given the HR administrator initiates a feedback submission with spam-like content, when the submission is processed, then the system should reject the feedback and notify the user of non-compliance based on the validation rules.

Employee attempts to submit anonymous feedback outside of designated working hours.

Given the employee tries to submit feedback outside the allowable feedback submission hours, when they attempt to submit, then the system should display a message stating that submissions are only permitted during working hours.

System generates a report of constructive feedback submissions for analysis.

Given the administrator requests a report of feedback submissions, when the report is generated, then it should include only constructive feedback entries and indicate the total number of submissions within a specific time frame.

Employee accesses the feedback submission form and views guidelines for effective feedback.

Given the employee opens the Anonymous Feedback submission form, when they view the interface, then they should see guidelines for providing constructive and actionable feedback clearly displayed on the page.

Employee receives notifications about changes made in response to their submitted anonymous feedback.

Given the employee has submitted feedback, when changes are implemented based on the feedback, then they should receive an anonymous notification summarizing the actions taken without disclosing the identity of the feedback originator.

Real-time Feedback Analytics

User Story: As an HR manager, I want to access real-time analytics of anonymous feedback so that I can swiftly address employee concerns and improve workplace morale.
Description: The Real-time Feedback Analytics requirement facilitates the collection and analysis of anonymous feedback in real-time. This feature will use data visualization tools to present insights and trends related to the employee feedback gathered. The analytics dashboard will provide HR professionals with actionable insights into employee sentiments, enabling them to identify areas that require attention or improvement quickly. Implementing this requirement will significantly enhance the organization's ability to respond to employee concerns proactively, fostering a more engaged workforce. Expected outcomes include a deeper understanding of employee sentiment, improved response times to feedback, and informed decision-making by leadership based on real-time data.
Acceptance Criteria: Employee Feedback Submission and Analysis

Given an employee has access to the Anonymous Voice feature, When they submit feedback, Then the feedback is recorded anonymously and displayed on the analytics dashboard in real-time.

Insights Dashboard Accessibility

Given an HR professional is logged into HRHarmony, When they navigate to the analytics dashboard, Then they can view real-time insights and trends generated from employee feedback without any delays.

Data Visualization Clarity

Given the analytics dashboard displays employee feedback, When a user interacts with the data visualization tools, Then they can easily interpret trends and insights without confusion or misinterpretation.

Actionable Insights Generation

Given real-time feedback has been analyzed, When HR professionals review the insights, Then they can identify at least three actionable items for improving employee engagement within one hour of feedback submission.

Responsive Feedback Loop

Given feedback has been submitted anonymously, When HR responds to the feedback using the platform, Then employees are notified about the response in a manner that maintains their anonymity.

Compliance with Data Privacy Regulations

Given the feedback collection is operational, When HR reviews the system, Then it must demonstrate compliance with applicable data privacy regulations (e.g., GDPR, CCPA).

Employee Sentiment Analysis Accuracy

Given a set of anonymous feedback has been collected, When the system processes this data, Then the sentiment analysis must achieve an accuracy rate of at least 85% in categorizing feedback as positive, negative, or neutral.

Feedback Collection Notifications

User Story: As an employee, I want to receive reminders about anonymous feedback opportunities so that I remain informed and encouraged to share my thoughts.
Description: The Feedback Collection Notifications requirement aims to notify employees about the availability and importance of submitting their anonymous feedback. This will include automated reminders through internal communication channels, such as email, push notifications, or in-app alerts. The notifications will be adjustable based on the user’s preferences and will emphasize the value of participation in enhancing workplace culture. Implementing this requirement is essential for driving engagement and ensuring timely feedback collection, which will lead to a more responsive and adaptive organizational environment. The expected outcome is an increased participation rate in feedback giving, fostering a culture of open communication.
Acceptance Criteria: Employee receives a notification through the HRHarmony application about the anonymous feedback opportunity during the designated feedback collection period.

Given an employee is logged into the HRHarmony application, when the feedback collection period begins, then the employee should receive an in-app alert notifying them of the opportunity to submit anonymous feedback.

Employee receives an email notification regarding the importance of submitting their anonymous feedback during the feedback collection period.

Given an employee has opted to receive email notifications, when the feedback collection period begins, then the employee should receive an email outlining the importance of submitting anonymous feedback.

Push notification is sent to employees' mobile devices about the anonymous feedback collection deadline approaching.

Given employees have enabled push notifications, when the last day for feedback submission is two days away, then a push notification should be sent to inform them of the impending deadline.

Employee can customize their notification preferences for feedback collection reminders within the HRHarmony application.

Given an employee accesses their notification settings, when they select their preferences for feedback collection reminders, then these preferences should be saved and reflected in their notification experiences.

Feedback collection reminders highlight how employee feedback contributes to company culture and decision-making.

Given a reminder is sent out through any notification channel, when sent, it must include a message that explains how employee feedback is critical in enhancing workplace culture and guiding organizational change.

The participation rate in feedback collection is tracked and reported after the feedback period ends.

Given the feedback collection period has ended, when the participation metrics are generated, then there should be a report that indicates the percentage of employees who submitted feedback compared to the total number of employees.

Employees can view past notifications regarding feedback requests in HRHarmony.

Given an employee logs into HRHarmony, when they navigate to the notification history section, then they should be able to see a list of past notifications related to feedback requests, including dates and importance messages.

Feedback Categorization

User Story: As an HR specialist, I want anonymous feedback to be categorized automatically so that I can quickly identify trends and areas of improvement without sifting through all responses manually.
Description: The Feedback Categorization requirement organizes anonymous feedback into predefined categories or themes that align with organizational priorities such as 'Work Environment', 'Management', or 'Career Development'. This feature helps in classifying feedback efficiently and allows for organization to analyze specific areas of concern. By implementing machine learning algorithms, the system can intelligently categorize feedback based on keywords or sentiment analysis. This requirement is vital for extracting more meaningful insights from the data collected, enabling the organization to focus on specific areas for improvement. The expected outcome is a structured feedback mechanism that leads to targeted actions based on categorized insights.
Acceptance Criteria: Feedback Categorization During Performance Review Sessions

Given an employee submits anonymous feedback about their work environment during a performance review period, when the feedback is analyzed by the system, then the feedback should be categorized under 'Work Environment' based on sentiment analysis and keyword recognition.

Monthly Analysis of Feedback Themes

Given a set of anonymous feedback collected over a month, when the feedback is processed by the categorization algorithm, then the output should display the categorized themes with at least 90% accuracy according to predefined categories.

Real-time Categorization of Incoming Feedback

Given an employee submits feedback through the Anonymous Voice feature at any time, when the feedback is received by the system, then it must be categorized in real-time and reflected in the dashboard within 5 minutes.

Feedback Categorization Based on Keyword Frequency

Given multiple feedback submissions related to 'Management', when the system scans the feedback for keywords frequently associated with management issues, then it should categorize at least 85% of the relevant feedback submissions correctly under 'Management'.

Integration with Sentiment Analysis Tool

Given that the feedback categorization system is integrated with a third-party sentiment analysis tool, when a user submits feedback, then the categorization process must utilize the sentiment score provided by the tool to influence the final categorization result.

User Interface for Viewing Categorized Feedback

Given HR team members access categorization reports, when they navigate to the feedback analytics dashboard, then the system should display categorized feedback organized by themes along with visual representations (graphs/charts) showing the percentage of feedback in each category.

Ensuring Compliance with Data Privacy Regulations

Given that anonymous feedback is being collected, when the feedback is categorized, then the system must ensure that no personally identifiable information is captured or displayed, fully complying with data privacy regulations such as GDPR.

User Analytics Dashboard

User Story: As a HR manager, I want to access a dashboard that presents user feedback metrics so that I can gain insights into employee morale and take proactive steps to improve it.
Description: The User Analytics Dashboard requirement provides HR professionals with a comprehensive view of feedback metrics. This dashboard will aggregate information such as feedback submission rates, categorization statistics, and sentiment analysis trends over time. By presenting data in an easily digestible format, HR can quickly assess the overall health of employee morale and how it changes over time. This feature is essential for strategic planning and to ensure that HR initiatives align with employee needs and expectations. The expected outcome includes improved visibility into employee sentiment trends and enhanced data-driven decision-making capabilities.
Acceptance Criteria: User Analytics Dashboard displays feedback metrics for the Anonymous Voice feature.

Given the User Analytics Dashboard is loaded, when an HR professional selects the Anonymous Voice feature, then the dashboard should display feedback submission rates, categorization statistics, and sentiment analysis for the specified time frame.

HR professional can filter feedback metrics by date range.

Given the User Analytics Dashboard is available, when an HR professional applies a date range filter, then the displayed data updates to show only the metrics submitted within that range.

User Analytics Dashboard provides visual representations of feedback metrics.

Given the User Analytics Dashboard is opened, when an HR professional views the metrics, then the dashboard presents the data in visual formats such as graphs and charts for easy interpretation.

Dashboard allows HR professionals to export feedback metrics.

Given the User Analytics Dashboard contains feedback metrics, when an HR professional selects the export option, then the data should be downloadable in a specified format such as CSV or PDF.

User Analytics Dashboard updates metrics in real-time as new feedback is submitted.

Given the User Analytics Dashboard is active, when new feedback is submitted through the Anonymous Voice feature, then the displayed metrics should refresh to include this new data without requiring a page reload.

Sentiment analysis displays a clear trend over time.

Given the User Analytics Dashboard contains sentiment analysis data, when an HR professional reviews the sentiment trend graph, then it should clearly indicate increases or decreases in positive, neutral, and negative feedback over the selected time period.

Engagement Gamification

Engagement Gamification adds a fun element to feedback interaction by introducing badges and rewards for participation in feedback exchanges. This feature motivates employees to engage more actively in the feedback process, creating a dynamic and lively workplace culture.

Requirements

Gamification Badge System

User Story: As an employee, I want to earn badges for my participation in feedback exchanges so that I feel motivated and recognized for my contributions to the team.
Description: The Gamification Badge System will allow users to earn badges for participating in feedback exchanges, completing surveys, and engaging in peer reviews. This system will be integrated into the HRHarmony platform, displaying badges on user profiles and offering a leaderboard for additional motivation. The goal of this requirement is to increase participation in feedback processes and foster a sense of accomplishment among employees, thereby enhancing overall employee engagement and satisfaction. The badge system should be easy to implement within the existing architecture of HRHarmony and ensure seamless tracking of user activities related to feedback engagements.
Acceptance Criteria: As an employee, when I participate in a feedback exchange, I want to receive a badge in recognition of my contribution.

Given that an employee has participated in a feedback exchange, when the feedback is submitted, then the system should automatically assign a participation badge to the employee's profile.

As an employee, when I complete a survey, I want to be awarded a badge that signifies my involvement in enhancing team engagement.

Given that an employee completes a survey, when the survey submission is confirmed, then a participation badge should be added to the employee’s profile.

As an HR manager, I need to see a leaderboard of employees with the most badges to encourage healthy competition and increased engagement.

Given that the badge system is active, when the HR manager accesses the leaderboard, then it should display a ranked list of employees based on the number of badges earned.

As an employee, when I engage in a peer review, I want to receive a badge that reflects my contribution to team improvement.

Given that an employee has completed a peer review, when the review is submitted, then the system should assign a peer review badge to the employee's profile.

As a user, I want my badge collection to be visible on my profile to showcase my contributions within the organization.

Given that a user has earned multiple badges, when the user views their profile, then all earned badges should be displayed in a dedicated section titled 'Badges Earned'.

As an HR professional, I want to ensure that the badge assignment process does not disrupt user experience within the HRHarmony platform.

Given that badges are assigned automatically based on user participation, when the badge assignment feature is tested, then it should not cause any errors or delays in the feedback process.

As an employee, I want to be notified via email when I earn a new badge to enhance my sense of achievement.

Given that a user earns a new badge, when the badge is awarded, then the system should send an email notification to the user confirming the badge earned.

Reward Redemption Store

User Story: As an employee, I want to exchange my earned points for rewards in a dedicated store so that I have incentives to stay engaged with the feedback process.
Description: The Reward Redemption Store will provide a platform where employees can redeem the points accrued from the Gamification Badge System for tangible rewards or experiences. This feature will encourage continuous participation in feedback activities by offering incentives that resonate with the workforce. Integration with existing HRHarmony functionalities is essential, allowing for easy tracking of point accumulations and seamless reward distribution. The store should offer a variety of rewards that can cater to different user preferences, thereby enhancing motivation and creating a positive feedback loop between participation and rewards.
Acceptance Criteria: Reward Redemption Process

Given an employee has logged into the HRHarmony platform and has accumulated points from the Gamification Badge System, when they visit the Reward Redemption Store, then they should see a list of available rewards that they can exchange their points for, including details on point costs and descriptions of each reward.

Point Accumulation Tracking

Given an employee participates in feedback activities and earns points through the Gamification Badge System, when they navigate to their profile in HRHarmony, then the total points accumulated should be accurately reflected and updated in real-time.

Seamless Rewards Distribution

Given an employee redeems points for a reward from the Reward Redemption Store, when the transaction is completed, then the system should automatically deduct the required points from their account and provide a confirmation of the reward dispatched via email.

Diverse Reward Offerings

Given the Reward Redemption Store is live, when employees access the store, then they should find a variety of rewards that cater to different preferences, including gift cards, experiences, and merchandise, ensuring there's something for everyone.

User Feedback on Rewards

Given the Reward Redemption Store is utilized by employees, when they redeem a reward, they should have the option to leave feedback about their experience, which will be logged for future improvements to the reward offerings.

Reward Availability and Stock Management

Given that rewards can be limited in quantity, when an employee tries to redeem a reward that's out of stock, then a notification should be displayed informing them of the unavailability and suggesting similar rewards.

Integration with HRHarmony Systems

Given the Reward Redemption Store is integrated with the HRHarmony platform, when an employee earns points or redeems rewards, it should reflect seamlessly across all relevant HRHarmony functionalities, ensuring accurate records and tracking.

Feedback Interaction Leaderboard

User Story: As an HR manager, I want to see a leaderboard of employee participation in feedback activities so that I can recognize high performers and encourage others to participate more actively.
Description: The Feedback Interaction Leaderboard will display a ranking of employees based on their participation in the feedback system. This leaderboard will serve as a public recognition tool that highlights top contributors and encourages friendly competition among team members. Integration with the Gamification Badge System is crucial, as earning badges will also impact leaderboard standings. This requirement seeks to create a dynamic environment where employees are encouraged to engage more frequently in feedback exchanges, ultimately enhancing workplace culture and communication.
Acceptance Criteria: Employees view their rank on the Feedback Interaction Leaderboard during a weekly team meeting, motivating them to participate actively in the feedback process.

Given the Feedback Interaction Leaderboard is implemented, when an employee accesses the leaderboard, then they should see their current rank and total feedback interactions displayed accurately.

The leaderboard updates in real-time as employees submit feedback, reflecting changes in rank immediately.

Given an employee submits feedback, when the feedback is processed, then the leaderboard should update within 30 seconds to reflect the new standings accurately.

Employees are able to filter the leaderboard by different time frames (daily, weekly, monthly) to see their performance over time.

Given the leaderboard allows filtering, when an employee selects a time frame, then the leaderboard should update to show results specifically for that period.

The leaderboard integrates with the Gamification Badge System, showing which badges have been earned along with leaderboard standings.

Given an employee appears on the leaderboard, when they view their profile, then it should display the badges earned that contribute to their leaderboard position clearly.

Top contributors receive automatic notifications recognizing their efforts and encouraging further participation.

Given an employee ranks in the top 10% of the leaderboard, when the rankings update, then they should receive an automated acknowledgment notification via email.

The leaderboard promotes healthy competition and engagement among employees, fostering a culture of continuous feedback.

Given the leaderboard is active, when employees increase their feedback submissions, then overall participation rates should show at least a 20% increase over two months.

Managers can access and review the leaderboard as a tool for identifying top performers for feedback and recognition.

Given a manager accesses the leaderboard, when they review it, then they should be able to export the data to a report for recognition purposes easily.

Gamification Analytics Dashboard

User Story: As an HR analytics manager, I want to view engagement analytics related to the gamification features so that I can evaluate their effectiveness and make data-driven decisions.
Description: The Gamification Analytics Dashboard will provide detailed insights into engagement levels regarding feedback interactions, badge achievements, and rewards redeemed. This dashboard will allow HR managers to track overall participation trends, identify areas that need improvement, and assess the impact of gamification on employee engagement. Sophisticated analytics features should be incorporated to analyze data in real time, enabling strategic decisions based on engagement levels and feedback quality. This requirement will be key to demonstrating the effectiveness of the engagement gamification feature and informing future iterations.
Acceptance Criteria: HR managers access the Gamification Analytics Dashboard to track employee engagement levels over a specified period, allowing them to visualize trends and identify participation rates.

Given an HR manager is logged into HRHarmony, When they navigate to the Gamification Analytics Dashboard, Then they should see a graphical representation of engagement levels and participation trends for at least the past three months.

An HR manager wants to assess the effectiveness of badges and rewards in promoting feedback participation by analyzing redemption rates and associated engagement metrics.

Given the HR manager accesses the reward analytics section of the Gamification Analytics Dashboard, When they select a specific badge, Then the dashboard should display the total number of badges issued, redeemed, and the percentage of employees engaged after receiving the badge.

A new HR policy is introduced that affects employee feedback processes, and the HR manager needs to analyze data to ensure the compliance and effectiveness of gamification efforts post-policy change.

Given the HR manager is on the Gamification Analytics Dashboard, When they filter analytics by the date range that includes the policy change date, Then they should see comparative analytics showing engagement levels before and after the policy change, indicating the impact on gamification.

HR managers need to identify which departments or teams are more active in the feedback process through gamification features, enabling targeted interventions.

Given the HR manager is utilizing the Gamification Analytics Dashboard, When they generate a report segmented by departments, Then the dashboard should produce a list detailing each department's participation rate in feedback exchanges and the total number of badges awarded.

The HR manager wants to evaluate the impact of different types of rewards on participation rates, such as monetary bonuses or extra time off.

Given the HR manager is reviewing the Gamification Analytics Dashboard, When they compare engagement levels associated with each type of reward, Then they should be able to identify which reward has the highest engagement increase, supported by a detailed report.

During quarterly reviews, HR managers want to present data on how well the gamification features have improved overall employee engagement compared to previous periods without gamification.

Given the HR manager prepares for the quarterly review, When they access the comparative analytics feature of the Gamification Analytics Dashboard, Then they should generate a report that shows engagement metrics before and after gamification was implemented, quantifying the improvements in engagement.

To promote continuous improvement, HR managers need a mechanism to collect feedback on the gamification features themselves, assessing user satisfaction and effectiveness.

Given the HR manager sets up the feedback collection mechanism via the dashboard, When employees provide feedback on gamification features, Then the dashboard should capture and visualize feedback trends, with a summary of comments and ratings available for review.

Customizable Gamification Settings

User Story: As an HR manager, I want to customize the gamification settings so that the engagement strategies align with our company culture and encourage maximum participation.
Description: Customizable Gamification Settings will allow HR managers to tailor the gamification experience to align with company culture and specific objectives. This feature will enable them to define various parameters such as the types of badges awarded, points system, and thresholds for rewards. The flexibility to adjust these settings will ensure that the gamification strategies remain relevant and effective in promoting employee engagement, as well as cater to diverse workforce dynamics. Proper integration with other HRHarmony components will be necessary to facilitate these customizations without compromising usability.
Acceptance Criteria: HR managers want to customize the types of badges awarded to employees for their participation in the feedback process.

Given an HR manager accesses the Engagement Gamification settings, when they select the 'Badges' tab and add or modify badge names and designs, then the changes should be saved and reflected in the employee feedback interface immediately.

An HR manager intends to establish a points system where employees can earn points for providing feedback and interacting with their peers.

Given an HR manager accesses the points settings in the Engagement Gamification section, when they input a points value for each feedback exchange activity and save the changes, then those point values should be applied to relevant feedback activities within the platform.

The HR department wants to define the threshold for employees to be eligible for various rewards based on the points they accumulate through feedback participation.

Given an HR manager is in the rewards settings page, when they set a points threshold for different levels of rewards and save the changes, then the thresholds must be accurately applied to the employee profiles and reflected in the rewards tier system.

HR managers require integration of customizable gamification settings with existing onboarding and performance tracking modules to ensure cohesive user experience.

Given an HR manager integrates the new gamification settings with the onboarding process, when a new employee completes their onboarding tasks, then the system should automatically award points or badges according to the pre-defined settings without error.

An HR manager wants to ensure that the changes made to gamification settings do not disrupt ongoing user engagement activities.

Given an HR manager has updated gamification settings, when they review active feedback exchanges and player progress, then the active participants' data should reflect the new gamification elements without any discrepancies.

The organization wants to assess whether the newly customizable features are user-friendly and align with their culture.

Given an HR manager has completed customization of the gamification settings, when they conduct a user test with selected employees, then at least 80% of users should report that the new settings are intuitive and enhance their engagement experience.

Cultural Health Matrix

The Cultural Health Matrix visually represents the overall well-being of an organization's culture through a series of interactive charts and metrics. It highlights key areas such as communication, collaboration, and overall employee satisfaction, enabling Culture Builders to quickly identify strengths and weaknesses in the workplace environment. This feature empowers leaders to allocate resources effectively and create targeted initiatives that nurture a positive culture.

Requirements

Interactive Metrics Dashboard

User Story: As a Culture Builder, I want an Interactive Metrics Dashboard so that I can quickly assess the overall cultural health and identify areas that need improvement at a glance.
Description: The Interactive Metrics Dashboard will serve as a centralized hub for displaying various metrics related to the Cultural Health Matrix. It will feature customizable charts and graphs that represent data regarding communication effectiveness, collaboration levels, and employee satisfaction scores. Users will be able to filter and drill down into specific metrics to gain deeper insights. This requirement is crucial for giving leaders an intuitive interface to monitor cultural health at a glance, enabling data-driven decisions to enhance workplace culture and responsiveness to employee needs.
Acceptance Criteria: Dashboard User Customization for Metrics Visualization

Given the user is on the Interactive Metrics Dashboard, When the user selects a metric from the dropdown, Then the corresponding chart updates to display the selected metric accurately and instantly.

Filtering Metrics by Date Range

Given the user is on the Interactive Metrics Dashboard, When the user applies a date filter to the metrics, Then the metrics displayed should only include data within the specified date range.

Drill Down Capability for Detailed Insights

Given the user is viewing a specific metric chart, When the user clicks on a data point on the chart, Then the system displays a detailed breakdown of the data point for further analysis.

Real-time Data Refresh on the Dashboard

Given the user is actively using the Interactive Metrics Dashboard, When new data is available, Then the dashboard automatically refreshes to incorporate the latest metrics without requiring manual refresh.

User Role-Based Access Control for Performance Data

Given a user logs into the HRHarmony platform, When the user attempts to access the Interactive Metrics Dashboard, Then the system should restrict access based on the user’s role and permissions determined in the settings.

Interactive Help Tool for Dashboard Navigation

Given the user is on the Interactive Metrics Dashboard, When the user selects the help option, Then an interactive guide should display, providing step-by-step instructions on using the dashboard features.

Real-time Collaboration Insights

User Story: As an HR professional, I want Real-time Collaboration Insights so that I can monitor teamwork and engagement levels in real-time to make informed decisions.
Description: The Real-time Collaboration Insights feature will provide live data on employee collaboration, highlighting team engagement levels and the frequency of interactions across departments. This functionality will help organizations understand collaboration patterns and identify silos or disengagement that may be impacting culture. The insights harvested through this feature will allow HR professionals to edify interventions and group dynamics by tailoring initiatives that specifically address collaboration challenges without delay.
Acceptance Criteria: Real-time Collaboration Insights for Team Projects

Given that a project team is using the Real-time Collaboration Insights feature, when team members engage in discussions and share updates, then the feature should display live data on interaction frequency and engagement levels by the end of the day.

Identifying Collaboration Silos Across Departments

Given the Real-time Collaboration Insights feature is activated, when the data is analyzed, then it should clearly show any departments with low interaction rates, allowing HR professionals to take targeted actions within two business days.

Tracking Engagement Levels During Company-Wide Meetings

Given a company-wide meeting is scheduled and the Real-time Collaboration Insights feature is in use, when employees participate in the meeting, then the tool should capture and report engagement metrics immediately after the meeting concludes.

Evaluating Frequency of Cross-Departmental Communication

Given that the Real-time Collaboration Insights feature is collecting data, when reviewing the metrics, then it should accurately reflect the number of cross-departmental interactions over a specified time period.

Providing Insights for HR Intervention Programs

Given that the HR team is reviewing collaboration data generated by the Real-time Collaboration Insights feature, when they identify engagement drop-off, then they should be able to create and launch targeted intervention programs within one week.

User Interface for Visualization of Collaboration Data

Given that users are accessing the Cultural Health Matrix dashboard, when they view the real-time collaboration insights, then the interface should display user-friendly visualizations that are easy to interpret and actionable.

Feedback Mechanism for Continuous Improvement

Given that the Real-time Collaboration Insights feature has been in use for a full month, when HR collects feedback from users about the tool, then it should reveal a minimum satisfaction rating of 80% regarding its effectiveness in enhancing collaboration.

Customizable Action Plans

User Story: As a Culture Builder, I want Customizable Action Plans so that I can implement specific initiatives designed to improve areas of cultural weakness identified in the Metrics Dashboard.
Description: Customizable Action Plans will allow Culture Builders to create targeted initiatives based on insights gathered from the Cultural Health Matrix. Users will be able to select from a library of proven techniques or tailor their approaches according to specific team needs. This requirement is essential for addressing identified weaknesses effectively and fostering a supportive cultural environment by empowering leaders to take actionable steps based on data-driven perspectives and results.
Acceptance Criteria: Culture Builders access the Cultural Health Matrix and identify areas of low employee satisfaction and collaboration. They decide to create customized action plans to address these specific weaknesses, drawing from a library of best practices and tailoring strategies for their unique circumstances.

Given the Culture Builder is logged into the HRHarmony platform, when they access the Cultural Health Matrix, then they should be able to view at least three areas of improvement with relevant metrics displayed clearly, and a button to create an action plan should be available.

After identifying specific weaknesses from the Cultural Health Matrix, Culture Builders want to create an actionable plan using the Customizable Action Plans feature. They must be able to select proven techniques or customize their own based on specific team feedback.

Given the Culture Builder is on the action plan creation page, when they select a weakness identified from the Cultural Health Matrix, then they should be able to choose from a library of at least 10 predefined action items or have the ability to input and customize 3 unique action items relevant to their chosen weakness.

Culture Builders have created a Customizable Action Plan and need to assign it to specific teams within the organization. They want to ensure that the plan can be allocated to multiple teams accurately and effectively.

Given the Culture Builder has created a customized action plan, when they navigate to the assignment section, then they should be able to select at least 3 different teams to assign the plan to and confirm that those selections are saved correctly in the system.

After executing the action plan, Culture Builders want to track the progress and effectiveness of their initiatives. They seek to receive feedback from team members on the impact of the implemented initiatives from the Customized Action Plans.

Given the Customizable Action Plan has been implemented by the assigned teams, when a team member provides feedback via the platform, then the feedback should be automatically collected and displayed in an aggregated report linked to the specific action plan.

Culture Builders are looking to ensure that their Customizable Action Plans are aligned with organizational goals. They want to integrate the plans with existing strategic objectives seamlessly.

Given a Culture Builder is creating an action plan, when they attempt to link it to organizational goals, then they should be able to select and connect the action plan to at least one of the existing strategic objectives within the platform.

After completion of an action plan, Culture Builders need to review its effectiveness and understand its impact on organizational culture. They will require metrics for evaluation based on participation and improvement.

Given an action plan has been completed, when the Culture Builder reviews the action plan, then they should see a report containing metrics such as participation rate, employee satisfaction scores before and after, and a summary of qualitative feedback.

Automated Feedback Mechanism

User Story: As an HR leader, I want an Automated Feedback Mechanism so that I can consistently gather employee insights to refine our cultural initiatives and ensure we meet their needs
Description: The Automated Feedback Mechanism will enable ongoing collection and analysis of employee feedback using periodic surveys and pulse checks. This feature will allow organizations to gather qualitative and quantitative feedback on culture-related initiatives and changes, providing a robust view of employee sentiment and engagement trends over time. Integrating this feedback loop will ensure that culture builders have the data they need to make informed adjustments and foster continuous improvement in workplace culture.
Acceptance Criteria: Collecting Employee Feedback via Pulse Checks

Given the Automated Feedback Mechanism is set up, When a pulse check is initiated, Then at least 75% of employees should respond within 24 hours.

Real-time Analysis of Feedback Data

Given employee feedback has been collected, When the feedback data is analyzed, Then the dashboard should update with the latest metrics and insights within 2 hours.

Automated Survey Distribution

Given the scheduling for periodic surveys is configured, When the survey period arrives, Then the survey should automatically distribute to all employees without manual intervention.

Employee Engagement Trends Tracking

Given multiple feedback rounds have been conducted, When the engagement trend is analyzed, Then a clear visual representation of employee sentiment over time should be displayed in the Cultural Health Matrix.

Customization of Feedback Questions

Given the feedback mechanism is set up, When a culture builder modifies the feedback questions, Then changes should be reflected immediately in the next survey distribution.

Notifications for Low Engagement Scores

Given feedback results indicate low engagement scores, When analysis is completed, Then alerts should be generated and sent to culture builders within 1 hour for immediate action.

User Access Levels for Feedback Insights

Given user roles are defined in the system, When feedback insights are generated, Then different levels of access should restrict or allow visibility to data based on user roles (e.g., admin vs. regular user).

Cultural Health Benchmarking

User Story: As an HR executive, I want Cultural Health Benchmarking so that I can compare our culture metrics with industry standards to evaluate our performance and identify areas for improvement.
Description: Cultural Health Benchmarking will allow organizations to compare their cultural health metrics against industry standards and peer organizations. This feature will provide context to the Cultural Health Matrix, helping businesses understand their standing within their sector. By identifying leadership gaps or areas for improvement relative to peer benchmarks, HR professionals can refine strategies for cultural development and ensure that initiatives align with organizational goals and values.
Acceptance Criteria: Cultural Health Metrics Comparison with Industry Standards

Given a set of cultural health metrics, When the user accesses the Cultural Health Benchmarking feature, Then the system should display a comparison between the organization's cultural metrics and the industry standards in an interactive format.

Peer Organization Benchmarking

Given a selection of peer organizations, When the user selects specific peers for benchmarking, Then the system should provide a report highlighting differences in cultural health metrics and suggest actionable insights for improvements.

Identify Leadership Gaps

Given the benchmark data, When the user analyzes leadership metrics, Then the system should identify and highlight any leadership gaps compared to peer organizations.

Historical Data Tracking

Given previous benchmarking data, When the user selects a specific time period for comparison, Then the system should allow the user to visually track the changes in cultural health metrics over time against benchmarks.

Targeted Initiative Recommendation

Given identified weaknesses from benchmarking, When the user views the Cultural Health Matrix, Then the system should recommend specific initiatives tailored to improve these areas based on best practices.

User Feedback Integration

Given user feedback on the benchmarking process, When the user submits an evaluation form, Then the system should record the feedback and suggest improvements to the Cultural Health Benchmarking feature based on user experience.

Exporting Benchmark Reports

Given the generated benchmarking data, When the user requests to export the report, Then the system should provide the option to download or share the report in multiple formats (PDF, CSV, etc.).

Pulse Check Surveys

Pulse Check Surveys are brief, frequent surveys that gather real-time feedback from employees about their experiences and perceptions of the organizational culture. The quick nature of these surveys increases participation rates and provides ongoing data that can be compared over time. This feature allows Culture Builders to adapt their strategies in response to immediate insights, ensuring that cultural initiatives remain relevant and effective.

Requirements

Survey Creation Tool

User Story: As an HR administrator, I want to create customized surveys quickly so that I can gather relevant feedback from employees on a regular basis, ensuring we are addressing their concerns effectively and fostering a positive work environment.
Description: The Survey Creation Tool allows administrators to design and customize Pulse Check Surveys with various question types (e.g., multiple choice, rating scales, open-ended). It facilitates easy setup of survey parameters such as frequency, target groups, and anonymous participation options. The flexibility in design ensures that the surveys are tailored to meet organizational needs, boosting employee engagement and response rates. This requirement is crucial for adapting the Pulse Check Surveys to reflect the unique culture of the organization, providing relevant and timely insights that inform strategy adjustments.
Acceptance Criteria: Survey Creation Tool allows administrators to customize Pulse Check Surveys for various departments in the organization.

Given an administrator is logged into the HRHarmony platform, When they access the Survey Creation Tool, Then they should be able to select different question types, set survey parameters such as frequency and target groups, and choose anonymous participation options.

Administrators can set frequency for Pulse Check Surveys within the Survey Creation Tool.

Given an administrator is in the Survey Creation Tool, When they select the frequency option for a survey, Then they should be able to set it to daily, weekly, monthly, or custom intervals, and the frequency should be saved and listed correctly in the survey overview.

The Survey Creation Tool supports different question types to enhance survey variety.

Given an administrator is creating a new survey, When they click to add a question, Then they should be able to choose from at least five question types including multiple choice, rating scale, and open-ended, and the system should accept and correctly display each type in the survey view.

The tool allows the administrator to target specific employee groups for surveys.

Given an administrator is using the Survey Creation Tool, When they specify target groups for the survey, Then they should be able to select from various employee demographics such as department, role, and tenure, and these selections should reflect in the survey settings.

Anonymous participation can be enabled for Pulse Check Surveys through the Survey Creation Tool.

Given an administrator is configuring a new Pulse Check Survey, When they toggle the anonymous participation option, Then the system should allow responses without linking them to individual employees, and this setting should be visible in the survey's summary.

The effectiveness of the created surveys can be monitored and adjusted based on feedback.

Given the surveys have been deployed to employees, When the administrator reviews the response rates, Then they should be able to analyze feedback trends over time and make adjustments to future surveys directly from the Survey Creation Tool.

Survey creation is complete and user-friendly to enhance usability for administrators.

Given an administrator has completed creating a survey, When they finalize and preview the survey, Then they should see an easy-to-navigate layout with clear instructions and an option to edit any components before final submission.

Real-time Feedback Dashboard

User Story: As a Culture Builder, I want to view survey results in real time so that I can quickly identify trends and areas for improvement in organizational culture, allowing me to respond effectively and adapt initiatives as needed.
Description: The Real-time Feedback Dashboard provides a visual and interactive representation of survey results, displaying employee feedback trends, response rates, and sentiment analysis in real time. This feature allows users to easily interpret data and identify patterns, helping Culture Builders make informed decisions based on up-to-date insights. Integration with existing HR tools ensures that key metrics are consistently monitored and actionable strategies can be implemented promptly.
Acceptance Criteria: Displaying Real-time Survey Results on the Dashboard

Given the user has completed a Pulse Check Survey, when they navigate to the Real-time Feedback Dashboard, then the survey results should be displayed in a visual format (e.g., graphs, charts) representing the feedback received.

Sentiment Analysis Visualization

Given that employee feedback has been collected, when the user views the sentiment analysis section of the dashboard, then the dashboard must show a clear indication of positive, neutral, and negative sentiments using distinct color coding.

Response Rate Tracking

Given that a Pulse Check Survey has been conducted, when the user checks the dashboard, then the response rate percentage must be displayed prominently in the overview section of the dashboard for easy visibility.

Identifying Feedback Trends Over Time

Given the user wants to analyze employee feedback trends, when they select a specific time frame on the dashboard, then the dashboard should display trends of feedback over that selected period with comparative indicators.

Integration with Existing HR Tools

Given that the user has integrated other HR tools with HRHarmony, when they access the Real-time Feedback Dashboard, then data from these tools should automatically populate relevant fields without manual input.

User Interaction with Dashboard Components

Given the dashboard is displaying survey results, when the user hovers over or clicks on specific data points, then relevant details (e.g., comments or detailed response breakdowns) should appear dynamically.

Automated Reporting

User Story: As a manager, I want to receive automated reports on employee feedback so that I can review trends over time and ensure that our cultural initiatives are aligned with employee needs and expectations.
Description: The Automated Reporting feature generates comprehensive reports on survey data, summarizing insights, trends, and metrics over specified periods. Users have the option to schedule these reports or request on-demand access, streamlining the evaluation of culture initiatives' effectiveness. This requirement supports data-driven decision making and fosters accountability by providing stakeholders with clear visibility into employee sentiments and organizational health.
Acceptance Criteria: Automated Reporting Generation for Scheduled Surveys

Given that an HR manager schedules a report generation for Pulse Check Surveys, when the scheduled time arrives, then the system should automatically generate a report summarizing insights and trends for the specified survey period without manual intervention.

On-Demand Reporting Access for Stakeholders

Given that a stakeholder requests an on-demand report for the latest Pulse Check Survey feedback, when they initiate the request, then the system should provide a report with insights and trends immediately without delay.

Data Accuracy and Consistency in Reports

Given that multiple Pulse Check Surveys have been conducted over a defined period, when the automated report is generated, then the report must reflect accurate data where no discrepancies exist between the presented insights and the raw data.

Customization of Reporting Parameters

Given an HR professional wants to customize the reporting parameters for a specific period or survey question, when they select their customized options and generate the report, then the system should produce a report reflecting only the selected parameters accurately.

Notifications for Report Availability

Given that a report has been successfully generated and is ready for review, when the report is complete, then the system should send a notification to the users who requested the report informing them that it's available for access.

Historical Data Comparison in Reports

Given that an HR manager wants to compare survey results from a previous period to the current period, when the report is generated, then it should include a section that highlights key differences or trends between the two periods for better decision-making.

User-Friendly Report Interface

Given that users access the Automated Reporting feature, when they view the reports, then the report interface should be intuitive with clear navigation, enabling users to easily comprehend the insights without requiring additional training.

Feedback Improvement Action Plans

User Story: As an HR professional, I want to document actionable steps based on employee feedback so that I can illustrate our commitment to responding to concerns and improving the workplace culture proactively.
Description: The Feedback Improvement Action Plans feature allows administrators to define and document action steps based on survey outcomes. It provides tools to assign responsibilities, set deadlines, and track progress on initiatives aimed at enhancing employee satisfaction and engagement. This requirement facilitates an organized approach to addressing feedback, ensuring responsiveness and accountability within the HR team.
Acceptance Criteria: As an HR administrator, I want to create and assign action plans for feedback received from Pulse Check Surveys so that we can systematically address employee concerns and improve satisfaction.

Given a completed Pulse Check Survey, when the administrator selects the survey results, then they should be able to create a new Feedback Improvement Action Plan.

As an HR administrator, I need to assign action items to team members based on the Feedback Improvement Action Plan so that we can ensure accountability for each task.

Given an open Feedback Improvement Action Plan, when the administrator assigns a task to a team member, then the system should notify the assigned member and display the task within their dashboard.

As an HR administrator, I require a deadline feature for each action item in the Feedback Improvement Action Plan to ensure timely execution of tasks.

Given an existing action item in a Feedback Improvement Action Plan, when the administrator sets a deadline, then the system should update the task with the new deadline and notify relevant stakeholders.

As an HR administrator, I want to track the progress of each action item in the Feedback Improvement Action Plan so that we can monitor the effectiveness of our response to feedback.

Given a Feedback Improvement Action Plan, when the administrator views the status of action items, then they should see completion percentages and any comments from team members on their progress.

As an HR administrator, I need to generate reports based on Feedback Improvement Action Plans to analyze the impact of our initiatives over time.

Given completed Feedback Improvement Action Plans, when the administrator requests a report, then the system should generate a summary report detailing actions taken and employee satisfaction trends.

Integration with Employee Profiles

User Story: As an HR analyst, I want to analyze survey results by different employee demographics so that I can better understand specific group concerns and tailor initiatives that effectively address their unique challenges.
Description: The Integration with Employee Profiles requirement ensures that Pulse Check Surveys can be linked back to individual employee profiles, allowing for segment analysis by department, tenure, or demographics. This feature enhances the ability to identify gaps and trends among different employee groups, leading to more targeted and effective cultural initiatives. This integration aligns the surveys with broader organizational goals and helps HR teams provide tailored support where it's most needed.
Acceptance Criteria: Integration of Pulse Check Surveys with Employee Profiles by HR teams during survey deployment to collect feedback based on various demographics.

Given an HR professional is setting up a Pulse Check Survey, when they select the integration option for employee profiles, then the system should automatically link survey responses to the demographics collected from employees' profiles.

Analysis of survey data segmented by department and tenure using the integrated employee profiles feature.

Given that survey results have been collected, when an HR team queries responses by department, then the system should return data segmented accurately reflecting each department's employee responses and tenure metrics.

Real-time visualization of survey results in relation to employee demographics and cultural initiatives.

Given that the HR team is reviewing the Pulse Check Survey results, when they access the dashboard, then they should see real-time analytics that depict survey results alongside employee demographics, allowing for a clear understanding of cultural trends.

Utilization of employee profile integration in generating targeted survey invitations to specific employee groups.

Given that a Pulse Check Survey is ready to be deployed, when the HR team selects demographic filters, then the system should send survey invitations only to the targeted employee groups defined by those filters.

Assessment of gaps in employee engagement through survey response trends using integrated profiles.

Given the analysis of survey results over a quarter, when the HR team reviews responses, then the system should highlight specific gaps in engagement by department, tenure, or demographics based on the integrated employee profiles.

Feedback loop implementation based on individual survey responses linked to employee profiles for tailored HR responses.

Given that employees submit their survey responses, when these responses are analyzed, then the system should trigger tailored feedback sessions for employees based on their identified feedback trends and demographic data.

Feedback Publicity Mechanism

User Story: As an employee, I want to see summary feedback results from my peers so that I feel confident that my voice is being heard and that changes in the workplace are being made in response to our collective feedback.
Description: The Feedback Publicity Mechanism allows for the sharing of anonymous survey insights with the entire organization while maintaining employee confidentiality. This feature is vital for fostering transparency and encouraging participation, as employees see that their inputs are valued and acted upon. By publicly sharing key findings and resulting action steps, it strengthens the trust between employees and management, contributing to an open feedback culture.
Acceptance Criteria: Employees can view the results of Pulse Check Surveys within their HRHarmony dashboard after each survey cycle is completed.

Given that a Pulse Check Survey has been completed, when the results are compiled, then the insights should be displayed anonymously in the HRHarmony dashboard for all employees to access.

Management can see aggregated survey results and action plans derived from employee feedback during team meetings.

Given that Pulse Check Surveys have been conducted, when management holds a team meeting, then the aggregated survey results and corresponding action plans should be accessible for discussion and review.

Employees receive notifications regarding new survey results and subsequent action taken by management based on their feedback.

Given that survey results have been published, when management takes action based on this feedback, then all employees should receive a notification detailing the insights and actions taken via email and within the HRHarmony platform.

Employees are able to provide feedback on the Feedback Publicity Mechanism to ensure it meets their needs.

Given that the Feedback Publicity Mechanism is in use, when employees provide feedback on its effectiveness, then there should be a system in place to collect this feedback consistently and associates should see adjustments implemented based on collective insights.

The organization can benchmark its cultural health over time using the data from multiple surveys.

Given that multiple Pulse Check Surveys have been conducted, when the organization reviews survey analytics, then there should be a visual representation of trends available for benchmarking cultural health over specified time periods.

Anonymity of employee responses is maintained, ensuring no identifiable information is shared in the survey results.

Given that employees are submitting their feedback through Pulse Check Surveys, when results are published, then there should be no identifiable information disclosed, ensuring full anonymity is preserved.

Sentiment Analyzer

The Sentiment Analyzer utilizes AI to assess qualitative feedback provided in open-ended surveys, turning employee comments into actionable insights. By categorizing responses into positive, negative, or neutral sentiments, this tool reveals underlying trends and areas of concern that may not be evident in quantitative data alone. This feature helps Culture Builders understand employee sentiment and address issues proactively.

Requirements

AI Sentiment Classification

User Story: As an HR manager, I want the Sentiment Analyzer to categorize employee feedback automatically so that I can quickly identify trends and address issues without having to manually analyze feedback.
Description: The AI Sentiment Classification requirement entails developing a robust AI algorithm capable of accurately categorizing employee feedback into positive, negative, or neutral sentiments. This classification will utilize natural language processing (NLP) techniques to analyze open-ended survey responses. The aim is to provide Culture Builders with quick access to employee sentiment trends, enabling them to identify areas for improvement and recognize positive reinforcement opportunities. The functionality will integrate seamlessly into the existing HRHarmony platform, allowing for real-time sentiment analysis and reporting. By automating this process, HR teams can save time and gain insights that would be otherwise buried in qualitative feedback, leading to more informed HR strategies and enhanced employee relations.
Acceptance Criteria: Sentiment analysis on employee feedback from a quarterly survey to gauge overall workplace morale.

Given a completed quarterly survey with open-ended responses, When the Sentiment Analyzer processes the responses, Then the analyzer categorizes at least 90% of the feedback into positive, negative, or neutral sentiments accurately.

Real-time sentiment analysis dashboard displaying results from recent employee feedback.

Given the Sentiment Analyzer has processed the latest employee feedback, When the Culture Builders access the dashboard, Then the dashboard displays real-time sentiment trends with a visual representation of sentiment distribution.

Generating a report based on categorized sentiments for senior management review.

Given the Sentiment Analyzer has completed the analysis of employee feedback, When a report is generated for senior management, Then the report includes a summary of categorized sentiments and identifies at least three key trends or concerns.

Integration of the Sentiment Analyzer with the existing HRHarmony platform for seamless user experience.

Given the Sentiment Analyzer is fully integrated with HRHarmony, When users access feedback analysis, Then they can utilize the Sentiment Analyzer without any disruption in their experience and with fully functional features.

Utilizing the Sentiment Analyzer during bi-weekly team meetings to address employee concerns.

Given the HR team uses the Sentiment Analyzer results in their bi-weekly meetings, When the analysis is presented, Then at least two actionable insights are identified for follow-up discussions with the team.

Sentiment Trend Reporting

User Story: As a Culture Builder, I want to visualize trends in employee sentiment over time so that I can measure the impact of our HR initiatives and improve employee engagement.
Description: The Sentiment Trend Reporting requirement focuses on developing a reporting feature that visualizes sentiment analysis over time. This reporting tool will aggregate categorized data to highlight patterns, fluctuations, and key insights into employee sentiment. It will support various chart types for enhanced visualization and allow users to filter results by department, survey period, or specific feedback themes. By integrating this feature into HRHarmony, HR professionals can track employee sentiments longitudinally and correlate changes to HR initiatives or organizational changes, thereby understanding the effectiveness of their actions and adjusting strategies accordingly.
Acceptance Criteria: Sentiment Trend Reporting for HR Professionals Monitoring Employee Feedback

Given HR professionals have accessed the Sentiment Trend Reporting feature, when they select a specific department and a date range, then the system should display a line chart showing sentiment trends categorized into positive, negative, and neutral over the selected period.

User Filtering Capability in Sentiment Trend Reporting

Given HR professionals are reviewing sentiment trends, when they apply filters for survey period and specific feedback themes, then the reporting tool should dynamically update the visualizations to reflect the filtered data accurately and promptly.

Integration of Sentiment Analysis Data with Visual Reports

Given that the Sentiment Analyzer has categorized feedback, when HR professionals generate a report, then the visual representation must include data that accurately correlates with the analyzed sentiments and trends.

User Interface and Usability of Sentiment Trend Tool

Given HR professionals are using the Sentiment Trend Reporting feature, when they navigate the user interface, then all components (charts, filters, legends) should be intuitive and easy to use, with no more than 3 clicks required to access key insights.

Exporting Sentiment Reports for Stakeholder Review

Given HR professionals have generated a sentiment trend report, when they choose to export the report, then the system should produce a PDF file containing all relevant charts and data points formatted correctly for presentation to stakeholders.

Real-time Updates of Sentiment Trend Reports after New Data Collection

Given that new employee feedback data has been collected from open-ended surveys, when HR professionals refresh the Sentiment Trend Reporting feature, then the visual data should update in real-time to reflect the latest employee sentiments without delay.

Feedback Loop Mechanism

User Story: As an HR professional, I want to gather follow-up feedback from employees after addressing sentiment issues so that I can ensure our actions resonate positively with them and continuously improve our engagement strategies.
Description: The Feedback Loop Mechanism requirement involves creating a system that allows HR managers to act on the insights generated by the Sentiment Analyzer. This feature will facilitate the collection of follow-up feedback from employees concerning actions taken in response to the sentiment analysis. By integrating this loop into the HRHarmony platform, organizations can ensure that employee voices are continuously recognized and addressed, fostering a culture of responsiveness and improvement. This requirement aims to create a cycle of feedback that enhances engagement and trust within the organization.
Acceptance Criteria: Sentiment Analyzer Integration for Feedback Loop

Given that an HR manager accesses the Sentiment Analyzer, When qualitative feedback is received from an open-ended survey, Then the system should categorize the sentiments into positive, negative, or neutral and display them in a dashboard.

Collection of Follow-Up Feedback

Given that actions have been taken in response to sentiment analysis, When an HR manager requests follow-up feedback from employees, Then the system should facilitate a follow-up survey allowing employees to express their thoughts on the actions taken.

Actionable Insights Reporting

Given that the Sentiment Analyzer has processed feedback, When insights are generated, Then the HR manager should receive a report summarizing sentiment categories and trends, allowing for informed decision-making.

Employee Engagement with Feedback Cycle

Given the implementation of a Feedback Loop Mechanism, When follow-up feedback is collected, Then the system should show an increase in employee participation and sentiment scores, indicating improved engagement.

Notification for HR Managers

Given that new feedback has been received after implementing changes, When feedback is processed, Then the HR manager should receive a notification prompting them to review the new insights.

Continuous Improvement Tracking

Given that multiple feedback cycles have been established, When analyzing historical data, Then the HR manager should be able to identify trends over time that indicate areas of continuous improvement or persistent issues.

User Interface for Feedback Visualization

Given that a feedback cycle is in place, When HR managers access the feature, Then they should find an intuitive user interface that visually represents employee sentiment trends in a straightforward manner.

Real-time Alerts for Negative Sentiment

User Story: As an HR manager, I want to receive instant alerts about negative employee sentiments so that I can address issues before they escalate into larger problems.
Description: The Real-time Alerts for Negative Sentiment requirement describes the functionality of generating automated alerts for HR managers when negative sentiment thresholds are exceeded in employee feedback. This feature will monitor ongoing sentiment analysis and send real-time notifications to concerned parties. By proactively addressing emerging issues, HR teams can engage with employees before problems escalate, enhancing the organization’s ability to maintain a positive work environment. This requirement ensures that HR managers are alert to potential issues as they arise, allowing for timely intervention and support.
Acceptance Criteria: Real-time Alerts for Negative Sentiment - Scenario 1

Given a predefined negative sentiment threshold is set, when employee feedback is analyzed and exceeds the threshold, then an automated alert should be sent to the HR manager's dashboard within 5 minutes.

Real-time Alerts for Negative Sentiment - Scenario 2

Given the HR manager has configured alert preferences, when a negative sentiment is detected, then the HR manager receives a push notification on their mobile app immediately.

Real-time Alerts for Negative Sentiment - Scenario 3

Given multiple alerts generated from various feedback submissions, when the alerts are logged, then the system should categorize and display alerts in order of severity on the HR dashboard.

Real-time Alerts for Negative Sentiment - Scenario 4

Given a negative sentiment alert is sent, when the HR manager accesses the alert details, then the manager should view a summary of the feedback comments that triggered the alert.

Real-time Alerts for Negative Sentiment - Scenario 5

Given that the system runs a sentiment analysis regularly, when the threshold is adjusted by the HR manager, then the alerts should reflect this change and apply to future feedback without delay.

Real-time Alerts for Negative Sentiment - Scenario 6

Given that the system has sent an alert for negative feedback, when the issue is resolved, then the HR manager should be able to mark the alert as resolved, and the history should be updated accordingly.

Real-time Alerts for Negative Sentiment - Scenario 7

Given that the negative sentiment alert contains actionable insights, when the HR manager explores these insights, then the system should provide suggested action items based on historical data and trends.

Integration with Employee Engagement Surveys

User Story: As an HR manager, I want the Sentiment Analyzer to automatically pull in data from our engagement surveys so that I can analyze feedback without repetitive data entry.
Description: The Integration with Employee Engagement Surveys requirement focuses on connecting the Sentiment Analyzer with existing employee engagement survey tools. This integration will allow for automatic importing of qualitative feedback from surveys into the Sentiment Analyzer, simplifying the data analysis process for HR teams. By enabling a cohesive flow of feedback data, HRHarmony can enhance the accuracy and timeliness of sentiment analysis, further ensuring that HR professionals have access to essential feedback at their fingertips. This requirement promotes a more streamlined approach to gathering and analyzing employee sentiment.
Acceptance Criteria: Integration of Sentiment Analyzer with Survey Tool

Given that the Employee Engagement Survey tools are connected to HRHarmony, when feedback is submitted through these surveys, then all qualitative responses should be automatically imported into the Sentiment Analyzer within 10 minutes of submission.

Categorization of Sentiment Data

Given that qualitative feedback has been imported into the Sentiment Analyzer, when the analysis is performed, then the responses should be categorized accurately into positive, negative, or neutral sentiments with a precision rate of at least 90%.

User Alert System for Trends

Given that sentiment analysis has been completed, when trends indicating significant shifts in sentiment are detected, then users should receive an alert notification within HRHarmony to facilitate timely intervention.

Dashboard Display of Insights

Given that sentiment data has been analyzed, when HR professionals access the analytics dashboard, then they should see a comprehensive summary of sentiment categorized by department and sentiment type.

Application of Data Security Protocols

Given that employee sentiment data is being processed, when data is stored within the system, then it must adhere to industry standards for data protection and privacy, ensuring encryption and access control are in place.

User Training and Documentation

Given that the Sentiment Analyzer feature has been developed, when HR professionals initiate the tool, then they should have access to detailed training materials and documentation to guide them through using the feature effectively.

Culture Improvement Roadmap

The Culture Improvement Roadmap is a dynamic, personalized plan that provides actionable recommendations based on survey insights and analytics. It highlights specific areas for improvement, suggests initiatives to foster inclusivity and collaboration, and tracks progress over time. By giving Culture Builders a clear direction for enhancing their workplace culture, this feature enables targeted and effective cultural transformation.

Requirements

Culture Assessment Survey

User Story: As an HR manager, I want a customizable Culture Assessment Survey so that I can gather actionable feedback from employees about our workplace culture and understand areas for improvement.
Description: The Culture Assessment Survey requirement involves creating a robust survey tool within HRHarmony that allows organizations to gather insights on employee perceptions, engagement levels, and cultural health. This survey will be customizable, allowing companies to tailor questions to their unique workplace contexts. The feedback collected will serve as the foundation for the Culture Improvement Roadmap, identifying specific areas of improvement while benchmarking against industry standards. Integration with the existing dashboard will provide real-time analysis of results, enabling HR professionals to make data-driven decisions aimed at fostering a collaborative and inclusive workplace culture.
Acceptance Criteria: Culture Assessment Survey Completion by Employees

Given the HRHarmony platform is operational, when all employees access the Culture Assessment Survey link, then at least 80% of employees must complete the survey within the designated time frame set by HR.

Customization of Survey Questions by HR Managers

Given that the survey tool is accessible, when HR managers navigate to the survey customization section, then they must be able to add, edit, or remove questions, and save changes without errors.

Real-time Analysis of Survey Results on the Dashboard

Given that employees have completed the Culture Assessment Survey, when HR professionals access the dashboard, then they must be able to see real-time updates on survey results with visually clear representations of employee perceptions and engagement levels.

Benchmarking Against Industry Standards

Given the survey results are compiled, when HR professionals access the benchmarking report, then they must be able to view comparisons of their organization’s cultural health against industry standards with clear metrics displayed.

Tracking Progress Over Time with the Culture Improvement Roadmap

Given that the Culture Improvement Roadmap is generated from the survey insights, when HR professionals implement initiatives based on the roadmap, then they must be able to track and visualize progress over time through the HRHarmony platform.

Feedback Loop for Continuous Improvement

Given the initial survey and subsequent initiatives, when HR managers collect feedback on the effectiveness of implemented changes, then they must be able to revisit the survey tool and measure improvements in employee perceptions in a follow-up survey.

Actionable Insights Dashboard

User Story: As a Culture Builder, I want an Actionable Insights Dashboard so that I can easily visualize employee feedback and receive tailored recommendations for initiatives that enhance our workplace culture.
Description: The Actionable Insights Dashboard requirement entails developing a visual analytics tool that showcases key metrics and recommendations derived from the Culture Assessment Survey results. This dashboard will provide HR managers and Culture Builders with real-time data visualization, highlighting trends in employee feedback, level of engagement, and specific areas demanding attention. Additionally, deployment of machine learning algorithms will generate actionable recommendations for initiatives aimed at improving workplace culture, such as team-building activities or recognition programs. This integration will promote a proactive approach to cultural improvement.
Acceptance Criteria: HR managers and Culture Builders access the Actionable Insights Dashboard after a recent Culture Assessment Survey to analyze the results and formulate a plan for culture improvement initiatives.

Given an HR manager accesses the Actionable Insights Dashboard, when the dashboard loads, then all key metrics from the Culture Assessment Survey should be displayed graphically and clearly.

HR managers review the automated recommendations generated by the machine learning algorithms on the dashboard to identify actionable initiatives to improve workplace culture.

Given the HR manager is on the Actionable Insights Dashboard, when they view the recommendations section, then they should see at least three actionable initiatives related to employee engagement and inclusivity based on the survey data.

Culture Builders want to track the progress of initiated culture improvement initiatives over time using the dashboard's visualization tools.

Given valid initiatives have been implemented following the survey recommendations, when the Culture Builder accesses the progress tracking section, then they should see a chronological display of metrics indicating the impact of these initiatives over time.

An HR manager conducts a monthly review meeting using the Actionable Insights Dashboard to present key trends and gather input from their team.

Given the HR manager opens the dashboard for the meeting, when they present key trends, then all graphs and charts must update in real-time without lag and reflect the most current data.

Culture Builders collaborate with HR managers using the insights from the dashboard to adjust strategies on culture improvement based on the latest employee feedback.

Given the latest survey data has been added to the dashboard, when Culture Builders and HR managers discuss the data, then they should be able to generate a report summarizing insights and proposed adjustments in less than 10 minutes.

HR managers utilize the dashboard to inform upper management about the current state of workplace culture and ongoing initiatives in a quarterly board meeting.

Given the HR manager prepares for the board meeting using the dashboard, when they present the findings, then they should utilize at least two visual aids (charts or graphs) that clearly demonstrate improvements in employee engagement and culture metrics.

Culture Builders receive notifications from the dashboard when new trends or metrics indicate significant changes in employee feedback.

Given a significant change occurs in metrics derived from the Culture Assessment Survey, when the dashboard is updated, then the Culture Builders should receive an automated notification within one hour of the data update.

Initiatives Implementation Toolkit

User Story: As an HR professional, I want an Initiatives Implementation Toolkit so that I can easily access resources and templates to implement culture improvement initiatives effectively.
Description: The Initiatives Implementation Toolkit requirement includes creating a comprehensive suite of resources and templates that support organizations in executing the recommendations derived from the Culture Improvement Roadmap. This toolkit will feature step-by-step guides, best practices, and customizable templates for various initiatives like workshops, training sessions, and inclusion strategies. It will empower HR teams to implement actions effectively and efficiently, fostering a culture that values continuous improvement and employee satisfaction. This feature aims to eliminate barriers to implementation, ensuring organizations can translate insights into tangible cultural change.
Acceptance Criteria: HR teams access the Initiatives Implementation Toolkit during a scheduled culture improvement meeting to review actionable recommendations from the Culture Improvement Roadmap.

Given the HR team has logged into the HRHarmony platform, when they navigate to the 'Initiatives Implementation Toolkit', then they should see a comprehensive list of resources, templates, and step-by-step guides relevant to the recommendations provided.

A culture builder uses the toolkit to customize a workshop template for an upcoming inclusivity training session based on insights from the Culture Improvement Roadmap.

Given the culture builder selects a workshop template from the toolkit, when they customize the content and save it, then the template should retain the customized inputs and be available for future use.

The HR team implements a new initiative using the resources found in the Initiatives Implementation Toolkit to address a specific area identified in the Culture Improvement Roadmap.

Given the HR team has chosen an initiative to implement, when they utilize the guides and templates from the toolkit, then they should be able to execute the initiative and complete documentation verifying adherence to best practices outlined in the toolkit.

The effectiveness of the implemented initiatives is reviewed during a quarterly cultural assessment meeting with stakeholders.

Given the HR team presents the outcomes of the initiatives taken from the toolkit, when stakeholders review the progress report, then they should see measurable improvements in employee engagement scores and key metrics outlined in the Culture Improvement Roadmap.

Upon updating the toolkit based on user feedback, HR teams need to access the latest version of the resources.

Given the toolkit has been updated with new resources based on user feedback, when HR teams log into their accounts, then they should see notifications and descriptions of the newly added resources when they access the toolkit.

Progress Tracking Mechanism

User Story: As an HR leader, I want a Progress Tracking Mechanism so that I can monitor the effectiveness of culture initiatives and adjust strategies as needed for continuous improvement.
Description: The Progress Tracking Mechanism requirement involves developing a functionality that allows HR harmony users to monitor the impact of implemented cultural initiatives over time. This feature will compile data related to employee feedback, participation rates in initiatives, and observable changes in workplace culture. It will provide visual progress reports that help HR leaders assess the effectiveness of their cultural improvement strategies. By fostering accountability and transparency, this requirement supports iterative refinement of initiatives, ensuring they remain aligned with organizational goals.
Acceptance Criteria: User accesses the Progress Tracking Mechanism dashboard to view the impact of implemented cultural initiatives over the past quarter.

Given the user is logged in and has access to the Progress Tracking Mechanism, when they navigate to the dashboard, then they should see a summary report indicating the participation rates, employee feedback scores, and observable changes in culture metrics for the selected period.

HR leaders want to generate a visual report on the effectiveness of cultural initiatives implemented in the last six months.

Given the user selects the time frame of the last six months, when they request a visual report, then the system should generate a report that displays key performance indicators such as engagement levels, initiative participation rates, and cultural shift indicators in easy-to-read charts and graphs.

A Culture Builder needs to review specific feedback from employees after cultural initiatives are rolled out.

Given the cultural initiatives are implemented, when the Culture Builder requests feedback data for those initiatives, then the system should provide detailed analytics that summarize employee feedback comments and ratings specifically related to each initiative.

The HR Manager wants to track the real-time progress of cultural initiatives to ensure continuous improvement.

Given the HR Manager is monitoring active initiatives, when they check the progress tracking section, then they should see real-time updates on participation rates and employee sentiment metrics, allowing for immediate adjustments if needed.

A manager is preparing for a quarterly review and needs to assess the impact of cultural changes on team morale.

Given the manager is compiling data for the quarterly review, when they export the progress tracking data, then they should receive a comprehensive report that includes all relevant metrics related to team morale and engagement linked to cultural initiatives.

Users need to receive alerts when participation rates for cultural initiatives drop below a certain threshold.

Given that notification settings are configured, when participation falls below the predefined threshold, then the system should automatically send notifications to the relevant HR personnel indicating the need for intervention.

Feedback Loop Implementation

User Story: As an employee, I want an easy way to provide ongoing feedback on culture initiatives so that I feel heard and can contribute to the continuous improvement of our workplace environment.
Description: The Feedback Loop Implementation requirement encompasses designing a system that allows employees to provide continuous feedback on the effectiveness of cultural initiatives and overall workplace satisfaction. This will be facilitated through periodic pulse surveys or feedback sessions, resulting in a more dynamic and responsive culture improvement process. By integrating this feedback loop into HRHarmony, organizations can adapt their strategies on-the-fly, ensuring the cultural initiatives remain relevant and impactful. The goal is to cultivate a culture of open communication and responsive leadership.
Acceptance Criteria: Employee Feedback Submission Process

Given an employee logs into the HRHarmony platform, when they navigate to the Feedback Loop section and submit their feedback via a pulse survey, then the feedback is successfully recorded and visible in the analytics dashboard for review.

Real-Time Feedback Visibility

Given that feedback is submitted through the pulse surveys, when an HR manager accesses the feedback analytics dashboard, then they should see the latest feedback entries, including timestamp and employee anonymity status, updated in real-time.

Feedback Frequency and Reminders

Given the established schedule for pulse surveys, when the survey time approaches, then employees receive a reminder notification at least 24 hours prior to the survey being distributed.

Feedback Influence on Culture Initiatives

Given the collected feedback data, when the Culture Improvement Roadmap is reviewed, then it should reflect actionable changes in initiatives based on employee suggestions and satisfaction levels.

Leadership Response to Feedback

Given the submitted feedback, when a leadership review is conducted, then there should be a documented response or action plan addressing the key themes highlighted by the feedback within one month.

Quarterly Feedback Review Meeting

Given the ongoing feedback data, when a quarterly meeting with stakeholders is held, then a summary report detailing feedback trends, action items, and impact assessments should be presented.

Employee Anonymity Assurance

Given the pulse surveys are anonymous, when employees provide feedback, then the system must ensure that no personally identifiable information is associated with the feedback, maintaining confidentiality.

Integration with Learning Management System (LMS)

User Story: As an HR manager, I want HRHarmony to integrate with our Learning Management System so that I can provide relevant training programs that reinforce our culture improvement initiatives for our employees.
Description: The Integration with Learning Management System (LMS) requirement aims to connect HRHarmony with existing Learning Management Systems used by organizations to enhance employee training and development in line with culture improvement initiatives. This integration will allow for seamless access to training modules that reinforce the desired cultural shifts, such as inclusivity training or team collaboration workshops. By offering contextual training options based on survey insights, organizations can ensure that their employees are equipped with the necessary skills and knowledge to support a thriving workplace culture.
Acceptance Criteria: Integration with LMS system for training module access

Given that the HRHarmony platform is integrated with the LMS, when a user accesses the training module section of the Culture Improvement Roadmap, then they should see a list of relevant training modules related to inclusivity and collaboration.

User authentication and access controls

Given that the HRHarmony user is logged in, when they attempt to access the integrated training modules, then their access should be verified against their permissions, ensuring only authorized users can view the content.

Real-time analytics feedback loop

Given that the LMS integration is active, when employees complete any training module, then HRHarmony should automatically update their progress and reflect this in the Culture Improvement Roadmap analytics dashboard.

Customizable training recommendations

Given that the LMS is connected, when the Culture Builders analyze survey results, then they should receive automated, tailored training recommendations based on the identified cultural gaps.

Seamless training module launch from HRHarmony

Given that the user selects a training module from the Culture Improvement Roadmap, when they click on the 'Launch' button, then the corresponding training module should open in the LMS without errors or downtime.

Feedback collection post-training completion

Given that an employee completes a training module, when they finish, then they should be prompted to provide feedback on the training immediately, which logs the response in HRHarmony for review.

Progress tracking and reporting

Given that users utilize the training modules, when the HR team accesses the Culture Improvement Roadmap progress reports, then they should see up-to-date statistics on training completion rates and user engagement metrics.

Engagement Benchmarking

Engagement Benchmarking compares an organization’s cultural metrics against industry standards and peer organizations. This feature allows leaders to see how their culture stacks up, identifying high-performing areas and those needing enhancement. By providing context for cultural performance, it empowers Culture Builders to set realistic goals and measure success in fostering an engaging workplace.

Requirements

Cultural Metrics Dashboard

User Story: As an HR manager, I want to access the Cultural Metrics Dashboard so that I can visually track employee engagement trends and make informed decisions regarding cultural enhancements.
Description: The Cultural Metrics Dashboard is an interactive control panel that displays key cultural metrics such as employee engagement scores, turnover rates, and feedback trends. It aggregates data from various sources within the HRHarmony platform and presents it visually through graphs and charts. This dashboard will allow leaders to quickly assess the state of their organizational culture and track changes over time. It is essential for enabling data-driven decision-making and supports culture-building initiatives by providing immediate insights into employee sentiments and behaviors.
Acceptance Criteria: Cultural Metrics Dashboard displays overall employee engagement scores for the current quarter, comparing them to historical data from the previous quarters.

Given the Cultural Metrics Dashboard is accessed by a department leader, when the dashboard is loaded, then the current quarter's employee engagement score is displayed alongside previous quarters' scores in a line graph.

The Cultural Metrics Dashboard provides a visualization of turnover rates segmented by department for the last 12 months.

Given the Cultural Metrics Dashboard is accessed, when a department leader filters the data for turnover rates by department, then the dashboard should display a bar chart representing turnover rates for each department over the last 12 months.

Users can access real-time feedback trends on employee engagement via the Cultural Metrics Dashboard.

Given the Cultural Metrics Dashboard is active, when a user selects the feedback trends tab, then they should see real-time updates of feedback responses visualized in a pie chart format.

The Cultural Metrics Dashboard allows users to set benchmarks against industry standards.

Given the Cultural Metrics Dashboard is in use, when a user inputs their organization's metrics, then the dashboard should compare and display these metrics against industry standards in a comparative chart.

The Cultural Metrics Dashboard aggregates data from different HRHarmony modules without manual data input.

Given the Cultural Metrics Dashboard is deployed, when data from various HRHarmony modules is generated, then the dashboard should automatically synthesize and display all relevant metrics without errors.

Users can export the Cultural Metrics Dashboard data into a report format for external sharing.

Given the Cultural Metrics Dashboard is being used, when a user clicks the export button, then they should receive a downloadable report of the displayed metrics in PDF format.

The dashboard shows alerts for metrics that fall below predefined thresholds.

Given the Cultural Metrics Dashboard is displaying metrics, when any metric falls below the predefined threshold, then the dashboard should highlight this metric in red with an alert notification for the user.

Peer Comparison Tool

User Story: As a culture builder, I want to use the Peer Comparison Tool so that I can understand how our engagement scores compare with similar organizations and identify areas for improvement.
Description: The Peer Comparison Tool facilitates the benchmarking of an organization's cultural performance against selected peer groups or industry standards. Users can choose specific metrics for comparison and view how their scores stack up against others. This tool helps identify areas of strength and opportunities for improvement by contextualizing cultural metrics within the broader industry landscape. It is vital for fostering transparency and encouraging healthy competitive insights amongst organizations aiming for cultural excellence.
Acceptance Criteria: User selects peer organizations from a predefined list to compare cultural metrics.

Given a user is logged in to HRHarmony, when they navigate to the Peer Comparison Tool, then they should be able to select at least three peer organizations from a provided list for comparison.

Users can choose specific metrics for comparison based on their organizational goals.

Given a user has selected peer organizations, when they view the comparison options, then they should be able to select at least five specific cultural metrics to include in the report.

Users receive a visual report comparing their scores against the selected peers.

Given a user has chosen peer organizations and selected metrics, when they submit the comparison request, then they should receive a visual report that displays their organization's scores alongside the peer scores for each selected metric.

Users can identify strengths and weaknesses based on the comparison results.

Given the visual report is generated, when the user reviews the results, then they should be able to easily identify at least two areas of strength and two areas for improvement based on the comparison.

Users can save and export the comparison reports for further analysis.

Given a user has generated a comparison report, when they choose to save or export the report, then the system should allow them to save it in PDF format and send it via email.

Users receive contextual insights based on industry standards during the comparison.

Given the user is viewing the comparison report, when they look at each metric, then the system should provide contextual insights and benchmarks from industry standards for comparison.

Users can access historical comparison data for trend analysis.

Given that a user has used the Peer Comparison Tool in the past, when they access the tool again, then they should be able to retrieve historical comparison data and trends for their organization.

Goal Setting Framework

User Story: As a team leader, I want to utilize the Goal Setting Framework to establish clear engagement goals for my team so that I can monitor our progress and make necessary adjustments throughout the year.
Description: The Goal Setting Framework provides a structured approach for leaders to set, track, and adjust goals related to employee engagement and cultural initiatives. It allows leaders to create specific, measurable, attainable, relevant, and time-bound (SMART) goals using insights from the engagement benchmarking data. This feature encourages proactive culture management and enables organizations to evaluate their progress toward fostering a more engaging workplace over time.
Acceptance Criteria: Successful structure of SMART goals creation process in the Goal Setting Framework.

Given a user is on the Goal Setting Framework page, when they enter a specific, measurable, attainable, relevant, and time-bound goal, then the system should save the goal and display a confirmation message.

Input validation for goal setting to ensure compliance with SMART criteria.

Given a user is entering a goal, when they submit a goal that does not meet one or more SMART criteria, then an error message should appear indicating which criteria were not met.

Tracking feature for monitoring goal progress over time.

Given a user has created a SMART goal, when they access the tracking dashboard, then the user should see the progress percentage and any related engagement metrics displayed visually.

Integration of engagement benchmarking data to inform goal setting.

Given a user is in the Goal Setting Framework, when they select an industry benchmark, then the system should automatically populate relevant historical engagement metrics to assist in goal formation.

Reporting functionality to evaluate goal success over time.

Given a user has active goals in the system, when they request a report on goal outcomes, then the system should generate a report showing progress, completion status, and insights based on engagement metrics.

User access control for the Goal Setting Framework functionality.

Given a user without sufficient permissions attempts to access the Goal Setting Framework, then the system should deny access and display an appropriate notification.

Automated Reporting System

User Story: As an HR professional, I want to receive automated reports on engagement metrics so that I can share consistent updates with leadership and recommend areas for focus without manual effort.
Description: The Automated Reporting System generates periodic reports on cultural metrics and engagement benchmarks with minimal user input. These reports can be scheduled and customized, providing insights into both successes and areas requiring attention. This system reduces the administrative burden on HR teams and ensures that stakeholders receive timely updates on cultural performance, informing decision-making and strategy adjustment.
Acceptance Criteria: Generate a quarterly report on cultural engagement metrics for the HR department during the last week of the quarter, summarizing key data points and comparing them against industry standards.

Given that the report is scheduled, When the last week of the quarter arrives, Then an automated report should be generated and sent to the HR department with metrics and comparisons clearly displayed.

Allow users to customize the content of the automated reports based on selected metrics and peer organizations before sending.

Given that a user requests a report, When the report customization options are presented, Then the user should be able to select specific metrics and peer comparison options and the system must reflect these choices in the generated report.

Ensure that the generated reports are accessible in a user-friendly format and can be easily downloaded or printed.

Given that the report has been generated, When the user accesses the report, Then it should be available in multiple formats (PDF, Excel) for download and printing, ensuring compatibility with standard tools.

Send notifications to stakeholders whenever a new report is generated highlighting key findings and areas for improvement.

Given that a new report is generated, When the report is completed, Then stakeholders should receive an automated notification email summarizing the key findings and any recommended actions based on the report.

Implement user access controls to ensure only authorized HR personnel can view and customize the report settings and generated content.

Given that a user attempts to access the report settings, When the user is not authorized, Then the system should deny access and display an appropriate error message indicating lack of permissions.

Evaluate the system's performance to ensure reports are generated and delivered within a specified time frame to maintain efficiency.

Given that reports are scheduled to be generated, When the time for report generation comes, Then the report should be produced and delivered to users within 10 minutes of the scheduled time.

Integrate feedback functionality to capture user satisfaction and suggestions on the reporting system for continuous improvement.

Given that a report has been distributed, When users receive the report, Then there should be an option to provide feedback on the report content and usefulness through a simple survey.

Feedback Loop Integration

User Story: As an employee, I want to provide feedback on our organizational culture easily so that I can express my views and contribute to enhancing our work environment.
Description: The Feedback Loop Integration feature allows employees to provide ongoing feedback related to cultural initiatives and engagement efforts. This feature includes tools for anonymous surveys, pulse checks, and solicitation of qualitative feedback. By creating a continuous feedback mechanism, it empowers organizations to remain attuned to employee sentiments and make real-time adjustments to cultural strategies, fostering an agile and responsive workplace environment.
Acceptance Criteria: Employees can submit feedback anonymously through the HRHarmony platform after cultural initiatives are deployed.

Given an employee is logged into HRHarmony, when they navigate to the feedback section, they should see an option to submit anonymous feedback. Then, upon submission, the system should confirm receipt of the feedback without revealing the employee's identity.

The HR department can create and distribute pulse checks to gauge employee engagement levels over time.

Given the HR department has access to the HRHarmony admin panel, when they select the pulse check option and distribute it via email to all employees, then all employees should receive the pulse check within 24 hours, and the response rate should be tracked and reported back to HR.

Management can view aggregated feedback results from cultural initiatives through a dedicated dashboard.

Given the management team has accessed the HRHarmony performance dashboard, when they view the feedback statistics, then the dashboard should display aggregate results of feedback received, categorized by different cultural initiatives, with clear visualizations such as graphs or metrics.

Employees receive notifications to participate in feedback activities, ensuring high engagement rates.

Given an employee is using HRHarmony, when a new feedback opportunity is created, then the employee should receive a notification through both email and an in-app alert to encourage participation and provide feedback.

The system provides managers with actionable insights based on feedback trends over time.

Given managers are reviewing feedback trends in the HRHarmony admin panel, when they access the insights section, then they should see recommendations based on the most common themes in the feedback, aiming to improve cultural initiatives.

HR can schedule periodic qualitative feedback sessions with team leads to discuss engagement results.

Given the HR manager has access to the scheduling tool in HRHarmony, when they select dates and times for qualitative feedback sessions, then those sessions should be successfully scheduled and all invited participants should receive a calendar invitation.

Employees can track their own feedback submissions and see how their input influences cultural initiatives.

Given an employee has submitted feedback via HRHarmony, when they return to the feedback section, then they should see a confirmation of their past submissions along with updates on changes made based on employee feedback, ensuring transparency in the feedback process.

Actionable Insights Dashboard

The Actionable Insights Dashboard consolidates all cultural data into a user-friendly interface that highlights crucial metrics, trends, and areas needing attention. It allows Culture Builders to visualize data in real-time, enabling them to make informed decisions swiftly. This feature enhances the ability to track cultural initiatives’ effectiveness and pivot strategies as needed, driving continuous improvement.

Requirements

Real-time Data Visualization

User Story: As a Culture Builder, I want to visualize cultural data in real-time so that I can make informed decisions quickly and improve our workplace initiatives.
Description: The Real-time Data Visualization requirement focuses on enabling users to view and interact with significant cultural metrics through dynamic charts and graphs. This functionality is essential for users to quickly identify trends and patterns within their organization's culture, allowing them to respond proactively. It integrates seamlessly with the existing data sources of HRHarmony, pulling in data such as employee engagement scores, turnover rates, and feedback from cultural initiatives. The outcome is a tangible improvement in the decision-making process and the efficacy of initiatives aimed at enhancing workplace culture.
Acceptance Criteria: User accesses the Actionable Insights Dashboard to review engagement scores after an employee feedback initiative has been conducted.

Given that the user is logged into HRHarmony, when they navigate to the Actionable Insights Dashboard, then they should see updated engagement scores represented in a dynamic chart that reflects changes over the past month.

A Culture Builder wants to evaluate the effectiveness of turnover rates in relation to cultural initiatives implemented in the last quarter.

Given that the user is viewing the turnover rate metric on the dashboard, when they apply a filter for the last quarter, then the dashboard should update to show the turnover rate as a percentage along with a corresponding trend line for visual comparison.

In a strategic meeting, HR professionals need to demonstrate the real-time impact of employee initiatives on overall workplace culture.

Given the user has access to real-time data, when they present the dashboard during the meeting, then the insights shown should include at least three key metrics with visuals that update dynamically in response to live data changes.

A user reviews the data on employee feedback trends to identify areas for improvement in company culture.

Given that the user is on the dashboard, when they hover over a data point in the employee feedback trend graph, then they should see a tooltip displaying the exact percentage and comments associated with that data point.

HR professionals track the changes in employee engagement after adjustments in HR policy.

Given that the user has implemented a new HR policy, when they check the engagement scores on the dashboard after one month, then the scores should reflect a change, and comparisons should be available with historical data for the previous month.

A Culture Builder wishes to communicate insights on employee engagement with the leadership team.

Given that the user is preparing to present data, when they use the dashboard to export the insights into a presentation format, then the export should include charts, graphs, and a summary report of findings relevant to employee engagement.

Automated Sentiment Analysis

User Story: As a HR manager, I want automated sentiment analysis to capture employee feedback so that I can address issues before they escalate and foster a positive workplace culture.
Description: The Automated Sentiment Analysis requirement involves implementing AI-driven tools to assess and interpret employee feedback and engagement surveys, providing insights into employee sentiment on various cultural factors. This feature is vital as it goes beyond quantitative data by capturing the qualitative aspects of employee experiences, thus enriching the dashboard's insights. By integrating with existing survey tools, the outcome will be a more nuanced understanding of employee morale and engagement gaps, enabling timely intervention and strategy adjustments.
Acceptance Criteria: Automated Sentiment Analysis captures employee feedback from various survey tools and compiles insights into the Actionable Insights Dashboard for Culture Builders to assess.

Given the automated sentiment analysis is configured with existing survey tools, when an employee submits feedback, then the dashboard should update in real-time to display the sentiment score based on the latest responses.

Culture Builders access the insights dashboard to analyze employee sentiment and identify trends regarding engagement and morale.

Given the Actionable Insights Dashboard is live, when Culture Builders filter data by a specified time frame, then the dashboard should display sentiment trends accurately reflecting the selected period.

During a quarterly review, HR professionals evaluate the effectiveness of cultural initiatives based on insights gained from the sentiment analysis.

Given the sentiment analysis has processed employee feedback for the last quarter, when HR professionals generate the quarterly report, then the report should include a detailed breakdown of qualitative insights and quantitative metrics with actionable recommendations.

Culture Builders want to assess the impact of a new company initiative on employee sentiment captured by the sentiment analysis.

Given that the new initiative has been implemented, when Culture Builders analyze the sentiment data from the period before and after the initiative, then there should be a clear comparison indicating any positive or negative shifts in employee sentiment.

The dashboard integrates feedback from multiple departments to provide a holistic view of employee sentiment across the organization.

Given that feedback has been gathered from different departments, when Culture Builders access the dashboard, then it should allow for an aggregated view of sentiment scores and emerging concerns across departments.

HR professionals require insights to address any identified engagement gaps based on sentiment analysis.

Given that the sentiment analysis has identified engagement gaps, when the HR professionals review the recommendations displayed on the dashboard, then each recommendation should be linked to specific actions and resources for addressing the gaps effectively.

The sentiment analysis tool should ensure data integrity and security when processing employee feedback.

Given that employee feedback is sensitive information, when the sentiment analysis tool processes feedback, then it should comply with data protection regulations and ensure only authorized personnel can access the data.

Customizable Dashboard Widgets

User Story: As a Culture Builder, I want to customize my dashboard widgets so that I can focus on the metrics that are most important to my initiatives.
Description: The Customizable Dashboard Widgets requirement enables users to tailor the Actionable Insights Dashboard according to their specific needs and preferences. This functionality allows Culture Builders to select, arrange, and resize widgets that display the most relevant data points for their initiatives. It enhances user engagement by providing a personalized experience, ensuring users focus on the metrics that matter most to them. The integration with user profiles will ensure preferences are saved and easily accessible, leading to increased efficiency and satisfaction with the dashboard.
Acceptance Criteria: As a Culture Builder, I want to customize my Actionable Insights Dashboard by adding, resizing, and arranging widgets when I log in for the first time, so that I can personalize my dashboard to show relevant metrics at a glance.

Given that I am on the Actionable Insights Dashboard, when I select widgets to add, resize them as necessary, and arrange them in my desired order, then I should see the dashboard update in real-time to reflect these changes.

As a Culture Builder, I want to save my dashboard configurations so that whenever I log in again, my preferred layout and widget selections are persisted and available to me instantly.

Given that I have customized my dashboard, when I log out and log back in, then my previously saved dashboard layout and widget selections should be displayed exactly as I left them.

As a Culture Builder, I want to remove widgets from my dashboard so that I can declutter the view and focus only on the metrics that matter most to my initiatives.

Given that I am on the Actionable Insights Dashboard, when I select a widget to remove it, then I should see the widget disappear immediately from my dashboard layout.

As a Culture Builder, I want to access a help section within the dashboard widget customization so that I can easily understand how to manipulate widgets effectively.

Given that I am on the dashboard customization page, when I click on the help section link, then I should be redirected to an informative guide that clearly explains widget manipulation functions.

As a Culture Builder, I want the ability to reset my dashboard to default settings so that I can start over if my customizations are not working for my needs.

Given that I am on the Actionable Insights Dashboard, when I choose the 'Reset to Default' option, then all my custom widget configurations should revert back to the default settings within the dashboard.

As a Culture Builder, I want to view a preview of my dashboard changes before saving them so that I can confirm my widget arrangements are satisfactory.

Given that I have made changes to my dashboard, when I click on the 'Preview Changes' button, then I should see a temporary display of my dashboard reflecting the proposed customizations before I choose to save them.

Integration with Performance Tracking Tools

User Story: As a HR director, I want to integrate our performance tracking tools with the dashboard so that I can see how cultural initiatives affect employee performance.
Description: The Integration with Performance Tracking Tools requirement focuses on enabling the Actionable Insights Dashboard to connect seamlessly with existing performance management software used within the organization. This feature is critical as it consolidates data across various platforms, providing a holistic view of employee performance in conjunction with cultural metrics. The benefit is a comprehensive understanding of how cultural initiatives impact performance, leading to more informed decisions and strategies that align with both performance and cultural objectives.
Acceptance Criteria: Integration with existing performance management software during quarterly performance reviews.

Given the Actionable Insights Dashboard is connected to the performance tracking tools, when a Culture Builder accesses the dashboard, then they should see real-time performance metrics alongside cultural data without delays.

Cultural metrics are analyzed in relation to performance data for strategic decision-making sessions.

Given that the dashboard displays both cultural and performance data, when a Culture Builder generates a report, then the report must accurately reflect the correlation between cultural initiatives and employee performance metrics, updated within the last 30 days.

Immediate access to consolidated employee performance and cultural data during team meetings.

Given the Actionable Insights Dashboard is operational, when a Culture Builder opens the dashboard during a team meeting, then the interface must load within 5 seconds and display all requested data clearly and accurately.

Automatically sync performance reviews from performance tracking tools to the dashboard.

Given that the dashboard is integrated with performance management software, when a performance review is submitted in the performance tool, then the dashboard should reflect this update within 10 minutes.

Preparedness for audits of cultural initiatives impact on employee performance.

Given that the Actionable Insights Dashboard is used for auditing, when an audit report is requested, then the dashboard must provide access to historical data showing performance trends and cultural initiatives impact over the last 12 months.

Real-time alerts for Cultural Builders on trends affecting performance metrics.

Given that the dashboard is in use, when there are significant shifts in cultural metrics that correlate with performance data, then the dashboard should send automatic alerts to the Culture Builders within 15 minutes of detection.

User training session on the usage of the dashboard for strategic planning.

Given that training is provided for new users, when they complete the training session, then they should be able to demonstrate the ability to extract relevant performance and cultural data from the dashboard within 10 minutes.

Alerts and Notifications System

User Story: As a Culture Builder, I want to receive alerts about critical changes in cultural metrics so that I can take swift action to address issues and maintain a positive environment.
Description: The Alerts and Notifications System requirement encompasses creating mechanisms to inform users about critical changes in cultural metrics, such as significant dips in engagement scores or feedback trends. This feature is important for fostering a proactive approach to culture building, allowing users to react promptly to potential issues. By integrating with the dashboard, users will receive real-time alerts, which will enhance user awareness and engagement with the culture-building process. The expected outcome is improved responsiveness to employee needs and timely adjustments to cultural initiatives.
Acceptance Criteria: User receives a notification when engagement scores dip below a predetermined threshold.

Given the engagement scores are being tracked in real-time, when the score dips below the threshold, then the user receives an immediate alert notification on the dashboard.

Admin can customize the settings for alerts based on specific cultural metrics.

Given that the admin is configuring the dashboard, when they set criteria for alerts (e.g., engagement scores, feedback trends), then those settings are saved and utilized for future notifications accordingly.

Users receive a weekly summary report of the engagement metrics through email.

Given the notification settings allow for weekly summaries, when the week concludes, then an automated report is sent to users via email outlining key metrics and alerting any significant changes.

Users can view the history of alerts and notifications received.

Given that alerts are triggered based on cultural metrics, when the user accesses the notifications history section, then they can view a chronological log of all alerts with relevant timestamps and metrics.

Alerts are tested and confirmed to be received on various devices and platforms.

Given that the user has opted into notifications, when testing alerts, then the alert is successfully received on a desktop, mobile app, and email platform without delay.

Users can set personal preferences for the types of alerts they wish to receive.

Given that users are customizing their dashboard experience, when they select their preferences for report frequency and metrics they care about, then the system saves these preferences for future alerts.

The Alerts and Notifications System integrates seamlessly with the Actionable Insights Dashboard.

Given the user is accessing the Actionable Insights Dashboard, when changes occur in cultural metrics, then the alerts appear within the dashboard in real-time alongside relevant data visualizations.

Custom Culture Initiatives Tracker

The Custom Culture Initiatives Tracker allows Culture Builders to design, implement, and monitor specific cultural initiatives based on survey findings. Users can set objectives, assign ownership, and track progress in real-time. This feature promotes accountability and facilitates a collaborative approach to cultural enhancement, ensuring that initiatives are purposeful and aligned with employee needs.

Requirements

Real-time Initiative Monitoring

User Story: As a Culture Builder, I want to monitor the progress of cultural initiatives in real-time so that I can make timely adjustments and keep the team aligned towards our objectives.
Description: The Real-time Initiative Monitoring requirement enables Culture Builders to have immediate access to up-to-date information regarding the progress of cultural initiatives. This feature will utilize dashboards and visual indicators to display metrics related to each initiative, making it easier to assess if objectives are being met. By integrating performance tracking with ongoing initiatives, users can make data-driven decisions to adjust their strategies promptly. The functionality promotes transparency and encourages team engagement, ensuring that all stakeholders are aware of the project's status.
Acceptance Criteria: As a Culture Builder, I want to view a dashboard that shows the real-time progress of cultural initiatives so I can quickly assess their status and make necessary adjustments.

Given the Culture Builder is on the dashboard page, when they navigate to the 'Cultural Initiatives' section, then they should see a visual progress indicator for each initiative that updates in real-time.

As a Culture Builder, I need to set specific objectives for each cultural initiative to measure success and ensure alignment with employee needs.

Given the user is creating or editing a cultural initiative, when they input clear objectives into the designated fields, then the system should save these objectives and display them on the initiative's detail view.

As a Culture Builder, I want to assign ownership of cultural initiatives to team members to promote accountability and clear responsibilities.

Given the user is viewing a cultural initiative, when they assign an owner from the list of team members, then the system should notify the assigned owner and reflect this change in the initiative's details.

As a Culture Builder, I need to see historical data trends for initiatives to understand their effectiveness over time.

Given the user is on the initiative detail page, when they select the historical data option, then the system should display a graph showing the progress of the initiative over the selected timeframe.

As a Culture Builder, I want to receive alerts when an initiative is falling behind schedule to address issues promptly.

Given the user has set up alerts for initiatives, when the progress of an initiative drops below a designated threshold, then the user should receive a timely notification via email and in-app.

As a Culture Builder, I need to have an overview of all cultural initiatives to prioritize efforts effectively.

Given the user is on the culture initiative overview page, when they access the page, then they should see a comprehensive list of all initiatives with their current status and progress metrics displayed.

Objective Setting and Assignment

User Story: As a Culture Builder, I want to set specific objectives for our cultural initiatives and assign team members so that we can work collaboratively towards achieving our goals and improve accountability.
Description: The Objective Setting and Assignment requirement allows Culture Builders to define clear goals for each cultural initiative and assign responsible team members to ensure accountability. This feature enables users to specify measurable outcomes and deadlines, creating a structured approach to cultural initiatives. By facilitating clear assignments, this requirement will combine objectives and responsibilities within a user-friendly interface, enabling Culture Builders to align their teams towards a shared vision and establish ownership over initiatives.
Acceptance Criteria: As a Culture Builder, I want to create a new cultural initiative so that I can set clear objectives for improving workplace engagement.

Given I am logged into HRHarmony, when I navigate to the Custom Culture Initiatives Tracker and select 'Create New Initiative', then I should be able to enter objectives that are specific, measurable, achievable, relevant, and time-bound (SMART).

As a Culture Builder, I want to assign team members to each cultural initiative to ensure ownership and accountability for progress.

Given I have created a new cultural initiative, when I assign team members to the initiative, then those members should receive a notification and the assigned ownership should be reflected in the initiative details.

As a Culture Builder, I want to set deadlines for initiatives to track progress and ensure timely completion.

Given I have created objectives for a cultural initiative, when I assign a deadline, then the deadline should be saved accurately and displayed on the initiative overview page.

As a Culture Builder, I want to update the status of ongoing initiatives to keep track of their progress.

Given an initiative is currently in progress, when I change the status to 'Completed', then the initiative should reflect this status change and be archived accordingly.

As a Culture Builder, I want to view a dashboard of all cultural initiatives to assess the collective impact on workplace culture.

Given I am on the Custom Culture Initiatives Tracker dashboard, when I view the dashboard, then I should see all initiatives listed with their objectives, assigned members, and progress indicators.

As a Culture Builder, I want to withdraw an objective for a cultural initiative if it is no longer relevant.

Given a cultural initiative is created with assigned objectives, when I choose to withdraw an objective, then the objective should be removed from the initiative without affecting the overall initiative's status.

Initiative Impact Survey Integration

User Story: As a Culture Builder, I want to gather feedback from employees on the cultural initiatives implemented so that I can evaluate their effectiveness and make improvements based on actual experiences.
Description: The Initiative Impact Survey Integration requirement provides the capability to collect feedback from employees on the effectiveness of cultural initiatives through integrated surveys. This feature will enable users to design and deploy surveys that assess the impact of specific initiatives on employee engagement and workplace culture. The results will feed directly into the Custom Culture Initiatives Tracker, helping Culture Builders to evaluate success and iterate on future initiatives based on employee feedback, enhancing responsiveness and employee involvement.
Acceptance Criteria: Integration of the Initiative Impact Survey with the Custom Culture Initiatives Tracker allowing Culture Builders to access feedback immediately after survey completion.

Given a deployed initiative impact survey, when the survey is completed by at least 10 employees, then the responses should be automatically aggregated and reflected in the Custom Culture Initiatives Tracker within 5 minutes.

User ability to design custom surveys tailored to specific cultural initiatives and objectives.

Given that a Culture Builder is creating a survey, when they access the survey design interface, then they should be able to select from various question types (multiple choice, open-ended, etc.), set deadlines for responses, and define target respondents for each survey.

Tracking real-time progress of cultural initiatives based on feedback collected from the Initiative Impact Surveys.

Given that at least one impact survey for a cultural initiative has been completed, when the Culture Builder accesses the dashboard, then they should see updated metrics (like engagement scores, completion rates) reflected in real-time for the corresponding initiative.

Notifications to Culture Builders post-survey collection regarding survey results and actions needed.

Given that a survey collection period has ended, when the results are available in the system, then the system should automatically send notifications to the assigned Culture Builders detailing summary results and suggested next steps within 24 hours.

User ability to analyze and compare results from multiple initiatives over time to assess cultural impact.

Given that multiple survey results are stored in the system, when a Culture Builder requests a comparative report, then the system should generate a visual report comparing key metrics (engagement, participation) across these initiatives within 3 clicks.

The ability to iterate on cultural initiatives based on employee feedback received through surveys.

Given that feedback from an initiative impact survey highlights specific areas for improvement, when the Culture Builder reviews the feedback, then they should be able to adjust the associated initiative and set a new implementation timeline directly in the system.

Collaboration Tools for Culture Teams

User Story: As a team member, I want to have access to collaboration tools so that we can easily communicate and coordinate our efforts on cultural initiatives.
Description: The Collaboration Tools for Culture Teams requirement introduces features that facilitate communication and collaboration among team members involved in cultural initiatives. This includes shared documents, discussion forums, and real-time chat functionalities that help Culture Builders and their teams coordinate efforts, share insights, and track updates efficiently. By enhancing collaboration, this requirement ensures that all team members are synchronized, fostering a more cohesive effort towards cultural development.
Acceptance Criteria: Culture Builders initiate a cultural initiative project by creating a shared document in the Collaboration Tools for Culture Teams feature, allowing all team members to contribute their ideas and strategies.

Given that a Culture Builder creates a shared document, when the document is shared with team members, then each member should be able to edit the document in real-time and see changes without refresh delays.

Culture Builders hold a virtual meeting to discuss progress on initiatives, utilizing the real-time chat functionality for effective communication during the meeting.

Given that a virtual meeting is organized, when team members join the meeting, then they should be able to send and receive messages in the real-time chat without interruptions or delays.

The team implements a tracking system for cultural initiatives through the Collaboration Tools feature, allowing members to report on their assigned tasks and objectives.

Given that the tracking system is in place, when a team member updates their task status, then all other members should see the changes reflected in real-time with accurate timestamps.

Culture Builders gather feedback from team members after implementing a new cultural initiative to assess its effectiveness via a discussion forum.

Given that a discussion forum is active, when team members post their feedback, then their comments should be timestamped and visible to all participants to encourage open discussion.

Team members collaborate on developing strategies to enhance workplace culture through shared resources and materials stored in the Collaboration Tools feature.

Given that resources are uploaded to the shared space, when a team member accesses the resource library, then they should be able to download all relevant documents without error.

The Collaboration Tools feature allows Culture Builders to assign tasks to team members for completing cultural initiatives, enabling accountability.

Given that tasks are assigned within the tool, when a team member checks their task list, then they should see a clear list of all tasks assigned to them, including due dates and priority levels.

Culture Builders review the effectiveness of completed cultural initiatives through summarized reports generated by the Collaboration Tools for Culture Teams feature.

Given that a report generation feature is available, when the team submits their cultural initiatives data, then a complete report should be generated within five seconds and include key performance indicators.

Automated Reporting on Cultural Initiatives

User Story: As a Culture Builder, I want to automatically receive reports on the progress of our cultural initiatives so that I can evaluate outcomes efficiently and communicate results to stakeholders.
Description: The Automated Reporting on Cultural Initiatives requirement provides the functionality to generate regular reports that summarize the progress and impact of ongoing initiatives. This will include visualizations such as graphs and charts to present data in an easily digestible format. By automating reports, Culture Builders can save time on manual data compilation and focus on analyzing results and planning next steps. This feature will play a crucial role in maintaining transparency with stakeholders and facilitating informed decision-making.
Acceptance Criteria: User Generates Automated Report for Cultural Initiatives After a Quarter of Implementation.

Given the user has selected the 'Generate Report' option, When they specify the date range for the report covering the last quarter, Then the system generates a report summarizing all cultural initiatives implemented during that period, including progress metrics and visualizations such as charts and graphs.

System Sends Automated Report to Stakeholders via Email.

Given the automated report has been generated, When the user selects the option to email the report to stakeholders, Then the system successfully sends the report to the specified email addresses with the correct formatting and accessibility options.

User Views Automated Report with Visualizations and Data Points.

Given the user accesses the report section, When they click on a specific report, Then the report displays all relevant visualizations (graphs, charts) and data points clearly representing the progress of each cultural initiative.

User Customizes the Report Metrics Before Generation.

Given the user is on the report generation screen, When they select specific metrics to include or exclude from the report, Then the system generates the report according to the user’s selections, reflecting only the chosen metrics.

System Logs Errors During Report Generation.

Given that there is an issue with data retrieval during report generation, When the user tries to generate a report, Then the system logs the error, displays a user-friendly error message, and suggests the next steps to resolve the issue.

User Views Historical Data in the Report.

Given the user has generated the report, When they navigate to the section displaying historical data, Then the report includes comparative data from previous periods to illustrate trends and the impact of initiatives over time.

Admin Reviews Feedback on Report Effectiveness.

Given the user has sent the report to stakeholders, When the admin collects feedback regarding the report's clarity and usefulness, Then the feedback form indicates areas of improvement and overall satisfaction level from stakeholders.

Quest Log

The Quest Log provides a personalized checklist of onboarding tasks, structured like a game quest. New employees can track their progress, unlock accomplishments, and visualize their journey through each stage of the onboarding process. This feature enhances engagement and motivation, making the onboarding experience feel rewarding and fun.

Requirements

Interactive Task Checklist

User Story: As a new employee, I want an interactive checklist that I can use to track my onboarding tasks so that I can feel a sense of achievement as I complete each task and visualize my progress.
Description: The Interactive Task Checklist requirement involves developing a dynamic and engaging checklist for new employees that resembles a game quest. As users progress through their onboarding tasks, they can check off completed items, which will visually update their progress in real time. This functionality promotes user engagement and satisfaction by providing a sense of achievement as they unlock milestones and rewards throughout the onboarding process. Integration with HRHarmony's existing onboarding system will ensure seamless task assignment and tracking, contributing to a more structured and enjoyable onboarding experience.
Acceptance Criteria: New employee completes the onboarding task checklist as part of their HRHarmony onboarding journey.

Given the new employee has accessed their onboarding Quest Log, when they complete a task and check it off, then the checklist should visually update their progress in real-time, and they should see a notification indicating a milestone has been unlocked.

HR manager reviews the onboarding progress of new employees using the HRHarmony dashboard.

Given the HR manager accesses the onboarding dashboard, when they select a new employee's Quest Log, then they should be able to view a detailed report of completed tasks, progress percentage, and any unlocked achievements.

New employee receives reminders for incomplete onboarding tasks to ensure timely progress through the Quest Log.

Given the new employee has tasks remaining in their onboarding checklist, when the scheduled reminder time occurs, then they should receive a notification via email and within the HRHarmony interface reminding them of their pending tasks.

A new employee interacts with the Interactive Task Checklist during their first week at work.

Given the new employee is within their first week of onboarding, when they access the Interactive Task Checklist, then all tasks should be clearly listed, and they should be able to see the status of each task as incomplete, in progress, or complete.

New employee unlocks rewards after completing certain onboarding milestones.

Given the new employee has completed the specified number of tasks in their checklist, when they complete the final task for that milestone, then the system should automatically present them with a reward notification and details on how to redeem their reward.

The Interactive Task Checklist integrates seamlessly with existing HRHarmony onboarding features.

Given an employee accesses the Interactive Task Checklist, when they check off a task, then the task should synchronize with the main HRHarmony onboarding system and reflect the updated status across all relevant HR modules without delay or error.

Progress Visualization Graphs

User Story: As a new employee, I want to see a graph that visualizes my onboarding progress so that I can easily understand how far I have come and what tasks are left to complete.
Description: The Progress Visualization Graphs requirement entails creating a visual representation of the onboarding progress for new employees. Milestones will be represented graphically, allowing users to see their achievements and remaining tasks at a glance. These graphs will be integrated into the Quest Log feature and will update dynamically as tasks are completed. This functionality is integral to enhancing the onboarding experience, as it provides a visual cue for progress that can motivate users to complete their onboarding tasks more efficiently.
Acceptance Criteria: Visualizing Onboarding Progress for New Employees

Given a new employee using the Quest Log, when they complete a task, then the Progress Visualization Graph should update to reflect the new completion percentage and highlight the next milestone.

Dynamic Updates of Progress Graphs

Given a new employee is logged into the Quest Log, when they finish a task, then the Progress Visualization Graph should dynamically refresh within 5 seconds to show the updated progress.

Milestone Representation in Progress Graphs

Given a new employee views their Progress Visualization Graph, when they reach a milestone in their onboarding tasks, then the completed milestone should be visually distinct to indicate accomplishment (e.g., change in color or icon).

User Engagement with the Progress Visualization Graphs

Given a new employee is engaged with the Quest Log, when they click on a milestone within the Progress Visualization Graph, then detailed information about the completed tasks and upcoming tasks should be displayed.

Accessibility of Progress Visualization Graphs

Given a new employee has visual impairments, when they load the Quest Log, then the Progress Visualization Graphs must be compatible with screen readers and other accessibility tools to ensure inclusivity.

Performance Tracking of Onboarding Experience

Given HR professionals reviewing onboarding progress, when they access a report on employee progress, then the Progress Visualization Graphs should reflect accurate data for each new employee and be exportable to PDF format.

Gamification Elements

User Story: As a new employee, I want to earn badges and rewards for completing onboarding tasks so that I feel motivated to engage with the process and strive for achievements.
Description: The Gamification Elements requirement involves incorporating game-like features such as badges, rewards, and levels into the Quest Log. By implementing these elements, users can earn recognitions for completing specific onboarding tasks, making the experience more engaging and competitive. This requirement complements the existing features of HRHarmony, encouraging employees to actively participate in their onboarding and enhancing motivation through a fun and interactive platform.
Acceptance Criteria: Gamification Elements are integrated into the Quest Log during the onboarding process for new hires.

Given a new employee is using the Quest Log, when they complete an onboarding task, then they should receive a badge to acknowledge their achievement.

Employees can view their progress and achievements in real-time through the Quest Log interface.

Given a new employee is using the Quest Log, when they access their dashboard, then they should see a visual representation of their completed tasks and earned rewards.

The onboarding tasks in the Quest Log are categorized into different levels of difficulty for better engagement.

Given an onboarding task is created, when it is categorized, then it should be assigned a difficulty level (easy, medium, hard) that reflects the effort required to complete it.

Employees can share their achievements and badges with their peers within the HRHarmony platform.

Given an employee earns a badge, when they choose to share it on their profile, then their badge should be visible to other employees in their network.

Users receive notifications for rewards earned through the Quest Log after completing onboarding tasks.

Given a new employee completes a task in the Quest Log, when the task is marked as finished, then a notification should be sent to the employee confirming their reward.

The Quest Log tracks the total number of badges earned by each employee during onboarding.

Given an employee completes several tasks, when their badges are tallied, then the system should accurately display the total count of all badges earned in their profile.

The Quest Log provides customization options for the types of badges and rewards given for various tasks.

Given an HR administrator is setting up onboarding tasks, when they create a new task, then they should have the option to specify which badge/reward is associated with that task.

Personalized Onboarding Pathways

User Story: As a new employee, I want my onboarding tasks to be personalized to my role so that I can focus on the most relevant tasks that will help me succeed in my new position.
Description: The Personalized Onboarding Pathways requirement allows new hires to receive a tailored onboarding experience based on their role and department. By integrating this functionality into the Quest Log, HRHarmony can suggest specific tasks and resources relevant to each employee's position. This personalized approach ensures a more efficient onboarding process, as it aligns the tasks with the employee’s job requirements and responsibilities, ultimately leading to better performance and satisfaction during the transition into the company.
Acceptance Criteria: Personalized onboarding pathways are generated for new hires based on their departmental role and job responsibilities, ensuring each employee has a unique set of tasks and resources tailored to their needs.

Given a new hire has an assigned role and department, when they access the Quest Log, then they should see a personalized checklist of onboarding tasks relevant to their position that boosts engagement and motivation.

The Quest Log displays unlocked accomplishments after completing specific onboarding tasks, keeping new hires informed about their progress in real time.

Given a new hire completes a task on their personalized onboarding checklist, when the task is marked as complete, then the corresponding accomplishment should be visibly unlocked and displayed in their profile in the Quest Log.

The onboarding tasks provided in the Quest Log should be easily accessible and categorized to aid new hires in navigating their onboarding journey.

Given a new hire logs into HRHarmony, when they access their Quest Log, then they should see an organized layout of onboarding tasks categorized by focus areas (e.g., compliance, training, team integration) to streamline their onboarding experience.

The system should allow HR personnel to modify the onboarding pathways based on feedback from previous new hires, ensuring continuous improvement of the onboarding process.

Given that HR personnel receive feedback on the onboarding experience, when they make modifications to the task suggestions in the Quest Log, then the updated tasks should reflect the changes immediately for all current and future new hires.

New hires should receive notifications for upcoming tasks in their personalized onboarding pathways to keep them engaged and accountable.

Given a new hire has tasks scheduled in their onboarding checklist, when the task deadline approaches, then they should receive a notification via their preferred communication channel (e.g., email, in-app) reminding them to complete the task.

The personalized onboarding pathways should include a feedback mechanism where new hires can evaluate the relevance and helpfulness of each task upon completion.

Given a new hire has completed a task in their Quest Log, when the completion feedback form is presented, then they should be able to provide ratings and comments that are stored for future reference and used for onboarding improvement.

Feedback Loop Integration

User Story: As a new employee, I want to provide feedback on my onboarding tasks so that HR can improve the onboarding experience for future hires based on my insights.
Description: The Feedback Loop Integration requirement focuses on incorporating an automated feedback mechanism within the Quest Log. Following the completion of certain tasks, new employees will be prompted to provide feedback on their onboarding experience, which will be compiled and analyzed. This integration not only helps the HR team improve the onboarding process but also allows employees to express their thoughts and suggestions, fostering a culture of continuous improvement within the organization.
Acceptance Criteria: New employee completes their onboarding quest and reaches the feedback prompt stage.

Given a new employee has completed at least 75% of the onboarding tasks, when they reach the feedback prompt, then the feedback form should be displayed to them without errors.

HR team reviews the feedback received from new employees during onboarding.

Given multiple feedback submissions from new employees, when the HR team accesses the feedback report, then they should see compiled data with analytics on employee satisfaction and suggestions for improvement.

A new employee submits feedback after completing a onboarding quest.

Given a new employee has filled out the feedback form, when they click on the submit button, then a success confirmation message should be displayed and the feedback should be recorded in the database.

An automatic prompt is generated for feedback after a specific onboarding task is completed.

Given an onboarding task is marked as completed, when the task requires feedback, then an automated prompt for feedback should be triggered immediately after task completion.

New employees can access their submitted feedback at any time during their onboarding process.

Given a new employee has submitted feedback, when they navigate to the feedback review section in their Quest Log, then they should see their past feedback submissions listed with the option to edit or delete.

The feedback loop closure process is initiated by HR based on the feedback collected.

Given the HR team has analyzed the feedback, when they generate an action plan based on the feedback, then the new employees who provided feedback should be informed about the planned improvements via email.

Achievement Badges

Achievement Badges reward new hires for completing onboarding milestones and tasks. By gamifying the onboarding journey, this feature motivates employees to actively participate in their integration, fosters a sense of accomplishment, and encourages friendly competition among peers.

Requirements

Badge Design Customization

User Story: As an HR administrator, I want to customize the design of achievement badges so that they reflect our company's branding and values, enhancing employee recognition and motivation.
Description: The Badge Design Customization requirement allows HR administrators to create and customize visually appealing achievement badges. This includes options for varying shapes, colors, icons, and text, reflecting the company’s branding and values. The functionality ensures that badges are not only rewarding but also align with the organization's culture. The customization enhances employee recognition and makes the onboarding process visually engaging, thus inspiring new hires to achieve their goals.
Acceptance Criteria: Badge Creation by HR Administrator during Onboarding Process

Given the HR administrator is logged into the HRHarmony platform, When they access the achievement badges section and select 'Create New Badge', Then they should be able to choose the shape, color, icon, and text for the badge and save the design successfully.

Preview and Edit Badge Design

Given the HR administrator has created a badge, When they click on 'Preview Badge', Then the badge should display in the selected shape, color, icon, and text for review, and they should have the option to make edits before finalizing the design.

Apply Badges to Different Onboarding Milestones

Given the HR administrator has created and saved a badge design, When they navigate to the onboarding milestones section, Then they should be able to assign the badge to specific milestones and save these assignments successfully.

Visual Consistency with Company Branding

Given an achievement badge is designed, When the HR administrator reviews the badge, Then it should reflect the company's branding guidelines in color scheme and design style, ensuring a cohesive look and feel.

Badges Displayed to New Hires on Dashboard

Given the onboarding process is ongoing for new hires, When they log into their HRHarmony dashboard, Then they should see the achievement badges awarded for completing milestones clearly displayed, with their design properly rendered.

Error Handling in Badge Creation Process

Given the HR administrator attempts to create a badge without selecting mandatory elements (e.g., shape or color), When they try to save the badge, Then an error message should indicate the missing elements preventing the badge from being saved.

Review of Badge Impact on Employee Engagement

Given the badges have been implemented, When the HR administrator generates an engagement report after a quarter, Then they should see an increase in onboarding feedback scores correlated with the introduction of achievement badges.

Milestone Tracking System

User Story: As a new hire, I want to track my onboarding milestones so that I can see my progress and feel motivated to complete tasks efficiently.
Description: The Milestone Tracking System provides a comprehensive mechanism for tracking the completion of onboarding tasks by new hires. This includes setting specific milestones associated with training programs, ensuring timely completion, and enabling managers to monitor progress. The system’s integration with the platform allows automatic updates on new hires’ achievements, fostering a competitive spirit and rewarding engagement. This enhances the onboarding experience and encourages participation due to milestone recognition.
Acceptance Criteria: New hires complete their onboarding tasks and reach designated milestones within the Milestone Tracking System in the HRHarmony platform.

Given a new hire has completed the assigned onboarding tasks, when they log into the HRHarmony platform, then they should see their completed milestone reflected in the Milestone Tracking System with a corresponding achievement badge awarded.

Managers need to monitor the onboarding progress of their new hires to ensure timely task completion.

Given a manager accesses the Milestone Tracking System for their team, when they view a new hire's onboarding progress, then they should see a detailed report of completed milestones, pending tasks, and achievement badges earned, all updated in real-time.

The Milestone Tracking System integrates with other HRHarmony modules to provide an updated and seamless user experience.

Given the Milestone Tracking System is fully integrated with the HRHarmony platform, when a new hire completes an onboarding task, then the system must automatically update their achievement status across all relevant HRHarmony features without manual intervention.

Users should receive notifications for acknowledged achievements as new hires complete their onboarding milestones.

Given a new hire has reached a milestone and earned an achievement badge, when the milestone is completed, then the new hire should receive an immediate notification within the HRHarmony platform and an optional email summarizing their accomplishments.

New hires should have access to a visual representation of their progress towards onboarding milestones.

Given a new hire is navigating the Milestone Tracking System, when they view their onboarding dashboard, then they should see an intuitive visual representation (like a progress bar or checklist) indicating their current status against set milestones and badges earned.

The gamification of the onboarding process should promote engagement among new hires.

Given there are multiple new hires within a cohort, when they complete onboarding tasks, then the Milestone Tracking System should rank them based on badges earned, encouraging competition and participation through visible leaderboard functionality.

The system should allow HR professionals to customize milestone criteria based on various onboarding programs.

Given an HR professional is setting up the onboarding program in the Milestone Tracking System, when they define the milestones for each program, then they should be able to customize the criteria effectively to suit different roles and departments without technical assistance.

Progress Notifications

User Story: As a new hire, I want to receive notifications when I achieve an onboarding milestone so that I can stay motivated and informed about my progress.
Description: The Progress Notifications requirement enables automatic notifications to be sent to new hires and their managers when milestones are achieved. These notifications will celebrate accomplishments and remind users of pending tasks, keeping engagement levels high. Integrating real-time alerts via email or the application helps maintain momentum during the onboarding journey and ensures that no task goes unnoticed, leading to a smoother onboarding experience.
Acceptance Criteria: New hires receive notifications for completed onboarding milestones and tasks to enhance engagement.

Given a new hire completes a milestone, when the system processes this completion, then an automated email notification should be sent to the new hire and their manager within 5 minutes.

Managers receive reminders for their new hire’s pending tasks and milestones to facilitate support.

Given a new hire has pending tasks, when a week has passed without completion, then the system should automatically notify the manager via email about these pending tasks.

New hires are informed of their achievement badges when they complete onboarding tasks to celebrate successes.

Given a new hire completes onboarding tasks that qualify for achievement badges, when the system processes this completion, then a notification showcasing the earned badge should be sent within 5 minutes.

All notifications reflect the current status of tasks and milestones to ensure clarity and relevance.

Given a new hire's status changes, when a notification is generated, then it must accurately reflect the new status of the relevant tasks or milestones achieved.

Real-time alerts ensure that new hires do not miss any important notifications during onboarding.

Given that a new hire is actively using the HRHarmony platform, when a milestone is reached, then a real-time alert must appear on their dashboard immediately alongside their email notification.

Feedback is collected from new hires regarding the usefulness of the progress notifications to improve future iterations.

Given that a new hire receives a progress notification, when the onboarding is completed, then they must have the option to provide feedback on the notification's usefulness through a brief survey.

Social Sharing Feature

User Story: As a new hire, I want to share my achievements on social media so that I can celebrate my milestones and enhance my professional network.
Description: The Social Sharing Feature allows new hires to share their earned achievement badges on social media platforms such as LinkedIn or Facebook. This encourages employees to showcase their accomplishments publicly, promoting a positive organizational image. Additionally, it fosters peer recognition and may enhance recruitment efforts when potential candidates see the culture of achievement promoted within the company. This feature integrates sharing capabilities directly from the HRHarmony platform.
Acceptance Criteria: New hires complete their onboarding tasks and wish to share their achievement badges on LinkedIn directly from the HRHarmony platform.

Given the new hire is logged into HRHarmony, when they view their earned achievement badges, then they should have an option to share a badge on LinkedIn with a customizable message.

A new hire shares an achievement badge on Facebook after completing the onboarding process and checks for visibility among their friends.

Given the new hire shares an achievement badge on Facebook, when their friends view the post, then the badge should be displayed clearly, along with a link back to HRHarmony for context.

HR team wants to track how many achievement badges have been shared on social media to analyze the feature's impact on recruitment.

Given the HR team accesses the reporting dashboard, when they request social sharing statistics, then they should see a report detailing the number of badges shared on LinkedIn and Facebook over the past month.

A new hire attempts to share a badge without an active social media account linked to HRHarmony.

Given the new hire has not linked their social media account, when they try to share an achievement badge, then they should receive a prompt to link their account before sharing.

A new hire customizes their message while sharing an achievement badge on LinkedIn and wants to ensure it appears correctly on their profile.

Given the new hire customizes their share message for an achievement badge, when they post to LinkedIn, then the customized message should appear alongside the badge on their profile.

Reporting and Analytics Dashboard

User Story: As an HR manager, I want access to analytics about badge completion and engagement metrics so that I can assess the effectiveness of our onboarding process.
Description: The Reporting and Analytics Dashboard provides HR professionals with insights into the onboarding process. This includes metrics on badge attainment, task completion rates, and engagement levels among new hires. The dashboard enables data-driven decision-making and helps identify potential areas for improvement in the onboarding process. This functionality supports strategic HR initiatives by tracking the effectiveness of the achievement badges feature.
Acceptance Criteria: Dashboard User Access for HR Professionals

Given that an HR professional has access to the HRHarmony platform, when they navigate to the Reporting and Analytics Dashboard, then they should be able to view a list of all new hires along with their badge attainment status.

Badge Attainment Metrics Display

Given that a new hire has received achievement badges, when the HR professional views the dashboard, then the dashboard must display the total number of badges attained by each new hire and by the team as a whole.

Task Completion Rate Reporting

Given that new hires are completing onboarding tasks, when the HR professional views the dashboard, then they must see the completion rates for each onboarding task in percentage format, allowing tracking of engagement levels.

Engagement Level Insights

Given that the achievement badges are being earned, when the HR professional accesses the engagement metrics, then they should see a correlation graph indicating the relationship between badge attainment and engagement levels of new hires.

Exporting Dashboard Data

Given that HR professionals require reporting flexibility, when they wish to analyze the onboarding data further, then they should be able to export the dashboard data in CSV format with all relevant metrics.

Identification of Improvement Areas

Given that the HR professional examines the dashboard metrics, when they identify low task completion rates, then the dashboard must provide suggestions for improvement or highlight specific tasks that need attention.

Real-time Updates of Metrics

Given that new hires complete tasks or achieve badges, when an HR professional is viewing the Reporting and Analytics Dashboard, then the metrics displayed must update in real-time to reflect the most current data.

Interactive Tutorials

Interactive Tutorials offer step-by-step guides and videos, transforming traditional onboarding materials into engaging, hands-on learning experiences. This feature enables new employees to explore company policies, tools, and resources at their own pace, ensuring they feel confident and informed as they navigate their new roles.

Requirements

Guided Onboarding Pathways

User Story: As a new hire, I want a personalized onboarding experience so that I can quickly understand my role and responsibilities without feeling overwhelmed.
Description: The Guided Onboarding Pathways requirement allows for personalized onboarding experiences tailored to individual user roles. Utilizing AI, the system will analyze the new employee’s role and responsibilities and provide a curated set of tutorials and resources that directly address their specific needs. This is designed to enhance retention of information and significantly reduce the time taken to get up to speed in their new position, ensuring a more confident and productive start for new employees.
Acceptance Criteria: New employees log into HRHarmony for the first time and are automatically guided through the onboarding pathways relevant to their specific roles.

Given a new employee has logged into HRHarmony, When they select their role from the pre-defined options, Then they should be presented with a personalized onboarding dashboard featuring tutorials and resources tailored to their role.

A new employee receives notifications about their onboarding progress and required tutorials.

Given a new employee is engaged in their onboarding process, When they complete a tutorial, Then they should receive a notification confirming completion and recommended next steps for further learning.

The AI analyzes the new employee's profile and suggests the most relevant tutorials based on their role.

Given the employee profile is complete with role specifications, When the onboarding pathway is initiated, Then the AI should present at least three tutorials that are most relevant to the new employee's responsibilities.

HR personnel can monitor the onboarding progress of new employees through the admin dashboard.

Given the HR personnel accesses the admin dashboard, When they view the onboarding progress, Then they should see real-time updates showing completion status for each employee's tutorials and resources accessed.

New employees can provide feedback on the effectiveness of the tutorials they engaged with during onboarding.

Given a new employee completes their onboarding pathway, When they finish the last tutorial, Then they should be prompted to fill out a feedback form rating each tutorial on a scale of 1 to 5.

The system tracks the time spent by new employees on each tutorial during their onboarding.

Given a new employee is accessing tutorials, When they complete a tutorial, Then the system should log and display the total time spent on that tutorial in their onboarding progress report.

Progress Tracking Dashboard

User Story: As an HR manager, I want to track the onboarding progress of new hires so that I can ensure that they are effectively adapting to their roles and feel supported throughout their initiation period.
Description: The Progress Tracking Dashboard requirement provides HR managers and new employees with visibility into the onboarding process. This dashboard will display completed tutorials, assessments, and milestones achieved during onboarding. Users can track their progress in real-time while HR can monitor engagement levels and identify areas where additional support may be needed. This fosters accountability and ensures new employees remain engaged throughout their onboarding journey.
Acceptance Criteria: New Employee Progress Tracking during Onboarding

Given a new employee has logged into HRHarmony and started the onboarding tutorials, When they complete a tutorial, Then the Progress Tracking Dashboard should reflect that tutorial as completed in real-time.

HR Manager Monitoring Engagement Metrics

Given an HR manager is viewing the Progress Tracking Dashboard, When they access the dashboard, Then they should see a summary of the completion rates for each tutorial and assessments for all new employees.

Real-Time Updates in Progress Dashboard

Given a new employee has accessed multiple tutorials, When they complete any of the tutorials, Then the Progress Tracking Dashboard should update the progress percentage immediately without delays.

Identifying Areas for Support in Onboarding

Given an HR manager is analyzing the Progress Tracking Dashboard, When the completion rate of any tutorial is below 70%, Then the HR manager should receive an alert indicating the need for additional support for the new employees.

User Experience for Navigation in Dashboard

Given a new employee is using the Progress Tracking Dashboard, When they navigate to the page, Then they should find an intuitive layout that allows them to see their progress and access tutorials with ease.

Assessment Completion Confirmation

Given a new employee has completed an assessment, When they submit their answers, Then the Progress Tracking Dashboard should show the assessment status as completed and display the score attained.

Feedback Loop for Continuous Improvement

Given a new employee finishes all tutorials and assessments, When they submit feedback on the onboarding process, Then this feedback should automatically be logged and reported to HR for analysis in the Progress Tracking Dashboard.

Interactive Policy Quiz

User Story: As a new employee, I want to participate in quizzes after tutorials so that I can test my understanding and retention of important company policies.
Description: The Interactive Policy Quiz requirement introduces quizzes that engage new employees after they complete specific tutorials. Employees will answer questions related to company policies, procedures, and best practices, reinforcing their learning and retention of critical information. This feature will provide immediate feedback to the user, enhancing their understanding and endorsement of company culture while also enabling HR to identify knowledge gaps that may require further attention.
Acceptance Criteria: Interactive Policy Quiz engagement after completing an onboarding module

Given a new employee has completed a designated onboarding tutorial, when they access the Interactive Policy Quiz, then they should be presented with relevant questions based on the tutorial content that can be answered interactively and immediately.

Immediate feedback on quiz performance

Given a new employee has completed the Interactive Policy Quiz, when they submit their answers, then they should receive immediate feedback on their performance, including correct answers and explanations for incorrect responses.

Tracking employee quiz participation and scores

Given an HR staff member accesses the reporting dashboard, when they check the Interactive Policy Quiz section, then they should see a summary report of employee participation scores, completion rates, and knowledge gaps identified by the quiz results.

Quiz question update and accuracy validation

Given an HR administrator accesses the quiz management interface, when they update or add new questions to the Interactive Policy Quiz, then they should have the option to validate the accuracy of the quiz questions and set the correct answers.

Incorporation of company culture into quiz questions

Given a new employee participates in the quiz, when they are prompted with questions related to company culture, then they should be able to identify scenarios that reflect the organizational values and expected behaviors, demonstrating their understanding of the corporate culture.

User experience during the quiz

Given a new employee is taking the Interactive Policy Quiz, when they navigate through the questions, then the interface should be intuitive and responsive, allowing for easy navigation and encouraging complete engagement.

Completion certification of quiz

Given a new employee finishes the Interactive Policy Quiz, when they reach the end of the quiz, then they should receive a certificate of completion that can be saved or printed for HR records and personal acknowledgment.

Feedback Collection Mechanism

User Story: As a new hire, I want to give feedback on the tutorials so that I can help improve the onboarding experience for future employees.
Description: The Feedback Collection Mechanism is designed to allow new employees to provide real-time feedback on the tutorials and materials offered during their onboarding. This includes rating the usefulness of each module and providing comments about their experiences. Collecting this feedback will enable continuous improvement of the onboarding process and ensure that content remains relevant and engaging for future hires. It fosters a culture of open communication and iterative enhancements in the onboarding program.
Acceptance Criteria: Feedback Submission by New Employees During Onboarding

Given a new employee has completed a tutorial module, when they navigate to the feedback section, then they should be able to rate the module from 1 to 5 stars and provide written comments, and upon submission, receive a confirmation message that their feedback has been recorded.

Real-time Feedback Storage and Accessibility

Given feedback is submitted by a new employee on a tutorial module, when the data is processed, then the feedback should be stored in the database and be accessible to HR personnel for review without latency issues.

Feedback Utilization in Continuous Improvement

Given collected feedback from multiple new employees over a period of time, when the HR team reviews the feedback, then they should be able to identify key areas for improvement and implement necessary changes within the onboarding materials within two weeks.

Anonymity of Feedback Submission

Given that a new employee is submitting feedback on a tutorial module, when they submit their feedback, then their identity must remain anonymous to ensure they feel safe and encouraged to provide honest opinions.

Feedback Validation for Usefulness and Engagement

Given feedback ratings submitted by new employees, when aggregated, then at least 80% of the feedback must indicate that the tutorials were useful and engaging for the onboarding process.

Error Handling in Feedback Submission

Given a new employee attempts to submit feedback but encounters an error, when the error occurs, then the system should display a descriptive error message and prompt the user to retry submitting their feedback without losing previously entered information.

Multilingual Support for Tutorials

User Story: As a non-native English speaker, I want onboarding materials available in my language so that I can better understand the company and its procedures.
Description: The Multilingual Support for Tutorials requirement ensures that onboarding materials and tutorials are accessible in multiple languages relevant to the diverse employee base. By offering content in different languages, HRHarmony enhances inclusivity and ensures that all new hires, regardless of their primary language, can effectively engage with the onboarding process, understand company policies, and feel welcomed at the organization from day one.
Acceptance Criteria: New employees use the interactive tutorials in HRHarmony to navigate onboarding materials available in their preferred language during their first week at work.

Given a new employee selects their preferred language in the onboarding settings, when they access the interactive tutorials, then all content must be displayed in the chosen language without errors.

A bilingual HR manager reviews the multilingual support functionality to ensure all tutorials are accurately translated and culturally relevant before the release.

Given the HR manager accesses the interactive tutorials, when they check each tutorial in multiple languages, then all content must be accurate, contextually appropriate, and accessible in all supported languages.

New hires from diverse language backgrounds provide feedback on the usability of the multilingual interactive tutorials after completing the onboarding process.

Given that the new hires complete their onboarding using the interactive tutorials, when they are asked to evaluate their experience, then at least 80% of them should report that the tutorials were clear and helpful in their preferred language.

System administrators configure new language settings in HRHarmony before the launch of the interactive tutorials.

Given the system administrators log into the HRHarmony interface, when they navigate to the language settings, then they must be able to add, edit, and remove languages for the tutorials without causing system errors or downtime.

The HR department tracks the engagement metrics of the multilingual interactive tutorials for new employees over the first month after launch.

Given that the HR department monitors usage analytics, when they review engagement data, then there should be at least a 70% completion rate for the interactive tutorials across all languages by new employees within the first month.

Welcome Challenges

Welcome Challenges introduce playful tasks that encourage new hires to connect with their colleagues and the workplace culture. These challenges can include icebreakers, team-building activities, or social mixers, fostering relationships from the outset and promoting a sense of belonging within the organization.

Requirements

Icebreaker Task Creation

User Story: As an HR manager, I want to create customizable icebreaker tasks so that I can tailor the onboarding experience to fit our workplace culture and engage new hires effectively.
Description: Enable HR managers to create and customize icebreaker tasks for new hires. This feature allows HR to select from a list of predefined activities or create their own, ensuring that each task aligns with the organizational culture and goals. This functionality will enhance engagement by providing tailored activities that resonate with both new hires and existing staff. The created tasks will be easy to access and will automatically schedule in the onboarding workflow, facilitating integration into the overall onboarding process.
Acceptance Criteria: HR managers can create and customize an icebreaker task during the onboarding process for new hires.

Given an HR manager is logged into the HRHarmony platform, when they navigate to the Welcome Challenges section and select 'Create Icebreaker Task', then they should be able to choose from predefined activities and input custom activities, ensuring the task is tailored to the company culture.

New hires can easily access their assigned icebreaker tasks after they have been created by HR managers.

Given an HR manager has created an icebreaker task and scheduled it, when the new hire logs into the HRHarmony platform, then they should see the icebreaker tasks listed under their onboarding checklist with clear instructions and due dates.

HR managers can review the effectiveness of the icebreaker tasks in enhancing employee engagement.

Given that multiple icebreaker tasks have been completed by new hires, when the HR manager accesses the analytics dashboard in the HRHarmony platform, then they should see metrics reflecting participation rates, feedback scores, and engagement levels associated with the tasks.

New hires can provide feedback on the icebreaker tasks to improve future activities.

Given a new hire has completed an icebreaker task, when they submit feedback via the platform, then the HR manager should receive an aggregated summary of feedback highlighting areas for improvement or success.

Icebreaker tasks automatically integrate into the overall onboarding timeline.

Given that an HR manager has scheduled an icebreaker task for new hires, when the onboarding timeline is generated, then the scheduled icebreaker task should appear visually integrated into the timeline with proper marking for new hires and HR managers to view.

HR managers can edit or delete existing icebreaker tasks if necessary.

Given an HR manager wants to modify a previously created icebreaker task, when they select the task from the list, then they should have the option to edit the task details or delete the task entirely, with confirmation prompts to prevent accidental deletion.

Challenge Participation Tracking

User Story: As an HR manager, I want to track participation in welcome challenges so that I can assess engagement levels among new hires and make informed decisions on future tasks.
Description: Implement a system to track participation and completion rates of welcome challenges by new hires. The tracking will provide insights into engagement levels and the effectiveness of each challenge in promoting workplace connections. This data could be visualized through dashboards available to HR managers, enabling them to adjust future challenges based on what works best for team cohesion and employee satisfaction.
Acceptance Criteria: As an HR manager, I want to view a dashboard that displays the overall participation rates for welcome challenges among new hires, so I can assess engagement levels at a glance.

Given that the HR manager is logged into the HRHarmony platform, when they navigate to the challenge participation dashboard, then they should see the total number of new hires who participated, the number of challenges completed, and the percentage participation rate displayed clearly.

As a new hire, I want my participation in welcome challenges to be automatically tracked and shown in my personal profile, so I can see my engagement levels and completed tasks.

Given that a new hire has completed a welcome challenge, when they view their personal profile, then their profile should reflect the completed challenges and an accurate tally of their participation in the challenges.

As an HR manager, I want to compare the participation rates of different welcome challenges, so I can determine which challenges are most effective at fostering connections among new hires.

Given that at least two welcome challenges have been completed by new hires, when the HR manager accesses the analytics section of the dashboard, then they should see a comparative analysis of participation rates across all challenges with visual representation (e.g., bar charts or pie charts).

As a team leader, I want to receive notifications about the participation levels of my new team members in welcome challenges, so I can encourage further engagement where needed.

Given that new hires in a specific team have completed welcome challenges, when the participation rates drop below a predetermined threshold, then the team leader should receive an automated notification alerting them of the situation.

As an HR analyst, I want to generate reports based on completion rates of welcome challenges, so we can make data-informed decisions for future challenges.

Given that there is participation data available, when the HR analyst requests a report on the welcome challenge completion rates, then the system should produce a report detailing participation levels, engagement scores, and suggestions for future challenge improvements.

As an HR manager, I want to filter challenge participation data by department or team, so I can analyze patterns of engagement across different areas of the company.

Given that multiple welcome challenges have been conducted, when the HR manager applies filters by department or team on the dashboard, then the displayed data should accurately reflect the participation rates specifically for that selected group.

Social Mixer Scheduling

User Story: As an HR manager, I want to schedule social mixers so that new hires can meet their colleagues in a relaxed environment, fostering connections and team spirit.
Description: Add a scheduling feature for social mixers that integrates with the company calendar. This functionality will allow HR to set dates and times for large social events where new hires and current employees can mingle. It will notify participants about upcoming events and provide calendar integration across platforms to improve attendance and participation among all employees.
Acceptance Criteria: Scheduler integrates with user calendars for social mixers.

Given I am an HR user, when I schedule a social mixer in HRHarmony, then the event is automatically added to the company calendar and sent as an invitation to all participants' calendars.

Notifications for upcoming mixers are sent to participants.

Given a social mixer is scheduled, when the event date is approaching, then all participants receive email notifications and calendar reminders 48 hours prior to the event.

HR can set recurring social mixers.

Given I am an HR user, when I create a recurring social mixer event, then the system allows me to specify the frequency and automatically schedules future mixers with the same details until I choose to modify or cancel.

Participants can RSVP to the social mixer

Given a social mixer event invitation, when a participant receives the invitation, then they can respond with 'Accept', 'Decline', or 'Maybe', and their response is recorded in the system.

Participants can view event details and location.

Given a scheduled social mixer, when participants check their calendars, then they can see the event details including date, time, location, and any associated links or resources.

Social mixer scheduling allows for collaboration between HR and employees.

Given I am an HR user, when I schedule a social mixer, then I can invite employees to suggest activities or themes for the mixer, and those suggestions can be reviewed and implemented before finalizing the event.

Feedback Loop for Challenges

User Story: As a new hire, I want to provide feedback on challenges I've participated in so that I can help improve the onboarding experience for future employees.
Description: Introduce a feedback mechanism to evaluate welcome challenges through surveys and quick feedback forms after each activity. This feature will allow new hires to share their experiences and suggest improvements. Gathering this feedback will be vital for continuous improvement and will help tailor future challenges to enhance their effectiveness in fostering connections amongst employees.
Acceptance Criteria: New hires complete welcome challenges and provide feedback through the designated feedback loop within 24 hours after each challenge.

Given a new hire has completed a welcome challenge, when they access the feedback form, then they should be able to submit comments and suggestions regarding the challenge experience.

Recruiters review feedback collected from new hires regarding welcome challenges to assess areas for improvement.

Given feedback has been submitted by at least ten new hires, when the recruiter reviews the feedback, then they should be able to identify at least three actionable improvements based on the suggestions provided.

New hires receive a summary of feedback after completing the welcome challenge to promote engagement and continuous improvement.

Given a new hire has submitted feedback after a welcome challenge, when they access their dashboard, then they should see a summary report of overall feedback from the challenge, including highlights and suggested improvements.

The system generates an automated summary report of all feedback received from welcome challenges for HR review.

Given multiple feedback forms have been submitted, when the HR manager requests a feedback summary report, then the system should provide a report that includes average ratings and top suggestions from new hires.

New hires indicate their level of satisfaction with each welcome challenge through a standardized rating system.

Given a new hire has completed a challenge, when they fill out the feedback form, then they should be able to select a satisfaction rating on a scale of 1 to 5 for their experience.

Feedback forms are easily accessible to all new hires after each welcome challenge, ensuring high participation rates.

Given that a welcome challenge has occurred, when a new hire logs into the HRHarmony platform, then they should receive a notification prompting them to complete the feedback form within 24 hours.

HR management analyzes the feedback data to improve future welcome challenges and overall onboarding experience.

Given that feedback has been collected over multiple cycles, when the HR team conducts a review meeting, then they should be able to present trends and improvements based on the collected feedback.

Community Forum Integration

User Story: As a new hire, I want to connect with fellow employees in a community forum so that I can continue building relationships and feel included in the company culture.
Description: Integrate a community forum feature where new hires can share their challenge experiences and connect with each other outside of scheduled events. This virtual space facilitates ongoing interaction and relationship-building, even after onboarding is complete, and encourages a sense of community within the organization.
Acceptance Criteria: New hires access the community forum for the first time after completing their welcome challenges, seeking to share their experiences and engage with colleagues.

Given that a new hire has completed their welcome challenges, when they access the community forum, then the forum should load successfully without errors, displaying all relevant posts and content.

New hires post their experiences in the community forum after participating in various welcome challenges, aiming to spark discussions with colleagues.

Given that a new hire is logged into the community forum, when they create a new post about their welcome challenge experience, then the post should be visible to all community members and include options for likes and comments.

Team leaders want to monitor the engagement levels of new hires in the community forum post-welcome challenges to assess integration and connectivity.

Given that a team leader accesses the community forum dashboard, when they view the engagement metrics, then they should see the number of posts, comments, and active users within the last month.

New hires wish to participate in ongoing discussions about their welcome challenge experiences in the community forum.

Given that a new hire is viewing a post in the community forum, when they comment on that post, then their comment should be successfully added and visible to all other members of the forum.

New hires are unable to find the community forum link within the HRHarmony platform, impacting their ability to engage post-onboarding.

Given that a new hire is on the HRHarmony dashboard, when they search for 'community forum', then the correct link to access the community forum should be displayed prominently in the search results.

Feedback Adventure Map

The Feedback Adventure Map provides new employees with a visual representation of their onboarding progress and areas for feedback. This interactive map allows HR and managers to see how engaged new hires are and identify where additional support or resources are needed, ensuring a smoother onboarding experience.

Requirements

Interactive Feedback Loop

User Story: As a new employee, I want an interactive feedback loop with my manager so that I can receive timely insights on my progress and areas for improvement during my onboarding process.
Description: The Interactive Feedback Loop requirement aims to facilitate continuous engagement between new employees and their managers through real-time feedback mechanisms integrated within the Feedback Adventure Map. This functionality enables employees to request feedback on their performance and onboarding experience while providing managers with insights into employee sentiment and areas of concern. By promoting an open dialogue, this feature enhances communication, boosts morale, and ensures that new hires feel valued and supported throughout their onboarding journey.
Acceptance Criteria: HR Manager reviews the Interactive Feedback Loop during a new hire’s onboarding process to gauge engagement and support needs.

Given the new hire is onboarded, when the manager views the Feedback Adventure Map, then all real-time feedback requests from the new hire should be visible and easily accessible.

New employee requests feedback on their performance using the Feedback Adventure Map interface.

Given the new hire is logged into HRHarmony, when they click on the feedback request button, then a notification should be sent to their manager within 5 seconds.

HR team analyzes feedback trends from recent hires to identify areas for improvement in onboarding.

Given the feedback data is collected, when the HR team runs an analysis, then they should receive a report indicating at least 3 areas of concern mentioned by new hires within the last month.

Managers receive alerts for any outstanding feedback requests from new hires.

Given there are pending feedback requests, when the notification system is triggered, then the manager should receive an email and an in-app notification for each pending request.

New employees provide their sentiment on the onboarding experience through the feedback feature.

Given the new hire has completed their first month, when they submit their feedback via the Interactive Feedback Loop, then they should receive a confirmation of their submission immediately.

The system tracks the frequency of feedback requests made by new hires over time.

Given new hires have been onboarded, when HR reviews the report, then they should see a metric indicating the frequency of requests for feedback over the last 30 days.

HR Manager updates the feedback summary based on insights gathered from the Interactive Feedback Loop.

Given the feedback has been compiled, when the HR Manager updates the summary in the system, then the changes should reflect in the Feedback Adventure Map within 10 seconds.

Progress Visualization Tool

User Story: As an HR manager, I want a progress visualization tool so that I can monitor new hires' progress and quickly identify areas where they might be struggling during onboarding.
Description: The Progress Visualization Tool allows new hires and HR personnel to visually track onboarding milestones and feedback points within the Feedback Adventure Map. This graphical representation will enable users to see how far they have progressed in their onboarding journey and highlight the specific areas where they may require additional support. This capability promotes accountability and helps in identifying bottlenecks in the onboarding process, ultimately leading to improved employee integration and satisfaction.
Acceptance Criteria: New Hire Onboarding Journey Tracking

Given a new employee has logged into the system, When they navigate to the Feedback Adventure Map, Then they should see a visual representation of their onboarding milestones and feedback points over time.

Feedback Point Visibility for HR Personnel

Given HR personnel are reviewing new hires’ onboarding progress, When they access the Feedback Adventure Map, Then they should be able to view engagement metrics and feedback areas for each new hire individually.

Progress Highlighting for Bottleneck Identification

Given a new employee's onboarding journey is plotted on the Feedback Adventure Map, When identifying progress areas that require additional support, Then specific milestones flagged in red should indicate potential bottlenecks.

User-Friendly Interface for Interaction

Given the new hire is interacting with the Feedback Adventure Map, When they click on any milestone, Then a pop-up should provide detailed feedback and next steps in a user-friendly manner.

Data Accuracy in Progress Visualization

Given that the Progress Visualization Tool is operational, When a new employee completes a milestone, Then the visual representation on the map should be updated in real-time to reflect their current progress accurately.

Mobile Accessibility of the Feedback Adventure Map

Given that the Feedback Adventure Map is viewed on mobile devices, When a new hire accesses the map, Then it should be responsive and retain full functionality without loss of information or clarity.

Resource Allocation Feature

User Story: As a manager, I want to allocate specific resources to new employees based on their feedback so that I can provide them with the appropriate support to succeed during their onboarding phase.
Description: The Resource Allocation Feature will enhance the Feedback Adventure Map by providing managers with the ability to allocate targeted resources and support to new hires based on their feedback and progress. This includes accessing various training materials, mentorship opportunities, and team-building activities tailored to the individual needs of each employee. This personalized approach will ensure that new hires receive the right support at the right time, fostering a more efficient and effective onboarding experience.
Acceptance Criteria: As a manager, I want to identify an employee on the Feedback Adventure Map who is struggling with onboarding and allocate additional resources to support their development.

Given a new hire's progress is below the expected threshold on the Feedback Adventure Map, When the manager selects the new hire, Then the available resources such as training materials and mentorship options should be displayed clearly for selection.

As an HR professional, I need to verify that the allocated resources were successfully accessed and utilized by a new hire.

Given a new hire has been offered specific resources through the Resource Allocation Feature, When the new hire accesses these resources, Then a log should be created indicating resource utilization and the feedback should be updated on the Feedback Adventure Map.

As a manager, I want to ensure that the resources provided to new hires are tailored to their specific feedback and engagement levels.

Given different engagement levels indicated on the Feedback Adventure Map, When a resource is allocated to a new hire, Then it should match their unique feedback and proposed areas for support as per their profile.

As a new hire, I want to view my onboarding progress on the Feedback Adventure Map and see what resources are available to me.

Given I am logged into my HRHarmony account, When I access the Feedback Adventure Map, Then I should see my current onboarding progress and any personalized resources that have been allocated to me clearly highlighted.

As an HR professional, I want to assess whether using the Resource Allocation Feature improves new hire engagement during the onboarding process.

Given the use of the Resource Allocation Feature, When engagement metrics are analyzed for new hires pre and post implementation, Then there should be a measurable increase in engagement scores and resource utilization rates compared to previous onboarding cohorts.

As a manager, I want to be notified when new hires utilize the allocated resources to ensure follow-up and support.

Given a new hire has accessed an allocated resource, When the resource is used, Then an automatic notification should be sent to the manager prompting a follow-up action at the designated interval.

Automated Check-Ins

User Story: As a new hire, I want automated check-ins to assess my onboarding experience so that I can provide immediate feedback and feel supported throughout the process.
Description: The Automated Check-Ins requirement focuses on scheduling regular automated check-ins with new hires via the Feedback Adventure Map. These check-ins will include prompts for feedback, self-assessment metrics, and wellness check-ins to gauge employee morale and satisfaction. Automating this process ensures a consistent approach to employee engagement, alleviating the burden on managers while enhancing the onboarding experience. This feature not only supports the new hire but also provides valuable data for improving onboarding strategies.
Acceptance Criteria: New employee receives an automated check-in email after completing their first week of onboarding.

Given a new employee has completed their first week, when the system triggers the automated check-in, then the employee should receive an email with feedback prompts and self-assessment metrics within 24 hours.

HR manager views engagement metrics from the Feedback Adventure Map and identifies low engagement scores for a new hire.

Given the HR manager accesses the Feedback Adventure Map, when they select a new employee's profile, then they should see a clear visual indicator of the employee's engagement score and feedback history.

A new hire submits feedback through the automated check-in prompts.

Given the new hire receives the automated check-in email, when they reply to the email with their feedback, then their response should be logged in the system within 10 minutes for HR review.

The automated check-in process runs smoothly without any errors.

Given the scheduled automated check-ins are set up, when the system runs the check-in process, then it should complete without errors and update the log with successful completion for each new hire.

A new hire assesses their own onboarding experience through a self-assessment metric within the automated check-in.

Given the new hire engages with the self-assessment metric, when they complete the assessment, then their results should be recorded and available for HR to review within 30 minutes.

Managers receive reminders for upcoming check-ins due for their new hires.

Given a manager has new hires under their supervision, when an automated check-in is due, then the manager should receive a reminder notification 24 hours in advance.

Feedback from the automated check-ins is aggregated for reporting purposes.

Given the automated check-in feedback is collected, when the HR reports are generated, then the aggregated data should include all feedback and engagement metrics from new hires for the past month.

Feedback Analytics Dashboard

User Story: As an HR executive, I want a feedback analytics dashboard so that I can analyze onboarding experiences and improve our HR strategies based on real data.
Description: The Feedback Analytics Dashboard will provide HR managers and executives with insights derived from the feedback collected through the Feedback Adventure Map. This dashboard will visualize trends and patterns in employee engagement and feedback scores, allowing for data-driven decision-making regarding onboarding improvements and overall employee experience. By leveraging this analytical capability, the organization can enhance its onboarding processes and implement strategic changes to boost employee retention and satisfaction.
Acceptance Criteria: Feedback Analytics Dashboard displays real-time trends in employee engagement metrics for new hires after 30 days of onboarding.

Given the user is an HR manager, when they access the Feedback Analytics Dashboard, then they should see the employee engagement metrics updated in real-time, reflecting the feedback collected from the Feedback Adventure Map over the last 30 days.

The dashboard allows HR managers to filter feedback data by department, role, and date range.

Given the user is an HR manager on the Feedback Analytics Dashboard, when they apply filters for department, role, and date range, then the displayed metrics should accurately reflect only the feedback data that matches the selected criteria.

HR managers can export the data from the Feedback Analytics Dashboard to share with executives.

Given the user is an HR manager, when they click the 'Export' button on the Feedback Analytics Dashboard, then a downloadable file should be generated that includes all visible data in a spreadsheet format.

The dashboard provides visualizations such as charts and graphs to represent feedback trends over time.

Given the user is viewing the Feedback Analytics Dashboard, when they analyze the data, then they should see visual representations, including at least two types of charts (e.g., line and bar charts) reflecting feedback trends over a defined period.

HR managers receive notifications when feedback scores drop below a predefined threshold.

Given the HR manager has set threshold values for feedback scores, when the average score for any category drops below that threshold, then a notification should be sent to the HR manager’s dashboard.

The dashboard visualizes engagement trends segmented by various demographics including age, gender, and tenure.

Given that the HR manager accesses the demographic filters on the Feedback Analytics Dashboard, when demographic filters are applied, then the displayed engagement trends should update to accurately reflect the selected segments.

Personalized Career Path Mapping

User Story: As a new hire, I want personalized career path mapping so that I can understand my growth opportunities within the company and plan my career effectively.
Description: The Personalized Career Path Mapping feature will integrate within the Feedback Adventure Map to assist new employees in visualizing their potential career trajectories within the company. Leveraging data from employee performance, interests, and feedback, this feature presents tailored career advancement opportunities and development paths to guide employees in planning their future within the organization. This capability encourages long-term engagement and aligns personal goals with organizational objectives.
Acceptance Criteria: New employees access the Feedback Adventure Map during their onboarding process to view their personalized career path options.

Given a new employee is logged into HRHarmony, when they access the Feedback Adventure Map, then they should see a visual representation of at least three tailored career paths based on their performance and interests.

HR managers review a new employee's feedback and engagement levels through the Feedback Adventure Map to identify areas of needed support.

Given an HR manager is viewing the Feedback Adventure Map, when they select a new hire's profile, then they should be able to view the engagement score and receive alerts for any low engagement areas.

New hires receive suggestions for professional development resources based on their potential career paths shown in the Feedback Adventure Map.

Given a new employee is viewing their personalized career path, when they click on a suggested path, then they should see a list of at least five relevant training programs or resources tailored to that path.

The Personalized Career Path Mapping feature updates to reflect feedback from performance reviews after the onboarding period.

Given a new employee completes a performance review, when their data is updated in the system, then their Feedback Adventure Map should refresh to incorporate new career path recommendations.

New employees engage with the Feedback Adventure Map to navigate their onboarding experience and receive appropriate guidance.

Given a new employee interacts with the Feedback Adventure Map, when they reach milestones in their onboarding journey, then they should receive timely notifications for feedback requests and next steps.

HR teams analyze the effectiveness of the Personalized Career Path Mapping feature through user engagement metrics.

Given the Personalized Career Path Mapping is live, when HR analyses user engagement data after three months, then they should report an increase in employee engagement scores by at least 15%.

Cultural Fit Assessment Tool

User Story: As an HR manager, I want a cultural fit assessment tool so that I can evaluate how well new hires align with our company values and support their integration within the team.
Description: The Cultural Fit Assessment Tool will be integrated into the Feedback Adventure Map to help assess and document how well new employees align with the company's culture and values. This tool will gather feedback from peers and managers regarding the new hire's behavior and interactions, providing insights into the cultural integration process. This capability will aid HR in making informed decisions about team placements, further training, and support needed to foster a positive workplace culture.
Acceptance Criteria: New employees complete the cultural fit assessment during their onboarding process as part of the Feedback Adventure Map, allowing HR to gather insights into their alignment with company values.

Given a new employee, when they reach the cultural fit assessment section in the Feedback Adventure Map, then they must complete the assessment to proceed to the next onboarding stage.

HR managers review the results of the cultural fit assessments gathered from peer feedback on the Feedback Adventure Map.

Given a completed cultural fit assessment for a new employee, when HR managers access the analytics dashboard, then they should see a summary of feedback scores and comments from peers and managers.

The cultural fit assessment tool provides specific areas for improvement based on feedback collected during onboarding.

Given that the cultural fit assessment has been completed, when HR reviews the results, then there should be at least three actionable recommendations for the new employee's integration into the company culture based on peer feedback.

The cultural fit assessment tool is integrated into the Feedback Adventure Map without disrupting the user experience for new employees.

Given the incorporation of the cultural fit assessment Tool, when new employees interact with the Feedback Adventure Map, then they should report a satisfaction rating of 8 or higher on a scale of 10 regarding their onboarding experience and use of the tool.

HR can customize the cultural fit assessment questions to reflect specific company values and culture accurately.

Given access to the cultural fit assessment tool, when HR personnel customize the questions, then they must be able to add, edit, or remove at least three questions and save these changes successfully.

The cultural fit assessment tool generates a report summarizing the feedback for HR to use in strategic decision-making regarding the new hire.

Given that the cultural fit assessment has been completed, when HR requests a report, then they must receive a downloadable PDF or Excel format summarizing the assessment results and feedback within 24 hours.

Social Integration Hub

The Social Integration Hub connects new employees with their peers through collaborative spaces and forums designed for sharing experiences, insights, and advice. This feature promotes networking and relationships, ensuring that new hires feel welcomed into their new community.

Requirements

User Onboarding Workflow

User Story: As a new employee, I want an interactive onboarding experience so that I can quickly learn about the company and feel connected from the start.
Description: The User Onboarding Workflow requirement focuses on creating a structured, interactive process that guides new hires through their initial experience with HRHarmony. It involves automated welcome messages, checklists for completing necessary paperwork, and scheduling introductory meetings with assigned mentors or buddies. This feature enhances the onboarding process by making it more engaging and less overwhelming for new employees. The expectation is that users will feel supported and informed, leading to quicker adaptation to company culture and improved engagement from day one.
Acceptance Criteria: Automated Welcome Message Delivery

Given a new employee has been added to the HRHarmony system, when the employee's start date arrives, then an automated welcome message is sent via email and displayed in the HRHarmony dashboard.

Completion of Onboarding Checklist

Given a new employee is logged into their HRHarmony account, when they view their onboarding checklist, then all required tasks must display as incomplete until properly marked as complete by the user, ensuring clarity on outstanding items.

Scheduling Introductory Meetings with Mentors

Given a new employee is onboarded, when they click on the 'Schedule Meeting' button next to their assigned mentor, then the system should allow them to select a date and time, which should automatically be added to both the mentor's and new employee's calendars.

User Feedback on Onboarding Experience

Given a new employee completes their onboarding process, when they access the feedback section, then they should be able to submit feedback on their experience which will be stored in the HRHarmony system for review by HR.

Real-Time Performance Tracking Setup

Given a new employee has completed their onboarding tasks, when their profile is fully updated, then performance tracking metrics must be initiated, allowing both the employee and their manager to view progress from day one.

Integration with Social Integration Hub

Given a new employee has begun their onboarding, when they are led to the Social Integration Hub, then they should be able to join at least three forums or collaborative spaces relevant to their role within 10 minutes of accessing the feature.

Notification of Compliance Updates

Given a new employee has completed their onboarding, when a compliance update is initiated, then they should receive a notification via email and the HRHarmony dashboard within 24 hours of the update.

Peer Connection Suggestions

User Story: As a new employee, I want to receive recommendations for colleagues I should connect with so that I can quickly build my professional network.
Description: The Peer Connection Suggestions feature utilizes AI algorithms to match new employees with peers who share similar roles, interests, or backgrounds. This requirement entails creating a recommendation system that analyzes user profiles and activity to propose potential connections. By fostering relationships through targeted suggestions, this feature enhances workplace community, promoting collaboration and knowledge sharing among employees. It facilitates a smoother integration of new hires and aids in building meaningful relationships within the workplace.
Acceptance Criteria: New employee logs into HRHarmony for the first time after completing their onboarding process.

Given that the user is a new employee, When they access the Peer Connection Suggestions feature, Then the system will provide at least three relevant peer suggestions based on their role and interests.

A new hire wants to connect with other employees who have shared interests and similar roles.

Given that the new hire has filled out their profile with interests and job title, When they request peer suggestions, Then the system should display peers who have overlapping interests and comparable job responsibilities.

The HR manager reviews the effectiveness of the Peer Connection Suggestions after one month of deployment.

Given that the Peer Connection Suggestions feature has been in use for one month, When the HR manager analyzes connection data, Then they should see at least a 50% increase in successful peer connections among new hires.

A new employee interacts with suggested peers via the Social Integration Hub to enhance their integration experience.

Given that a new employee views peer suggestions, When they select a peer to connect with, Then the system should facilitate a way to initiate a conversation through the platform or provide contact details.

The system needs to ensure that peer suggestions adapt as employees update their profiles over time.

Given that an employee updates their profile information, When the update is saved, Then the Peer Connection Suggestions should be recalibrated to reflect new interests and role changes within 24 hours.

An employee wants to provide feedback on the Peer Connection Suggestions they received.

Given that an employee has received peer suggestions, When they submit feedback indicating whether the matches were relevant or helpful, Then the system should log this feedback for algorithm improvement purposes.

A new employee accesses the Peer Connection Suggestions while working remotely.

Given that the new employee is remote, When they check their Peer Connection Suggestions, Then the system should successfully provide peer suggestions without any geographical limitations.

Interactive Forum Discussions

User Story: As a new employee, I want to participate in forum discussions so that I can ask questions and learn from my peers' experiences.
Description: The Interactive Forum Discussions requirement establishes a platform within the Social Integration Hub where new employees can join topic-specific discussions. This feature allows users to post questions, share experiences, and provide advice in a supportive environment. It encourages active participation and knowledge exchange, creating a sense of belonging and community among employees. This requirement not only strengthens relationships but also fosters an inclusive company culture where every voice is heard and valued.
Acceptance Criteria: New employee accesses the Social Integration Hub for the first time and navigates to join an interactive forum discussion based on personal interests.

Given the new employee is logged into HRHarmony, When they click on the Social Integration Hub, Then they should see a list of available forum discussions categorized by topics of interest.

A new employee participates in a discussion thread for the first time, posting a question to engage with peers.

Given the new employee is viewing an existing discussion thread, When they submit a question in the forum, Then the question should be visible to all users in that thread immediately.

An existing employee wants to respond to a question asked by a new hire in the forum.

Given an existing employee is viewing a question posted by a new hire, When they post a response, Then the response should be visible in the discussion thread in real-time without any delay.

A discussion within the forum needs to be moderated due to inappropriate content.

Given a moderator accesses the forum, When they identify inappropriate content, Then they should have the ability to remove the content and notify the user who posted it.

Users want to report a discussion thread that does not comply with community guidelines.

Given any user is reading a discussion thread, When they click on the 'Report' option, Then they should be prompted to provide a reason for reporting and the report should be sent to moderation for review.

A new hire wants to search for specific topics within the interactive forum discussions.

Given the new hire is in the Social Integration Hub, When they enter a search term in the search bar, Then the system should display all relevant discussions that match the search criteria.

Employees wish to receive notifications about new replies to discussions they are participating in.

Given an employee has posted in a forum discussion, When a new reply is made to that discussion, Then the employee should receive an email notification about the new reply.

Feedback and Rating System

User Story: As a new employee, I want to give feedback on my interactions in the Social Integration Hub so that I can contribute to improving the community experience.
Description: The Feedback and Rating System enables employees to provide insights and ratings on their peer interactions, discussions, and overall experience within the Social Integration Hub. It offers both quantitative and qualitative feedback, allowing the HR team to monitor engagement and identify areas for improvement. This feature promotes continuous improvement of the community aspect of the platform and encourages employees to share constructive feedback, ultimately enhancing the integration and employee experience.
Acceptance Criteria: New employees use the Feedback and Rating System within the Social Integration Hub to provide insights and ratings after their first week at the company.

Given a new employee accessing the Feedback and Rating System, when they submit their feedback, then the feedback should be recorded successfully in the system without errors, and the employee should receive a confirmation message.

HR team reviews the aggregated feedback data collected from the Feedback and Rating System to identify trends in employee experiences and satisfaction.

Given that feedback has been collected over one month, when the HR team accesses the analytics dashboard, then they should see a report that aggregates feedback ratings and highlights areas for improvement, including a breakdown of quantitative scores and qualitative comments.

Employees are encouraged to provide constructive feedback through the Rating System and can view the responses of their peers to foster a culture of continuous improvement.

Given an employee views feedback on a peer's interaction, when they access the Feedback and Rating section of the Social Integration Hub, then they should be able to see all feedback ratings and comments submitted by others, maintaining confidentiality where necessary.

The system sends automated reminders to employees who have not yet submitted their feedback after a set period, enhancing usage rates.

Given that a new employee has not submitted feedback within one week of their onboarding, when the reminder system triggers, then the employee should receive an email notification prompting them to provide feedback, containing a direct link to the Feedback and Rating System.

The Feedback and Rating System must be accessible on multiple devices to ensure all employees are able to provide feedback regardless of their working environment.

Given that an employee accesses the Feedback and Rating System on a smartphone or tablet, when they log in, then they should have full functionality to submit feedback and view responses, ensuring a mobile-responsive design is in place.

The system must provide insights on the most common feedback themes and issues raised in employee comments to aid HR in decision-making.

Given that feedback has been collected, when the HR team queries the system for themes, then the system should analyze qualitative feedback and produce a summary of common themes, allowing for targeted improvement initiatives.

Employees receive recognition based on the feedback ratings provided by their peers, linking their performance to engagement in the Social Integration Hub.

Given that feedback ratings are submitted, when the HR system processes the ratings at month-end, then employees with consistently high ratings should be recognized in monthly team meetings or through internal communications, fostering a culture of appreciation.

Notifications and Alerts System

User Story: As a new employee, I want to receive notifications about activities and responses so that I can engage timely with my peers and feel more connected.
Description: The Notifications and Alerts System requirement involves developing a framework to send real-time alerts to new employees about upcoming events, responses to their forum posts, or activity in the community. This feature ensures that new hires remain informed and engaged with ongoing interactions and opportunities within the Social Integration Hub. It increases participation rates and helps new employees stay connected with their work environment, thereby fostering relationships more effectively.
Acceptance Criteria: New employee receives real-time alerts about upcoming social events organized within the Social Integration Hub.

Given the new employee is successfully onboarded, when an event is created, then the system sends an email alert and mobile notification to the employee 24 hours before the event.

New employees are notified when someone responds to their forum posts.

Given a new employee makes a post in the forum, when another employee replies, then the system sends a notification to the original poster within 5 minutes of the reply being made.

New hires are kept informed about specific community activities they have expressed interest in.

Given a new employee selects interests in their profile, when an activity related to that interest is scheduled, then the system sends a notification to the employee 1 week and 1 day before the activity.

New employees can customize their notification preferences based on their engagement level.

Given a new employee accesses their profile settings, when they adjust their notification preferences, then the system must save these preferences and apply them immediately to future notifications.

The system provides alerts for important compliance updates relevant to new hires.

Given a compliance update is released, when the update is published, then all new employees should receive a notification via email and in-app alert within 30 minutes of the update being available.

New hires receive reminders about their participation in community challenges or forums.

Given a new employee joins a community challenge, when the challenge is set to end in 3 days, then the system sends a reminder notification to the employee both via email and in-app notification 3 days before the event ends.

Notifications include options for employees to engage further or RSVP.

Given a notification is sent regarding an event, when the employee views the notification, then they must see options to RSVP, view more details, or dismiss the notification within the same interface.

Resource Sharing Library

User Story: As a new employee, I want to access a library of shared resources so that I can enhance my knowledge and find useful materials easily.
Description: The Resource Sharing Library is a central feature that allows employees to share and access valuable resources, such as articles, training materials, or best practices within the Social Integration Hub. This requirement focuses on implementing a simple upload and categorization system that facilitates easy access and sharing among employees. By promoting collaboration and knowledge sharing, this feature enhances the new employee experience and supports continuous learning and development within the organization.
Acceptance Criteria: New employee accesses the Resource Sharing Library for the first time after onboarding.

Given the employee is logged into the HRHarmony platform, when they navigate to the Social Integration Hub, then they should see the Resource Sharing Library prominently displayed with a clear upload button and categorized resources.

An HR officer uploads new training materials to the Resource Sharing Library.

Given the HR officer is logged into the platform, when they upload training materials including a title, description, and tags, then the materials should be successfully added to the Resource Sharing Library and visible to all employees.

An employee searches for specific resources in the Resource Sharing Library.

Given an employee is in the Resource Sharing Library, when they enter a keyword in the search bar, then the system should return relevant resources that match the keyword, sorted by relevance.

An employee shares an article in the Resource Sharing Library.

Given the employee is on the Resource Sharing Library page, when they click the upload button and submit an article with the required details (title, category, document upload), then the article should be successfully visible in the library for other employees to access.

An employee reviews resources in the Resource Sharing Library.

Given the employee is viewing the Resource Sharing Library, when they click on a resource, then they should be able to view the full content and provide feedback or rating on the resource.

An employee categorizes resources in the Resource Sharing Library.

Given the employee is logged in and accessing the upload feature, when they submit a resource, then they should have the option to categorize it under predefined categories, which then appear correctly under those categories in the library.

Onboarding Storybook

The Onboarding Storybook compiles personalized stories, experiences, and testimonials from other employees about their onboarding journeys. New hires can read these narratives to gain insights and inspiration, helping them understand company culture and feel more connected to their new workplace.

Requirements

Personalized Story Compilation

User Story: As a new employee, I want to read personalized onboarding stories from my colleagues so that I can feel more connected and informed about my new workplace.
Description: The Personalized Story Compilation requirement involves creating a section within the Onboarding Storybook where new hires can access curated narratives written by existing employees about their onboarding experiences. This feature should allow employees to share their stories through a guided template that ensures key elements such as challenges faced, support received, and cultural insights are included. The compilation will serve as a valuable resource for new hires, enabling them to relate better to their peers and understand common onboarding experiences, thereby enhancing their integration into the company culture.
Acceptance Criteria: New hires access the Personalized Story Compilation section in the Onboarding Storybook during their first week to prepare for their onboarding process.

Given a new hire is logged into the HRHarmony platform, when they navigate to the Onboarding Storybook, then they should see a section labeled 'Personalized Story Compilation' with at least 10 employee stories.

Existing employees submit their onboarding stories through the guided template to contribute to the Personalized Story Compilation.

Given an existing employee is on the HRHarmony platform, when they fill out the guided template and submit their onboarding story, then their story should be saved and visible to new hires within 24 hours.

New hires read employee stories to understand common challenges and experiences shared by colleagues during onboarding.

Given a new hire is reading the Personalized Story Compilation, when they finish reading a story, then they should see a feedback option to indicate if the story was helpful, which should be recorded in the system.

The system curates stories based on key elements submitted by employees to ensure a diverse representation of onboarding experiences.

Given the stories submitted by employees, when the system compiles the Personalized Story Compilation, then it must include at least 5 different key elements such as 'challenges faced' and 'support received' in the final display.

HR administrators review submitted stories to ensure they meet guidelines and provide appropriate content for the Personalized Story Compilation.

Given HR administrators access the table of submitted stories, when stories are assessed against inclusion criteria, then at least 90% of submitted stories should meet the required guidelines for publication.

New hires provide feedback on the effectiveness of the Personalized Story Compilation in helping them navigate their onboarding experience.

Given a new hire completes their onboarding, when they are prompted for feedback, then at least 80% of new hires should report that the Personalized Story Compilation positively impacted their onboarding experience.

Search and Filter Functionality

User Story: As a new employee, I want to search and filter onboarding stories by role or department so that I can easily find relevant experiences that resonate with my background.
Description: The Search and Filter Functionality requirement allows new hires to quickly find relevant onboarding stories based on specific criteria such as department, role, or themes like 'challenges', 'support', and 'success'. This feature will enable users to tailor their experience within the Onboarding Storybook, helping them identify stories that resonate most closely with their own roles or situations. By improving navigability, new hires can efficiently access content that will aid their onboarding process.
Acceptance Criteria: Search and filter by department in the Onboarding Storybook.

Given a new hire accesses the Onboarding Storybook, when they select a specific department filter, then only stories from that department are displayed.

Search and filter by role in the Onboarding Storybook.

Given a new hire accesses the Onboarding Storybook, when they select a specific role filter, then only stories relevant to that role are displayed.

Search and filter by themes in the Onboarding Storybook.

Given a new hire accesses the Onboarding Storybook, when they select a theme filter like 'success', then only stories that fit that theme are displayed.

Combining multiple filters in the Onboarding Storybook.

Given a new hire accesses the Onboarding Storybook, when they select multiple filters (e.g., department and theme), then stories matching all selected criteria are displayed.

Clear filter functionality in the Onboarding Storybook.

Given a new hire has applied filters in the Onboarding Storybook, when they click on 'clear filters', then all stories are displayed without any filters applied.

Search functionality in the Onboarding Storybook.

Given a new hire accesses the Onboarding Storybook, when they enter keywords in the search bar related to onboarding experiences, then relevant stories containing those keywords are displayed.

User accessibility for the search and filter functionality.

Given a new hire with accessibility needs accesses the Onboarding Storybook, when they use screen reader tools, then the search and filter options are fully navigable and readable.

Employee Story Submission Portal

User Story: As an employee, I want to submit my onboarding story easily so that I can help future hires understand our company culture and experiences better.
Description: The Employee Story Submission Portal requirement provides a user-friendly interface for existing employees to submit their onboarding stories. This portal should include writing prompts and guidelines to help employees articulate their experiences effectively. The submission process should be simple and encourage employees to share their narratives, which will enrich the story database. Additionally, a review mechanism should be in place to ensure submitted stories align with the organization's values and standards before publication.
Acceptance Criteria: Employee submits their onboarding story using the Employee Story Submission Portal.

Given an employee accessing the portal, when they complete and submit their onboarding story following the guidelines, then the system should confirm submission and notify the employee via email.

Employee accesses the writing prompts and guidelines on the submission portal.

Given an employee on the submission portal, when they click on the 'Writing Prompts' section, then they should see a list of prompts and clear guidelines to help in writing their story.

Review mechanism processes submitted stories for alignment with company values.

Given a submitted onboarding story, when a reviewer accesses the submission, they must approve or reject it based on predefined criteria that reflect the company's values before publication.

Feedback mechanism allows employees to improve their submission based on reviewer comments.

Given a story submission that has been reviewed and returned for revisions, when the employee accesses the portal, then they should see specific feedback and suggestions for improvement.

Publication of approved stories in the Onboarding Storybook.

Given an approved story, when it is published, then it should appear in the Onboarding Storybook and be accessible to all new hires in their onboarding process.

Employee tracking of submitted stories in the portal.

Given an employee who has submitted a story, when they log into the portal, then they should be able to view a list of their submitted stories along with their current status (submitted, reviewed, published).

User-friendly interface of the Employee Story Submission Portal.

Given an employee accessing the portal, when they navigate through the submission process, then they should report a satisfaction score of 80% or higher on usability in a follow-up survey.

Visual Storytelling Features

User Story: As a new hire, I want to see visual elements in onboarding stories so that I can better relate to my colleagues' experiences and understand the company's culture visually.
Description: The Visual Storytelling Features requirement aims to enhance the engagement of the Onboarding Storybook through multimedia elements such as photos and videos included alongside written stories. This feature will allow employees to enrich their narratives visually, making the content more relatable and engaging for new hires. By incorporating various media formats, the onboarding stories can provide a more vivid portrayal of the experiences shared, helping new hires visualize their potential journey.
Acceptance Criteria: As a new employee, I want to access the Onboarding Storybook to read engaging stories from my coworkers about their experiences so that I can better understand the company’s culture and values.

Given that a new employee is logged into HRHarmony, When they navigate to the Onboarding Storybook section, Then they should see a list of employee stories accompanied by photos and videos that enhance the narratives.

As a new hire, I want to view multimedia elements within the Onboarding Storybook to increase my engagement and connection to my workplace.

Given that an employee story is selected, When the new hire clicks on the story, Then they should see the associated photos and videos displayed alongside the text, offering a richer narrative experience.

As an HR manager, I want to ensure that all employee stories in the Onboarding Storybook are approved for content and relevance before going live to maintain our brand and culture standards.

Given that a new story is submitted to the Onboarding Storybook, When the story is reviewed by an HR team member, Then the story should either be approved or flagged for revisions based on a defined content guideline checklist.

As a new hire, I want to share my personal onboarding story through the Onboarding Storybook after my onboarding process so I can contribute to the shared experience of future employees.

Given that a new hire completes their onboarding, When they choose to submit their story to the Onboarding Storybook, Then they should be able to add multimedia elements (photos/videos) along with their written story in an easy-to-use submission form.

As a new employee reading stories in the Onboarding Storybook, I want the ability to provide feedback or comments on individual stories so I can engage more with the content and community.

Given that a new hire is viewing an employee story, When they click on the feedback section, Then they should be able to submit comments or reactions that are visible to other readers and the HR team for community engagement.

As an HR team member, I want to analyze the engagement metrics of the Onboarding Storybook stories to improve content strategy over time.

Given that employee stories have been live for a predefined period, When the HR team accesses the analytics dashboard, Then they should be able to view metrics such as views, feedback submitted, and average read duration for each story.

Feedback Mechanism for Stories

User Story: As a new employee, I want to provide feedback on the onboarding stories I read so that I can contribute to improving the onboarding experience for future hires.
Description: The Feedback Mechanism for Stories requirement enables new hires to provide feedback or comments on the stories they read in the Onboarding Storybook. This can capture new hires' thoughts, questions, and impact of the stories, allowing the company to assess the effectiveness of the storytelling aspect of onboarding. It will facilitate a two-way communication channel between new hires and employees sharing their experiences, fostering community and continuous improvement in the onboarding process.
Acceptance Criteria: New hires access the Onboarding Storybook and read through several personalized employee stories to understand company culture.

Given a new hire has completed the onboarding registration, When they navigate to the Onboarding Storybook, Then they should see a list of stories available for reading.

New hires provide feedback on the stories they read in the Onboarding Storybook to express their thoughts, questions, or overall impact.

Given a new hire is viewing a story, When they submit their feedback using a designated feedback form, Then the feedback should be successfully recorded and displayed in the admin panel for review.

HR personnel review the feedback collected from new hires about the stories in the Onboarding Storybook to gauge the effectiveness and impact of the onboarding narratives.

Given HR personnel access the admin panel, When they filter feedback by story, Then they should be able to view all feedback provided by new hires for that specific story.

A new hire prefers to comment on a story instead of filling out a formal feedback form to share their spontaneous thoughts.

Given a new hire is engaged with a story, When they click on the 'Comment' button, Then a comment section should appear, allowing them to type and submit their thoughts in real-time.

The company wants to ensure all new hire feedback is monitored and addressed regularly to foster continuous improvement in onboarding efforts.

Given feedback has been submitted by new hires, When the designated HR team reviews feedback weekly, Then they should identify at least three actionable insights per month derived from this feedback.

Skill Explorer

Skill Explorer allows employees to self-assess their current skill levels across various competencies. By utilizing interactive questionnaires and visual skill maps, users can gain clarity on their strengths and areas for improvement, empowering them to take charge of their professional development.

Requirements

Interactive Questionnaire Implementation

User Story: As an employee, I want to complete interactive questionnaires about my skills so that I can evaluate my strengths and identify areas where I need improvement in a way that is engaging and informative.
Description: Develop an interactive questionnaire feature within the Skill Explorer that allows employees to self-assess their skill levels in various competencies. This functionality will include customizable questionnaires that can adapt to different roles and industries, ensuring relevance and accuracy in self-assessment. The questionnaire will leverage branching logic to delve deeper into specific skill areas based on user responses, providing a tailored experience. Additionally, the feature should integrate seamlessly with the existing HRHarmony platform, collecting data in a secure manner and offering insights into overall workforce competence levels, thus aiding HR professionals in decision-making and employee development planning.
Acceptance Criteria: Interactive Questionnaires for Skill Assessment

Given an employee accesses the Skill Explorer, When they begin the interactive questionnaire, Then they should receive a personalized questionnaire based on their selected role and industry.

Branching Logic in Questionnaires

Given an employee selects an answer indicating a skill level, When the answer requires further exploration, Then the questionnaire should present follow-up questions tailored to that specific skill area.

User Experience for the Questionnaire

Given an employee is answering questions, When they interact with the questionnaire, Then the interface should be intuitive, providing clear navigation and visual feedback for their progress through the questionnaire.

Data Collection and Insights Generation

Given a completed questionnaire submission, When the data is processed, Then the system should generate insights on the overall skill levels of the employee and present it to both the employee and HR professionals.

Integration with Existing HRHarmony platform

Given the Skill Explorer feature is developed, When it is integrated into the HRHarmony platform, Then it should function seamlessly without errors, ensuring data is securely collected and accessible in the platform's reporting tools.

Compliance with Data Security Standards

Given the data collected from the interactive questionnaire, When it is stored, Then it should adhere to all applicable data protection regulations to ensure employee information is secure.

Visual Skill Map Development

User Story: As an employee, I want to see a visual representation of my skills, so that I can easily understand where I excel and what skills I need to develop further, making my career development more strategic.
Description: Create a visual skill map feature for the Skill Explorer that displays the employee's assessed skills in an interactive, graphical format. This feature will provide users with a holistic view of their competencies, highlighting strengths and areas for growth. The skill map should dynamically update based on questionnaire results and be easily shareable with HR managers and mentors to foster constructive feedback and development discussions. Moreover, it will enhance user engagement by making the skill assessment results visually appealing and easy to interpret, promoting a culture of continuous learning and professional growth.
Acceptance Criteria: As an employee, I want to interact with the visual skill map after completing the self-assessment questionnaire, so I can see my skills represented in a clear and engaging graphical format.

Given I have completed the self-assessment questionnaire, when I view my skill map, then it should dynamically reflect the assessed skill levels in a visual format with color coding indicating strength and areas for improvement.

As an HR manager, I want to be able to access the skill maps of my team members, so I can provide personalized feedback and tailored development suggestions based on their individual competencies.

Given I am an HR manager, when I access an employee's skill map, then I should be able to view it accurately and have the option to share feedback directly through the platform.

As an employee, I need to share my skill map with my mentor, so they can understand my competencies and guide me in my professional development journey.

Given I am viewing my skill map, when I select the share option, then a shareable link should be generated that I can send to my mentor which allows them to view my skill map without editing permissions.

As a user, I want the skill map to automatically update whenever I retake the self-assessment, so I can track my progress over time in real-time.

Given I retake the self-assessment questionnaire, when I submit my answers, then my skill map should refresh to reflect the new results without needing to refresh the page manually.

As an employee, I want the skill map to provide tooltips or information bubbles over each competency, so I can understand the details of what each skill entails and why it matters for my career path.

Given I am viewing my skill map, when I hover over a specific skill, then a tooltip should appear providing a brief description of the skill and its relevance to my role and career growth.

As an employee, I wish to have the ability to customize the visibility settings of my skill map, so I can control who has access to my competencies information.

Given I access my skill map settings, when I modify the visibility settings, then the changes should be saved and applied instantaneously to who can view my skill map (private, HR only, or open to my mentor).

Integration with Performance Tracking

User Story: As an HR manager, I want to access employee skill assessments alongside performance data, so that I can create more tailored development plans that align with our team's objectives and support the employees' career aspirations.
Description: Implement an integration between the Skill Explorer feature and the existing performance tracking module within HRHarmony. This will allow the skill assessments to influence performance evaluations and career development plans, ensuring alignment between employee self-assessments and organizational goals. The integration should enable HR professionals and managers to leverage skill data in performance reviews and development discussions, facilitating more personalized and effective employee growth plans. Additionally, this feature will support automated follow-ups and reminders based on assessment results, encouraging accountability and sustained engagement with personal development goals.
Acceptance Criteria: Integration of Skill Explorer assessments into the performance tracking module allows HR professionals to view updated skill levels during performance evaluations.

Given an employee has completed a Skill Explorer assessment, when a performance review is initiated for the employee, then the assessment results should be visible in the performance tracking module.

Managers receive automated notifications based on Skill Explorer assessment results to initiate development discussions with their team members.

Given an employee's assessment indicates a need for improvement in a specific skill, when the assessment results are generated, then a notification should be sent to the respective manager to initiate a follow-up meeting.

HR professionals can generate reports that include both skill assessment data and performance review outcomes to identify trends and areas for organizational improvement.

Given HR professionals access the reporting tool, when they generate a report combining skill assessment data and performance outcomes, then the report should accurately represent the correlation between skills and performance metrics.

Employees can view feedback from their managers that directly references their Skill Explorer assessments during performance reviews.

Given a performance review is being conducted, when the manager provides feedback, then the feedback should explicitly reference skills and improvement areas identified in the employee's most recent Skill Explorer assessment.

Automated follow-ups and reminders are sent to employees based on their skill assessment results to encourage ongoing development and engagement.

Given an employee has completed a Skill Explorer assessment, when the assessment results indicate areas for growth, then automated reminders should be set for follow-up assessments and resources within the system.

The integration allows employees to update their Skill Explorer results and have their performance evaluations reflect the most current data.

Given an employee updates their skill level in Skill Explorer, when the performance tracking module is accessed, then the performance evaluations should reflect the latest skill assessments.

HR professionals can customize the integration settings to align with organizational goals and performance metrics.

Given an HR professional accesses the integration settings, when they adjust the parameters according to specific competencies, then those adjustments should be saved and reflected in the employee assessment processes.

Feedback Loop Mechanism

User Story: As an employee, I want to receive feedback on my self-assessment from my peers and managers, so that I can gain different perspectives on my skills and enhance my professional development through collaborative input.
Description: Design a feedback loop mechanism within the Skill Explorer that allows employees to receive input from peers, mentors, and managers on their self-assessed skills. This feature will encourage a collaborative approach to professional development, where users can share their skill maps and receive constructive feedback. The feedback collection process should be easy to use and allow for anonymous submissions if desired, promoting candor and honest validation of the self-assessments. This capability will not only enrich the self-assessment process but also actively involve the workforce in creating a culture of growth and development.
Acceptance Criteria: Employees submit their self-assessed skill maps through the Skill Explorer, and the feedback loop mechanism sends notifications to designated peers, mentors, or managers for review and input.

Given an employee has submitted their self-assessed skill map, when the submission is complete, then the designated reviewers should receive a notification for feedback within 1 hour.

Peers, mentors, and managers provide feedback on the skill maps of employees, ensuring that the feedback process is clear and straightforward for all involved parties.

Given a reviewer has received a notification, when they access the feedback loop mechanism, then they should be able to submit their feedback anonymously or with identification within 5 minutes.

Employees review the feedback received on their skill maps and have the ability to categorize and prioritize the comments for their professional development.

Given feedback has been submitted, when an employee views their feedback, then they should see comments organized by categories (Strengths, Areas for Improvement) with the ability to mark priority statuses (High, Medium, Low).

The feedback loop mechanism supports a variety of skills assessments, ensuring that employees can receive feedback on different competencies based on their self-assessment.

Given an employee submits a skill assessment for a specific competency, when feedback is provided, then the feedback loop should correctly associate feedback to the corresponding competency without errors.

The feedback mechanism ensures a secure, anonymous option for employees to submit feedback, fostering a culture of openness and honesty.

Given a reviewer is prompted to provide feedback, when selecting the option to remain anonymous, then they should be able to submit their feedback without any identifiers recorded in the system.

The system monitors and tracks the feedback process, enabling HR to analyze the volume and nature of feedback provided across the organization.

Given feedback submissions are made, when the feedback loop mechanism is reviewed by HR, then there should be a report generated showing total feedback counts and categorization by skill area each quarter.

Employers and managers can access aggregated data from the feedback loop to identify training needs and development opportunities for their teams.

Given feedback has been collected over a period, when a manager requests an analysis report, then they should receive a comprehensive overview of skill gaps and suggested training programs based on feedback trends.

Reporting and Analytics Dashboard

User Story: As an HR director, I want to analyze the skill levels of employees across the organization, so that I can identify skill gaps, assess training impact, and better align our talent development initiatives with business needs.
Description: Develop a reporting and analytics dashboard for the Skill Explorer that provides key insights and data visualization regarding employees' skill levels across the organization. This dashboard will enable HR professionals and management to track trends in skill assessments, identify skill gaps within teams, and measure the effectiveness of training initiatives over time. The dashboard should be user-friendly, with customizable reporting features, allowing easy extraction and sharing of data with relevant stakeholders. By utilizing data analytics, organizations can make informed decisions about talent management and development strategies.
Acceptance Criteria: User Overview of Skill Assessment Results

Given an HR professional accesses the Reporting and Analytics Dashboard, when they select the 'Skill Assessment Results' report, then they should see a comprehensive overview of employees' skill levels categorized by department, with visual representations such as charts or graphs.

Customizable Reporting Functionality

Given a user is on the Reporting and Analytics Dashboard, when they customize a report by selecting specific skill categories and timeframes, then the system should generate a report reflecting only the chosen parameters, which can be exported in various formats (PDF, Excel).

Trend Analysis Over Time

Given an HR manager views the Reporting and Analytics Dashboard, when they choose to analyze trends in skill assessments over the last year, then the dashboard should display a dynamic line graph showing skill level changes over time for individuals and teams.

Identification of Skill Gaps

Given the HR professional is using the Reporting and Analytics Dashboard, when they request a skill gap analysis, then the system should identify and highlight competencies where employees average below the required skill level, segmented by team.

Training Effectiveness Measurement

Given an HR manager reviews the Reporting and Analytics Dashboard post-training implementation, when they compare pre- and post-training skill assessment results, then the dashboard should clearly indicate the percentage improvement in skills across participants.

User Access and Permissions Management

Given an admin is managing user roles within the Reporting and Analytics Dashboard, when they assign or revoke access to reporting features for different user roles, then the system should restrict or allow access based on the defined permissions without errors or downtime.

Training Matchmaker

The Training Matchmaker feature connects employees with relevant training programs based on their identified skills and career aspirations. By analyzing individual goals and skill gaps, it provides personalized recommendations for courses, workshops, and webinars, ensuring employees have access to appropriate growth opportunities.

Requirements

Skill Gap Analysis

User Story: As an HR manager, I want to identify skill gaps in employee performance so that I can recommend appropriate training programs that align with their career aspirations and the company's workforce needs.
Description: The Skill Gap Analysis requirement involves implementing a system that assesses each employee's current skills against their desired career path and organizational needs. It should utilize both self-assessments and performance reviews to identify gaps, providing a detailed report that can be used to tailor training recommendations. This integration with the Training Matchmaker ensures that personalized training opportunities are relevant and address the key areas for improvement, ultimately supporting employee growth and organizational effectiveness.
Acceptance Criteria: Employee accesses the Skill Gap Analysis feature to assess their skills against their career aspirations and organizational needs.

Given an employee is logged into HRHarmony, When they navigate to the Skill Gap Analysis section, Then they should see a prompt to complete the self-assessment survey.

Manager reviews the Skill Gap Analysis report generated for team members after completion of self-assessments and performance reviews.

Given a manager has access to the performance reports, When they select a team member's report, Then the report should display a detailed analysis of skill gaps and recommended training programs.

Employee receives personalized training recommendations based on the Skill Gap Analysis outcome.

Given the Skill Gap Analysis is completed, When the system identifies skill gaps, Then the employee should receive notifications of at least three relevant training programs tailored to their needs.

HR administrator configures the Skill Gap Analysis parameters to align with organizational goals.

Given the HR administrator is accessing the backend settings, When they adjust the parameters for skill assessments, Then these changes should be saved and applied to all future analyses.

System validates the accuracy and relevance of the training recommendations post Skill Gap Analysis.

Given a training program exists, When it is recommended by the system, Then the training program must meet at least 80% of the skill gap requirements identified in the analysis.

Reports generated from the Skill Gap Analysis are used to inform organizational training budget decisions.

Given the Skill Gap Analysis reports have been generated, When the HR team reviews the aggregated data, Then they should be able to present a budget proposal based on identified skill gaps and training needs.

Employee engagement metrics are tracked to measure the effectiveness of the training recommendations provided through the Skill Gap Analysis.

Given training recommendations have been implemented, When the HR team reviews engagement metrics, Then they should see an improvement of at least 15% in employee satisfaction ratings over the next quarter.

Training Recommendation Engine

User Story: As an employee, I want to receive personalized training recommendations based on my skills and career goals so that I can advance my career and improve my performance at work.
Description: The Training Recommendation Engine requirement focuses on creating an algorithm that analyzes employee profiles, including their skills, interests, and career goals to suggest relevant training courses, workshops, and webinars. The engine will pull data from external training providers and internal resources to curate a personalized list for each employee, ensuring that they receive tailored learning opportunities that enhance their development and align with business objectives. This capability fosters continuous learning and employee engagement by matching training with individual aspirations.
Acceptance Criteria: Employee Profile Analysis and Training Matchmaking

Given an employee has a completed profile with skills, interests, and career goals, When the Training Recommendation Engine processes the profile, Then the system should return a list of at least three relevant training programs tailored to the employee's needs.

Data Integration with Training Providers

Given the system is integrated with at least three external training providers, When the Training Recommendation Engine queries available training options, Then it must return results that include offerings from each provider, ensuring a diverse selection.

Personalized Recommendations Based on Skill Gaps

Given an employee's profile indicates specific skill gaps, When the Training Recommendation Engine runs its analysis, Then it must prioritize training programs that address those skill gaps in the recommendations provided to the employee.

User Experience of the Recommendation Interface

Given an employee accesses the Training Matchmaker feature, When they view the recommended training programs, Then the interface must display the programs in a user-friendly format, indicating duration, cost, and provider, with options to enroll directly.

Feedback Loop for Training Effectiveness

Given an employee completes a recommended training program, When they provide feedback through the system, Then the Training Recommendation Engine should use this feedback to refine future training recommendations for that employee.

Admin Dashboard for Training Analytics

Given an HR admin accesses the dashboard, When they view analytics on employee training uptake, Then the system must display metrics such as the number of employees trained, courses completed, and overall satisfaction ratings.

Performance Tracking Post-Training

Given an employee has completed a training program, When the Training Recommendation Engine analyzes their performance metrics post-training, Then the system should report any positive changes in performance aligned with their learning objectives.

Progress Tracking Dashboard

User Story: As an employee, I want to track my progress on training programs so that I can see how my skills are developing over time and stay motivated in my learning journey.
Description: The Progress Tracking Dashboard requirement entails developing an interactive interface that allows employees and managers to visualize ongoing training progress, completion rates, and skill enhancement milestones. This feature should integrate seamlessly with existing performance metrics and provide insights over time regarding the effectiveness of recommended training programs. By offering this visibility, employees can stay motivated and managers can assess training ROI, making the training process more transparent and accountable.
Acceptance Criteria: Employees should be able to view their current training progress at any time by accessing the Progress Tracking Dashboard.

Given an employee is logged into HRHarmony, when they navigate to the Progress Tracking Dashboard, then they should see a visual representation of their ongoing training progress, including completion rates, skill enhancement milestones, and upcoming deadlines.

Managers need to assess their team's training progress and identify skill gaps through the Progress Tracking Dashboard.

Given a manager has access to view team performance metrics, when they open the Progress Tracking Dashboard, then they should see a consolidated view of training progress for all team members, along with insights into completion rates and identified skill gaps.

The effectiveness of training programs should be reflected in the dashboard to help in decision-making.

Given an employee has completed training programs, when managers evaluate the Progress Tracking Dashboard, then they should see metrics related to training effectiveness, including post-training performance indicators and feedback scores.

Employees should receive notifications for training milestones tracked in the Progress Tracking Dashboard.

Given an employee is enrolled in training programs, when they reach a defined milestone in the training, then they should receive a notification alerting them of their achievement and encouraging further engagement.

The dashboard should integrate with performance metrics from other modules of HRHarmony.

Given the Progress Tracking Dashboard is developed, when data from training is integrated with performance metrics, then users should see a cohesive view that correlates training progress with overall employee performance.

Data privacy and security standards must be upheld in the Progress Tracking Dashboard.

Given the Progress Tracking Dashboard is operational, when user data is processed, then it must comply with industry data protection regulations, ensuring that personal training progress and performance data are securely managed.

Feedback Loop Mechanism

User Story: As an HR professional, I want to collect feedback from employees about the training they have completed so that I can evaluate the effectiveness of our training programs and make necessary adjustments.
Description: The Feedback Loop Mechanism requirement aims to implement a system enabling continuous feedback on the training programs and courses taken by employees. It will allow trainees to rate their experiences and suggest improvements, providing valuable data to refine training recommendations and the overall Training Matchmaker feature. The feedback collected can also be used to assess the efficacy of training sessions over time, ensuring the offerings remain relevant and impactful for employees and the organization.
Acceptance Criteria: Employees use the Feedback Loop Mechanism after completing a training program to provide their ratings and comments.

Given an employee has completed a training program, when they access the Feedback Loop Mechanism, then they should be able to rate their experience on a scale of 1 to 5 and leave comments.

HR personnel analyze feedback collected from employees to identify trends and areas for improvement in training programs.

Given feedback has been submitted, when an HR personnel reviews the feedback reports, then the system should display summary statistics, including average ratings and common suggestions for improvement.

Employees receive a notification following their feedback submission to confirm receipt and encourage further engagement.

Given an employee submits feedback, when the feedback is successfully received, then the employee should receive a confirmation notification via email or system notification.

Training program facilitators can review individual feedback on their sessions to understand the effectiveness of their training.

Given feedback has been submitted for a training session, when facilitators access their feedback dashboard, then they should be able to see a breakdown of ratings and comments specific to their training program.

The system aggregates feedback over time to assess the impact of training programs on employee engagement and performance.

Given multiple feedback submissions over time, when the report is generated, then it should show trends indicating how training has influenced employee performance metrics and overall satisfaction over a defined period.

The platform automatically updates recommended training programs based on the feedback received to ensure continuous improvement.

Given feedback indicates a lack of relevance in certain training programs, when the system processes the feedback, then it should automatically adjust the training recommendations for those employees accordingly.

Employees can easily access previous feedback they have submitted for their own reference and follow-up actions.

Given an employee has submitted feedback in the past, when they navigate to their feedback history, then they should be able to view all past feedback submissions along with their ratings and comments.

Automated Training Alerts

User Story: As an employee, I want to receive alerts for training opportunities so that I don’t miss out on learning and development chances that can help advance my career.
Description: The Automated Training Alerts requirement focuses on creating a notification system that alerts employees about upcoming training opportunities, deadlines for course completions, and training events relevant to their interests. This feature should integrate with the employee's calendar and provide customizable settings for alerts, fostering an environment where employees remain informed and engaged in their professional development.
Acceptance Criteria: Employee receives an automated alert for an upcoming workshop relevant to their career aspirations.

Given the employee has registered for training, When the training date is two weeks away, Then the employee receives an email notification and a calendar alert.

Employee customizes alert settings to choose preferred notification methods.

Given the employee accesses the settings page, When the employee selects email and SMS for notifications, Then the system saves the preferences and confirms the update.

Employee receives a reminder for a training course completion deadline.

Given the employee is enrolled in a course, When the completion date is one week away, Then the employee receives an alert via their chosen notification method (email or SMS).

Integrating the training alerts with the employee's calendar application.

Given the employee has linked their calendar app, When a training alert is generated, Then the alert appears on the employee’s calendar as a scheduled event.

Employee receives alerts for multiple training opportunities based on skill set and career goals.

Given the employee's profile is updated with skills and aspirations, When new training programs are available, Then the employee receives alerts with links to those training programs.

The system provides feedback on the effectiveness of the training alerts for employee engagement.

Given the employee has received training alerts for two months, When the system analyzes engagement metrics, Then it generates a report detailing training attendance and employee feedback on alerts.

Mentorship Network

Mentorship Network facilitates connections between employees and experienced mentors within the organization. This feature showcases potential mentors based on skills, experience, and professional interests, creating opportunities for knowledge sharing and guidance that accelerates career development.

Requirements

Mentor Matching Algorithm

User Story: As an employee, I want to be connected to a mentor who aligns with my career goals and interests, so that I can receive relevant guidance and support in my professional development.
Description: The Mentor Matching Algorithm identifies and suggests suitable mentors for employees based on various criteria such as skills, experience, and professional interests. This requirement enables a streamlined process for connecting employees with mentors who can provide valuable guidance tailored to their career development needs. By automating this matching process, HRHarmony allows for a more personalized and effective mentorship experience, ultimately fostering employee growth and satisfaction within the organization.
Acceptance Criteria: Mentor Matching Process for New Employee Integration

Given a new employee seeking mentorship, when they enter the mentorship platform and specify their skills, experience, and professional interests, then they should receive a list of at least three qualified mentors that match their criteria within one minute.

User Feedback on Mentor Recommendations

Given a user has received mentor suggestions, when they provide feedback on the relevance of the mentors suggested, then the system should collect and store this feedback, and adjust future mentor recommendations accordingly.

Comprehensive Skill Set Evaluation for Mentorship

Given a set of potential mentors, when the algorithm evaluates their skills based on the input criteria from employees, then it should accurately score and rank mentors in alignment with their expertise and previous mentoring experiences, showing this ranking in the mentor list.

Mentorship Session Tracking and Updates

Given a matched mentor-mentee pair, when they complete a mentorship session, then the system should allow both parties to log their session details, track progress, and schedule future sessions, updating both mentors' and mentees' profiles with the session outcomes.

Diversity in Mentor Suggestions

Given a diverse pool of mentors, when the algorithm generates mentor suggestions, then it should ensure that at least one suggested mentor comes from a different department or team to promote cross-functional learning opportunities.

Automated Notifications for Mentor Matches

Given that an employee is matched with a mentor, when the match is made, then both the employee and mentor should receive automated email notifications informing them of the match and providing session scheduling options within 10 minutes.

Performance Metrics for Mentor Matching Effectiveness

Given that mentorship sessions occur, when performance metrics are collected over a six-month period, then the algorithm should generate a report outlining the satisfaction ratings of mentees and the career progress of those who engaged in mentorship.

Mentorship Profile Creation

User Story: As a mentor, I want to create a profile that showcases my experience and expertise, so that employees can easily find and connect with me for mentorship opportunities.
Description: Mentorship Profile Creation allows employees to create detailed profiles that highlight their skills, experiences, and areas of expertise. This functionality ensures that mentors are visible and accessible to potential mentees, facilitating an informed decision-making process for mentorship matches. By encouraging mentors to showcase their backgrounds and goals, HRHarmony promotes an engaging mentorship culture within the organization, driving effective knowledge sharing and relationship building.
Acceptance Criteria: Employee creates a mentorship profile highlighting skills and areas of expertise.

Given an employee navigates to the Mentorship Profile Creation page, when they fill out the required fields (name, skills, experience) and submit the profile, then their mentorship profile should be saved successfully and visible to potential mentees.

Mentorship profiles include relevant information for mentees.

Given a mentor has created their profile, when a potential mentee views the profile, then the profile must display mentor's skills, experiences, and areas of expertise clearly and accurately.

Employees can edit their mentorship profiles after initial creation.

Given an employee has an existing mentorship profile, when they make changes to their profile and submit, then the updates should be reflected immediately on their profile without errors.

Display all mentorship profiles in a searchable format for mentees.

Given a mentee is on the mentorship profiles page, when they use the search filters (skills, experience), then the results should display only those profiles that match the selected criteria.

Mentors can receive notifications for new mentorship requests.

Given a mentorship profile is created, when a mentee sends a mentorship request to the mentor, then the mentor should receive a notification through the platform indicating the request details.

Feedback from mentees is collected on mentor profiles.

Given a mentee completes a mentorship with a mentor, when they submit feedback, then the feedback should be displayed on the mentor's profile and be accessible to other potential mentees.

Feedback and Rating System

User Story: As a mentee, I want to provide feedback on my mentorship experience, so that the organization can continuously improve the quality of the mentorship program and support for future mentees.
Description: The Feedback and Rating System enables employees to provide feedback and rate their mentorship experiences. This functionality is crucial for assessing the effectiveness of the mentorship program, serving as a tool for ongoing improvement and enhancement. By capturing this feedback, HRHarmony can analyze mentorship outcomes and success stories, allowing the organization to iterate on the program and better cater to employee needs, enhancing overall engagement and satisfaction.
Acceptance Criteria: User provides feedback after a mentorship session

Given an employee has completed a mentorship session, When they navigate to the Feedback and Rating System, Then they should be able to submit a feedback form that includes a rating from 1 to 5 and optional comments.

Admin reviews aggregated mentorship feedback reports

Given that mentorship feedback has been collected for a specific period, When the admin accesses the Feedback and Rating report dashboard, Then they should see an aggregated summary of feedback ratings and comments from employees.

Employees view mentor profiles and ratings before selecting a mentor

Given an employee is looking for a mentor, When they browse the Mentorship Network, Then they should see mentor profiles along with their average feedback ratings and areas of expertise to aid in their selection.

System prompts users to rate their mentors post-mentorship

Given that a mentorship session has ended, When the system automatically prompts the employee to provide feedback within 24 hours, Then the employee should receive a notification via email and the HRHarmony platform.

Mentors receive feedback reports to improve their mentoring

Given that feedback has been submitted for their mentorship sessions, When a mentor accesses their profile, Then they should see a summary of feedback ratings and constructive comments for their review.

Feedback submission process is user-friendly and efficient

Given an employee navigates to the feedback submission page, When they fill out the feedback form, Then they should be able to submit their feedback in under 5 minutes with a clear, user-friendly interface.

System flags underperforming mentorship programs based on feedback

Given that the feedback ratings for a mentorship program drop below a specified threshold, When the system reviews feedback, Then it should flag the program for HR review and suggest improvements based on common themes in the feedback.

Mentorship Resource Hub

User Story: As a mentor, I want to access a resource hub with tools and materials that can help me guide my mentee effectively, so that I can provide valuable support during our mentorship.
Description: The Mentorship Resource Hub serves as a centralized location where both mentors and mentees can access resources, articles, and tools related to professional development and mentorship best practices. This requirement fosters an engaging learning environment by offering valuable content and materials that support the mentoring relationship. By equipping both parties with necessary resources, HRHarmony enhances the mentorship experience and motivates ongoing skill development.
Acceptance Criteria: Mentors and mentees log into the HRHarmony system and navigate to the Mentorship Resource Hub to find relevant development materials tailored to their needs.

Given a mentor or mentee is logged in, when they access the Mentorship Resource Hub, then they should see a variety of resources categorized by topics such as 'Communication Skills', 'Career Development', and 'Leadership'.

Mentees are searching for specific guidance on professional development and wish to filter resources by relevance and type.

Given a mentee is on the Mentorship Resource Hub, when they apply filters for specific topics and resource types, then they should receive a list of resources that match their selection criteria.

Mentors require updated information on best practices to effectively aid their mentees during their mentoring sessions.

Given a mentor accesses the Mentorship Resource Hub, when they navigate to the 'Best Practices' section, then they should find up-to-date articles and tools that provide actionable mentoring strategies.

Both mentors and mentees have the ability to suggest new resources to enhance the Mentorship Resource Hub continually.

Given a mentor or mentee is viewing resources, when they click the 'Suggest a Resource' button and submit their suggestion, then their suggestion should be recorded and queued for review by the HR team.

Mentees want to track their progress and access feedback from their mentors through the resources provided.

Given a mentee is logged into the Mentorship Resource Hub, when they check their progress report, then they should see a summary of completed resources and feedback received from mentors based on those resources.

Newly added resources should be easily discoverable to ensure both mentors and mentees are aware of the latest content available.

Given new resources are added to the Mentorship Resource Hub, when either mentors or mentees log in, then they should see a 'Newly Added Resources' section on the homepage of the hub.

Mentorship Program Analytics

User Story: As an HR manager, I want to analyze mentorship program metrics, so that I can understand its impact on employee development and make informed improvements.
Description: The Mentorship Program Analytics feature provides insights and metrics on the performance and engagement of the mentorship program. This requirement allows HR and management to evaluate the effectiveness of mentorship connections, track progress and outcomes, and identify areas for improvement. By leveraging data analytics, HRHarmony enables informed decision-making and strategic enhancements to the mentorship framework, ensuring alignment with the organization's talent development goals.
Acceptance Criteria: Mentorship Program Analytics Dashboard Access

Given an authenticated HR or management user, when they navigate to the Mentorship Program Analytics dashboard, then they should see a summary of mentorship connections, engagement levels, and progress metrics displayed visually using graphs and charts.

Mentorship Connection Performance Metrics

Given a specific mentorship connection, when the analytics report is generated, then it should include metrics such as the number of meetings held, feedback ratings from mentees, and the average duration of mentorship sessions.

User Feedback Collection for Analytics

Given that mentors and mentees have completed their mentorship sessions, when they are prompted to provide feedback, then the system should collect and aggregate this feedback to evaluate mentorship effectiveness and areas for improvement.

Engagement Rate Tracking Over Time

Given a specified time frame, when the analytics tool is utilized, then it should present the engagement rates of mentors and mentees over that time period, allowing for longitudinal analysis of program effectiveness.

Generate Improvement Recommendations

Given the analytics data collected, when HR users access the Mentorship Program Analytics feature, then the system should automatically generate actionable recommendations based on identified trends or gaps in the mentorship program.

Export Analytics Reports

Given an administrative user in the Mentorship Program Analytics feature, when they select the option to export reports, then they should be able to download the data in multiple formats, including CSV and PDF.

Career Path Visualizer

Career Path Visualizer provides employees with a clear roadmap of potential career trajectories within the organization. By visualizing the skills and experiences needed for each role, it helps employees to plan their development strategically and monitor their progress toward desired positions.

Requirements

Skill Gap Analysis

User Story: As an employee, I want to understand the skills I need to acquire for a promotion, so that I can focus my development efforts on the right areas.
Description: The Skill Gap Analysis feature identifies the discrepancies between the employees' current skills and the requirements for their desired career paths. It will leverage data from performance reviews and skills assessments, providing both employees and managers with actionable insights to create customized development plans. This functionality will empower employees to understand what competencies they need to develop further, ultimately enhancing career progression and job satisfaction. It will be integrated within the Career Path Visualizer, ensuring a seamless user experience as employees track their growth.'
Acceptance Criteria: Employee initiates Skill Gap Analysis through the Career Path Visualizer to assess their readiness for a desired promotion.

Given the employee is logged into HRHarmony and navigates to the Career Path Visualizer, when they select the Skill Gap Analysis feature, then the system should display a summary of their current skills against the requirements for their desired role, highlighting the gaps.

Manager reviews the Skill Gap Analysis report for their direct reports during a performance review meeting.

Given the manager has accessed a direct report's Skill Gap Analysis through the Career Path Visualizer, when they view the report, then the system should allow the manager to annotate the report and suggest development activities based on the identified skill gaps.

An employee receives personalized development recommendations based on their Skill Gap Analysis results.

Given the Skill Gap Analysis has been completed for an employee, when they click on the recommendations section, then the system should provide a tailored list of training programs and resources needed to address their identified skill gaps.

An HR administrator updates the skill requirements for a specific role in the Skill Gap Analysis database.

Given the HR administrator has access to the Skill Gap Analysis settings, when they input new skill requirements for the designated role, then the system should successfully update the relevant role data, and it should be reflected in the Skill Gap Analysis for all employees targeting that role.

An employee tracks their progress in developing skills identified in their Skill Gap Analysis.

Given the employee has implemented a development plan from their Skill Gap Analysis, when they log their completed training or skill acquisition in HRHarmony, then the system should update their progress status and show improved alignment with their desired position's requirements.

Interactive Career Path Mapping

User Story: As an employee, I want to visualize different career paths within my company, so that I can make informed decisions about my career development.
Description: The Interactive Career Path Mapping feature allows employees to engage with an interactive tool that visualizes various career trajectories within the organization. Users can explore different paths by clicking on roles to see necessary skills, required experiences, and potential opportunities associated with career choices. This engaging visual representation aids in strategic career planning and provides clear visibility to employees about their career potential within the company, fostering a more motivated and informed workforce.
Acceptance Criteria: Employee Accessing the Career Path Visualizer

Given an employee logged into HRHarmony, When they navigate to the Career Path Visualizer, Then they should see a graphical representation of available career paths within the organization.

Exploring Career Paths

Given the employee is viewing the Career Path Visualizer, When they click on a specific role, Then they should see a detailed view of necessary skills, required experiences, and potential opportunities for that role.

Tracking Progress in Skill Acquisition

Given an employee is viewing their current role in the Career Path Visualizer, When they select the 'Track My Progress' option, Then the system should display their current skills against the requirements for their desired roles.

Receiving Feedback on Career Development

Given an employee is using the Career Path Visualizer, When they complete a learning module linked to a desired role, Then they should receive automated feedback suggesting next steps and skills to focus on.

Feedback Loop Integration

Given an employee uses the Career Path Visualizer, When they desire to add new skills or experiences, Then they should be able to submit feedback that updates their career path preferences.

Mobile Accessibility of Career Path Visualizer

Given an employee accessing HRHarmony on a mobile device, When they open the Career Path Visualizer, Then it should be fully functional and maintain usability across all features without loss of information or clarity.

Real-time Progress Tracker

User Story: As an employee, I want to track my progress toward my career goals, so that I can stay motivated and adjust my development plan as needed.
Description: The Real-time Progress Tracker provides employees with a dashboard that tracks their advancement toward their career goals in real time. It allows users to log training sessions, certifications, and skills acquired, giving both employees and managers insights into development efforts. This ongoing tracking capability not only motivates employees by letting them visualize their progress but also fulfills the organization's need for up-to-date information on employee development.
Acceptance Criteria: Employee logs into the HRHarmony platform to view their Real-time Progress Tracker dashboard after completing a training session.

Given the employee has completed a training session, when they log into their dashboard, then the training session should be reflected in their Real-time Progress Tracker with the correct date and details.

Manager reviews an employee's Real-time Progress Tracker to assess their readiness for a promotion.

Given the manager has access to the Real-time Progress Tracker, when they select an employee's profile, then they should see a complete overview of the employee's logged training, certifications, and skills with the corresponding dates and progress indicators.

Employee tracks their skill acquisition and certifications over time using the Real-time Progress Tracker.

Given the employee has logged a new skill or certification, when they view their Real-time Progress Tracker, then the skill or certification should appear on their dashboard with the correct completion status and progress logged in real time.

Employee uses the Real-time Progress Tracker to identify gaps in their skill set for a desired promotion.

Given the employee is viewing their Real-time Progress Tracker, when they access the career path section, then they should see a list of skills needed for their desired position along with recommendations for training opportunities to fill any gaps.

The HR manager requests a report of all employees' career progression tracked via the Real-time Progress Tracker.

Given the HR manager generates a report request, when the report is produced, then it should accurately reflect real-time data from all employees' progress trackers regarding their training, certifications, and skill advancements.

System administrator performs an update on the Real-time Progress Tracker feature to ensure compliance with new data privacy regulations.

Given the system administrator applies the update, when the Real-time Progress Tracker is accessed post-update, then it should maintain functionality while adhering to the new data privacy guidelines without data loss.

Personalized Development Recommendations

User Story: As an employee, I want personalized recommendations for my development, so that I can efficiently utilize my resources to advance my career.
Description: The Personalized Development Recommendations feature uses AI algorithms to suggest tailored development activities, courses, and resources based on employees' current skills, desired positions, and company objectives. By analyzing an employees’ career goals in conjunction with available resources, this feature presents users with actionable recommendations to enhance their skillsets effectively, integrating easily into the Career Path Visualizer for a streamlined user experience.
Acceptance Criteria: Employee requests personalized development recommendations through the Career Path Visualizer module.

Given an employee has input their current skills and desired position, when they request personalized recommendations, then the system should provide a list of at least three tailored development activities or resources.

Administrator views the effectiveness of personalized development recommendations provided to employees.

Given the administrator accesses the reporting feature, when they generate a report on personalized development recommendations, then the report should include metrics on employee engagement and progress towards their career paths.

Employee receives personalized recommendations via email or notification.

Given an employee has received personalized development recommendations, when they check their email or notifications, then they should see a summary of suggested activities and resources within 24 hours of their request.

Employee marks recommended development activities as completed in the system.

Given an employee has successfully completed a recommended development activity, when they log into the Career Path Visualizer, then the activity should be marked as completed and updated in their progress tracker.

Employee provides feedback on the relevance of the personalized recommendations.

Given an employee has received development recommendations, when they submit feedback, then the system should record the feedback and adapt future recommendations based on this feedback.

System integrates personalized development recommendations with existing HR records.

Given an employee's profile, when personalized recommendations are generated, then those recommendations should be recorded in the employee’s HR profile for future reference and analysis.

Training modules are updated based on AI algorithms analyzing employee performance.

Given the algorithm has assessed employee performance, when new training modules are created or updated, then the system should ensure that recommendations reflect these updates to maintain relevance.

Feedback Loop Mechanism

User Story: As an employee, I want to receive continuous feedback on my performance, so that I can adjust my development strategies effectively.
Description: The Feedback Loop Mechanism allows for continuous feedback from managers and peers regarding an employee's performance and skill growth relevant to their career path. This feature ensures that employees receive timely insights into their strengths and areas for improvement, supporting ongoing development discussions. This integration enriches the Career Path Visualizer by aligning skill growth with real-time feedback, which is crucial for effective career progression.
Acceptance Criteria: Employees request feedback from their managers using the Feedback Loop Mechanism to discuss their career progression during a monthly one-on-one meeting.

Given an employee accesses the Feedback Loop Mechanism, when they select 'Request Feedback', then the manager receives a notification within 5 minutes and can provide feedback directly within the platform.

A manager reviews feedback provided by peers regarding an employee's performance over the last quarter during a performance review session.

Given the manager is in the performance review section, when they view feedback collected through the Feedback Loop Mechanism, then they should see aggregated feedback ratings and comments, with at least 80% of feedback items displayed accurately.

Employees monitor their skill growth based on feedback received and align their career path goals during a biannual career development discussion.

Given an employee accesses the Career Path Visualizer, when they review feedback loops from the last 6 months, then they can see a visual representation of their skill growth tracking against required skills for their targeted career path role.

HR staff generates a report on the effectiveness of the Feedback Loop Mechanism and its impact on employee development over the last year.

Given HR staff accesses the reporting tool, when they generate a report on feedback utilization, then the report must include at least 90% of employees using the feedback mechanism for skill development discussions, and 75% of those employees reporting improvement in their performance as a result.

An employee receives automated reminders for requesting feedback from their peers and manager to ensure continuous engagement with their career development.

Given an employee is due for feedback requests, when the Feedback Loop Mechanism initiates reminders, then the employee receives an email and in-platform notification 3 days before their scheduled one-on-one meeting and again 1 day before.

Employees participate in a culture-building event that incorporates feedback from the Feedback Loop Mechanism to enhance team dynamics and career growth discussions.

Given the upcoming culture-building event, when employees provide feedback through the mechanism, then at least 70% of participants should report that the feedback received influenced their understanding of team collaboration and personal career paths during the event.

Integration with Learning Management System (LMS)

User Story: As an employee, I want to access relevant training materials through the Career Path Visualizer, so that I can easily pursue my development goals.
Description: The Integration with Learning Management System (LMS) feature connects the Career Path Visualizer with existing LMS platforms within the organization. This allows employees to seamlessly access training materials, courses, and resources directly related to their career paths and skills development. This integration ensures that all learning resources are readily available to employees, enhancing their ability to pursue career advancement actively.
Acceptance Criteria: Employees can view their career path options through the Career Path Visualizer after the integration with the LMS is complete.

Given that the employee is logged into HRHarmony, When they access the Career Path Visualizer, Then they should see visual representations of career paths related to their current role, including skills and competencies needed for each path.

Employees can access relevant LMS courses directly from the Career Path Visualizer.

Given that the employee is viewing their career path in the Career Path Visualizer, When they select a specific role to view, Then they should be presented with a list of LMS courses and training materials related to that role.

The system updates available courses and resources based on the latest LMS data.

Given that the LMS has been updated with new courses, When the employee accesses the Career Path Visualizer, Then they should see the latest courses reflecting their skills development needs for their desired career paths.

HR managers can monitor employee engagement with LMS resources from the Career Path Visualizer.

Given that an HR manager is logged into HRHarmony, When they access the Career Path Visualizer dashboard, Then they should see analytics on employee engagement with LMS courses connected to their career paths.

The integration does not disrupt existing LMS functionalities.

Given that the LMS is operational, When the integration with Career Path Visualizer is completed, Then all LMS features should function as expected without any errors or interruptions.

Users receive feedback on their progress toward learning goals set in the Career Path Visualizer.

Given that an employee has selected a career path and courses to pursue, When they complete a course, Then they should receive a notification indicating progress toward their career development goals.

Employees can provide feedback on the integration experience to improve future updates.

Given that an employee has used the Career Path Visualizer integrated with the LMS, When they submit feedback, Then their feedback should be captured and accessible for review by the HR team.

Skill Growth Tracker

Skill Growth Tracker helps employees monitor their skill development journey. By offering visual progress bars and milestones, this feature encourages continuous learning and celebrates accomplishments, ultimately boosting motivation and commitment to personal growth.

Requirements

Skill Progress Visualization

User Story: As an employee, I want to see a visual representation of my skill progress so that I can stay motivated and focused on my learning goals.
Description: The Skill Progress Visualization requirement entails implementing dynamic visual progress indicators that display employees' advancements in skill areas. These indicators will use color-coded bars and milestone markers to provide an at-a-glance view of skill development progress. Benefits include increasing transparency of the learning journey, motivating employees to stay engaged in their skill development, and allowing managers to easily recognize and praise employee achievements. This requirement will integrate seamlessly with existing HRHarmony dashboards, ensuring that employees can track their skills alongside other performance metrics, ultimately fostering a more engaging and goal-oriented learning environment.
Acceptance Criteria: Employee views their skill growth dashboard to monitor progress across various skill areas as part of their monthly development review.

Given an employee logs into the HRHarmony platform, When they navigate to the Skill Growth Tracker section, Then they should see color-coded progress bars reflecting their current skill levels and milestones reached for each skill area clearly displayed.

Manager reviews team members' skill progress to provide feedback and recognize achievements during a weekly team meeting.

Given a manager accesses the Skill Growth Tracker for their team, When they select an employee's profile, Then they should be able to see a detailed visual representation of the employee's skill development, including progress bars and milestone markers, updating in real-time.

An employee completes a skill development course and wants to see their updated progress reflected immediately on their dashboard.

Given an employee finishes a skill development course, When the course completion is recorded in the system, Then the progress bar for that skill should update automatically and reflect an increase in percentage of completion.

HR admin wants to ensure that skill progress visualizations are fully integrated into the existing HRHarmony dashboard.

Given an HR admin accesses the main dashboard of HRHarmony, When they look for the Skill Growth Tracker section, Then the section should be seamlessly integrated into the dashboard layout without disrupting existing performance metrics and should maintain consistent branding.

Employee receives a notification after achieving a milestone in their skill development journey and wants to view the related progress updates.

Given an employee reaches a predefined milestone in their skill development, When they check their notifications in the HRHarmony platform, Then they should receive a congratulatory message that includes a summary of their updated skill progress and an invitation to review their progress on the dashboard.

A new employee accesses the Skill Growth Tracker for the first time and needs guidance on using the progress visualization features.

Given a new employee logs into HRHarmony and visits the Skill Growth Tracker for the first time, When they hover over the progress bars, Then they should see tooltip explanations about how to interpret the bars, the meaning of different colors, and how to set skill development goals.

A user wants to compare their skill development progress with their peers to foster a collaborative learning atmosphere.

Given an employee uses the Skill Growth Tracker, When they select a comparison feature to view peer progress, Then they should see a visual comparison chart that displays their progress side by side with selected peers, including all skill areas with percentage completions.

Skill Milestone Celebrations

User Story: As an employee, I want to be recognized when I achieve a skill milestone so that I feel valued and motivated to keep progressing.
Description: The Skill Milestone Celebrations requirement involves creating a system of recognitions and rewards tied to key milestones in skill development. This feature will trigger celebratory notifications or badges when an employee reaches significant learning milestones, aiming to foster a sense of accomplishment and encourage continued learning. The requirement will ensure these celebrations are both personal and visible, allowing team members and managers to join in the acknowledgment of achievements. Integrating this feature into the Skill Growth Tracker will contribute to a culture of learning while promoting employee satisfaction and engagement.
Acceptance Criteria: Employee celebrates reaching their first skill milestone after completing an online course related to their job role.

Given that the employee completes a module in the Skill Growth Tracker, when the milestone is reached, then a celebratory notification and badge are automatically generated and sent via email to the employee and their manager.

A manager checks the Skill Growth Tracker to recognize a team member who has achieved multiple skill milestones over the quarter.

Given the manager views the Skill Growth Tracker dashboard, when milestones are achieved, then all relevant achievements are displayed with corresponding badges visible to both the manager and team members.

An employee wants to view previous celebratory notifications for their completed milestones.

Given that the employee accesses their Skill Growth Tracker profile, when they select the 'Achievements' section, then they see a list of all past milestones celebrated with associated dates and badges.

Human Resources wants to ensure that all skill milestones are appropriately recognized across the entire organization.

Given that HR reviews the system logs, when a milestone notification is generated, then it records the event, ensuring that it is tracked against the completion metrics for each department.

An employee with visual impairments accesses the Skill Growth Tracker to receive milestone celebrations.

Given that the employee with visual impairments utilizes screen reading technology, when a milestone is reached, then the celebratory notification and badge should be accessible and understandable by the assistive software used.

Feedback Integration with Skill Growth

User Story: As an employee, I want to receive feedback on my skill development so that I can understand areas for improvement and enhance my learning journey.
Description: The Feedback Integration with Skill Growth requirement focuses on incorporating a feedback loop that allows employees to receive constructive insights about their skill development from peers and managers. This feature will enable users to request feedback on specific skills or projects, creating an interactive environment that promotes growth and development. The integration will be designed to link feedback responses directly to relevant skill areas, ensuring that employees can see the impact of their learning efforts in real-world applications. This will enhance the overall experience of the Skill Growth Tracker while aligning with HRHarmony's objective of fostering continuous employee development.
Acceptance Criteria: Scenario 1: Employee requests feedback on their communication skills related to a recent project presentation.

Given an employee selects the feedback option for communication skills, When they submit the request, Then a confirmation message should be displayed, and the request should be sent to relevant peers and managers.

Scenario 2: Manager provides feedback on an employee's skill development in leadership after viewing their progress in the Skill Growth Tracker.

Given a manager accesses an employee's Skill Growth Tracker, When they submit feedback, Then the feedback should be successfully linked to the leadership skill area and visible to the employee by the next login.

Scenario 3: Employee views all feedback received on their skills and how it has impacted their skill progress.

Given an employee navigates to the feedback section in their Skill Growth Tracker, When they access feedback for each skill, Then the feedback should be organized by skill area and display progress updates accordingly.

Scenario 4: Employees receive notifications for new feedback related to their requested skill reviews.

Given an employee has requested feedback, When new feedback is submitted, Then the employee should receive a notification via email and in-app alert immediately after submission.

Scenario 5: The HR manager evaluates feedback trends across all employees to identify areas for common skill development.

Given an HR manager accesses the analytics dashboard for Skill Growth Tracker feedback, When they generate a report, Then the report should display trends in feedback and common areas for skill development for the organization.

Scenario 6: Employees can track changes in their skill progress after implementing feedback.

Given an employee receives feedback aimed at improving a specific skill, When they apply the feedback and update their progress in the Skill Growth Tracker, Then the visual progress bar should reflect the new level of achievement based on the latest input.

Personalized Skill Recommendations

User Story: As an employee, I want personalized skill recommendations so that I can find the most relevant training opportunities for my career growth.
Description: The Personalized Skill Recommendations requirement encompasses the development of an intelligent recommendation engine that suggests learning resources and opportunities based on employees' skill gaps and career aspirations. This feature will analyze users' skill profiles and performance data to tailor training programs suited to individual needs. By providing personalized recommendations, HRHarmony will empower employees to take ownership of their learning paths and expand their skill sets effectively. This integration will enhance the overall utility of the Skill Growth Tracker and contribute to employee career satisfaction by aligning personal goals with organizational needs.
Acceptance Criteria: Employee uses the Skill Growth Tracker to view their personalized skill recommendations after completing a skills assessment.

Given an employee completes a skills assessment, when they access the Skill Growth Tracker, then they should see personalized skill recommendations tailored to their profile.

Manager reviews the personalized skill recommendations for their team during a quarterly performance review.

Given a manager accesses the Skill Growth Tracker for their team, when they view an employee's profile, then they should see the most relevant personalized skill recommendations based on the employee's career aspirations.

Employee enrolls in a recommended training program through the Skill Growth Tracker.

Given an employee selects a personalized skill recommendation, when they choose to enroll in a training program, then they should receive a confirmation of enrollment and a calendar invite for the training schedule.

HR admin monitors the usage of personalized skill recommendations across the organization.

Given an HR admin accesses the reporting dashboard, when they view the engagement metrics, then they should see the number of employees who have acted upon personalized skill recommendations in the last month.

Employee provides feedback on a recommended training program they completed.

Given an employee completes a training program from a personalized skill recommendation, when they provide feedback through the Skill Growth Tracker, then the feedback should be successfully submitted and linked to that specific recommendation.

Employee updates their career aspirations in the Skill Growth Tracker, impacting their personalized skill recommendations.

Given an employee updates their career aspirations profile, when they refresh their skill recommendations, then they should see an updated list of training programs that align with their new aspirations.

Social Learning Elements

User Story: As an employee, I want to connect and collaborate with my colleagues on skill development so that we can learn from each other and enhance our capabilities together.
Description: The Social Learning Elements requirement aims to create a community-driven aspect within the Skill Growth Tracker feature, enabling employees to engage in discussions, share resources, and collaborate on skills. This could include discussion boards, group challenges, or skill-sharing sessions that foster communal learning. The integration of social elements will create a supportive learning culture, prompting employees to learn from each other while enhancing engagement and motivation. This requirement corresponds with the overarching goal of HRHarmony by promoting a collaborative work environment and enriching the employee experience.
Acceptance Criteria: Employee Participation in Skill-Sharing Sessions

Given an employee is logged into the HRHarmony platform, when they navigate to the Skill Growth Tracker and select 'Join a Skill-Sharing Session', then they should be able to view a list of upcoming sessions, register for a session, and receive a confirmation notification.

Discussion Board Engagement

Given an employee is on the Skill Growth Tracker page, when they post a question in the discussion board related to skill development, then their post should be visible to other users, and they should receive notifications when someone replies to their post.

Completion of Group Challenge

Given that a group challenge has been created in the Skill Growth Tracker, when all group members complete their individual tasks, then the challenge should be marked as completed and members should receive recognition badges that are visible on their profiles.

Resource Sharing Among Employees

Given an employee is accessing the social learning features, when they upload a resource to share with colleagues, then other users should be able to view, comment on, and download that resource.

Real-time Updates on Learning Progress

Given an employee has completed a learning module, when they return to the Skill Growth Tracker, then their progress should be visually updated in real time, reflecting any milestone achievements.

Performance Analytics on Skill Growth

User Story: As an HR manager, I want to analyze the impact of skill growth on employee performance so that I can make informed decisions about training investments and employee development.
Description: The Performance Analytics on Skill Growth requirement focuses on capturing and analyzing data related to skill improvement and its correlation with performance metrics, such as productivity and engagement levels. This feature will provide HR and managers with insightful reports that highlight the relationship between skill acquisition, employee performance, and overall business outcomes. The data will help inform strategic initiatives related to training and development, ensuring that resources are allocated to the most impactful areas of employee growth. This requirement will integrate seamlessly with existing HRHarmony reporting features, driving data-informed decisions.
Acceptance Criteria: HR personnel generate a report to analyze the impact of skill growth on employee performance during the quarterly review process.

Given an HR personnel is logged into the HRHarmony platform, when they navigate to the Performance Analytics section, then they should be able to select skill growth metrics and generate a report that includes performance data for the last quarter.

A manager reviews a report showcasing the correlation between skill growth and team productivity trends during a team meeting.

Given a manager is viewing a performance report in the HRHarmony interface, when they filter the report by specific skills developed and corresponding productivity metrics, then the report should display data clearly linking skill improvements to productivity increases.

An employee accesses their personal skill growth report and views how their learning correlates with their performance evaluations.

Given an employee is logged into their HRHarmony account, when they access their Skill Growth Tracker and view the performance analytics section, then they should see a visual representation of their skill progress mapped against their performance evaluation scores over time.

HR management conducts a strategic review meeting to decide on future training investments based on performance analytics.

Given HR management is preparing for a strategic review, when they access the historical performance analytics data on skill growth, then they should be able to identify at least three key skills that correlate strongly with improved business outcomes to inform training budget allocations.

An employee receives automated feedback about how recent skills acquired have impacted their engagement scores.

Given an employee has recently completed a skills training module, when they view their performance analytics dashboard, then they should see feedback indicating changes in their engagement scores linked to skill development activities.

Resource Hub

Resource Hub consolidates a variety of training materials, articles, and external resources specific to the skills employees wish to develop. This feature provides easy access to curated content that supports skill enhancement, ensuring employees are well-equipped with the necessary knowledge.

Requirements

Content Curation Engine

User Story: As an employee, I want easy access to curated training resources so that I can efficiently develop my skills and stay relevant in my role.
Description: The Content Curation Engine will automate the aggregation and organization of training materials, articles, and resources based on employee input regarding desired skills. It ensures that the content is not only relevant but also tailored to individual learning paths. By leveraging machine learning algorithms, the engine will continuously adapt and suggest resources as employees' skill requirements evolve. This capability will enhance employee engagement, streamline training processes, and promote a growth-oriented culture within the organization.
Acceptance Criteria: Employee requests resources for skill development in the Resource Hub.

Given an employee selects a skill from the Resource Hub, when they submit their request, then the Content Curation Engine retrieves and displays relevant training materials and articles within 5 seconds.

Manager reviews the aggregated content suggestions for their team members.

Given a manager accesses the Content Curation Engine, when they view the suggested resources for their team, then all suggested content is relevant to the skills identified by each employee.

Employee updates their skill requirements.

Given an employee updates their desired skills in their profile, when they save the changes, then the Content Curation Engine automatically refreshes its suggestions to include new resources related to the updated skills within 10 minutes.

System integrates machine learning algorithms to adapt content suggestions.

Given that the Content Curation Engine has access to employees' learning activities, when a significant pattern of interest is detected, then the algorithm must adjust resource suggestions by at least 20% to reflect these trends each month.

Employee gives feedback on suggested resources.

Given an employee rates the relevance of a suggested resource, when they submit their feedback, then the Content Curation Engine updates the resource database to improve future suggestions based on user ratings.

Content Curation Engine ensures compliance with industry standards.

Given the Content Curation Engine curates training materials, when new compliance standards are published, then the engine must automatically flag resources as outdated or compliant within 24 hours of the publication.

HR reviews the effectiveness of the Content Curation Engine.

Given HR has access to analytics data from the Content Curation Engine, when they run a report on employee engagement with suggested resources, then HR should see at least a 30% increase in usage compared to the previous quarter.

Skill Assessment Integration

User Story: As an HR manager, I want to allow employees to assess their own skills so that we can provide them with personalized learning resources that target their specific development needs.
Description: The Skill Assessment Integration will provide a framework for employees to self-assess their skills and identify areas for improvement. This feature will integrate with the Resource Hub, allowing employees to receive personalized content suggestions based on their self-assessment results. It will support a continuous feedback loop, facilitating targeted development initiatives and enhancing the overall efficacy of the Resource Hub. This seamless integration addresses the need for tailored employee development solutions, thereby maximizing training effectiveness.
Acceptance Criteria: Employee completes a skill self-assessment and receives tailored content recommendations from the Resource Hub.

Given an employee accesses the Skill Assessment Integration and completes a self-assessment, when they submit their results, then they should receive at least three personalized content suggestions from the Resource Hub that align with their identified skill gaps.

The integration of the Skill Assessment with the Resource Hub is verified during the onboarding of a new employee.

Given a new employee is onboarded and uses the Skill Assessment Integration, when they complete their self-assessment during onboarding, then the system must successfully provide access to relevant training materials from the Resource Hub within 24 hours.

HR manager reviews summary reports on employee skill assessments and content engagement.

Given the HR manager generates a report on employee skill assessment results, when the report is created, then it should include data on at least 80% of employees who completed self-assessments and their corresponding content engagement metrics compared to those who did not engage with the Resource Hub.

Employees provide feedback on the relevance and effectiveness of the training materials received after self-assessing their skills.

Given an employee completes a self-assessment and receives training materials, when they submit feedback on the training, then at least 70% of responses should indicate that the materials were relevant to their self-assessed needs.

The system updates content recommendations in the Resource Hub based on evolving employee skill assessments.

Given an employee reassesses their skills after three months, when the new assessment is submitted, then the Resource Hub should reflect updated content suggestions within 48 hours based on the new skill gaps identified.

Error handling when an employee fails to complete the self-assessment due to technical issues.

Given an employee attempts to complete the self-assessment but encounters a technical error, when they retry the assessment, then the system must allow them to complete the assessment without loss of prior data and must log the error for troubleshooting.

Integration testing between Skill Assessment Integration and Resource Hub ensures seamless functionality across platforms.

Given the Skill Assessment Integration is deployed, when integration tests are conducted, then the system must demonstrate 0% critical errors with successful data transfers and content recommendations across both platforms.

Feedback and Rating System

User Story: As an employee, I want to rate training resources so that I can help my peers find valuable content and ensure that the best materials are highlighted in the Resource Hub.
Description: The Feedback and Rating System will enable employees to provide feedback and rate the resources available in the Resource Hub. This functionality will allow for continuous improvement of content quality and relevance, as employees share their experiences with different training materials. The feedback gathered will inform future curation efforts and help HR teams recognize popular resources, ultimately enhancing the overall user experience and supporting skill-focused learning initiatives.
Acceptance Criteria: Employee submits feedback and a rating for a resource they recently accessed in the Resource Hub.

Given an employee is logged into HRHarmony, when they navigate to the Resource Hub and select a specific training material, they should see an option to submit feedback and a rating. When the employee submits their feedback and rating, then the system should save the feedback and display a confirmation message to the employee.

HR team reviews aggregated feedback and ratings on resources in the Resource Hub to determine resource popularity.

Given the HR team wants to assess resource popularity, when they access the administrative dashboard, they should see a summary of ratings and feedback for each resource in the Resource Hub. The summary should include average ratings and the number of feedback submissions for each resource.

Employee attempts to rate a resource in the Resource Hub without providing feedback.

Given an employee is logged into HRHarmony and views a resource in the Resource Hub, when they click the rating option but do not provide any written feedback, then a prompt should appear informing them that feedback is required to submit a rating, preventing submission until they provide feedback.

Notification triggers to employees about new ratings and feedback on resources they have previously accessed.

Given an employee has accessed a resource in the Resource Hub, when other employees submit new ratings or feedback for that resource, then the system should send a notification to the employee informing them about the updates to the resource.

Reporting functionality allows HR to export feedback data for external analysis.

Given the HR team wants to analyze feedback data from the Resource Hub, when they select the export function in the reporting dashboard, then the system should generate a CSV file containing all feedback and ratings data for selected resources, allowing the team to conduct external analysis.

Implementation of a user rating system that allows for a 1 to 5 star rating on resources.

Given an employee is logged into HRHarmony, when they wish to rate a resource, they should be able to select a value from 1 to 5 stars. The selected rating should be stored in the system and reflected in the overall rating displayed to all users for that resource.

Recommendation Algorithm

User Story: As an employee, I want personalized recommendations for training resources so that I can focus on developing the skills that will advance my career effectively.
Description: The Recommendation Algorithm will analyze employee engagement and learning patterns to suggest relevant training resources automatically. By utilizing advanced analytics and AI, this feature will present employees with personalized recommendations tailored to their career aspirations and current roles. This personalization will drive user satisfaction and encourage continuous learning, addressing the critical need for adaptive development tools in today’s fast-paced work environment.
Acceptance Criteria: Employee accesses the Resource Hub after completing an onboarding process to get personalized training recommendations from the Recommendation Algorithm.

Given an employee's profile is set up with skills and career aspirations, when the employee accesses the Resource Hub, then they should see a list of at least five tailored training resources relevant to their current role.

An HR manager reviews engagement metrics to assess the effectiveness of the Recommendation Algorithm in promoting skill development.

Given the engagement metrics data is compiled, when the HR manager views the report, then it should show at least a 30% increase in employee training resource usage compared to the previous quarter.

An employee provides feedback on the training resources suggested by the Recommendation Algorithm to improve future recommendations.

Given the employee has utilized the recommended training resources, when they submit feedback, then the system should log their feedback and adjust future recommendations accordingly within the next update cycle.

The Recommendation Algorithm collects data on employee learning patterns over a 3-month period to refine its suggestions.

Given the employee engagement data is collected for 3 months, when the system analyzes the data, then it should produce refined recommendations for at least 80% of the users based on their learning patterns.

An employee seeks specific training on soft skills and uses the Resource Hub for recommendations.

Given the employee searches for 'soft skills' in the Resource Hub, when the results are displayed, then at least five resources focused on soft skills training should appear, with personalization based on the employee's performance metrics.

The system automatically updates its training resource suggestions based on new content availability.

Given that new training resources are added to the database, when the Recommendation Algorithm runs its update routine, then it should include the new resources in the recommendations for users within one week of their addition.

A user with limited training history accesses the Resource Hub to find recommendations.

Given the user has minimal training history logged, when they enter the Resource Hub, then the system should offer at least three beginner-level training options related to popular skills in their department.

Integration with Learning Management Systems (LMS)

User Story: As an HR leader, I want our Resource Hub to integrate with existing LMS platforms so that employees can access all learning materials in one location, facilitating improved user experience.
Description: The Integration with Learning Management Systems (LMS) will enable HRHarmony to seamlessly connect with existing LMS platforms used by organizations. This integration will allow for streamlined access to a wide array of learning resources and training programs while maintaining up-to-date compliance and progress tracking. By enhancing the Resource Hub's connectivity with existing systems, this feature will ensure that employees have a comprehensive training experience without the need for multiple platforms, simplifying learning management.
Acceptance Criteria: Integration with popular Learning Management Systems (LMS) should enable HR professionals to easily connect the HRHarmony platform with their existing LMS platforms without technical assistance.

Given an HR professional has the necessary credentials, when they initiate the integration process in HRHarmony, then they should successfully connect to the LMS within 10 minutes without errors.

Employees should be able to access learning resources from both HRHarmony and their connected LMS seamlessly through the Resource Hub.

Given an employee is logged into HRHarmony, when they navigate to the Resource Hub, then they should see a unified list of resources from both the Resource Hub and the connected LMS.

The integration must allow automated compliance updates for training courses available in the connected LMS to reflect in HRHarmony.

Given the LMS updates its compliance requirements, when the integration processes, then the relevant updates should be reflected in HRHarmony’s Resource Hub within 24 hours.

Users should receive notifications for any new training resources added to their connected LMS via HRHarmony’s integration.

Given an employee has opted into notifications, when new resources are added to the connected LMS, then they should receive an email notification detailing the new content within one hour of its addition.

The integration should enable tracking of employee progress on training modules from the LMS within HRHarmony.

Given an employee has completed a module in the connected LMS, when they check their progress in HRHarmony, then the completion status should be updated in real-time.

HR professionals need to generate reports on employee training progress that includes data from both HRHarmony and the LMS connections.

Given the HR professional accesses the reporting feature, when they generate a training report, then the report should accurately reflect training progress from both HRHarmony and the connected LMS in a unified format.

Feedback Loop Integration

Feedback Loop Integration allows employees to receive feedback from peers and managers based on their demonstrated skills. By incorporating this feedback into the SkillSync platform, users can identify areas for improvement, adjust their focus on skill development and ensure alignment with organizational goals.

Requirements

Instant Feedback Notifications

User Story: As an employee, I want to receive instant notifications when feedback is provided to me so that I can promptly address any performance issues or improvement areas.
Description: Instant Feedback Notifications is a requirement that enables real-time alerts for employees when feedback is submitted by peers or managers. This functionality helps ensure that employees are promptly informed about their performance evaluations and can take immediate action on received feedback. The notifications should be configurable to allow users to choose their preferred methods of alert (e.g., push notifications, email, or in-app alerts) reducing the chances of critical feedback being missed. Integrating this feature within HRHarmony will enhance communication and engagement, prompting employees to actively engage in their professional development.
Acceptance Criteria: Employee receives instant notification after peer feedback submission.

Given that an employee's peer submits feedback, when the feedback is recorded, then the employee should receive a notification via their configured alert method within one minute.

Manager submits performance feedback for an employee.

Given that a manager submits performance feedback for an employee, when the feedback is submitted, then the employee should receive an immediate notification in their chosen format (push, email, or in-app) without any delay.

Employee configures preferred notification methods in settings.

Given that an employee accesses the notification settings, when they select their preferred methods for feedback alerts, then the settings should save successfully and alert the employee accordingly based on their selections.

Employee receives a notification for multiple feedback submissions.

Given that multiple feedback submissions occur from different peers or managers, when those submissions are made, then the employee should receive individual notifications for each feedback entry within one minute.

Feedback notification is delivered successfully across different platforms.

Given that feedback is submitted, when the notification system triggers, then the employee should receive the notification on mobile, desktop, and email, ensuring consistency across all platforms used.

Employee views historical feedback notifications within the platform.

Given that the employee clicks on the notification history section, when they access the historical feedback, then they should see all received feedback notifications accurately listed with timestamps and details.

Notifications respect user preferences for quiet hours.

Given that an employee sets quiet hours in their notification settings, when feedback is submitted during those hours, then the notifications should be paused and delivered after the quiet period ends as per user preference.

Feedback Analysis Dashboard

User Story: As a manager, I want to view a dashboard that analyzes feedback trends for my team members so I can support their development effectively and make informed decisions.
Description: The Feedback Analysis Dashboard provides a visual representation of feedback data collected over time, helping employees track their growth and development. This requirement involves creating interactive charts and graphs that summarize feedback trends, highlight strengths and weaknesses, and offer insights into areas needing improvement. By utilizing this dashboard, leaders can better visualize employee engagement, team dynamics, and performance trends. This integrates seamlessly with HRHarmony's data analytics capabilities, offering users clear insights into feedback patterns and progress, ultimately driving a culture of continuous improvement.
Acceptance Criteria: User accesses the Feedback Analysis Dashboard to analyze their performance feedback over the past quarter.

Given the user is logged into HRHarmony, when they navigate to the Feedback Analysis Dashboard, then they should see an interactive chart displaying their feedback trends over the last three months.

A manager reviews the Feedback Analysis Dashboard to assess team performance and morale.

Given the manager is on the Feedback Analysis Dashboard, when they select a team member's profile, then the dashboard should display that member's strengths, weaknesses, and overall performance metrics.

An HR professional wants to generate a report on organization-wide feedback trends.

Given an HR professional is on the Feedback Analysis Dashboard, when they click on the 'Generate Report' button, then the system should create a downloadable report summarizing feedback patterns across all departments for the last six months.

An employee wants to identify skills that require improvement based on feedback received.

Given an employee opens their Feedback Analysis Dashboard, when they view the feedback summary, then the system should highlight skills with feedback indicating a need for improvement.

A leader wants to track engagement levels based on feedback data.

Given a leader is accessing the Feedback Analysis Dashboard, when they filter the feedback results by engagement level, then the dashboard should display a visual representation of employee engagement trends by department.

A user needs to access historical feedback data for analysis.

Given a user is on the Feedback Analysis Dashboard, when they select a time range of six months prior, then the dashboard should update to reflect feedback data from that specified period.

Peer Feedback Submission

User Story: As a team member, I want to provide feedback on my peers' performance so that we can support each other’s growth and development within the team.
Description: Peer Feedback Submission allows team members to submit feedback for their colleagues, fostering a culture of collaboration and continuous improvement. This requirement includes an easy-to-use interface for writing and submitting feedback, as well as options for anonymity when required to encourage honesty. The integration of this feature will help enhance team cohesion, as employees feel more involved in each other's development journey. It also allows for more comprehensive feedback that includes various perspectives from different team members, contributing to a holistic understanding of performance.
Acceptance Criteria: Peer Feedback Submission for Performance Review

Given an employee is logged into the HRHarmony platform, when they navigate to the peer feedback section and select a colleague, then they should be able to write and submit feedback with an option for anonymity.

Feedback Submission Interface Usability

Given an employee opens the feedback submission form, when they view the interface, then they should see fields for feedback input, guidance on writing constructive feedback, and a toggle for anonymity.

Feedback Integration with SkillSync

Given feedback has been submitted for a colleague, when the colleague accesses their SkillSync dashboard, then the submitted feedback should be reflected and categorized based on skill areas.

Notifications for Feedback Submission

Given a feedback submission has been made for an employee, when the submission is confirmed, then the targeted employee should receive a notification in their HRHarmony account and via email.

Feedback Anonymity Mechanism

Given an employee chooses to submit feedback anonymously, when the feedback is submitted, then the feedback should not reveal the identity of the submitter in the SkillSync platform.

Accessibility of Peer Feedback Feature

Given an employee is using an assistive technology tool, when they interact with the feedback submission feature, then all form fields and buttons should be fully accessible and usable according to WCAG standards.

Review and Edit Feedback Feature

Given an employee has submitted feedback, when they navigate to their submission history, then they should be able to view their feedback and have the option to edit or retract it before the feedback deadline.

Customizable Feedback Criteria

User Story: As an HR manager, I want to customize the feedback criteria so that the evaluations align with our company values and the specific needs of different roles.
Description: Customizable Feedback Criteria enables organizations to define specific parameters and competencies for feedback submissions, aligning the feedback process with organizational goals and values. This requirement supports the creation of tailored feedback templates that reflect the unique skills and performance indicators relevant to different roles within the company. By allowing customization, HRHarmony ensures that the feedback loop is relevant and useful, fostering an environment where employees receive constructive and goal-oriented evaluations. This feature also aids in aligning employee performance with overall business objectives.
Acceptance Criteria: User-defined feedback criteria for performance evaluations are established for a marketing department role.

Given a role in the marketing department, when the HR administrator customizes the feedback criteria, then the system must allow at least 5 distinct competencies to be selected and saved for that role.

Employees in a sales team receive feedback based on parameters defined in the customizable feedback criteria.

Given the customizable criteria for the sales team role, when a manager submits feedback on an employee, then the feedback must correspond to the selected competencies and include at least one specific example for each.

An HR manager wants to create tailored feedback templates for software developers.

Given the requirement to create tailored templates, when the HR manager selects the development role, then the system must provide options to customize 3 parameters—technical skills, teamwork, and innovation—before saving the template.

The organization conducts a quarterly review that incorporates customizable feedback criteria for all roles.

Given the quarterly review period, when employees are assessed, then the feedback must be generated based on the custom criteria set for their respective roles, and must allow for adjustments to be made by managers prior to finalizing the evaluation.

The customizable feedback criteria are utilized during onboarding of new employees.

Given the onboarding process, when HR staff define feedback criteria for new hires, then the system must enable selection of role-specific competencies and allow the new hires to receive initial feedback based on those criteria within the first month.

Feedback submitted through the customizable criteria can be referenced in performance appraisal discussions.

Given the performance appraisal meetings, when managers access feedback from the customizable criteria, then they must be able to view a consolidated report summarizing feedback against all defined competencies for the employee being evaluated.

An organization adjusts its feedback criteria based on changing organizational goals.

Given the need to align with new organizational goals, when the HR administrator modifies the existing feedback criteria, then these changes must be reflected in all future feedback submissions and historical data should remain intact for compliance purposes.

Feedback Integration with Performance Reviews

User Story: As an HR administrator, I want to integrate ongoing feedback into performance reviews to ensure that reviews are based on accurate, up-to-date information about employee performance.
Description: Feedback Integration with Performance Reviews links continuous feedback with formal performance reviews, ensuring that all the insights gained through the feedback loop are considered in the review process. This requirement automates the collection of feedback data, compiling it into performance review documents, creating a holistic picture of employee performance over time. This integration streamlines the review process, ensuring that employees and managers have access to real-time data and evaluations prior to the review period. This not only saves time but enhances the quality of performance assessments, making the review process more effective and constructive.
Acceptance Criteria: Automated feedback integration for performance reviews preparation.

Given an employee has received feedback throughout the performance review period, when a performance review document is generated, then the document must include all relevant feedback data compiled from the feedback loop system.

HR manager access to continuous feedback data during review meetings.

Given an HR manager is preparing for a performance review meeting, when they access the performance review document, then they should see a summary of all continuous feedback gathered over the review period alongside the employee's ratings.

Employee notification of feedback incorporated in their performance review.

Given an employee's performance review is being compiled, when their feedback data is included, then the employee should receive a notification confirming their feedback has been considered in the review process.

Feedback accuracy during performance reviews.

Given the feedback gathered for an employee, when the performance review is conducted, then the review must reflect the insights noted in the feedback without discrepancies or omissions.

Real-time updates to performance review documents post-feedback collection.

Given additional feedback is submitted for an employee after initial review document preparation, when the feedback is collected, then the performance review document should update automatically to reflect this new feedback.

Training for managers on utilizing feedback loop data in reviews.

Given a manager's upcoming performance reviews, when they participate in a training session on the Feedback Integration system, then they will demonstrate understanding of how to incorporate feedback effectively into performance evaluations during the session assessment.

Employee engagement with the feedback process.

Given the integration of continuous feedback and performance reviews, when employees complete feedback after performance evaluations, then at least 80% of employees should report satisfaction with the review process based on an anonymous survey conducted afterwards.

Regulation Radar

Regulation Radar provides real-time tracking and alerts for upcoming regulatory changes that could impact HR practices. Compliance Managers can stay informed about new laws and requirements, allowing for proactive adjustments to policies and practices. This feature minimizes compliance risks and ensures that organizations are prepared to meet new standards swiftly.

Requirements

Real-time Compliance Monitor

User Story: As a Compliance Manager, I want to receive real-time alerts on regulatory changes so that I can adjust our HR policies proactively and maintain compliance with the latest laws.
Description: The Real-time Compliance Monitor requirement entails establishing a system that continuously tracks regulatory changes affecting HR practices. This functionality will involve integrating an automated data feed that pulls updates from legal resources and government bodies, analyzing them to identify relevant changes. The requirement will benefit Compliance Managers by providing instant alerts about new laws or regulations and empowering them to make proactive policy adjustments. This integration is vital for minimizing compliance risks, ensuring adherence to applicable laws, and enabling organizations to swiftly meet new standards.
Acceptance Criteria: Real-time notification delivery for new regulatory changes affecting HR practices.

Given a Compliance Manager is subscribed to notifications, when a relevant regulatory change occurs, then an alert should be sent within 5 minutes.

User interface displays current compliance status based on the latest regulatory changes.

Given the Real-time Compliance Monitor is integrated, when a Compliance Manager views the compliance dashboard, then the interface should show the up-to-date compliance status reflecting any new regulations.

Capability to filter regulatory change alerts based on specific HR practice areas.

Given a Compliance Manager accesses the Regulation Radar, when they apply filters for specific HR practices, then the alerts displayed should align with the selected areas only.

Integration with company policy documents to automatically suggest updates based on regulatory changes.

Given a regulatory change has been identified, when the system analyzes the impact, then it should generate suggestions for policy document updates accordingly.

Historical tracking of past regulatory changes for compliance audits.

Given the Real-time Compliance Monitor stores historical data, when a Compliance Manager queries past regulatory changes, then they should receive a comprehensive report for the last 12 months.

User authentication and role-based access control for Compliance Managers.

Given a Compliance Manager is logging in, when they enter their credentials, then they should gain access to the Regulation Radar based on their assigned role and permissions.

Automated email summaries of significant regulatory updates on a weekly basis.

Given the Compliance Manager opts into weekly summaries, when the end of the week arrives, then an email should be sent summarizing all significant regulatory changes that occurred during the week.

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Product Details

Personas

Talent Nurturer

Workplace Innovator

Compliance Advocate

Diversity Champion

Product Ideas

Product Features

Instant Recognition

Requirements

Real-Time Achievement Display

Custom Recognition Messages

Peer Recognition Analytics

Gamification of Recognition

Mobile Recognition Access

Feedback Loop Tracker

Requirements

Real-time Feedback Visualizer

Feedback Trend Analysis

Goal-Setting Integration

Automated Follow-Up Reminders

Customized Feedback Templates

Feedback History Log

Real-Time Insights

Requirements

Dynamic Reporting Dashboard

Feedback Categorization System

Automated Alerts for Performance Trends

Employee Suggestion Box

Engagement Survey Customization

Integration with Third-Party Tools

Smart Suggestions

Requirements

Feedback Analysis Engine

Development Opportunity Identifier

Actionable Recommendations Dashboard

Integration with Learning Management Systems (LMS)

Performance Tracking Enhancements

Feedback Goal Setting

Requirements

Personalized Goal Creation

Progress Tracking Dashboard

Automated Reminder System

Feedback Integration for Goals

Peer Collaboration for Goal Setting

Anonymous Voice

Requirements

Anonymous Feedback Submission

Real-time Feedback Analytics

Feedback Collection Notifications

Feedback Categorization

User Analytics Dashboard

Engagement Gamification

Requirements

Gamification Badge System

Reward Redemption Store

Feedback Interaction Leaderboard

Gamification Analytics Dashboard

Customizable Gamification Settings

Cultural Health Matrix

Requirements

Interactive Metrics Dashboard

Real-time Collaboration Insights

Customizable Action Plans

Automated Feedback Mechanism

Cultural Health Benchmarking

Pulse Check Surveys

Requirements

Survey Creation Tool

Real-time Feedback Dashboard

Automated Reporting

Feedback Improvement Action Plans

Integration with Employee Profiles

Feedback Publicity Mechanism

Sentiment Analyzer

Requirements

AI Sentiment Classification

Sentiment Trend Reporting