HarmonyShift

Skill Gap Analysis

Skill Gap Analysis provides detailed insights into the skills needed for various roles within the organization compared to current employee skill sets. This feature enables HR managers and employees to identify specific areas for development, ensuring training efforts are aligned with both individual career goals and organizational requirements.

Requirements

Role-Based Skill Assessment

"As an HR manager, I want to define the skill requirements for each role in the organization so that I can better assess the skill gaps and plan targeted development initiatives."

Description

This requirement involves creating a framework for assessing the skills necessary for each role within the organization. By identifying and documenting the specific competencies required for various positions, HR professionals will be able to understand the current skill gap more effectively. This will include the development of a systematic approach to gather input from managers and team leads regarding the skills needed for each role, as well as the design of user-friendly interfaces for interaction. The implementation of role-based skill assessments will lead to a more tailored and effective training strategy, aligning employee development with organizational needs.

Acceptance Criteria

HR Manager accessing a role-based skill assessment dashboard to identify the skills required for specific job roles.

Given the HR Manager has logged into the HarmonyShift platform, When they navigate to the Skill Gap Analysis feature and select a specific role, Then they should see a comprehensive list of required skills for that role displayed in a user-friendly format.

HR Manager collecting input from team leads regarding the skills needed for their respective team roles.

Given the HR Manager is on the Skill Gap Analysis interface, When they send out a survey to team leads regarding necessary skills for each role, Then team leads should receive the survey and be able to submit their responses within 48 hours.

Employee reviewing the documented list of required skills for their current role to identify personal development areas.

Given an employee is logged into their profile on HarmonyShift, When they access the role-based skill assessment section, Then they should be able to view the list of required skills for their role and see a personalized skill gap report summarizing areas for improvement.

Integration of role-based skill assessments into the training programs available on HarmonyShift.

Given the role-based skill assessments have been completed for all positions, When the HR Manager accesses the training program module, Then they should see recommended training programs aligned with the identified skill gaps for each role.

HR Manager analyzing skill gap data across the organization to strategize training programs.

Given the skill gaps have been assessed for all roles, When the HR Manager generates an organizational skill gap report, Then the report should accurately reflect the aggregated skill gaps by department and suggest potential training initiatives.

Team leads providing ongoing feedback on the skill assessment process for continuous improvement.

Given that team leads have accessed the skill assessment process, When they submit feedback regarding the clarity and relevance of the assessment, Then their feedback should be documented and reviewed quarterly for potential adjustments.

User interface usability testing for the role-based skill assessment feature.

Given a group of HR professionals is selected for testing, When they navigate the role-based skill assessment feature, Then at least 80% of participants should indicate that the interface is intuitive and easy to use in a feedback survey.

Employee Self-Assessment Module

"As an employee, I want to self-assess my skills against my job requirements so that I can identify areas for improvement and guide my personal development plan."

Description

This requirement covers the development of a self-assessment feature that allows employees to evaluate their own skills against the predefined competencies for their roles. By providing a user-friendly interface for employees to reflect on their abilities and identify areas for improvement, organizations can encourage a proactive approach to personal development. The self-assessment module will also aggregate results for HR analytics, enabling identification of common skill gaps across the workforce. Implementing an employee self-assessment will empower individuals to take charge of their career growth, while providing valuable data for training and development resource allocation.

Acceptance Criteria

Employee uses the self-assessment module to evaluate their skills against the predefined competencies for their role.

Given the employee has access to the Skill Gap Analysis feature, when they open the self-assessment module, then they should see a list of competencies related to their role along with an option to rate their proficiency for each competency.

HR manager accesses aggregated self-assessment data to identify common skill gaps across the workforce.

Given that multiple employees have completed the self-assessment, when the HR manager views the analytics dashboard, then they should see a report summarizing the skill gaps identified, categorized by competency and department.

Employee completes the self-assessment and receives personalized feedback for their development.

Given the employee has completed the self-assessment, when they submit their responses, then they should receive automated feedback highlighting their strengths and specific areas for improvement based on their self-evaluation results.

Employee updates their self-assessment results to track progress in skill development over time.

Given that the employee previously completed a self-assessment, when they return to the module and attempt to update their previous ratings, then they should be allowed to modify their proficiency ratings, and the system should save these updates successfully.

System ensures the self-assessment module is accessible across various devices for employees.

Given the self-assessment module exists, when an employee accesses the module on a desktop, tablet, or smartphone, then the interface should be fully functional and user-friendly across all devices without loss of features.

An employee attempts to complete the self-assessment without a valid login.

Given the employee is not logged in, when they attempt to access the self-assessment module, then they should be redirected to the login page with an appropriate error message indicating that login is required.

Training Program Recommendation Engine

"As an HR manager, I want to receive training program recommendations based on skill gaps identified for employees so that I can ensure effective development activities are provided."

Description

The training program recommendation engine is designed to automatically suggest specific training initiatives based on the identified skill gaps from the Skill Gap Analysis. By utilizing AI-driven algorithms, the system will match employees with appropriate learning resources and development programs that align with both organizational objectives and personal growth goals. This requirement entails integrating a dynamic training catalog and ensuring that the recommendations are personalized, relevant, and accessible. The implementation of this engine will streamline the employee learning process, enhance engagement in the development programs, and improve overall employee competency.

Acceptance Criteria

Employee receives a notification about available training programs tailored to their identified skill gaps after completing the Skill Gap Analysis.

Given an employee with identified skill gaps, when the Skill Gap Analysis is completed, then the employee should receive a notification with at least three recommended training programs related to their specific skill gaps.

HR manager reviews the recommended training programs for alignment with organizational goals.

Given an HR manager in the admin dashboard, when they access the training program recommendations for an employee, then they should see a list of programs that align with the organization's strategic objectives and skills framework.

Employee accesses the recommended training programs within the system.

Given an employee with access to the training catalog, when they select a recommended training program, then they should be able to view details, including course content, duration, and enrollment options, without errors.

The system updates to reflect participation and completion of training programs.

Given an employee who completes a training program, when they finish the course, then the system should automatically update their skill set in the employee profile and notify the HR manager of the completion.

The recommendation engine is tested with different sets of input data for accuracy and relevance.

Given a set of employees with various skill gaps, when the recommendation engine processes this data, then it should consistently provide relevant training programs for at least 90% of the employees based on their specific gaps.

Integration with existing HR tools is validated for seamless operation.

Given the training recommendation system integrated with existing HR tools, when an employee accesses their training recommendations, then it should function without any API failures or data inconsistencies across platforms.

Feedback mechanism is implemented for ongoing improvement of recommendations.

Given that employees complete training and provide feedback, when they rate and comment on their training experience, then the system should log this feedback and refine future training recommendations based on aggregated ratings.

Real-Time Skill Tracking Dashboard

"As an HR executive, I want a real-time dashboard that displays skills analytics so that I can make data-driven decisions regarding employee development and training efforts."

Description

This requirement involves the development of a dashboard that provides real-time analytics and visualizations of the skill levels within the organization. Utilizing data collected from assessments and training programs, the dashboard will offer insights into skill distributions, trends in employee development, and areas needing attention. Aimed at HR managers and executives, this dashboard will allow for strategic decision-making and resource allocation based on concrete data. It will enhance visibility into the effectiveness of training initiatives and facilitate informed adjustments to development strategies, ultimately optimizing workforce skillsets.

Acceptance Criteria

Real-time skill tracking for HR managers during quarterly performance reviews.

Given that the HR manager accesses the Skill Tracking Dashboard, when they select the performance review period, then they should see visual representations of skilled distributions and individual skill levels in real-time.

Identification of skill gaps for future training programs plan by department leads.

Given that a department lead is reviewing the Skill Tracking Dashboard, when they filter by specific department skill requirements, then the dashboard should display all employees' current skill sets against the required skill set, highlighting skill gaps.

Strategic decision-making based on trends in employee development for quarterly meetings with execs.

Given that the HR manager is preparing for a quarterly strategy meeting, when they generate a report from the Skill Tracking Dashboard, then the report should include trend analysis showing skill level improvements over the last quarter and training effectiveness.

Immediate alerts for HR managers on critical skill deficiencies impacting project timelines.

Given that the HR manager has set up skill deficiency alerts, when a critical skill level falls below a predefined threshold, then the dashboard should send an automated alert to the HR manager's email.

Employee self-assessment data integration into skill tracking for individual career progression discussions.

Given that an employee completes a self-assessment, when they access the Skill Tracking Dashboard, then they should see their self-reported skills compared to manager assessments and organizational expectations.

Monitoring effectiveness of training initiatives based on employee skill improvements.

Given that the HR manager reviews training program data, when they correlate training completion with skill levels on the Skill Tracking Dashboard, then they should observe an increase in skill levels for at least 75% of attendees post-training.

Customization capabilities for different user roles accessing the dashboard.

Given that different user roles have different access needs, when a user logs into the Skill Tracking Dashboard, then they should only see data and features relevant to their role, as defined by the admin settings.

Personalized Learning Pathways

Personalized Learning Pathways curates customized training programs tailored to each employee's skill gaps and career aspirations. By offering a structured approach to professional development, this feature motivates employees to engage in continuous learning, fostering career growth and satisfaction.

Requirements

Skill Gap Analysis

"As an HR manager, I want to identify skill gaps in my team so that I can provide targeted training and professional development opportunities."

Description

The Skill Gap Analysis requirement involves developing a module that assesses employees' current skills against the desired competencies for their roles. This module will utilize AI-driven analytics to identify specific skill gaps and recommend appropriate learning resources. It ensures that employees receive personalized training recommendations, fostering a culture of continuous learning and development. This feature will also integrate with existing employee data to tailor pathways based on performance metrics and career goals, thereby enhancing employee satisfaction and retention.

Acceptance Criteria

Employee engagement with the Skill Gap Analysis module to identify areas for improvement.

Given an employee who has completed a self-assessment, when they access the Skill Gap Analysis module, then they should see a report detailing their current skills compared to the required competencies for their role.

HR managers review the Skill Gap Analysis results for all employees to determine training needs.

Given that an HR manager opens the Skill Gap Analysis dashboard, when they filter results by department, then they should see a list of employees with identified skill gaps and their corresponding training recommendations.

An employee receives automated training recommendations based on their skill gaps identified by the analysis module.

Given an employee with specific skill gaps, when the Skill Gap Analysis has completed processing, then the employee should receive a personalized list of recommended training courses via email within 24 hours.

Integration of employee performance data with the Skill Gap Analysis module to enhance recommendations.

Given that the system integrates with existing employee performance metrics, when an employee views their Skill Gap Analysis report, then the training recommendations should be prioritized based on performance ratings.

Feedback collection on the relevance of training recommendations provided by the Skill Gap Analysis module.

Given an employee who has completed a recommended training course, when they receive a survey about the training's effectiveness, then they should have the option to rate the relevance of the training to their skill gaps on a scale of 1 to 5.

Monitoring the impact of training on employee skill enhancement after recommendations.

Given that an employee has completed the recommended training, when they take a follow-up assessment, then their skill levels should show measurable improvement compared to their initial Skill Gap Analysis results.

Dynamic Learning Path Creation

"As an employee, I want to receive a personalized learning path that adapts to my progress and career goals, so that I can effectively advance my skills and career."

Description

Dynamic Learning Path Creation allows for the automated generation of personalized learning pathways for employees based on their unique profiles, including current skills, role requirements, and career aspirations. This functionality includes an algorithm that constantly updates the learning paths as the employee progresses and achieves new competencies. This feature will not only motivate employees to engage in their development but also ensure they are receiving relevant training that aligns with organizational needs. Integration with the learning management system (LMS) will be necessary for seamless content delivery.

Acceptance Criteria

Employee initiates their personalized learning pathway upon logging into the system for the first time, where they will see recommendations based on their current skills and career goals.

Given the employee logs into HarmonyShift for the first time, when they navigate to the Learning Pathways section, then they should see a dynamically generated list of training programs tailored to their skill gaps and career aspirations.

An employee completes a training module and the learning pathway algorithm updates their recommendations in real-time based on their new skills and interests.

Given the employee completes a training module, when they revisit the Learning Pathways section, then they should see updated recommendations reflecting their new competencies and any related skill gaps.

HR manager reviews the personalized learning pathways from the admin dashboard and verifies that the automated recommendations are based on aggregated data from multiple employees' profiles.

Given the HR manager accesses the admin dashboard, when they view the personalized learning pathways, then they should see recommendations based on the skills data and aspirations of multiple employees, demonstrating the algorithm’s effectiveness.

An employee's learning path is integrated with the LMS to ensure that all recommended training modules are available and accessible to them.

Given the employee's learning pathway is created, when they click on a suggested training module, then they should be redirected to the LMS with the training content available for them to access.

The learning pathway system provides analytics on employee engagement and training completion rates over time.

Given the implementation of the dynamic learning pathways, when the HR team generates an engagement report, then it should reflect training completion rates and user engagement statistics for all employees enrolled in the personalized pathways.

An employee can provide feedback on their personalized learning pathway, allowing for continuous improvement of the algorithm's recommendations.

Given the employee completes a training module, when they submit feedback on their personalized pathway, then the system should log their feedback and prompt for suggestions to enhance future recommendations.

Progress Tracking and Feedback

"As an employee, I want to track my learning progress and receive feedback on my training activities, so that I can stay motivated and understand my development areas."

Description

This requirement focuses on implementing a progress tracking system that monitors employee engagement with assigned learning pathways and provides feedback on their performance. Through dashboards, both employees and managers can visualize progress, completion rates, and mastery of skills. This continuous feedback loop is essential for motivation and ensures that employees can make informed decisions about their learning journey. The feedback will also be integrated into performance reviews, contributing to a holistic view of employee growth within the organization.

Acceptance Criteria

Employee accessing their personalized learning pathway dashboard after completing the first module.

Given the employee has completed the first module of their learning pathway, when they access their dashboard, then their progress should reflect a completion rate of at least 100% for that module and the next module should be unlocked.

Manager reviewing the progress of their team members at the end of the month.

Given the manager accesses the team progress report at the end of the month, when they view the individual progress of each team member, then they should see a summary of progress, including completion rates and feedback scores for each employee's learning pathway.

Employee receiving feedback on their performance after completing a learning module.

Given the employee completes a learning module, when the feedback is generated, then the employee should receive specific feedback on their strengths and areas for improvement based on their performance in assessments related to that module.

HR analyzing overall engagement metrics for the learning pathways.

Given HR accesses the engagement analytics report, when they filter the report for completion rates and engagement levels, then they should be able to see a comprehensive overview of which pathways are most engaged with and which need improvement, based on a set threshold (e.g., 75% completion).

Manager integrating learning pathway feedback into employee performance reviews.

Given the manager is preparing for an upcoming performance review for an employee, when they review the employee's progress and feedback from the learning pathway, then the manager should be able to incorporate this feedback into the performance review documentation effectively, linking specific skill improvements to the training received.

System notifying employees about upcoming deadlines for their learning modules.

Given an employee is enrolled in a learning pathway, when the deadline for a module is within one week, then the system should automatically send a notification to the employee reminding them of the upcoming deadline and their current completion status.

Integration with External Learning Resources

"As a learning architect, I want to integrate external training platforms into our system, so that employees can access a diverse range of learning resources tailored to their development needs."

Description

The Integration with External Learning Resources requirement specifies the capability to connect with various external training platforms and online courses. This ensures that employees have access to a wide range of learning materials and that those offerings align with their personalized learning pathways. Integration will include API support for top learning platforms, allowing for automatic updates of course information and progress, which is crucial for a comprehensive learning experience. This will greatly enhance the value of the Personalized Learning Pathways feature by broadening the available content.

Acceptance Criteria

Integration of External Learning Resources in HarmonyShift for employee development.

Given an employee's personalized learning pathway, when they access external learning resources, then they should see a list of available courses from integrated platforms that align with their skill gaps and career aspirations.

Automatic updates of course information from external platforms.

Given that a course's details have been updated on an external learning platform, when the integration runs, then the course information in HarmonyShift should reflect these updates within 24 hours.

Progress tracking across external learning resources.

Given an employee has completed a module in an external learning platform, when the progress syncing occurs, then the completion status and any earned credits should accurately update in the employee's learning pathway in HarmonyShift.

User experience for discovering new resources.

Given an employee is exploring learning options, when they visit the external resources section, then they should be able to filter courses by category, level, and duration seamlessly within HarmonyShift.

Access management for external learning resources.

Given an HR admin has set access permissions, when an employee logs into HarmonyShift, then they should only view the external resources they are permitted to access based on their job role.

Error handling for failed integration events.

Given a failure in the API connection with an external learning resource, when the integration attempt fails, then the system should log the error and notify the admin about the outage within 5 minutes.

User feedback on integrated learning resources.

Given that an employee has accessed an external learning course, when they complete the course, then they should have the option to provide feedback on the course within HarmonyShift.

Analytics Dashboard for Managers

"As a manager, I want to view analytics on my team's learning and development activities, so that I can make informed decisions about training investments and support."

Description

The Analytics Dashboard for Managers will provide HR and team leaders with insights into team learning activities, engagement levels, and skill development. Through visualizations and reports, managers can analyze learning trends, identify high and low performers, and adjust training strategies accordingly. This requirement emphasizes the data-driven decision-making aspect of the HarmonyShift platform, enhancing the ability to tailor learning initiatives that meet both employee and organizational goals. Integrating real-time analytics with employee performance data will be key to maximizing the impact of the training programs.

Acceptance Criteria

Analytics Dashboard for Managers access and usability.

Given a manager is logged into the HarmonyShift platform, when they navigate to the Analytics Dashboard, then they should access all relevant insights within three clicks, and each visualization should load within five seconds.

Engagement levels tracking over time.

Given a manager uses the Analytics Dashboard, when they select a specific time range for engagement metrics, then the dashboard should display historical engagement levels accurately for that period, showing at least three data points for the specified timeframe.

Identifying high and low performers.

Given a manager is viewing performance metrics on the Analytics Dashboard, when they filter results based on learning activities, then they should be able to identify top 10% and bottom 10% performers based on skill development scores.

Real-time analytics integration with employee performance data.

Given that employee performance data has been updated, when the Analytics Dashboard refreshes, then it should reflect updated metrics within one refresh cycle without manual intervention.

Customization of viewing options on the dashboard.

Given a manager accesses the Analytics Dashboard, when they choose to customize the data views, then they should be able to filter metrics by team, learning program, or individual employee, with changes reflected immediately.

Generating reports for training strategy adjustment.

Given a manager has reviewed engagement and learning trend data, when they select the option to generate a report, then the report should be available for download in PDF format, including an executive summary and detailed metrics within two minutes.

User feedback mechanism on the dashboard.

Given that a manager uses the Analytics Dashboard, when they provide feedback on a specific visualization, then the system should log this feedback and prompt confirmation of receipt within five seconds.

User Feedback Mechanism

"As an employee, I want to share my feedback on the training modules, so that my experiences can help improve future learning opportunities."

Description

The User Feedback Mechanism involves creating a system that allows employees to provide feedback on the training materials and their learning experiences within the platform. Capturing user insights will be vital for continuous improvement of the learning pathways, enabling the organization to adapt to the changing needs of the workforce. This feature will incorporate surveys and rating systems, providing valuable qualitative and quantitative data for enhancing the learning modules and ensuring they remain effective and engaging.

Acceptance Criteria

User submits feedback after completing a training module.

Given a training module is completed, when the user accesses the feedback section, then they should be able to submit their ratings and comments systematically through an easy-to-use interface.

Admin reviews user feedback for training improvement.

Given user feedback has been submitted, when an admin accesses the feedback dashboard, then they should see a summary of ratings and individual feedback comments organized by training module.

User receives acknowledgement for submitted feedback.

Given the user has submitted feedback, when they submit their comments, then they should receive a confirmation message indicating their feedback has been successfully recorded.

User can edit or delete submitted feedback.

Given a user has submitted feedback, when they revisit the feedback section, then they should have the option to edit or delete their previously submitted feedback.

User feedback is analyzed for trends over time.

Given multiple feedback submissions over a set period, when the admin accesses the analytics report, then they should see trends in user satisfaction and common suggestions for improvement.

Feedback data is securely stored and accessible only to authorized personnel.

Given feedback data has been submitted, when data is stored, then it should be encrypted and accessible only to authorized HR personnel for review and action.

Internal Mobility Alerts

Internal Mobility Alerts notify employees about upcoming job openings that match their skills and interests. This proactive feature encourages talent retention by promoting career advancement opportunities within the organization, reducing turnover and enhancing employee loyalty.

Requirements

Skill Matching Algorithm

"As an employee, I want to receive alerts about job openings that align with my skills and career goals so that I can explore growth opportunities within my company."

Description

The Skill Matching Algorithm automatically analyzes employee profiles and matches their existing skills with upcoming job openings within the organization. This requirement enhances the internal mobility feature by ensuring that notifications are sentiment-driven and relevant to employees’ career growth and aspirations. By promoting the right opportunities to the right individuals based on their profiles, the algorithm not only supports employee engagement but also aids in retention and career development, contributing to a more dynamic workforce.

Acceptance Criteria

Employee receives an internal mobility alert for a job opening that matches their skills and interests based on the Skill Matching Algorithm.

Given an employee profile with specific skills and interests, when a relevant job opening is available, then the internal mobility alert is sent to the employee and includes the job title, description, and required skills.

The Skill Matching Algorithm analyzes employee profiles and identifies candidates for a job opening.

Given a new job opening, when the Skill Matching Algorithm runs, then it should return a list of employees whose skills match the requirements of the job opening with at least 80% accuracy.

An employee updates their profile with new skills and experiences, triggering a re-evaluation of job matches.

Given an employee updates their profile, when the Skill Matching Algorithm is triggered, then the system should automatically re-analyze the employee's skills and send updated internal mobility alerts if new job opportunities arise.

HR wants to assess the effectiveness of the Skill Matching Algorithm in improving job placement rates.

Given a set timeframe, when HR reviews the placement rates of employees who received internal mobility alerts, then there should be at least a 20% increase in successful placements compared to the previous period without alerts.

An employee opts out of receiving internal mobility alerts for specific job categories.

Given an employee's notification preferences, when they select to opt-out of certain job categories, then the system should not send internal mobility alerts for those categories to the employee's profile.

An employee provides feedback on the relevance of the internal mobility alert they received.

Given an employee receives an internal mobility alert, when they provide feedback rating the alert's relevance, then at least 75% of feedback responses should rate the alerts as relevant or very relevant over a three-month period.

Internal Mobility Alerts are evaluated for user engagement and feedback.

Given a six-month review period, when analyzing metrics on alert engagement, then the system should show that at least 50% of the employees opened the alerts and 25% expressed interest in the job openings through further actions.

User Preference Settings

"As an employee, I want to set my job alert preferences so that I receive notifications for positions that truly interest me, making my job search more focused and relevant."

Description

User Preference Settings allow employees to customize the types of job alerts they wish to receive based on factors such as skill set, desired job level, and interest areas. This feature ensures that employees are only notified about relevant job openings, increasing engagement and reducing notification fatigue. By leveraging this customization, the organization can better align job openings with employee aspirations, improving overall satisfaction and retention rates.

Acceptance Criteria

Employee customizes their job alert preferences before receiving any notifications about new job openings.

Given that the employee is logged into their HarmonyShift account, When they navigate to the User Preference Settings page, Then they should be able to select specific skills, job levels, and interest areas for job alerts.

Employee receives a job alert based on their customized preference settings.

Given that the employee has set their preferences for job alerts, When a job opening that matches those preferences is posted, Then the employee should receive a notification via email and in-app alert.

Employee updates their preference settings to modify the types of job alerts they receive.

Given that the employee is in the User Preference Settings page, When they change their selected skills or interests and save the changes, Then the updated preferences should take effect immediately for future job alerts.

HR Manager reviews the effectiveness of the internal mobility alerts based on employee engagement.

Given that the HR Manager is assessing the internal mobility feature, When they analyze the engagement metrics of employees receiving job alerts, Then the percentage of employees applying for internal positions should be tracked and reported.

System handles multiple employees customizing their job preferences simultaneously.

Given that multiple employees are accessing the User Preference Settings at the same time, When they make changes to their preferences, Then the system should successfully save each employee's preferences without errors or data loss.

Dashboard Integration

"As an employee, I want to view a dashboard that highlights relevant job postings and skills required, so that I can effectively plan my career development within the company."

Description

The Dashboard Integration for Internal Mobility Alerts provides a centralized view of job openings that match employee profiles, complete with visual analytics on skills needed and career paths. This integration allows users to track their career development opportunities and manage their growth proactively. The dashboard serves as a comprehensive resource for employees to engage with their aspirational pathways and aligns with the company’s talent development strategy.

Acceptance Criteria

Viewing Job Openings on Dashboard

Given the employee is logged into the HarmonyShift platform, when they navigate to the Internal Mobility Alerts section of the dashboard, then they should see a list of job openings that match their skills and interests based on their profile data.

Receiving Notification Alerts for Job Openings

Given an employee has updated their skills and interests in their profile, when a new job opening that matches their profile is posted, then the employee should receive an automated notification alerting them of the opportunity.

Accessing Visual Analytics on Skills and Career Paths

Given the employee is in the Internal Mobility Alerts dashboard, when they click on any job opening, then they should see visual analytics displaying the required skills for the position and potential career paths.

Updating Profile Skills and Interests

Given an employee is logged into the platform, when they edit their profile to add or update skills and interests, then the changes should be reflected in the Internal Mobility Alerts dashboard within 24 hours.

Tracking Career Development Opportunities

Given the employee is viewing their dashboard, when they select the 'Career Development' tab, then they should see a summary of their current job applications, recommended jobs based on their profile, and a personalized career pathway plan.

User Engagement with Internal Mobility Alerts

Given the employee has received job notifications for 30 days, when they explore the internal mobility section, then there should be an engagement report generated showing interactions with job postings and clicks on job alerts.

Integration with Existing HR Tools

Given the dashboard integration is implemented, when HR staff post a job opening in existing HR tools, then that opening should automatically appear in the Internal Mobility Alerts dashboard without manual input.

Feedback Loop Mechanism

"As an employee, I want to provide feedback on the job alerts I receive so that the system can improve and better match future opportunities to my skills and interests."

Description

The Feedback Loop Mechanism enables employees to provide feedback on the accuracy and relevance of job alerts received. This requirement enhances the ongoing improvement of the skill matching algorithm by allowing for a continuous learning process. By collecting user feedback and analyzing it, the system will adapt and refine its recommendations, ensuring a better user experience and higher satisfaction over time.

Acceptance Criteria

Employee submits feedback on a job alert received 24 hours after the alert notification is generated.

Given the employee has received a job alert, when they submit feedback regarding its accuracy, then the system should log the feedback and use it to adjust future alert recommendations accordingly.

System automatically sends a follow-up notification to the employee after their feedback submission asking for any additional comments.

Given the employee has provided feedback, when the feedback is submitted, then the system should send a follow-up notification within 30 minutes of submission to collect further comments.

HR manager reviews feedback analytics to assess the performance of the job alert feature.

Given the HR manager is logged into the platform, when they access the feedback analytics dashboard, then they should see aggregated data on feedback ratings and trends over the last 30 days.

Employee receives a job alert relevant to their profile and provides feedback immediately upon review.

Given the employee receives a job alert, when they provide feedback indicating they find it relevant, then the feedback should be recorded in real-time without system lag.

Feedback mechanism is impacted by user settings related to privacy and data sharing.

Given an employee's privacy settings are enabled, when they submit feedback on a job alert, then the system should respect these settings and anonymize the feedback data accordingly.

System analyzes feedback data to adjust job matching algorithms quarterly based on user feedback.

Given user feedback data has been collected over a quarter, when the system processes the feedback, then it should update the skill matching algorithm to improve future job alerts based on user relevance ratings.

Employee can access their feedback history on job alerts for personal tracking.

Given the employee is logged into their account, when they navigate to the feedback history section, then they should see a list of all feedback provided on job alerts along with corresponding alerts.

Mobile Notifications

"As an employee, I want to receive mobile notifications about relevant job opportunities so that I can stay updated even when I am not at my desk."

Description

Mobile Notifications feature allows employees to receive immediate alerts about new job opportunities on their mobile devices. With a mobile-first approach, this requirement ensures that employees stay informed about internal mobility opportunities in real-time, fostering a culture of transparency and engagement. It caters to the modern workforce who are often on the move, ensuring critical information is readily available at their fingertips.

Acceptance Criteria

Employee receives a mobile notification for a new job opportunity that fits their profile while commuting to work.

Given the employee has an active job preference profile and the app is installed, when a new job opening matches their skills and interests, then they should receive a push notification on their mobile device within 5 minutes of the listing going live.

An employee checks their notifications for job openings while attending a conference.

Given that the employee is attending a conference with limited connectivity, when the employee opens the mobile app, then they should be able to view notifications for new job openings that they missed, with a timestamp indicating when they were sent.

A manager on the move wants to ensure their team is aware of upcoming internal job openings.

Given the manager has access to the mobile application, when a new job opening is posted that is relevant to any team member, then the manager should receive a summary notification listing the job details along with direct links to provide feedback or encourage team members to apply.

An employee wants to customize their notification preferences for job openings on their mobile device.

Given the employee accesses the notification settings in the mobile app, when they select specific job categories and save their preferences, then the app should only send notifications for jobs in the selected categories going forward.

An employee has turned off notifications but still wants to check for internal job opportunities.

Given the employee has disabled push notifications, when they open the mobile app, then they should still be able to access a dedicated section for job notifications, displaying all relevant openings that were sent during the notification period.

A new employee is onboarded and receives notifications about available job openings relevant to their skills.

Given the employee has just completed the onboarding process and entered their skills and interests, when the internal mobility system identifies a relevant job opening, then the employee should receive a notification within the first week of employment.

Integration with Employee Profiles

"As an HR manager, I want the Internal Mobility Alerts to be integrated with employee profiles so that I can ensure that the job alerts are relevant and based on accurate data."

Description

Integration with Employee Profiles ensures that the Internal Mobility Alerts system pulls relevant information from existing employee profiles to personalize job notifications. This requirement enhances the credibility and effectiveness of job alerts by utilizing up-to-date employee data and skill assessments. It streamlines the workflow by eliminating the need for employees to manually input information and allows seamless access to opportunities directly aligned with their interests and skill sets.

Acceptance Criteria

Employee receives a notification for a job opening that matches their profile after engaging with the Internal Mobility Alerts feature.

Given an employee has an updated profile with relevant skills and interests, when a job opening is available that matches these criteria, then the employee should receive a personalized notification via the platform.

Internal Mobility Alerts pulls accurate data from employee profiles for job matching.

Given that the Internal Mobility Alerts feature accesses employee profile data, when data is pulled for job matching, then only the most up-to-date information should be used to generate notifications.

An employee's profile has outdated skills, and they receive a job alert based on those skills.

Given an employee has not updated their profile in a significant amount of time, when they receive notifications for job openings, then those notifications should indicate the skill requirements and suggest an option to update their profile to match current openings.

A manager wants to assess the effectiveness of the Internal Mobility Alerts by checking employee engagement with the notifications.

Given that Internal Mobility Alerts have been implemented, when a manager reviews the engagement analytics, then they should see metrics on how many notifications were opened, how many employees applied, and the rates of profile updates following alerts.

Internal Mobility Alerts is integrated with tools used for skill assessments and competency tracking.

Given that talent management systems are integrated, when an employee's skill assessment is updated in the external system, then the Internal Mobility Alerts should automatically refresh the job matches based on the updated skills within 24 hours.

Employees can manually refresh their profile data to ensure accurate job notifications.

Given an employee is dissatisfied with job notifications they are receiving, when they navigate to their profile settings, then they should have the option to manually refresh their data and preferences for job alerts.

HR needs to ensure that Internal Mobility Alerts comply with company privacy policies when accessing employee profile data.

Given the relevant company policies on employee data privacy, when Internal Mobility Alerts are deployed, then the system must have clear documentation on data usage and mechanisms to ensure compliant data handling practices are in place.

AI-Driven Feedback Loop

The AI-Driven Feedback Loop continuously gathers feedback from users about training programs and job placements, refining recommendations accordingly. This dynamic learning approach ensures employees receive the most relevant opportunities, optimizing their development experience and aligning training with changing organizational needs.

Requirements

Dynamic Feedback Collection

"As an HR manager, I want to gather continuous feedback from employees on training programs so that I can ensure they receive the most relevant development opportunities."

Description

The AI-Driven Feedback Loop must continuously collect user feedback through various channels, such as surveys, direct input, and usage data, regarding training programs and job placements. This requirement ensures that the feedback mechanism is versatile and user-friendly, allowing employees to easily provide insights. The collected feedback will be analyzed by AI algorithms to identify patterns and trends, refining the recommendations for training opportunities and floor planning. This capability is crucial for keeping the employee development process aligned with the most relevant organizational needs and aspirations, thereby optimizing their experiences and enhancing overall productivity.

Acceptance Criteria

Dynamic Feedback Collection through Surveys

Given that users have access to the feedback section, when they complete a training program, then they should be prompted to fill out a survey that has at least 10 questions about the training’s effectiveness and relevance.

Direct Input Feedback Mechanism

Given that users can provide feedback at any time, when a user accesses the feedback section, then they should be able to submit text-based feedback in an input box without restrictions on content length.

Analysis of Collected Feedback Data

Given that feedback has been collected, when the AI processes the feedback data, then it should identify at least three distinct patterns or trends relevant to training or job placement every month.

User Experience in Providing Feedback

Given that the feedback channels are available, when a user attempts to provide feedback, then they should be able to do so within 5 minutes, ensuring a user-friendly experience.

Feedback Collection from Multiple Channels

Given that feedback can come from various channels, when a user provides feedback through a survey, direct input, or usage data, then all feedback should be consolidated into a single report in real-time.

Feedback Loop Success Measurement

Given that the feedback loop is implemented, when a training program or job placement recommendation is adjusted based on feedback, then at least 75% of users should report improved satisfaction in the next feedback round.

Integration of Feedback with AI Recommendations

Given that feedback has been collected and analyzed, when recommendations for training or placement are generated, then at least 70% of the recommendations should be based on user feedback and data trends.

AI Recommendations Refinement

"As an employee, I want the training recommendations I receive to be based on my real experiences and feedback, so that I can invest my time in the most beneficial programs."

Description

The system needs an AI module to analyze the continuous feedback gathered from users and adjust the training program recommendations accordingly. This refinement will allow the AI to learn from both successful and unsuccessful placements to enhance future suggestions. It's critical that this AI is integrated seamlessly with existing systems so all data points can be pulled in real-time to ensure the most accurate recommendations. The ability to dynamically adjust the recommendations will promote employee engagement by ensuring that they are being provided with opportunities that align with their skills and career aspirations.

Acceptance Criteria

AI Recommendations Refinement for Training Programs

Given a set of user feedback from the training programs, when the AI module processes this data, then the system should adjust training recommendations based on the analysis of successful and unsuccessful placements, ensuring at least 80% precision in suggested opportunities.

Real-time Data Integration for AI Module

Given that the AI module is integrated with existing systems, when new user feedback is submitted, then the system should pull in data points in real-time, reflecting any updates in training needs or user performance without delays greater than 5 seconds.

User Engagement Measurement Post-Implementation

Given that the AI-driven feedback loop is active, when users receive new training recommendations, then user engagement levels should increase by at least 15% within three months, as measured by participation rates and feedback scores.

Feedback Loop Effectiveness Monitoring

Given that the AI module is operational, when user feedback is analyzed, then at least 75% of users should report satisfaction with the relevance of the training recommendations received within the first month of implementation.

Dynamic Adjustment of Recommendations

Given ongoing feedback from employees, when the AI module identifies a trend in user preferences, then recommendations should update dynamically at least once a week to reflect these changes, enhancing alignment with current skills and aspirations.

Training Program Success Rate Analysis

Given past training success data, when the AI refines recommendations, then the success rates of users who follow AI recommendations should exceed those who do not by at least 20% over a six-month period.

Real-Time Analytics Dashboard

"As an HR analyst, I want a real-time analytics dashboard to visualize feedback trends, so I can make data-driven decisions about future training and hiring strategies."

Description

A real-time analytics dashboard is required to visualize the collected feedback data and analyze trends over time. This dashboard will provide HR managers and team leaders with immediate insights into the effectiveness of training courses and job placements as perceived by employees. The dashboard should include filters for specific time periods, departments, and types of feedback, allowing users to explore trends thoroughly. Emphasizing user friendliness, the dashboard should be visual and intuitive, providing actionable insights that facilitate informed decision-making regarding employee development strategies.

Acceptance Criteria

HR managers access the real-time analytics dashboard to review employee feedback on recent training programs and job placements after a quarterly performance review.

Given the HR manager is logged into HarmonyShift, when they navigate to the real-time analytics dashboard, then they should see visual representations of feedback data categorized by department for training programs and job placements corresponding to the selected time period.

Team leaders want to analyze feedback trends over time to inform future training decisions based on employee performance data collected from feedback.

Given the team leader is on the analytics dashboard, when they apply a filter for specific time periods and types of feedback, then the dashboard should update to display only the relevant visualizations and data points showing trends over that selected time frame.

An HR professional needs to evaluate the overall effectiveness of different training programs based on employee feedback in order to present findings at an upcoming management meeting.

Given the HR professional accesses the dashboard, when they select various training programs, then they should receive comparative analytics that visually highlight the effectiveness ratings and relevant feedback comments for each program.

A department head is looking to improve employee engagement by identifying which training initiatives have been the most and least successful based on employee feedback.

Given the department head uses the real-time analytics dashboard, when they filter for the 'least effective' rating of training initiatives, then they should see a list of training programs alongside detailed negative feedback and suggestions for improvement.

HR managers and team leaders are collaborating to tailor future job placements based on direct employee feedback gathered about past experiences at their roles.

Given the HR manager has reviewed past job placement feedback, when they generate a report from the dashboard, then it should include job placement success metrics accompanied by employee comments, which can be exported in a standard format (CSV, PDF).

A new user wants to familiarize themselves with the dashboard interface and functionalities for monitoring employee feedback effectively.

Given the new user accesses the real-time analytics dashboard, when they hover over various dashboard elements, then tooltips should appear providing descriptions and usage instructions for each feature available.

Integration with Existing Tools

"As an IT lead, I want the feedback loop to integrate with our current HR systems so that we can maintain data integrity and streamline processes, ensuring a unified approach to talent management."

Description

The AI-Driven Feedback Loop must integrate with existing HR tools and systems used for data collection and employee engagement. This includes seamless data transfer to ensure that all platforms work together without causing disruptions. Integration is vital to maintain data accuracy and provide a holistic view of an employee’s growth trajectory. The feature must adhere to data privacy regulations while ensuring ease of use for HR staff and employees alike, ultimately minimizing the burden of managing multiple systems or data silos.

Acceptance Criteria

Integration of AI-Driven Feedback Loop with Existing HR Tools for Seamless Data Transfer

Given an active integration setup, when feedback is collected from the AI-Driven Feedback Loop, then the data should be automatically transferred to the HR tool without any errors.

Compliance of Data Privacy Regulations During Integration

Given the integration between the AI-Driven Feedback Loop and existing HR tools, when data is transmitted, then the transmission must comply with GDPR and other relevant data privacy regulations.

Ease of Use for HR Staff and Employees After Integration

Given that the AI-Driven Feedback Loop is integrated, when HR staff and employees access the system, then they should be able to navigate and use the integrated features with less than 5 minutes of training.

User Feedback on Integration Functionality

Given the system is operational, when users provide feedback on the integration, then at least 80% of users should report satisfaction with the data flow between the AI-Driven Feedback Loop and existing HR tools.

Real-time Analytics Accuracy Post-Integration

Given the integration is active, when the analytics dashboard is accessed, then it should display data that is consistent with the information from all linked systems within a 5% margin of error.

Minimization of Data Silos After Integration

Given that the integration is complete, when employees access their growth trajectory reports, then there should be no sign of data silos, with all relevant information present and synchronized.

User Experience Optimization

"As a user, I want to easily provide feedback on my training experience, so I can share my thoughts without feeling burdened or frustrated by the process."

Description

This requirement focuses on optimizing the user experience when interacting with the AI-Driven Feedback Loop. The system must ensure that the feedback submission process is simple, quick, and engaging. This entails developing user-friendly interfaces and employing gamification elements to encourage participation. User experience optimization is crucial to ensure high engagement rates and that employees feel motivated to share genuine feedback regarding their training and job experiences, ultimately leading to more reliable data for the AI to analyze.

Acceptance Criteria

User submits feedback on a training program after completing it.

Given the user has completed a training program, when they access the feedback form, then the form should be easily accessible and load within 2 seconds, with all fields clearly labeled and no more than 5 questions to answer.

User engages with a gamified feedback process to submit feedback on job placement.

Given the user is prompted to submit feedback on their job placement, when they complete the feedback process using gamification, then the user should receive instant feedback on their responses and accumulate points that can be viewed in their profile.

User provides feedback on system's user experience.

Given the user has interacted with the AI-Driven Feedback Loop, when they complete the feedback options, then at least 85% of the users in a test group should rate the feedback process as easy to use or engaging.

User receives reminders to submit feedback on training and job experiences.

Given the user has not submitted feedback in 7 days, when the reminder notification is triggered, then the user should receive a push notification and an email reminding them to provide feedback.

User tries to submit feedback without completing required fields.

Given the user accesses the feedback form, when they attempt to submit the form without filling out required fields, then the system should display a validation error indicating the required fields and prevent submission until filled.

User interacts with mobile version of the feedback submission process.

Given the user is using a mobile device, when they access the feedback submission form, then the interface should adapt responsively, ensuring all elements are functional and legible within 5 seconds of loading.

User has access to previous feedback submissions and results.

Given the user has submitted feedback, when they access their profile, then they should be able to view at least the last 3 feedback submissions along with the corresponding analytics for each entry.

Skill Development Milestones

Skill Development Milestones tracks progress against identified training goals, celebrating achievements along the way. This feature provides recognition for skill advancements, enhancing employee motivation and commitment to personal and professional development.

Requirements

Milestone Tracking Dashboard

"As a HR manager, I want to visualize employee skill development milestones so that I can assess progress, celebrate achievements, and identify areas needing attention in training programs."

Description

The Milestone Tracking Dashboard provides a visual representation of each employee's skill development journey. It tracks progress against individual training goals, highlighting completed milestones, ongoing training, and future objectives. This feature enhances transparency in employee development, motivating staff by celebrating achievement and encouraging continuous learning. The dashboard seamlessly integrates with the broader HarmonyShift platform, ensuring that data flow is consistent with performance analytics and engagement metrics, thus providing HR professionals with ability to measure engagement and growth accurately.

Acceptance Criteria

Employee views their skill development progress on the Milestone Tracking Dashboard before a quarterly review meeting.

Given the employee logs into the HarmonyShift platform, when they navigate to the Milestone Tracking Dashboard, then they should see a visual representation of their skill development journey that includes completed milestones, ongoing training, and future objectives.

HR manager reviews the employee’s training progress during a performance evaluation.

Given the HR manager accesses the Milestone Tracking Dashboard for an employee, when they review the dashboard, then they should be able to see the percentage of milestones completed and the overall progress against the training goals within the last evaluation period.

Employee receives notification for skills milestone completion via the platform.

Given the employee completes a skill development milestone, when the system processes this completion, then the employee should receive a congratulatory notification and an update on the Milestone Tracking Dashboard.

An HR professional generates a report on employee skill advancements for team performance analysis.

Given the HR professional selects the report generation feature in the Milestone Tracking Dashboard, when they choose the relevant parameters for the report, then the system should provide a report detailing each team member's progress and completed milestones.

New employee completes orientation training and accesses their Milestone Tracking Dashboard for the first time.

Given the new employee completes their orientation training, when they log into the HarmonyShift platform for the first time, then they should have immediate access to the Milestone Tracking Dashboard with initial training goals outlined and a welcome message.

Continuous monitoring of engagement metrics related to skill development is performed by HR.

Given the HR team accesses the analytics section of the HarmonyShift platform, when they analyze engagement metrics linked to skill development milestones, then they should be able to see direct correlations between milestone completions and employee engagement scores.

Achievement Badges

"As an employee, I want to receive badges for completing skill milestones so that I can demonstrate my progress and achievements to my peers and managers."

Description

Achievement Badges are digital recognitions awarded to employees upon reaching specified skill development milestones. This feature gamifies the learning process, boosting motivation and engagement through the public acknowledgment of accomplishments. Employees can showcase their badges on their profiles, fostering a culture of recognition within the organization. The badges can also be linked to performance reviews, integrating employee achievements with their overall career progression and growth within the company.

Acceptance Criteria

Employee earns an Achievement Badge after completing a training course on effective communication on the HarmonyShift platform.

Given the employee has completed the training course, when they check their profile, then they should see the Achievement Badge displayed for effective communication.

HR manager reviews badges awarded to employees during performance reviews to assess skill advancements.

Given the HR manager is on the performance review page, when they view an employee's profile, then all Achievement Badges should be visible alongside relevant skill development milestones.

Employee shares their Achievement Badge on a social media platform to promote their professional development.

Given the employee has an Achievement Badge, when they select the share option from their profile, then the badge should successfully be posted to their selected social media account.

Employee achieves a new skill milestone and receives an Achievement Badge notification via email.

Given the employee has reached a new skill milestone, when they check their email, then they should receive a notification containing the Achievement Badge details and its significance.

Administrator customizes badge design and criteria for earning badges based on internal company values.

Given the administrator is on the badge management page, when they create a new badge, then the badge should reflect the chosen design and specified criteria for earning it successfully.

Employee requests feedback from peers on their newly earned Achievement Badge to enhance their professional network.

Given the employee has earned an Achievement Badge, when they click the request feedback button, then their peers should receive a notification to provide feedback.

Employee reviews the history of badges earned and the impact on their career progression in HarmonyShift.

Given the employee is on their profile page, when they view their badge history, then they should see all previously earned badges listed with dates and associated skill milestones.

Personalized Skill Recommendations

"As an employee, I want to receive personalized training recommendations so that I can focus on skills that will benefit my career growth and align with company objectives."

Description

Personalized Skill Recommendations analyze employees’ current skills and career aspirations to suggest tailored training programs and learning resources. This feature uses AI-driven algorithms to identify gaps in skills related to the company’s needs and the employees' goals. By offering personalized learning paths, it enhances employee engagement and competency, while simultaneously aiding organizations in strategic workforce planning and talent development.

Acceptance Criteria

Employee receives personalized skill recommendations based on their current skills and career aspirations.

Given an employee with an updated skills profile, when the employee accesses the Skill Development Milestones feature, then they should see a list of personalized training programs that align with their career aspirations and identified skill gaps.

HR manager reviews the effectiveness of the personalized skill recommendations made to employees.

Given that several employees have completed their training programs, when the HR manager accesses the analytics dashboard, then they should see a report showing the correlation between training completion and employee engagement scores.

An employee wants to track their progress on their personalized learning path.

Given that an employee is enrolled in recommended training programs, when they log into their profile, then they should see a progress tracker that reflects their completion status for each training module.

An employee's skills and aspirations have changed, prompting a recalibration of their personalized recommendations.

Given that an employee updates their skills and career goals, when the update is saved, then the system should automatically generate a new list of personalized training recommendations within 24 hours.

A new cohort of employees needs personalized skills recommendations during onboarding.

Given a new employee has completed their onboarding survey, when the onboarding process is finalized, then they should receive personalized skill recommendations based on their survey responses and role requirements within 48 hours.

The system identifies a new training program that aligns with employee skill gaps and company needs.

Given that the training programs database has been updated, when the AI algorithms assess current employee skills, then they should recommend the new training program if it fills a significant skills gap for at least 30% of the employees.

An organization needs to evaluate the impact of personalized skill recommendations on employee turnover rates.

Given the organization has implemented personalized skill recommendations for at least six months, when the HR team conducts a turnover analysis, then they should find a decrease in turnover rates by at least 10% in employees who used the recommendations versus those who did not.

Progress Notifications

"As a manager, I want to receive notifications about my team’s skill development progress so that I can support them effectively in their training efforts."

Description

Progress Notifications are automated alerts sent to employees and managers, updating them on skill development milestones and course completions. These notifications will serve to promote accountability and continual engagement with training programs. By keeping both employees and management informed, the notifications foster an environment of support and recognition, encouraging employees to stay committed to their development goals.

Acceptance Criteria

As an employee, I want to receive automated notifications when I complete a training milestone, so that I can celebrate my progress and stay engaged with my development goals.

Given an employee completes a training milestone, When the milestone is marked as complete in the system, Then an automated progress notification is sent to the employee’s registered email within 24 hours.

As a manager, I want to receive updates about my team members' progress in skill development, so that I can support their professional growth and recognize their achievements.

Given a team member completes a training course, When the course completion is logged in the system, Then an automated progress notification is sent to the manager’s email within 24 hours.

As an HR professional, I want to ensure that notifications are sent out consistently and without errors, so that all employees are kept informed about their development.

Given a cohort of employees completes skill development milestones, When the milestone completion data is processed, Then 100% of eligible employees receive their corresponding notifications without any technical errors within 24 hours.

As an employee, I want to receive sequential notifications for each skill development milestone I achieve, so that I feel motivated to continue my training.

Given an employee achieves multiple skill development milestones, When each milestone is marked as complete, Then the employee receives a separate notification for each milestone achievement, ensuring no notification is missed.

As a manager, I want to be able to customize the frequency of notifications I receive regarding my team's progress, so that I can manage my inbox effectively.

Given access to notification settings, When the manager selects their preferred frequency for notifications (daily, weekly, or monthly), Then the system should adjust notifications accordingly, with changes reflected within the next notification cycle.

As an employee, I want to confirm the successful receipt of progress notifications, so that I can ensure I’m staying informed about my development.

Given a notification is sent to the employee, When the employee receives the notification, Then the system should log the receipt confirmation based on the employee’s interaction with the notification email (e.g., opened, clicked).

Integration with Performance Reviews

"As a HR manager, I want to integrate skill development milestones into performance reviews so that the company acknowledges continuous learning and its impact on employee performance assessments."

Description

The Integration with Performance Reviews feature connects skill development milestones directly to performance evaluation processes. This ensures that achievements in skill development are acknowledged during yearly reviews, allowing for a more holistic assessment of employee performance. This integration enhances the relevance of performance reviews and ensures continuous development is valued within the organization.

Acceptance Criteria

Integrating skill development milestones with annual performance reviews to acknowledge employee achievements in real-time during the review process.

Given a scheduled performance review, when the HR manager accesses the review form, then the skill development milestones for the employee should be automatically populated in the review documentation.

Allowing managers to review and validate employee skill milestones before performance evaluation.

Given that a manager is preparing a performance review, when they view the employee's milestones, then they should be able to approve or amend the listed milestones before finalizing the evaluation.

Providing employees access to their skill development milestones within their performance review summary.

Given that an employee is viewing their performance review document, when they navigate to the skill development section, then they should see a comprehensive list of all milestones achieved over the review period along with dates of achievement.

Ensuring that the integration enhances the overall performance review process by providing quantifiable metrics.

Given that the performance review is submitted, when it is consolidated, then it should reflect an updated performance metric that includes milestones achieved during the review period, contributing to overall performance scoring.

Enabling HR to generate reports reflecting the impact of skill development on overall employee performance.

Given that a reporting tool is accessed, when HR selects the 'Skill Development Impact' report for specific time frames, then the report generated should indicate how skill milestones correspond with performance metrics for employees in review.

Connecting feedback from performance reviews back to skill development planning for future training needs.

Given that performance reviews are completed, when HR analyzes the feedback, then there should be an option to initiate training plans for any skills where improvements were suggested, ensuring a feedback loop is established.

Career Aspirations Mapping

Career Aspirations Mapping helps employees articulate their long-term career goals and interests. By capturing individual aspirations, this feature enables the SkillMatch AI to provide tailored development opportunities, ensuring alignment between employee ambitions and organizational needs.

Requirements

Career Aspirations Input

"As an employee, I want to be able to enter my career aspirations and development goals so that I can receive personalized recommendations that align with my professional growth."

Description

The Career Aspirations Input requirement allows employees to input their long-term career goals and interests directly into the HarmonyShift platform. This functionality should include a user-friendly interface for easy navigation, allowing users to specify their desired career paths, skills they wish to develop, and any other professional aspirations. The input data will be securely stored and used by the SkillMatch AI to generate personalized development recommendations. By capturing this information systematically, the organization can align resources more effectively and ensure employee satisfaction and retention. This requirement will enhance user engagement with the platform and facilitate a more tailored growth experience for employees.

Acceptance Criteria

As an employee, I want to input my long-term career goals and interests into the HarmonyShift platform so that I can receive personalized development opportunities that align with my aspirations.

Given I am logged into the HarmonyShift platform, when I navigate to the Career Aspirations Input section, then I should see fields to enter my desired career paths, skills to develop, and other professional aspirations. I should also have the option to save or submit my input.

As an HR manager, I want to review employee career aspirations so that I can ensure development opportunities are aligned with organizational needs.

Given I am an HR manager with the appropriate permissions, when I access the reports section in HarmonyShift, then I should be able to view a summary of all employees' submitted career aspirations in a user-friendly format.

As an employee, I want to receive feedback after inputting my career aspirations so that I know my input was successful and captured accurately.

Given I submitted my career aspirations, when I complete the submission process, then I should receive a confirmation message indicating that my aspirations have been successfully saved.

As an employee, I want to be able to edit my career aspirations after submitting them so that I can keep my information up to date.

Given I have successfully submitted my career aspirations, when I return to the Career Aspirations Input section, then I should see an option to edit my previously submitted information and save new changes.

As a system administrator, I want to ensure that all employee inputs are securely stored to maintain data privacy and compliance.

Given an employee submits their career aspirations, when I check the database, then I should find that all submitted data is securely encrypted and only accessible through authorized channels.

As an employee, I want the Career Aspirations Input section to be visually accessible and easy to navigate so that I can use it with minimal distractions.

Given I am on the Career Aspirations Input page, when I look at the layout, then I should see a clean design, appropriate use of headings, and accessible colors that enhance readability and ease of use.

SkillMatch AI Integration

"As an HR manager, I want the AI to automatically suggest development paths based on employee aspirations so that we can proactively support our team’s growth and retention."

Description

The SkillMatch AI Integration requirement focuses on integrating the AI-driven match engine with the Career Aspirations Mapping feature. The AI should analyze the inputted career goals and aspirations to provide tailored development opportunities, such as training sessions, mentorship programs, and relevant job openings within the company. It is crucial that the AI not only matches skills and aspirations but also takes into account individual performance metrics and organizational needs. This integration will enhance the personalization of the employee experience and ensure that the development opportunities offered are relevant and actionable, thereby improving overall employee morale and engagement.

Acceptance Criteria

As an employee, I want to input my career aspirations into the Career Aspirations Mapping feature so that the SkillMatch AI can generate personalized development opportunities for me.

Given I am logged into the HarmonyShift platform, when I navigate to the Career Aspirations Mapping feature and input my career goals, then the SkillMatch AI should recognize my inputs and store them for analysis.

As an HR manager, I need to ensure that SkillMatch AI provides relevant training sessions based on employee inputs to align personal growth with company needs.

Given an employee has entered their career aspirations and performance metrics, when the SkillMatch AI processes this information, then it should return a list of at least three tailored training sessions that align with both the employee's goals and organizational requirements.

As an employee, I want to receive mentorship program suggestions based on my career aspirations to enhance my professional development.

Given I have specified my career aspirations in the Career Aspirations Mapping, when I request mentorship program suggestions, then the SkillMatch AI should provide at least two relevant mentorship opportunities that align with my goals.

As an HR manager, I require that SkillMatch AI offers job openings that suit employees' career aspirations to facilitate internal mobility within the organization.

Given an employee's career aspirations have been captured and analyzed by SkillMatch AI, when a request for job openings is made, then the AI should return a list of at least five current job openings that match the employee’s stated goals.

As a user of the HarmonyShift platform, I want to ensure the SkillMatch AI considers my performance metrics alongside my career aspirations for better alignment of development opportunities.

Given that the employee has performance metrics available in the system, when SkillMatch AI processes the career aspirations, then it should deliver development suggestions that also consider these performance metrics for a comprehensive evaluation.

As an employee, I wish to validate that my career aspirations are correctly interpreted by the SkillMatch AI to ensure I receive the right suggestions.

Given I submitted my career aspirations, when I review the outputs generated by SkillMatch AI, then I should find my aspirations correctly reflected in the AI-generated development opportunities with no discrepancies.

Dashboard Visualization

"As an HR professional, I want to see a dashboard of employee career aspirations so that I can identify trends and develop targeted training programs accordingly."

Description

The Dashboard Visualization requirement entails creating an interactive dashboard within HarmonyShift that displays the aggregated career aspirations of employees across the organization. This dashboard will provide insights into common career goals, skill gaps, and areas where the organization can focus its development efforts. It should be designed for easy access by HR teams and management to facilitate strategic planning in talent development and resource allocation. By visualizing this data, organizations can understand employee trends and make informed decisions on professional development offerings.

Acceptance Criteria

Users can access the Dashboard Visualization feature to view aggregated career aspirations data across the organization.

Given that a user is logged into HarmonyShift, when they navigate to the Dashboard Visualization section, then they should see an interactive dashboard displaying aggregated career aspirations of all employees.

The dashboard displays accurate and updated data reflecting employee career aspirations.

Given that new career aspirations have been entered into the system, when the user refreshes the Dashboard Visualization, then the displayed data should reflect the latest updates and show accurate totals for each aspiration category.

HR teams can filter and analyze career aspirations based on specific departments or roles.

Given that a user is on the Dashboard Visualization, when they apply a filter for a specific department, then the dashboard should update to show only the career aspirations of employees from that department.

The Dashboard Visualization provides clear insights into common career goals and skill gaps.

Given that the dashboard is populated with aggregated data, when the user reviews the common aspirations list, then they should see a ranked display of the top three career goals and corresponding skill gaps identified in the organization.

Management can export the career aspirations data for external reporting or strategic planning.

Given that the user is viewing the Dashboard Visualization, when they select the export option, then a downloadable report should be generated in Excel format containing all visible career aspirations data.

The Dashboard Visualization is accessible on multiple devices and maintains a responsive layout.

Given that a user is accessing HarmonyShift from a mobile device, when they navigate to the Dashboard Visualization, then the layout should adjust appropriately, maintaining usability and readability.

User access to the Dashboard Visualization is secured based on role permissions.

Given that the user has HR or management privileges, when they log in to HarmonyShift, then they should have full access to the Dashboard Visualization, while users with limited access should see a message indicating insufficient permissions.

Real-time Progress Tracking

"As an employee, I want to track my progress towards my career goals so that I can stay motivated and clearly see how I am advancing."

Description

The Real-time Progress Tracking requirement requires the implementation of a feature that allows employees and managers to track progress on personal development plans based on career aspirations. This feature should include milestones, deadlines, and the ability to update progress dynamically. It will enhance accountability and motivation for employees striving to achieve their career goals and ensure that managers can provide timely support and adjustments in the development plan as needed. This feature is vital for ensuring alignment between career aspirations and actual progress.

Acceptance Criteria

User logs into their HarmonyShift account and navigates to their personal development plan to view their career aspirations and associated progress tracking features.

Given the employee's account is active, when they navigate to the personal development plan, then they should see their career aspirations and a visual representation of their progress towards each aspiration with milestones and deadlines included.

A manager accesses their team's personal development plans to review employee progress and offer support for development plans.

Given the manager has the appropriate permissions, when they open a team member's progress tracker, then they should see the current status of milestones, any updates made by the employee, and comments or adjustments from the employee regarding their development plan.

An employee updates their progress on a specific milestone within their personal development plan during a scheduled check-in with their manager.

Given the employee is on the progress tracking page, when they update the status of a milestone, then the change should be reflected in real-time, displaying the updated percentage of completion and timestamp of the last update visible to both the employee and the manager.

An employee receives a reminder notification about an upcoming deadline related to their development milestones.

Given the employee has a milestone due in less than 7 days, when the notification is triggered, then the employee should receive an email and in-app notification reminding them of the upcoming deadline and offering suggestions for progress review.

A report is generated that summarizes progress tracking for all employees within a specific department, highlighting milestones achieved and those overdue.

Given the manager requests a progress report for their department, when the report is generated, then it should display a summary table of each employee's milestones, indicating overdue milestones and those that have been achieved along with their completion dates.

Feedback Mechanism

"As an employee, I want to provide feedback on development opportunities so that I can help improve the relevance of future suggestions and ensure they meet my needs."

Description

The Feedback Mechanism requirement involves implementing a structured way for employees to provide feedback on the relevance and effectiveness of the development opportunities suggested by the SkillMatch AI. This feature will include surveys and feedback forms that can be easily accessed after training or development opportunities are completed. Gathering feedback is essential for refining the AI's recommendations and improving the overall development experience for employees. This requirement not only promotes employee engagement but also enhances the quality and relevance of the training programs offered.

Acceptance Criteria

Employee submits feedback after completing a training session provided by SkillMatch AI.

Given an employee has completed a training session, When they access the feedback form, Then they should be able to submit their feedback including a rating and comments on the training's relevance and effectiveness.

HR manager reviews the aggregated feedback to improve training recommendations.

Given feedback has been collected from employees, When the HR manager accesses the feedback report, Then they should see trends in employee responses that highlight areas for improvement in training programs.

Employees receive reminders to provide feedback after development opportunities.

Given an employee has completed a development opportunity, When the feedback reminder is sent, Then the employee should receive a notification via email and the platform prompting them to complete the feedback form within 3 days.

Immediate feedback form accessibility post-training.

Given an employee has finished a training session, When they are redirected to the feedback page, Then the feedback form should be pre-filled with the session details, ensuring no repeated entry is required.

Design of the feedback form to capture specific feedback metrics.

Given the feedback form is created, When an employee accesses the form, Then it should include fields for a rating scale, qualitative comments, and suggestions for improvement related to the training.

Integration of feedback data into SkillMatch AI for future recommendations.

Given that employee feedback has been collected, When the feedback is analyzed by SkillMatch AI, Then it should adjust its future training recommendations based on the data provided.

Feedback mechanism provides visibility to employees on how their feedback is used.

Given feedback has been submitted by employees, When they log back into the system, Then they should see a summary of how their feedback has influenced changes to development opportunities.

Notification System

"As an employee, I want to receive notifications about relevant training opportunities so that I can take advantage of chances to improve my skills and advance my career."

Description

The Notification System requirement necessitates the creation of alerts and notifications to keep employees informed about new development opportunities that align with their career aspirations. This feature should enable personalized notifications based on each employee's specific goals and interests, ensuring they are aware of relevant training sessions, workshops, or job openings as they become available. This proactive approach ensures employees remain engaged with their growth paths and helps them take timely action in their development journey.

Acceptance Criteria

Employee receives a personalized notification about a new training session that aligns with their stated career aspirations after logging into HarmonyShift for the first time.

Given an employee has completed their profile and stated their career aspirations, when new training sessions are added, then the system should send a notification to the employee’s email and app dashboard within 24 hours of the training session being posted.

An employee reviews available workshops that match their career goals and interests through the HarmonyShift platform.

Given an employee accesses the 'Development Opportunities' section within HarmonyShift, when they filter by their career aspirations, then the system should display relevant workshops and job openings that match their specified goals, sorted by date.

HR manager evaluates the effectiveness of the notification system by measuring employee engagement with development opportunities.

Given the notification system has been in use for three months, when the HR manager reviews the engagement analytics dashboard, then there should be at least a 40% click-through rate on notifications sent for development opportunities.

An employee receives multiple notifications over time without indicating interest in any development opportunities.

Given an employee has received notifications for three consecutive development opportunities with no action taken (no clicks), when the system detects this, then the employee should receive a follow-up survey about their interests and preferences to refine future notifications.

During system updates, the notification preferences set by an employee remain unchanged and functional.

Given an employee has defined their notification preferences, when system updates are performed, then the employee's current preferences should be retained, and they should receive notifications as per their selected options.

An employee successfully opts out of all notifications for development opportunities.

Given an employee chooses to opt-out of notifications, when they update their notification settings in HarmonyShift, then they should no longer receive notifications about development opportunities, and a confirmation message should be displayed.

Peer Learning Network

The Peer Learning Network connects employees with similar skill interests or developmental goals, fostering collaborative learning and mentorship opportunities. This feature encourages knowledge sharing and strengthens workplace relationships, creating a culture of continuous learning within the organization.

Requirements

User Skill Matching Algorithm

"As an HR manager, I want an algorithm that automatically matches employees with similar skill interests so that they can collaborate and learn from each other effectively."

Description

The User Skill Matching Algorithm is designed to intelligently pair employees with shared skill interests or developmental goals, facilitating meaningful connections for peer learning. By analyzing user profiles and skillsets, the algorithm can suggest optimal pairings that enhance learning opportunities, promote collaboration, and foster mentorship. This feature is crucial for building a culture of continuous improvement and knowledge sharing, leading to enhanced employee engagement and job satisfaction.

Acceptance Criteria

User Skill Pairing for Peer Learning Initiatives

Given an employee with a declared skill set and developmental goals, When the algorithm processes the user data, Then it should return at least three potential peer matches that share similar interests and goals.

Algorithm Response Time for Skill Matching

Given a request for skill matching, When the algorithm is triggered, Then it should return results within a maximum of 5 seconds to ensure a smooth user experience.

Validation of Skill Pairing Relevance

Given a list of matched peers, When users rate the relevance of the suggested pairs, Then at least 80% of users should indicate that the matches are relevant to their learning objectives.

User Feedback on Skill Matching Accuracy

Given the completed skill matching process, When users provide feedback on their matches, Then at least 75% of respondents should express satisfaction with the accuracy of their peer learning pairs.

Integration of Existing User Profiles into Algorithm

Given a database of existing user profiles, When the algorithm is deployed, Then it should accurately utilize these profiles to generate skill matching without any data loss or errors.

Diversity of Skill Pairings

Given the user base, When the algorithm analyzes skill data, Then at least 50% of pairings should be between users from different departments or teams to promote cross-functional learning.

Real-time Updating of User Profiles

Given a change in a user’s skill set or goals, When the user updates their profile, Then the algorithm should reflect these changes and update pairing suggestions within one hour.

Peer Learning Groups Creation

"As an employee, I want to create and join peer learning groups based on my interests so that I can collaborate with colleagues who share similar professional development goals."

Description

The Peer Learning Groups Creation feature empowers employees to form and join groups based on shared interests and learning goals. This functionality allows users to create dynamic groups where individuals can discuss topics, share resources, and schedule learning sessions. By promoting organized group interactions, this feature enhances employee collaboration and drives engagement in the learning process, fostering a sense of community within the organization.

Acceptance Criteria

Employee creates a peer learning group focused on data analysis skills, inviting colleagues who share this interest.

Given an authenticated user on the HarmonyShift platform, when the user navigates to the Peer Learning Groups section and selects 'Create Group', then they should be able to provide a group name, description, and tags related to data analysis, and successfully create the group if all required fields are filled out correctly.

An employee joins an existing peer learning group for project management skills after receiving an invite from a colleague.

Given an authenticated user who receives an invitation, when the user clicks the invite link, then they should be navigated to the relevant peer learning group page and be able to select 'Join Group', confirming their membership in the group.

An employee shares a resource in their peer learning group for improving presentation skills.

Given an authenticated user in a peer learning group, when the user selects 'Share Resource' and uploads a presentation file while adding a description, then the resource should be visible to all group members in the group feed immediately upon submission.

The group leader schedules a learning session for their peer learning group on effective communication techniques.

Given an authenticated user who is the group leader, when they navigate to the 'Schedule Session' option and enter the session details (date, time, and agenda), then the session should be created and all group members notified of the event via email and platform notifications.

An employee reviews the learning session attendance for their peer learning group.

Given an authenticated user who is a group leader, when the user accesses the 'Session Attendance' feature after the learning session has occurred, then they should be able to see a list of attendees along with the presence status (attended, missed) for all members who RSVP'd for that session.

Resource Sharing Platform

"As an employee, I want to share valuable learning resources with my peers so that we can all benefit from each other's knowledge and expertise."

Description

The Resource Sharing Platform is a dedicated space within the Peer Learning Network for employees to upload, share, and access learning materials, such as articles, videos, and guides. This centralized repository will enhance knowledge dissemination across the organization, making it easier for employees to find useful resources that support their learning objectives. By instilling a culture of sharing and collaboration, the platform contributes to the overall skill enhancement of the workforce.

Acceptance Criteria

Resource Sharing Platform - Employees can upload and share learning materials.

Given an employee with valid login credentials, when they navigate to the Resource Sharing Platform, then they are able to upload learning materials such as articles, videos, and guides within 5 minutes without errors.

Resource Sharing Platform - Employees can search for learning materials.

Given an employee on the Resource Sharing Platform, when they enter a keyword in the search bar, then they should receive search results that include relevant learning materials within 3 seconds.

Resource Sharing Platform - Employees can download shared resources.

Given a shared learning material displayed on the Resource Sharing Platform, when an employee clicks the download button, then the material should begin downloading instantly, with a completion notification appearing within 2 seconds.

Resource Sharing Platform - Tagging system for easy navigation.

Given an employee viewing the Resource Sharing Platform, when they filter materials by tags (e.g., 'leadership', 'programming'), then only relevant materials should be displayed within 2 seconds.

Resource Sharing Platform - User feedback on shared resources.

Given an employee who has accessed a learning material, when they provide feedback or rate the material, then their feedback should be stored and displayed on the platform within 5 seconds of submission.

Resource Sharing Platform - Visibility of uploaded resources.

Given multiple employees using the Resource Sharing Platform, when a resource is uploaded, then all employees should view the new resource listed prominently within 1 refresh cycle of the platform.

Resource Sharing Platform - Integration with user profiles.

Given an employee's profile, when they access the Resource Sharing Platform, then their previously downloaded or uploaded materials should be accessible from their profile page without any additional navigation.

Mentorship Program Integration

"As a career-oriented employee, I want to be able to find mentors within the organization so that I can receive guidance and support for my professional growth."

Description

The Mentorship Program Integration allows for a structured approach to mentorship within the Peer Learning Network. This feature will enable employees to identify potential mentors and mentees based on skills, interests, and career aspirations. By formalizing mentorship relationships, it enhances professional development paths, improves employee retention, and ensures that knowledge transfer occurs within the organization effectively, benefiting both the mentor and mentee.

Acceptance Criteria

Mentorship Pairing Process

Given an employee accesses the Mentorship Program Integration, when they input their skills and interests, then the system should match them with at least three potential mentors who meet those criteria.

Mentorship Relationship Formalization

Given that a mentorship pairing has been established, when both the mentor and mentee accept the relationship, then the system should mark the mentorship as active and notify both parties.

Feedback and Progress Tracking

Given that a mentorship relationship is active, when the mentor and mentee submit feedback and progress updates, then the system should allow both parties to view each other’s inputs and progress summaries.

Mentorship Program Analytics

Given that multiple mentorship relationships are active, when the HR professional accesses the analytics dashboard, then it should display the number of active mentorships and their effectiveness ratings based on submitted feedback.

Notification System for Mentorship Events

Given an upcoming mentorship-related event, when the event creator schedules the event, then the system should send notifications to all active mentor-mentee pairs at least one week in advance.

User Interface and Usability Testing

Given that the Mentorship Program Integration is active, when users navigate through the mentorship features, then they should be able to complete tasks without assistance and rate their experience positively in a usability survey.

Integration with Employee Profiles

Given that an employee's profile is available, when they select their skills and interests for mentorship, then the system should seamlessly integrate this information into their employee profile for holistic development tracking.

Progress Tracking Dashboard

"As an employee, I want to track my learning progress within the Peer Learning Network so that I can see how I am developing my skills over time."

Description

The Progress Tracking Dashboard provides users with insights into their learning journey and engagement within the Peer Learning Network. This dashboard will display metrics such as completed learning sessions, resource contributions, group activities, and skill advancements, enabling employees to visualize their growth over time. By emphasizing progress, this feature motivates users, encourages participation, and highlights the value of lifelong learning.

Acceptance Criteria

Employee views their personal progress monitoring dashboard after participating in the Peer Learning Network for a month.

Given an employee has logged into their HarmonyShift account, when they navigate to the Progress Tracking Dashboard, then it displays the total number of completed learning sessions, contributions made to resources, and skills advanced over the past month.

HR manager reviews collective progress metrics from the Progress Tracking Dashboard to identify trends in employee engagement and skill growth.

Given the HR manager is accessing the Progress Tracking Dashboard, when they select the group activity metrics filter, then it should present a report showing the percentage increase in employee participation and average skills growth across teams.

Employee shares their progress insights obtained from the tracking dashboard during a team meeting aimed at fostering a culture of continuous learning.

Given the employee has accessed the Progress Tracking Dashboard, when they prepare to share their metrics in a team meeting, then they should be able to export the dashboard view as a PDF or PowerPoint slide containing all relevant data on their learning journey.

An employee receives an alert on their dashboard for any missing contributions or participation areas over a specified period.

Given an employee's engagement metrics indicates a lack of activity over the last two weeks, when they access their Progress Tracking Dashboard, then an alert message should notify them of areas where participation is lacking and suggest actions for improvement.

Team leader analyzes progress reports of individual team members through the Progress Tracking Dashboard weekly.

Given the team leader is viewing the Progress Tracking Dashboard, when they click on an individual team member's profile, then it should display a detailed summary of that member's learning sessions, activity contributions, and skill advancements for the week.

New employee views their Progress Tracking Dashboard immediately after the onboarding process.

Given a new employee has completed their onboarding and has been invited to the Peer Learning Network, when they log into their HarmonyShift account, then the Progress Tracking Dashboard must provide an introductory overview of how to engage with the platform and the key metrics they will be tracking.

Feedback and Rating System

"As a participant in peer learning sessions, I want to provide feedback on my experience so that the organization can improve future sessions and enhance the learning process."

Description

The Feedback and Rating System allows employees to rate their peer learning experiences, providing valuable insights into the effectiveness of the peer learning network. This feature will facilitate constructive feedback between users, enabling continuous improvement of the program and ensuring that employees can have a say in enhancing their learning interactions. By creating a feedback loop, this system underpins a commitment to quality and accountability within the learning community.

Acceptance Criteria

Feedback Submission by Employees

Given an employee is logged into the HarmonyShift platform, when they navigate to the Peer Learning Network feedback section and submit a rating along with written feedback for a peer learning experience, then the system should save the feedback and display a confirmation message to the employee.

Feedback Viewing by Peer Learners

Given an employee has submitted feedback and rating for a peer learning experience, when another employee views the details of that specific learning experience, then the feedback and rating should be visible and accurately reflect what was submitted.

Aggregated Feedback Reports for Administrators

Given an HR administrator is logged into the HarmonyShift platform, when they access the Analytics dashboard for the Peer Learning Network, then they should be able to view summarized feedback reports, including average ratings and common themes from written feedback.

Notification of New Feedback Submission

Given an employee has submitted feedback for a peer learning experience, when this feedback is saved in the system, then the respective peer should receive a notification informing them of the new feedback received.

Editing Existing Feedback by Employees

Given an employee who has previously submitted feedback for a peer learning experience, when they navigate back to the feedback section and choose to edit their feedback, then the system should allow them to update their previous submission and save the changes without errors.

Feedback Analysis for Continuous Improvement

Given the system has collected feedback over time, when an HR manager reviews the historical feedback data against performance metrics, then they should be able to identify trends and opportunities for improving the Peer Learning Network's effectiveness.

Cultural Alignment Assessment

The Cultural Alignment Assessment feature evaluates new hires' values and expectations against the company's core values and culture. By providing insightful feedback, this feature helps HR teams identify potential cultural fit challenges early in the onboarding process, allowing for timely interventions that enhance the onboarding experience and support employee retention.

Requirements

Cultural Fit Scoring

"As an HR manager, I want to receive a cultural fit score for each new hire so that I can easily identify candidates who align with our company's values and improve our onboarding process."

Description

The Cultural Fit Scoring requirement will implement an algorithm that quantifies and evaluates each new hire's compatibility with the company's core values. This feature will use a combination of survey responses, behavioral assessments, and past performance indicators to generate a cultural fit score. By automating this scoring process, HR teams can quickly identify candidates that align with the desired cultural attributes, thereby enhancing the recruitment process and supporting better long-term employee retention rates.

Acceptance Criteria

As an HR manager conducting onboarding for a new hire, I want to automate the collection of survey responses regarding the company’s core values to generate a Cultural Fit Score, ensuring that I have data-driven insights into the candidate’s alignment with our culture.

Given the new hire completes the cultural alignment survey, when the data is submitted, then a Cultural Fit Score should be calculated and displayed within the HR dashboard.

As an HR professional reviewing candidate assessments, I want to compare the Cultural Fit Scores of multiple candidates to help determine which candidate aligns best with our company culture before making a hiring decision.

Given multiple candidates have their Cultural Fit Scores displayed, when I sort the scores in descending order, then the candidate with the highest Cultural Fit Score should appear at the top of the list.

As a team leader, I need to access the Cultural Fit Scores after new hires have been onboarded to evaluate their cultural compatibility during performance reviews and team integrations.

Given the onboarding process is complete, when I access a new hire's profile, then I should see their Cultural Fit Score along with a breakdown of key assessment factors that contributed to that score.

As an HR analyst, I want to generate a report to analyze trends in Cultural Fit Scores over the past year to see if there are improvements in cultural alignment with new hires.

Given the Cultural Fit Scores data for the last year, when I request a report, then I should receive a summary report that includes average scores, trends, and insights into key areas for improvement.

As a hiring manager, I want to receive real-time notifications for any candidates whose Cultural Fit Scores indicate a significant misalignment with the company values during the recruitment process.

Given a candidate's Cultural Fit Score falls below a predefined threshold, when the score is generated, then I should receive an immediate notification alerting me of the potential cultural fit issue.

As an HR manager involved in recruitment, I want to ensure that candidates can complete the cultural alignment survey on a mobile device to enhance accessibility and improve response rates.

Given a candidate accesses the Cultural Fit survey on a mobile device, when they complete and submit their responses, then the system should successfully record their answers and generate a Cultural Fit Score without errors.

Real-time Feedback Mechanism

"As a team leader, I want to provide real-time feedback on new hires so that HR can address any cultural fit concerns immediately and ensure a smooth onboarding experience."

Description

The Real-time Feedback Mechanism requirement will facilitate continuous feedback from team leaders and peers regarding new hire performance and cultural integration during the onboarding period. This functionality allows HR to capture immediate insights about a new employee's adaptation to the company culture. The feedback collected will be accessible through the HarmonyShift platform, helping HR teams to proactively address cultural fit issues as they arise and reinforcing positive integration experiences.

Acceptance Criteria

Real-time feedback during the onboarding process for new hires.

Given a new hire is onboarded, when a team leader submits feedback on the HarmonyShift platform, then it should be accessible to HR within 5 minutes of submission.

Capture peer feedback regarding a new hire's cultural integration.

Given that a new hire has completed one week of onboarding, when peers are prompted to provide feedback, then at least 75% of peers should successfully submit their feedback before the end of the week.

Review and assess submitted feedback in real time.

Given that HR accesses the feedback dashboard, when they view feedback reports for a new hire, then all collected feedback should be displayed in aggregated format within 1 minute.

Enable notifications for new feedback submissions.

Given a team leader has submitted feedback, when HR accesses the notification settings, then they should receive a notification alerting them of the new feedback within 5 minutes.

Support for anonymous feedback collection.

Given a new hire is undergoing peer review, when peers provide feedback, then the system should allow them to submit feedback anonymously without requiring their names.

Identify cultural fit challenges through feedback analysis.

Given that feedback is collected for a new hire, when HR reviews the feedback analytics report, then it should provide clear insights identifying any cultural fit issues within 48 hours of feedback submission.

Facilitate real-time access to feedback analytics.

Given HR is logged into HarmonyShift, when they navigate to the onboarding feedback section, then they should have real-time access to analytics showing trends and patterns in new hire feedback.

Onboarding Dashboard Insights

"As an HR professional, I want to access a dashboard that visualizes new hire cultural alignment metrics so that I can assess and improve our onboarding strategies based on real data."

Description

The Onboarding Dashboard Insights will provide visual analytics and reports on the cultural alignment of new hires during the onboarding phase. The dashboard will showcase key metrics such as cultural fit scores, feedback trends, and the overall onboarding experience ratings provided by new hires. This requirement is crucial for monitoring trends in cultural alignment and will allow HR teams to adjust onboarding strategies based on data-driven insights, ensuring that cultural fit challenges are anticipated and managed effectively.

Acceptance Criteria

Onboarding Dashboard displays cultural fit scores during the first week of onboarding.

Given that a new hire is onboarded, when the HR team accesses the Onboarding Dashboard, then the dashboard must display the cultural fit score for that new hire, aggregated from the Cultural Alignment Assessment results.

HR teams receive real-time feedback trends on new hires' cultural alignment within the onboarding dashboard.

Given that feedback is collected from new hires during onboarding, when the HR team reviews the dashboard, then the feedback trends must be visually represented in a graphical format indicating positive or negative cultural alignment.

Onboarding Dashboard indicates overall onboarding experience ratings submitted by new hires.

Given that new hires have completed their onboarding surveys, when the HR team views the Onboarding Dashboard, then the overall onboarding experience rating must be displayed as an average score based on the survey responses.

HR teams can filter cultural alignment data based on departments.

Given that the onboarding data is categorized by department, when the HR team applies department filters on the dashboard, then the dashboard must update to show cultural alignment metrics specific to the selected department.

Historical data on cultural alignment trends is available for HR teams to evaluate changes over time.

Given that historical data is available, when the HR team accesses the Onboarding Dashboard, then they must see a comparison of cultural alignment scores over the past few quarters to analyze trends.

Alerts are generated for potential cultural fit challenges based on onboarding data.

Given that cultural fit scores drop below a defined threshold, when the dashboard detects low scores, then an alert must be generated and sent to the HR team's notification system for immediate attention.

Customization options are available for visual analytics in the onboarding dashboard.

Given that the Onboarding Dashboard is configurable, when the HR team selects customization options, then the dashboard must reflect the changes in visual analytics as per user preferences.

Cultural Alignment Training Resources

"As a new employee, I want access to cultural alignment training resources so that I can understand the company's values and expectations better and adapt quickly to the workplace."

Description

The Cultural Alignment Training Resources requirement will develop and curate a set of training materials focused on the company’s core values and expected behaviors in the workplace. These resources will be accessible to new hires and their teams during the onboarding process. This training will help reinforce the company culture and enhance the likelihood of cultural fit by educating employees about expected norms and values, making it easier for them to integrate into the workplace.

Acceptance Criteria

Cultural Alignment Training Resources Accessibility

Given a new hire has logged into the HarmonyShift platform, when they navigate to the onboarding section, then they should see the Cultural Alignment Training Resources listed and accessible for review.

Resource Content Quality and Relevance

Given the Cultural Alignment Training Resources are developed, when an HR manager reviews the training materials, then at least 90% of the content should align with the company’s core values and expected behaviors in the workplace.

User Feedback Mechanism for Resources

Given the training resources have been accessed by new hires, when they complete the training, then they should be prompted to provide feedback on the resources, with at least 80% of users submitting responses.

Measurement of Cultural Fit Improvement

Given the training resources have been implemented, when new hires complete the onboarding process, then at least 75% of new hires should report a better understanding of the company culture in their post-training survey.

Integration with Onboarding Timeline

Given the onboarding timeline has been established, when a new hire's onboarding starts, then the Cultural Alignment Training Resources should be scheduled for completion within the first two weeks of their start date.

Tracking Resource Utilization

Given the HR team is monitoring onboarding processes, when they review utilization reports, then at least 85% of new hires should have accessed the Cultural Alignment Training Resources within the first month of employment.

Updates and Revisions to Training Material

Given feedback has been collected from users, when any significant changes are proposed for the training resources, then the HR team should revise and update the materials within two weeks of receiving the feedback.

Exit Interview Cultural Fit Questions

"As an HR analyst, I want to include cultural fit questions in exit interviews so that we can gather insights on potential improvements in our onboarding and recruitment processes to retain talent."

Description

The Exit Interview Cultural Fit Questions requirement will integrate specific questions related to cultural fit into the exit interview process. This will enhance the feedback collected regarding why previous employees may have left the organization. By analyzing responses to these cultural fit questions, HR can identify patterns or areas for improvement related to cultural integration, thereby informing future recruitment and onboarding practices to enhance retention.

Acceptance Criteria

Exit Interview Cultural Fit Questions Implementation

Given a completed exit interview process, when HR reviews the candidate's responses to the cultural fit questions, then HR should be able to identify at least three key themes related to cultural misalignment or fit.

Feedback Collection from Exit Interviews

Given an employee has participated in the enhanced exit interview, when the exit interview results are compiled, then HR should be able to gather and report on at least 80% of the interviews completed successfully including cultural fit responses.

Analysis of Cultural Fit Responses

Given the responses collected from exit interviews, when HR conducts an analysis of the cultural fit questions, then HR should produce a report that identifies at least two actionable insights for improving cultural integration within the onboarding process.

Integration with Recruitment Strategy

Given the analysis report generated from exit interviews, when the HR team meets to discuss recruitment strategy, then HR should include discussion points that directly tie back to the identified cultural fit issues and proposed solutions.

Stakeholder Review of Exit Interview Process

Given HR has completed the enhancement of the exit interview process, when stakeholders review the effectiveness of these cultural fit questions, then at least 75% of stakeholders should agree that the changes will likely improve employee retention.

Implementation of Outcome Tracking

Given cultural fit questions have been added to the exit interview, when HR tracks retention rates in the subsequent quarter, then they should see at least a 10% increase in retention rates compared to the previous quarter.

Employee Feedback on Exit Interview Process

Given the exit interview is completed, when former employees are surveyed about their experience, then at least 85% should respond positively regarding the relevance and clarity of the cultural fit questions.

Engagement Customizer

The Engagement Customizer allows HR professionals to create personalized onboarding engagement plans based on the new hire's cultural fit assessment results. This feature tailors activities, trainings, and mentorship opportunities that resonate with individual employees, fostering a deeper connection to the organization from day one.

Requirements

Cultural Fit Assessment Integration

"As an HR professional, I want to seamlessly integrate cultural fit assessments during the hiring process so that I can create tailored onboarding plans that resonate with new hires, enhancing their connection to the company from day one."

Description

The Cultural Fit Assessment Integration requirement focuses on integrating a reliable assessment tool within the HarmonyShift platform that evaluates a new hire's compatibility with the organization's culture prior to their onboarding. This integration offers HR professionals a holistic view of candidate strengths, enabling customized engagement plans that align with individual cultural fit. The outcome is an enhanced onboarding experience that increases retention by facilitating better acclimatization to the company culture from the start, ultimately driving higher employee satisfaction and productivity.

Acceptance Criteria

Cultural Fit Assessment Completion and Data Availability

Given a candidate has completed the Cultural Fit Assessment, when viewed in HarmonyShift, then their assessment results should be accessible to HR professionals for review.

Personalized Engagement Plan Generation

Given a candidate's cultural fit assessment results, when the engagement customizer is initiated, then a personalized onboarding engagement plan should be generated that includes tailored activities and training sessions.

User Interface for Assessment Results

Given an HR professional accesses the Cultural Fit Assessment results in HarmonyShift, when viewing the results, then the interface should display results in an organized manner with clear indicators of strengths and areas for improvement.

Integration with Existing Tools

Given that HarmonyShift integrates the Cultural Fit Assessment, when the integration is completed, then users should be able to export assessment results to existing HR tools without data loss or corruption.

Feedback Mechanism for Continuous Improvement

Given HR professionals use the Cultural Fit Assessment, when they provide feedback on the assessment's effectiveness, then the system should allow for feedback submission and track improvements based on the feedback received.

Reporting on New Hire Success Metrics

Given that new hires have undergone the Cultural Fit Assessment and subsequent onboarding, when HR professionals review success metrics, then there should be measurable correlations between cultural fit scores and retention rates post-onboarding.

Automated Notifications for Engagement Plan Activation

Given a new hire's personalized engagement plan has been created, when the start date is approaching, then the HR professional should receive an automated notification to activate the plan before onboarding occurs.

Customizable Onboarding Activities

"As an HR manager, I want to customize onboarding activities for new hires based on their personal assessment results so that I can ensure they feel connected and engaged from the outset."

Description

The Customizable Onboarding Activities requirement enables HR teams to create and manage a library of onboarding activities that can be tailored based on individual employee profiles derived from cultural fit assessments. This feature will support the design of diverse activities such as team-building exercises, training schedules, and mentorship pairings that reflect the preferences and needs of the new hires. By leveraging personalization in the onboarding process, organizations can enhance engagement and help new employees transition more smoothly into their roles, ultimately boosting retention rates.

Acceptance Criteria

Onboarding Customization for a Software Developer Role

Given a new hire's cultural fit assessment results, when the HR professional accesses the Engagement Customizer, then they should be able to see tailored onboarding activities specific to the Software Developer role, including relevant team-building exercises and technical training.

Automatic Activity Assignment Based on Assessment Results

Given a new hire's cultural fit assessment results, when the HR professional selects 'Generate Onboarding Plan', then the system should automatically create a personalized onboarding activity plan that includes at least three onboarding activities aligned with the assessment results.

Integration of Mentorship Opportunities in Onboarding Plans

Given that a new hire's cultural fit assessment indicates a need for mentorship, when the HR professional configures the onboarding activities, then the system must include at least one mentorship opportunity tailored to the new hire's preferences and role.

User Feedback on Onboarding Experience

Given that the onboarding process has been completed, when the new hire provides feedback through the system, then at least 80% of the feedback must indicate satisfaction with the onboarding activities chosen based on their cultural fit assessments.

Reviewing and Editing Customized Onboarding Plans

Given that an onboarding plan has been generated, when the HR professional reviews the plan, then they should be able to edit at least two activities in the onboarding plan to better suit the new hire's preferences with ease.

Reporting and Analytics on Onboarding Engagement

Given that multiple new hires have gone through the customized onboarding program, when the HR professional accesses the analytics dashboard, then they must see a report summarizing engagement levels with a minimum of three key metrics such as activity completion rates and overall satisfaction scores.

Feedback Loop Mechanism

"As an HR professional, I want to implement a feedback loop for new hires to share their onboarding experiences so that I can make data-driven improvements to our engagement strategies and enhance retention."

Description

The Feedback Loop Mechanism requirement introduces a structured process for collecting and analyzing feedback from new hires about their onboarding experience. Using periodic surveys and open feedback options, HR teams can gather insights about the effectiveness of the Engagement Customizer. This real-time feedback will help organizations refine and improve their onboarding strategies continually, ensuring that they adapt to the evolving needs of new employees for improved engagement and satisfaction.

Acceptance Criteria

New hires complete the onboarding process and receive a link to the feedback survey via email within 24 hours after their onboarding session.

Given a new hire has completed their onboarding, when the onboarding session ends, then an email should be sent containing a feedback survey link to the new hire's registered email address within 24 hours.

HR professionals analyze feedback collected from new hires after six weeks of their onboarding to assess the effectiveness of the Engagement Customizer.

Given feedback has been collected from new hires, when HR reviews the responses after six weeks, then the insights must indicate at least a 75% satisfaction rate regarding the onboarding experience.

New hires can submit open feedback about their onboarding experience anonymously at any point during their first three months.

Given a new hire is logged into the HarmonyShift platform, when they access the feedback section, then they should be able to submit open-ended feedback anonymously throughout their first three months.

The Engagement Customizer is adjusted based on aggregated feedback from multiple new hires after their first month.

Given the feedback has been collected from new hires, when HR analyzes this feedback, then at least one adjustment must be made to the Engagement Customizer based on the common themes identified in the feedback within one month of data collection.

HR teams are notified of any feedback submitted that includes a score of less than 3 out of 5 on the satisfaction scale immediately after it is submitted.

Given feedback has been submitted by a new hire, when the feedback includes a score of less than 3, then HR must receive an immediate notification containing the details of the submission.

A summary report of all feedback collected from new hires is generated and accessible to HR managers at the end of each onboarding cycle.

Given the onboarding cycle has concluded, when the cycle ends, then a summary report of feedback must be generated and available for HR managers to access within two business days.

New hires are able to rate individual components of the onboarding process to identify areas for improvement.

Given the feedback survey is designed, when new hires complete the survey, then they must be able to rate each component (e.g., communication, training, engagement activities) on a scale of 1 to 5 in the feedback form.

Analytics Dashboard for Engagement Plans

"As an HR manager, I want an analytics dashboard that displays the effectiveness of onboarding engagement plans so that I can make informed decisions and optimize the onboarding process."

Description

The Analytics Dashboard for Engagement Plans requirement involves creating a visual analytics dashboard where HR professionals can view the effectiveness of various onboarding engagement plans. By integrating tracking metrics such as engagement scores, employee performance, and retention rates, HR can identify which components of the onboarding process are most beneficial. This evidence-based approach allows organizations to adapt their engagement strategies for better outcomes, ensuring that they meet the needs of their workforce.

Acceptance Criteria

Viewing engagement effectiveness over time using the Analytics Dashboard for Engagement Plans.

Given an HR professional who has logged into the HarmonyShift platform, when they navigate to the Analytics Dashboard and select a specific onboarding engagement plan, then they should be able to view a line graph displaying engagement scores over the last 12 months.

Comparing retention rates of employees based on different onboarding engagement plans.

Given an HR professional with access to the Analytics Dashboard, when they select two or more onboarding engagement plans for comparison, then they should be able to view a bar graph that shows the retention rates for each plan side by side.

Identifying top 3 performing engagement activities from the analytics dashboard.

Given an HR professional reviewing the Analytics Dashboard, when they click on the 'Top Activities' section, then they should see a list of the top 3 engagement activities ranked by employee performance metrics alongside their engagement scores.

Filtering engagement plans by specific demographics such as department or job role.

Given an HR professional using the Analytics Dashboard, when they apply a filter for a specific department or job role, then the displayed engagement plan effectiveness data should update to reflect results only from the selected demographics.

Generating a report summarizing all key metrics related to engagement plans.

Given an HR professional who has accessed the Analytics Dashboard, when they click on the 'Generate Report' button, then a PDF report should be created including engagement scores, performance metrics, and retention rates for the selected time period, which can be downloaded.

Visualizing an increase in employee performance post onboarding engagement activities.

Given an HR professional reviewing the Analytics Dashboard, when they select an engagement plan and view the associated employee performance metrics, then they should be able to see a noticeable increase in performance scores compared to pre-engagement metrics.

Mentorship Program Matching

"As a new hire, I want to be paired with a mentor who shares my interests and aligns with my cultural fit profile so that I can navigate my new role more effectively and feel welcomed in the organization."

Description

The Mentorship Program Matching requirement allows for an automated pairing system that connects new hires with experienced employees based on skills, interests, and cultural fit assessment results. This feature aims to promote knowledge sharing and smooth integration into the company culture through mentorship relationships. Fostering early connections not only boosts employee morale but also accelerates the learning curve for new hires, thus significantly improving retention and overall team dynamics.

Acceptance Criteria

New hires are onboarded and complete their cultural fit assessment, leading to an automatic pairing with a mentor who aligns with their interests and skills.

Given that a new hire has completed the cultural fit assessment, when the matching process is initiated, then the new hire should be automatically paired with a mentor whose skills and interests match the assessment results.

HR professionals review the mentorship pairings generated by the system to ensure they meet organizational standards and diversity goals.

Given that the mentorship pairings have been generated, when an HR professional reviews the pairings, then each pair should meet the predetermined criteria for skills, interests, and cultural fit as defined by the organization.

New hires participate in their first mentorship session and provide feedback on their experience.

Given that a new hire has engaged in their first mentor meeting, when the new hire provides feedback through a survey, then at least 80% of the feedback should indicate satisfaction with the pairing and the guidance received from their mentor.

The mentorship program runs for three months, and HR collects analytics on retention rates of new hires involved in mentorship.

Given that the mentorship program has been in effect for three months, when HR analyzes retention data, then the retention rate of new hires participating in the program should increase by at least 15% compared to previous cohorts without mentorship.

Mentors receive training on how to effectively guide and support new hires based on their unique needs identified through assessments.

Given that mentors are scheduled for training sessions, when training is completed, then 100% of mentors should have attended the training and provided positive feedback on preparedness to mentor new hires.

The system allows mentors and new hires to schedule their sessions through an integrated calendar feature.

Given that the mentorship pairing has been established, when the mentor and new hire access the scheduling feature, then they should be able to seamlessly view available times and book meetings with at least 95% success rate without technical difficulties.

Feedback from the mentorship program is reviewed to identify areas for improvement.

Given that feedback has been collected at the end of the mentorship program, when HR analyzes this feedback, then at least three actionable insights should be identified to enhance the mentorship matching process for future cohorts.

Cultural Insights Dashboard

The Cultural Insights Dashboard provides HR managers with visual analytics on cultural fit metrics among new hires. It aggregates data from assessments and engagement plans, enabling teams to identify trends and areas for improvement in their onboarding processes, ultimately enhancing the workplace culture and reducing turnover.

Requirements

Cultural Fit Scoring

"As an HR manager, I want to see a quantitative score for cultural fit among new hires so that I can make informed decisions about their potential integration into our company culture."

Description

The Cultural Fit Scoring requirement involves developing a quantitative scoring mechanism that evaluates new hires based on cultural fit criteria gathered from assessment tools. This scoring system will aggregate data from initial interviews, peer reviews, and performance assessments to provide an overall cultural fit score. The implementation of this feature is essential for enhancing the Cultural Insights Dashboard by providing HR managers with clear, data-driven insights. This will help identify candidates who align more closely with the company culture, thereby improving team cohesion and reducing turnover through informed hiring decisions.

Acceptance Criteria

Cultural Fit Scoring Personnel Review

Given that HR managers access the Cultural Insights Dashboard, when they initiate a cultural fit scoring analysis for a new hire, then the dashboard should display a calculated cultural fit score based on aggregated data from assessments, peer reviews, and performance metrics.

Cultural Fit Score Threshold Notifications

Given that the cultural fit scoring system evaluates new hires, when a new hire's cultural fit score falls below a predefined threshold, then the system should send an automatic notification to the HR manager for further evaluation.

Dashboards Reflecting Real-Time Data

Given that the Cultural Insights Dashboard is live, when a new hire's cultural fit score is updated, then the dashboard should reflect this change in real time without the need for manual refresh.

Comprehensive Scoring Reports Generation

Given that HR professionals require insights, when a cultural fit scoring analysis is completed, then the system should generate a comprehensive report detailing the scoring methodology, individual assessments contributing to the score, and recommendations for improvement.

User Feedback on Cultural Fit Metrics

Given that the Cultural Insights Dashboard is used by HR personnel, when users interact with the cultural fit scoring feature, then they should be able to submit feedback on the usefulness of the insights provided within 30 days of implementation.

Integration with Existing HR Tools

Given that HarmonyShift is designed for seamless integration, when the Cultural Fit Scoring feature is implemented, then it should successfully integrate with existing HR management tools without disrupting current workflows.

Real-time Analytics Integration

"As an HR manager, I want real-time analytics on cultural fit and engagement so that I can quickly adapt our onboarding processes to enhance employee integration and satisfaction."

Description

The Real-time Analytics Integration requirement focuses on incorporating real-time data processing capabilities into the Cultural Insights Dashboard. This will enable HR managers to receive immediate feedback on the cultural fit of new hires and ongoing employee engagement. By utilizing real-time analytics, users can monitor trends, identify areas of concern, and make timely adjustments to onboarding and engagement strategies. The implementation of this integration is crucial as it ensures that decision-makers have up-to-date information to foster a positive workplace culture.

Acceptance Criteria

Real-time Feedback on Cultural Fit for Onboarding HR Meeting

Given an HR manager is evaluating the Cultural Insights Dashboard after a new hire has completed their onboarding assessments, when they access the dashboard, then the dashboard displays real-time metrics on the cultural fit of the new hire based on the latest assessment data.

Analysis of Employee Engagement Trends Over Time

Given an HR manager selects a specific time frame for analysis on the Cultural Insights Dashboard, when they view the employee engagement section, then the dashboard presents visual analytics showing trends in employee engagement levels during that time frame.

Immediate Alerts for Low Cultural Fit Scores

Given an HR manager is monitoring the Cultural Insights Dashboard, when a new hire's cultural fit score falls below a predefined threshold, then the system sends immediate alerts to the HR manager for follow-up.

Integration with Existing HR Management Tools

Given the Cultural Insights Dashboard has been implemented, when an HR manager attempts to integrate the dashboard with existing HR management tools, then the integration process should complete successfully without errors, and data should synchronize in real-time.

Customizable Engagement Metrics for Different Teams

Given an HR manager is using the Cultural Insights Dashboard, when they customize the engagement metrics to reflect team-specific variations, then the dashboard updates accordingly and displays the chosen metrics accurately.

Historical Data Comparison for Cultural Fit Scores

Given an HR manager wants to assess cultural fit scores over several onboarding cycles, when they select historical data on the Cultural Insights Dashboard, then it provides a comparison of cultural fit scores across different time periods for analysis.

User-Centric Visualization Tools

"As an HR manager, I want customizable visualization tools so that I can present cultural fit data in ways that are clear and engaging for team discussions."

Description

The User-Centric Visualization Tools requirement entails the development of dynamic visualization features within the Cultural Insights Dashboard. These tools will allow HR managers to create customized visuals, such as graphs and charts, that represent cultural fit metrics in an easily digestible format. The goal is to enhance data interpretation and support strategy discussions among HR professionals and team leaders. By implementing these visualization tools, users will be able to better communicate insights and trends, driving informed decision-making regarding culture improvement initiatives.

Acceptance Criteria

Visualizing Cultural Fit Metrics for New Hires During Onboarding

Given the HR manager is in the Cultural Insights Dashboard, when they select cultural fit metrics from the data options, then they can generate a visual representation (graph or chart) of the metrics tailored to their specifications.

Identifying Trends Using Historical Data in Cultural Insights Dashboard

Given the HR manager has accessed the Cultural Insights Dashboard, when they choose historical data for cultural fit metrics over previous onboarding cycles, then they are able to create a comparative visual analysis to identify trends.

Customizing Visualization Elements for Team Presentations

Given the HR manager wants to present cultural fit metrics to team leaders, when they utilize the customization options in the visualization tools, then they can adjust colors, labels, and formats to match the company's branding and presentation style.

Exporting Visual Reports for Stakeholder Review

Given the HR manager has created a visual representation of cultural fit metrics, when they select the export option, then they can download the report in various formats (PDF, PNG, etc.) for distribution to stakeholders.

Real-Time Analytics Reflection in Visualizations

Given the HR manager is monitoring cultural fit metrics live, when the cultural fit data is updated, then the visualizations in the Cultural Insights Dashboard reflect these changes without needing to refresh the page.

Automated Data Aggregation

"As an HR manager, I want an automated way to collect cultural fit data so that I can save time and have a comprehensive view of our onboarding processes."

Description

The Automated Data Aggregation requirement seeks to streamline the process of gathering cultural fit data from various sources such as employee surveys, performance reviews, and onboarding assessments. By automating this aggregation, we will reduce the manual effort required to compile data for the Cultural Insights Dashboard. This feature will enable HR managers to have a centralized and comprehensive view of cultural metrics, allowing for faster analysis and decision-making. The efficiency gained from automation will ultimately enhance the user experience and the effectiveness of the dashboard.

Acceptance Criteria

As an HR manager, I want to automatically gather cultural fit data from employee surveys and onboarding assessments to save time and ensure accuracy in reporting.

Given that the data aggregation process is initiated, when the HR manager selects the relevant sources for data collection, then the system should automatically pull data from employee surveys and onboarding assessments within 5 minutes.

As an HR professional, I want to view aggregated cultural fit metrics on the Cultural Insights Dashboard in real-time to make informed decisions about our onboarding processes.

Given that the data has been aggregated, when the HR manager accesses the Cultural Insights Dashboard, then all cultural fit metrics should be updated and displayed accurately without any lag, with a refresh rate of no more than 30 seconds.

As a data analyst for the HR department, I want to ensure that the data collected for cultural metrics is accurate and free from duplicate entries.

Given that the data aggregation process is complete, when the HR manager reviews the data, then there should be zero duplicate entries for cultural fit metrics from surveys and assessments.

As an HR manager, I want to receive notifications about any issues in the data aggregation process so that I can address them promptly.

Given that the data aggregation process is in progress, when an error occurs in data pulling from any source, then the system should trigger an immediate alert notification to the HR manager via email and within the platform.

As an HR manager, I want to customize the sources of cultural fit data collection to reflect the specific needs of our organization.

Given that the system is configured, when the HR manager accesses the settings for data sources, then they should be able to select or deselect sources for data aggregation without errors.

As an HR manager, I want to analyze historical cultural fit data alongside current metrics for trend identification, to improve long-term onboarding processes.

Given that both historical data and current data are aggregated, when the HR manager accesses the dashboard for analysis, then they should be able to view and compare historical cultural fit trends over a defined time frame (e.g., quarterly, annually).

As an HR professional, I want the aggregated data to seamlessly integrate with existing HR tools so that I can leverage other analytics features without data silos.

Given that the data aggregation feature is implemented, when the HR manager attempts to integrate with other HR tools (e.g., payroll or performance management systems), then the data should transfer correctly without data loss or corruption.

Feedback Loop Mechanism

"As an HR manager, I want to establish a feedback mechanism for new hires to share their onboarding experiences so that I can enhance our processes and better support cultural integration."

Description

The Feedback Loop Mechanism requirement involves implementing a system for collecting ongoing feedback from new hires regarding their onboarding experience and cultural integration. This feature will create a system for periodic surveys, feedback sessions, or peer reviews to ensure continuous improvement based on employee sentiments. By actively engaging with employees during their onboarding process, this requirement enables HR managers to adjust onboarding practices based on real-time input, fostering a more inclusive and supportive company culture.

Acceptance Criteria

New hires participate in a quarterly feedback session to discuss their onboarding experiences and cultural integration with HR managers.

Given a scheduled quarterly feedback session, when a new hire submits their feedback through the provided forms, then the feedback should be recorded in the system and accessible to HR managers for review.

A monthly pulse survey is sent to new hires to gauge their feelings about the company's culture and onboarding procedures.

Given a generated pulse survey, when the survey is distributed via email to new hires, then 80% of new hires must respond within one week for the survey to be considered successful.

The HR team reviews feedback collected from new hires and adjusts the onboarding process accordingly.

Given collected feedback from new hires, when the HR team analyzes the feedback data, then at least three actionable insights should be derived and documented in a report for future onboarding improvements.

New hires are scheduled for peer review sessions to share experiences and suggestions for the onboarding process.

Given a scheduled peer review session, when new hires attend and provide feedback, then the attendance rate must be at least 90% for the session to be considered successful.

HR managers present the results of feedback collected from new hires in a team meeting to discuss ongoing improvements.

Given the feedback results from new hires, when HR managers present these results in a team meeting, then 100% of team members must engage in the discussion and suggest at least one improvement based on the feedback shared.

The Cultural Insights Dashboard displays visual analytics based on the feedback received from new hires about onboarding experiences.

Given feedback data from new hires, when the Cultural Insights Dashboard is updated, then it should show trends and metrics regarding cultural fit with an accuracy rate of at least 95% compared to raw feedback data.

Fit Feedback Loop

The Fit Feedback Loop is an interactive tool that encourages new hires to provide feedback on their onboarding experience and cultural adjustment. This continuous feedback mechanism empowers organizations to refine their onboarding processes and address any misalignments promptly, creating a positive onboarding experience and fostering employee loyalty.

Requirements

Feedback Collection Interface

"As a new hire, I want to easily provide feedback on my onboarding experience so that the company can improve the process for future employees and I can feel more integrated into the team."

Description

The Feedback Collection Interface is a user-friendly portal through which new hires can submit their onboarding feedback. This interface will feature easy-to-navigate forms and prompts that enable employees to share their thoughts on various aspects of their onboarding experience, such as training quality, support received, and overall satisfaction. The collected data will be crucial for HR teams to analyze trends and patterns in onboarding experiences, allowing them to proactively address any concerns and improve overall new hire integration into the company culture.

Acceptance Criteria

New hires access the Feedback Collection Interface during their onboarding process to share their experiences and suggestions for improvement.

Given a new hire has logged into the HarmonyShift platform, when they navigate to the Feedback Collection Interface, then they should see a user-friendly form with sections for different feedback categories (training quality, support received, overall satisfaction).

The HR team reviews feedback collected from new hires to identify trends and areas for improvement in the onboarding process.

Given feedback is submitted by at least 10 new hires, when the HR team accesses the analytics dashboard, then they should be able to view aggregated feedback with actionable insights on onboarding quality and areas needing improvement.

New hires submit their feedback and receive confirmation of submission, encouraging ongoing participation in future feedback opportunities.

Given a new hire submits their feedback through the Feedback Collection Interface, then a confirmation message should appear notifying them of successful submission and encouraging them to provide future feedback.

The Feedback Collection Interface ensures that all fields in the feedback form are completed before submission to gather comprehensive data.

Given a new hire attempts to submit the feedback form with incomplete fields, when they try to submit, then an error message should display highlighting the required fields that are missing to prevent submission.

New hires can access past feedback submissions to reflect on their previous experiences and see changes implemented by the HR team.

Given a new hire accesses the Feedback Collection Interface, when they click on the 'View Past Feedback' option, then they should be able to see their previous submissions along with any responses or changes made by the HR team.

The Feedback Collection Interface is integrated with the overall HarmonyShift platform without performance issues, ensuring a seamless experience for users.

Given the Feedback Collection Interface is accessed by a new hire, then the load time must be less than 3 seconds, and all functionalities must be responsive for the user.

The onboarding feedback form enables new hires to provide anonymous feedback, increasing the likelihood of honest responses.

Given a new hire is filling out the feedback form, then they should see an option to provide feedback anonymously, ensuring that their identity is protected and responses are confidential.

Real-time Feedback Analytics

"As an HR manager, I want to access real-time analytics on new hire feedback so that I can make timely adjustments to the onboarding process and increase employee retention."

Description

Real-time Feedback Analytics will automate the collection and analysis of feedback provided by new hires through the Fit Feedback Loop. This functionality will leverage AI-driven insights and data visualization tools to present actionable metrics and trends in a comprehensible format for HR professionals. This will empower organizations to quickly identify areas needing improvement and measure the effectiveness of their onboarding processes over time, ultimately enhancing employee satisfaction and reducing turnover rates.

Acceptance Criteria

Real-time feedback analytics dashboard functionality for HR managers

Given the HR manager has accessed the Fit Feedback Loop dashboard, When they select the 'Analytics' tab, Then they should see a real-time visual representation of new hire feedback including satisfaction ratings, areas of improvement, and feedback trends over the past 30 days.

Automated alerts for critical feedback issues

Given the real-time feedback analytics system is operational, When a new hire submits feedback with a satisfaction rating below 3 out of 5 stars, Then an automated alert should be sent to the HR manager's email within 1 hour of submission.

In-depth analysis of positive feedback trends

Given that new hires are providing feedback through the Fit Feedback Loop, When the HR manager generates a report on positive feedback trends for the past quarter, Then they should see a summary of the top three most praised aspects of the onboarding experience with supporting visual data.

Integration with existing HR systems for feedback collection

Given the HarmonyShift platform is in use, When a new hire submits feedback through the Fit Feedback Loop, Then the feedback should be automatically logged into the existing HR management system without manual entry.

User accessibility and interaction with the analytics tool

Given that the HR manager is using the real-time feedback analytics tool, When they attempt to interact with any chart or metric, Then they should be able to drill down to see detailed feedback comments related to that metric seamlessly.

Feedback Response Mechanism

"As an HR professional, I want to respond to new hires' feedback so that I can acknowledge their concerns and reinforce their connection to the organization."

Description

The Feedback Response Mechanism allows HR teams to respond directly to the feedback provided by new hires, closing the feedback loop. This feature enables HR managers to address concerns, acknowledge positive feedback, and ask follow-up questions for clarity. By facilitating open communication, this mechanism fosters a sense of belonging and shows new hires that their opinions are valued, enhancing their engagement and loyalty to the organization.

Acceptance Criteria

New hire submits feedback through the Fit Feedback Loop about their onboarding experience.

Given a new hire has completed their onboarding survey, when HR receives the feedback, then the HR team can respond within 48 hours.

HR manager acknowledges positive feedback provided by a new hire in the Fit Feedback Loop.

Given positive feedback from a new hire, when HR drafts a response, then they must include specific details acknowledging the feedback and express appreciation.

HR obtains actionable insights from the feedback provided by a new hire.

Given the feedback is submitted, when HR analyzes the feedback, then at least 3 specific areas for improvement must be identified and logged for review.

Follow-up questions are sent to a new hire for clarification on their feedback.

Given a new hire's feedback requires clarification, when HR sends a follow-up question, then the new hire must receive the question within 24 hours of the initial feedback submission.

HR uses the feedback from the Fit Feedback Loop to refine the onboarding process.

Given multiple feedback submissions from new hires, when HR reviews the feedback, then a report detailing at least 2 improvements to the onboarding process must be created within one month.

New hire feels a sense of belonging after HR responds to their feedback.

Given HR's response to the new hire, when the new hire reads the response, then they must indicate a feeling of being valued in a follow-up survey, achieving at least an 80% satisfaction rate.

Feedback can be tracked and reported for organizational insights.

Given that feedback is collected through the Fit Feedback Loop, when HR generates a monthly report, then the report must include metrics on feedback volume, sentiment analysis, and response rates.

Integration with Performance Tracking Modules

"As a manager, I want the onboarding feedback to be incorporated into performance evaluations so that I can have a complete picture of an employee's development from the start."

Description

The Integration with Performance Tracking Modules will allow feedback collected through the Fit Feedback Loop to inform and enhance performance metrics for new hires. This requires system compatibility to ensure that onboarding experiences are considered when evaluating new employees' initial performance assessments. The integration will enrich the performance tracking capabilities and provide a more holistic view of employee development from day one.

Acceptance Criteria

New hires access the Fit Feedback Loop during their onboarding process to provide feedback about their experiences.

Given a new hire has completed their onboarding sessions, when they access the Fit Feedback Loop, then they should be able to submit feedback without any errors.

HR managers review feedback collected from the Fit Feedback Loop to refine onboarding processes.

Given feedback has been submitted by new hires, when an HR manager accesses the performance tracking module, then the new hire's feedback should be integrated and visible alongside their performance metrics.

Feedback data from the Fit Feedback Loop is used to inform initial performance assessments of new hires within the first 90 days.

Given that new hires have provided feedback through the Fit Feedback Loop, when performance assessments are generated, then those assessments must reflect insights gained from the feedback.

New hires can view a summary of the feedback they provided in the Fit Feedback Loop, influencing their performance review.

Given a new hire has provided feedback, when they view their performance review, then they should see a section in the review that highlights feedback received from the Fit Feedback Loop.

Technical integration ensures that feedback data from the Fit Feedback Loop is automatically updated in the performance tracking modules.

Given the Fit Feedback Loop is integrated with the performance tracking modules, when a new piece of feedback is submitted, then the performance tracking modules should reflect this update in real-time.

Stakeholders receive reports on the effectiveness of the Fit Feedback Loop in improving performance metrics.

Given a specified reporting period, when HR stakeholders request a performance report, then the report must include metrics showing improvements attributed to feedback collected from the Fit Feedback Loop.

The system ensures that only authorized HR personnel can access the feedback data from the Fit Feedback Loop for performance assessments.

Given a user is an HR manager, when they attempt to access feedback data, then the system should authenticate their access and allow them to view the feedback if they have the appropriate permissions.

User Engagement Notifications

"As a new hire, I want to receive reminders to share my thoughts on my onboarding process so that I can contribute to improving the experience while it’s still fresh in my mind."

Description

User Engagement Notifications will be automated reminders sent to new hires encouraging them to provide feedback on their onboarding experience. This requirement ensures timely and consistent feedback collection by prompting users at strategic points throughout their onboarding journey, minimizing the chance of lower response rates due to forgetfulness or lack of prompts. The notifications will be customized based on the onboarding timeline to maximize engagement.

Acceptance Criteria

User Engagement Notifications are triggered at key stages of the onboarding process such as Day 1, Day 7, and Day 14 to remind new hires to provide feedback on their experience.

Given a new hire has completed their onboarding tasks, when the notification is triggered, then the new hire receives an automated email reminder to provide feedback within 24 hours.

New hires can customize their preferences for receiving notifications related to feedback requests, such as time of day and preferred communication channel.

Given a new hire accesses their profile settings, when they select notification preferences, then their selections are saved and utilized in future feedback requests.

The system tracks the response rate of new hires providing feedback after receiving notifications, evaluated weekly to gauge effectiveness.

Given notifications are sent, when the system compiles feedback response data, then it shows at least a 70% response rate from new hires within the first month post-onboarding.

Users encounter an easy-to-use interface when receiving notifications, prompting them to provide feedback immediately without navigating through multiple steps.

Given a notification is received, when a new hire clicks on the provided link, then they are directed to a feedback page that loads within 3 seconds and requires no more than 5 clicks to complete their feedback.

The feedback mechanism is integrated with analytics to assess the overall satisfaction of the onboarding experience.

Given feedback is collected, when analytics are generated, then they reflect the average satisfaction score of at least 4 out of 5 for new hires across the last quarter.

Notifications include specific, clear deadlines to respond to feedback requests to ensure timely responses from new hires.

Given a notification is sent, when a new hire reads the message, then it clearly states the deadline for providing feedback as well as the consequences of not responding.

The system logs and stores all notifications sent and responses received for administrative review and compliance.

Given a notification is sent to a new hire, when the administrative user accesses the logs, then they can view all notifications associated with that hire alongside their feedback responses.

Cultural Adjustment Assessment

"As a new hire, I want to assess my fit within the company culture through my feedback so that I can understand my integration and what support I may need."

Description

The Cultural Adjustment Assessment will include a specific section within the feedback loop that prompts new hires to evaluate their alignment with the company culture. This requirement aims to gather insights on how well new employees feel they are adapting to the company’s core values and work environment. Understanding cultural alignment helps HR identify areas where additional support or resources might be necessary to foster employee satisfaction and integration.

Acceptance Criteria

New hires have completed their initial onboarding training and are now prompted to fill out the Cultural Adjustment Assessment within the Fit Feedback Loop tool during their first month on the job.

Given that a new hire has completed onboarding, when they access the Fit Feedback Loop, then they should see the Cultural Adjustment Assessment section where they can evaluate their alignment with company culture.

A new hire provides their feedback on the Cultural Adjustment Assessment using a scale from 1 to 5 to rate their cultural alignment and offers specific comments on their experience.

Given that a new hire has submitted their assessment, when they complete the form and submit it, then their responses should be saved successfully in the database and be visible to HR personnel.

HR personnel accesses the feedback gathered from the Cultural Adjustment Assessment to analyze trends in cultural alignment among new hires.

Given that HR has logged into the HarmonyShift platform, when they navigate to the Fit Feedback Loop analytics dashboard, then they should see aggregated data showcasing the new hires' cultural alignment ratings and any common themes in their comments.

The Cultural Adjustment Assessment provides an option for new hires to request additional resources or support based on their feedback on cultural alignment.

Given that a new hire identifies a need for additional support, when they check the option to request resources within the assessment, then they should receive a confirmation that their request has been submitted for follow-up by HR.

Feedback received through the Cultural Adjustment Assessment prompts HR to implement changes in the onboarding process to improve cultural alignment for future new hires.

Given that HR analyzes feedback data indicating a low cultural alignment score, when they decide to update onboarding practices, then the changes should be documented and communicated to the necessary stakeholders.

The Cultural Adjustment Assessment is accessible to new hires on different devices including mobile phones and tablets.

Given that a new hire logs into HarmonyShift from a mobile device, when they navigate to the Fit Feedback Loop, then they should have a responsive and user-friendly interface for completing the Cultural Adjustment Assessment.

Value Prioritization Quiz

The Value Prioritization Quiz prompts new hires to reflect on their personal values and professional priorities relative to the company's values. The insights gained from this quiz facilitate meaningful discussions with managers and peers, encouraging alignment and fostering a sense of belonging in the organization.

Requirements

Personal Values Assessment

"As a new hire, I want to take a quiz that helps me reflect on my personal values and how they align with the company's values so that I can foster better relationships with my colleagues and integrate smoothly into the company culture."

Description

The Personal Values Assessment requirement involves creating an interactive quiz that prompts new hires to evaluate and articulate their personal values, professional priorities, and how these relate to the organization's core values. The quiz will be designed to be user-friendly and engaging, providing insightful feedback that can be shared with managers and peers. This feature aims to facilitate meaningful discussions that strengthen alignment between new hires and the company culture, fostering a sense of belonging. Implementation requires collaboration with HR to define values, and it will be integrated within the onboarding process of HarmonyShift, allowing for easy data collection and analysis of responses. The expected outcome is to enhance employee engagement, improve retention rates, and promote stronger interpersonal connections within teams.

Acceptance Criteria

New hires complete the Personal Values Assessment quiz during their onboarding process within the HarmonyShift platform.

Given a new hire has logged into HarmonyShift, when they navigate to the onboarding section and select the Personal Values Assessment quiz, then they should be able to complete the quiz with a user-friendly interface that displays questions clearly and allows for easy input of answers.

The Personal Values Assessment quiz gathers and stores responses from new hires to facilitate data analysis.

Given a new hire has completed the Personal Values Assessment quiz, when the responses are submitted, then the system should store the responses securely in the database and ensure they are retrievable by HR for analysis.

Managers receive insightful feedback from the results of the Personal Values Assessment quiz for their new hires to facilitate discussions.

Given that a new hire has completed the Personal Values Assessment quiz, when the HR department accesses the results, then insightful feedback should be generated in a format that can be easily shared with the respective managers for meaningful discussions.

The Personal Values Assessment quiz aligns personal values with organizational core values to promote engagement.

Given that new hires complete the Personal Values Assessment quiz, when the results are analyzed, then there should be a clear correlation presented between the personal values of the new hires and the organization’s core values, which can be used to enhance team integration efforts.

The Personal Values Assessment quiz is designed to be engaging and interactive for new hires to retain interest.

Given that the new hire is engaging with the Personal Values Assessment quiz, when they interact with the quiz elements, then at least 80% of new hires should report a positive experience in a post-quiz feedback survey regarding its engagement level and interactivity.

The Personal Values Assessment quiz can be completed within a specific time frame to ensure efficiency during onboarding.

Given that new hires are participating in the Personal Values Assessment quiz, when they begin the quiz, then they should be able to complete it within a maximum of 15 minutes without feeling rushed or stressed, and with clear time tracking visible during the quiz.

New hires can review their quiz results to reflect on their values after completing the assessment.

Given that a new hire has completed the Personal Values Assessment quiz, when they view their results, then they should receive a comprehensive summary that highlights their personal values, proposed alignment with company values, and actionable insights for discussion with their manager.

Value Feedback Mechanism

"As a new hire, I want to provide feedback on the Value Prioritization Quiz so that the HR team can improve the onboarding experience for future employees."

Description

The Value Feedback Mechanism requirement consists of creating a system for the new hires to provide feedback on the Value Prioritization Quiz experience. This includes developing a user interface where users can rate the quiz and suggest improvements. Collecting this feedback will allow the HR team to continuously refine the quiz content, ensuring it remains relevant and effective. Integration with existing feedback tools within HarmonyShift will allow for seamless data aggregation and reporting, enabling HR to track trends in user responses and adapt the onboarding process accordingly. This feedback loop is critical for maintaining the quality and effectiveness of the quizzes and ensuring they serve the company's evolving cultural landscape.

Acceptance Criteria

New hires have just completed the Value Prioritization Quiz and are now accessing the feedback mechanism to provide their thoughts on the experience.

Given the new hire has completed the quiz, when they access the feedback interface, then they should be able to rate the quiz on a scale from 1 to 5 and provide at least one suggestion for improvement.

HR managers are reviewing feedback after a set period to assess employee satisfaction with the Value Prioritization Quiz.

Given that feedback has been collected for at least 30 days, when the HR manager accesses the aggregated feedback report, then they should see a summary of average ratings and the most common suggestions for improvement.

A new hire submits feedback on the Value Prioritization Quiz through the user interface.

Given that a new hire enters feedback into the feedback mechanism, when they submit their feedback, then their input should be successfully saved and the user should receive a confirmation message.

The feedback from new hires is being integrated into existing feedback tools within HarmonyShift for reporting purposes.

Given that feedback has been submitted, when the data is aggregated in the existing feedback tools, then it should be visible in the reporting dashboard within 24 hours.

New hires are given the option to provide additional comments in the feedback section after rating the quiz.

Given that a new hire has rated the quiz, when they choose to provide additional comments, then they should have a text field available and their comments should be saved successfully upon submission.

The Value Feedback Mechanism should facilitate feedback tracking and updates to the quiz based on trends observed.

Given that feedback has been successfully collected for over 60 days, when the HR team analyzes the trends, then they should be able to adjust the quiz content based on feedback trends indicated in the reports.

Quiz Data Analytics Dashboard

"As an HR manager, I want to access real-time analytics from the Value Prioritization Quiz so that I can better understand new hires' values and improve our onboarding strategy accordingly."

Description

The Quiz Data Analytics Dashboard requirement involves developing a dashboard that provides real-time analytics on the results of the Value Prioritization Quiz. This dashboard will display aggregated data such as average values alignment scores, common values among new hires, and trends over time in employee values. The analytics will help HR and management identify strengths and areas for improvement within the organization’s culture. Integration with existing analytical tools of HarmonyShift will ensure data accuracy and visualization clarity. This capability is vital as it allows stakeholders to make data-driven decisions, enhancing employee engagement strategies and onboarding processes.

Acceptance Criteria

New HR managers are onboarding a group of new hires and utilize the Quiz Data Analytics Dashboard to track alignment of new hire values with the company's core values.

Given that HR managers are logged into HarmonyShift, when they navigate to the Quiz Data Analytics Dashboard, then they should see a summary of average values alignment scores displayed visually, including trends over time.

The HR team is analyzing the results of the Value Prioritization Quiz to identify common values among employees and how they align with company values.

Given that the HR team wants to analyze quiz results, when they access the dashboard, then they should be able to view a list of the top three common values shared among new hires, with proper visual representation.

Management needs to present data-driven conclusions about employee values to stakeholders in a quarterly review meeting.

Given that management is preparing for the quarterly review, when they generate a report from the Quiz Data Analytics Dashboard, then it must include clear, comprehensive insights on values trends over time with supporting visuals like graphs.

HR professionals need to ensure that the data displayed on the Quiz Data Analytics Dashboard is accurate and reflects real-time quiz results from all new hires.

Given that new hires have completed the Value Prioritization Quiz, when the HR team checks the dashboard, then it should reflect the latest quiz results with no discrepancies within a five-minute update window.

The HR team aims to integrate the dashboard with existing analytical tools to enhance reporting capabilities.

Given that the HR team is implementing the dashboard integration, when they connect the Quiz Data Analytics Dashboard with other analytical tools, then the data should seamlessly flow without manual intervention and maintain its integrity.

A new HR user is training on how to utilize the Quiz Data Analytics Dashboard for first-time access.

Given that a new HR user has logged into HarmonyShift, when they first access the Quiz Data Analytics Dashboard, then they must see a user-friendly tutorial or help option to guide them through the features of the dashboard.

Social Sharing Features

"As a new hire, I want to share my quiz results with my colleagues within HarmonyShift so that I can connect with others who share similar values and enhance my integration into the team."

Description

The Social Sharing Features requirement focuses on enabling new hires to share their quiz results within the HarmonyShift platform and potentially on social media. This could involve creating a 'Share' button with customizable templates to allow employees to express their personal values visibly. This feature promotes community building within the organization, allowing new hires to connect with existing employees who share similar values. It also serves as a marketing opportunity for the company, showcasing its commitment to understanding and aligning with employee values. Implementation requires careful consideration of privacy and sharing settings to ensure user consent is respected.

Acceptance Criteria

New hires want to share their Value Prioritization Quiz results with their team after completing their onboarding process, using the HarmonyShift platform's new social sharing features to promote values alignment.

Given a new hire has completed the Value Prioritization Quiz, when they click the 'Share' button, then they should see options to share on their profile or social media with pre-filled customizable templates reflecting their quiz results.

HR managers review engagement metrics after the implementation of social sharing features to assess if new hires are feeling more connected to their colleagues and aligned with the company's values.

Given the social sharing feature is enabled, when new hires share their quiz results within HarmonyShift, then the platform must track and report an increase of at least 20% in peer interactions in the following month.

Employees are concerned about their privacy settings when sharing their quiz results and want assurance that their data is protected and only shared with their consent.

Given that new hires attempt to share their quiz results, when the 'Share' action is initiated, then the system must prompt the user with options to manage their privacy settings before proceeding with the share action.

Marketing wants to leverage the social sharing feature as a promotional tool, highlighting how values alignment is part of the company's culture.

Given that a new hire shares their quiz results publicly on social media, when the post is shared, then it must automatically tag the company page and include a relevant hashtag to promote brand visibility.

New hires access the social sharing feature but encounter difficulties in using it due to a lack of guidance or clear instructions within the platform.

Given that a new hire accesses the social sharing feature, when they click on the 'Help' button within the sharing interface, then they should be directed to a user-friendly guide explaining how to share their quiz results.

Managerial Access to Quiz Insights

"As a manager, I want to access insights from my team's Value Prioritization Quiz results so that I can better support and engage my team by understanding their values and priorities."

Description

The Managerial Access to Quiz Insights requirement entails creating a secure access point where managers can view insights from the Value Prioritization Quiz results of their team members. This will involve designing an intuitive interface that summarizes individual results while maintaining confidentiality. The insights will help managers understand their team's values, enabling them to tailor their leadership and engagement strategies. Implementation includes establishing user permissions to ensure that access is granted appropriately and sensitively. This requirement is crucial for fostering supportive environments that align with employee values and enhancing overall team dynamics.

Acceptance Criteria

Manager logs into HarmonyShift and navigates to the Value Prioritization Quiz insights section for their team.

Given the manager is logged in, when they access the insights section, then they should see a summarized view of their team's quiz results including individual values and priorities without any personal identifiers.

Manager attempts to access quiz insights for a team member who they do not have permission to view.

Given the manager does not have access rights, when they try to view the quiz insights for that team member, then they should receive an appropriate error message indicating lack of permission to view those insights.

Manager views the insights for their team members and can filter results based on specific criteria.

Given the manager is on the insights page, when they apply filters (e.g., by value type or priority level), then the displayed results should refresh to show only those team members who meet the filter criteria.

Manager wants to download the insights summary for further discussion in a meeting.

Given the manager is on the insights page, when they select the download option, then a CSV file containing the summarized insights should be generated and downloaded successfully.

An HR admin sets up a new manager user with the appropriate permissions to view quiz insights.

Given the HR admin is configuring a new manager, when the admin assigns the permission for quiz insights access, then the system should confirm that the manager can view insights as per their team assignments.

Manager reviews quiz insights and identifies a significant mismatch between team values and company values.

Given the manager is viewing the insights, when they identify a mismatch, then they should be encouraged to initiate a team discussion using guide questions provided based on the insights.

Multiple managers access the quiz insights simultaneously to discuss team dynamics in a meeting.

Given multiple managers are logged in and accessing insights, when they attempt to view the same insights, then the system should handle concurrent requests without performance degradation or data conflicts.

Adaptive Engagement Initiatives

Adaptive Engagement Initiatives identify and recommend specific engagement strategies tailored to the cultural preferences of new hires. By offering these targeted initiatives, organizations can enhance the sense of community and belonging, leading to improved employee satisfaction and productivity.

Requirements

Personalized Engagement Strategies

"As an HR manager, I want to receive tailored engagement strategies for new hires based on their cultural preferences so that I can enhance their onboarding experience and increase their long-term satisfaction with the company."

Description

The Personalized Engagement Strategies requirement focuses on developing algorithms that analyze cultural preferences and engagement patterns of new hires to recommend tailored initiatives. This includes integrating data from employee profiles, previous engagement surveys, and organizational culture assessments. The goal is to enhance employee satisfaction and productivity by ensuring that new hires feel connected and supported in their work environment. It enables HR professionals to implement initiatives that resonate with the workforce, thereby improving retention and performance levels.

Acceptance Criteria

Analyzing cultural preferences of new hires to develop personalized engagement strategies.

Given that I have access to the engagement survey data and employee profiles, when I run the algorithm, then it must successfully identify cultural preferences for at least 90% of the new hires.

Recommending engagement initiatives based on identified cultural preferences.

Given that the cultural preferences have been analyzed, when I generate recommendations, then the system must offer at least three tailored engagement initiatives for each new hire.

Integrating user feedback to improve the algorithm's effectiveness in recommending engagement strategies.

Given that users have provided feedback on recommended initiatives, when I analyze this feedback, then the algorithm must show a 20% improvement in engagement scores within the next quarter.

Monitoring and tracking the effectiveness of implemented engagement strategies on new hires.

Given that engagement initiatives have been implemented, when I review the performance metrics, then there must be a measurable increase in employee satisfaction scores of at least 15% after three months.

Providing HR professionals with actionable insights from the algorithm's analysis.

Given that the algorithm has completed its analysis, when HR professionals access the insights report, then it must include actionable strategies that align with the organization's culture and current HR goals.

Ensuring data privacy and security while analyzing employee engagement data.

Given data privacy regulations, when analyzing employee data, then all sensitive information must be encrypted and comply with GDPR standards.

Real-time Feedback Integration

"As an employee, I want to provide immediate feedback on engagement initiatives I participate in so that my input can help shape future programs and contribute to a more supportive work environment."

Description

The Real-time Feedback Integration requirement involves creating a feature that allows employees and managers to exchange feedback immediately upon completing engagement initiatives. This feedback will be aggregated and analyzed to determine the effectiveness of each initiative. It is crucial for continuously refining engagement strategies and ensuring that they are aligned with employee needs and organizational culture. This feature will foster a culture of open communication and prompt adjustments to initiatives when necessary, enabling organizations to respond dynamically to their workforce's needs.

Acceptance Criteria

Real-time feedback submission after engagement initiatives completion.

Given an employee has completed an engagement initiative, when they submit feedback through the platform, then the feedback should be timestamped and stored in the system immediately for analysis.

Management access to real-time feedback analytics dashboard.

Given that the manager logs into the HarmonyShift platform, when they navigate to the analytics dashboard, then they should see aggregated feedback data from completed engagement initiatives within the last 30 days.

Employee notification system for feedback requests.

Given an engagement initiative has been completed, when the feedback is submitted by the employee, then a notification should be sent to the respective manager indicating new feedback is available for review.

Aggregated feedback analysis for strategy refinement.

Given a set of engagement initiatives has been completed, when the feedback is analyzed, then the system should generate a report highlighting key trends and recommendations for improving future initiatives based on employee input.

Integration of feedback with employee profiles.

Given feedback has been submitted by an employee, when the report is generated, then the individual’s profile should be updated to include the latest feedback data for performance tracking and review purposes.

Engagement Analytics Dashboard

"As an HR professional, I want to access an analytics dashboard that provides insights into employee engagement metrics so that I can proactively manage and enhance engagement initiatives based on real data insights."

Description

The Engagement Analytics Dashboard requirement aims to develop a comprehensive visual interface that displays key metrics related to employee engagement across different demographics. This dashboard will help HR professionals identify trends, track the success of engagement initiatives, and make data-driven decisions. It will include metrics such as participation rates, feedback scores, and changes in productivity post-initiative. By enabling easy access to insights, this feature will enhance strategic planning in talent management and improve overall HR effectiveness.

Acceptance Criteria

Engagement Analytics Dashboard displays key metrics related to employee engagement for HR professionals evaluating the impact of initiatives across different demographics during quarterly reviews.

Given the HR professional accesses the Engagement Analytics Dashboard, when they select a specific date range for the last quarter, then the dashboard displays participation rates, feedback scores, and productivity changes accurately for that period.

HR utilizes the Engagement Analytics Dashboard to identify trends in employee engagement over time, specifically during onboarding and post-employment initiatives, to enhance future strategies.

Given the HR professional uses the Engagement Analytics Dashboard, when they filter metrics by demographic groups, then the dashboard accurately shows distinct trends in engagement for each group over the selected timeframe.

The Engagement Analytics Dashboard is used by HR managers during team meetings to demonstrate the effectiveness of recent engagement initiatives and seek feedback from team members.

Given the HR manager presents the Engagement Analytics Dashboard data, when the data is displayed, then it includes visual aids such as graphs and charts representing participation, feedback, and productivity metrics for clear understanding.

An HR professional wants to track real-time engagement metrics after implementing a new engagement initiative, using the Engagement Analytics Dashboard for live adjustments and strategies.

Given the HR professional implements a new engagement initiative, when they refresh the Engagement Analytics Dashboard, then it shows real-time updates on participation rates and immediate feedback scores related to the initiative.

The Engagement Analytics Dashboard is reviewed to assess the overall impact of engagement strategies on employee satisfaction over the past year for annual reporting.

Given the HR professional checks the Engagement Analytics Dashboard for the annual review, when they export the data report, then the report includes comprehensive metrics on engagement initiatives, satisfaction scores, and improvement percentages over the year.

Cultural Mentor Matching

Cultural Mentor Matching identifies experienced employees whose values and behaviors align closely with those of new hires. By pairing new employees with cultural mentors, this feature facilitates smoother integration into the workplace, providing guidance and support that reinforces cultural alignment and enhances retention.

Requirements

Mentor Profile Management

"As an HR professional, I want to manage mentor profiles so that I can ensure that the selected mentors align with the company culture and values, which will facilitate better integration of new hires into the organization."

Description

The Mentoring Profile Management requirement enables HR professionals to create, manage and update profiles for cultural mentors within the HarmonyShift platform. This includes detailing their experience, values, and behaviors that align with the company's culture. The ability to customize mentor profiles ensures that new hires are matched with mentors who best suit their integration needs. This functionality not only helps in managing mentor data effectively but also supports the algorithm that pairs new employees with the right mentors, ultimately enhancing the overall onboarding experience and improving employee retention rates.

Acceptance Criteria

Mentor Profiles are created and stored in the HarmonyShift platform to allow HR professionals to assign mentors to new employees during their onboarding process.

Given a mentor's details are entered, When the HR professional saves the mentor profile, Then the profile should be successfully saved and retrievable from the system.

HR professionals need to update a mentor's profile to reflect new experiences or changes in values that align with the company's culture.

Given the mentor's existing profile is open, When the HR professional updates the profile information and saves it, Then the updated profile should reflect the new information accurately in the system.

A new employee is being onboarded and requires a mentor who matches their cultural values.

Given a completed mentor profile with defined values and experiences, When the cultural matching algorithm is executed, Then the appropriate mentor is suggested based on cultural alignment with the new employee.

HR professionals want to delete a mentor profile that is no longer valid for mentoring purposes within the platform.

Given a requested mentor profile to be deleted, When the HR professional confirms the deletion, Then the mentor profile should be permanently removed from the system.

Performance and engagement data related to mentor effectiveness needs to be integrated into existing mentor profiles.

Given a mentor profile is being accessed, When HR professionals view the profile, Then it should display relevant performance and engagement insights alongside mentor details.

A report is generated to show all mentors available for new hires based on their profiles and availability.

Given that the HR professional requests a list of available mentors, When the report is generated, Then it should include only the mentors who are active and have not reached their mentoring capacity.

Mentor profiles must be searchable by specific keywords related to their expertise and experience.

Given the HR professional enters keywords in the search function, When the search is executed, Then the system should return mentor profiles that match the entered keywords accurately.

Automated Mentor Matching Algorithm

"As an HR professional, I want an automated matching algorithm for mentors so that I can quickly and efficiently pair new hires with suitable cultural mentors, ensuring a seamless onboarding process."

Description

The Automated Mentor Matching Algorithm requirement focuses on developing a sophisticated algorithm that identifies potential cultural mentors for new hires based on their respective profiles, ensuring alignment in values and behaviors. This functionality is crucial for simplifying the matching process and reducing the manual effort involved. The algorithm analyzes historical data and feedback from previous mentoring pairings to improve accuracy over time. By automating this process, organizations can more effectively pair new hires with mentors who can guide them, promoting better cultural assimilation and improving retention rates.

Acceptance Criteria

Automated identification of cultural mentors based on new hires' profiles during onboarding.

Given a new hire's profile is input into the system, when the algorithm runs, then it must return a list of at least three potential mentors whose values and behaviors align with the new hire's profile within 5 seconds.

Evaluation of the matching accuracy of mentors identified by the algorithm after a new hire's second month.

Given a new hire is paired with a mentor, when feedback is collected at the end of the second month, then at least 80% of new hires should report that their mentor's guidance improved their cultural integration.

Continuous learning and improvement of the algorithm based on historical data.

Given that historical data from previous mentorship pairings is fed into the algorithm, when the data is analyzed, then the algorithm should show a 15% improvement in the accuracy of mentor matches compared to the previous iteration after each major software update.

User interface for HR professionals to review mentor matches before final selection.

Given that the mentor matching algorithm has generated a list of potential mentors, when an HR professional accesses this list, then they must be able to see detailed profiles of each mentor and select a mentor to pair with the new hire before finalizing the match.

System performance during peak onboarding periods.

Given a high volume of new hires during onboarding, when the algorithm is executed, then it must maintain a performance response time of under 10 seconds and successfully identify matches for at least 95% of new hires without errors.

End-user satisfaction with the mentor matching process.

Given that new hires have completed their mentorship period, when surveyed about the mentor match process, then at least 85% of new hires should express satisfaction with the mentor they were paired with and the overall process of matching.

Mentor Feedback System

"As a program manager, I want a feedback system that collects insights from both new hires and mentors so that I can continuously improve the mentoring program for better outcomes."

Description

The Mentor Feedback System requirement establishes a mechanism for gathering feedback from both new hires and mentors throughout the mentoring relationship. This feature allows the organization to assess the effectiveness of the mentor-mentee pairing and make adjustments as necessary. Feedback can be collected through surveys, one-on-one check-ins, or integrated analytics within the HarmonyShift platform. By continuously evaluating the mentoring experience, the organization can enhance the mentoring program, ensure that it meets its goals, and drive higher employee satisfaction and retention.

Acceptance Criteria

New hires receive a mentor at the beginning of their onboarding process through the HarmonyShift platform.

Given a new hire is added to the HarmonyShift system, When the onboarding process is initiated, Then a cultural mentor is automatically assigned based on values and behavior alignment.

Mentors provide feedback on their experiences with new hires after each mentoring session.

Given a mentoring session has occurred, When a mentor accesses the feedback system, Then they can submit their feedback through a structured survey or one-on-one check-in form.

New hires can provide feedback about their mentoring experience to assess the effectiveness of the pairing.

Given a mentoring relationship is in progress, When a new hire accesses the feedback system, Then they can submit their experience through a survey designed to capture their insights on the mentoring relationship.

The organization reviews feedback data to identify common themes and areas for improvement in the mentoring program.

Given feedback has been collected from both mentors and new hires, When the feedback reports are generated in the HarmonyShift analytics dashboard, Then the organization can view insights and trends regarding mentor effectiveness and mentee satisfaction.

Notifications are sent to mentors and new hires to prompt them to complete feedback after each session.

Given a mentoring session is recorded in the system, When the session concludes, Then both the mentor and new hire receive an automated reminder notification to provide feedback within the next 24 hours.

Mentors can access their feedback history to improve future mentoring sessions based on previous interactions.

Given a mentor logs into their HarmonyShift account, When they navigate to the feedback history section, Then they can view all previous feedback submitted from both their mentees and themselves.

Cultural Integration Resources Hub

"As a new hire, I want easy access to cultural resources so that I can better understand the organization's values and expectations during my onboarding process."

Description

The Cultural Integration Resources Hub requirement provides a centralized location within HarmonyShift for new hires to access resources, tutorials, and information specific to the company culture. This hub should include materials on the organization's values, cultural expectations, and development opportunities. By aggregating these resources, it promotes a deeper understanding of the company's culture beyond the mentoring relationship. This feature enhances the onboarding experience, ensuring that new hires can immerse themselves in the culture while receiving guidance from their mentors.

Acceptance Criteria

New hires access the Cultural Integration Resources Hub during their onboarding process to familiarize themselves with the company’s values and expectations.

Given a new hire logged into the HarmonyShift platform, when they navigate to the Cultural Integration Resources Hub, then they should be able to view a comprehensive list of available resources, including tutorials and documents related to the company culture.

The Cultural Integration Resources Hub is utilized by HR professionals to update and maintain cultural resources.

Given an HR professional has logged into the HarmonyShift platform, when they access the Cultural Integration Resources Hub, then they should be able to add, edit, or remove resources relevant to the company's culture and values.

New hires interact with cultural guides available in the hub to enhance their understanding of the company’s culture post-mentorship.

Given a new hire has completed their mentorship period, when they access the Cultural Integration Resources Hub, then they should find a dedicated section for ongoing cultural resources and guidance available for their continued learning.

New hires receive notifications about updates to the Cultural Integration Resources Hub resources.

Given a new hire is subscribed to notifications from the Cultural Integration Resources Hub, when HR updates any resources, then the new hire should receive an email notification regarding the updates within 24 hours.

The Cultural Integration Resources Hub is evaluated for user engagement metrics after three months of launch.

Given that the Cultural Integration Resources Hub has been live for three months, when the user engagement analytics are reviewed, then it should show at least a 75% engagement rate among new hires accessing the resources.

Mentorship Progress Tracking Dashboard

"As an HR manager, I want a mentorship progress tracking dashboard so that I can monitor the effectiveness of mentoring relationships and make data-driven decisions to enhance the program."

Description

The Mentorship Progress Tracking Dashboard requirement allows HR managers and leaders to visualize and track the progress of mentoring relationships across the organization. This dashboard can display metrics such as mentor-mentee engagement levels, feedback ratings, and overall satisfaction scores in real-time. By providing insights into the effectiveness of the mentoring program, this feature enables leadership to identify areas for improvement and celebrate successful pairings, contributing to a more robust talent management strategy.

Acceptance Criteria

Mentorship Progress Tracking Overview for HR Managers using the dashboard to assess overall mentor-mentee engagement levels across the organization.

Given the HR manager accesses the Mentorship Progress Tracking Dashboard, when they select the engagement metrics section, then it should display the average engagement level of all mentoring pairs in real-time.

HR managers need to evaluate individual mentorship effectiveness through satisfaction scores displayed on the dashboard.

Given the HR manager filters the dashboard by a specific mentor, when they view the satisfaction scores, then it should accurately reflect the feedback ratings provided by mentees of that mentor.

A leader wants to visualize the trends over time regarding mentorship engagement levels for strategic review and improvement.

Given the HR manager selects a time range on the dashboard, when they view the engagement level chart, then it should display the historical engagement data accurately for the selected timeframe.

HR professionals review the dashboard to identify underperforming mentor-mentee pairs needing intervention.

Given the HR manager accesses the Mentorship Progress Tracking Dashboard, when they view the metrics for mentor-mentee pairs, then it should highlight pairs with engagement levels below the defined threshold in red.

A mentor views the dashboard to track their mentee's progress and satisfaction in their collaboration.

Given the mentor logs into the system and navigates to the Mentorship Progress Tracking Dashboard, when they access their specific mentor-mentee pair details, then it should display the engagement level and satisfaction score provided by the mentee.

HR managers need to generate a report on the effectiveness of the mentoring program to present to the leadership team.

Given the HR manager clicks on the 'Generate Report' option in the Mentorship Progress Tracking Dashboard, when they submit the report request, then it should produce a downloadable report containing all metrics regarding mentorship engagement and satisfaction levels.

A new hire assesses their mentorship experience using the dashboard to provide feedback after the mentorship period.

Given the new hire accesses the Mentorship Progress Tracking Dashboard, when they complete and submit the feedback form, then the system should record their feedback and update the mentor's satisfaction score in real-time.

Feedback Snapshot

Feedback Snapshot delivers instant summaries of employee engagement survey results directly to HR managers' dashboards. This feature enhances the user experience by providing a clear overview of employee sentiments at a glance, allowing for swift identification of trends and critical areas for intervention.

Requirements

Real-time Analytics Integration

"As an HR manager, I want to receive real-time analytics on employee engagement so that I can quickly identify trends and take immediate action to improve workforce morale."

Description

The Real-time Analytics Integration requirement ensures that the Feedback Snapshot feature provides live updates and analytics regarding employee engagement survey responses. It allows HR managers to view real-time sentiment analysis, trends, and metrics directly in their dashboards. This feature will facilitate timely decision-making and proactive engagement strategies by highlighting critical areas that need attention. By enabling real-time data processing and visualization, this requirement raises the overall effectiveness of the Feedback Snapshot functionality, making it an indispensable tool for HR professionals.

Acceptance Criteria

HR Manager views the Feedback Snapshot dashboard on a Monday morning to assess the previous week's employee engagement survey results before weekly team meetings.

Given that the HR manager is logged into HarmonyShift, when they access the Feedback Snapshot dashboard, then they should see real-time updates of the latest employee engagement survey results, including sentiment analysis and up-to-date metrics.

An HR manager is notified of a significant drop in employee satisfaction within the Feedback Snapshot and needs to investigate further for proactive engagement strategies.

Given that a threshold for employee dissatisfaction is set, when new survey data is processed, then the HR manager should receive an alert about the drop in satisfaction levels, enabling them to drill down into specific feedback.

An HR manager uses the Feedback Snapshot during a company-wide town hall meeting to present insights on employee engagement trends and areas needing attention.

Given that the town hall meeting is scheduled, when the HR manager presents the Feedback Snapshot, then all displayed data must be accurate, current, and visually clear to convey trends effectively to the audience.

The HR team regularly reviews the Feedback Snapshot to strategize on creating engagement initiatives based on current employee sentiments.

Given that the HR team meets weekly, when they review the Feedback Snapshot, then they should be able to see engagement themes and metrics over time to inform their strategy decisions effectively.

An HR manager updates an employee engagement survey based on insights gathered from the Feedback Snapshot's analytics and real-time user feedback.

Given that the HR manager identifies key areas for improvement, when they update the employee engagement survey, then the Feedback Snapshot must reflect these changes in real-time the next time surveys are completed.

Customizable Dashboard Widgets

"As an HR manager, I want to customize my dashboard to display the metrics that matter most to me so that I can focus on my specific monitoring needs without distraction."

Description

The Customizable Dashboard Widgets requirement allows HR managers to personalize their view of the Feedback Snapshot. This functionality will enable users to select and arrange different metrics, graphs, and data points according to their preferences. Such customization will empower managers to focus on the most relevant information for their organizational context, enhancing user experience and increasing engagement with the data presented in the Feedback Snapshot. This flexibility is essential for catering to different managerial styles and specific business needs.

Acceptance Criteria

HR managers are reviewing their dashboard in HarmonyShift to monitor employee engagement metrics during the quarterly review period, aiming to understand team morale and pinpoint areas needing improvement.

Given the HR manager is logged into the HarmonyShift platform, when they navigate to the Feedback Snapshot widget, then they should be able to customize their view by selecting which metrics to display from a predefined list of options.

An HR manager receives feedback from employees indicating the need for enhanced clarity in engagement metrics presentation. They decide to customize their dashboard to feature specific metrics that highlight engagement trends and performance predictors.

Given the HR manager has access to the customization options, when they select and arrange metrics relevant to employee engagement, then the dashboard should dynamically update to reflect these selections in real-time.

The HR team is preparing for a strategy meeting and requires a concise summary of employee sentiments on their dashboard to support decision-making regarding employee engagement initiatives.

Given the HR manager has customized their dashboard, when they view the Feedback Snapshot, then the selected metrics should accurately summarize the latest employee engagement survey results, including percentage satisfaction, areas of concern, and trending topics.

A new HR manager joins the organization and is setting up their dashboard for the first time to understand employee engagement levels quickly and efficiently.

Given the new HR manager is accessing the platform for the first time, when they use the walkthrough guide to customize their Feedback Snapshot dashboard, then they should successfully add at least three different metrics and arrange them according to their preferences.

During a monthly check-in, the HR manager wants to compare employee engagement metrics from the last quarter to the current quarter to evaluate the effectiveness of recent initiatives.

Given the HR manager has set up multiple metrics on their dashboard, when they switch the date range for the feedback snapshots, then the displayed metrics should adjust accordingly to show both previous and current quarter data side by side for easy comparison.

HR managers are conducting an internal audit of dashboard usage and need to evaluate if the customization feature enhances their engagement with the metrics presented.

Given the HR manager has used the customizable dashboard feature, when they generate a report on dashboard interaction, then it should indicate an increase in engagement metrics such as time spent, interactions per session, and changes in metric focus since customizing their dashboard.

Automated Reporting Features

"As an HR manager, I want automated reports on employee engagement metrics so that I can easily share insights with senior management without investing excessive time in manual data analysis."

Description

The Automated Reporting Features requirement aims to implement a system that generates periodic reports based on employee sentiment data collected through surveys. These reports would automatically compile relevant insights and trends, allowing HR managers to gain overarching perspectives on employee engagement over time without needing to manually analyze the data. This automation will save time, reduce human error, and ensure consistent delivery of important information to stakeholders, thereby enhancing the strategic decision-making process concerning employee satisfaction and retention.

Acceptance Criteria

As an HR manager, I want to receive automated summary reports every month, based on the data compiled from the employee engagement surveys, so that I can quickly assess overall employee sentiment and take necessary actions.

Given that the employee engagement surveys have been conducted and data collected, when the monthly reporting cycle initiates, then an automated report should be generated and delivered to the HR manager's dashboard without any manual input.

As an HR manager, I need the reports generated to include key metrics and trends over time, making it easier to spot changes in employee sentiment, so I can focus on areas needing improvement.

Given that an automated report is generated, when I view the report, then it must include at least three key metrics compared against data from the previous month to identify sentiment trends.

As an HR manager, I want to ensure that the automated reporting feature is reliable and can handle large datasets, so that I can trust the insights provided by the reports.

Given that the engagement surveys have gathered over 1,000 responses, when the automated report is generated, then it should process the data without errors and complete the report generation within 5 minutes.

As an HR manager, I expect the automated reports to include actionable recommendations based on engagement trends, allowing for proactive decision-making to improve employee satisfaction.

Given that an automated report is generated, when I review the report, then it should contain at least two actionable recommendations based on the analysis of the employee sentiment data.

As an HR manager, I want the ability to customize the reporting frequency and content based on specific needs, enabling tailored insights for different stakeholders.

Given that I have access to the reporting settings, when I adjust the reporting frequency and select specific metrics to include, then the system should reflect these changes in the automated reports generated thereafter.

As an HR manager, I need to ensure that all stakeholders receive the automated reports consistently, so that they are kept in the loop regarding employee sentiment.

Given that the report is generated, when the report is ready for distribution, then it must be automatically sent to all selected stakeholders' email addresses and made available on the dashboard at the same time.

As an HR manager, I need to verify that the data presented in the automated reports is accurate and corresponds with the raw data collected from the engagement surveys.

Given that an automated report has been generated, when I compare the data in the report to the raw data from the engagement surveys, then there must be a 100% match in the key metrics reported.

Survey Frequency Configuration

"As an HR manager, I want to configure the frequency of employee engagement surveys so that I can capture feedback at optimal intervals that correspond with business cycles."

Description

The Survey Frequency Configuration requirement enables HR managers to set parameters for how often employee engagement surveys are conducted. This functionality allows organizations to tailor the survey cadence to their specific needs, whether that be monthly, quarterly, or bi-annually. By having control over survey timing, HR managers can ensure that feedback is collected at the most relevant times, thus enabling a more accurate representation of employee sentiments and fostering a culture of continuous feedback across the organization.

Acceptance Criteria

HR managers need to set the frequency of employee engagement surveys based on their organization's unique needs. They will access the Survey Frequency Configuration setting within the HarmonyShift platform to input their preferred survey cadence.

Given the HR manager has access to the Survey Frequency Configuration, when they select a frequency option (monthly, quarterly, bi-annually), then the chosen frequency should be saved successfully and reflected in the system settings.

After configuring the survey frequency, HR managers want to ensure that the upcoming survey dates are clearly communicated within the dashboard so that employees are informed in advance.

Given the HR manager has set the survey frequency, when they check the dashboard, then the upcoming survey dates should be displayed prominently and accurately according to the configured frequency.

HR managers want to update the survey frequency based on changing organizational needs, such as increased demand for feedback during a transition period.

Given the HR manager has previously set a survey frequency, when they change the frequency to a new option, then the new frequency should overwrite the previous setting and be confirmed with a success message.

Once the survey frequency is configured, HR managers will want to know if changes are successful and persist after a system refresh or logout.

Given the HR manager has set a new survey frequency, when they log out and log back in, then the previously configured survey frequency should remain intact and correctly displayed without any loss of data.

HR managers need the ability to set multiple frequencies for different departments, reflecting varied engagement needs across the organization.

Given the HR manager is in the multi-department setting, when they configure different survey frequencies for each department, then all department-specific frequencies should be saved and retrievable from the settings page.

HR managers want to assess whether the newly implemented survey frequency aligns with employee feedback patterns and engagement levels over time.

Given the survey frequency has been set and surveys conducted, when HR managers analyze the feedback data, then they should be able to determine if there is a correlation between the frequency of the surveys and the quality of employee feedback received.

Sentiment Analysis Tags

"As an HR manager, I want to categorize employee feedback with sentiment analysis tags so that I can easily identify key themes and adjust strategies accordingly."

Description

The Sentiment Analysis Tags requirement implements a tagging system that categorizes feedback based on sentiment expressed in employee responses. By utilizing AI-driven sentiment analysis, the Feedback Snapshot will assign tags such as 'Positive', 'Negative', or 'Neutral' to individual feedback comments. This categorization will simplify the process of reviewing comments, enabling HR managers to quickly assess areas of strength and concern within the employee base, enhancing their ability to address issues and celebrate successes effectively.

Acceptance Criteria

Employee engagement survey is conducted quarterly, and results are made available to HR managers through the Feedback Snapshot feature, allowing them to analyze sentiments on employee comments each quarter.

Given that a quarterly employee engagement survey has been conducted, when HR managers view the Feedback Snapshot dashboard, then they must see sentiment tags ('Positive', 'Negative', 'Neutral') assigned to each individual comment.

HR managers receive an alert notification when a significant percentage of employee comments are tagged as 'Negative', prompting them to respond swiftly.

Given that the sentiment analysis has been completed, when more than 30% of comments are tagged as 'Negative', then an alert notification should be triggered for HR managers in the system.

HR managers are need to generate reports based on sentiment trends over time to make informed decisions about engagement initiatives.

Given that sentiment analysis tags are implemented, when HR managers generate a report for the past quarter, then the report must display a clear breakdown of the number of comments in each sentiment category ('Positive', 'Negative', 'Neutral').

During a team retrospective meeting, HR managers discuss feedback trends identified through the Feedback Snapshot to drive team engagement strategies.

Given HR managers are equipped with sentiment analysis tags, when they analyze employee comments during a retrospective meeting, then they should be able to identify and discuss at least three distinct trends based on the sentiment analysis results.

An HR manager is preparing for an all-hands meeting and needs to present a summary of employee sentiments over the last month.

Given that sentiment tags are applied to employee feedback, when the HR manager requests a summary report, then the report must include the percentage of comments in each sentiment category for the last month.

New software updates are tested by developers to ensure that sentiment analysis tags are correctly implemented and functioning as expected before going live.

Given that the sentiment analysis feature has been updated, when developers run tests on the tagging system, then at least 95% of comments should be accurately tagged according to the sentiment analysis provided by AI.

Mood Tracker

The Mood Tracker feature allows employees to quickly express their emotions and levels of engagement on a daily basis. By collecting these daily insights, HR managers gain a deeper understanding of employee morale and can proactively address issues before they escalate, fostering a more supportive work environment.

Requirements

Daily Mood Input

"As an employee, I want to quickly express my mood and engagement levels each day so that my HR manager can understand team morale and address any concerns promptly."

Description

The Daily Mood Input requirement enables employees to easily log their emotional state and engagement levels through a user-friendly interface. This functionality allows users to select from predefined emotional categories (e.g., Happy, Neutral, Sad) and input their engagement levels using a simple sliding scale. By facilitating daily input, this feature not only provides a consistent method for capturing real-time sentiment but also ensures HR managers receive timely insights into team morale. The data collected through this input mechanism serves as the foundation for analytics and reporting, paving the way for proactive problem-solving and enhanced workplace culture.

Acceptance Criteria

Daily Mood Logging by Employees

Given an employee is logged into the HarmonyShift platform, when they navigate to the Mood Tracker feature and select their emotional state from the predefined categories, and adjust the sliding scale for engagement level, then their input should be successfully recorded and reflected in the mood analytics dashboard within 5 seconds.

User Interface Accessibility

Given an employee is using any device to access the Daily Mood Input feature, when they view the Mood Tracker interface, then all emotional categories and the sliding scale must be clearly visible and usable, meeting WCAG 2.1 Level AA accessibility standards.

Daily Reminder for Mood Input

Given that an employee has not logged their mood for the day, when the time reaches a designated hour (e.g., 10 AM), then the system should send a reminder notification via email and in-app message to prompt the employee to input their daily mood.

Administrative Insights for HR Managers

Given that HR managers are monitoring the Mood Tracker feature, when they access the summary reports, then the average engagement levels and distribution of emotional states should be displayed clearly with graphical representations and updated in real-time.

Data Privacy and Security Compliance

Given that employees input their daily mood data, when the data is stored, then it must comply with relevant data protection regulations (e.g., GDPR) and ensure that only authorized personnel can access individual mood data.

Historical Mood Trends Analysis

Given that enough mood data has been collected over a period of time, when HR managers request to view the historical trends in employee mood and engagement levels, then they should receive accurate reports detailing trends over various timeframes (e.g., weekly, monthly, quarterly).

Feedback Mechanism for Mood Tracker

Given that employees have logged their mood for at least one week, when they access the Mood Tracker feature, then they should be prompted to provide feedback on the feature's usability and effectiveness, which is then recorded for future improvements.

Mood Analytics Dashboard

"As an HR manager, I want to view an analytics dashboard that visualizes employee mood trends over time so that I can identify patterns and take action to improve team engagement."

Description

The Mood Analytics Dashboard requirement specifies the need for a visual representation of collected mood data, allowing HR managers to analyze trends over time. This dashboard will present aggregate mood information using graphs, charts, and key performance indicators (KPIs), showcasing overall employee sentiment and engagement levels. Furthermore, the dashboard will provide filtering options to analyze specific demographics or departments, supporting targeted interventions. This feature aims to empower HR professionals with actionable insights, enhancing their ability to foster a supportive work environment through informed decision-making.

Acceptance Criteria

Accessing the Mood Analytics Dashboard for the first time

Given the HR manager is logged into HarmonyShift, When they navigate to the Mood Analytics Dashboard, Then the dashboard should load correctly displaying the default mood analytics visualizations without errors.

Viewing aggregate mood data over a selected time period

Given the HR manager is on the Mood Analytics Dashboard, When they select a specific date range from the filtering options, Then the dashboard should update to display mood trends accurately for the selected time frame.

Filtering mood data by department

Given the HR manager is on the Mood Analytics Dashboard, When they select a specific department from the filtering options, Then the visualizations should reflect mood data specifically for that department only.

Interpreting key performance indicators (KPIs) on the dashboard

Given the HR manager is viewing the Mood Analytics Dashboard, When they hover over the KPIs, Then a tooltip should display detailed information explaining each KPI's significance and how it is calculated.

Receiving notifications for declining mood trends

Given the HR manager has accessed the Mood Analytics Dashboard, When the average mood score drops below a predefined threshold over a specified time period, Then an automated alert should be sent to the HR manager's email regarding the decline.

Exporting mood analytics data for reporting

Given the HR manager is on the Mood Analytics Dashboard, When they click on the 'Export' button, Then the mood data should be downloaded in a CSV format without any loss of data integrity.

Anonymous Feedback Mechanism

"As an employee, I want to submit anonymous feedback about my workplace experience so that I can share my thoughts without fearing repercussions."

Description

The Anonymous Feedback Mechanism requirement introduces a feature that allows employees to provide open-ended comments and feedback regarding their mood and workplace experiences without fear of identification. This functionality promotes honest communication by enabling employees to express concerns or suggestions in a safe environment. By facilitating this two-way communication, HR managers can gain deeper insights beyond quantitative mood data. The inclusion of an anonymous feedback option is crucial for building trust and encouraging employee participation in the mood tracking process, leading to a more transparent and engaged company culture.

Acceptance Criteria

Anonymous feedback submission for daily mood tracking.

Given an employee is logged into the Mood Tracker, when they select the 'Provide Feedback' option and enter their comments, then the feedback should be submitted successfully without displaying the employee's identity.

Visibility of feedback for HR managers.

Given an HR manager is accessing the insights dashboard, when they view the anonymous feedback section, then they should see all collected feedback without any identifiable information about the employees who submitted it.

Feedback categorization for actionable insights.

Given anonymous feedback is collected, when the HR manager views the analytics dashboard, then they should see categorized feedback that highlights trends in employee sentiments (positive, neutral, negative).

Employee confirmation of successful feedback submission.

Given an employee has submitted their anonymous feedback, when the submission is complete, then they should receive a confirmation message indicating their feedback has been recorded without any personal identifiers being shown.

Integration with existing HR tools for feedback analysis.

Given the Anonymous Feedback Mechanism is active, when the feedback data is extracted, then it should seamlessly integrate with other HR analytics tools used by the organization for comprehensive analysis.

Data security and anonymity assurance.

Given feedback has been submitted by employees, when the data is stored, then it must be ensured that no personal information is retained to protect employee anonymity.

Automated Weekly Reports

"As an HR manager, I want to receive automated weekly reports on employee mood and engagement metrics so that I can stay informed about team morale and take timely actions."

Description

The Automated Weekly Reports requirement allows the system to generate and distribute weekly summaries of mood and engagement metrics to HR managers and team leaders. This automation streamlines the reporting process by summarizing key insights and trends, highlighting areas of concern, and suggesting actionable recommendations. By keeping HR and management informed regularly, this feature helps ensure that morale issues are addressed promptly, fostering a proactive approach to employee engagement and retention.

Acceptance Criteria

Weekly mood and engagement summaries will be automatically generated and sent to HR managers and team leaders every Monday morning by 9 AM, based on the data collected from the Mood Tracker feature.

Given all mood and engagement data for the week is collected, When the report is generated, Then it should be sent to all specified recipients by 9 AM on Monday.

The automated report should include key metrics on employee mood, categorized by team and department, as well as overall company engagement levels.

Given the report is generated, When it is reviewed, Then it should include team-wise mood scores, department engagement levels, and a summary of overall company mood statistics.

The report should highlight any significant drops in morale or engagement metrics compared to previous weeks and suggest actionable recommendations for improvement.

Given the report is generated, When it is analyzed, Then it should indicate any metrics that drop below a predefined threshold and provide at least three actionable suggestions for improvement.

HR managers should be able to customize the recipients of the weekly reports through the platform settings.

Given the settings are accessed, When a user updates the list of recipients, Then the system should save the changes and reflect them in the next report distribution.

The system should maintain a historical log of all generated reports that HR managers can access for review.

Given reports are generated weekly, When a user accesses the reports log, Then they should see a list of reports with dates and metrics included for each reported week.

The system should ensure that email notifications for report distribution are error-free and delivered to all designated recipients without failure.

Given an automated report is generated and sent, When the recipients check their inbox, Then they should receive the report email without errors or delivery failures.

Users should be able to provide feedback on the automated weekly reports to allow for continuous improvement of the feature.

Given the report is received, When a user provides feedback, Then the system should capture this feedback for review by the development team.

Integration with Calendar Events

"As an employee, I want the mood tracker to remind me to log my mood after important meetings so that I can accurately reflect on how those events impact my emotional state."

Description

The Integration with Calendar Events requirement enables the mood tracker to connect with employee calendars, prompting users to log their mood after significant meetings or events. This integration ensures that mood entries are contextualized, allowing HR managers to correlate mood changes with specific organizational events, such as team meetings or project deadlines. By offering reminders and making mood logging part of employees’ existing workflows, this feature increases participation rates and enhances the accuracy of mood tracking data, ultimately improving insights for HR teams.

Acceptance Criteria

Prompting Mood Logging After Team Meetings

Given that an employee has a scheduled team meeting on their calendar, when the meeting ends, then a prompt should appear for the employee to log their mood with options for engagement levels.

Automatic Mood Logging Following Major Events

Given that an employee has a major organizational event (such as a project deadline) on their calendar, when the event ends, then the mood tracker should automatically remind the employee to log their mood with contextual information about the event.

Integration with Existing Calendar Apps

Given that an employee uses popular calendar applications (such as Google Calendar or Outlook), when they schedule a meeting, then those events should be seamlessly integrated into the mood tracker with appropriate prompts.

Analytics Dashboard for HR Managers

Given that HR managers have access to the mood tracking data, when they view the analytics dashboard, then the data should reflect mood entries categorized by event types, displaying trends over time.

User Feedback Mechanism

Given that an employee uses the mood tracker, when they submit their mood entry, then they should have the option to provide feedback on the relevance of the mood prompts received after events.

Reminders Based on Historical Mood Data

Given that an employee has logged mood data in the past, when similar events occur again, then the system should trigger reminders tailored to the employee's previous mood responses post-event.

User Accessibility Features

Given that the mood tracker is used by diverse employees, when they log their mood, then it should be accessible and usable for persons with disabilities, meeting WCAG 2.1 standards.

Action Item Generator

Action Item Generator automatically compiles actionable insights from survey results and suggests relevant strategies or initiatives for HR managers. This feature streamlines the process of translating survey feedback into practical steps, ensuring the team can quickly implement changes that boost engagement.

Requirements

Survey Data Integration

"As an HR manager, I want to automatically integrate survey data into the Action Item Generator so that I can easily access real-time insights without manually consolidating data."

Description

This requirement involves the capability of the Action Item Generator to seamlessly integrate with survey tools and data sources used by HR managers. It ensures that the system can automatically pull data from employee feedback surveys, maintaining real-time synchronization of survey results. The functionality will include support for various survey formats and APIs, allowing HR managers to utilize their existing survey systems more efficiently. This integration will reduce the manual effort associated with data entry and enable quick access to actionable insights derived from current employee feedback, ultimately enhancing the responsiveness of HR initiatives.

Acceptance Criteria

Integration of Survey Tools with Action Item Generator

Given that the Action Item Generator is integrated with survey tools, when survey results are submitted, then the data is automatically pulled into the platform without manual entry.

Real-Time Synchronization of Survey Data

Given that survey data is submitted, when the Action Item Generator receives this data, then the data is reflected in the system within 5 minutes.

Support for Multiple Survey Formats

Given that various survey formats are used, when a new format is integrated, then the Action Item Generator can successfully parse and interpret the data from that format without errors.

User Notification for New Survey Results

Given that new survey results have been integrated, when the Action Item Generator updates the data, then HR managers are notified through their dashboard and via email.

Access to Actionable Insights from Survey Data

Given that survey data is successfully integrated, when HR managers access the Action Item Generator, then they can view actionable insights generated from the last submitted survey results.

Error Handling for Data Integration Failures

Given that an error occurs during data integration, when the Action Item Generator fails to pull data, then an error message is displayed and logged for troubleshooting.

Actionable Insight Compilation

"As an HR manager, I want the Action Item Generator to compile actionable insights from survey results so that I can effectively address employee feedback with targeted initiatives."

Description

This requirement focuses on the ability of the Action Item Generator to analyze survey results and compile actionable insights that are relevant to the specific context of the organization. The system will utilize AI algorithms to categorize and prioritize the feedback, identifying key engagement drivers and pain points. HR managers will receive tailored suggestions for initiatives or changes to address employee concerns, along with potential strategies for implementation. This functionality will ensure that the generated action items are not just generic recommendations but are specifically designed to resonate with the employees and organizational culture.

Acceptance Criteria

Actionable Insight Compilation for Employee Engagement Survey Results

Given I have a completed employee engagement survey, when I upload the survey results into the Action Item Generator, then I should receive a set of actionable insights tailored to address the specific feedback provided by employees.

Categorization and Prioritization of Feedback

Given I have uploaded survey results, when the Action Item Generator processes the data, then it should categorize the feedback into at least three key themes and prioritize the insights based on their frequency and impact on employee engagement.

Tailored Recommendations for HR Managers

Given categorized and prioritized feedback, when HR managers access the Action Item Generator, then they should see specific initiatives or changes recommended based on the feedback, with clear descriptions of how to implement them.

Impact Assessment of Action Items

Given the generated action items from the survey results, when HR managers implement these initiatives, then there should be a follow-up mechanism in place to assess the impact of these actions on employee engagement scores over the next quarter.

Integration with Existing HR Tools

Given the requirement for seamless integration, when I connect the Action Item Generator to existing HR tools, then it should automatically pull relevant data and insights without any manual input or errors.

Feedback Loop for Continuous Improvement

Given the insights generated from surveys, when HR managers select and implement action items, then they should have a feedback loop in place for employees to assess the effectiveness of these actions, with results compiled for future insights.

User Access and Analytics Dashboard

Given that HR managers need to track progress, when I access the Action Item Generator, then I should have a user-friendly dashboard that displays real-time analytics on engagement metrics and actions taken based on the insights provided.

Recommendation Customization

"As an HR manager, I want to customize the recommendations generated by the Action Item Generator so that they align with our current organizational priorities and initiatives."

Description

This requirement allows HR managers to customize the types of recommendations generated by the Action Item Generator based on organizational priorities or current strategies. Managers will be able to specify areas of focus, such as employee engagement, training needs, or culture shifts, which will guide the insights compiled from survey data. This capability ensures that the resulting action items align closely with the company’s goals and strategic objectives, empowering managers to champion initiatives that are most relevant to the workforce and current challenges.

Acceptance Criteria

HR managers need to customize action item recommendations based on specific strategic focus areas before implementing changes based on survey feedback.

Given an HR manager accesses the Action Item Generator, When they select specific focus areas for recommendations, Then the generated action items should only include insights relevant to the selected focus areas such as employee engagement, training needs, or culture shifts.

After the HR manager customizes the recommendation settings, they want to ensure the action items reflect the latest survey results accurately.

Given the HR manager updates the focus areas and submits the changes, When the Action Item Generator processes new survey feedback, Then the resulting action items should accurately reflect and prioritize the customized focus areas.

HR managers require feedback on the effectiveness of the customized recommendations to ensure alignment with company goals.

Given an HR manager has implemented action items based on customized recommendations, When they review the outcomes after a specified period, Then measurable improvements in employee engagement or performance metrics should be documented to validate the effectiveness of the actions taken.

HR managers want to ensure that the customization options are user-friendly so that team members can easily modify them.

Given the HR manager is using the customization interface, When they attempt to change focus areas or settings for the Action Item Generator, Then the interface should provide clear instructions and responsiveness to user input, with no errors occurring during the customization process.

After applying customized recommendations, HR managers want to communicate action items effectively with the relevant teams.

Given that action items have been generated based on custom recommendations, When the HR manager shares these items with team leads, Then the communication should include clear descriptions of each action item along with rationale tied to the focus areas selected.

Implementation Tracking

"As an HR manager, I want to track the implementation status of action items generated so that I can ensure accountability and follow through with initiatives derived from employee feedback."

Description

This requirement encompasses the ability for HR managers to track the progress of implemented action items generated by the Action Item Generator. It will include features for setting deadlines, assigning responsibilities to team members, and monitoring completion status. By providing a clear overview of which initiatives are being acted upon and their current state, HR managers can ensure accountability and maintain momentum in improving employee engagement and satisfaction based on survey feedback.

Acceptance Criteria

HR Manager accesses the Action Item Generator post-survey to generate a list of action items based on employee feedback.

Given the HR manager has submitted a survey, When they access the Action Item Generator, Then they can view a list of actionable items generated from the survey results.

HR Manager assigns action items to team members with specific deadlines.

Given the HR manager is viewing the list of action items, When they select an item and assign it to a team member with a deadline, Then the action item should reflect the assigned team member and deadline in the tracking system.

HR Manager monitors the progress of implemented action items over time.

Given the HR manager has assigned action items, When they view the implementation tracking dashboard, Then they should see the completion status of each action item.

Team member receives notification for assigned action items with deadlines.

Given a team member has been assigned an action item, When the assignment is made, Then the team member should receive a notification including details of the action item and deadline.

HR Manager reviews which initiatives are overdue in the implementation tracking.

Given the HR manager has action items assigned, When they filter by overdue items in the tracking view, Then they should see a list of action items that have missed their deadlines.

HR Manager generates a report of completed action items after a designated period.

Given the HR manager wants to review progress, When they trigger the report generation for completed action items, Then the report should list all completed items within the specified timeframe.

User Feedback Loop

"As an HR manager, I want to establish a feedback loop for employees to share their thoughts on implemented initiatives so that we can continuously improve our engagement strategies based on real experiences."

Description

This requirement seeks to establish a feedback mechanism within the Action Item Generator that allows employees to provide direct feedback on the initiatives implemented as a result of the action items. This feedback loop will enable HR managers to gather insights about the effectiveness of the initiatives, further refining the action item generation process. By closing the loop with employee feedback, the HR department can adjust strategies and improve overall engagement initiatives continually, ensuring they remain relevant and effective.

Acceptance Criteria

User Feedback Loop Implementation for Action Item Generator

Given an employee has completed a survey, when they access the Action Item Generator's feedback section, then they should be able to provide feedback on the implemented initiatives and submit it successfully.

Feedback Collection Mechanism

Given that an initiative has been implemented, when employees provide feedback, then the feedback should be recorded in the system within 2 seconds of submission and be retrievable for HR analysis.

Feedback Analysis and Reporting

Given that feedback has been collected, when HR accesses the reporting dashboard, then they should see the analytics displaying trends and insights derived from the employee feedback within 5 minutes of data extraction.

User Interface for Feedback Submission

Given an employee is providing feedback, when they view the feedback submission interface, then the interface should be intuitive, allowing employees to submit feedback with no more than 3 clicks.

Notification of Feedback Impact

Given that feedback has been submitted, when HR managers log into the system, then they should receive an automated notification summarizing the key feedback insights and suggested actions based on employee responses.

Continuous Engagement Improvement Loop

Given that the feedback loop is operational, when HR implements changes based on feedback, then they should conduct follow-up surveys within 30 days to assess the effectiveness of those changes and their impact on employee engagement.

Real-time Analytics Dashboard

"As an HR manager, I want a real-time analytics dashboard that visualizes employee engagement data so that I can make informed decisions based on current trends and metrics."

Description

This requirement involves the development of a real-time analytics dashboard that visualizes the insights generated from survey data and action items implemented. The dashboard will provide HR managers with key performance indicators (KPIs) related to employee engagement, initiative effectiveness, and trend analysis over time. By visualizing data in an easily digestible format, HR managers can make informed decisions regarding workforce strategies and adjust plans proactively to optimize engagement levels across the organization.

Acceptance Criteria

Viewing Real-Time Employee Engagement Metrics

Given an HR manager has logged into the HarmonyShift platform, when they navigate to the Real-time Analytics Dashboard, then they should see an overview of employee engagement metrics including participation rates, satisfaction scores, and feedback highlights from the latest surveys.

Monitoring Initiative Effectiveness Over Time

Given an HR manager accesses the Real-time Analytics Dashboard, when they select a specific initiative from the dropdown menu, then the dashboard should display a time series analysis of that initiative's effectiveness, including KPIs like engagement improvement and employee feedback over the past 6 months.

Customizable Dashboard Display

Given an HR manager is on the Real-time Analytics Dashboard, when they click on the customization icon, then they should be able to add, remove or rearrange KPIs displayed on the dashboard based on their preferences and organizational needs.

Generating Actionable Insights from Data

Given the HR manager has navigated to the Action Item Generator, when they review the generated insights based on the latest survey data, then they should see a clear list of actionable initiatives to be implemented with relevant deadlines and assigned responsibilities.

Exporting Dashboard Data for Reporting

Given the HR manager is viewing the Real-time Analytics Dashboard, when they click on the export option, then they should be able to download the displayed data in CSV and PDF formats seamlessly.

Integrating Third-Party Tool Data into Dashboard

Given an HR manager wants to see data from a third-party talent management tool on the Real-time Analytics Dashboard, when they configure the integration settings, then the dashboard should successfully pull data and display it alongside HarmonyShift data without any discrepancies.

Receiving Real-Time Alerts for Critical Metrics

Given the HR manager has set thresholds for key employee engagement metrics, when those thresholds are breached, then the system should send real-time alerts via email and in-app notifications to the HR manager for immediate action.

Engagement Trends Analysis

Engagement Trends Analysis provides HR specialists with comprehensive visuals and analytics on engagement data over time. By tracking changes in engagement levels, this feature enables managers to identify patterns and assess the impact of previous initiatives, guiding future engagement strategies.

Requirements

Data Visualization

"As an HR specialist, I want to view visual representations of engagement data trends so that I can easily identify patterns and make informed decisions regarding employee engagement strategies."

Description

The Data Visualization requirement involves the development of comprehensive graphical representations of employee engagement data over time. This includes charts, graphs, and dashboards that allow HR professionals to easily interpret trends and patterns. By providing clear visual cues, users can quickly identify areas of concern and opportunities for improvement. Integration with existing analytics components of HarmonyShift is essential, ensuring that the visualizations are both accurate and reflective of the latest data inputs. This feature will enhance decision-making processes by allowing users to see trends at a glance, ultimately supporting data-driven engagement strategies.

Acceptance Criteria

Visualizing Employee Engagement Over Time

Given that an HR specialist has access to HarmonyShift, when they navigate to the Engagement Trends Analysis section and select a specific time period, then they should see a graphical representation of employee engagement data that accurately reflects the selected timeframe.

Identifying Engagement Patterns in Visual Data

Given that the visualizations of engagement data are displayed, when an HR specialist hovers over any data point in the charts, then they should receive tooltip information that includes exact engagement metrics and percentage changes compared to the previous period.

Integration with Existing Analytics Components

Given that the engagement data source has been updated, when the HR specialist refreshes the data visualizations, then the charts and graphs displayed should automatically update to accurately reflect the latest engagement metrics without any loading errors.

Dashboard Customization for Engagement Insights

Given that HR professionals want to personalize their view of engagement data, when they access the dashboard settings, then they should have the ability to customize which charts and metrics are displayed according to their preferences.

Exporting Engagement Data Visualizations

Given that the engagement data visualizations are finalized, when an HR specialist selects the export option, then they should be able to download the visualizations in PDF format without any loss of data fidelity.

Mobile Accessibility of Engagement Visualizations

Given that an HR specialist is using a mobile device, when they access the Engagement Trends Analysis feature, then they should be able to view and interact with the data visualizations effectively, ensuring the layout is responsive and user-friendly.

Automated Reporting

"As an HR manager, I want to automatically generate engagement reports so that I can save time in data analysis and focus more on strategic initiatives to enhance employee engagement."

Description

The Automated Reporting requirement entails the ability to generate comprehensive reports on engagement trends without manual intervention. It will allow users to schedule reports based on specific time frames and define parameters for the data included in these reports. This feature significantly reduces administrative workloads, providing timely insights directly to managers. It will integrate seamlessly with the existing Reporting module in HarmonyShift, ensuring data accuracy and consistent branding in reports. The goal is to empower HR teams to share critical insights with management and stakeholders effortlessly, facilitating proactive engagement strategies.

Acceptance Criteria

HR specialists want to generate an automated report on employee engagement trends for the quarterly review meeting without manual input.

Given the automated reporting feature is configured with a schedule, when the specified time frame is reached, then a report is generated and sent to designated recipients automatically.

A manager wants to include specific engagement metrics in their reports to understand team dynamics better.

Given the user has access to customized report parameters, when the user selects specific engagement metrics and runs the report, then the report displays only the selected metrics accurately.

HR specialists need to ensure that the automated reports maintain a consistent branding format across all generated documents.

Given the branding settings are configured, when an automated report is generated, then the report adheres to the specified branding guidelines, including logos and color schemes.

An HR manager wants to review the engagement trends over a selected time period to assess the impact of a recent initiative.

Given the report settings allow time frame customization, when the user specifies a time frame and generates the report, then the report reflects engagement data accurately for the selected period.

Users want to ensure that the automated reporting feature can handle a high volume of data without errors during peak times.

Given a large dataset is processed, when the automated report is generated, then the report completes without performance issues or data inaccuracies.

An HR manager wants to receive notifications when the automated reports are generated, to stay informed of the latest insights.

Given the notifications settings are activated, when an automated report is successfully generated, then the manager receives a notification alerting them of the new report's availability.

Trend Impact Analysis

"As an HR analyst, I want to analyze the impact of our past engagement initiatives on current employee engagement levels so that I can recommend future strategies that are based on data-driven results."

Description

The Trend Impact Analysis requirement focuses on implementing analytical tools that assess the impact of specific HR initiatives on employee engagement levels. This will involve developing algorithms that correlate changes in engagement with implemented programs or policies, allowing HR professionals to understand what strategies are most effective. The output will include actionable insights that can inform future HR initiatives, making the platform more responsive to the needs of the workforce. Seamless integration with existing data collection and analysis tools within HarmonyShift is required to ensure accurate and meaningful results.

Acceptance Criteria

Analyzing the Impact of Employee Training Programs on Engagement Scores.

Given an HR manager has implemented a training program, When they use the Engagement Trends Analysis feature, Then they should be able to see a visual representation of engagement scores before and after the training, including specific metrics related to attendance and participation.

Evaluating the Effect of Flexible Work Policies on Employee Satisfaction.

Given a company has recently adopted a flexible work policy, When the HR specialist accesses the Trend Impact Analysis tool, Then they should see a report that correlates engagement data and satisfaction scores with the timeline of the policy implementation.

Measuring the Response of Employee Engagement Following a Recognition Program.

Given that an employee recognition program has been rolled out, When an HR professional analyzes the engagement data using the provided analytics tools, Then they should receive actionable insights demonstrating changes in employee engagement post-implementation.

Reviewing the Long-Term Effects of Diversity and Inclusion Initiatives on Team Engagement.

Given a set of diversity initiatives were implemented over the last year, When the Trend Impact Analysis tool is utilized, Then the HR manager should have access to historical engagement trends and a clear correlation with diversity metrics.

Assessing the Impact of Remote Work Transition on Team Dynamics.

Given that a team transitioned to remote work, When the HR team analyzes engagement trends, Then they should be able to identify specific patterns in engagement levels across different departments during the transition period.

Employee Feedback Integration

"As an employee, I want to provide feedback on my engagement levels so that HR can understand my perspective and make necessary improvements to our workplace culture."

Description

The Employee Feedback Integration requirement ensures that feedback from employees is incorporated into engagement trends analysis. This feature will allow employees to easily submit feedback through a user-friendly interface that feeds directly into the engagement analytics system. Aggregated feedback data will then be analyzed alongside traditional engagement metrics, providing a more holistic view of employee sentiment. This integration is crucial for creating actionable insights that truly reflect the employee experience, thereby enhancing the effectiveness of engagement initiatives within HarmonyShift.

Acceptance Criteria

Employee submits feedback on their engagement experience through the HarmonyShift platform after participating in a team-building event.

Given an employee is logged into the HarmonyShift platform, when they navigate to the feedback section and submit feedback on the recent team-building event, then the feedback should be successfully recorded and visible in the engagement trends analysis dashboard.

HR manager views the aggregated employee feedback data to assess engagement trends over the last quarter.

Given the HR manager accesses the engagement trends analysis feature, when they select the time frame for the last quarter, then the system should display visualizations of engagement metrics along with aggregated employee feedback data for that period.

An employee accesses the feedback submission interface to provide feedback about current workplace initiatives.

Given an employee is on the feedback submission page, when they enter their feedback and click submit, then they should receive a confirmation message indicating their feedback was successfully submitted and will be analyzed for engagement trends.

HR specialist analyzes the impact of a new work-from-home policy using feedback data from employees.

Given the HR specialist filters feedback data related to the work-from-home policy, when they view the engagement trends analysis, then the system should show an impact evaluation based on employee feedback and engagement metrics before and after the policy implementation.

Manager generates a report on employee sentiment from the feedback data collected over the last month.

Given the manager requests a report on employee sentiment using feedback data, when they generate the report, then the report should include visualizations of sentiment trends based on employee feedback submitted in the last month alongside traditional engagement metrics.

Engagement Benchmarking

"As an HR director, I want to benchmark our engagement levels against industry standards so that I can understand our performance relative to competitors and identify areas for improvement."

Description

The Engagement Benchmarking requirement provides the capability to compare company engagement metrics against industry standards and competitors. This feature will include metrics sourced from industry reports and user input to craft a comparative analysis. By utilizing this feature, HR managers can identify strengths and weaknesses relative to their industry context, promoting competitive advantage in talent retention and employee satisfaction. Ensuring that the benchmarking process is user-friendly and automatically updated in real time is imperative for ongoing effectiveness and relevance.

Acceptance Criteria

HR specialists want to compare their company's engagement scores against industry standards to identify where they stand in relation to competitors.

Given the Engagement Benchmarking feature is implemented, When an HR specialist inputs their company's engagement metrics, Then the system should display a comparative analysis against the latest industry benchmarks, highlighting strengths and weaknesses in a visual format.

HR managers need real-time updates on their company's engagement metrics in comparison to industry standards.

Given that the engagement metrics are available in the system, When the HR manager accesses the Engagement Benchmarking feature, Then the metrics should be automatically updated in real time without needing a manual refresh.

HR teams must easily navigate and utilize the Engagement Benchmarking feature without extensive training.

Given the Engagement Benchmarking feature is ready for use, When an HR team member accesses the feature for the first time, Then they should be able to generate a benchmarking report within 5 minutes without prior training.

HR specialists want to ensure that the data used for benchmarking is both reliable and up-to-date.

Given that the benchmarking data is sourced from industry reports and user input, When the HR specialist requests the latest benchmark report, Then the system should indicate the date of the last update and the sources used to compile the data.

Managers want to leverage the Engagement Benchmarking insights for strategy planning in their teams.

Given that insights from the Engagement Benchmarking feature are generated, When a manager reviews the report, Then they should be able to access recommendations based on the comparison to industry standards to inform future engagement initiatives.

Anonymity Assurance

Anonymity Assurance guarantees that all feedback collected through the Engagement Pulse Survey remains confidential, encouraging candid responses from employees. By fostering a safe space for honest feedback, employees are more likely to partake, leading to richer insights and tailored engagement strategies.

Requirements

Feedback Collection Interface

"As an HR manager, I want to have a seamless feedback collection interface so that employees can easily provide their insights without fear of being identified, resulting in more honest and useful feedback."

Description

The Feedback Collection Interface requirement entails the creation of a user-friendly and intuitive platform feature that facilitates the collection of feedback from employees during the Engagement Pulse Survey. This interface should allow employees to easily submit their feedback anonymously through a range of methods, including multiple-choice questions, open-ended responses, and rating scales. The necessity of this feature lies in its ability to streamline the feedback process, making it more accessible and efficient, while also ensuring that the anonymity of participants is robustly protected. Enhancing the feedback collection experience encourages higher participation rates, leading to more insightful data that can inform future engagement strategies and initiatives within the organization.

Acceptance Criteria

Employee submits feedback anonymously through the Engagement Pulse Survey using the Feedback Collection Interface after being prompted via email to participate in the survey.

Given that an employee receives an email invitation for the Engagement Pulse Survey, when they access the Feedback Collection Interface, then they should not be required to provide any identifying information before submitting their feedback.

After an employee selects their preferred feedback method (multiple-choice, open-ended, rating scale), they navigate through the Feedback Collection Interface seamlessly without encountering errors or delays.

Given that the employee has chosen a feedback method, when they input their responses and submit, then the submitted feedback should be recorded in the database successfully without any noticeable lag.

The Feedback Collection Interface must display a confirmation message to the employee after successfully submitting their feedback anonymously, ensuring they feel assured of their anonymity.

Given that an employee submits their feedback, when the submission is processed, then a confirmation message stating 'Thank you for your feedback! Your responses are anonymous.' should be displayed immediately.

HR managers need to review the feedback collected through the Engagement Pulse Survey via the administrative dashboard of HarmonyShift, ensuring that feedback is organized and anonymized.

Given that HR managers access the administrative dashboard, when they filter the feedback results, then they should be able to view aggregated data without any personal identifiers included in the displayed feedback.

Employees might revisit the Feedback Collection Interface to provide additional feedback or modify their previous submission within the designated feedback period.

Given that an employee wishes to update their original feedback submission, when they access the Feedback Collection Interface again before the survey closes, then they should be able to modify their previous responses while maintaining anonymity.

The Feedback Collection Interface is accessible across various devices including desktops, tablets, and smartphones, allowing employees to provide feedback conveniently.

Given that an employee attempts to access the Feedback Collection Interface on any device, when the interface is loaded, then it should display correctly and be fully functional on all supported devices and browsers.

Anonymity Security Protocols

"As an employee, I want assurance that my feedback will remain anonymous so that I can express my thoughts and opinions truthfully without fear of repercussions."

Description

The Anonymity Security Protocols requirement focuses on implementing stringent measures to ensure that all feedback gathered from the Engagement Pulse Survey remains confidential and secure. This includes the utilization of encryption algorithms to protect data in transit and at rest, as well as ensuring that no identifiers are linked to the feedback provided by employees. These protocols play a crucial role in building employees' trust in the feedback process, encouraging them to share candid opinions and experiences. Addressing confidentiality not only fosters an open feedback culture but also aligns with compliance requirements surrounding data protection and privacy.

Acceptance Criteria

Employees complete the Engagement Pulse Survey within HarmonyShift, seeking to provide feedback on workplace culture and policies. They submit their responses through the platform, confident in the knowledge that their identity remains confidential.

Given that an employee submits responses to the Engagement Pulse Survey, when the survey feedback is saved, then all responses must be stored without any identifiable information linked to the employee.

An HR manager reviews the collected feedback from the Engagement Pulse Survey. They check the analytics dashboard to ensure that the data displayed accurately represents anonymous feedback from employees, without revealing any individual responses.

Given that feedback is presented in the analytics dashboard, when the HR manager accesses the dashboard, then the displayed data must reflect aggregate results without any personal identifiers.

An employee attempts to provide feedback on their experience at work through the Engagement Pulse Survey. They check to ensure that their submission will be encrypted during transmission and stored securely without risking exposure.

Given that an employee submits responses to the Engagement Pulse Survey, when the feedback is transmitted, then it must utilize industry-standard encryption protocols for data in transit and at rest.

Compliance officers conduct an audit of the Anonymity Assurance feature to ensure security protocols are being followed. They request access to the processes and logs related to feedback collection to verify no breaches of confidentiality have occurred.

Given that a compliance audit is in progress, when auditors request access to logs of feedback collected, then logs must demonstrate that responses are anonymized and no identifiers have been recorded or stored.

An employee expresses doubts about the confidentiality of their responses in the Engagement Pulse Survey and decides whether to participate after reviewing the security measures in place.

Given that an employee is reviewing the security measures before completing the survey, when they examine the provided materials, then they must find clear documentation on encryption protocols and anonymity assurance measures used.

Real-Time Feedback Analysis Dashboard

"As an HR analyst, I want to view real-time analytics on employee feedback so that I can quickly identify trends and act on them to improve engagement."

Description

The Real-Time Feedback Analysis Dashboard requirement involves the creation of a dynamic and interactive dashboard that presents the insights gathered from the Engagement Pulse Survey in real-time. This dashboard should visualize feedback trends, highlight key areas of concern, and provide actionable recommendations based on the data collected. This feature is vital for enabling HR professionals and management to monitor employee engagement levels consistently and make informed decisions that can enhance workplace morale and productivity. By shifting from periodic to real-time analysis, the organization can promptly respond to issues or trends, ensuring a more responsive and adaptable workplace culture.

Acceptance Criteria

Real-Time Feedback Analysis Dashboard allows HR professionals to access immediate insights from the Engagement Pulse Survey following its completion, helping them quickly identify trends and areas needing attention.

Given that the Engagement Pulse Survey has been completed, when an HR professional accesses the Real-Time Feedback Analysis Dashboard, then the dashboard should display the most recent feedback data within 5 seconds, visualizing feedback trends accurately.

HR managers utilize the Real-Time Feedback Analysis Dashboard during team meetings to present insights from the Engagement Pulse Survey, facilitating discussions on employee engagement and action plans.

Given that HR managers are presenting during a meeting, when they show the Real-Time Feedback Analysis Dashboard, then the presentation should seamlessly display visualizations without lag or errors, ensuring all data is up to date and accurate.

The Real-Time Feedback Analysis Dashboard is designed to highlight key areas of concern by flagging feedback that deviates significantly from average responses, aiding HR in prioritizing areas for improvement.

Given that feedback data is available, when the dashboard processes the data, then it should automatically highlight all responses that are 20% below the average satisfaction score with a visual indicator (e.g., color coding), allowing HR to focus on these issues.

HR professionals require actionable recommendations from the Real-Time Feedback Analysis Dashboard to address identified concerns stemming from the Engagement Pulse Survey findings.

Given that the dashboard identifies key areas of concern, when HR professionals access the actionable recommendations feature, then they should receive at least three tailored strategies for each concern based on real-time data analysis.

The existing HR systems need to integrate with the Real-Time Feedback Analysis Dashboard to pull in employee data for more personalized insights that consider various demographics.

Given that the integration setup is complete, when the Real-Time Feedback Analysis Dashboard is accessed, then it should reflect demographic data (such as department, tenure, etc.) accurately against the feedback trends, ensuring tailored insights.

Users should have a clear and intuitive interface when navigating the Real-Time Feedback Analysis Dashboard to ensure ease of use for HR professionals with varied technical expertise.

Given that users are navigating the Real-Time Feedback Analysis Dashboard, when they perform standard functions (such as filtering data or exporting reports), then these actions should be completed without the need for additional training, reflecting user-friendly design principles.

Customizable Survey Templates

"As an HR manager, I want customizable survey templates so that I can adapt the engagement surveys to fit our company culture and the specific feedback we wish to gather."

Description

The Customizable Survey Templates requirement allows users to create and modify survey templates according to the specific needs and culture of their organization. This functionality should include options for adjusting question types, scales, and themes to ensure that the surveys resonate with employees and address relevant issues. Providing customizable survey options empowers HR teams to tailor engagement efforts to their unique contexts and enhances the relevance of the feedback collected. Such flexibility is crucial for maintaining engagement and ensuring that every employee's voice is heard in a manner that feels relatable and significant to them.

Acceptance Criteria

HR managers need to create a new custom survey template to gather employee feedback on workplace engagement and morale in response to recent organizational changes.

Given the HR manager is logged into HarmonyShift, when they navigate to the survey templates section, then they should be able to select 'Create New Template', choose question types, scale options, and themes to customize their survey.

An HR professional wants to modify an existing survey template to better align with the current engagement strategy and to add new questions based on employee feedback.

Given the HR professional accesses the predefined survey template, when they edit the questions and save the template, then the updated survey should reflect changes immediately and be available for distribution.

The organization has diverse teams, and HR wants to ensure survey questions are culturally relevant and appealing to employees from different backgrounds.

Given the HR manager is creating a custom survey template, when they select demographic options to tailor the survey, then the template should provide culturally relevant suggestions for questions and themes.

The company is preparing for its quarterly employee engagement survey and needs to test the effectiveness of the new custom survey template before launching it organization-wide.

Given the HR team has created a new survey template, when they conduct a pilot run with a small group of employees, then the feedback collected should indicate a clear understanding of the questions and a high response rate to gauge effectiveness.

After customizing a survey template, the HR manager wants to ensure compliance with anonymity assurance to encourage open and honest feedback from employees.

Given the survey template is ready for distribution, when employees receive the survey link, then they should see a message confirming that their responses will be collected anonymously.

An HR analyst needs to review the collected feedback from a custom survey to discern actionable insights for improving employee engagement strategies.

Given the feedback has been collected from the custom survey, when the HR analyst accesses the reporting section, then they should be able to visualize feedback data segmented by different demographics and engagement metrics.

The organization has integrated HarmonyShift with existing HR tools and wants to ensure that survey templates can be imported/exported seamlessly without data loss.

Given the HR manager has created a custom survey template, when they export it to another tool and then import it back to HarmonyShift, then all customization details should be accurately retained in the importing process.

Employee Insight Reporting

"As a team leader, I want to receive detailed employee insight reports so that I can understand areas of concern and improvement based on survey feedback, and address them promptly."

Description

The Employee Insight Reporting requirement encompasses the capability to generate comprehensive reports based on the feedback received from the Engagement Pulse Survey. These reports should aggregate data, analyze trends, and provide summaries that highlight key themes and areas for improvement. The reporting feature is essential for translating raw feedback data into actionable insights that leadership can utilize to drive organizational change. With automated generation of these reports, HR teams can save time and focus on strategizing initiatives rather than manual data compilation, ultimately leading to enhanced decision-making processes within the organization.

Acceptance Criteria

Employee feedback data is aggregated and summarized for management review during quarterly performance evaluations.

Given that the Engagement Pulse Survey has been completed, when HR generates the Employee Insight Report, then the report must include aggregation of feedback data from at least 80% of participants, highlighting key themes with supporting metrics.

HR team needs to quickly access and interpret feedback trends to formulate new engagement strategies.

Given the Employee Insight Report is generated, when HR accesses the report, then it should provide a clear summary of trends and actionable insights within 5 minutes of access time.

Management reviews the generated reports to present findings at an upcoming all-hands meeting.

Given the Employee Insight Report's completion, when management opens the report, then they should find a well-structured report comprising visual charts, bullet points for key insights, and areas for improvement clearly marked for discussion, with no less than 5 major points identified for action.

Leadership wants to evaluate the effectiveness of past interventions based on employee feedback data.

Given historical data from previous Engagement Pulse Surveys, when HR compares the current report with past reports, then the report must show at least a 20% improvement or decreasing trend in identified key areas over the last survey period.

HR team is tasked with using generated reports to inform strategic initiatives for employee engagement enhancements.

Given the Employee Insight Report is ready, when HR reviews the engagement findings, then they must outline at least 3 strategic initiatives or recommendations based on the insights derived from the report, each supported by specific data points from the survey results.

HR needs to ensure that sensitive employee feedback remains confidential while generating reports.

Given the sensitivity of the Engagement Pulse Survey responses, when the Employee Insight Report is generated, then all individual responses must remain anonymous, and specific identifiers for respondents should be removed during report compilation.

The system should automate the generation of reports without manual intervention.

Given the scheduled timing for report generation, when the Engagement Pulse Survey period ends, then the Employee Insight Report should automatically generate and be made available to HR without requiring manual prompt or intervention, completing this process within 24 hours post-survey closure.

Pulse Notification Alerts

Pulse Notification Alerts keep HR teams informed by sending real-time alerts when employee engagement dips below a defined threshold. This proactive approach ensures that managers can respond quickly to emerging issues, supporting a responsive culture and improving overall employee satisfaction.

Requirements

Real-time Engagement Metrics

"As an HR manager, I want to access real-time engagement metrics so that I can make informed decisions to improve employee satisfaction and address any potential issues before they escalate."

Description

The Real-time Engagement Metrics requirement ensures that HarmonyShift can continuously monitor employee engagement levels, providing an analytics dashboard that visually represents engagement data. This functionality is crucial for HR teams as it enables them to identify trends in employee satisfaction and engagement quickly. The system will automatically collect data through employee surveys, feedback forms, and interaction metrics, allowing managers to have a holistic view of the current engagement climate. The benefit of this feature lies in its proactive capability to inform decisions and interventions, thereby fostering a more engaged workforce and minimizing turnover rates. It will integrate seamlessly with existing HR processes, providing a comprehensive tool for maintaining high employee morale and productivity.

Acceptance Criteria

HR teams access the analytics dashboard to monitor employee engagement levels in real-time during a monthly team meeting, aiming to identify any concerning trends in employee satisfaction.

Given the HR team accesses the analytics dashboard, when they view the real-time engagement metrics, then the dashboard should display updated engagement scores and trends based on the latest surveys and feedback received in the last 30 days.

A manager receives a pulse notification alert indicating that engagement levels for their team have dropped below the predefined threshold, prompting immediate review.

Given a manager is using the HarmonyShift platform, when engagement scores drop below the defined threshold, then the system should send a pulse notification alert to the manager via email and dashboard alerts within 5 minutes.

HR personnel need to analyze historical engagement data to prepare for an upcoming strategic planning session focused on employee morale and productivity improvements.

Given the HR team selects the historical engagement data option, when they specify a range of the previous quarter, then the system should provide a comprehensive report with trends, metrics, and visualizations of employee engagement over that time frame.

Managers want to assess how different departments are performing in terms of employee engagement to identify best practices that could be shared across the organization.

Given the HR dashboard is live, when managers filter engagement metrics by department, then they should be able to compare engagement scores and identify departments with above-average and below-average metrics.

An HR professional is tasked with implementing a new employee feedback survey to gather additional data on engagement levels.

Given the HR professional designs a new feedback survey, when they integrate it into the HarmonyShift platform, then the system should automatically collect responses and incorporate them into the real-time engagement metrics dashboard without manual intervention.

A manager notices an alarming dip in engagement metrics and wishes to take action quickly to address employee concerns before they escalate.

Given the manager observes a notification of engagement dips in the metrics, when they initiate a feedback form directly from the dashboard, then the system should facilitate employee access to submit feedback related to engagement and allow for follow-up actions to be proposed.

Threshold Customization Options

"As an HR administrator, I want to customize engagement threshold settings so that I can align notifications with my organization's specific engagement goals and culture."

Description

The Threshold Customization Options requirement enables HR professionals to set specific engagement thresholds within the HarmonyShift platform. This feature allows organizations to tailor alerts and notifications based on their unique culture and engagement goals. By providing flexibility in threshold settings, managers can adapt the system to reflect their definitions of engagement dips, leading to more relevant notifications. The importance of this requirement lies in its capacity to empower users to maintain organizational alignment and respond to contextual shifts in employee sentiment effectively. Enhanced customization options can significantly contribute to fostering a supportive organizational environment while ensuring that the alerts received are meaningful and actionable.

Acceptance Criteria

HR professionals access the Threshold Customization Options to set engagement alerts before the start of a new quarter.

Given the HR professional accesses the Threshold Customization Options, when they enter a numeric value for an engagement dip threshold, then the system should save the customized threshold and display it in the user interface.

An HR manager receives an alert when employee engagement falls below the customized threshold after the new threshold is set.

Given that the engagement dip threshold is set, when the overall employee engagement score drops below this threshold, then the system should send a notification alert to the HR manager's dashboard and email.

HR professionals adjust the engagement threshold based on seasonal trends and organizational changes.

Given the HR professional has set an initial threshold, when they change the threshold value, then the system should log the change and maintain a version history of thresholds for audit purposes.

HR teams review the effectiveness of the customized thresholds and alerts after an engagement strategy implementation.

Given that the HR team has implemented engagement strategies, when they assess engagement metrics over the next quarter, then they should be able to correlate the alert frequency with improvements in employee satisfaction indicators.

HR professionals want to ensure that customized thresholds can be easily communicated across the organization.

Given the customized engagement thresholds have been set, when HR professionals create a report, then the report should include the current thresholds and their definitions, enabling clear communication across management.

Multi-channel Notification System

"As an HR team member, I want to receive engagement alerts through multiple channels so that I can respond quickly to any declines in employee satisfaction without missing crucial notifications."

Description

The Multi-channel Notification System requirement facilitates the sending of engagement alerts through various communication channels—such as email, SMS, and in-app notifications. This ensures that HR teams and managers receive important alerts in a manner that is timely and accessible. The integration of multiple channels is essential for maintaining consistent communication and quick responses to engagement issues. The implementation of this requirement will enhance the responsiveness of HR teams, allowing for immediate action when employee engagement dips are detected. By diversifying notification methods, organizations can ensure that vital information reaches the relevant stakeholders efficiently and effectively, promoting a culture of responsiveness and proactivity.

Acceptance Criteria

Receiving Notifications via Multiple Channels

Given an engagement dip is detected, when the alert is triggered, then notifications should be sent simultaneously through email, SMS, and in-app alerts.

Customization of Notification Preferences

Given an HR manager, when they update their notification preferences in the settings, then they should be able to select which channels (email, SMS, in-app) they want to receive engagement alerts from.

Timeliness of Notifications

Given an engagement dip occurs, when the alert is generated, then the notification should be delivered within 5 minutes via all selected channels.

Accessibility of Notifications

Given an HR team member, when they receive a notification, then it should include actionable insights and a link to the relevant dashboard for immediate access to data.

Integration with External Communication Tools

Given the Multi-channel Notification System, when integrated with external tools like Slack or Microsoft Teams, then alerts should also be sent to these platforms as configured by the HR team.

Confirmation of Notification Receipt

Given the engagement alerts are sent, when the notifications are received on the selected channels, then the system should log the delivery status and notify the sender of successful receipt.

User Feedback on Notifications

Given an HR manager has received notifications, when they provide feedback regarding the effectiveness of the alerts, then their input should be recorded for further enhancements.

User-friendly Dashboard Interface

"As an HR manager, I want a user-friendly dashboard interface so that I can easily monitor employee engagement levels and access alerts without difficulty or confusion."

Description

The User-friendly Dashboard Interface requirement necessitates the creation of an intuitive and visually appealing dashboard within HarmonyShift that aggregates all engagement data and alerts in one location. This interface should be designed to enhance user experience, allowing HR managers to easily access insights and notifications without unnecessary complexity. It will serve as a centralized hub for engagement metrics, making it easier for managers to interpret data and take action as required. A well-designed dashboard will not only improve usability but also drive engagement with the metrics provided, enabling users to focus on fostering a positive workforce culture with less friction in navigation and understanding of the platform's capabilities.

Acceptance Criteria

HR managers are accessing the dashboard during a weekly review meeting to analyze employee engagement metrics and receive alerts on any drops in engagement levels.

Given an HR manager is logged into HarmonyShift, when they navigate to the User-friendly Dashboard Interface, then they should see a clear overview of engagement metrics displayed in an organized layout with color-coded alerts for metrics dipping below thresholds.

A manager is using the dashboard to drill down into specific departments experiencing low engagement to understand the underlying issues and take actionable steps.

Given an HR manager has identified a department with low engagement, when they click on the department's metric on the dashboard, then they should be presented with detailed insights and trends for that department's engagement over the last quarter.

An HR professional wants to customize the dashboard view to prioritize the most relevant data for their organization's culture and needs.

Given that the HR professional is on the User-friendly Dashboard Interface, when they access the customization options, then they should be able to select which metrics to display, rearrange them, and save the new layout without errors.

During a company-wide meeting, a senior HR team member displays engagement metrics collected on the dashboard to provide insights to upper management.

Given that the senior HR team member is displaying data from the dashboard, when they present the engagement metrics, then the data should refresh in real-time with no lag or delay, ensuring that all presented information is current.

A manager is alerted through the dashboard when an employee's engagement metric falls below a specified level, prompting them to take proactive action.

Given an employee's engagement metric falls below the defined threshold, when this alert appears on the dashboard, then it should provide actionable recommendations for the manager on how to address the issue.

Automated Engagement Reports

"As an HR leader, I want to receive automated engagement reports so that I can review trends over time and ensure effective monitoring of employee satisfaction initiatives without manual effort."

Description

The Automated Engagement Reports requirement involves generating periodic engagement reports automatically, summarizing key metrics and trends related to employee satisfaction. These reports will be sent to HR managers and stakeholders, providing insights into engagement levels, highlighting areas needing attention, and tracking the effectiveness of interventions over time. This automation removes the burden of manual report generation, ensuring consistency and accuracy in data representation. The importance of this requirement is twofold: it saves valuable time for HR teams and ensures stakeholders are consistently informed regarding employee engagement status. By providing these insights, organizations can reinforce their commitment to their workforce's health and satisfaction.

Acceptance Criteria

Automated Generation of Weekly Engagement Reports

Given that the automated engagement reporting feature is enabled, when the reporting schedule is set to weekly, then the system should generate and email a summary report to HR managers every Monday at 9 AM.

Inclusion of Key Metrics in Reports

Given that the engagement reports are generated, when the report is reviewed, then it must include metrics such as employee satisfaction score, participation rates in engagement activities, and trends over the last month.

Delivery Verification of Engagement Reports

Given that the reports are generated at the scheduled time, when HR managers check their email, then they must receive the engagement report in their inbox without fail.

User Interface for Report Access

Given that a manager accesses the engagement reporting section, when they navigate to the report archive, then they should be able to view and download previously generated engagement reports.

Threshold Alerts Integration

Given that the automated engagement reports are sent out, when engagement metrics fall below a predefined threshold, then an alert notification must be generated and sent to relevant managers immediately.

Evaluation of Report Effectiveness

Given that the reports are distributed, when HR conducts a feedback session with managers, then they must report an increase in informed decision-making regarding employee engagement strategies by at least 80%.

Custom Survey Themes

Custom Survey Themes allows HR managers to personalize engagement surveys to reflect company values or current initiatives. By tailoring the survey experience, employees feel more connected and invested, enhancing the overall response rate and the quality of insights gathered.

Requirements

Custom Theme Editor

"As an HR manager, I want to create custom themes for engagement surveys so that our surveys reflect our company values and initiatives, encouraging higher employee participation."

Description

The Custom Theme Editor allows HR managers to create and edit unique themes for their engagement surveys. This feature will include options for color schemes, typography, and branding elements that reflect the company's identity. By enabling HR managers to personalize surveys, it enhances employee engagement and fosters a stronger connection to company values. The editor must be easy to use and integrate seamlessly within the existing survey creation workflow, providing an intuitive interface for non-technical users to build appealing and meaningful surveys that resonate with employees.

Acceptance Criteria

HR Manager is creating a new engagement survey and wants to utilize the Custom Theme Editor to ensure the survey aligns with the company’s branding and values.

Given an HR Manager is logged into the HarmonyShift platform, when they access the Custom Theme Editor, then they should be able to select from predefined color schemes, typography options, and upload branding elements to personalize the survey.

An HR Manager successfully completes the customization of an engagement survey and needs to preview the survey before distribution to ensure the branding elements display correctly.

Given an HR Manager has finished customizing a theme, when they click 'Preview Survey', then the survey should display in a new window reflecting all selected customizations without any layout issues.

After customizing a survey theme, the HR Manager wants to save the theme for future use to ensure consistency across employee engagement surveys.

Given an HR Manager has created a new survey theme, when they click 'Save Theme', then the theme should be saved in the system under the Manager's account and accessible for future surveys.

An HR Manager is utilizing the Custom Theme Editor and wants to revert back to the default theme due to dissatisfaction with the customizations made.

Given an HR Manager is in the Custom Theme Editor, when they click 'Revert to Default Theme', then the editor should reset all settings in the theme to the original default style without saving any changes.

An HR Manager believes the Custom Theme Editor should be easy for non-technical users and decides to test its usability with first-time users.

Given the Custom Theme Editor interface is opened by a non-technical user, when they attempt to navigate the interface for the first time, then they should complete a basic customization without requiring assistance or external documentation.

Logo Upload Functionality

"As an HR manager, I want to upload our company logo to surveys so that the surveys are visually aligned with our brand, increasing employee recognition and trust in the survey process."

Description

The Logo Upload Functionality allows users to upload the company logo to be featured on all custom surveys. This integration will enhance brand visibility and make the surveys feel more official and personalized. The functionality should support various image formats and provide guidelines on appropriate logo sizes to ensure uniformity across platforms. Additionally, the system must validate the logo upload process to ensure that only appropriate image formats are accepted, enhancing the overall survey experience for employees.

Acceptance Criteria

Company logo upload during survey creation.

Given the HR manager is on the custom survey creation page, when they select the option to upload a company logo and choose a valid image file, then the logo is successfully uploaded and displayed on the survey preview.

Validation of accepted image formats for logo upload.

Given the HR manager tries to upload a logo, when they upload an unsupported file format (e.g., .exe, .txt), then an error message is displayed indicating the file format is not supported.

Guidelines for logo dimensions during upload.

Given the HR manager accesses the logo upload section, when they hover over the logo upload area, then guidelines for the recommended logo dimensions and file size appear as a tooltip.

Multiple logo uploads for different survey themes.

Given the HR manager has uploaded a logo for a survey theme, when they switch to a different survey theme, then they should be able to upload a different logo without overwriting the previous one.

Notification upon successful logo upload.

Given the HR manager has uploaded a valid logo, when the upload process is complete, then a confirmation message is displayed stating 'Logo uploaded successfully.'

Preview of logo on the survey.

Given the HR manager has uploaded a company logo, when they view the survey preview, then the logo should appear in the designated area with appropriate resolution and clarity.

Error handling for large file uploads.

Given the HR manager attempts to upload a logo that exceeds the maximum file size, when the system processes the upload, then an error message alerts the user that the file is too large.

Predefined Color Palettes

"As an HR manager, I want to select from predefined color palettes for engagement surveys so that I can quickly create visually appealing surveys without needing design skills."

Description

The Predefined Color Palettes feature provides HR managers with a selection of color schemes that can be applied to engagement surveys quickly. These palettes will align with current design trends and best practices while also reflecting common themes found in corporate branding. HR managers can apply a palette with a single click, allowing for quick customization without needing design expertise. This feature enhances the visual appeal of surveys, potentially increasing employee engagement and response quality.

Acceptance Criteria

HR Manager selects a predefined color palette from the options available in HarmonyShift and applies it to an engagement survey before distributing it to employees.

Given the HR Manager is on the survey customization page, when they select a predefined color palette and click 'Apply', then the color scheme should update instantly, reflecting the selected palette on the preview of the survey.

An employee receives an engagement survey that utilizes a predefined color palette and reports their feedback on the visual appeal of the survey.

Given the employee opens the engagement survey, when they review the visual elements, then at least 80% of employees should rate the visual appeal as satisfactory or better in post-survey feedback.

HR Manager reviews the predefined color palettes available in HarmonyShift and evaluates their alignment with company branding and design trends.

Given the HR Manager accesses the color palette selection interface, when they view the options, then the palettes must contain at least 5 distinct themes that align with current design trends and corporate branding guidelines.

HR Manager conducts a test to ensure that switching between different predefined color palettes does not disrupt existing survey settings or logic.

Given the HR Manager has an engagement survey with configured questions, when they change the color palette, then the survey logic and questions should remain unaffected and function correctly.

HR Manager uses predefined color palettes while conducting training sessions about the platform for other HR staff members.

Given the HR Manager holds a training session, when they demonstrate the color palette feature, then at least 90% of attendees should be able to apply a palette to a test survey without assistance during the session.

An HR Manager assesses the impact of using predefined color palettes on the engagement rates of surveys sent out over a quarter.

Given the HR Manager analyzes survey responses, when comparing surveys using predefined palettes versus custom designs, then there should be a minimum increase of 15% in response rates for surveys using predefined color palettes.

An HR Manager gathers feedback from employees about their perception of surveys designed with predefined color palettes.

Given the HR Manager collects feedback, when they analyze responses concerning survey design, then at least 70% of respondents should indicate that the predefined color palette made the survey more engaging.

Survey Preview Mode

"As an HR manager, I want to preview engagement surveys before sending them out so that I can ensure the surveys look and function as expected to encourage better participation and feedback quality."

Description

The Survey Preview Mode allows HR managers to view surveys as employees would see them before distribution. This function is essential for ensuring that the layout, themes, and content appear as intended. Previewing the survey helps identify any potential issues or improvements needed to enhance user experience. The preview mode should replicate the mobile and desktop views of the surveys, allowing managers to make informed adjustments before finalizing the surveys for distribution.

Acceptance Criteria

Survey Preview Mode for Desktop View

Given an HR manager accesses the Survey Preview Mode, when they select the desktop view option, then the survey should display all content, layout, and design elements correctly without any distortions or overlaps, matching the final survey design.

Survey Preview Mode for Mobile View

Given an HR manager accesses the Survey Preview Mode, when they select the mobile view option, then the survey should display all content, layout, and design elements correctly without any distortions or overlaps, matching the final survey design.

Customization Accuracy Check

Given an HR manager customizes the survey themes, when they preview the survey in both desktop and mobile views, then all customized elements such as text colors, logos, and footer information should reflect the changes made immediately and accurately.

Interactive Elements Functionality

Given an HR manager previews the survey, when they interact with elements such as rating scales or multiple-choice answers, then all interactive elements should function as intended, displaying proper response options and maintaining the layout.

Feedback on Survey Preview

Given an HR manager reviews the survey in preview mode, when they complete a feedback form on the preview experience, then the feedback should be captured accurately in the system for further analysis.

Accessibility Compliance Check

Given an HR manager uses the Survey Preview Mode, when they test the survey, then it should comply with W3C accessibility standards, ensuring all users can interact with the survey effectively.

Preview Mode Load Time

Given an HR manager accesses the Survey Preview Mode, when they attempt to load the preview, then the load time should not exceed 3 seconds for both desktop and mobile views to ensure a smooth user experience.

Analytics Dashboard Integration

"As an HR manager, I want to access an analytics dashboard for engagement surveys so that I can analyze response data effectively and make data-driven decisions to enhance employee engagement."

Description

The Analytics Dashboard Integration feature will provide HR managers with insights and analytics regarding engagement survey responses. This dashboard will display metrics such as response rates, employee sentiment, and trend analysis based on specific demographics. The integration allows for real-time data reporting, offering valuable feedback to HR teams and facilitating informed decision-making regarding employee engagement strategies. It is essential for the dashboard to be user-friendly and visually engaging, displaying data clearly to aid in interpretation and action.

Acceptance Criteria

HR managers use the Analytics Dashboard Integration to review engagement survey results at the end of each quarter to understand employee sentiment and make data-driven decisions about engagement strategies.

Given that the HR manager accesses the analytics dashboard, when viewing the engagement survey results, then they should see metrics such as response rates and employee sentiment broken down by demographics and time trends, ensuring the data is visually engaging and easy to interpret.

A new engagement survey is launched for employees, and the analytics dashboard needs to integrate the responses to provide immediate insights and enable further actions based on those insights.

Given that a new engagement survey has been launched and employees have submitted their responses, when the HR manager accesses the dashboard, then the dashboard should show updated response rates, employee sentiment, and any trend analysis in real-time without significant delay.

During an executive meeting, HR managers present the insights gathered from the Analytics Dashboard Integration to inform decision-making regarding employee engagement initiatives.

Given that HR managers are presenting data from the analytics dashboard in an executive meeting, when they deliver their presentation, then the data displayed should be accurate, relevant, and reflect real-time employee engagement metrics, effectively supporting their recommendations for future actions.

HR managers need to customize the metrics displayed on the dashboard to focus on specific areas of concern, such as low engagement in a particular department or demographic group.

Given that the HR manager is logged into the analytics dashboard, when they select specific metrics to display pertaining to certain demographics or departments, then the dashboard should dynamically update to reflect those selections, ensuring the customization is user-friendly and intuitive.

HR managers evaluate the usability of the analytics dashboard during a training session to ensure it's user-friendly for all team members.

Given that a group of HR managers is participating in a training session on the analytics dashboard, when they navigate the interface for the first time, then they should be able to complete standard tasks (such as viewing metrics and customizing views) without assistance, demonstrating the dashboard's user-friendliness.

The API integration with the analytics dashboard should allow external data sources to enhance the overall insights displayed regarding employee engagement.

Given that there is a requirement to integrate external data sources (like payroll systems) into the analytics dashboard, when the integration is complete, then the dashboard should accurately reflect additional data points and enhance the analytics provided without losing data integrity or performance.

HR managers seek to compare engagement trends over multiple survey periods to identify improvement or decline in employee engagement metrics.

Given that HR managers have access to multiple periods' survey data, when they view the comparative analysis feature on the dashboard, then they should see clear visual representations (such as graphs or charts) that accurately depict changes in engagement metrics over the selected periods, enabling informed decision-making.

Survey Distribution Channels

"As an HR manager, I want to choose different distribution channels for my engagement surveys so that I can maximize employee participation and gather more comprehensive insights."

Description

The Survey Distribution Channels feature allows HR managers to select various methods for distributing engagement surveys to employees. Options should include email, internal messaging systems, and links shared through company intranet or mobile apps. The purpose is to provide flexibility in how surveys are delivered to maximize participation rates. This capability must include tracking methods to monitor which distribution channels yield the best response rates, aiding in future survey deployment strategies.

Acceptance Criteria

HR manager selects to distribute a survey via email to all employees to gather feedback on the new employee onboarding process.

Given an HR manager has created a new engagement survey, When they select the email distribution option and enter the recipient list, Then the system should successfully send the survey to all listed email addresses with a confirmation notification.

An HR manager wants to distribute a survey through internal messaging, ensuring all employees receive it in their inboxes and can respond directly from the message.

Given an engagement survey is ready, When the HR manager chooses the internal messaging option and sends it, Then employees should receive a notification in their internal messaging platform and should be able to click to respond.

The HR manager analyzes survey distribution methods after several engagements to determine which method yielded the highest response rates.

Given multiple distribution methods have been used for several surveys, When the HR manager accesses the survey analytics dashboard, Then they should see clear metrics comparing response rates by distribution channel, allowing them to identify the most effective methods.

An HR manager wants to distribute surveys using links shared through the company intranet, ensuring easy access for all employees.

Given an engagement survey has been created, When the HR manager selects the intranet option and generates a shareable link, Then the link should be functional and accessible from the company intranet, enabling employees to fill out the survey seamlessly.

The HR manager is testing the effectiveness of the mobile app distribution method to gather quick feedback from employees.

Given an engagement survey is designed for mobile access, When the HR manager sends the survey through the mobile app, Then all employees should receive a push notification with the survey link and should be able to complete the survey on their mobile devices without errors.

Real-Time Performance Tracking

Real-Time Performance Tracking enables HR managers to view live updates on individual and team performance metrics. By providing instant insights, this feature empowers managers to make timely decisions and support employees effectively, enhancing overall productivity and alignment with organizational goals.

Requirements

Dynamic Performance Dashboards

"As an HR manager, I want to access dynamic performance dashboards so that I can visualize individual and team performance metrics easily, enabling me to make informed decisions and support development."

Description

The Dynamic Performance Dashboards requirement involves creating customizable dashboards that showcase key performance indicators (KPIs) for individual employees and teams. These dashboards will allow HR managers and team leaders to visualize performance trends, helping them identify areas of strength and opportunities for improvement. By integrating seamless data visualization tools, users can filter metrics by time frames, departments, or specific projects. This enhances the transparency of performance evaluation and provides actionable insights that can drive growth and engagement. The implementation of this feature will significantly contribute to informed decision-making and targeted development strategies within organizations, ultimately fostering a performance-driven culture.

Acceptance Criteria

As an HR manager, I want to customize the performance dashboard to view specific KPIs relevant to my team, so I can focus on areas needing improvement while being aware of strengths.

Given I am logged into HarmonyShift as an HR manager, when I navigate to the Dynamic Performance Dashboards, then I should be able to select and customize KPIs to display based on my selected filters (time frames, departments, or projects).

As a team leader, I need to access the performance dashboard to review how my team members are performing against their targets so that I can provide timely feedback and support.

Given I have selected my team on the Dynamic Performance Dashboard, when I review the live updates of their performance metrics, then I should see accurate and up-to-date information reflecting each individual's current performance against set targets.

As an HR manager, I want to filter performance metrics by specific projects to assess how teams are progressing towards project goals, enabling better resource allocation.

Given I am on the Dynamic Performance Dashboard, when I apply a filter for a specific project, then I should see only the performance metrics relevant to that project displayed clearly and accurately on the dashboard.

As an HR manager, I want to visualize the performance trends over time for each employee, so I can identify long-term patterns and plan for targeted interventions.

Given I select a time frame on the Dynamic Performance Dashboard, when I view the performance graphs, then I should see a clear representation of performance trends over the specified period for every employee.

As a team leader, I want to receive notifications for any significant changes in employee performance metrics, so I can react quickly to any potential issues.

Given that an employee's performance metric falls below a defined threshold, when the performance metric updates on the dashboard, then I should receive an immediate notification alerting me to this change.

Real-Time Feedback Mechanism

"As an employee, I want to receive real-time feedback from my manager so that I can understand my performance and improve continuously based on immediate guidance."

Description

The Real-Time Feedback Mechanism requirement focuses on enabling instant feedback loops between managers and employees. This feature will allow HR professionals and managers to provide feedback and recognition on ongoing projects, thereby boosting employee motivation and engagement. Integrated within the performance tracking feature, the real-time feedback mechanism will facilitate two-way communication, making it easy for employees to seek clarifications and guidance. By fostering a culture of continuous feedback, this requirement aims to improve performance alignment with organizational goals and stimulate growth in employee capabilities.

Acceptance Criteria

Real-Time Feedback Loop during Team Projects

Given an ongoing team project, when a manager provides feedback on a task to an employee, then the employee should receive a notification immediately and be able to view the feedback in their dashboard.

Requesting Clarification on Feedback

Given that an employee receives feedback from their manager, when the employee clicks on the feedback notification, then they should be able to respond with questions or seek clarifications, and the manager should receive a notification of the employee's request.

Feedback Influence on Performance Metrics

Given that feedback is given to an employee on their performance, when they log their performance metrics after receiving feedback, then the system should reflect changes in their performance metrics related to the feedback received within the next update cycle.

User Interface for Real-Time Feedback

Given the real-time feedback mechanism is active, when an HR manager accesses the performance tracking dashboard, then they should be able to see a dedicated section for recent feedback interactions with employees.

Feedback Acknowledgment by Employees

Given that an employee receives feedback, when they acknowledge the feedback using the acknowledgment option, then the manager should receive confirmation that the feedback has been acknowledged by the employee.

Integration with Performance Improvement Plans

Given that ongoing feedback is provided to an employee, when a performance improvement plan is created, then it should include a summary of the feedback provided to the employee as part of the plan documentation.

Compliance with Organizational Feedback Guidelines

Given the onboarding of the real-time feedback mechanism, when the HR manager reviews the feedback logs, then all feedback entries must comply with the organization’s feedback guidelines and standards.

Automated Performance Reporting

"As a manager, I want automated performance reports so that I can save time and ensure that I have accurate data to make strategic decisions."

Description

The Automated Performance Reporting requirement will automate the process of generating performance reports based on live data from the performance tracking feature. The reports will be customizable, allowing HR managers to select relevant metrics, timeframes, and formats. By reducing the manual effort required for report generation, managers can focus more on strategic initiatives rather than administrative tasks. This feature is crucial for enhancing transparency, accountability, and strategic alignment within teams, providing stakeholders with timely insights into performance trends and outcomes.

Acceptance Criteria

HR managers need to generate a performance report to evaluate team productivity at the end of the quarter, enabling them to identify high performers and areas for improvement.

Given an HR manager has access to the Automated Performance Reporting feature, when they select relevant metrics and timeframes, then a customizable report should be generated in under 3 minutes, featuring accurate and up-to-date performance data.

An HR manager wants to customize the report format to present at an executive meeting, ensuring it aligns with their organizational standards and the expectations of stakeholders.

Given an HR manager is in the reporting interface, when they choose a specific report format (PDF, Excel, etc.) and save their preferences, then the report generated should reflect the selected format and maintain the chosen metrics.

A team lead needs to share the performance report with their team members to discuss individual contributions and set goals for the next quarter during a team meeting.

Given the report has been generated, when the HR manager clicks on the 'Share' option, then an email with the report should be sent to all selected team members, including a summary of key performance indicators.

An HR director requires insights into historical performance data to assess the impact of recent changes in HR policies on employee productivity.

Given the HR director is utilizing the reporting feature, when they specify a historical timeframe that includes prior quarters, then the report should compile and display trends in performance metrics accurately reflecting the selected data range.

HR managers need to track which reports have been generated and by whom for auditing and compliance purposes.

Given an HR manager accesses the report history log, when they view the log, then it should display a list of all generated reports, including timestamps, customizations made, and user details.

A performance report should automatically update when live data changes to ensure managers always have the most current information for decision-making.

Given the performance tracking data is updated in real-time, when a report is generated, then it should reflect the latest available data without requiring manual refresh from the user.

The HR manager wants to ensure that the performance report includes visual elements such as graphs and charts to better illustrate metrics for stakeholders.

Given an HR manager selects options for graphical representation in the report interface, when they generate the report, then the resulting document should include relevant graphs and charts summarizing the key performance metrics visually.

Integration with Existing Tools

"As a system administrator, I want HarmonyShift to integrate with our existing tools so that we can streamline performance data management without disrupting current workflows."

Description

The Integration with Existing Tools requirement involves developing APIs and connectors to allow HarmonyShift to seamlessly integrate with popular HR, project management, and productivity tools already utilized by the organization. This functionality ensures that performance tracking data can be synchronized with other platforms such as Slack, Microsoft Teams, and Google Workspace. By providing a holistic view of employee performance across multiple tools, this integration is critical for enhancing user experience and maximizing the utility of HarmonyShift, ensuring that users can leverage the tools they are already familiar with.

Acceptance Criteria

Real-time synchronization of performance data from HarmonyShift with Slack for team updates

Given that a performance metric in HarmonyShift is updated, when a user accesses the designated Slack channel, then the updated performance metric should be displayed in real-time without delay.

Integration with Microsoft Teams to share performance reports during team meetings

Given that a user is in a Microsoft Teams meeting, when they request a performance report from HarmonyShift, then the report should be accessible and shareable within the Teams interface without additional steps or delays.

Syncing of employee performance metrics with Google Workspace to facilitate collaborative documents

Given that an employee's performance metric is updated in HarmonyShift, when a Google Document linked to the performance data is opened, then the document should reflect the latest performance metrics automatically.

Notifications in existing tools when performance thresholds are met or exceeded

Given that an employee's performance exceeds a defined threshold in HarmonyShift, when the threshold is crossed, then a notification should be sent to the relevant team channel in Slack or Microsoft Teams.

Customizable API access for third-party tool integration with HarmonyShift

Given that an API key is generated in HarmonyShift, when a third-party tool attempts to connect, then the connection must be authenticated and data exchange must be seamless without error.

Unified dashboard for performance metrics across integrated tools

Given that an integration has been established with external tools, when a user accesses the HarmonyShift dashboard, then they should see a unified view of performance metrics from all integrated platforms.

Error handling for failed integrations with existing HR and productivity tools

Given that a connection attempt fails with an external tool, when the user checks the integration status in HarmonyShift, then a clear error message with troubleshooting steps should be displayed.

Customizable Notification System

"As a user, I want to customize my notification preferences so that I can stay informed about performance updates without being overwhelmed by unnecessary alerts."

Description

The Customizable Notification System requirement will enable HR managers and employees to configure their notification preferences for performance updates, feedback, and reminders. This feature will allow users to set alerts for key performance milestones, project deadlines, and feedback received, ensuring that critical information is communicated efficiently. By tailoring notifications to individual needs, this system aims to enhance user engagement and ensure that important updates are not missed, fostering a proactive work environment focused on performance.

Acceptance Criteria

HR Manager configures personal notification preferences for performance updates and project deadlines.

Given the HR Manager is logged into HarmonyShift, When they navigate to the notification settings, Then they should see options to customize notifications for performance updates, project deadlines, and feedback received, and be able to save their preferences successfully.

Employee sets up alerts for key performance milestones and feedback received.

Given the Employee is logged into HarmonyShift, When they access their notification preferences, Then they should be able to enable, disable, and modify alerts for key performance milestones and feedback received without encountering errors.

HR Manager receives notifications after saving their customized settings.

Given the HR Manager has customized their notification settings, When a key performance milestone is reached, Then the HR Manager should receive an instant notification as configured in their settings.

User receives reminders for upcoming project deadlines configured in the notification system.

Given a project deadline is approaching, When the User's notification preferences have been set, Then the User should receive a reminder alert at their specified time before the deadline.

Employee updates notification settings and sees changes reflected in the system.

Given the Employee has updated their notification preferences, When they revisit the notification settings page, Then the updated preferences should be displayed correctly as per their last saved changes.

HR Manager and Employees can see a history of received notifications for performance updates.

Given notifications have been sent out, When the HR Manager or Employees check their notification history, Then they should see a log of all notifications sent related to performance updates and project deadlines.

Benchmark Comparison Tool

The Benchmark Comparison Tool allows users to compare performance metrics against industry standards or organizational averages. This feature helps HR managers identify areas for improvement and recognize exceptional performers, facilitating data-driven performance discussions that drive growth and accountability.

Requirements

Data Metric Integration

"As an HR manager, I want to integrate various performance metrics from our internal systems and industry databases so that I can compare our organization's performance against industry standards and identify areas for improvement."

Description

The Data Metric Integration requirement enables the Benchmark Comparison Tool to seamlessly integrate performance metrics from various data sources, including internal HR systems and external industry databases. This integration is crucial for delivering accurate and relevant performance comparisons, allowing HR managers to evaluate their organization's performance against the most current industry standards. By centralizing this data, HR professionals can access comprehensive insights that inform strategic decisions, drive continuous improvement, and foster a culture of accountability within their teams.

Acceptance Criteria

User imports performance data from internal HR systems and external industry databases to compare with industry benchmarks.

Given an HR manager has selected data sources, When the data is imported, Then the system displays a summary of metrics integrated from all selected sources within 5 minutes.

HR managers review performance metrics against industry standards through the Benchmark Comparison Tool.

Given the performance metrics are integrated, When the HR manager views the comparison dashboard, Then the metrics should accurately reflect the benchmark standards as of the current date.

A user wants to filter performance metrics to focus on specific departments or roles during their analysis.

Given the user has selected department filters, When the data is displayed, Then only metrics relevant to the selected departments should be visible.

HR managers conduct a performance review meeting using the Benchmark Comparison Tool data.

Given the HR manager has prepared the data ahead of the meeting, When the meeting starts, Then the HR manager can easily present the findings within 2 minutes without needing additional data from other sources.

Integration errors occur during the data import process from external sources.

Given an error occurs during data import, When the HR manager accesses the integration logs, Then the logs should provide detailed feedback on the error to allow for quick troubleshooting.

Users need to schedule regular updates of performance metrics to ensure data remains current.

Given the user sets a schedule for updates, When the update cycle occurs, Then the system should automatically refresh the metrics at the predetermined intervals, without user intervention.

Visualization Dashboard

"As an HR manager, I want a visualization dashboard that presents performance metrics in an engaging way so that I can easily identify trends and effectively communicate findings with my team."

Description

The Visualization Dashboard requirement specifies the need for an intuitive and interactive dashboard that presents performance metrics in a visually appealing manner. This dashboard will allow HR managers and stakeholders to quickly grasp trends and insights at a glance, including graphical representations of performance gaps, high-performers, and areas needing development. By using engaging visuals, users will be more likely to act on insights, fostering a deeper understanding of employee performance and effectiveness in discussions regarding talent management.

Acceptance Criteria

HR managers are reviewing monthly performance metrics and need immediate insights for the upcoming team meeting to discuss employee performance and areas for improvement.

Given that the HR manager accesses the Visualization Dashboard, when they select the 'Monthly Performance' option, then they should see performance metrics displayed in graphs that clearly highlight trends and gaps compared to industry standards.

An HR manager wants to identify high-performing employees to recognize their efforts during a quarterly review meeting.

Given the Visualization Dashboard is open, when the HR manager filters for 'Top Performers' for the current quarter, then the dashboard should display a list of employees ranked by their performance metrics, along with visual indicators of their achievements.

A stakeholder is analyzing performance metrics to create a report on the organization’s talent management effectiveness and needs in development.

Given the Visualization Dashboard is accessed, when the stakeholder selects the 'Performance Gaps' view, then the dashboard must generate a list of specific metrics illustrating areas needing improvement with visual cues to highlight critical gaps.

During an onboarding session, the HR team needs to demonstrate how the Visualization Dashboard operates to new employees.

Given that the HR team is conducting a training session, when they navigate through the Visualization Dashboard to show its features, then all key functionalities should be operational and demonstrated effectively without errors.

The HR manager is customizing the Visualization Dashboard to align with the organizational branding and preferences before the official rollout.

Given the customization settings are accessible, when the HR manager changes the color scheme and layout of the dashboard, then the dashboard should reflect these changes in real-time, aligning with organizational branding guidelines.

An HR analyst wants to track the impact of new recruitment strategies on employee performance over time.

Given the dashboard is set to track performance over specified time intervals, when the HR analyst runs a comparison report, then they should see performance metrics before and after the implementation of new strategies clearly depicted on the dashboard.

Custom Benchmarking Options

"As an HR manager, I want to customize benchmarking parameters so that I can align them with our organization's specific goals and industry standards for more relevant performance insights."

Description

The Custom Benchmarking Options requirement seeks to provide users with the ability to customize benchmarking parameters according to their specific organizational needs. This feature enables HR professionals to define what metrics matter most to their teams and set unique benchmarks tailored to their industry and organizational goals. By allowing customization, organizations can ensure that the benchmarking process reflects their unique context, enhancing the relevance of insights gained and facilitating focused discussions around employee performance and development.

Acceptance Criteria

Customizing Benchmarking Parameters for a Sales Team

Given an HR manager in the Benchmark Comparison Tool, when they access the 'Custom Benchmarking Options', then they should be able to define at least three unique performance metrics relevant to their sales team and save these customizations successfully.

Saving and Retrieving Customized Benchmarks

Given an HR manager has established custom benchmarks for employee performance, when they navigate away from the Benchmark Comparison Tool and return, then they should see their previously saved custom benchmarks accurately reflected on the interface.

Comparison Against Industry Standards

Given a user has set customized benchmarks, when they execute a performance comparison, then the results should display the performance metrics of their employees against relevant industry standards alongside their custom benchmarks.

Adapting Benchmarks Over Time

Given the HR team wants to adjust benchmarking parameters due to changing organizational goals, when they modify existing custom benchmarks, then the system should allow changes to be saved without error, and previous metrics should be archived for reference.

Accessibility of Custom Benchmarking Features

Given different user roles within the HR team, when they access the Benchmark Comparison Tool, then only authorized users should be able to view and modify the custom benchmarking options to ensure data integrity and security.

Real-time Feedback on Benchmark Adjustments

Given an HR manager adjusts the benchmarking parameters, when they save these changes, then the system should provide immediate feedback indicating that the changes have been implemented successfully with a confirmation message displayed.

Training on Custom Benchmarking Usage

Given that a new HR professional is onboarded, when they access the Benchmark Comparison Tool, then they should receive a brief tutorial or tip on how to effectively use the custom benchmarking options to enhance their team’s performance evaluations.

Automated Reporting

"As an HR manager, I want automated reports generated from the benchmarking tool so that I can save time and provide consistent performance insights to stakeholders without manual effort."

Description

The Automated Reporting requirement focuses on generating comprehensive reports based on the data collected from the Benchmark Comparison Tool. These reports will summarize performance trends, benchmarks, and actionable insights, providing HR managers with documentation that can easily be shared with stakeholders. Automating the reporting process not only saves time but also ensures consistency in data presentation and facilitates informed decision-making regarding talent management and employee development initiatives.

Acceptance Criteria

HR Manager generates a weekly performance report using the Benchmark Comparison Tool to analyze team metrics and prepare for a meeting with executives.

Given the HR Manager has access to the Benchmark Comparison Tool, when they select the reporting feature, then the system should generate a report summarizing performance metrics against industry standards within 5 minutes.

An HR professional requires a customized report to assess employee performance and identify top performers within the company.

Given the HR professional selects specific metrics and date ranges, when they request a report, then the generated report should accurately reflect those selections and include visual graphs illustrating trends.

A stakeholder requests to view the latest performance benchmarks for an upcoming board meeting that should be derived from the Automated Reporting feature.

Given the stakeholder requests the report, when the HR Manager accesses the reporting tool, then they should be able to download or share the report in PDF format without loss of formatting.

The HR department wants to ensure that the Automated Reporting accurately reflects changes made to data input in the Benchmark Comparison Tool.

Given an update is made to employee performance data, when the report is regenerated, then it should reflect the latest data accurately and without discrepancies.

HR Managers need to present monthly performance trends to showcase improvements or declines within the team over several months.

Given the Manager selects a range of months for reporting, when they generate the report, then it should display a month-over-month comparison of performance metrics clearly labeled for easy interpretation.

A system administrator needs to ensure that the reporting feature complies with data privacy regulations before it is fully rolled out.

Given the report includes sensitive employee data, when it is accessed, then it must only be viewable by authorized personnel and contain necessary data anonymization measures.

Alert System for Outliers

"As an HR manager, I want to receive alerts for performance outliers so that I can promptly address any issues or recognize outstanding contributors within my team."

Description

The Alert System for Outliers requirement is designed to notify HR managers of significant performance outliers, either positive or negative. By analyzing performance data through predefined thresholds, the system will automatically alert users when an employee's performance significantly deviates from established benchmarks. This proactive approach enables HR professionals to quickly address concerns or recognize exceptional performance, fostering a responsive HR environment that actively manages talent and encourages engagement.

Acceptance Criteria

HR Manager receives an alert for a positive performance outlier when an employee's performance score exceeds the threshold defined for exceptional performance within the last quarter.

Given an HR Manager is logged into the system, when the performance of an employee exceeds the predefined exceptional performance threshold, then the system should send an immediate alert to the manager's dashboard and email.

An HR Manager is notified of a negative performance outlier when an employee’s performance score falls below the set threshold for low performance for two consecutive evaluation periods.

Given an HR Manager is logged into the system, when an employee’s performance score falls below the established low performance threshold for two consecutive evaluation periods, then the system should generate an alert and recommend an immediate performance review.

An HR Manager wants to customize the alert thresholds for different departments based on historical performance data to better reflect departmental standards.

Given an HR Manager accesses the settings for the Alert System, when they adjust the performance thresholds for different departments, then the system should save the changes and apply them to future performance evaluations within those departments.

A performance alert is escalated when a previously detected outlier does not see improvement within a defined follow-up period, indicating the potential need for intervention.

Given an HR Manager has acknowledged an alert for an outlier, when no improvement is recorded in the defined follow-up period, then the system should escalate the alert to a senior HR professional via email and dashboard notification.

The Alert System successfully logs all generated alerts for future auditing and review purposes by HR managers.

Given the Alert System has generated performance alerts, when an HR Manager accesses the audit log, then all alerts must be listed with timestamps, employee details, and the reason for the alert.

HR Managers can view historical alerts to analyze trends over time and adjust policies accordingly.

Given an HR Manager is viewing the history section of the Alert System, when they request to view past alerts, then the system should display a clear timeline of alerts with filters for date ranges and performance categories.

The Alert System integrates with external HR tools (like payroll and performance management software) to provide a holistic view of employee performance alerts.

Given the Alert System is integrated with external HR tools, when an alert is generated, then it should automatically be reflected in the connected tools' dashboards, ensuring seamless communication across platforms.

Predictive Performance Insights

Predictive Performance Insights uses advanced analytics to forecast employee performance trajectory based on historical data and current trends. By identifying potential performance issues before they arise, this feature allows HR managers to proactively engage with employees, addressing challenges and fostering growth.

Requirements

Data Integration Framework

"As an HR manager, I want the Predictive Performance Insights feature to integrate with our existing HR data systems so that I can have a complete and accurate view of employee performance metrics in real time, ensuring timely interventions when needed."

Description

The Data Integration Framework requirement encompasses the ability of the Predictive Performance Insights feature to seamlessly integrate with various existing HR management systems and data sources. This integration is crucial for gathering historical performance data, employee engagement metrics, and feedback efficiently. By enabling real-time data synchronization, HR managers will have an up-to-date view of employee performance and engagement, thus enhancing the accuracy of insights provided. This integration is designed to reduce manual data entry, streamline operations, and ensure that data is consistent and reliable, ultimately leading to more effective and informed decision-making regarding employee management.

Acceptance Criteria

Data integration with existing HR management systems is initiated by an HR manager during the setup of the Predictive Performance Insights feature to gather historical and current employee data for analysis.

Given an HR manager has initiated the data integration, When the integration process starts, Then the system should successfully connect to at least three different HR management systems and retrieve at least six months of historical performance data for all active employees.

A real-time data synchronization is triggered when an employee's performance metrics are updated in the integrated HR management system.

Given that an employee's performance metrics are updated in the HR management system, When the update occurs, Then the Predictive Performance Insights feature should reflect the updated metrics within 5 minutes.

HR managers use the consolidated view of employee performance from various data sources for the first quarterly review meeting after implementing the integration.

Given the first quarterly review meeting is scheduled, When the HR manager accesses the Predictive Performance Insights dashboard, Then all integrated data sources should display consistent and accurate employee performance and engagement metrics for all participants without discrepancies.

An HR manager encounters a discrepancy in data between the integrated systems and raises a ticket for support.

Given there is a discrepancy reported by the HR manager, When the support team investigates, Then they should be able to trace the discrepancy to a specific data source within 24 hours and provide a resolution plan within 48 hours.

The integration framework successfully reduces manual data entry for performance metrics and feedback by at least 50% after implementation.

Given the integration framework is in place, When comparing the manual data entry hours before and after the implementation, Then the time spent on manual data entry should be reduced by at least 50% over the next three months.

The system should allow for customization of data sources that can be integrated with the Predictive Performance Insights feature.

Given the HR manager wants to add a new data source for integration, When they request the integration for the new source, Then the system should allow this customization and integrate the new source successfully within two weeks.

An HR manager requires detailed documentation of the data integration process and its functionalities to train team members.

Given the HR manager requests documentation, When they access the system's documentation section, Then they should find comprehensive guidance that covers all aspects of the data integration framework including setup, troubleshooting, and maintenance.

AI-Driven Performance Forecasting

"As an HR professional, I want the AI to analyze employee performance data and forecast potential future performance trends so that I can proactively support my team and improve overall productivity."

Description

The AI-Driven Performance Forecasting requirement outlines the necessity for advanced machine learning algorithms to analyze historical data and predict future employee performance trends. This functionality is essential to identify potential performance issues and opportunities for individual employee growth before they escalate. The AI should consider various factors including project engagement levels, peer reviews, and past performance reviews to create a comprehensive performance profile. This capability will allow HR managers to foster proactive engagement with employees, tailoring interventions and support programs effectively, thus increasing employee satisfaction and retention rates.

Acceptance Criteria

HR Manager analyzes employee performance data quarterly to identify areas for improvement and proactively address potential issues.

Given that the HR manager has access to the AI-Driven Performance Forecasting tool, when they input historical data and current performance metrics, then the system should generate a performance trajectory report highlighting employees at risk of underperformance and provide actionable insights for each.

A team leader is reviewing team performance metrics following submission of a major project to identify individual contributions and future support needs.

Given that the team leader accesses the Predictive Performance Insights for their team post-project completion, when they view the metrics, then the system should display individual performance scores, trends over time, and specific recommendations for personalized support or interventions for each team member.

HR utilizes the AI predictions to adjust the upcoming training programs based on identified performance gaps to enhance employee engagement ahead of the new quarter.

Given that HR has reviewed the performance forecasts, when they organize a training program, then the schedule should reflect targeted training sessions addressing the identified areas of improvement for specific employees based on the AI's recommendations.

A manager conducts a one-on-one meeting with an employee flagged for potential underperformance by the forecast tool.

Given that the employee's performance trajectory indicates potential concerns, when the manager meets with them, then the system should provide a summary of relevant performance data and suggested talking points to facilitate a constructive dialogue.

An employee accesses their performance profile to understand feedback and growth opportunities to improve their future performance.

Given that the employee logs into the platform, when they navigate to their performance profile, then the system should show their historical performance data, current status, predictive insights about future performance, and suggested resources for improvement.

The system needs to integrate with existing HR software used by SMEs to enhance data sharing and analytics capabilities.

Given that the integration setup for HarmonyShift is initiated, when the integration process is completed, then data should seamlessly flow between HarmonyShift and existing HR tools, providing a comprehensive overview of employee performance across platforms without manual input.

Interactive Dashboard for Insights

"As an HR manager, I want an interactive dashboard that displays key performance indicators and trends so that I can easily visualize employee performance and make data-driven decisions quickly."

Description

The Interactive Dashboard for Insights requirement focuses on the creation of a user-friendly interface that visually represents the predictive analytics derived from employee data. This dashboard should include key performance indicators (KPIs), trend graphs, and alerts for potential performance issues. By providing HR managers and executives with a clear visual summary of employee performance data, this dashboard will facilitate easier analysis and more informed decision-making. The requirement emphasizes the importance of an intuitive design that allows users to interact with the data—filtering by departments, timeframes, or individual employee metrics—as needed.

Acceptance Criteria

Dashboard Initialization and User Access Control

Given that the HR manager is logged into HarmonyShift, when they navigate to the Interactive Dashboard for Insights, then they should see the dashboard initialized with key performance indicators and accessible features tailored to their user role.

Data Visualization of Performance Trends

Given that the HR manager accesses the dashboard, when they select a department or individual employee, then the dashboard should display the relevant trend graphs and performance metrics in a visually appealing way.

Interactive Filtering Options

Given that the HR manager is viewing the dashboard, when they use the filter options to adjust the timeframe or department, then the displayed data should update in real-time to reflect the selected criteria without any delay.

Alerts for Performance Issues

Given that the dashboard is displaying employee performance data, when potential performance issues are detected based on the predictive analytics, then the dashboard should trigger an alert notification highlighting the affected employees or metrics.

User Experience and Navigation Intuitiveness

Given that the HR manager interacts with the dashboard, when they perform tasks like filtering data or drilling down into specific metrics, then all interactions should be intuitive and require no more than three clicks to access any feature.

Data Accuracy and Consistency

Given that the dashboard pulls data from the employee performance database, when the HR manager reviews the displayed metrics, then all data should be accurate and consistent with the latest available employee performance records as per the defined refresh rate.

Integration with Existing Tools

Given that the organization uses various tools for HR management, when the HR manager accesses the Interactive Dashboard for Insights, then there should be seamless integrations with at least three existing tools used in the organization, allowing data synchronization without any errors.

Proactive Engagement Alerts

"As an HR leader, I want to receive alerts about potential employee performance issues so that I can intervene early and provide necessary support to boost their productivity and morale."

Description

The Proactive Engagement Alerts requirement includes the development of a feature that notifies HR managers and team leaders about potential performance declines or engagement issues detected by the predictive analytics. These alerts should be customizable based on different thresholds or indicators of employee performance, ensuring that managers can receive timely notifications for intervention. This feature will allow HR managers to address potential issues immediately, engaging with employees before small problems escalate into major concerns, thereby fostering a culture of support and continuous improvement.

Acceptance Criteria

Scenario 1: Notification Triggering for Performance Declines

Given HR managers have customized alert thresholds, when a team member's performance drops below the specified threshold, then an alert should be sent to the HR manager immediately.

Scenario 2: Customization of Alert Settings

Given that HR managers access the Proactive Engagement Alerts feature, when they set or adjust the thresholds for performance alerts, then the system should save these settings and apply them to future performance evaluations without errors.

Scenario 3: Timely Notifications for Engagement Issues

Given an employee shows signs of disengagement based on predictive metrics, when the system detects this dip, then the designated HR manager should receive a notification within 24 hours.

Scenario 4: Alert Delivery Method Options

Given HR managers are setting up notifications, when they customize their alert preferences, then they should be able to select from multiple delivery methods (email, SMS, in-app notifications) for the alerts.

Scenario 5: Historical Data Accuracy Verification

Given the Predictive Performance Insights feature collects historical data, when HR managers review performance alerts, then the data presented should accurately reflect historical performance trends of the employees concerned.

Scenario 6: User-Friendly Alert Interface

Given HR managers receive notifications, when they view the alert details, then the information displayed should be clear and provide actionable insights into the employee's performance status.

Scenario 7: Response Times for HR Managers

Given an alert has been sent, when HR managers act upon the notification, then their response and engagement with the affected employee should be recorded to measure the effectiveness of the proactive alerts.

Performance Improvement Recommendations

"As an HR manager, I want to receive tailored recommendations for employee development based on performance analytics so that I can effectively support my team’s growth and motivation."

Description

The Performance Improvement Recommendations requirement focuses on generating actionable insights derived from the predictive analytics. This feature should analyze identified performance issues and suggest specific development programs, training, or mentorship opportunities tailored to the individual needs of employees. By offering tailored recommendations, this requirement aims to empower HR managers to take informed actions that can lead to meaningful employee development and enhance overall organizational performance.

Acceptance Criteria

User accesses the Predictive Performance Insights feature to review employee performance data and identify areas needing improvement.

Given the HR manager has logged into HarmonyShift and navigated to the Predictive Performance Insights section, when they input an employee's ID, then the system should display a detailed performance report highlighting past trends and predicting future performance outcomes.

HR manager receives tailored recommendations based on identified performance issues for an individual employee.

Given an employee's performance report indicates significant decline, when the HR manager views the 'Performance Improvement Recommendations', then the system should provide at least three tailored development programs or training opportunities specific to the identified issues.

User customizes the training recommendations from the system to fit their organizational context.

Given the HR manager accesses the Performance Improvement Recommendations, when they select a proposed training program, then they should be able to modify the details of the program to better align with their company culture before saving the changes.

HR manager analyzes the impact of implemented training programs on employee performance post-implementation.

Given that training programs have been executed based on the recommendations, when the HR manager reviews the employee performance metrics after three months, then the system should provide a comparative analysis of performance before and after the training.

User explores a library of available training programs to recommend to employees.

Given that the HR manager is on the Performance Improvement Recommendations page, when they click 'Explore Training Library', then the system should present a searchable catalog of all training programs available, filtered by categories relevant to employee needs.

HR manager tracks the engagement level of employees with the recommended training programs.

Given that employee training recommendations have been generated, when the HR manager accesses the training engagement dashboard, then they should see a report detailing participation rates and feedback scores from employees who completed the training programs.

User shares performance improvement recommendations with respective team leaders for implementation.

Given the HR manager has generated tailored performance improvement recommendations, when they select 'Share with Team Leaders', then an email should be sent to all relevant team leaders containing the recommendations and an actionable plan for execution.

Compliance and Data Security Measures

"As an HR professional, I want to ensure that all employee performance data is handled securely and complies with data protection regulations so that I can protect employee privacy and maintain trust in our HR systems."

Description

The Compliance and Data Security Measures requirement is vital for ensuring that all data used in the Predictive Performance Insights feature adheres to industry regulations and organizational policies. This includes implementing secure data access protocols, encryption methods, and compliance with data protection laws such as GDPR or relevant labor laws. Addressing this requirement is essential to maintain employee privacy and secure sensitive information, reinforcing trust in the system among users and stakeholders while safeguarding against potential data breaches.

Acceptance Criteria

HR Manager implements the Predictive Performance Insights feature, ensuring that all employee data accessed is protected and compliant with relevant data protection laws during analysis and forecasting.

Given the Predictive Performance Insights feature is active, When HR Manager accesses employee data, Then all data must be encrypted both at rest and in transit, adhering to GDPR compliance requirements.

Upon running the predictive analytics, the system checks if the data access protocols are in compliance with internal data security policies.

Given data access protocols are established, When the predictive analytics are executed, Then the system must log all access attempts and alert the admin if any unauthorized access occurs.

An HR Manager reads the generated performance insights report, which includes historical employee performance data and trends, ensuring that no personally identifiable information (PII) is displayed.

Given a performance insights report is generated, When the HR Manager views the report, Then no PII should be included, and all data presented must be anonymized.

When a new employee is onboarded, their data is secured following the compliance measures, confirming encryption and access security are enforced from the start.

Given a new employee's data has been entered into the system, When the onboarding process is completed, Then the employee's data must be encrypted immediately and access controlled to authorized personnel only.

Regular audits are performed on the Predictive Performance Insights system to assess compliance with data protection regulations, ensuring ongoing security and trust.

Given the scheduled quarterly audit, When the audit is conducted, Then all findings related to data compliance must be documented, and any non-compliance must be addressed within 30 days.

The system provides training resources and documentation for HR Managers on ensuring data security and compliance when using the Predictive Performance Insights feature.

Given the training resources are created, When HR Managers access the training documentation, Then it must provide clear guidelines on compliance measures and best practices for data security.

Interactive Performance Heatmaps

Interactive Performance Heatmaps visualize team performance across various metrics in a color-coded format. This feature provides an intuitive overview of strengths and weaknesses within teams, enabling HR managers to focus on areas needing improvement while celebrating high performance and collaboration.

Requirements

Dynamic Data Filtering

"As an HR manager, I want to filter performance metrics by department so that I can concentrate on specific teams and identify areas for improvement or acknowledge strong performers more efficiently."

Description

The Dynamic Data Filtering requirement enables users to customize their views of performance heatmaps by applying filters based on specific metrics such as departments, performance ratings, or time frames. This feature will allow HR managers to focus on specific areas of interest, making it easier to identify trends and actionable insights. By integrating this filtering capability into the Interactive Performance Heatmaps, users can analyze performance data with granularity, enhancing decision-making and strategy formulation within the organization.

Acceptance Criteria

As an HR manager, I want to filter the performance heatmap by department to view the performance of specific teams during quarterly evaluations.

Given that I am on the Interactive Performance Heatmaps page, when I select the 'Department' filter and choose a specific department, then the heatmap should update to display only the performance data relevant to that department.

As an HR analyst, I want to filter the heatmap based on performance ratings, so that I can identify high, medium, and low-performing employees.

Given that I am on the Interactive Performance Heatmaps page, when I apply a filter for 'Performance Ratings' and select a rating category, then only heatmap data for employees in that category should be displayed.

As an HR manager, I want to set a time frame filter to analyze employee performance over the last six months to make informed decisions on promotions.

Given that I am on the Interactive Performance Heatmaps page, when I apply a 'Time Frame' filter for the last six months, then the heatmap should reflect the performance data strictly within that period.

As an HR director, I want to combine multiple filters (department and performance rating) to narrow down the performance analysis for a specific project team.

Given that I am on the Interactive Performance Heatmaps page, when I simultaneously select a specific department and a performance rating range, then the heatmap should only show the performance data that meets both criteria.

As an HR manager, I want an option to reset all filters on the heatmap to return to the original view for overall analysis.

Given that I have applied one or more filters to the heatmap, when I click on the 'Reset Filters' button, then all previously applied filters should be cleared and the heatmap should show the full range of performance data.

As a team leader, I want to easily switch between different metrics on the heatmap to compare various performance indicators over the same period.

Given that I am on the Interactive Performance Heatmaps page, when I select a different performance metric from a dropdown menu, then the heatmap should refresh and display the performance data corresponding to the selected metric without additional clicks or loading times.

As an HR analyst, I want to see visual feedback (e.g., loading spinner) when applying filters to ensure that the heatmap is updating.

Given that I am applying a filter on the heatmap, then I should see a loading spinner indicating that the performance data is being updated, and it should disappear once the data has successfully loaded.

Benchmark Comparison

"As an HR manager, I want to compare my team's performance against industry benchmarks so that I can evaluate our effectiveness and set realistic improvement goals."

Description

The Benchmark Comparison requirement allows users to compare team performance against internal benchmarks or industry standards. By graphically representing these comparisons within the Interactive Performance Heatmaps, HR managers can assess their teams' performance relative to desired criteria. This functionality promotes transparency in performance evaluations and helps identify strengths and weaknesses, facilitating data-driven conversations around performance and professional development within teams.

Acceptance Criteria

User wants to compare their team's current performance against predefined internal benchmarks in the Interactive Performance Heatmaps.

Given an HR manager accesses the Interactive Performance Heatmaps, When the manager selects internal benchmarks for comparison, Then the heatmap displays team performance metrics colored according to the defined benchmarks, and includes visual indicators for performance gaps.

An HR manager is preparing for a quarterly review meeting and intends to analyze team performance against industry standards using the Benchmark Comparison feature.

Given the HR manager is in the Benchmark Comparison view, When the manager chooses to view performance against industry standards, Then the heatmap updates to reflect industry benchmarks alongside internal metrics, enabling side-by-side analysis.

A manager wants to identify specific strengths and weaknesses within their team to address during a team meeting.

Given that interactive heatmap data is available, When the manager views the heatmap, Then they should be able to click on specific metrics to reveal detailed information about team performance per member, including strengths, weaknesses, and suggestions for improvement.

The HR team needs to ensure that the benchmark comparison feature is displaying correctly across all user roles within the platform.

Given different user roles (HR Manager, Team Leader) have different access levels, When each role accesses the Benchmark Comparison feature, Then each user role should see the correct data according to their permissions without any display or data inconsistencies.

A user needs to export the performance analysis data for reporting purposes.

Given that the HR manager is viewing the Benchmark Comparison heatmap, When the manager selects the export option, Then the system should generate a downloadable report (PDF/Excel) that includes the current benchmark comparison data visualized in the heatmap.

An employee wants to receive feedback on their personal performance compared to team benchmarks.

Given an employee views their own performance metrics, When they request a comparative analysis against team benchmarks, Then the system should display a clear visual representation of their performance relative to the team's heatmap, along with actionable feedback.

Automated Reporting

"As an HR manager, I want to receive automated performance reports weekly so that I can stay informed on team dynamics without dedicating additional time for manual data compilation."

Description

The Automated Reporting requirement facilitates the generation of regular performance reports based on the data collected through the Interactive Performance Heatmaps feature. This automation will reduce the manual effort needed for reporting while providing timely insights that can be shared with stakeholders. The capability to schedule and customize these reports ensures that relevant data reaches the necessary personnel efficiently, allowing for proactive management of team performance and engagement initiatives.

Acceptance Criteria

Automated report generation for the HR team at the end of each month to analyze team performance data collected through Interactive Performance Heatmaps.

Given the scheduled report generation is activated for monthly reporting, When the reporting date arrives, Then the system should automatically generate and email the performance report to all designated stakeholders.

Customizing the performance report content based on HR manager preferences before scheduling it for automated generation.

Given the HR manager modifies the report parameters to include specific metrics, When the changes are saved, Then the system should ensure that these custom parameters are applied to the next automated report generation.

Delivering automated reports to stakeholders at a designated time without manual intervention from the HR team.

Given the scheduled time for report delivery, When it is reached, Then the system must send the report to the specified email addresses without failure.

Ensuring the accuracy of data presented in the automated reports generated from Interactive Performance Heatmaps.

Given the performance heatmap data has been updated, When the automated report is generated, Then the report must reflect the most up-to-date and accurate performance metrics.

Providing a notification feature to alert HR managers upon successful completion of automated report generation.

Given the automated reporting process is completed successfully, When the report is generated, Then the system should send a notification to the HR manager confirming the completion.

Allowing users to preview the automated report before final scheduling to ensure it meets their needs.

Given the user selects the preview option prior to scheduling, When they view the report, Then they must be able to see a complete report preview including all customizable fields and metrics.

Heatmap Customization

"As an HR manager, I want to customize the colors and metrics shown in the heatmaps so that they align with our company branding and highlight the most relevant data for our stakeholders."

Description

The Heatmap Customization requirement enables users to personalize the visual aspects of the Interactive Performance Heatmaps, such as color schemes, display metrics, and graph types. This feature caters to the unique branding and visual preferences of different organizations, ensuring that the heatmaps not only convey data effectively but also align with the company’s identity. Tailoring the presentation of performance data fosters greater engagement and understanding among users when analyzing team effectiveness.

Acceptance Criteria

Heatmap Color Scheme Customization

Given the user is on the Heatmap Customization page, When they select a new color scheme, Then the heatmap updates to reflect the selected color scheme immediately without any delay.

Metric Display Preferences

Given the user has accessed the Heatmap Customization feature, When they choose specific metrics to display, Then the heatmap must only show the selected metrics and hide all unselected metrics without affecting the overall usability.

Graph Type Selection

Given the user is customizing their heatmap, When they select a different graph type (e.g. bar, line, area), Then the heatmap representation updates to the new graph type without loss of data integrity or context.

Brand Alignment Review

Given the user has customized their heatmap, When they preview the heatmap, Then the heatmap must meet the organization's branding guidelines (color, font, logo placement) as defined in the customization settings.

Default Settings Restoration

Given the user has made customizations to the heatmap, When they select the option to restore default settings, Then all customizations must revert to the original default settings and the user is notified of the change.

Performance Interpretation Experience

Given the user is viewing a customized heatmap, When they hover over different areas of the heatmap, Then relevant data tooltips must appear to assist with the interpretation of performance metrics in real-time.

Collaboration Insights

"As an HR manager, I want to visualize collaboration metrics alongside performance data in the heatmaps so that I can recognize the importance of teamwork in achieving our goals."

Description

The Collaboration Insights requirement provides an added layer of analysis by reflecting how team collaboration impacts performance within the heatmap visualization. This feature will incorporate metrics such as cross-team interactions and contributions, enabling HR managers to understand the correlation between collaboration levels and team performance. By highlighting collaborative efforts, organizations can foster a culture of teamwork while strategically improving team dynamics.

Acceptance Criteria

Interactive Performance Heatmap reflects team collaboration metrics for the HR manager during performance review meetings.

Given an HR manager accessing the Interactive Performance Heatmap, when they select the collaboration metrics view, then they should see a color-coded representation of collaboration levels across teams, accurately reflecting cross-team interactions and contributions.

HR manager generates a report from the Heatmap reflecting collaboration insights over a designated period.

Given an HR manager selects a timeframe for the report generation, when they click the 'Generate Report' button, then the report should include detailed statistics and visualizations of team collaboration levels and their respective impact on performance metrics.

Users view collaboration performance metrics visually in the application dashboard.

Given a user logs into the HarmonyShift platform, when they navigate to the dashboard, then they should see a section displaying the Interactive Performance Heatmap with clear indicators for collaboration metrics, highlighted for easy identification of strengths and weaknesses.

The platform provides actionable insights based on collaboration data in the heatmap.

Given the HR manager views the Collaboration Insights in the Performance Heatmap, when they analyze the insights, then they should receive automated recommendations for enhancing collaboration based on identified areas of team strengths and weaknesses.

Cross-team interactions are defined and tracked within the Collaboration Insights feature.

Given the collaboration metrics functionality is operational, when more than one team member interacts with team projects, then the system should accurately record and visualize these interactions within the Performance Heatmap, displaying engagement levels.

HR managers can filter collaboration metrics by team and project.

Given the HR manager is on the Collaboration Insights interface, when they apply filters to view specific teams or projects, then the Performance Heatmap should update correspondingly to reflect only those selected metrics accurately.

The heatmap indicates collaborative performance trends over time.

Given the HR manager selects a multi-month view of the heatmap, when they analyze the performance trends, then they should observe clear trends in collaboration performance metrics over the selected duration, supported by easy-to-read visual elements.

Personalized Performance Feedback

Personalized Performance Feedback equips HR managers with tailored insights on each employee’s strengths and areas for development. By delivering specific feedback related to performance metrics, this feature enhances employee engagement and encourages developmental conversations that align with personal and organizational goals.

Requirements

Customizable Feedback Metrics

"As an HR manager, I want to customize the performance feedback metrics so that I can align employee evaluations with our organizational goals and values, enhancing the relevance of the feedback given."

Description

The Customizable Feedback Metrics requirement allows HR managers to define and adjust the performance metrics that are most relevant for their organization. This functionality includes the ability to create customized categories for feedback that align with specific roles, departmental goals, and company values. By enabling tailored performance metrics, organizations can ensure that feedback is not only relevant but also actionable, leading to improved employee engagement and development. Custom metrics can be adjusted as needed, allowing organizations to remain agile in their performance management approach and drive better alignment with overall business objectives.

Acceptance Criteria

HR managers need to define performance metrics for their teams during the onboarding process for new employees to ensure that the feedback aligns with organizational goals from the start.

Given an HR manager is in the performance feedback setup section, When they create new metrics for employee performance review, Then the new metrics should be saved successfully and displayed in the performance evaluation tool.

A department manager wants to adjust the performance metrics for their team weekly to ensure alignment with ongoing projects and goals.

Given a department manager is on the performance metrics page, When they adjust existing metrics and save the changes, Then the updated metrics should reflect immediately in the performance feedback reports for all employees in that department.

As an HR manager, I want to delete obsolete feedback metrics that are no longer relevant to maintain a streamlined feedback process.

Given an HR manager has access to the list of feedback metrics, When they select a metric to be deleted and confirm the action, Then the metric should be removed from the list and should not appear in any future performance evaluations.

A user wishes to create multiple custom metrics in one session to ensure all relevant performance indicators are covered without repeating the setup process.

Given an HR manager is designing metrics, When they create multiple custom metrics at once and save them, Then all metrics should be stored correctly and available for selection in performance evaluations without loss of data.

An HR manager needs to ensure that feedback metrics align with the company's core values and departmental goals explicitly stated during a team meeting.

Given that the HR manager has defined performance metrics based on the latest company values, When they review the metrics prior to the employee performance review cycle, Then the metrics should show clear alignment with at least 75% of the stated company values and goals.

Employees should be able to view the customized performance metrics defined for their role to prepare for their performance review meetings.

Given an employee is logged into the performance feedback portal, When they navigate to the performance metrics section, Then they should see a clear listing of the customized metrics assigned specifically to their role.

HR managers must validate that any modified metrics are correctly communicated to the employees to avoid confusion during performance assessments.

Given an HR manager has modified existing feedback metrics, When the changes have been saved, Then an automatic notification should be sent to all affected employees detailing the changes to their performance metrics.

Real-time Feedback Notifications

"As an employee, I want to receive real-time notifications for feedback updates so that I can engage immediately with my manager and take action on my performance development."

Description

The Real-time Feedback Notifications requirement facilitates instant alerts to employees and managers whenever performance feedback is submitted or updated. This functionality ensures that feedback is timely and can be acted upon immediately, fostering a culture of continuous improvement and acknowledgement. By providing real-time notifications, HarmonyShift enhances communication between employees and managers, enabling more effective and prompt discussions on performance and development, which ultimately contributes to higher engagement levels and productivity.

Acceptance Criteria

Real-time notifications are received by employees when performance feedback is submitted or updated by their managers.

Given an employee is logged into HarmonyShift, When a manager submits or updates performance feedback, Then the employee receives a real-time notification indicating feedback availability.

Managers receive notifications when feedback is acknowledged by the respective employees.

Given a manager has submitted performance feedback, When the respective employee acknowledges the feedback, Then the manager receives a real-time notification of the acknowledgment.

Performance feedback notifications are accessible on both desktop and mobile devices.

Given an employee has access to HarmonyShift on desktop and mobile, When a new feedback notification is sent, Then the employee receives the notification on both devices without delay.

Feedback notifications include specific details about the feedback received.

Given an employee receives a feedback notification, When they view the notification, Then the notification includes specific details such as feedback date, from whom it was received, and key performance metrics discussed.

Employees can customize their notification preferences for performance feedback updates.

Given an employee is in the settings menu, When they access notification preferences, Then they can choose to enable or disable real-time notifications for performance feedback submissions and updates.

Real-time notifications promote immediate discussions between employees and managers about the feedback received.

Given an employee has received feedback notification, When they initiate a discussion with their manager through HarmonyShift, Then the conversation center shows context about the feedback for effective communication.

All real-time notifications are timestamped for future reference. Each notification shows the exact time it was sent.

Given a performance feedback notification is sent, When the employee views the notification, Then it includes a timestamp indicating when the feedback was submitted or updated.

Performance Analytics Dashboard

"As an HR manager, I want access to a Performance Analytics Dashboard so that I can analyze employee feedback trends and take informed actions to improve team performance."

Description

The Performance Analytics Dashboard requirement provides HR managers with a comprehensive view of performance data through visual analytics. This feature aggregates feedback and performance metrics over time, allowing managers to identify trends, strengths, and areas for improvement at both individual and team levels. With visual representations such as graphs and charts, this analytics dashboard aids in making informed decisions regarding talent management and employee development initiatives, ultimately leading to more strategic HR practices and targeted training programs.

Acceptance Criteria

HR managers need to review employee performance for the quarterly review process using the Performance Analytics Dashboard to ensure they are prepared for one-on-one meetings with their teams.

Given the HR manager accesses the Performance Analytics Dashboard, when they select an employee's profile, then the dashboard displays a comprehensive overview of the employee’s performance metrics, including graphs and feedback history for the past quarter.

A team manager wants to identify employees who require additional training based on their performance metrics visualized on the dashboard.

Given the team manager filters the dashboard by performance ratings, when they apply the filter, then the dashboard updates to display only those employees below a specified rating threshold with visual indicators for quick identification.

The HR manager is preparing a presentation on team performance trends over the past year for an upcoming strategy meeting.

Given the HR manager selects the annual performance report option in the dashboard, when they generate the report, then the dashboard provides a downloadable summary with visual graphs, highlighting key trends, areas for improvement, and notable strengths for each team.

An HR manager needs to compare the performance of two teams to determine which team might benefit from targeted training.

Given the HR manager accesses the team comparison functionality in the dashboard, when they select two different teams, then the dashboard shows a side-by-side visual comparison of performance metrics and key feedback points for both teams.

A manager wants to review feedback received by an individual employee over time to prepare for a feedback session.

Given the manager accesses the specific employee’s profile on the Performance Analytics Dashboard, when they navigate to the feedback history section, then the dashboard displays all feedback received over the selected time period with contextual visualizations.

HR wants to ensure that the visual analytics presented are up-to-date and accurately reflect the performance of employees after a recent feedback cycle.

Given the HR manager refreshes the Performance Analytics Dashboard, when they initiate the refresh, then the dashboard updates all metrics and visualizations to reflect the most current performance data available from the last feedback cycle.

Multi-Language Support for Feedback

"As an employee who speaks a different language, I want the performance feedback to be available in my preferred language so that I can fully understand and act on the feedback given to me."

Description

The Multi-Language Support for Feedback requirement enables the performance feedback feature to be available in multiple languages, accommodating a diverse workforce. This functionality ensures that all employees, regardless of their preferred language, can understand and engage with the feedback provided to them. By implementing this requirement, HarmonyShift promotes inclusivity and ensures that language barriers do not hinder effective communication and employee development.

Acceptance Criteria

Use Case: An HR manager accesses the Personalized Performance Feedback feature to provide feedback to an employee named Maria, who prefers feedback in Spanish due to her native language. The HR manager selects Spanish from the language options before sending the feedback.

Given the HR manager selects Spanish as the preferred language, when they provide feedback to Maria, then the feedback should be rendered accurately in Spanish, including all performance metrics and comments without any loss of content.

Use Case: An employee receives feedback in French for the first time. They access the feedback on their mobile device. The feedback contains specific performance metrics and actionable insights tailored to their role.

Given the feedback is displayed in French, when the employee views the feedback on their mobile device, then the layout and formatting must remain intact, ensuring all text is readable and appropriately formatted in French.

Use Case: A global team conducts a review session where team members from different countries review performance feedback available in their respective languages. Each team member must be able to provide comments in their preferred language after reviewing the feedback.

Given multiple employees are reviewing feedback in their preferred languages simultaneously, when they provide comments, then those comments should be recorded and stored without any errors, ensuring there is no data loss or translation issues.

Use Case: An HR manager wants to evaluate the effectiveness of the Multi-Language Support for Feedback by comparing feedback comprehension metrics across employees who received feedback in their native languages vs. those who received it in English.

Given the implementation is completed, when the HR manager runs a report on employee feedback comprehension after the language support rollout, then there should be a measurable improvement in feedback comprehension scores for employees receiving feedback in their native languages compared to previous metrics.

Use Case: An IT administrator tests the system's language toggle feature to ensure it outputs feedback in the selected language for all users in real-time.

Given the IT administrator toggles the feedback language setting to German, when an employee accesses the performance feedback in real-time, then the feedback must appear immediately in German without any delay or errors.

Use Case: An employee accesses historical performance feedback that was previously provided only in English, now needs to view it in the newly supported language, Italian, to understand their past performance better.

Given the historical feedback data is available, when the employee selects Italian as the language preference, then all historical feedback should be accurately translated and displayed in Italian without any discrepancies in content.

Integration with Existing Tools

"As an HR manager, I want HarmonyShift to integrate with our current HR tools so that I can streamline performance feedback processes and reduce data entry efforts."

Description

The Integration with Existing Tools requirement allows HarmonyShift to seamlessly connect with other HR and performance management tools that organizations may already be using. This integration facilitates the easy transfer of data, eliminates redundancy, and enhances the overall efficiency of HR processes. By supporting integrations with popular platforms, HarmonyShift ensures that organizations can optimize their performance feedback system without needing to change their existing ecosystem, thus maintaining continuity and user adoption.

Acceptance Criteria

Integration with a widely used HR management tool.

Given that the user has configured the integration settings in HarmonyShift, when they test the connection to a third-party HR tool, then they should receive a confirmation that the integration is successful without any errors.

Data transfer from the existing performance management tool to HarmonyShift.

Given that the user has initiated the data transfer process, when the transfer completes, then all relevant performance metrics and employee data should be accurately reflected in HarmonyShift with no data loss.

User permissions and settings for third-party integrations.

Given that an HR manager is setting up integration permissions, when they save the changes, then only authorized users should have access to the integrated tools and data should be securely handled according to the company's privacy policy.

Syncing employee performance feedback in real-time across platforms.

Given that the user has provided feedback on an employee's performance in HarmonyShift, when they check the connected tools, then the feedback should appear in real-time without significant delays or discrepancies.

User experience for setting up integrations within HarmonyShift.

Given that a user is navigating the integration setup interface, when they access the help documentation, then they should find clear instructions and troubleshooting tips relevant to the integration process.

Monitoring the health and status of integrations.

Given that the integrations have been set up, when the user reviews the system dashboard, then they should see real-time status indicators for each integration with alerts for any connection issues.

Goal Alignment Tracker

Goal Alignment Tracker provides a visual representation of how individual and team performance aligns with organizational objectives. This feature enables HR managers to ensure that employee goals are consistently in sync with company strategies, promoting a culture of alignment, accountability, and shared success.

Requirements

Dynamic Goal Setting

"As an HR manager, I want to dynamically set and adjust employee goals so that they can always align with our organization’s shifting priorities and enhance productivity."

Description

The Dynamic Goal Setting requirement enables users to create, modify, and adjust individual and team goals that align with changing organizational objectives. This functionality should include a user-friendly interface that allows HR managers to set key performance indicators (KPIs) and deadlines for each goal, ensuring clarity in expectations. By facilitating real-time adjustments based on ongoing business developments, this feature enhances responsiveness and keeps teams aligned with strategic objectives, improving overall organizational productivity and focus.

Acceptance Criteria

HR managers need to set new individual goals for their team during a quarterly strategic planning session, ensuring alignment with updated company objectives.

Given an HR manager is logged into HarmonyShift, when they navigate to the Dynamic Goal Setting section and input new individual goals with specific KPIs and deadlines, then the goals should be saved and displayed in the user's goal overview with clear validation messages confirming the successful addition.

An HR manager is required to modify existing team goals after a significant change in organizational priorities, ensuring the goals reflect the new direction and maintain team alignment.

Given an HR manager is on the Goal Alignment Tracker page, when they select an existing team goal for modification, update the KPIs and deadlines, and save the changes, then the new goal information should be updated in the system and accessible to all team members in real-time.

A manager wants to review the impact of recently set goals on team performance and requires visual analytics that display progress towards achieving these goals alongside deadlines.

Given a manager accesses the Dynamic Goal Setting dashboard, when they request the visual analytics report for goals set in the last quarter, then the report should display goal completion percentages, KPIs, deadlines, and any adjustments made, using clear visual representations such as graphs or charts.

To ensure the Dynamic Goal Setting function is intuitive, HR managers conduct usability testing to confirm user-friendliness and accessibility of goal-setting features.

Given a group of HR managers testing the Dynamic Goal Setting interface, when they attempt to set, modify, or delete goals, then at least 85% of participants should report satisfaction with the user interface and overall ease of use in a post-testing survey.

HR managers frequently require reports that reflect team goal alignment with broader organizational objectives to present in leadership meetings.

Given that HR managers request a report on team goals, when they generate the report, then it should include metrics showing alignment with organizational objectives and be exportable in formats such as PDF or Excel, allowing seamless sharing with stakeholders.

A new feature rollout requires staff training on the Dynamic Goal Setting functionality, highlighting its importance for performance management.

Given that a training session is conducted for the new Dynamic Goal Setting feature, when participants complete the training, then at least 90% of trainees should demonstrate understanding through a follow-up quiz and practical application scenario.

Visual Performance Dashboards

"As an HR professional, I want to access visual dashboards that illustrate employee performance relative to goals so that I can make informed decisions and provide timely feedback."

Description

The Visual Performance Dashboards requirement focuses on creating intuitive dashboards that provide a visual representation of individual and team performance in relation to set goals. These dashboards should display key metrics, progress status, and trends over time, allowing users to quickly assess performance levels. Integration with real-time data analytics will feedback constantly into the platform, offering insights on goal status and achievements. This increases transparency and fosters a data-driven culture within the organization.

Acceptance Criteria

Dashboard User Access and Customization

Given an HR manager, when they log into the HarmonyShift platform, then they should have access to the Visual Performance Dashboards and be able to customize it to display relevant metrics for their team.

Real-Time Data Integration

Given that the Visual Performance Dashboards are live, when the underlying data changes, then the dashboards should update in real-time to reflect the most current performance metrics and trends.

User Friendly Interface for Dashboard Navigation

Given a user interacts with the Visual Performance Dashboards, when they navigate through various sections, then the user should find the interface intuitive and be able to access all relevant information with three clicks or less.

Display of Key Performance Indicators (KPIs)

Given the dashboard is visible to the HR manager, when they view it, then it should display at least five key metrics of individual and team performance relevant to the organizational objectives.

Trend Analysis Feature

Given the HR manager utilizes the Visual Performance Dashboards, when they select a specific time frame for trend analysis, then the dashboard should accurately display performance trends over that period with visual representations like graphs or charts.

User Role Permissions for Dashboard Access

Given the organization has different user roles, when a user without the necessary permissions tries to access the Visual Performance Dashboards, then they should receive a notification indicating insufficient access rights.

Feedback Mechanism for Continuous Improvement

Given that HR managers utilize the Visual Performance Dashboards, when they provide feedback on the dashboard functionality, then there should be a structured mechanism to capture and address their input for future enhancements.

Goal Progress Notifications

"As an employee, I want to receive timely notifications about my goals so that I can stay informed and motivated to meet my deadlines."

Description

The Goal Progress Notifications requirement involves implementing automated alerts and reminders that notify employees and managers about goal deadlines, progress updates, and any aligned performance changes. This feature should be customizable to allow users to set their own notification preferences based on urgency or significance of goals. Effective communication encourages accountability and helps maintain motivation towards goal achievement, leading to increased engagement and performance.

Acceptance Criteria

Goal Progress Notifications for Established Goals

Given a user has a goal set with a deadline, When the deadline approaches, Then the user receives a notification reminder 2 days before the due date.

Customizable Notification Preferences

Given a user accesses the notification settings, When they select a customization option for urgency levels, Then they can set notifications for high, medium, and low urgency goals.

Real-Time Progress Updates

Given a user updates their goal progress, When the update is submitted, Then a notification is sent to their manager reflecting the change in progress immediately.

Integration with Calendar Applications

Given a user has connected their calendar with the Goal Progress Notifications feature, When a goal deadline is set, Then the deadline automatically syncs and appears in their calendar as an event.

Notification History Tracking

Given a user views their notification history, When they access the notification history section, Then they can see a log of all sent notifications related to their goals.

Goal Completion Notifications

Given a user marks a goal as complete, When this action is performed, Then a notification is sent to relevant stakeholders, including the HR manager and team members, stating the goal has been successfully achieved.

Urgent Goal Alerts

Given a goal has been marked as urgent, When the goal deadline is approaching, Then the user receives an alert 1 hour before the deadline to ensure timely completion.

Peer Feedback Mechanism

"As a team member, I want to leave and receive feedback on my performance toward goals so that I can understand my strengths and areas for improvement."

Description

The Peer Feedback Mechanism requirement allows team members to give and receive feedback on progress toward goals in a structured format. This feature encourages a culture of collaboration and accountability by ensuring that employees can engage in constructive dialogues regarding performance aligned with organizational objectives. Incorporating feedback will enhance individual and team development while keeping a focus on communal success.

Acceptance Criteria

Peer feedback is initiated during a performance review meeting where team members discuss goals and progress.

Given the meeting is scheduled, when a team member submits a peer feedback request, then the feedback section must be accessible to other team members and allow for anonymous comments.

A team member requests and receives feedback after completing a project, using the Peer Feedback Mechanism within the platform.

Given the project is completed, when the team member submits a feedback request, then all relevant colleagues must receive a notification and be able to provide feedback within 72 hours.

HR managers want to analyze the effectiveness of the Peer Feedback Mechanism in promoting accountability and collaboration across teams.

Given the Peer Feedback Mechanism is active, when an HR manager accesses the analytics dashboard, then they should see a report showing the number of feedback requests initiated, responses received, and overall ratings by department.

Employees are able to view feedback they have received and provided over the past month.

Given an employee logs into their account, when they navigate to the feedback section, then they should see a comprehensive list of all received and given feedback categorized by date and project.

A team member wants to provide ongoing feedback to a colleague about their performance throughout the year, not just at performance reviews.

Given the Peer Feedback Mechanism is implemented, when a team member accesses their colleague's profile, then they should see an option to provide continuous feedback which is saved and retrievable by both parties.

The Peer Feedback Mechanism should integrate seamlessly with existing team collaboration tools used by the organization.

Given the Peer Feedback Mechanism is integrated, when a feedback request is submitted through an integration with a collaboration tool (e.g., Slack, Microsoft Teams), then the feedback must be posted in the relevant channel and logged in the HarmonyShift platform automatically.

Employees need to be trained on how to effectively use the Peer Feedback Mechanism to ensure meaningful dialogue.

Given the company plans an onboarding process for the new feature, when the training session is conducted, then at least 90% of participants must complete the training and demonstrate understanding through a feedback quiz with a passing score of 80% or higher.

Integration with Existing Tools

"As an HR manager, I want HarmonyShift to integrate with our existing tools so that I can streamline processes and improve overall efficiency across platforms."

Description

The Integration with Existing Tools requirement enables seamless connection with third-party applications that the organization is currently using. This includes HR management systems, project collaboration tools, and productivity platforms. By allowing data exchange and workflow automation between HarmonyShift and these existing systems, users can enhance their work efficiency without the need for duplicating efforts or dealing with data silos. Ensuring compatibility broadens the usability and appeal of the platform.

Acceptance Criteria

Integration with a third-party HR system for employee data synchronization.

Given the HR manager has configured the integration settings, when data is updated in the third-party HR system, then it should automatically sync with HarmonyShift without errors and reflect accurate employee records within 5 minutes.

Connecting HarmonyShift with a project collaboration tool for task updates.

Given an employee updates a task status in the project collaboration tool, when the integration is active, then the updated status should be reflected in HarmonyShift in real-time with no discrepancies.

Importing existing employee goals from a spreadsheet into HarmonyShift.

Given the HR manager uploads a CSV file with employee goals, when the import process is triggered, then all goals should be successfully imported into HarmonyShift with correct mappings and no data loss.

Automating performance tracking updates from a productivity platform.

Given integration is established, when an employee completes a task in the productivity platform, then it should automatically update the performance metrics in HarmonyShift within 10 minutes.

Validating the connection to multiple existing tools simultaneously.

Given multiple integrations are configured, when a testing connection is performed, then all systems should indicate a successful connection status without any failures.

Exchanging data between HarmonyShift and an external payroll system.

Given payroll processing is scheduled, when HarmonyShift sends employee hours data to the payroll system, then the payroll system should receive accurate data for processing without errors.

User experience testing of the integration setup process.

Given a user is in the integration setup section, when they follow the guided prompts, then they should be able to complete the setup without external assistance and receive a confirmation message upon success.

Customizable Goal Categories

"As an HR manager, I want to customize goal categories so that employees can clearly understand how their roles contribute to our organization’s overarching goals."

Description

The Customizable Goal Categories requirement empowers HR managers and employees to define and categorize goals based on specific strategic initiatives or projects. This feature allows for greater flexibility and relevance in goal setting by ensuring that all involved parties can see how their individual contributions tie into broader organizational strategies. Customization also assists in tracking and analyzing performance based on categorized goals, which aids in reporting and strategizing.

Acceptance Criteria

Custom Goal Category Creation by HR Manager

Given that the HR manager is logged into the HarmonyShift platform, when they navigate to the Goal Alignment Tracker section, then they should see an option to create a new custom goal category and successfully create one with appropriate name and description.

Employee Goal Categorization

Given that an employee has access to the Goal Alignment Tracker, when they create a new goal, then they should be able to select from available custom goal categories and successfully categorize their goal accordingly.

Goal Category Visibility on Dashboard

Given that custom goal categories have been created, when an HR manager or employee views their dashboard, then they should see the total number of goals categorized by each custom category visually represented on the dashboard.

Editing Existing Custom Goal Categories

Given that the HR manager wants to edit an existing custom goal category, when they select the category and make the necessary changes, then the system should successfully update the category and reflect the changes in all relevant sections.

Deleting Custom Goal Categories

Given that the HR manager has created custom goal categories, when they choose to delete a category that is no longer needed, then the system should remove the category from the platform and prevent any goals from being assigned to that category thereafter.

Generating Goal Performance Reports by Category

Given that there are goals categorized under various custom categories, when the HR manager generates a performance report, then the report should include insights based on the categorized goals demonstrating performance metrics clearly for analysis.

Permission Control for Goal Category Management

Given that the HR manager is managing custom goal categories, when they assign permissions to other users, then only those users with granted permissions should be able to create, edit, or delete goal categories.

Customizable Dashboards

Customizable Dashboards allow users to personalize their performance analytics environment according to specific metrics or KPIs that matter most to them. This feature enhances user experience by enabling HR managers to focus on relevant data, streamlining performance evaluations and aligning insights with their unique organizational needs.

Requirements

Dynamic Widget Customization

"As an HR manager, I want to be able to customize my dashboard by selecting and arranging specific widgets for my key performance indicators so that I can quickly access the data that matters most to our team’s goals."

Description

The Dynamic Widget Customization requirement allows users to create tailored analytics widgets on their dashboards by selecting specific metrics or KPIs from a predefined list. This feature benefits HR managers by enabling them to visualize only the data that is crucial for their roles. By facilitating quick and intuitive editing options such as drag-and-drop, this requirement ensures that users can create a dashboard view that suits their unique organizational needs, thus enhancing overall user satisfaction and engagement with the HarmonyShift platform.

Acceptance Criteria

User creates a personalized dashboard by selecting relevant KPIs for their HR team, including metrics such as employee engagement scores and recruitment funnel stages.

Given the user is logged in, when they access the dashboard customization interface and select metrics from the predefined list, then the selected metrics should appear as dynamic widgets on the user's dashboard.

An HR manager needs to rearrange the widgets on their dashboard to prioritize the most important performance indicators.

Given the user has multiple widgets on their dashboard, when they use drag-and-drop functionality to rearrange the widgets, then the new arrangement should be saved and displayed correctly upon their next login.

A user wishes to remove a widget from their dashboard to declutter their view and focus on the essential KPIs.

Given the user is viewing their dashboard, when they click the remove option on a widget, then the widget should be removed from the dashboard and not appear until the user chooses to add it again.

An HR manager wants to revert changes made to their dashboard after applying a new widget configuration that does not meet their needs.

Given the user is on their customized dashboard, when they click the 'Undo Changes' button after customizing their widgets, then the dashboard should revert to the previous configuration without any loss of unsaved data.

A user needs to save their customized dashboard settings for future access across multiple sessions.

Given the user has made changes to their dashboard, when they click the save button, then the dashboard should retain the custom settings upon the user's next login session and across all devices.

Multiple HR managers want to create and share their dashboard configurations with each other for better team alignment.

Given two users have customized their dashboards, when they choose to share their dashboard configuration with another user, then the receiving user should be able to view and apply the shared configuration to their own dashboard.

Real-time Data Synchronization

"As an HR manager, I want the data on my customizable dashboard to update in real-time whenever any metrics change so that I can always base my decisions on the latest information available."

Description

The Real-time Data Synchronization requirement ensures that any changes made to user-selected metrics or KPIs on the customizable dashboards are immediately reflected across all relevant sections of the HarmonyShift platform. This functionality allows HR professionals to make informed decisions based on the most current data available, minimizing delays in performance evaluation processes. By ensuring that all users have access to the same up-to-date information, this feature enhances collaboration and communication within teams, leading to better alignment on employee performance and engagement.

Acceptance Criteria

HR managers need to review individual employee performance metrics daily. They rely on customizable dashboards that reflect changes made at any time during the workday. When they update an employee's performance goal, they expect that the dashboard reflecting this change shows updated metrics instantly, enabling timely decisions.

Given an HR manager updates a performance metric on the customizable dashboard, When they navigate away and return to the dashboard, Then the updated metric should reflect immediately without needing to refresh the page.

An HR professional is preparing for a weekly team meeting to discuss employee performance. They have customized their dashboard to display key performance indicators that align with their discussion. They update one of the KPIs just before the meeting starts and expect that all team members viewing the dashboard will see the same updated information in real-time.

Given an HR professional updates a KPI on a customizable dashboard, When other users view the dashboard within five minutes of that update, Then they should see the same updated KPI without any lag.

A new employee has just started with the company, and the HR team uses the customizable dashboard for their onboarding metrics. The HR manager adjusts the onboarding progress metrics to reflect current status. The manager needs assurance that any changes are communicated to all involved in the onboarding process immediately so they can act accordingly.

Given the HR manager updates the onboarding progress for a new employee, When the update is made, Then all relevant stakeholders should receive an instant notification of the change within the HarmonyShift platform.

The company is running a monthly performance review, and each department must submit a report based on the customizable dashboard. The HR team updates various metrics leading up to the review and needs those changes synchronized in real-time to ensure everyone is accessing the same figures for consistency in reporting.

Given the HR team updates the performance metrics before the monthly review, When any team member accesses the dashboard, Then the metrics should be the latest updated version without discrepancies.

During a quarterly performance analysis, the HR manager is expected to present data from the customizable dashboard. They recently made several alterations to key metrics but want to ensure that the information is accurately presented as it updates in real-time to all other dashboards being viewed by leadership.

Given the HR manager modifies key performance metrics within the dashboard, When the leadership team accesses their respective dashboards concurrently, Then they should all observe the same real-time updates reflecting those metrics accurately and simultaneously.

A system administrator needs to configure the performance metric settings on the customizable dashboard and wants to test if changes take effect immediately for all users. They need assurance that the synchronization across dashboards correctly reflects these changes without errors.

Given the system administrator updates performance metric settings on the dashboard, When they verify the settings on another user’s dashboard, Then the changes should appear instantaneously and should be error-free across the platform.

Pre-built Dashboard Templates

"As an HR manager, I want to choose from several pre-built dashboard templates to set up my analytics quickly and effectively so that I can focus on analyzing the data rather than building the dashboard from scratch."

Description

The Pre-built Dashboard Templates requirement provides users with a collection of templates designed for various roles and departments within an organization. Users can select a template that aligns with their specific needs, saving time in the setup process and ensuring relevant data is highlighted appropriately. This feature enables HR professionals and management teams to implement analytics seamlessly, leveraging best practices in data visualization to enhance decision-making processes and performance tracking efficiency.

Acceptance Criteria

HR Manager selects a pre-built dashboard template for the recruiting department to streamline candidate tracking and performance metrics.

Given the user is logged into HarmonyShift, when they navigate to the dashboard setup section, then they should see a list of at least five pre-built dashboard templates related to recruitment.

A team leader chooses a pre-built template for performance tracking and customizes it with specific KPIs relevant to their department.

Given the user has selected a performance tracking template, when they customize the dashboard, then they should be able to add, remove, or adjust a minimum of three KPIs specific to their team.

An HR professional uses a pre-built dashboard to analyze employee engagement metrics to prepare for a company-wide meeting.

Given the pre-built dashboard is loaded, when the user selects the engagement metrics view, then they should see real-time analytics populated accurately reflecting the latest engagement data.

A manager reviews the effectiveness of different pre-built dashboard templates based on team feedback and data accuracy.

Given multiple stakeholders have used the pre-built templates, when they provide feedback, then at least 70% should report satisfaction in terms of data relevance and usability.

A user utilizes a pre-built dashboard template for onboarding new employees, ensuring compliance with required metrics.

Given the onboarding template is selected, when the user inputs new employee data, then the dashboard should dynamically update to reflect the onboarding progress and any compliance-related metrics in real-time.

An HR representative assesses the appropriateness of pre-built dashboard templates for different departments during a cross-departmental meeting.

Given the meeting is in progress, when the presenter showcases the templates, then each department representative should be able to identify at least one template that aligns with their specific departmental needs.

Custom Alert Notifications

"As an HR manager, I want to set custom alerts for key metrics so that I can receive notifications when an employee's performance falls below acceptable levels, allowing me to address the issue promptly."

Description

The Custom Alert Notifications requirement enables users to set personalized alerts based on specific threshold values for their chosen metrics. This allows HR managers to receive real-time notifications when employee performance dips below or exceeds preset benchmarks, ensuring prompt action can be taken. By integrating this feature, users can proactively manage team performance and engagement, leading to improved retention and satisfaction within the organization.

Acceptance Criteria

HR Manager sets a custom alert notification for employee performance metrics.

Given the HR Manager is on the Custom Alert Notifications page, when they input a performance metric threshold and save the settings, then they should receive a notification when the employee's performance exceeds or falls below this threshold.

HR Manager edits an existing custom alert notification for a specific team member.

Given the HR Manager has an existing custom alert for a team member, when they change the threshold value and save the changes, then the updated alert notification should trigger based on the new threshold set for the same team member.

HR Manager removes a custom alert notification for a specific metric.

Given the HR Manager is viewing their list of custom alerts, when they select a specific alert and choose to delete it, then the alert should no longer be active, and no notifications should be sent for that metric.

HR Manager receives a real-time notification when an alert threshold is met.

Given the HR Manager has set a custom alert for a performance metric, when the employee's performance data meets the alert conditions, then the HR Manager should receive a real-time notification via their preferred communication channel (e.g., email, SMS).

HR Manager configures multiple custom alerts for different metrics in one session.

Given the HR Manager is on the Custom Alert Notifications page, when they set multiple different threshold alerts for various metrics and save each one, then all configured alerts should be active and able to trigger notifications independently.

HR Manager views a history of triggered custom alert notifications.

Given the HR Manager has received several notifications from custom alerts in the past, when they navigate to the notification history section, then they should see a log of all notifications sent along with the metrics and threshold values that triggered them.

Interactive Data Drill-downs

"As an HR manager, I want to be able to click on dashboard metrics to view more detailed data so that I can better understand the factors influencing employee performance and engagement."

Description

The Interactive Data Drill-downs requirement allows users to click on specific metrics within their dashboards to explore detailed views and underlying data points. This functionality enhances the ability of HR managers to investigate factors affecting employee performance and engagement in depth. By enabling users to gain granular insights, this feature aids in making data-driven decisions and crafting targeted interventions to improve team dynamics and productivity.

Acceptance Criteria

HR Manager reviewing employee performance indicators on the customizable dashboard.

Given the HR manager is on their customizable dashboard, when they click on the 'Employee Engagement' metric, then a detailed view of the engagement statistics, including trend graphs and individual feedback, should be displayed.

Using Interactive Data Drill-downs to evaluate attendance rates.

Given the HR manager has the attendance rate metric visible on the dashboard, when they click on this metric, then they should see a breakdown of attendance data by department and employee, including reasons for absences.

Investigating the impact of training programs on employee performance.

Given the HR manager views a metric for 'Training Effectiveness' in the dashboard, when the HR manager drills down, then detailed performance analytics should be displayed showing changes in performance metrics pre and post-training.

Evaluating team dynamics through collaboration metrics.

Given the HR manager is on the customizable dashboard, when they click on the 'Team Collaboration' metric, then they should obtain a detailed report on team interactions, including frequency and quality of communication.

Assessing demographic impact on employee satisfaction.

Given the HR manager is analyzing the 'Employee Satisfaction' metric, when they drill down, then a segmented report by demographics (age, gender, role) should appear, showing satisfaction levels for each group.

Identifying turnover rates by department.

Given the HR manager clicks on the 'Turnover Rate' metric in the dashboard, then they should see a breakdown of turnover data by department, including exit interview summaries and reasons for turnover.

AutoSync API

The AutoSync API automates the data synchronization process between HarmonyShift and other HR tools, ensuring that employee information is always up-to-date across all platforms. This feature eliminates manual data entry errors and reduces administrative workload, allowing HR professionals to focus on strategic initiatives instead of data management.

Requirements

Real-time Data Sync

"As an HR professional, I want employee information to be automatically synchronized across all platforms in real-time so that I can ensure I am always working with the most accurate data without spending time on manual updates."

Description

The Real-time Data Sync requirement ensures that all employee data, such as personal information and performance metrics, is updated in real-time between HarmonyShift and any connected HR tools. This functionality eliminates discrepancies and ensures that HR professionals have access to the most accurate information at all times. By automating the sync process, this requirement reduces the need for manual updates, minimizing errors and enhancing operational efficiency. It is crucial for maintaining data integrity across platforms and supports timely decision-making based on current employee data.

Acceptance Criteria

Real-time synchronization of employee personal information when an HR professional updates details in an external HR tool.

Given an employee's personal information is updated in an external HR tool, when the AutoSync API is triggered, then the updated personal information should be reflected in HarmonyShift within 5 seconds.

Syncing performance metrics immediately after a performance review is completed in a connected tool.

Given a performance review is completed and submitted in a connected HR tool, when the AutoSync API processes the data, then the updated performance metrics should be visible in HarmonyShift within 10 seconds.

Automation of data sync when a new employee is onboarded in an external HR system.

Given a new employee is onboarded in an external HR system, when the AutoSync API runs, then the new employee's information should appear in HarmonyShift without manual intervention within 15 seconds.

Handling discrepancies caused by manual updates in HarmonyShift while ensuring real-time sync occurs.

Given an employee's data is manually updated in HarmonyShift, when the AutoSync API detects an external change, then the latest data from the external source should override the HarmonyShift data, ensuring the most current information is displayed.

Ensuring accurate data transfer between HarmonyShift and other HR tools during peak usage times.

Given that there are multiple simultaneous updates across different HR tools, when the AutoSync API is operational, then all updates should successfully synchronize without data loss or delay, confirming integrity and accuracy of all data maintained in HarmonyShift.

Validating successful synchronization logs for audit purposes.

Given that the AutoSync API completes a synchronization task, when the log is generated, then it should contain timestamps, data types synced, and success/failure status for transparency and auditing.

Testing user notification mechanisms when data syncing occurs.

Given that a change occurs in either HarmonyShift or an external HR tool, when the AutoSync API executes the sync, then users should receive a notification confirming successful data synchronization or any issues encountered.

Error Handling Mechanism

"As an HR manager, I want to receive notifications when synchronization errors occur so that I can promptly address issues and maintain accurate employee records."

Description

The Error Handling Mechanism requirement defines how the AutoSync API will manage and report any errors during the synchronization process. It includes procedures for logging synchronization failures, notifying administrators, and providing actionable insights on how to resolve issues. This functionality is essential to ensure that data integrity is maintained even when errors occur, allowing users to quickly identify problems and take appropriate action to minimize disruption in HR operations. The mechanism contributes to a robust system by fostering transparency and accountability in data management.

Acceptance Criteria

Error Logging During Data Synchronization Failure

Given that the synchronization fails, when an error occurs in the AutoSync API, then an error log entry must be created with the timestamp, error type, and relevant employee data changed.

Administrator Notification for Synchronization Errors

Given that a synchronization failure is logged, when the error occurs, then an email notification must be sent to designated administrators within 5 minutes of failure.

Actionable Insights for Resolving Errors

Given an error has been logged, when an administrator views the error report, then the report must include suggestions for resolving the issue based on the type of error encountered.

Data Integrity Check After Error Resolution

Given that a synchronization error has been resolved, when the next sync occurs, then the system must verify that all previously affected employee data is accurate and in sync across all platforms.

User-Friendly Error Reporting Interface

Given that an error occurs, when an administrator accesses the error report interface, then the interface must provide a clear, user-friendly overview of errors, including their status and resolution steps.

User Authentication for API Access

"As a system administrator, I want to enforce strict authentication measures for API access so that only authorized personnel can manage sensitive employee data synchronization."

Description

The User Authentication for API Access requirement stipulates that only authorized users can access the AutoSync API to manage data synchronization. This feature will involve implementing secure authentication protocols, such as OAuth 2.0, to ensure that only trusted personnel can interact with the API. This requirement is critical for protecting sensitive employee information and maintaining the security and privacy of data. By enforcing strict access controls, the feature will help prevent unauthorized access and ensure compliance with data protection regulations.

Acceptance Criteria

User logs in to the HarmonyShift platform using OAuth 2.0 to gain access to the AutoSync API

Given a registered user with valid credentials, when the user attempts to authenticate via the AutoSync API, then access should be granted with a valid access token and a successful status code 200.

User unauthorized attempts to access the AutoSync API

Given a user without valid credentials, when the user attempts to send a request to the AutoSync API, then access should be denied, returning a status code 401 Unauthorized.

User attempts to refresh an expired access token for the AutoSync API

Given a user with an expired access token, when the user requests a token refresh using a valid refresh token, then a new access token should be issued with a status code 200 and the old token invalidated.

User tries to access the AutoSync API with malformed authentication headers

Given a user sending a request with incorrect authentication headers, when the request is processed by the AutoSync API, then it should return a status code 400 Bad Request indicating that the headers are invalid.

User access attempts are logged securely upon valid authentication

Given a successful authentication event, when a user accesses the AutoSync API, then the access information (user ID, timestamp, and IP address) should be logged securely for audit purposes.

Admin revokes user access to the AutoSync API

Given an admin user, when the admin revokes access for a specific user, then the revoked user should receive a status code 403 Forbidden for all subsequent API access attempts.

Comprehensive API Documentation

"As a developer, I want access to comprehensive API documentation so that I can integrate the AutoSync feature with our existing HR systems without confusion or delays."

Description

The Comprehensive API Documentation requirement focuses on providing clear and detailed documentation for the AutoSync API, including endpoint descriptions, request and response formats, authentication procedures, and example use cases. This documentation is essential for developers and administrators to effectively utilize the API, facilitating integration with other HR tools and ensuring a smooth implementation process. Well-structured documentation will improve user experience, reduce support queries, and enable faster onboarding for teams integrating with HarmonyShift.

Acceptance Criteria

API Endpoint Availability

Given the Comprehensive API Documentation is published, when developers attempt to access each of the listed endpoints, then all endpoints must return a 200 OK HTTP status response.

Authentication Instructions

Given the Comprehensive API Documentation is complete, when developers follow the authentication instructions provided, then they must be able to successfully authenticate and access the API without errors.

Request Format Validation

Given the Comprehensive API Documentation specifies request formats, when developers send requests that adhere to these formats, then the API must process the requests correctly and return the expected response.

Response Format Consistency

Given the Comprehensive API Documentation includes response formats, when developers make valid API requests, then the responses must match the described formats consistently for all endpoints.

Example Use Cases Relevance

Given the Comprehensive API Documentation is under review, when users assess the example use cases provided, then all examples must accurately reflect practical applications of the AutoSync API in real-world scenarios.

Error Handling Guidelines

Given the Comprehensive API Documentation is finalized, when developers encounter errors while using the API, then the documentation must provide clear error handling guidelines that facilitate troubleshooting.

Performance Monitoring and Reporting

"As an HR analyst, I want to monitor the performance of the AutoSync API and generate reports so that I can identify trends and improve our data management strategies."

Description

The Performance Monitoring and Reporting requirement allows HR teams to receive insights into the synchronization process, including success rates, processing times, and error statistics. This functionality will enable users to monitor the effectiveness of the AutoSync API and make informed decisions about data management practices. By providing analytics on the synchronization process, this requirement supports continuous improvement and helps in identifying areas for optimization and potential issues before they impact operations.

Acceptance Criteria

Performance Monitoring Insights for HR Teams using AutoSync API

Given the HR team accesses the Performance Monitoring dashboard, when they review the synchronization reports, then they should see success rates, processing times, and error statistics displayed in a user-friendly format.

Real-time Processing Time Alerts for Data Management

Given that the AutoSync API is in operation, when the processing time exceeds a predefined threshold, then an automatic alert should be triggered and sent to the HR team.

Error Log Accessibility for Continuous Improvement

Given the synchronization process encounters errors, when the HR team accesses the error log, then they should be able to view detailed descriptions of each error and suggestions for resolution.

User Experience Feedback on Performance Analytics

Given that the Performance Monitoring feature has been live for one month, when the HR team collects user feedback, then at least 80% of respondents should indicate that the analytics provided are helpful for decision-making.

Integration Check with Other HR Tools

Given that the AutoSync API has been successfully implemented, when the HR team initiates synchronization with another HR tool, then employee data should synchronize without discrepancies in at least 95% of attempts.

Data Management Optimization Reports

Given that the Performance Monitoring is fully functional, when the HR team runs the optimization report, then they should receive actionable insights that identify at least three areas for improvement in the synchronization process.

Custom Connector Builder

The Custom Connector Builder empowers users to create tailored integrations between HarmonyShift and any third-party application that their organization uses. With a user-friendly interface and guided setup, this feature enables HR teams to adapt their tech stack to evolving business needs without requiring specialized IT knowledge, enhancing overall operational flexibility.

Requirements

User-Friendly Interface

"As an HR manager, I want an easy-to-use interface for building integrations so that I can connect HarmonyShift with other tools without needing technical support."

Description

The Custom Connector Builder must provide a user-friendly interface that simplifies the process of creating integrations. This includes intuitive navigation, clear labeling of features, and a step-by-step guided setup process. The purpose of this requirement is to minimize the learning curve for HR teams and ensure that users without specialized technical skills can efficiently configure third-party integrations. The expected outcome is increased user adoption and satisfaction, enabling teams to leverage diverse tools and improve operational flexibility.

Acceptance Criteria

HR Manager creates a new integration for a third-party payroll application using the Custom Connector Builder.

Given the HR Manager is on the Custom Connector Builder page, when they select the payroll application from the list, then the interface should display a step-by-step guided setup for integrating the application with HarmonyShift.

An HR professional navigates through the Custom Connector Builder for the first time.

Given the HR professional accesses the Custom Connector Builder, when they land on the main page, then they should see clear labeling for all critical features and an easy-to-understand navigation menu linking to setup processes.

User seeks assistance while using the Custom Connector Builder.

Given a user is confused on how to proceed, when they click on the help icon, then a pop-up tutorial with a short video and FAQs should guide them through the setup process.

An HR user configures and saves a third-party integration without facing technical issues.

Given that the user has completed the setup steps in the Custom Connector Builder, when they click the save button, then the system should successfully store the integration settings and display a confirmation message.

A team evaluates the usability of the Custom Connector Builder after initial training.

Given multiple HR team members have used the Custom Connector Builder following training, when surveyed on ease of use, at least 80% should respond positively regarding the interface's intuitiveness and clarity.

An HR professional modifies an existing integration via the Custom Connector Builder.

Given that the HR professional is on the integration management page, when they select an existing integration and make changes, then the application should allow them to update and save those changes without errors.

User adoption and satisfaction are gauged after the Custom Connector Builder has been in use for a month.

Given the Custom Connector Builder has been available for one month, when user adoption rates and feedback are analyzed, then at least 75% of users must indicate they can easily create and manage integrations without IT assistance.

Pre-Built Connectivity Options

"As an HR professional, I want to use pre-built connectors to quickly integrate my payroll software with HarmonyShift so that I can save time and avoid manual data entry."

Description

The Custom Connector Builder should include a repository of pre-built connectors for popular third-party applications such as payroll systems, applicant tracking systems, and performance management tools. This requirement aims to accelerate the integration process by allowing users to select existing connectors rather than building from scratch. The expected benefit is reduced setup time and enhanced user experience, enabling teams to quickly align their tech stack with organizational needs.

Acceptance Criteria

Pre-built Connector Selection Process for Payroll System Integration

Given that a user is on the Custom Connector Builder page, when they navigate to the 'Pre-Built Connectors' section and select a payroll system, then they should see a detailed description and connection options available for that system.

Successful Connection to a Third-Party Performance Management Tool

Given that a user has selected a pre-built connector for a performance management tool, when they complete the connection setup process, then the system should confirm a successful integration with a notification.

User Experience during Pre-built Connector Setup

Given that a user is using the Custom Connector Builder, when they select a pre-built connector, then the setup process should not exceed five steps and should include a guided tutorial or tooltips for assistance.

Verifying Data Flow from Third-Party Payroll System to HarmonyShift

Given that a connection to a payroll system has been established, when the user checks the data synchronization settings, then they should see the last successful sync time and clear mappings of data fields being transferred.

Accessing Support for Pre-built Connectors

Given a user is on the Custom Connector Builder page, when they click on the 'Help' icon while viewing a pre-built connector, then they should be directed to a support page with relevant FAQs and contact options for further assistance.

Error Handling during Connector Setup

Given that a user is configuring a pre-built connector, when they enter invalid credentials, then the system should display a clear error message indicating the issue and suggest corrective actions.

Data Mapping Capabilities

"As an integration specialist, I want to map data fields between HarmonyShift and external applications so that I can ensure accurate data flow and compliance with internal policies."

Description

The Custom Connector Builder must include robust data mapping capabilities that allow users to define how data is transferred between HarmonyShift and third-party applications. This includes options for transforming data formats, filtering data fields, and setting up rules for data synchronization. The purpose of this feature is to ensure accurate and streamlined data flow, which is critical for maintaining data integrity and operational efficiency. The expected outcome is a seamless integration experience that meets varying business requirements across different organizations.

Acceptance Criteria

User sets up data mapping for syncing employee information between HarmonyShift and a third-party payroll system.

Given a user is on the Custom Connector Builder, when they define the data fields to be mapped between HarmonyShift and the payroll system, then they should be able to save the mapping successfully without errors.

HR team filters specific employee data fields during data synchronization setup.

Given a user is mapping data fields, when they select the filter option for certain employee fields, then the filtered fields should only display relevant information for mapping.

User transforms data formats from HarmonyShift to match the requirements of a third-party applicant tracking system.

Given a user is configuring data transformation settings, when they select a transformation rule, then the selected rule should reflect in the preview of the data format before saving.

User sets synchronization rules for automatic updates between HarmonyShift and a third-party benefit management tool.

Given a user sets a synchronization frequency in the settings, when the user saves the configuration, then the chosen frequency should take effect and be visible in the system overview.

Admin tests the overall data mapping and synchronization process between HarmonyShift and another HR tool.

Given the data mapping is completed, when the admin runs a test synchronization, then the data in both systems should match and no synchronization errors should be reported.

User receives notifications for any errors encountered during data mapping or synchronization.

Given a user has set up data mapping, when errors occur during synchronization, then the user should receive an instant notification detailing the error type and potential resolutions.

Error Handling and Notifications

"As an HR administrator, I want to receive notifications for any integration errors so that I can take immediate action to resolve issues and maintain data accuracy."

Description

The Custom Connector Builder must incorporate error handling and notification mechanisms to inform users about integration issues or data transfer errors. This includes automatic logging of errors, user-friendly error messages, and email notifications for significant failures. This requirement enhances the robustness of the integration process by allowing users to quickly identify and resolve issues. The expected benefit is improved reliability and user confidence in using the integration capabilities.

Acceptance Criteria

User receives an error message while attempting to integrate a third-party application that is temporarily unavailable.

Given the user tries to connect to a third-party application, When the application is down, Then an error message is displayed indicating the issue and suggesting they try again later.

An integration attempt fails due to incorrect API credentials provided by the user.

Given the user inputs incorrect API credentials, When they attempt to validate these credentials, Then a clear error message is shown indicating that the authentication failed.

A scheduled data transfer fails due to network issues during the process.

Given a scheduled data transfer, When a network issue occurs, Then the system should log the error, notify the user via email about the failure, and provide instructions for resolving the issue.

A user successfully integrates a new third-party application with HarmonyShift without any errors.

Given the user follows the guided setup for the Custom Connector Builder, When the integration is complete, Then a success notification is displayed, and no errors are logged in the system.

An error occurs during the data import process from a third-party application.

Given an ongoing data import process, When an error is detected, Then the system automatically logs the error, displays a user-friendly error message, and sends an email notification to the user responsible for the integration.

A user updates settings in the Custom Connector Builder and saves the changes.

Given the user makes changes to the integration settings, When they click on the save button, Then the system should confirm the changes have been successfully saved and log this action.

Testing Environment for Integrations

"As a user, I want to test my integrations in a safe environment so that I can ensure they work correctly before going live."

Description

The Custom Connector Builder should provide a secure testing environment where users can simulate integrations without affecting live data. This feature allows users to test the performance and accuracy of their integrations before deploying them into a production environment. The importance of this requirement lies in mitigating risks associated with new integrations by ensuring that they operate smoothly and as intended without disrupting existing workflows. The expected outcome is enhanced reliability and confidence in the usage of the builder.

Acceptance Criteria

User simulates a new integration using the Custom Connector Builder to connect HarmonyShift with a third-party applicant tracking system during a trial period before the official integration deployment.

Given the user has selected the option to create a new integration, when they complete the setup in the testing environment, then they should be able to run the integration without receiving any error messages and successfully transfer sample data between HarmonyShift and the third-party application.

A user attempts to access the testing environment after successfully setting up a new integration using the Custom Connector Builder.

Given the user has completed integration setup, when they access the testing environment, then they should be able to view a confirmation message that indicates the testing environment is ready for use and is secure.

A user performs a series of test cases to evaluate the performance of the integration in the testing environment.

Given the user runs multiple test cases in the testing environment, when the tests are executed, then each test result should accurately reflect the expected outcomes without affecting live data in the production environment.

A user attempts to deploy an integration after successful tests in the testing environment.

Given the user has tested the integration successfully, when they initiate the deployment process, then the system should allow deployment only when all pre-deployment checks in the testing environment have passed.

Users review the logs and analytics generated during the integration tests conducted in the testing environment.

Given the user executes integrations in the testing environment, when they access the logs and analytics feature, then they should see detailed output that includes execution time, data transferred, and any errors encountered during the tests.

A user wants to share the results of the testing environment with their team prior to full deployment.

Given the user has conducted tests and has results ready, when they use the sharing feature in the testing environment, then they should be able to generate a report that can be exported or shared via email without issues.

Comprehensive Documentation and Support

"As a new user, I want comprehensive documentation for the Custom Connector Builder so that I can quickly learn how to use the feature and create the integrations I need."

Description

The Custom Connector Builder must come with comprehensive documentation, including user manuals, best practices, FAQs, and video tutorials. Additionally, providing responsive customer support will assist users in effectively utilizing the feature. This requirement aims to empower users by providing them with the resources they need to troubleshoot common issues and maximize their use of the connector builder. The expected benefit is reduced support requests and enhanced user satisfaction through self-service resources.

Acceptance Criteria

User accesses the Comprehensive Documentation for the Custom Connector Builder feature.

Given the user is on the Custom Connector Builder page, when they access the documentation section, then they should be able to view a complete user manual, best practices guide, FAQs, and video tutorials that are up to date and relevant to their version of the platform.

User encounters an issue while building a custom connector and seeks support.

Given the user is facing a problem with the Custom Connector Builder, when they submit a support request through the provided channels, then they should receive a response from customer support within 24 hours.

User is looking for self-service troubleshooting resources for common issues in the Custom Connector Builder.

Given the user is on the documentation page, when they search for a common issue in the FAQs, then they should find relevant and clear solutions that empower them to resolve their issue without external assistance.

User utilizes the video tutorials to configure integrations using the Custom Connector Builder.

Given the user is watching the video tutorials, when they attempt to configure a specific integration, then they should be able to successfully complete the process by following the guidance provided in the videos without needing additional help.

User reviews best practices after successfully creating a connector.

Given the user has created a custom connector, when they access the best practices guide, then they should identify at least three actionable insights to improve their integration's efficiency and effectiveness.

HR teams engage with the available documentation and support resources.

Given the implementation of the Comprehensive Documentation and Support, when HR teams utilize the available manuals, FAQs, and tutorials, then support request volume should decrease by at least 30% within the first three months following the launch of the support resources.

User assesses the quality of documentation after using it for the first time.

Given the user has interacted with all documentation resources, when they complete a feedback survey about their experience, then they should rate the documentation's clarity and usefulness at least 4 out of 5 on average.

Unified Analytics Dashboard

The Unified Analytics Dashboard combines performance data from multiple platforms into a single, comprehensive view. This feature enables HR professionals to visualize insights from various systems in one place, leading to data-driven decision-making and improved alignment of HR strategies with organizational goals.

Requirements

Data Integration Capability

"As an HR manager, I want to integrate data from different HR platforms into the Unified Analytics Dashboard so that I can view all relevant performance metrics in one place and make data-driven decisions effectively."

Description

This requirement entails the ability to integrate various data sources into the Unified Analytics Dashboard effortlessly. The feature should pull in data from existing HR systems, recruitment platforms, and employee engagement tools, providing a seamless flow of information. The integration ensures that HR professionals can gather insights from multiple platforms without switching between tools, thereby streamlining their workflow. This will enhance the accuracy of the data displayed and facilitate real-time analytics, allowing for informed decision-making aligned with organizational goals.

Acceptance Criteria

Data Integration from Recruitment Platform

Given the HR professional is logged into the Unified Analytics Dashboard, when they initiate the data integration process, then the dashboard should successfully retrieve and display real-time candidate data from the recruitment platform within 5 minutes.

Data Integration from Employee Engagement Tool

Given the HR professional is viewing the Unified Analytics Dashboard, when they enable integration with the employee engagement tool, then the dashboard should reflect the latest engagement metrics without requiring a page refresh.

Error Handling for Data Integration

Given the HR professional attempts to integrate data sources, when an error occurs during integration, then the system should display a clear error message and provide troubleshooting steps.

Data Accuracy Post-Integration

Given the data from multiple sources has been integrated into the Unified Analytics Dashboard, when the HR professional compares the displayed metrics with the original source data, then the accuracy rate should be at least 98%.

User Experience During Integration

Given the HR professional initiates a data integration, when the process is running, then the interface should provide real-time feedback on the integration status and estimated time remaining for completion.

Historical Data Fetching

Given the HR professional has completed the initial integration setup, when they request historical data from any integrated source, then the dashboard should retrieve and display a minimum of 12 months of historical data.

Integration with Multiple Data Sources Simultaneously

Given the HR professional wants to integrate multiple systems at once, when they select more than one data source for integration, then the system should process and integrate data from all selected sources concurrently without performance degradation.

Customizable Analytics Views

"As an HR professional, I want to customize my analytics dashboard so that I can focus on the metrics that matter most to my role and improve my ability to make strategic HR decisions."

Description

This requirement focuses on providing users with the ability to customize the analytics views within the Unified Analytics Dashboard. HR professionals should be able to select, organize, and prioritize the data metrics that are most relevant to their specific roles and responsibilities. This customization will allow users to tailor the dashboard to their unique needs, presenting the most meaningful insights, ultimately driving engagement and productivity in HR decision-making processes.

Acceptance Criteria

HR professionals need to customize the analytics dashboard to monitor employee engagement metrics for the upcoming quarterly review meeting.

Given a logged-in HR professional, when they access the Unified Analytics Dashboard, then they should be able to select from a list of available metrics, drag and drop the selected metrics to the desired position on the dashboard, and save the customized view successfully.

An HR manager wants to prioritize performance data for different teams in the organization based on their departmental strategies.

Given an HR manager with access to the dashboard customization options, when they prioritize specific metrics for the Marketing and Sales teams, then those metrics should reflect a higher visibility and updated arrangement on their respective department’s dashboard views without affecting overall dashboard performance.

A new HR analytics user is required to create a dashboard view that focuses on recruitment metrics for an upcoming hiring campaign.

Given a new user accessing the analytics dashboard for the first time, when they navigate through the customization menu, then they should see step-by-step guidance for selecting relevant recruitment metrics and a confirmation message upon successfully saving their customized view.

The HR team is conducting a review of analytics views to ensure all critical metrics are readily accessible to team leads.

Given team leads reviewing the customization of their dashboard, when they request access to missing metrics, then the system must allow the HR administrator to add metrics quickly without needing to rebuild the entire dashboard, ensuring seamless access.

An HR executive wants to generate a report from their customized dashboard reflecting employee turnover rates for different timeframes.

Given an HR executive with a customized dashboard, when they select the turnover rate metric and set the timeframe parameters, then they should receive an accurate report reflecting the selected data range and relevant insights.

Real-time Data Updating

"As an HR analyst, I want the analytics dashboard to update in real-time so that I can respond rapidly to changes in employee metrics and adjust our HR strategies accordingly."

Description

Real-time data updating is a critical requirement that ensures the Unified Analytics Dashboard reflects the most current data available. The implementation of this feature will allow the dashboard to automatically refresh data at regular intervals or when specific actions occur in connected platforms. By providing timely updates, HR professionals can respond quickly to changes and trends in employee performance, recruitment efficiencies, and engagement metrics, promoting agility in HR strategies and responses.

Acceptance Criteria

Real-time data reflecting employee performance metrics.

Given an HR professional is logged into the Unified Analytics Dashboard, when a performance evaluation is completed in the connected performance management system, then the dashboard displays the updated performance metrics within 5 minutes.

Timely updates on recruitment efficiencies and applicant progress.

Given an HR professional is viewing the Unified Analytics Dashboard, when a new candidate is added to the recruitment system or an existing candidate's status changes, then the dashboard should refresh to reflect these updates within 2 minutes.

Automatic refreshing of engagement metrics during team meetings.

Given an HR professional is in a team meeting using the Unified Analytics Dashboard to review engagement metrics, when updates occur in the employee engagement platform, then the dashboard should refresh to show the latest engagement scores without requiring a manual refresh.

Data consistency across multiple connected platforms.

Given the Unified Analytics Dashboard is integrated with multiple data sources, when the data is queried, then the dashboard must present consistent data that matches the original data from connected platforms with a variance of no more than 5%.

Notifications for significant data changes.

Given an HR professional is using the Unified Analytics Dashboard, when there is a significant change in any key metric (e.g., engagement scores drop by 10% or more), then the dashboard triggers an alert notification to the HR professional within 1 minute of the change.

User access and data visibility controls.

Given an HR professional is logged into the Unified Analytics Dashboard, when selecting data filters based on user roles, then only relevant data to the user's role should be displayed, ensuring no unauthorized data exposure occurs.

User Access and Permissions

"As a system administrator, I want to manage user access and permissions for the Unified Analytics Dashboard so that I can ensure data security and provide appropriate access levels based on users’ roles."

Description

This requirement details the need for a user access and permissions framework that governs who can view or edit certain data on the Unified Analytics Dashboard. By implementing role-based access controls, the system will ensure that sensitive employee data remains protected while still allowing necessary visibility for relevant HR stakeholders. This framework fosters accountability and enhances data security, aligning with compliance requirements and best practices for data management.

Acceptance Criteria

HR Manager accesses the Unified Analytics Dashboard to generate a report on employee performance metrics for the quarterly review meeting.

Given that the HR Manager has role-based access to the Unified Analytics Dashboard, when they attempt to generate a performance report, then the report should only display data relevant to their department and not any sensitive data from other departments.

An HR Assistant attempts to edit a performance metric in the Unified Analytics Dashboard for an employee outside their assigned department.

Given that the HR Assistant has limited access rights, when they try to edit a performance metric for an employee in another department, then the system should prevent the edit action and display an appropriate error message regarding access permissions.

A Senior HR Analyst reviews the Unified Analytics Dashboard to analyze trends in employee engagement over a six-month period.

Given that the Senior HR Analyst has full access, when they view the engagement trends in the dashboard, then the data should reflect all employee engagement metrics accurately without any errors and be filterable by specific departments or time frames.

A Compliance Officer audits user access to the Unified Analytics Dashboard to ensure adherence to data privacy regulations.

Given that the Compliance Officer is auditing access controls, when they generate an access report from the system, then the report should list all users, their roles, and access permissions accurately, meeting compliance requirements.

The System Administrator updates user roles in the Unified Analytics Dashboard based on a recent organizational restructuring.

Given that the System Administrator is updating user roles, when they apply the changes, then all users should receive updated access accordingly and be notified via email regarding their new permissions.

Mobile Accessibility

"As an HR manager, I want to access the Unified Analytics Dashboard on my mobile device so that I can review performance metrics and stay informed while I’m away from my desk, ensuring that important decisions can be made promptly."

Description

This requirement emphasizes the need for the Unified Analytics Dashboard to be accessible on mobile devices. HR professionals should be able to access key performance metrics and insights on the go, ensuring that they are always informed and able to make decisions, regardless of their location. Mobile accessibility will enhance the usability of the dashboard and allow for more flexible work arrangements, increasing overall efficacy during travel or remote work scenarios.

Acceptance Criteria

Accessing the Unified Analytics Dashboard on a mobile device while attending an off-site meeting to review employee performance metrics.

Given the HR professional is using a mobile device, when they navigate to the Unified Analytics Dashboard, then the performance metrics should display correctly and be visually understandable without horizontal scrolling.

Checking key insights from the Unified Analytics Dashboard during travel on a mobile device in a low connectivity area.

Given the HR professional is in a location with limited internet connectivity, when they refresh the Unified Analytics Dashboard, then recent insights should load within 5 seconds or show an offline message with last synced data available.

Utilizing the Unified Analytics Dashboard on a mobile device while attending a recruitment fair to track candidate engagement metrics.

Given the HR professional wants to view candidate engagement metrics, when they access the Unified Analytics Dashboard on a mobile device, then they should be able to filter the metrics by date and type of engagement with responsiveness under 2 seconds.

Reviewing team performance metrics on the Unified Analytics Dashboard while working remotely to prepare for a team meeting.

Given the HR professional is working remotely, when they open the Unified Analytics Dashboard on their mobile device, then they should be able to download a performance report in PDF format successfully.

Interacting with features of the Unified Analytics Dashboard on a mobile device during a virtual team meeting.

Given the HR professional is participating in a virtual team meeting, when they share their screen displaying the Unified Analytics Dashboard, then all interactive elements should remain functional and responsive without lag.

Real-Time Data Enrichment

The Real-Time Data Enrichment feature enhances employee profiles with relevant insights from integrated systems, such as performance reviews or learning management systems. By consolidating this information, HR can gain a holistic view of employees, ultimately improving talent management and engagement strategies.

Requirements

Integrated Insights Dashboard

"As an HR professional, I want a centralized dashboard that shows enriched employee profiles so that I can quickly access insights to make data-driven decisions about talent management and employee engagement."

Description

The Integrated Insights Dashboard requirement focuses on developing a centralized dashboard that displays enriched employee profiles, showcasing data from various integrated systems such as performance reviews, learning management systems, and engagement metrics. This dashboard will provide HR professionals with real-time access to comprehensive insights into employee performance and development, enabling more informed decision-making. The enriched data will help in identifying trends, devising targeted strategies for talent management, and aligning employee development with organizational goals, ultimately enhancing engagement and retention rates.

Acceptance Criteria

HR professionals access the Integrated Insights Dashboard to evaluate employee performance during the quarterly review period, allowing them to make informed decisions based on integrated data from various systems.

Given that the HR professional is logged into the HarmonyShift platform, when they navigate to the Integrated Insights Dashboard, then they should see real-time data displayed from performance reviews, learning management systems, and engagement metrics.

A manager wants to analyze the engagement levels of their team members over the last six months using the Integrated Insights Dashboard to tailor their development plans accordingly.

Given that the manager is viewing the Integrated Insights Dashboard, when they filter for team members' engagement metrics over the last six months, then the dashboard should display updated engagement scores with corresponding trends.

An HR analyst needs to identify training program effectiveness by comparing pre- and post-training performance metrics available in the Integrated Insights Dashboard.

Given that the HR analyst is on the Integrated Insights Dashboard, when they select a specific training program, then the dashboard should show a comparison of employee performance metrics before and after the training.

During a team meeting, an HR team needs to present the performance metrics of employees to justify resource allocation decisions based on the insights from the Integrated Insights Dashboard.

Given that the HR team is preparing a presentation, when they extract data from the Integrated Insights Dashboard, then the exported report should include employee performance metrics alongside derived insights for clear visualization.

A company is onboarding new HR representatives who need to quickly understand how to utilize the Integrated Insights Dashboard for their daily tasks.

Given that the new HR representatives have received training on using HarmonyShift, when they simulate accessing the Integrated Insights Dashboard, then they should demonstrate the ability to navigate the dashboard and interpret the displayed data.

HR leadership is assessing the overall effectiveness of talent management strategies based on the aggregated data available in the Integrated Insights Dashboard over a fiscal year.

Given that HR leadership is reviewing annual reports, when they query the Integrated Insights Dashboard for aggregated performance and engagement data, then they should receive a comprehensive overview that supports strategic planning and resource allocation.

Automated Data Sync

"As an HR manager, I want the employee profiles to automatically update with data from integrated systems so that I can keep information accurate and current without manual effort."

Description

The Automated Data Sync requirement involves implementing a system that automatically synchronizes data from various integrated platforms with employee profiles in HarmonyShift. This will ensure that the profiles are continuously updated with the latest performance feedback, training achievements, and engagement data without requiring manual input. This automation will not only reduce administrative burden but also enhance the accuracy of employee information, leading to better analytics and insights. Real-time updates will empower HR to act promptly on emerging trends and issues.

Acceptance Criteria

Automated Data Sync for Employee Performance Updates

Given an employee profile in HarmonyShift, when performance feedback is provided through an integrated system, then the employee profile should automatically update within 5 minutes with the latest feedback.

Automated Data Sync for Learning Management System Integration

Given an employee profile in HarmonyShift, when training achievements are recorded in the learning management system, then the employee profile should reflect the updated training data without manual intervention.

Real-Time Engagement Data Synchronization

Given an active employee in HarmonyShift, when engagement scores are updated from an integrated survey tool, then the employee's engagement data should update in real-time within the system.

System Alerts for Synchronization Failures

Given the Automated Data Sync process, when a synchronization failure occurs, then an alert should be generated and sent to the HR administrator immediately.

Data Integrity Checks Post-Sync

Given a successful synchronization, when the employee profile is updated, then a data integrity check must confirm that all relevant fields are correctly synced with the corresponding integrated platforms.

User Access Control for Data Sync Management

Given the roles defined in HarmonyShift, when HR administrators attempt to configure the Automated Data Sync settings, then only users with the correct permissions should be allowed to make changes.

Audit Log for Sync Activity

Given the Automated Data Sync feature, when a synchronization occurs, then an audit log entry should be created documenting the time, data affected, and the result of the sync process (successful or failed).

Alerts for Data Discrepancies

"As an HR user, I want to receive alerts if there are discrepancies in employee profiles compared to integrated system data so that I can address potential issues proactively."

Description

The Alerts for Data Discrepancies requirement aims to implement a notification system that alerts HR when discrepancies are found between employee profiles and the integrated data sources. These discrepancies could indicate potential issues such as data entry errors or outdated information. Timely alerts will allow HR professionals to investigate and resolve issues quickly, ensuring that they have reliable data at their disposal for decision-making. This feature is crucial for maintaining the integrity of employee information and supporting effective talent management strategies.

Acceptance Criteria

Notification triggers on detecting data discrepancies during regular employee profile updates.

Given an employee's profile is updated with new information, When the system compares this information against integrated data sources and finds a discrepancy, Then an alert notification is sent to the HR team within 5 minutes.

HR manager receives a list of discrepancies identified in employee profiles.

Given data discrepancies are detected, When the HR manager accesses the discrepancies report, Then the report displays all identified inconsistencies categorized by employee and type of discrepancy with timestamps.

Alerts are logged for audit purposes when discrepancies are found.

Given an alert is generated for a data discrepancy, When the alert is processed, Then a log entry is created that includes the employee ID, discrepancy type, and timestamp in the system's audit log.

HR team members can customize alert settings for discrepancies.

Given that an HR team member accesses the alert settings page, When they choose the criteria for receiving alerts (e.g., type of discrepancies or frequency), Then the system saves the settings and applies them to future alerts.

Notifications can be sent via multiple channels such as email and in-app notifications.

Given a discrepancy alert is triggered, When the alert is sent, Then it is delivered to the specified channels (email and in-app) as configured by the HR team member.

System tests the threshold for discrepancies to minimize alert fatigue.

Given configuration settings for alert frequency, When the system detects discrepancies that are below the defined threshold, Then no alerts are generated until the threshold is crossed.

User Role-Based Access Control

"As an HR administrator, I want to control access to employee profile data based on user roles so that sensitive information remains secure and only authorized personnel can view it."

Description

The User Role-Based Access Control requirement specifies the implementation of a security mechanism that restricts access to different levels of employee profile data based on user roles within the organization. HR professionals will have full access, while managers and team leads may only see certain insights relevant to their direct reports. This ensures that sensitive data is protected while still providing the necessary insights for user groups. Role-based access will enhance data privacy, compliance with regulations, and enable tailored functionality based on user needs.

Acceptance Criteria

HR professionals accessing employee profiles to view comprehensive data within the HarmonyShift platform, ensuring they can see all relevant employee insights regardless of the source of data integration.

Given the user is an HR professional, when they access an employee profile, then they should be able to view all integrated insights without restriction.

Managers try to access the performance review data of their direct reports through the HarmonyShift platform to prepare for an upcoming team meeting.

Given the user is a manager, when they access a direct report's profile, then they should only see performance reviews and insights relevant to that specific report and not others.

Team leads need to view learning management system data related to their direct report's training progress for a quarterly review.

Given the user is a team lead, when they access their direct report's profile, then they should only be able to see learning management data pertinent to their direct reports.

A user with no assigned role attempts to access employee profile data to ensure that unauthorized access is properly restricted.

Given the user is unauthenticated or has no assigned role, when they attempt to access any employee profile, then they should receive an access denied message and not see any data.

An HR professional edits a user's profile to update role-based access permissions within the HarmonyShift platform.

Given the user is an HR professional, when they update the access level of a user, then the changes should be saved and reflected in the profile immediately, restricting or granting access as per the updated permissions.

Evaluating the alignment of role-based access control with compliance regulations by an external auditor reviewing the data access logs.

Given the role-based access control is implemented, when an auditor reviews the access logs, then all access attempts should be recorded with the user role and the data accessed, ensuring compliance with privacy regulations.

Comprehensive Reporting Tools

"As an HR professional, I want robust reporting tools that enable me to generate reports from employee insights so that I can evaluate our talent management strategies and present findings to stakeholders effectively."

Description

The Comprehensive Reporting Tools requirement focuses on developing advanced reporting features that allow HR professionals to generate reports based on enriched employee data. This will include customizable templates that can output metrics related to employee performance, training participation, and engagement levels. These tools will enable HR to quickly assess organizational performance, evaluate the effectiveness of talent management strategies, and create reports for stakeholders, promoting transparency and strategic planning.

Acceptance Criteria

Generating Performance Reports Based on Enriched Employee Data

Given an HR professional has access to the Comprehensive Reporting Tools, when they select the 'Generate Performance Report' option, then the system should produce a report that includes at least 5 key performance metrics derived from enriched employee profiles.

Customizing Report Templates for Stakeholders

Given an HR professional wishes to tailor the report for stakeholders, when they select a template from the customizable options, then the system should allow changes to at least 3 report parameters without errors and save this customized template for future use.

Assessing Training Participation Metrics

Given an HR professional needs to evaluate training outcomes, when they request a report on training participation, then the report must display participation rates, completion rates, and feedback scores for at least 5 training programs over the past year.

Evaluating Employee Engagement Levels

Given an HR professional is analyzing employee engagement, when they generate the engagement report, then it should include data visualizations for at least 4 engagement indicators based on recent surveys conducted within the last quarter.

Exporting Reports in Various Formats

Given an HR professional has generated a report, when they choose to export the report, then the system should successfully provide options to export in at least 3 formats (PDF, Excel, and CSV) without data loss.

Real-Time Data Refresh in Reports

Given an HR professional has generated a report, when the underlying employee data is updated, then the report should reflect these changes in real-time without requiring a manual refresh.

Integrating Feedback from Performance Reviews

Given an HR professional is generating a performance report, when the report includes feedback metrics from performance reviews, then it must accurately reflect the latest feedback collected for each employee being reported on.

Integration Status Tracker

The Integration Status Tracker provides real-time monitoring of all active integrations to ensure data flow is seamless. This feature alerts HR professionals to any disruptions or issues in the integration processes, enabling quick resolutions and maintaining operational efficiency.

Requirements

Real-time Integration Monitoring

"As an HR professional, I want to monitor the status of all integrations in real-time so that I can quickly address any issues that arise and ensure uninterrupted data flow."

Description

The Real-time Integration Monitoring requirement focuses on providing continuous oversight of all active integrations within HarmonyShift. It encompasses logging and displaying the status of integrations, including successful connections, errors, and warnings. This functionality will enhance operational efficiency by ensuring that HR professionals have instant access to any issues occurring in the integration processes. The robust alert system will notify users of disruptions in real-time, enabling swift action to resolve these issues. This feature is vital for maintaining uninterrupted data flow across platforms, which is crucial for accurate talent management and analytics. By ensuring seamless integrations, organizations can confidently rely on consistent data for their HR decisions.

Acceptance Criteria

Real-time Monitoring of Integrations during Peak HR Activities

Given that an HR professional is overseeing multiple integrations during a peak hiring period, when they access the Integration Status Tracker, then they should see an up-to-date status of each integration, indicating if the data flow is successful, has errors, or warnings, within 5 seconds of loading the dashboard.

Error Notification for Integration Failures

Given that an integration has failed, when the error occurs, then the system should send an immediate notification to the HR professional's email and mobile app within 2 minutes of the integration failure, detailing the nature of the error and recommended actions.

Successful Integration Logging

Given that all integrations are functioning correctly, when the HR professional reviews the Integration Status Tracker, then they should see a log of successful connections displayed clearly with timestamps, updated every 60 seconds, to ensure complete transparency.

Warning Alerts for Performance Issues in Integrations

Given that a performance issue is detected across any integration, when this occurs, then the system should trigger a warning alert to the HR professional's dashboard within 3 minutes, providing relevant details about the issue and its potential impacts on data flow.

Integration Status History Review

Given that HR professionals need to review past integration statuses, when they access the Integration Status Tracker, then they should be able to view a history log of the last 30 days of integration statuses, including timestamps for each recorded status change.

User Accessibility and Interface for Integration Tracking

Given that HR professionals have varying levels of tech-savviness, when they are using the Integration Status Tracker, then the user interface should be intuitive, requiring no more than 3 clicks to access any specific integration status and have documentation available for user guidance.

Automated Issue Alerts

"As an HR manager, I want to receive automated alerts for integration issues so that I can quickly resolve them and maintain operational efficiency."

Description

The Automated Issue Alerts requirement specifies the need for an alert system that automatically notifies HR professionals of any integration failures or disruptions. This system will allow users to set custom thresholds for alerts based on their specific needs, such as error severity or integration importance. By implementing multiple notification channels (e.g., email, SMS, in-app notifications) to assure prompt communication, HR teams can act quickly to rectify issues before they impact operations. This requirement enhances the reliability of data integrations and promotes proactive management of potential disruptions, ultimately safeguarding business continuity.

Acceptance Criteria

HR professionals need to receive immediate alerts whenever there is a failure in data integration between HarmonyShift and their payroll system, ensuring they can address the problem before it affects employee compensation processing.

Given an integration failure occurs, when the failure is detected, then an alert is sent to designated HR professionals via email and in-app notification within 5 minutes.

An HR manager sets custom thresholds for alerts based on the severity of integration issues to ensure they only receive critical notifications which require immediate action.

Given an HR manager has set custom thresholds for error severity, when an integration issue occurs that meets the defined threshold, then an alert is sent to the manager through SMS and email.

A team member is responsible for monitoring integrations and needs a daily summary of any issues that occurred within the last 24 hours to assess the operational efficiency of their integrations.

Given the daily summary report is scheduled, when the report generation time is reached, then a consolidated summary of all integration issues from the last 24 hours is automatically sent to the team member’s email.

When a critical integration fails, HR professionals need to ensure that the alert system is capable of notifying multiple stakeholders to facilitate a team response.

Given a critical failure occurs, when the failure notification is triggered, then alerts should simultaneously notify all stakeholders defined in the alert settings via email, SMS, and in-app notifications.

The integration status tracker should allow HR users to view past alerts for audit and tracking purposes, ensuring they can review issues and responses over time.

Given an HR user navigates to the alerts history section, when they request to see past integration alerts, then the system displays a log of all alerts with timestamps and statuses for the past 6 months.

To maintain operational continuity, HR professionals need to ensure that they can customize notification protocols based on integration type, allowing for flexibility in managing various systems.

Given an HR professional is configuring integration settings, when they customize notification settings for different integration types, then each integration type should reflect correct alert protocols as per their configuration.

Integration Performance Analytics

"As a product manager, I want to analyze the performance metrics of integrations so that I can identify areas for improvement and optimize the system's efficiency."

Description

The Integration Performance Analytics requirement aims to deliver insights into the performance metrics associated with each integration in the system. This includes tracking data transfer rates, error frequency, and overall uptime metrics. By utilizing dashboards and visual reporting tools, users can glean meaningful insights that will guide troubleshooting efforts and optimize the performance of integrations over time. This capability directly correlates with the goal of maintaining high operational efficiency and will enhance the overall user experience by providing data-driven insights for continuous improvement.

Acceptance Criteria

Integration Performance Analytics Dashboard Usage

Given an HR professional is logged into HarmonyShift, when they navigate to the Integration Performance Analytics dashboard, then they should see real-time data on data transfer rates, error frequency, and overall uptime metrics for all active integrations.

Error Notification for Integration Failures

Given an integration has encountered an error, when the error frequency exceeds the defined threshold, then the HR professional should receive an immediate notification alerting them of the issue.

Data Transfer Rate Visualization

Given that the Integration Performance Analytics dashboard is accessed, when the HR professional views the data transfer rate metrics, then the information should be displayed in a clear visual format (e.g., graphs or charts) for easy comprehension.

Historical Performance Analysis

Given an HR professional uses the Integration Performance Analytics feature, when they request to view historical performance data, then they should be able to access and compare performance metrics over the past month.

Customizable Alerts for Uptime Metrics

Given the Integration Performance Analytics feature, when the HR professional sets custom thresholds for uptime metrics, then they should receive alerts when those thresholds are crossed.

Export Performance Reports

Given that an HR professional has reviewed the performance data, when they select the option to export the report, then they should successfully download a report in a specified format (e.g., PDF, CSV).

Custom Integration Status Dashboard

"As an HR user, I want to customize my integration status dashboard so that I can focus on the integrations that are most relevant to my role."

Description

The Custom Integration Status Dashboard requirement provides users the ability to create personalized views of their integration statuses, allowing them to select which integrations to monitor and display their statuses in a customizable format. This feature will enable HR professionals to focus on the integrations that matter most to their specific needs and workflow processes. By offering drag-and-drop functionality and a range of visualization options, this dashboard enhances user experience and allows for improved monitoring based on individual preferences, ultimately facilitating more efficient management of integrations within the platform.

Acceptance Criteria

HR professionals need to create a personalized dashboard view to focus on the integration statuses that are most relevant to their specific roles and responsibilities in the organization.

Given the HR professional has access to the Custom Integration Status Dashboard, when they select specific integrations to monitor and arrange them using drag-and-drop functionality, then the dashboard should save the custom view and display the selected integrations accordingly.

An HR manager wants to visualize the statuses of their integrations in different formats, such as charts or lists, according to their preference.

Given the HR manager is on the Custom Integration Status Dashboard, when they choose a visualization style such as a pie chart or list view, then the integrations should be displayed according to the selected style without any data loss or delay.

An HR team member encounters a status update or an error in the integration process that they need to address.

Given the integration status alerts are triggered, when the HR team member receives a notification about an issue, then they should be able to easily access the affected integration's details from the dashboard to resolve the issue efficiently.

Multiple HR professionals are collaborating and need to view the same custom integration dashboard.

Given one HR professional has created a custom dashboard, when they share the dashboard with other team members, then those members should see the same layout and integration selections as the original creator, ensuring collaboration.

An HR professional wants to adjust their dashboard settings to improve visibility and user experience over time.

Given the HR professional is using the Custom Integration Status Dashboard, when they modify visualization settings or filter criteria, then the dashboard should instantly reflect these changes, allowing for real-time updates without refreshing the page.

An HR professional is onboarding a new integration and needs to add it to their custom dashboard quickly.

Given the HR professional accesses the Custom Integration Status Dashboard, when they initiate the process to add a new integration, then the integration should be seamlessly integrated into the dashboard with options to customize its display immediately.

Historical Data Analysis for Integration Issues

"As an HR analyst, I want to access historical data on integration issues so that I can identify trends and proactively address future problems."

Description

The Historical Data Analysis for Integration Issues requirement captures and analyzes past integration issues, allowing users to review trends and recurring problems. This feature helps HR professionals identify whether specific integrations have chronic issues or if problems are sporadic. By providing reporting tools that allow these trends to be visualized over time, users can make informed decisions on potential system improvements or adjustments needed in integration strategies. This requirement crucially supports continuous development by leveraging historical knowledge to prevent future issues and refine integration performance.

Acceptance Criteria

User reviews historical integration data to identify persistent integration issues affecting automated HR processes that were previously identified in their quarterly reports.

Given the user accesses the Historical Data Analysis feature, When they select a specific integration from the list, Then the system should display a report of past integration issues with detail on frequency and duration over time.

An HR professional needs to generate a visual report of recurring integration issues to present during a team meeting to strategize improvements.

Given the user requests a visual report, When the report is generated, Then the visual report should include time-series graphs showing integration issue trends and specific problem areas over the last 6 months.

The HR team monitors integration performance trends monthly to determine if an integration requires maintenance or review.

Given the user selects the 'Monthly Trends' option, When they view the report, Then the system should provide a dropdown list of integrations, and display a detailed summary of each integration's performance including counts of issues and resolution times.

A new HR analyst is learning how to use the Historical Data Analysis to extract insights about integration issues for system improvement discussions.

Given the user is on the Historical Data Analysis page, When they utilize the built-in tutorial, Then they should receive guidance on filtering data by date ranges and types of integration issues.

The HR manager seeks to determine if issues with a high-priority integration have improved over the last quarter after adjustments were made.

Given the user accesses the integration summary for the high-priority integration, When filtering for the last quarter's issues, Then the display should show a comparison of integration issues before and after the adjustments made, highlighting any improvements or regressions.

The integration team needs to be alerted to any patterns that indicate a system failure is likely based on historical data.

Given the user sets up proactive alerts, When thresholds for certain recurring issues are met, Then the system should automatically generate alerts to designated team members with detailed information on the alert conditions.

Plug and Play Connectors

The Plug and Play Connectors allow users to quickly integrate HarmonyShift with a wide array of popular HR applications and platforms with minimal configuration. This feature dramatically reduces setup time for HR teams, accelerating the deployment of interconnected systems that optimize workflow and data exchange.

Requirements

Standard Application Connectors

"As an HR manager, I want to easily connect HarmonyShift with my existing HR applications so that I can streamline data transfer and reduce manual work."

Description

The Standard Application Connectors requirement involves developing a set of predefined connectors for the most commonly used HR applications and platforms. These connectors enable seamless integration with HarmonyShift, allowing clients to sync their data and workflows effortlessly. By providing a robust library of integrations, this requirement enhances the user experience by reducing manual data entry and potential errors, ultimately leading to increased efficiency in workforce management. Additionally, the standard connectors will be designed to automatically configure upon integration, significantly shortening the setup time for HR teams and facilitating a smoother onboarding process for users. This is crucial for ensuring that clients can leverage their existing systems while transitioning to HarmonyShift, thus maximizing the platform's value and usability.

Acceptance Criteria

Integration of standard application connectors for popular HR platforms such as Workday and SAP SuccessFactors during initial setup of HarmonyShift.

Given a new user has access to HarmonyShift, when they select the Workday connector from the setup menu, then the system should automatically configure the connector and sync the user data without requiring manual input.

Testing the automatic configuration of a standard application connector for a user currently using BambooHR.

Given that the user account in BambooHR is active, when the user selects the BambooHR connector in HarmonyShift, then the integration should establish a connection and pull real-time employee data without errors.

User feedback on the ease of integrating standard application connectors during the onboarding phase of HarmonyShift.

Given that a user has completed the onboarding process, when they are asked to rate the integration experience with standard application connectors, then at least 80% of users should rate their experience as 'easy' or 'very easy' on a standard feedback survey.

Completion of data syncing between HarmonyShift and standard application connectors on initial setup.

Given that the user has selected multiple connectors during the initial setup, when the setup is completed, then all data from these connectors should be synced within 15 minutes of setup completion with no data loss or errors reported.

Ensuring comprehensive documentation for using standard application connectors with key HR applications.

Given that a user is accessing the documentation for standard application connectors, when they navigate to the relevant section, then they should find comprehensive guides for at least five key HR applications that include step-by-step instructions, troubleshooting tips, and FAQs.

Performance testing of the standard application connectors for scalability during high usage periods.

Given that an HR team is using HarmonyShift during peak hiring times, when multiple standard application connectors are in use, then the system should handle up to 100 simultaneous integrations without degradation of performance or connection failures.

Custom Connector Configuration

"As an HR professional, I want to configure custom connectors for niche applications so that I can ensure all my critical data is integrated with HarmonyShift."

Description

The Custom Connector Configuration requirement provides users with the ability to create and configure their own application connectors based on unique business needs and specific platforms not covered by standard connectors. This feature includes a user-friendly interface allowing non-technical users to define data mapping, synchronization intervals, and access permissions. Empowering users to build custom connectors ensures that the platform can adapt to the diverse ecosystem of HR technologies, thereby increasing the user adoption rate and satisfaction by meeting specific organizational requirements. This flexibility is essential for small to mid-sized enterprises looking to tailor their HR technology stack to their operational workflows.

Acceptance Criteria

As an HR manager, I want to create a custom connector for a unique payroll system that is not currently supported by HarmonyShift, so that I can ensure seamless data synchronization between our HR platform and the payroll system.

Given that I am logged into the HarmonyShift platform, when I access the custom connector configuration interface, I should be able to select my unique payroll system from a dropdown list of non-standard connectors and define the required data mappings and synchronization settings.

As a non-technical HR professional, I need to configure access permissions for the custom connectors I create, so that only authorized users can modify or use the integration with the external application.

Given that I have created a custom connector, when I navigate to the access permissions settings, I should be able to specify user roles and permissions that determine who has access to the connector, and these settings should be saved and reflected in the system.

As an HR specialist, I want to set synchronization intervals for the custom connector I configure, so that I can optimize performance and ensure up-to-date data is shared between HarmonyShift and the external application.

Given that I am configuring a custom connector, when I select the synchronization interval options, I should be able to choose intervals ranging from 'Real-time', 'Hourly', 'Daily', to 'Weekly', and the selected interval should be applied whenever the connector is enabled.

As an HR manager, I want to test the functionality of the custom connector I created to ensure that data transfers correctly to and from the external application, so that I can validate its operation before full deployment.

Given that I have created and configured the custom connector, when I initiate a test connection, I should receive a success message if the data transfer works correctly, or an error message with details if there are issues in the configuration.

As a product administrator, I want to ensure that users have the ability to review and edit existing custom connectors, so that they can make necessary updates as business needs change.

Given that I have navigated to the list of existing custom connectors, when I select a connector to edit, I should be able to update the data mappings, synchronization settings, and access permissions, and these changes should be saved successfully.

Real-Time Data Sync

"As a recruiter, I want changes made in my HR systems to reflect in HarmonyShift instantly so that I have the most current data for decision-making."

Description

The Real-Time Data Sync requirement ensures that any changes made in connected applications are automatically updated in HarmonyShift without delay. This functionality is essential for maintaining data accuracy and consistency across systems. Real-time synchronization enables HR professionals to make informed decisions based on the latest information available at all times, thereby enhancing overall operational efficiency. This feature will leverage webhooks and API-driven architectures to ensure seamless communication between platforms, minimizing discrepancies and reducing the workload associated with manual updates or reconciliation processes.

Acceptance Criteria

User updates employee details in an external payroll system.

Given the employee detail update is made in the external payroll system, when the sync event triggers, then the corresponding employee details in HarmonyShift must reflect those changes within 5 minutes.

A new employee is added through a recruitment application that integrates with HarmonyShift.

Given a new employee is added in the recruitment application, when the data sync is executed, then the new employee data must be available in HarmonyShift within 2 minutes.

HR user modifies a department's budget in a finance management tool that is connected to HarmonyShift.

Given the budget modification is successfully done in the finance tool, when the sync occurs, then HarmonyShift must show the updated budget figures in the department's profile without manual intervention.

A manager updates an employee's performance review score in another HR software.

Given the performance review score is updated in the other HR software, when the real-time data sync activates, then the performance score in HarmonyShift must be updated accordingly within a 3-minute window.

Changes made to employee attendance in a time-tracking app.

Given changes are recorded in the time-tracking application, when the real-time sync is executed, then the updated attendance records must appear in HarmonyShift within 2 minutes.

An HR administrator deletes an employee record in the integrated payroll system.

Given the employee record is deleted in the payroll system, when the synchronization event occurs, then HarmonyShift must also remove the corresponding employee record automatically before the next operational report generation.

User-Friendly Setup Wizard

"As an HR team member, I want a simple setup wizard for connecting applications so that I can complete integrations without technical support."

Description

The User-Friendly Setup Wizard requirement focuses on creating an intuitive step-by-step guide that assists users through the integration process with their chosen applications. This setup wizard will simplify the configuration of standard and custom connectors, catering to users with varying levels of technical expertise. The aim is to enhance user engagement and reduce support requests related to integrations, as users will feel more confident navigating the system on their own. Implementing this feature is a critical step towards maximizing user experience and minimizing the friction typically associated with onboarding and integration processes.

Acceptance Criteria

User initiates the Setup Wizard to integrate with a popular ATS application.

Given the user is on the integration page, when the user selects the ATS application and clicks 'Start Setup', then the Setup Wizard should launch with relevant steps tailored for ATS integration.

User navigates through the Setup Wizard to complete integration with a Payroll application.

Given the user is on step 3 of the Setup Wizard for Payroll application, when the user inputs valid configuration details, then the user should see a confirmation message indicating successful input and the option to proceed to the next step.

User encounters an error while integrating using the Setup Wizard.

Given the user has followed the integration steps, when an error occurs, then the Setup Wizard should display an informative error message and suggestions for resolution, allowing the user to address the issue without external assistance.

User completes the Setup Wizard for a custom connector.

Given the user has completed all steps in the Setup Wizard for a custom connector, when the user clicks 'Finish', then the integration should be saved successfully and reflected in the integrations list.

User accesses help documentation via the Setup Wizard.

Given the user is in the Setup Wizard, when the user clicks the 'Help' button, then the user should be redirected to context-sensitive help documentation relevant to the current step.

User finishes the Setup Wizard for a selected application.

Given the user has completed the Setup Wizard, when the integration is finished, then the user should receive an email confirmation with a summary of the integration settings and next steps for getting started.

Connection Health Monitoring

"As an HR manager, I want to be notified of any integration issues so that I can quickly address them and keep my data accurate."

Description

The Connection Health Monitoring requirement offers users real-time visibility into the status of their integrations with connected applications. This feature will provide alerts for any connection failures or sync issues, enabling HR teams to proactively manage and rectify problems before they lead to data discrepancies or operational interruptions. By incorporating detailed metrics and health checks, users can ensure that all integrations are functioning as intended and maintain the integrity of their data flows. This is crucial for organizations that rely on accurate and timely data for decision-making in talent management processes.

Acceptance Criteria

Connection Health Monitoring for Active Integrations

Given the user is in the Dashboard, when they view the Connection Health Monitoring section, then they can see real-time status indicators for each integration with green, yellow, or red statuses reflecting health state.

Alerting for Connection Failures

Given an integration fails, when the failure is detected, then the system sends an immediate alert to the user’s assigned notification preferences via email and in-app notification.

Sync Issue Resolution Workflow

Given a sync issue is detected, when the user clicks on the issue alert, then they are guided through a step-by-step resolution workflow that includes troubleshooting tips and direct links to support resources.

Historical Performance Data Visualization

Given the user accesses the Connection Health Monitoring feature, when they select a specific integration, then they can view historical data on connection performance over the past 30 days, including downtime and resolution times.

Aggregated Health Metrics Dashboard

Given the user opens the Connection Health Monitoring dashboard, when they view the summary panel, then they can see aggregated metrics such as total integrations, healthy connections, and average response times presented visually through graphs.

User Customization for Monitoring Preferences

Given the user is in the settings menu, when they configure their monitoring preferences, then they can choose which integrations to monitor and set thresholds for alerts based on their specific needs.

Feedback Loop Integrator

The Feedback Loop Integrator enables users to gather and analyze employee feedback from various platforms in one consolidated report. By integrating sentiment data with HR metrics, this feature helps organizations respond effectively to employee needs and refine their engagement strategies.

Requirements

Feedback Data Consolidation

"As an HR manager, I want to consolidate employee feedback from multiple platforms so that I can have a complete overview of employee sentiment and make informed decisions to improve engagement."

Description

The Feedback Data Consolidation requirement ensures that the Feedback Loop Integrator can collect and integrate employee feedback from various platforms, such as surveys, performance reviews, and other engagement tools, into a centralized reporting dashboard. This functionality will provide HR managers with a comprehensive view of employee sentiment across different departments and roles. By consolidating feedback data, organizations can better understand employee needs and pain points, leading to data-driven decisions that enhance employee satisfaction and retention. The integration of feedback with existing HR metrics allows organizations to track the effectiveness of engagement strategies in real-time, making it easier for leaders to respond proactively to any issues raised by employees.

Acceptance Criteria

Feedback Data Consolidation for Employee Surveys

Given that HR managers have access to the Feedback Loop Integrator, when they submit feedback from employee surveys, then the dashboard should consolidate this data within 5 seconds, displaying sentiment scores and feedback trends clearly.

Integration of Performance Review Feedback

Given that performance reviews are conducted bi-annually, when HR managers input feedback from these reviews into the Feedback Loop Integrator, then the system should successfully merge this feedback with existing engagement data and prevent duplication of entries.

Real-Time Analytics on Consolidated Feedback

Given that the Feedback Loop Integrator is operational, when HR managers request a report on consolidated feedback, then the report should generate within 10 seconds, showing key metrics like employee sentiment, engagement levels, and trends across departments.

Sentiment Data Integration

Given the integration setup with feedback platforms, when new sentiment data is collected, then the Feedback Loop Integrator should automatically update the dashboard's sentiment analytics every hour without manual intervention.

Customization of Feedback Reports

Given that HR managers want specific insights, when they customize report parameters in the Feedback Loop Integrator, then the system should generate the report reflecting the selected criteria accurately within 5 seconds.

User Access and Permissions Management

Given the need for data security, when HR managers set permissions for team members accessing feedback data, then users should only view data based on their role, with changes logged for compliance.

Sentiment Analysis Integration

"As an HR professional, I want to analyze the sentiment of employee feedback so that I can identify trends and proactively address any concerns."

Description

The Sentiment Analysis Integration requirement enables the Feedback Loop Integrator to utilize natural language processing (NLP) algorithms to analyze employee feedback data, categorizing sentiments into positive, negative, and neutral responses. This feature will allow HR professionals to quickly gauge the overall mood and morale of the workforce, identifying trends and specific areas requiring attention. By incorporating sentiment analysis into the feedback process, organizations can better interpret employee feedback and carry out targeted improvement initiatives. This capability will directly contribute to more responsive HR strategies that are aligned with employee expectations and concerns.

Acceptance Criteria

Sentiment Analysis at Quarterly Employee Review Meeting

Given HR professionals have collected employee feedback over the quarter, when they access the Feedback Loop Integrator, then it should display categorized sentiments (positive, negative, neutral) representing employee feedback accurately with visual graphs summarizing the data.

Real-Time Sentiment Tracking During Employee Surveys

Given ongoing employee surveys are being conducted, when users submit feedback, then the sentiment analysis must be updated in real-time to reflect changes in employee sentiment and provide instant insights in the dashboard.

Monthly Reporting on Employee Morale Trends

Given that employee feedback data is collected monthly, when a report is generated, then the system should provide a comprehensive analysis of sentiment trends over time, identifying peaks and troughs in employee morale with suggested action items for HR teams.

Integration of External Feedback Platforms

Given that feedback is collected from various external platforms, when this data is imported into the Feedback Loop Integrator, then the sentiment analysis must accurately categorize these responses alongside internally collected data without any data loss.

Actionable Insights from Negative Feedback

Given that negative sentiments are identified in employee feedback, when the report is reviewed by HR, then the system must provide targeted recommendations for interventions based on the type of negative feedback received.

User Permissions for Accessing Sentiment Data

Given that various HR roles exist within the organization, when users attempt to access the sentiment analysis data, then the system must ensure that only authorized personnel can view sensitive employee feedback categorized as negative.

Custom Report Generation

"As an HR manager, I want to generate customized reports from employee feedback data so that I can present tailored insights to different stakeholders in the organization."

Description

The Custom Report Generation requirement allows users to create tailored reports based on specific employee feedback metrics and engagement strategies. This feature will enable HR managers to select the data points most relevant to their organizational goals, facilitating the creation of insightful reports that drive effective decision-making. The customizability of reports will ensure that information is presented in a way that best represents the insights needed for different stakeholders within the organization, from executive summaries for management to detailed analysis for team leaders. This flexibility in reporting will enhance the value and usability of the analytics provided by the Feedback Loop Integrator.

Acceptance Criteria

Custom report generation by HR managers to analyze employee feedback metrics.

Given that the HR manager has selected multiple feedback metrics and engagement data, When they initiate the custom report generation, Then a report should be generated that accurately reflects the selected metrics in a clear and organized format.

Customization of report titles and descriptions for different stakeholder needs.

Given that the HR manager is creating a custom report, When they modify the report title and add a brief description, Then the changes should be saved and displayed accurately in the generated report.

Exporting custom reports to various formats for external sharing.

Given that the HR manager has generated a custom report, When they choose to export the report, Then the system should allow exporting in at least three formats (PDF, Excel, and Word) with accurate data representation in each format.

Incorporation of data filters for targeted report generation.

Given that the HR manager is on the custom report generation page, When they apply specific data filters (e.g., department, date range), Then the report should only include data that meets the selected filter criteria.

User-friendly interface for selecting metrics for the report.

Given that the HR manager accesses the custom report generation tool, When they view the available metrics list, Then it should be organized, searchable, and allow easy selection of desired metrics without any indicators of error or confusion.

Real-time preview of the report during the customization process.

Given that the HR manager is customizing a report, When they make any changes to the selected metrics or filters, Then a real-time preview of the report should update accordingly to reflect the most recent selections.

Access level restrictions for report generation among HR team members.

Given that different HR team members have varying access levels, When an employee attempts to generate a custom report, Then their access should allow or disallow report generation based on their user permissions correctly.

Real-time Notifications

"As an HR professional, I want to receive real-time notifications about changes in employee sentiment so that I can address issues promptly and improve engagement."

Description

The Real-time Notifications requirement ensures that stakeholders receive immediate alerts about significant changes in employee sentiment or feedback trends. By implementing this feature, organizations will be equipped to take swift action when employee satisfaction dips or emerging issues are detected. Notifications can be configured to reach specific team members or departments, ensuring that the right people are informed to address concerns in a timely manner. This proactive approach to managing employee feedback not only empowers HR teams to respond effectively but also fosters a culture of responsiveness within the organization.

Acceptance Criteria

Stakeholders receive immediate alerts when employee sentiment dips below a predefined threshold.

Given that a sentiment score is analyzed, when it drops below the set threshold, then a notification is triggered to relevant stakeholders via email or app notification.

Notifications can be configured to target specific departments based on the feedback received.

Given a set of parameters, when stakeholder selects a department, then notifications should only be sent to users within that department when relevant feedback trends occur.

Real-time notifications are logged for audit purposes to track when notifications were sent and to whom.

Given that a notification is sent, when recorded in the system, then it should include a timestamp, the recipient's details, and the content of the notification.

The system allows users to customize the conditions under which notifications will be sent.

Given that a user is in the settings interface, when they adjust notification parameters, then they should be able to save and apply these settings to their notification alerts.

Users can opt-in or opt-out of real-time notifications according to their preferences.

Given that a user accesses their profile settings, when they select their notification preferences, then the system should respect these preferences and adjust notifications accordingly.

The notification system operates efficiently across multiple devices to ensure consistent alert functionality.

Given that a notification is triggered, when tested on different devices (mobile, tablet, desktop), then all devices should receive the notification without delay.

Real-time feedback notifications include actionable insights to guide further HR actions.

Given that a notification is received, when viewed by stakeholders, then it should include recommendations or insights based on the feedback analysis.

Feedback Analytics Dashboard

"As an HR manager, I want to access an analytics dashboard that visualizes employee feedback trends so that I can monitor engagement metrics and make data-driven decisions."

Description

The Feedback Analytics Dashboard requirement provides HR teams with a user-friendly interface that visualizes employee feedback trends, sentiment analysis, and engagement metrics through interactive charts and graphs. This dashboard will be a pivotal tool for understanding the data at a glance, allowing users to monitor key performance indicators and track the effectiveness of their strategies. With a focus on usability, the dashboard will feature customizable widgets that enable users to tailor their view based on specific metrics important to their organization. This capability will empower HR professionals to derive actionable insights quickly and enhance overall engagement strategies effectively.

Acceptance Criteria

User accesses the Feedback Analytics Dashboard to view employee feedback trends and engagement metrics for the current quarter.

Given the user is logged into HarmonyShift, when they navigate to the Feedback Analytics Dashboard, then they should see a summary of employee feedback trends and engagement metrics displayed in interactive charts and graphs.

A HR professional wants to customize the widgets on the Feedback Analytics Dashboard to focus on specific metrics that align with their engagement strategy.

Given the user is on the Feedback Analytics Dashboard, when they select the option to customize widgets, then they should be able to add, remove, or modify widgets based on the metrics important to their organization.

An HR manager needs to analyze sentiment data derived from employee feedback collected from different platforms to inform strategic decisions.

Given the feedback data has been integrated, when the HR manager views the sentiment analysis section of the dashboard, then they should see a clear visualization of positive, negative, and neutral feedback over time.

A user is monitoring key performance indicators (KPIs) through the Feedback Analytics Dashboard and notices significant changes in employee engagement over the past month.

Given the dashboard has been populated with the latest employee feedback data, when the user monitors the KPIs, then they should be able to identify any trends or significant changes in employee engagement metrics.

The dashboard needs to provide insights for quarterly performance reviews based on aggregated feedback data.

Given the user is preparing for performance reviews, when they access the Feedback Analytics Dashboard, then they should be able to generate and export a report summarizing prominent feedback trends that can be used in the performance review process.

Diversity Metrics Explorer

The Diversity Metrics Explorer allows HR managers to seamlessly navigate through various metrics related to gender, ethnicity, age, and other diversity dimensions. This feature provides an interactive interface, enabling users to filter and visualize data over different time frames, making it easier to identify trends and pinpoint areas needing attention. By understanding these dimensions deeply, organizations can implement targeted initiatives to enhance inclusivity.

Requirements

Dynamic Filter Capabilities

"As an HR manager, I want to filter diversity metrics by various dimensions so that I can easily analyze specific aspects of workforce diversity and implement targeted initiatives."

Description

The Dynamic Filter Capabilities requirement involves developing the ability for users to filter diversity metrics by multiple dimensions such as gender, ethnicity, age, and other diversity indicators. This functionality will enhance the user experience by allowing HR managers to drill down into specific areas of interest, enabling them to quickly pinpoint trends and insights related to diversity within their workforce. This requirement is essential for improving data analysis and ensuring organizations can effectively track their diversity initiatives over time, leading to actionable insights and informed decision-making.

Acceptance Criteria

HR managers need to analyze diversity metrics in a quarterly review meeting to assess the workforce's representation across different demographic dimensions.

Given that the HR manager accesses the Diversity Metrics Explorer, When they select filters for gender and ethnicity, Then the displayed metrics should accurately reflect the filtered data based on the specified demographic dimensions.

An HR manager wants to compare diversity metrics among different departments to understand the inclusivity levels across the organization.

Given that the HR manager opens the Diversity Metrics Explorer, When they filter the data by department and age, Then the metrics should display only the data relevant to the selected department and age group with correct calculations.

During a strategy meeting, HR wants to review historical trends in diversity metrics to measure the effectiveness of past initiatives.

Given that the HR manager selects a date range filter in the Diversity Metrics Explorer, When they analyze the diversity metrics over the selected period, Then the trends should be visually represented on a graph with accurate data points corresponding to the selected time frame.

An HR professional is preparing a report on diversity hiring trends and needs to filter metrics that capture new hires in the last year.

Given that the HR professional uses the Diversity Metrics Explorer, When they apply a filter for hiring date within the last year, Then the displayed metrics should reflect only those hires with the correct demographic breakdown for the specified period.

Users want to quickly reset all filters applied in the Diversity Metrics Explorer to start a new analysis from scratch.

Given that the user has applied multiple filters in the Diversity Metrics Explorer, When they click on the 'Reset Filters' button, Then all previously applied filters should be cleared, returning the displayed metrics to the default view without any filters.

An HR manager requires a side-by-side comparison of the diversity metrics before and after implementing a diversity initiative.

Given that the HR manager accesses the Diversity Metrics Explorer, When they select a comparison option for two different time frames, Then the system should display metrics side-by-side for the selected time periods, enabling easy comparison.

Interactive Data Visualization

"As an HR manager, I want to visualize diversity metrics through interactive graphs and charts so that I can easily communicate insights and support strategic decisions."

Description

The Interactive Data Visualization requirement entails creating a visually appealing and interactive dashboard that displays diversity metrics in various formats such as charts, graphs, and heatmaps. The goal is to facilitate quick interpretation of complex data sets and trends over time. This feature will allow users to not only view the data but also engage with it, offering capabilities to change visualizations dynamically based on selected filters. By providing a clear visual representation of data, users can better communicate insights and strategies to their organizations, thereby supporting diversity and inclusion goals.

Acceptance Criteria

HR managers need to visualize diversity metrics over the last quarter to prepare for an upcoming management presentation, where they will highlight trends and areas for improvement.

Given the user is on the Diversity Metrics Explorer dashboard, when they select the last quarter as the time frame, then a line graph displaying the trends in diversity metrics for that period should be visible and accurate according to the data.

An HR professional wants to understand gender diversity within the organization by filtering the data set to focus solely on female employees' engagement scores.

Given the user is on the Diversity Metrics Explorer, when they apply a filter for gender to show only female employees, then the visualization should update to reflect only the filtered data accurately and provide insights without errors.

An organization is reviewing their diversity initiatives and requires a heatmap to analyze age distributions across different departments to identify underrepresented groups.

Given the user is viewing the Diversity Metrics Explorer, when they select a heatmap visualization for age groups across departments, then the heatmap should clearly show the distribution of employees by age in each department with a color gradient representing different ranges effectively.

An HR manager wants to compare diversity metrics over multiple years to assess the effectiveness of their diversity initiatives.

Given the user is on the Diversity Metrics Explorer and selects a comparison option for multiple years, when they choose the years they wish to compare, then the dashboard should present a side-by-side bar chart that highlights the differences in diversity metrics year over year.

An HR team is preparing to generate a report on diversity metrics for stakeholders and needs to export the current visualizations and filters applied in CSV format.

Given the user has applied specific filters and visualizations in the Diversity Metrics Explorer, when they initiate an export command, then a CSV file is generated containing the data that reflects the current view accurately, and they receive a confirmation message that the export is complete.

A new HR analyst is onboarding and needs a tutorial on how to interact with the diversity metrics dashboard to generate insights from the data.

Given the user is accessing the Diversity Metrics Explorer for the first time, when they click on the 'Help' button, then they should receive an interactive tutorial guiding them through the various features and functionalities of the dashboard, including filtering and visualizing data points.

Historical Data Analysis

"As an HR manager, I want to analyze historical diversity metrics so that I can evaluate the effectiveness of our diversity initiatives and make necessary adjustments."

Description

The Historical Data Analysis requirement focuses on the capability to track and analyze diversity metrics over multiple time frames. Users will have the ability to select data ranges (e.g., quarterly, annually) to view past performance and trends in diversity. This feature is crucial for organizations to evaluate the effectiveness of their diversity initiatives, understand long-term trends, and make data-driven adjustments to their strategies. By comparing past and current data, HR professionals can identify improvement areas and assess the impact of diversity programs over time.

Acceptance Criteria

HR Manager reviews quarterly diversity metrics data.

Given that the HR manager selects the 'Quarterly' time frame, when they apply filters for gender and age diversity metrics, then the Diversity Metrics Explorer displays accurate historical data for the selected filters over the last four quarters.

HR team conducts annual diversity performance analysis.

Given that the HR team selects the 'Annual' time frame, when they want to evaluate changes in ethnicity representation over the last year, then the Diversity Metrics Explorer shows comparative historical data that highlights percentage growth or decline in each category.

HR collaborates with team leaders to identify areas needing inclusivity improvements.

Given that the HR manager utilizes the Diversity Metrics Explorer with filters set for the past five years, when they analyze trends in overall diversity, then they receive visual reports categorizing significant changes or stagnant areas that need attention.

Stakeholders review data to inform strategy for diversity initiatives.

Given that stakeholders access the Diversity Metrics Explorer, when they select specific metric categories (such as gender, ethnicity), then they can generate downloadable reports that include insights and trends over custom date ranges.

HR Manager presents quarterly diversity reports to executive leadership.

Given that the HR manager prepares for the quarterly report meeting, when they select the 'Quarterly' data with all diversity filters applied, then the system generates a summarized dashboard reflecting the most crucial diversity insights for the leadership team.

HR Manager validates historical data accuracy.

Given that the HR manager requests historical data for validation purposes, when they compare the returned data with previously recorded metrics, then the data displayed must match exactly to ensure reliability and accuracy in reporting.

Exportable Reports

"As an HR manager, I want to export diversity data reports so that I can easily share insights with stakeholders and facilitate discussions about diversity initiatives."

Description

The Exportable Reports requirement will enable users to generate tailored reports based on selected diversity metrics and filters. These reports can be exported in various formats such as PDF and Excel for further analysis or for sharing with stakeholders. This feature enhances the usability of the Diversity Metrics Explorer by allowing HR managers to present their findings in a professional manner, facilitate discussions with leadership, and ensure transparency in diversity efforts.

Acceptance Criteria

User navigates to the Diversity Metrics Explorer and selects specific metrics to generate a report.

Given the user selects gender diversity and ethnicity metrics, when they click on the export button, then a report should be generated that includes these selected metrics and is available for download in PDF format.

User applies filters to view diversity metrics over a specific time frame before exporting the report.

Given the user selects a time frame of the last quarter and applies filters for age diversity, when they proceed to export the report, then the report should only include data from that time frame and applicable filters.

User wants to share the exported diversity report with stakeholders via email.

Given a generated report is available in Excel format, when the user selects the 'Share via Email' option, then the system should allow the user to input email addresses and successfully send the report as an attachment.

User needs to generate a report that includes both visual graphs and raw data for a specific metric.

Given the user selects the report format preference to include visual graphs and raw data, when they export the report, then the generated document should contain both visual representations and a data table of the selected metrics.

User wants to confirm that the reports generated are comprehensive and correctly formatted before submitting to leadership.

Given the user generates a report, when previewing the report, then the report should accurately reflect selected metrics and filters, with no formatting errors and complete information included.

User is required to track the changes in diversity metrics over time through exported reports.

Given the user selects to generate multiple reports for different time frames (monthly, quarterly, yearly), when they export the reports, then they should receive distinct documents for each selected time frame without data overlap.

Alerts and Notifications for Trends

"As an HR manager, I want to receive alerts about significant changes in diversity metrics so that I can take timely action to address potential issues."

Description

The Alerts and Notifications for Trends requirement involves setting up a system that notifies HR managers about significant changes or trends in diversity metrics. Users can customize alerts based on predefined thresholds (e.g., significant decrease in representation in a demographic category). This proactive approach helps organizations stay informed and ready to implement interventions when necessary, thereby fostering an inclusive workplace. This capability ensures that businesses can react promptly to shifts in diversity metrics, reinforcing their commitment to diversity and inclusion.

Acceptance Criteria

SCENARIO 1: Custom Alert Setup for Diversity Metrics Changes

Given the HR manager is logged into HarmonyShift, When they navigate to the Diversity Metrics Explorer, Then they should be able to set custom alerts based on specific thresholds for demographic changes.

SCENARIO 2: Receiving Notifications for Significant Metric Shifts

Given the HR manager has configured alerts, When a significant decrease in a demographic category occurs, Then the HR manager should receive a notification alert within the platform and via email.

SCENARIO 3: Viewing Alert History

Given the HR manager has previously received alerts, When they access the Alerts section, Then they should be able to view a historical log of all alerts triggered, including timestamps and details of the trends.

SCENARIO 4: Dismiss/Resolve Notifications

Given the HR manager views a new alert notification, When they click on the notification, Then they should have an option to dismiss or mark the alert as resolved, which will update the alert status.

SCENARIO 5: Multi-Channel Alerts for Trends

Given the HR manager has specified preferences, When a trend exceeds predefined thresholds, Then alerts should be sent through selected channels such as email, SMS, and in-app notifications as configured.

SCENARIO 6: Alert Frequency Customization

Given the HR manager is configuring their alert settings, When they choose the frequency of notifications, Then they should be able to set options for immediate, daily summary, or weekly summary alerts.

SCENARIO 7: Test Alerts Functionality

Given the HR manager is in the alert setup section, When they perform a test of the alert function, Then they should receive a test notification to confirm that their settings are functioning correctly.

Inclusion Sentiment Analyzer

The Inclusion Sentiment Analyzer aggregates employee feedback and engagement survey responses to provide insights into the overall sentiment towards diversity and inclusion within the organization. By analyzing this sentiment, HR managers can proactively address concerns and tailor initiatives that foster a supportive environment where all employees feel valued and included.

Requirements

Feedback Aggregation Module

"As an HR manager, I want to aggregate employee feedback on diversity and inclusion so that I can identify key areas for improvement and tailor initiatives that promote a more inclusive workplace."

Description

The Feedback Aggregation Module will collect and compile employee feedback and survey responses from multiple channels, including anonymous suggestions, formal surveys, and direct inputs. This module will utilize AI and natural language processing to categorize feedback into themes related to diversity and inclusion. It aims to provide HR managers with a comprehensive view of employee sentiment, enabling the identification of trends, concerns, and areas requiring immediate attention. The module will also integrate seamlessly with existing survey tools within HarmonyShift, ensuring a smooth data flow and a unified user experience. The expected outcome is to enhance understanding of employee sentiments, facilitate more tailored response strategies, and foster a culture of inclusivity.

Acceptance Criteria

Employee submits anonymous feedback through the Feedback Aggregation Module after an employee engagement survey, aiming to express their sentiments on diversity and inclusion within the organization.

Given an employee submits anonymous feedback, when the feedback is analyzed by the Feedback Aggregation Module, then the feedback should be categorized into relevant themes and reflected in the sentiment analysis report.

HR managers review the sentiment analysis report generated by the Feedback Aggregation Module to identify key areas of concern related to diversity and inclusion.

Given HR managers access the sentiment analysis report, when they view the report, then they should see themes categorized with corresponding sentiment scores and trends based on collected feedback.

The Feedback Aggregation Module integrates with existing survey tools within HarmonyShift, enabling seamless data collection from multiple feedback channels.

Given the integration is established, when survey responses are collected from existing tools, then all feedback should be automatically aggregated and reflected accurately in the Feedback Aggregation Module.

HR managers use the insights from the sentiment analysis to design targeted initiatives that promote diversity and inclusion within the workplace.

Given HR managers have reviewed sentiment insights, when they create an inclusion initiative based on the data, then the initiative should address specific concerns raised in the feedback and outline measurable goals for success.

The system generates a visual dashboard displaying real-time analytics of employee feedback regarding diversity and inclusion.

Given the Feedback Aggregation Module is functioning, when HR managers access the dashboard, then they should be able to view visual representations of sentiment scores and key themes derived from employee feedback.

Employees receive confirmations for their submitted feedback through the Feedback Aggregation Module, ensuring their voices are acknowledged.

Given an employee submits feedback, when the feedback is successfully recorded, then the employee should receive a confirmation notification thanking them for their input.

The Feedback Aggregation Module supports the categorization of feedback based on urgency, allowing HR to prioritize concerns effectively.

Given feedback is submitted, when it is analyzed, then the system should classify feedback into categories of urgency (low, medium, high), facilitating timely responses to critical concerns.

Sentiment Analysis Engine

"As an HR professional, I want to analyze employee sentiment towards diversity and inclusion initiatives so that I can strategize effective measures to improve workplace culture based on real-time insights."

Description

The Sentiment Analysis Engine will analyze the aggregated feedback to determine the overall sentiment regarding diversity and inclusion within the organization. Using machine learning algorithms, it will categorize sentiment as positive, negative, or neutral and identify specific keywords and phrases indicative of employees' emotions and perceptions. This functionality is critical as it allows HR managers to quantify feelings towards workplace diversity initiatives, highlight potential areas of concern, and prioritize actions based on employee sentiment. The engine will provide real-time analytics dashboards that display sentiment trends and insights, ensuring continuous engagement and prompt action based on findings.

Acceptance Criteria

HR managers access the Inclusion Sentiment Analyzer dashboard to evaluate the aggregated sentiment analysis from the latest employee feedback survey.

Given the HR manager is logged into the HarmonyShift platform, when they navigate to the Inclusion Sentiment Analyzer, then they should see a dashboard displaying positive, negative, and neutral sentiment percentages alongside keyword analysis from the latest survey data.

The system processes feedback in real-time to ensure HR managers can view the latest sentiment trends immediately after gathering new survey data.

Given new feedback has been submitted by employees, when the sentiment analysis engine processes this feedback, then the analytics dashboard should update to reflect the latest sentiment trends within 5 minutes.

HR managers need to identify specific areas of concern regarding diversity and inclusion based on employee sentiment.

Given the sentiment analysis results, when the HR manager filters the sentiments by negative responses, then the system should display specific feedback comments and associated keyword trends that require attention.

Real-time insights are utilized during quarterly HR meetings to discuss diversity initiatives and employee engagement strategies.

Given the quarterly HR meeting is scheduled, when the HR manager presents the Inclusion Sentiment Analyzer dashboard, then the presentation must accurately reflect the sentiment metrics and actionable insights gathered over the past quarter.

HR managers are alerted about significant shifts in sentiment regarding diversity and inclusion from employee feedback.

Given a significant increase in negative sentiment is detected by the sentiment analysis engine, when the HR manager accesses the dashboard, then they should receive a notification highlighting the changes and recommended actions based on the new sentiment data.

The sentiment analysis results will influence upcoming training programs aimed at enhancing workplace inclusivity.

Given the sentiment analysis indicates a negative sentiment trend towards diversity and inclusion, when the HR team reviews the analysis report, then they should be able to link this feedback to specific future training initiatives targeted at improving employee perceptions.

Reporting and Insight Dashboard

"As an HR manager, I want to view detailed reports and insights on inclusion sentiment so that I can communicate the effectiveness of our diversity initiatives to leadership and drive informed decisions."

Description

The Reporting and Insight Dashboard will present the findings from the inclusion sentiment analysis in a comprehensive, user-friendly format. HR managers will have access to visualizations such as charts and graphs that depict sentiment trends over time, thematic breakdowns of feedback, and benchmarking against industry standards. This dashboard is essential for decision-making as it distills complex data into actionable insights, allowing HR teams to communicate effectively with leadership and stakeholders regarding the state of diversity and inclusion. Customizable reporting features will enable HR professionals to generate tailored reports based on specific demographics, departments, or timeframes, fostering deeper analysis and targeted interventions.

Acceptance Criteria

HR manager needs to access the Reporting and Insight Dashboard to review the latest inclusion sentiment analysis results for an upcoming leadership meeting.

Given the HR manager is logged into the HarmonyShift platform, when they navigate to the Reporting and Insight Dashboard, then they should see a clear visualization of sentiment trends over the last six months, including at least three different types of charts (e.g., line chart, bar chart, pie chart).

An HR professional wants to generate a customized report based on employee feedback from the last quarter focusing on a specific department.

Given the HR professional selects the department and the time frame for the last quarter in the customization options, when they click on the 'Generate Report' button, then a tailored report should be generated that highlights key insights and findings relevant to that department.

HR managers need to benchmark their organization's inclusion sentiment against industry standards to assess their positioning.

Given the inclusion sentiment analysis includes benchmarking data, when HR managers view the dashboard, then they should be able to see their organization's sentiment scores compared against at least three relevant industry benchmarks with clear visual indicators highlighting areas of strength and concern.

An HR team is preparing for a strategic planning session and requires actionable insights from the inclusivity feedback.

Given the HR team has accessed the Reporting and Insight Dashboard, when they explore thematic breakdowns of feedback, then they should be able to identify at least three distinct themes in employee responses related to inclusion, supported by visual data representations.

A manager wants to share key insights from the inclusion sentiment data with a stakeholder outside of HR.

Given the HR manager is on the Reporting and Insight Dashboard, when they select the 'Share Report' option and enter the stakeholder's email, then a summary report should be automatically generated and sent to the specified email address with insights and visualizations included.

The HR team aims to analyze long-term trends in employee sentiment toward diversity and inclusion initiatives.

Given that the dashboard includes long-term data, when HR managers select a multi-year analysis option, then they should see a comprehensive view of sentiment trends over the selected years with interactive elements to explore detailed findings.

The HR manager is conducting a quarterly review and needs to present data on employee engagement related to diversity initiatives.

Given the HR manager has accessed the Reporting and Insight Dashboard for the last quarter, when they filter the data specifically for engagement metrics, then they should retrieve at least three actionable insights regarding employee engagement in diversity initiatives that can aid in decision-making.

Real-time Alert System

"As an HR professional, I want to receive real-time alerts on changes in employee sentiment regarding diversity so that I can act quickly to address any emerging issues or concerns."

Description

The Real-time Alert System will notify HR managers when significant changes in employee sentiment are detected, enabling them to respond proactively to emerging concerns. Alerts will be triggered based on criteria such as sudden fluctuations in sentiment scores or an increase in negative feedback related to diversity initiatives. This system will integrate with existing notification tools within HarmonyShift, ensuring timely communication and swift action on critical issues. By addressing problems as they arise, the organization can demonstrate its commitment to a supportive environment, ultimately improving employee trust and engagement.

Acceptance Criteria

HR Manager receives an alert when the Inclusion Sentiment Analyzer detects a sudden drop in overall sentiment scores regarding diversity and inclusion within a specific department.

Given the Inclusion Sentiment Analyzer is monitoring sentiment scores, When there is a drop of more than 10% in the sentiment score within a department, Then an alert should be sent to the HR Manager's notification tool within 5 minutes of detection.

HR Manager is notified of increased negative feedback about diversity initiatives after a quarterly engagement survey.

Given an engagement survey has been completed, When the Feedback Analysis detects an increase of 15% or more in negative comments related to diversity initiatives compared to the previous quarter, Then an alert should be generated for the HR Manager within 10 minutes.

HR Manager needs to track alerts generated over a month to assess sentiment trend changes.

Given the Real-time Alert System is implemented, When the HR Manager accesses the alert history for the past month, Then they should see a comprehensive log of all alerts triggered, including timestamps, sentiment scores before and after the alerts, and associated comments.

HR Manager requires integration with existing notification tools for streamlined communication.

Given the Real-time Alert System is built, When a significant change in sentiment is detected, Then the alert should be sent automatically to both email and the organization's Slack channel without any manual input.

HR Manager wants to customize the threshold for triggering alerts based on specific departmental needs.

Given the Real-time Alert System is in place, When the HR Manager configures the sensitivity settings for alert thresholds for a department, Then alerts should be triggered accurately based on the newly set thresholds reflecting the HR Manager's specified criteria.

HR Manager must ensure alerts are relevant to the employee demographic being monitored.

Given the Inclusion Sentiment Analyzer processes feedback from different demographics, When alerts are generated, Then they must include demographic context (e.g., department, tenure) to help HR Managers assess the implications of the feedback accurately.

HR Manager receives a daily summary of alerts to keep track of changes without needing to check in real-time constantly.

Given the Real-time Alert System is operational, When the end of the day comes, Then a summary of all alerts generated throughout the day should be sent via email to the HR Manager, including key metrics and trends observed.

User Feedback Loop

"As an employee, I want to provide additional feedback on the sentiment analysis findings so that I can express my thoughts and contribute to the development of a more inclusive workplace."

Description

The User Feedback Loop will allow employees to respond to insights derived from the sentiment analysis, fostering an ongoing dialogue between staff and management. This feature enables employees to provide additional context or suggestions directly related to the feedback they initially submitted, allowing HR teams to collect richer data and address specific concerns more effectively. By integrating this loop within the existing user interface of HarmonyShift, HR can promote transparency and create a culture of open communication. The anticipated outcome is a more engaged workforce that feels heard and valued regarding diversity and inclusion matters.

Acceptance Criteria

Submitting Feedback on Sentiment Analysis Insights

Given an employee has access to the Inclusion Sentiment Analyzer, when they review the sentiment analysis insights, then they should be able to submit feedback through a user-friendly interface that captures their suggestions or concerns related to the analysis.

Receiving Confirmation of Feedback Submission

Given an employee submits their feedback on the sentiment analysis insights, when the submission is successful, then they should receive a confirmation notification indicating that their feedback has been recorded and will be reviewed by HR.

HR Accessing Feedback Data

Given HR managers need to review employee feedback on sentiment analysis insights, when they access the User Feedback Loop section in HarmonyShift, then they should be able to view all submitted feedback organized by date and sentiment category.

Analyzing Feedback for Trends

Given HR managers have access to collected feedback data, when they analyze the feedback over a specified period, then they should be able to identify trends and common themes related to diversity and inclusion concerns within the organization.

Responding to Employee Feedback

Given HR managers have reviewed the feedback submitted by employees, when they create a response or action plan based on the feedback, then they should be able to communicate this back to the employees through the platform, ensuring transparency and continuous communication.

Employee Re-engagement Based on Feedback

Given that HR has implemented initiatives in response to the feedback, when employees are surveyed again, they should show an increase in positive sentiment towards inclusion and engagement compared to previous surveys, indicating the effectiveness of the feedback loop.

Diversity Goal Tracker

The Diversity Goal Tracker enables organizations to set, monitor, and manage specific diversity and inclusion objectives. By visually tracking progress against these goals, HR teams can ensure accountability and adjust strategies as needed. This feature facilitates transparent reporting and encourages active participation in diversity initiatives across all organization levels.

Requirements

Set Diversity Goals

"As an HR manager, I want to set specific diversity goals so that I can ensure that our hiring practices are aligned with our organizational diversity strategy and can be measured accurately."

Description

The Set Diversity Goals requirement allows HR professionals to define specific diversity and inclusion metrics that need to be achieved within the organization. This feature enables users to tailor their goals to fit the unique needs of their workforce, ensuring that the objectives align with the organization's mission and culture. By providing customizable templates and examples of diversity goals, this feature not only simplifies the goal-setting process but also increases engagement and commitment from team leaders towards achieving these objectives, ultimately fostering an inclusive workplace environment.

Acceptance Criteria

HR professional sets a new diversity goal for the organization aiming to increase female representation in leadership roles by 20% within the next year.

Given an HR professional is logged into the HarmonyShift platform, when they navigate to the Diversity Goal Tracker and define a new goal with specific metrics (e.g., 20% increase in female representation), then the goal should be saved successfully and reflected in the diversity dashboard.

An HR manager needs to modify an existing diversity goal to measure progress more effectively after reviewing the quarterly report.

Given an HR manager has an existing diversity goal set, when they access the Diversity Goal Tracker, change the target percentage from 20% to 25%, and save the changes, then the updated goal should be displayed correctly in the system with the new target percentage.

A team leader is viewing the diversity goals set by the HR department to understand their responsibilities in meeting those objectives.

Given a team leader is accessing the Diversity Goal Tracker, when they navigate to the section showing organizational diversity goals, then they should see all current goals, along with the deadlines and their respective roles in achieving those goals.

The HR team wants to generate a report on diversity goal progress to present at the next board meeting.

Given the HR team is using the HarmonyShift platform, when they click on the report generation button for diversity goals, then they should receive a detailed report summarizing the current status, progress towards each goal, and any areas needing attention within 5 minutes.

A user wants to receive notifications for upcoming deadlines related to diversity goals set by the organization.

Given a user is on the HarmonyShift platform, when they subscribe to notifications for updates regarding diversity goals, then they should receive timely alerts via email or in-app notifications at least 48 hours before any deadline.

An HR professional needs to use templates provided by the platform to create new diversity goals quickly.

Given an HR professional is creating a new diversity goal, when they select a template from the available options and customize it, then the customized goal should be saved and visible in the Diversity Goal Tracker with all specified changes reflected in real-time.

Monitor Diversity Progress

"As an HR professional, I want to monitor progress against our diversity goals so that I can assess our success and make data-driven decisions about our diversity initiatives."

Description

The Monitor Diversity Progress requirement involves implementing a dashboard that visualizes the advancement toward the set diversity goals over time. This feature includes thoughtful graphical representations, such as charts and graphs, that provide instant insights into where the organization stands concerning its diversity objectives. Additionally, it alerts HR managers about any achievements or shortfalls in diversity metrics, enabling them to adjust strategies proactively to ensure they are meeting their targets. This capability is essential for fostering transparency and accountability within the organization regarding diversity initiatives.

Acceptance Criteria

HR managers need to view the dashboard showcasing diversity goal achievements at the end of each quarter to analyze trends and adjust strategies accordingly.

Given that the HR manager is logged into the HarmonyShift platform, when they navigate to the Diversity Goal Tracker dashboard, then they should see a visual representation of diversity goals with data updated to reflect the latest quarter's performance.

An HR manager is preparing for a quarterly review meeting and needs to present the progress on diversity initiatives to the executive team.

Given that the HR manager has accessed the dashboard, when they select the 'Recent Achievements' section, then they should be able to see the latest notifications of successes in diversity metrics along with their respective timelines.

During a team meeting, a manager wants to see if their department is meeting diversity hiring goals and needs to take actionable steps if there are discrepancies.

Given that the manager is viewing the department-specific section of the Diversity Goal Tracker, when they analyze the chart, then they should be able to identify if their department's diversity hiring metrics are on target, with insight into any shortfalls marked clearly in red.

A compliance officer will audit the diversity initiatives on a semi-annual basis and needs reliable data from the dashboard to support findings.

Given that the compliance officer is on the dashboard, when they generate a report for the last six months, then the report should include all pertinent diversity metrics, visualizations, and any alerts that indicate goals not met, formatted for easy export.

An employee is interested in the company’s efforts towards diversity and inclusion and wants to view progress metrics on the organization's internal portal.

Given that the employee has access to the internal portal, when they navigate to the Diversity Goal Tracker, then they should be able to view public metrics and progress toward established diversity goals in an accessible format.

The HR team wants to ensure that the alerts are functioning correctly and notify them of any significant underperformance in diversity metrics.

Given that the diversity metrics fall below a predefined threshold, when the designated HR managers log in, then they should receive immediate alerts via email and dashboard notifications about the underperformance and suggested action points.

Generate Diversity Reports

"As an HR leader, I want to generate reports on our diversity progress so that I can present our findings to stakeholders and identify areas for improvement."

Description

The Generate Diversity Reports requirement will provide the ability to create detailed reports summarizing the organization’s progress towards diversity goals. This feature will allow users to generate reports for different time periods and customize the data included, such as demographic breakdowns and success stories. These reports will facilitate constructive discussions with stakeholders and support strategic planning. By offering clear and comprehensive insights into the diversity initiatives taken, this requirement aids in ensuring transparent communication regarding the organization’s commitment to diversity and inclusion.

Acceptance Criteria

Ability to Generate Monthly Diversity Reports for Stakeholder Review

Given that an HR manager selects the 'Generate Report' option and chooses 'Monthly' as the time frame, when the HR manager clicks 'Create', then a detailed report should be generated that includes demographic breakdowns and success stories for the past month, available for download in PDF format.

Customization of Data Fields in Diversity Reports

Given that an HR manager is in the report generation interface, when they select or deselect specific data fields such as demographic categories and success stories, then the generated report should reflect only the selected data fields accurately in both the summary and the visual representations.

Real-time Tracking of Diversity Progress Over Time

Given that a user accesses the Diversity Goal Tracker, when they request to view trends over a specified time range (e.g., quarterly or yearly), then the system should display real-time graphs and key metrics that reflect the progress made towards diversity goals within that period.

Automated Alerts for Diversity Goals Not Met

Given that the organization has set specific diversity goals, when the current progress meets or falls below the defined thresholds, then automated alerts should be sent to designated HR professionals and managers via email.

User Access and Role Permissions for Report Generation

Given that the organization has multiple user roles, when a user with 'view-only' access attempts to generate a diversity report, then they should receive an appropriate error message stating that they do not have permissions to generate reports, while users with 'admin' rights can successfully generate reports without errors.

Consistency in Data Presentation Across Different Reports

Given that a user generates a report for different time periods (weekly, monthly, quarterly), when they compare these reports, then the demographic categories and success story formats should remain consistent across all generated reports to ensure comparability.

Incentivize Participation in Diversity Initiatives

"As an employee, I want to have opportunities to be recognized for my contributions to diversity initiatives so that I feel valued and motivated to continue supporting these efforts."

Description

The Incentivize Participation in Diversity Initiatives requirement encourages employee and management involvement in achieving diversity goals. This feature includes a system through which employees can be rewarded or recognized for their contributions toward diversity efforts within the company. By promoting participation with incentives, organizations can cultivate a culture of inclusion that encourages collaboration and strengthens community bonds in line with the overall diversity strategy.

Acceptance Criteria

As an HR manager, I want to view and manage employee contributions in the Diversity Goal Tracker so that I can reward those who actively participate in diversity initiatives.

Given an employee has completed a diversity initiative task, when their contributions are logged in the system, then the HR manager should be able to see the employee's contributions accurately reflected in the Diversity Goal Tracker.

As an employee, I want to receive notifications about my rewards for participating in diversity initiatives to ensure recognition for my efforts.

Given an employee has participated in a diversity initiative, when the reward transaction is completed, then the employee should receive a notification confirming the reward via email.

As a company leader, I want to analyze the impact of employee participation in diversity initiatives on overall diversity metrics to assess effectiveness.

Given the diversity metrics have been updated post-initiative, when I view the Diversity Goal Tracker dashboard, then I should be able to see a correlation report indicating changes in diversity metrics linked to employee participation.

As an HR professional, I want to adjust the reward criteria based on employee feedback to ensure the incentive system remains appealing and effective.

Given feedback has been collected from employees relating to the incentive system, when I update the reward criteria in the system, then the updated criteria should be disseminated to all employees through internal communications.

As a management team member, I want to set specific diversity initiative goals to measure participation levels over time.

Given I am in the admin settings, when I set a new diversity initiative goal with specific participation metrics, then the goal should be successfully saved and reflected in the Diversity Goal Tracker interface.

As an employee, I want to track my personal contributions toward diversity initiatives to stay informed about my impact within the organization.

Given an employee accesses their personal profile in the HarmonyShift platform, when they navigate to the Diversity Goal Tracker, then they should see their logged contributions and any associated rewards for participating.

Feedback Mechanism for Diversity Goals

"As a team member, I want to provide feedback on our diversity initiatives so that I can contribute to the ongoing improvement of our workplace culture."

Description

The Feedback Mechanism for Diversity Goals requirement introduces a channel for users to provide insight regarding the diversity initiatives and progress tracking system. This feature empowers employees to share their thoughts, suggestions, or concerns related to the organization’s diversity goals. By gathering employee feedback, HR can continually refine diversity initiatives, creating a more responsive approach that reflects the voices and needs of the organization’s workforce, ultimately leading to a positive workplace culture.

Acceptance Criteria

User feedback submission on diversity initiatives.

Given an employee has access to the Diversity Goal Tracker, when they navigate to the feedback section and submit their feedback, then the feedback should be successfully recorded in the system and acknowledged with a confirmation message.

Monitoring feedback response analysis.

Given HR personnel are evaluating the feedback received, when they access the feedback analytics dashboard, then they should see a complete overview of feedback submitted categorized by themes (positive, negative, neutral) and priority levels.

Integration of feedback into diversity strategy sessions.

Given HR is in a strategy meeting to discuss diversity goals, when they reference the feedback collected from employees, then they should be able to identify at least three actionable insights derived from the feedback to enhance the diversity initiatives.

User notification of feedback implementation results.

Given an employee has submitted feedback on diversity initiatives, when HR implements changes based on that feedback, then the employee should receive an email notification summarizing the changes made and how their input contributed to those changes.

Anonymous feedback submission process.

Given an employee wishes to submit feedback anonymously, when they choose the anonymous option on the feedback submission form, then their feedback should be recorded without revealing their identity to HR or other employees.

Timely response to critical feedback.

Given HR receives feedback marked as critical regarding diversity goals, when the feedback is logged, then HR should respond within 5 business days acknowledging the feedback and outlining any immediate actions taken.

Accessibility of feedback feedback mechanism on mobile devices.

Given an employee accesses HarmonyShift on a mobile device, when they navigate to the feedback section of the Diversity Goal Tracker, then the interface should be fully functional and easy to use, ensuring all feedback functionalities are available.

Inclusion Initiative Showcase

The Inclusion Initiative Showcase highlights successful diversity and inclusion programs and initiatives implemented within the organization. By showcasing these efforts, HR managers can celebrate achievements, promote best practices, and inspire further engagement among employees. This feature fosters a culture of appreciation and solidarity, reinforcing the organization’s commitment to diversity.

Requirements

Diversity Program Submission

"As an HR manager, I want to submit diversity initiatives into the system so that I can track our efforts and share success stories with the organization."

Description

The Diversity Program Submission requirement allows HR managers to submit and document various diversity and inclusion initiatives implemented within the organization. This feature will include a form where relevant details about each initiative can be entered, including objectives, outcomes, participant demographics, and engagement metrics. The integration of this requirement into HarmonyShift will enable a centralized repository of information that supports future initiatives, enhances reporting capabilities, and showcases the organization's commitment to fostering an inclusive workplace. By documenting these efforts, HR professionals can analyze patterns and success rates, which can guide future strategies and enhance accountability.

Acceptance Criteria

HR managers are preparing to submit their diversity programs to showcase their efforts in fostering an inclusive workplace through the HarmonyShift platform.

Given that an HR manager is on the Diversity Program Submission page, when they fill out the form with all required fields and click submit, then the program details should be saved and a confirmation message should be displayed.

An HR manager needs to edit an existing diversity program submission to update the outcome metrics and engagement statistics for a recent initiative.

Given that an HR manager is viewing a previously submitted diversity program, when they edit the fields and save the changes, then the updates should reflect immediately in the central repository of submissions.

HR managers are reviewing the performance of diversity initiatives to prepare a report for executive leadership that showcases participation and outcomes effectively.

Given that an HR manager accesses the reporting feature, when they select a specific time frame and filters for various demographics, then a comprehensive report detailing participation rates and outcomes of initiatives should be generated without errors.

An HR manager intends to submit a diversity initiative that lacks public representation and seeks guidance on the standard requirements.

Given that the HR manager is on the submission form, when they hover over the information icon next to each field, then they should see detailed descriptions and examples of what to include for each field required in the submission form.

After submitting a diversity program, the HR manager wants to ensure that the submitted data can be accessed by other team members involved in diversity initiatives.

Given that an HR manager has submitted a diversity program, when they navigate to the team member's view, then the submitted program should be visible in their dashboard under the 'Diversity Programs' section.

HR managers want to ensure the diversity program submissions are secure and only accessible by authorized personnel.

Given that the HR manager is managing user permissions, when they assign access levels for different team members, then only those with authorized access can view and edit the diversity program submissions.

Showcase Best Practices

"As an HR manager, I want to display successful diversity initiatives in the platform so that employees can learn from and be inspired by these programs."

Description

The Showcase Best Practices requirement enables HR teams to highlight and present successful diversity and inclusion initiatives from within the organization. This feature will support image or document uploads and interactive sections for sharing stories or testimonials from employees involved in these initiatives. By enabling HR managers to curate successful programs, this feature will enhance appreciation among employees and inspire participation in future initiatives. Furthermore, the showcase will serve as a resource for other departments looking for inspiration and proven strategies to foster diversity in their own teams, ultimately supporting the organization's values.

Acceptance Criteria

HR managers are preparing for the monthly diversity and inclusion showcase event to highlight successful initiatives within the organization. They require a streamlined process to upload relevant documents, images, and testimonials from employees who participated in these programs. The event is scheduled for the end of the month, and they need to ensure that all materials are ready and accessible to attendees.

Given that an HR manager is logged into the platform, when they navigate to the Showcase Best Practices section and upload an image, then the image should be successfully displayed in the showcase with the correct details (title and description) alongside it.

An employee involved in a successful diversity initiative wants to share their experience through the showcase. The HR manager needs to ensure that there is an interactive section where employees can submit their testimonials and success stories that reflect their involvement.

Given that an employee is on the Showcase Best Practices page, when they fill out the testimonial submission form and submit it, then the testimonial should be stored in the system and visible to HR managers for review and approval.

During the showcase event, HR managers want to present various successful initiatives in a cohesive manner, making it easy for other departments to access proven strategies for promoting diversity. The showcase feature must allow organized display of each program, making it user-friendly for all viewers.

Given that multiple diversity initiatives have been uploaded to the showcase, when a user clicks on a specific initiative, then they should be navigated to a detailed view that includes the program description, key achievements, and associated testimonials.

HR managers would like to receive feedback on the showcased initiatives to measure appreciation and engagement among employees. They require a real-time feedback mechanism integrated into the showcase feature.

Given that an initiative is displayed on the showcase page, when an employee submits feedback through the provided form, then the feedback should be collected in the database and available for HR managers to review in real-time.

To promote the showcase effectively, HR managers aim to send out an invitation to all employees to attend the showcase event and view the highlighted initiatives. They need to ensure the messaging is clear and contains links to relevant resources.

Given that the HR manager composes an event invitation, when they send the invitation to employees, then all employees should receive a properly formatted email with links directing them to the showcase page and details of the event.

Users from different departments might want to bookmark their favorite initiatives from the showcase for easy access in the future. The HR team must ensure this functionality is integrated into the platform.

Given that a user is viewing the showcase page, when they select an initiative and click the 'Bookmark' button, then that initiative should be added to their personal list of bookmarked initiatives, accessible from their user profile.

Employee Engagement Analytics

"As an HR manager, I want access to engagement analytics for our diversity initiatives so that I can understand employee sentiments and improve our programs accordingly."

Description

The Employee Engagement Analytics requirement involves creating advanced reporting functionalities that showcase engagement metrics related to diversity initiatives. This will include data visualization tools such as dashboards or charts to present employee feedback, participation rates, and outcomes of diversity programs. This feature will provide HR managers with actionable insights into employee sentiment regarding inclusion practices, helping to refine existing programs and guide future strategic planning. By integrating these analytics into HarmonyShift, organizations can make data-driven decisions that prioritize diversity and inclusion efforts based on empirical evidence.

Acceptance Criteria

Displaying Employee Engagement Metrics for HR Managers

Given an HR manager accesses the Employee Engagement Analytics dashboard, when they select a specific diversity initiative, then they should see a visual representation of employee feedback, participation rates, and program outcomes related to that initiative in less than 3 seconds.

Generating Custom Reports on Diversity Initiatives

Given an HR manager is on the reporting page, when they choose to create a new report that aggregates data over the last quarter, then they must be able to generate the report within 5 minutes without errors, and the report should include key engagement metrics related to the selected diversity initiatives.

Accessing Historical Engagement Data

Given an HR manager wants to analyze past engagement metrics, when they navigate the analytics section and select the historical data option, then they should be able to view engagement trends for the last 12 months with clear comparisons to current data.

Exporting Engagement Data to Other Formats

Given a completed report on employee engagement analytics, when the HR manager chooses to export the report, then they should be able to download the report in at least three different formats (PDF, Excel, CSV) without any data loss within 1 minute.

Real-time Updates of Engagement Metrics

Given active participation in ongoing diversity initiatives, when the HR manager refreshes the analytics dashboard, then any new employee feedback or participation rates submitted in the past hour should be reflected in real-time on the dashboard.

User-Friendly Navigation of Analytics Tools

Given an HR manager is using the Employee Engagement Analytics feature, when they first access the tool, then they should be able to navigate to key functionalities (dashboards, reports, settings) within 2 clicks, with clear labels and intuitive design.

Integrating Employee Engagement Insights in Strategic Planning

Given an HR manager is reviewing engagement insights, when they select the option to create an action plan based on these insights, then they should be able to generate suggested action steps aligned with the data within 3 minutes.

Peer Recognition Feature

"As an employee, I want to nominate my peers for their contributions to diversity initiatives so that we can celebrate our collective achievements."

Description

The Peer Recognition Feature will enable employees to acknowledge and celebrate peers who exemplify the values of diversity and inclusion. This requirement will include a user-friendly interface for submitting recognition nominations, along with options to add personal messages and motivations for the recognition. By empowering employees to highlight their colleagues' contributions, this feature will foster a culture of appreciation and reinforce the organization’s commitment to an inclusive environment. The collected recognitions can be showcased periodically, further inspiring others to engage in diversity initiatives.

Acceptance Criteria

Submitting Recognition Nominations through the Peer Recognition Feature

Given an employee is logged into the HarmonyShift platform, When they navigate to the Peer Recognition Feature, Then they should be able to submit a recognition nomination with a personal message and motivation for the recognition, and it should be successfully saved in the system.

Viewing Submitted Recognition Nominations

Given that recognition nominations have been submitted, When an HR manager views the Peer Recognition Feature dashboard, Then they should see a list of all submitted nominations with details of the recognizer, the recognizee, and accompanying messages.

Displaying Recognitions Periodically on the Inclusion Initiative Showcase

Given that recognition nominations are collected over a period, When the HR manager compiles the recognized individuals for the Inclusion Initiative Showcase, Then the showcase should display the top recognitions prominently to motivate further participation.

Notifying Employees of Recognition Submissions

Given an employee has successfully submitted a recognition nomination, When the submission is complete, Then the system should automatically send a notification to the recognizee informing them of the recognition received.

Filtering Recognitions by Values of Diversity and Inclusion

Given multiple recognition nominations have been submitted, When an HR manager uses the filtering feature, Then they should be able to filter recognitions based on specific values related to diversity and inclusion, displaying relevant nominations on the dashboard.

Integrating Recognition Feature with Existing Communication Tools

Given that the Peer Recognition Feature is active, When an employee receives recognition, Then the system should enable automatic updates to existing communication tools or platforms used within the organization, enhancing visibility and engagement.

Integration with Existing Tools

"As an HR manager, I want HarmonyShift to integrate with our existing tools so that employees can access diversity resources easily across platforms."

Description

The Integration with Existing Tools requirement will facilitate seamless connectivity between HarmonyShift and other platforms used by the organization such as communication tools, project management software, and performance review systems. This feature will enhance the visibility and accessibility of diversity initiatives and engagement efforts by synchronizing data across platforms. By allowing HR managers and employees to access diversity metrics and initiate discussions within their preferred tools, this integration will promote a more collaborative atmosphere surrounding diversity initiatives and broaden participation across departments.

Acceptance Criteria

HR managers initiate a diversity metrics review meeting using HarmonyShift, seamlessly integrating data from project management tools and communication platforms to present a comprehensive overview of inclusivity initiatives.

Given an HR manager is logged into HarmonyShift, when they access the Inclusion Initiative Showcase and initiate a meeting, then they should be able to pull in data from existing tools such as communication apps and project management software and present it in a cohesive format.

Employees receive automated notifications about upcoming diversity initiatives and events through their preferred communication tools, fostering greater engagement and participation.

Given an employee has linked their communication tool with HarmonyShift, when a new diversity initiative is created, then they should receive a notification via their preferred communication channel within 10 minutes of creation.

The integration allows HR managers to track participation rates in diversity initiatives across different departments, generating reports that highlight trends and areas for improvement.

Given the integration is active, when an HR manager requests a report on department participation rates in diversity initiatives, then the report should accurately reflect participation metrics from all connected platforms.

Managers can easily share best practices for diversity initiatives from HarmonyShift to external collaboration platforms, encouraging knowledge sharing across teams.

Given a manager is viewing best practices in the Inclusion Initiative Showcase, when they select a sharing option to send this information to an external tool, then the selected content should be successfully transferred and formatted for clarity.

The system should facilitate easy updates to diversity initiatives in HarmonyShift when changes occur on external platforms linked through the integration.

Given a diversity initiative is updated on an external platform, when the integration syncs, then the corresponding initiative in HarmonyShift should reflect the most recent changes within 5 minutes.

HR managers can visualize diversity metrics against organizational goals during strategic planning sessions, utilizing data from integrated platforms for informed decision-making.

Given an HR manager is preparing for a strategic planning session, when they access diversity metrics through HarmonyShift, then they should be able to view a dashboard displaying current metrics against set goals in real-time.

Employees can initiate discussions and provide feedback on diversity initiatives directly within their daily communication tools, ensuring their voices are heard and fostering a culture of openness.

Given an employee is using a linked communication tool, when they want to give feedback on a diversity initiative, then they should be able to submit their comments through the tool, which are then recorded in HarmonyShift immediately.

Feedback Loop for Diversity Initiatives

"As an employee, I want to provide anonymous feedback on diversity initiatives so that I can share my perspectives honestly and contribute to their improvement."

Description

The Feedback Loop for Diversity Initiatives requirement will include functionalities for employees to provide feedback on diversity programs and initiatives. This feature will allow employees to submit their thoughts, suggestions, and experiences anonymously to encourage honesty and open communication. The collected feedback will be analyzed to assess the effectiveness of the initiatives and to guide improvements. By establishing this feedback loop, HR managers can ensure that the initiatives remain relevant and effectively address employee needs, thereby boosting engagement and support for diversity efforts.

Acceptance Criteria

Anonymous Feedback Submission Process for Diversity Initiatives

Given that an employee navigates to the Feedback Loop section in HarmonyShift, when they fill in the feedback form and submit it, then their response should be recorded anonymously without any identifying information stored for future analysis.

Feedback Analysis and Reporting Mechanism

Given that feedback has been collected over a specified period, when the HR manager accesses the feedback analysis dashboard, then they should see a summary report highlighting key themes, sentiment analysis, and actionable insights derived from employee feedback.

User Access and Permission Controls

Given that an HR professional is logged into HarmonyShift, when they attempt to review feedback submissions, then they should only be able to view aggregated data and analysis, while individual submissions remain confidential and inaccessible to unauthorized personnel.

Feedback Visibility and Updates to Initiatives

Given that feedback has been submitted, when the HR department reviews the feedback data and decides on action steps, then changes or updates to the diversity initiatives based on feedback should be communicated to all employees through official channels within one month of feedback submission.

User Experience for Feedback Submission

Given an employee is on the Feedback Loop submission page, when they interact with the interface, then the submission process should take no longer than five minutes and include clear instructions on how to provide constructive feedback.

Integration with Employee Engagement Metrics

Given that feedback has been gathered, when the HR team analyzes employee engagement metrics, then they should be able to correlate the feedback results with employee engagement scores to evaluate the impact of the diversity initiatives.

Secure Data Handling of Feedback Responses

Given that feedback data is collected, when the data is stored in the system, then all submissions should be encrypted and comply with data protection regulations to ensure employee confidentiality and data security.

Diversity Insights Report

The Diversity Insights Report compiles comprehensive analytics on the organization’s diversity and inclusion metrics, providing HR managers with actionable recommendations based on the data. This feature streamlines the reporting process, allowing for effective communication of diversity goals and achievements to stakeholders while promoting informed decision-making and strategy development.

Requirements

Diversity Data Collection

"As an HR manager, I want to easily collect employee diversity data so that I can analyze it to ensure we meet our diversity and inclusion goals and report accurate metrics to stakeholders."

Description

The Diversity Data Collection requirement involves implementing a structured approach to gather demographic data from employees across various categories such as race, gender, age, and sexual orientation. This data will be collected in compliance with relevant privacy regulations and analyzed to generate the Diversity Insights Report. The collection will occur during onboarding and through voluntary updates to ensure current and accurate data. By systematically collecting this data, HarmonyShift enables organizations to identify gaps in diversity and take informed steps toward improvement, benefiting both employee morale and company reputation.

Acceptance Criteria

Diversity Data Collection during Onboarding Process

Given a new employee is going through the onboarding process, when they reach the section for demographic data collection, then they should see fields for race, gender, age, and sexual orientation, with clear instructions that participation is voluntary and confidential.

Voluntary Updates to Diversity Data

Given an existing employee accesses their profile for updates, when they navigate to the diversity data section, then they should be able to update their demographic information with a user-friendly interface, ensuring it reflects their current information while maintaining compliance with privacy regulations.

Compliance with Privacy Regulations

Given that demographic data is collected, when the data is stored, then it should comply with relevant privacy regulations, ensuring that personally identifiable information (PII) is encrypted and access is restricted to authorized personnel only.

Diversity Insights Report Generation

Given that the demographic data has been collected, when an HR manager requests the Diversity Insights Report, then the report should accurately reflect the current diversity metrics and include actionable recommendations based on the analysis of the collected data.

Stakeholder Communication of Diversity Goals

Given that the Diversity Insights Report has been generated, when the HR manager presents it to stakeholders, then they should have access to clear visualizations and narratives that effectively communicate the organization’s diversity goals and achievements.

Monitoring Changes in Diversity Data

Given the demographic data is collected over time, when an HR manager reviews the data annually, then they should be able to see trends and changes in diversity metrics, allowing them to evaluate the effectiveness of diversity initiatives.

Employee Feedback on Data Collection Process

Given that employees have participated in the demographic data collection, when they are surveyed about the process, then they should provide feedback indicating that they felt comfortable, informed, and respected throughout the data collection process.

Real-time Analytics Dashboard

"As an HR manager, I want to access a real-time analytics dashboard that shows our diversity metrics so that I can quickly assess our progress and make informed decisions based on current data."

Description

The Real-time Analytics Dashboard requirement focuses on creating a dynamic dashboard that displays real-time analytics related to diversity metrics. This dashboard will visualize key performance indicators, trends, and comparisons against industry benchmarks. By integrating with existing data sources, the dashboard will allow HR managers to monitor diversity initiatives and make data-driven decisions promptly. The enhancement of visual tools, like graphs and charts, will enable stakeholders to interpret data easily and advocate for necessary changes within the organization.

Acceptance Criteria

Real-time Analytics Dashboard displays diversity metrics during all-hands company meeting.

Given the HR manager is logged into the HarmonyShift platform, when they navigate to the Real-time Analytics Dashboard, then the dashboard must display the most current diversity metrics in an easy-to-read format, including visual elements such as graphs and charts.

HR managers utilize the dashboard to assess diversity initiatives effectiveness after a quarterly review.

Given the quarterly review has concluded, when the HR manager accesses the Real-time Analytics Dashboard, then they should be able to view comparisons of current diversity metrics against previous quarters and industry benchmarks to assess initiative effectiveness.

Stakeholders review the analytics dashboard data for annual reporting purposes.

Given the stakeholders are reviewing data for annual diversity reporting, when they access the Real-time Analytics Dashboard, then they must see a comprehensive summary report that includes actionable insights and recommendations generated from the data.

Internal team conducts a training session on using the analytics dashboard for diversity initiatives.

Given the training session is scheduled, when employees use the Real-time Analytics Dashboard, then they should successfully demonstrate the ability to navigate the dashboard and extract necessary analytics relevant to diversity initiatives.

HR manager generates a report from the analytics dashboard for a diversity committee meeting.

Given the HR manager requests a report, when they utilize the dashboard's report generation tool, then they must receive a fully formatted report containing recent insights, charts, and metrics related to diversity initiatives within 3 minutes.

HR manager checks email alerts for concerning diversity metric deviations.

Given the HR manager is subscribed to email alerts, when a significant deviation in diversity metrics occurs, then they must receive an email notification within 30 minutes of the change with a summary of the issue.

Automated Reporting System

"As an HR manager, I want to generate automated diversity reports so that I can save time while ensuring that our diversity and inclusion efforts are regularly evaluated and documented."

Description

The Automated Reporting System will facilitate the generation of diversity reports at scheduled intervals or upon request. This system will compile data from various sources and present it in a clear, concise format, aligning with organizational objectives and compliance requirements. The reports will include insights, trends, and recommendations for improvement. Automating this process will save time for HR teams and help ensure that diversity is a continual focus for the organization without manual interventions.

Acceptance Criteria

Diversity Insights Report Generation for Weekly Review Meeting

Given that an HR manager has scheduled a weekly meeting, when the report is generated, then the report should include summarized diversity metrics, trends over the past month, and actionable recommendations aligned with the organization’s diversity goals.

On-Demand Diversity Report for Stakeholders

Given that a stakeholder requests a diversity report, when the HR team initiates the report generation, then the system should compile and deliver a report within 5 minutes containing up-to-date diversity statistics and compliance metrics.

Automated Quarterly Diversity Report Distribution

Given that the automated reporting system has been set up for quarterly reports, when the end of the quarter is reached, then a summarized report should be automatically sent to all relevant stakeholders via email, including insights and trends observed during the quarter.

Real-Time Dashboard Display of Diversity Metrics

Given that HR has logged into HarmonyShift, when the HR manager navigates to the Diversity Insights section, then the dashboard should display real-time diversity metrics including gender ratio, ethnicity breakdown, and other relevant diversity indicators.

Error Handling During Report Generation

Given that there is an issue with data retrieval from one of the sources, when the report generation process is initiated, then the system should provide a clear error message to the user and log the error for auditing purposes.

Customization of Diversity Metrics in Reports

Given that an HR manager wants to focus on specific diversity categories, when creating a report, then the system should allow selecting which metrics are included in the report output, ensuring tailored insights are provided.

Integration with Existing Tools for Data Compilation

Given that the organization uses other software for HR analytics, when setting up the automated reporting system, then it should successfully integrate with these tools to compile comprehensive diversity data without manual input.

Stakeholder Communication Tool

"As an HR manager, I want a communication tool that assists in presenting diversity data to stakeholders so that I can effectively communicate our diversity goals and gather their support for our initiatives."

Description

The Stakeholder Communication Tool requirement will provide features that streamline communication of diversity insights to key stakeholders, such as members of the leadership team and board of directors. This tool will offer templates for presentations, easily shareable reports, and highlight critical metrics that need attention. By ensuring that stakeholders are informed and engaged in diversity initiatives, organizations can enhance accountability and support for strategic decisions related to diversity and inclusion.

Acceptance Criteria

Stakeholder Presentation of Diversity Metrics

Given a HR manager prepares a presentation on diversity metrics for the leadership team, when they use the Stakeholder Communication Tool, then the tool should provide a customizable presentation template that includes necessary diversity statistics and recommended insights for improvement.

Sharing Diversity Insights Report

Given an HR manager wants to share the Diversity Insights Report with the board of directors, when they use the Stakeholder Communication Tool, then the tool should allow the user to generate a shareable report in PDF format, ensuring all metrics are correctly included and visually appealing.

Highlighting Critical Metrics

Given a stakeholder is reviewing the diversity insights provided, when they interact with the values presented in the report, then the Stakeholder Communication Tool should highlight metrics that are below target thresholds in red and provide contextual recommendations.

Feedback Mechanism Implementation

Given a stakeholder has reviewed the diversity insights report, when they provide feedback using the communication tool, then the feedback should be captured and stored as a comment linked to the respective report for future reference.

Customization of Reports Based on Stakeholder Needs

Given various stakeholders have different interests in diversity metrics, when the HR manager customizes the report through the Stakeholder Communication Tool, then they should be able to select which metrics and recommendations to include in the report before sharing.

User-friendly Survey Integration

"As an HR manager, I want to conduct user-friendly surveys to gather employee feedback on diversity and inclusion so that I can make informed adjustments to our diversity programs based on their perceptions and experiences."

Description

The User-friendly Survey Integration requirement will introduce tools for conducting employee surveys to gauge perception regarding diversity and inclusion within the workplace. This system will allow the HR team to design customized surveys, distribute them effectively, and analyze the collected responses. By gaining employee feedback, organizations can fine-tune their diversity initiatives based on real experiences and sentiments of the workforce, ultimately improving workplace culture.

Acceptance Criteria

HR managers utilize the User-friendly Survey Integration to create a customized employee survey targeting diversity and inclusion perceptions within the workplace.

Given that the HR manager is logged into HarmonyShift, when they access the survey creation tool, then they should be able to customize questions, choose response formats, and set distribution parameters without requiring additional technical support.

Post survey distribution, responses are collected and reported back to the HR dashboard for analysis and action.

Given that the employee survey has been distributed, when employees submit their responses, then the system should accurately capture and display the results in real-time analytics dashboards to enable timely insights.

The HR team needs to ensure that survey participation is incentivized to achieve a high response rate for valid analytics.

Given that the survey is live, when the HR team implements an incentive strategy, then they should see at least a 70% employee participation rate within one week of distribution based on the analytics provided.

After analyzing the survey responses, HR managers must generate a Diversity Insights Report summarizing the findings.

Given that survey responses are collected, when the HR manager selects the option to generate the Diversity Insights Report, then the report should compile key metrics and recommendations based on the survey data and be downloadable in PDF format.

HR managers must ensure the accessibility of surveys to all employees, including those with disabilities.

Given that the survey is created, when the HR manager reviews its settings, then they should confirm that all questions are compatible with screen readers and support multiple response formats (e.g., text, audio).

The HR team needs to validate that survey questions are steered towards obtaining actionable feedback regarding diversity initiatives.

Given that the HR manager is designing the survey, when they finalize the questions, then all questions must be reviewed and approved to ensure they are directly aligned with the organization's diversity metrics and goals.

Peer Benchmarking Tool

The Peer Benchmarking Tool allows organizations to compare their diversity and inclusion metrics against industry standards and peer organizations. This feature provides insights into how the organization ranks in terms of diversity, enabling HR managers to identify gaps and areas for improvement while learning from the successes of others, encouraging proactive enhancements to D&I strategies.

Requirements

Data Integration API

"As a HR manager, I want to integrate the Peer Benchmarking Tool with existing HR systems so that I can access real-time diversity metrics in one place for effective benchmarking and decision-making."

Description

The Data Integration API requirement involves creating a seamless interface that enables HarmonyShift to pull and push diversity and inclusion metrics from various HR systems and databases. This integration is essential for real-time benchmarking as it allows organizations to have up-to-date data from their existing systems. The API will support various formats and protocols, ensuring compatibility across different software tools, thus making data aggregation user-friendly. By having real-time access to D&I metrics, HR managers can make more informed decisions and track progress more effectively towards their diversity goals.

Acceptance Criteria

Data Pulling from HR Systems

Given that the Data Integration API is properly configured, when a request is made to pull diversity and inclusion metrics from an HR system, then the API should return the latest metrics in JSON format within 2 seconds.

Data Pushing to HR Systems

Given that the Data Integration API is properly configured, when a data set of updated diversity and inclusion metrics is sent to the API, then the metrics should be successfully updated in the target HR system without data loss.

API Data Format Compatibility

Given that the API is designed to support various formats, when the API receives data in XML format, then it should successfully parse and convert the data for use within HarmonyShift.

Real-Time Data Access Validation

Given that the API is actively retrieving data from integrated HR systems, when an HR manager accesses the Peer Benchmarking Tool, then the metrics should reflect real-time data with no more than a 5-minute delay.

Error Handling Mechanism

Given that there is a disruption in data connectivity, when the API attempts to pull metrics, then it should return a clear error message indicating the network issue, ensuring no crash occurs.

Support for Multiple Protocols

Given that the Data Integration API is designed to accommodate different protocols, when a request is made using REST, then the API should successfully retrieve and send data as specified by the RESTful standards.

Customizable Reporting Dashboard

"As a HR manager, I want a customizable reporting dashboard so that I can tailor the visuals to highlight the diversity metrics that are most relevant to my organization’s goals."

Description

The Customizable Reporting Dashboard requirement allows users to generate personalized reports based on selected diversity parameters. This feature should enable users to manipulate data visualization settings, choose specific metrics to display, and save preferred report configurations. This capability enhances user engagement with the tool by providing tailored insights that suit various stakeholders in the organization, such as executives and team leads. Users will benefit from being able to easily present D&I metrics that matter most to their organization, facilitating discussions and strategy sessions.

Acceptance Criteria

User generates a customized report showing diversity metrics for the last quarter.

Given the user is on the Customizable Reporting Dashboard, when they select 'Last Quarter' as the time frame and choose 'Gender Diversity' and 'Ethnic Diversity' as metrics, then the dashboard should display a report containing the selected metrics for the specified time frame, and the user should have the option to save this configuration.

User manipulates data visualization settings on the dashboard to view diversity metrics in different formats.

Given the user is viewing a report on the Customizable Reporting Dashboard, when they select the 'Chart' option from the visualization settings, then the report should update to display data in a chart format, including bar charts and pie charts as selectable options.

User saves a preferred report configuration for future access.

Given the user has customized a report on the Customizable Reporting Dashboard, when they click 'Save Configuration' and enter a unique name for the report, then the system should save the report and allow the user to access it from the 'Saved Reports' section with the correct name displayed.

User compares their organization's diversity metrics to industry standards using the benchmarking tool.

Given the user has access to the Peer Benchmarking Tool, when they select the option to compare their saved report metrics against industry standards, then the system should provide a comparative analysis report highlighting gaps and strengths regarding diversity and inclusion measures.

User shares a customized diversity report with team leads via email directly from the dashboard.

Given the user has created a customized report on the dashboard, when they click on 'Share Report' and enter the email addresses of the team leads, then the system should successfully send the report via email to the provided addresses, confirming that the action was completed.

User can reset the report settings to the default view.

Given the user has made several customizations on the Customizable Reporting Dashboard, when they click the 'Reset to Default' button, then the dashboard should revert to the original settings without any custom metrics or visualization preferences applied.

User selects multiple metrics for a single customized report.

Given the user is on the Customizable Reporting Dashboard, when they select 'Gender Diversity', 'Age Diversity', and 'Education Level' as metrics to display, then the dashboard should reflect all selected metrics in the generated report simultaneously, allowing for comprehensive analysis.

Peer Comparison Analytics

"As a HR manager, I want to access peer comparison analytics so that I can identify how my organization stands against industry standards and peers to improve our diversity initiatives."

Description

The Peer Comparison Analytics requirement involves developing functionalities that allow organizations to select peer firms or industry standards to compare their diversity metrics against. This feature should deliver insights not only on how the organization performs but also why certain peers are excelling. By providing benchmarking analytics, HarmonyShift helps organizations identify strengths and weaknesses in their diversity strategies, encouraging continuous improvement and innovative D&I initiatives.

Acceptance Criteria

User selects specific peer firms for benchmarking diversity metrics through the Peer Benchmarking Tool interface.

Given the user has accessed the Peer Benchmarking Tool, When they select at least three peer firms from a list of available options, Then the system should display comparative diversity metrics between the user's organization and the selected peers.

User generates a report comparing their diversity metrics with industry standards after selecting relevant benchmarks.

Given the user has selected industry standards for comparison, When they click on the 'Generate Report' button, Then the system should produce a detailed report outlining key diversity metrics, comparisons, and insights.

User analyzes the insights provided by the benchmarking tool to identify strengths and weaknesses in diversity strategies.

Given the user has accessed the generated report, When they review the insights section, Then the user should be able to clearly see identified strengths and areas for improvement based on peer and industry comparisons.

User customizes the benchmarking metrics to align with specific diversity goals of their organization.

Given the user is in the settings of the Peer Benchmarking Tool, When they input custom metrics and save, Then the tool should apply these metrics to the benchmarking analysis results.

User views historical benchmarking data to track diversity progress over time.

Given the user selects a timeframe for analysis, When they access the historical data section, Then the system should display trends and changes in diversity metrics over the selected timeframe.

User receives notifications about significant changes in peer diversity performance that may impact their organization.

Given the user has set up alert preferences in the system, When a peer organization experiences a significant shift in diversity metrics, Then the user should receive a notification highlighting the change and its implications.

User engages with an interactive dashboard showcasing D&I benchmarking results and insights.

Given the user navigates to the dashboard section, When the data loads, Then the dashboard should display interactive graphs and tables illustrating comparative diversity metrics and insights for easy interpretation.

Notifications and Alerts System

"As a HR manager, I want to receive notifications and alerts for significant changes in our D&I metrics so that I can take timely action to address any issues and recognize achievements."

Description

The Notifications and Alerts System requirement serves to keep HR managers informed about critical changes in their D&I metrics or when benchmarks are achieved. This functionality should allow users to set personalized triggers based on specific conditions, such as a significant drop in diversity numbers or completion of a diversity initiative. The timely alerts will enable HR to respond swiftly to potential issues and celebrate progress in diversity efforts, fostering a proactive culture.

Acceptance Criteria

HR Manager setting up alerts for diversity metric changes

Given an HR manager is on the Notifications and Alerts setup page, when they select the trigger 'significant drop in diversity numbers' and set the threshold to 10%, then an alert should be activated when the diversity percentage drops below that threshold.

HR Manager receives an alert when benchmarks are achieved

Given an HR manager has set a benchmark alert for achieving 50% diversity inclusion, when the diversity metrics reach 50%, then the HR manager should receive a notification through email and the platform dashboard indicating the benchmark has been achieved.

Monitoring alert delivery for critical changes

Given an HR manager has enabled the alert for critical changes, when a significant drop occurs in any D&I metric, then the system must log the alert delivery and ensure it is received within 5 minutes of detection.

User interface for setting personalized triggers

Given an HR manager is accessing the trigger settings, when they successfully set a personalized trigger and save their preferences, then the system must confirm the save action with a success message visible on the screen.

HR Manager reviewing past alerts for D&I metrics

Given the HR manager navigates to the alerts history page, when they filter the alerts by date and type, then the system should display all past alerts relevant to the selected criteria accurately.

Integration with existing HR management tools

Given the Notifications and Alerts System is integrated with third-party HR tools, when a D&I metric changes in the primary system, then the notification should be sent to the integrated tools without any delays or errors.

User customization of notification preferences

Given an HR manager is in the notification preferences section, when they choose their preferred method of notification (email, SMS, in-app), then the system should store these preferences and use them for future notifications accordingly.

User Training and Resources Module

"As a HR manager, I want access to training materials and resources for the Peer Benchmarking Tool so that my team can maximize its use and understand its features thoroughly."

Description

The User Training and Resources Module requirement focuses on providing comprehensive resources and training materials within the platform to help users effectively utilize the Peer Benchmarking Tool. This includes tutorials, best practices, success stories, and interactive guides. By equipping users with necessary knowledge and skills, HarmonyShift enhances user adoption and ensures that the tool’s benefits are fully leveraged for D&I strategies.

Acceptance Criteria

User Accessing Training Materials for the Peer Benchmarking Tool

Given a user logs into HarmonyShift and navigates to the User Training and Resources Module, When the user selects the Peer Benchmarking Tool section, Then the user should be able to view a list of available training materials including tutorials, best practices, and success stories.

User Completing a Training Module on the Peer Benchmarking Tool

Given a user is viewing a training tutorial on the Peer Benchmarking Tool, When the user completes the tutorial, Then the system should display a confirmation message indicating successful completion and provide a link to additional resources.

User Interacting with Interactive Guides of the Peer Benchmarking Tool

Given a user is using the Peer Benchmarking Tool, When the user clicks on the interactive guide link, Then the interactive guide should open without errors and allow the user to navigate through the guide seamlessly.

User Providing Feedback on Training Materials for the Peer Benchmarking Tool

Given a user completes a tutorial or training session, When prompted for feedback, Then the user should be able to submit their feedback, and the system should record it for analysis.

User Searching for Specific Training Resources of the Peer Benchmarking Tool

Given a user is in the User Training and Resources Module, When the user enters a search query in the search bar for training resources, Then relevant resources should be displayed that match the search criteria.

User Navigating Between Different Training Topics Related to the Peer Benchmarking Tool

Given a user is viewing training materials for the Peer Benchmarking Tool, When the user selects a different topic from the topic list, Then the new topic's resources should load within 3 seconds from the selection.

User Accessing Performance Metrics Post-Training on the Peer Benchmarking Tool

Given a user has completed training on the Peer Benchmarking Tool, When the user accesses the performance metrics section, Then the tool should reflect any enhancements in understanding or usage of metrics compared to the previous period.

Engagement Fuel Dashboard

The Engagement Fuel Dashboard visualizes the correlation between diversity metrics and employee engagement levels. This feature provides HR managers with valuable insights into how diverse teams impact overall morale and productivity. By understanding these dynamics, organizations can develop tailored strategies that leverage diversity to enhance overall employee engagement and foster a more inclusive work culture.

Requirements

Diversity Metric Integration

"As an HR manager, I want to see real-time diversity metrics integrated into the Engagement Fuel Dashboard so that I can assess their impact on employee engagement and implement strategies for improvement accordingly."

Description

The Diversity Metric Integration requirement involves embedding various diversity metrics into the Engagement Fuel Dashboard. This will enable the platform to automatically pull data from existing HR systems, ensuring the dashboard reflects real-time diversity data. With this integration, HR managers can quickly access the correlation between diversity metrics and employee engagement levels, enabling informed decision-making to enhance team morale and productivity. It is crucial for fostering an inclusive workplace by providing actionable insights based on current metrics, thus empowering HR to strategize effectively around diversity initiatives.

Acceptance Criteria

Integration of diverse metrics into the Engagement Fuel Dashboard will be tested by an HR manager during a scheduled reporting period to assess the real-time display of the data relevant to employee engagement and diversity.

Given the HR manager has access to the Engagement Fuel Dashboard, when they select the diversity metrics integration feature, then the dashboard should display real-time diversity data accurately reflecting the current statistics from existing HR systems without any errors or delays.

The system will be evaluated during a user acceptance testing (UAT) session where HR managers will check the ease of accessing diversity metrics and their correlation with employee engagement levels for effective decision-making.

Given a set of predefined diversity metrics, when an HR manager accesses the dashboard, then they should be able to view correlations with employee engagement levels in a clear and interpretable format within 3 clicks.

Post-implementation, the feature will undergo an evaluation to measure the accuracy of the data displayed in the Engagement Fuel Dashboard against the data from existing HR systems over a period of one month.

Given the dashboard is up and running, when comparing the displayed diversity metrics to the original HR system data over a 30-day period, then there should be at least a 95% accuracy rate in data representation.

HR managers will utilize the dashboard to create a report highlighting diversity impacts on engagement levels for a quarterly management review meeting.

Given the HR manager is preparing a report, when they generate the report using the dashboard data, then the report should include at least 3 actionable insights based on the correlation between diversity metrics and employee engagement.

During the dashboard's first month of operation, HR teams will review the performance of the dashboard in delivering insights for improving workforce diversity strategies.

Given that the dashboard has been in use for one month, when team members assess the usefulness of the insights provided, then at least 80% of users should express satisfaction in how the insights have helped inform diversity strategies.

Engagement Visualization Tools

"As an HR manager, I want interactive visualization tools in the Engagement Fuel Dashboard so that I can easily understand the data correlations and trends impacting employee engagement and diversity."

Description

The Engagement Visualization Tools requirement focuses on developing interactive graphical components within the Engagement Fuel Dashboard. These tools will facilitate the visualization of the relationship between diversity and employee engagement through various charts, graphs, and heat maps. By providing dynamic and visually appealing representations of data, HR managers can better grasp complex correlations and derive insights faster. This will aid in identifying trends, measuring the effectiveness of diversity initiatives, and ultimately enhancing employee engagement strategies.

Acceptance Criteria

HR manager accesses the Engagement Fuel Dashboard to visualize how diversity metrics are affecting employee engagement levels during a quarterly review meeting.

Given the HR manager has logged into the platform, when they navigate to the Engagement Fuel Dashboard, then the dashboard displays interactive charts showing diversity metrics and corresponding employee engagement levels for the last quarter.

An HR manager filters the data on the Engagement Fuel Dashboard to analyze specific departments in relation to diversity and employee engagement.

Given the HR manager selects a specific department filter, when they apply the filter, then the dashboard displays only the graphs and charts relevant to the selected department's diversity metrics and employee engagement statistics.

An HR manager uses the Engagement Fuel Dashboard to identify trends in employee engagement relative to diversity initiatives over time.

Given the HR manager is viewing the Engagement Fuel Dashboard, when they select the time range option from the last year, then the dashboard updates to show trend graphs depicting changes in employee engagement levels associated with diversity initiatives throughout that period.

During a strategy meeting, an HR manager presents the findings from the Engagement Fuel Dashboard about the correlation between team diversity and engagement levels among employees.

Given the HR manager is presenting data from the dashboard to stakeholders, when they highlight specific charts and findings, then the stakeholders can easily understand the correlation between diversity metrics and engagement based on clear visual representations.

New employees use the Engagement Fuel Dashboard to get insights into the company's diversity efforts and their impact on employee engagement during their onboarding process.

Given new employees have access to the Engagement Fuel Dashboard during onboarding, when they review the diversity and engagement section, then they see an overview of key metrics visualized in an easily understandable format that highlights the company's commitment to diversity and inclusion.

An HR manager generates a report from the Engagement Fuel Dashboard to share with senior leadership regarding the effectiveness of diversity initiatives.

Given the HR manager selects the export report option, when they generate a report, then the report includes clear visualizations from the dashboard that summarize key findings related to diversity and employee engagement.

HR professionals collaborate through the Engagement Fuel Dashboard to discuss strategies based on the insights gained from employee engagement and diversity metrics.

Given a group of HR professionals is using the dashboard collaboratively, when they discuss and interpret the interactive visualizations, then they are able to reach consensus on actionable strategies to improve diversity and engagement based on data-driven insights.

Customizable Reporting Features

"As an HR manager, I want customizable reporting features in the Engagement Fuel Dashboard so that I can tailor reports to my specific needs and share insights with stakeholders more effectively."

Description

The Customizable Reporting Features requirement seeks to enable HR managers to generate tailored reports from the Engagement Fuel Dashboard. Users will be able to select specific metrics, timeframes, and visualization formats to create reports that suit their unique needs. This capability will enhance strategic planning and enable HR teams to present findings to stakeholders effectively. Reporting can be automated or manually customized, thereby providing flexibility and ensuring accessibility of the required information when needed.

Acceptance Criteria

HR Managers need to generate a report on employee engagement metrics over the past quarter to present in a leadership meeting.

Given that the HR manager is on the Engagement Fuel Dashboard, when they select 'Employee Engagement' from the metrics dropdown and set the timeframe to 'Last Quarter', then the system should generate a report displaying the selected metrics accurately in real-time.

An HR manager requires a visual representation of diversity metrics to assess team performance for the past year.

Given the HR manager is on the Engagement Fuel Dashboard, when they choose 'Diversity Metrics' and 'Last Year' as the timeframe and select 'Bar Chart' as the format, then the system generates a bar chart report showing the diversity metrics for the specified period.

The HR team wants to automatically receive monthly reports on employee engagement levels to track progress over time.

Given the HR manager is on the reporting settings page, when they select 'Monthly Engagement Report' from the automated reports options and set the delivery method to 'Email', then the system should successfully schedule the report to be sent via email at the beginning of each month.

A manager needs to create a one-off report focusing on specific employee demographics for a diversity workshop.

Given the manager is utilizing the report generation feature, when they filter the metrics by 'Demographic Group' and specify 'Women - Managers', then the generated report should exclusively reflect engagement levels of women in management positions.

HR wants to share a customizable report with stakeholders from the Engagement Fuel Dashboard.

Given the HR manager has generated a report, when they select 'Share' and input stakeholder email addresses, then the system should successfully send the report to the specified recipients in the chosen format (PDF/Excel).

An HR manager needs to pull a comparative report on employee engagement trends for diverse teams versus non-diverse teams.

Given that the HR manager is on the Engagement Fuel Dashboard, when they select 'Engagement Trends' and choose both 'Diverse Teams' and 'Non-Diverse Teams' for the report, then the system should generate a comparative report showing engagement levels side by side for the specified groups.

User Training and Onboarding Module

"As a new HR manager, I want a training module for the Engagement Fuel Dashboard so that I can quickly learn how to use the features and make the most of the insights on employee engagement."

Description

The User Training and Onboarding Module requirement is essential for providing HR professionals with comprehensive training on how to utilize the Engagement Fuel Dashboard effectively. This module will include tutorial videos, guides, and interactive sessions to ensure users understand how to interpret the data and leverage insights for better engagement strategies. Proper onboarding is critical to maximizing user adoption and ensuring that HR teams can fully leverage the capabilities of the dashboard from day one.

Acceptance Criteria

User completes the onboarding module and successfully navigates to the Engagement Fuel Dashboard for the first time.

Given the user has completed the User Training and Onboarding Module, when they access the Engagement Fuel Dashboard, then they should be able to view and interpret at least three diversity metrics.

HR manager participates in an interactive session to gain insights on dashboard functionalities.

Given the HR manager is in the interactive onboarding session, when the session concludes, then they should demonstrate the ability to utilize one key feature of the Engagement Fuel Dashboard by providing an example related to their team's diversity metrics.

User accesses tutorial videos related to the dashboard functionalities to enhance their understanding.

Given the user is in the User Training and Onboarding Module, when they watch all available tutorial videos, then they should be able to correctly answer at least five out of seven quiz questions designed to test retention of the tutorial content.

HR professional seeks assistance for training on user engagement strategies based on the dashboard data.

Given the HR professional has reviewed the training modules, when they request support from the training team, then they should receive a response with tailored recommendations for leveraging dashboard insights within 24 hours.

User interacts with the training guides available within the module to enhance their skills.

Given the user accessed the training guides, when they complete the interactive exercises provided in the guides, then they should achieve a completion rate of 100% for those exercises.

An HR manager evaluates the user adoption rates post-training using data from the dashboard.

Given the HR manager has implemented the onboarding module for their team, when they review user adoption data over the next three months, then at least 80% of team members should have utilized the Engagement Fuel Dashboard at least once during that period.

User tests their understanding of diverse metrics through a feedback session after completing the onboarding module.

Given the user has completed all parts of the User Training and Onboarding Module, when they participate in a feedback session, then they should be able to articulate three actionable insights based on the diversity metrics reviewed during their training.

Feedback Collection Mechanism

"As an employee, I want a feedback collection mechanism in the Engagement Fuel Dashboard so that I can share my thoughts on engagement initiatives, helping the organization enhance the work environment."

Description

The Feedback Collection Mechanism requirement entails creating a feature that allows employees to provide feedback directly through the Engagement Fuel Dashboard. This will facilitate direct input from employees regarding their engagement levels and experiences related to diversity initiatives. Collecting feedback is essential for continuously refining engagement strategies and improving organizational culture. The collected feedback will be analyzed and visualized alongside engagement metrics to fully understand its impact and areas of improvement.

Acceptance Criteria

Feedback Submission via Engagement Fuel Dashboard

Given the employee is logged into the HarmonyShift platform and accesses the Engagement Fuel Dashboard, when the employee provides feedback through the designated feedback input field and submits the feedback, then the feedback should be successfully recorded and confirmation of submission should be displayed to the employee.

Feedback Visibility in Metrics Report

Given feedback has been submitted by multiple employees on the Engagement Fuel Dashboard, when an HR manager views the engagement metrics report, then all the submitted feedback should be associated with the relevant diversity metrics in the report visualization.

Feedback Analysis and Insights Generation

Given a number of feedback submissions related to diversity initiatives are collected over a defined period, when the data is analyzed, then actionable insights should be generated that link employee engagement levels to diversity metrics and are displayed on the dashboard in a user-friendly format.

User Access Control for Feedback Submission

Given the feedback collection feature is implemented, when an unauthorized user attempts to access the feedback submission feature on the Engagement Fuel Dashboard, then the user should be redirected to a message stating that feedback submission is restricted to authorized personnel only.

Feedback Anonymity Assurance

Given the feedback submission mechanism allows for anonymous feedback, when an employee submits feedback anonymously, then the feedback must not reveal the identity of the employee in any reports or analytics.

Feedback Collection User Experience

Given the feedback collection mechanism is developed, when an employee navigates to the feedback submission area, then the interface should be intuitive and user-friendly, allowing feedback to be submitted in less than 2 minutes without confusion.

Real-Time Feedback Notification to Managers

Given that feedback has been submitted through the Engagement Fuel Dashboard, when the feedback submission occurs, then designated managers should receive a real-time notification about the new feedback for prompt analysis.

Product Details

Vision & Mission

Problem & Solution

Details & Audience

User Personas

Recruitment Ray

Background

Needs & Pain Points

Needs

Pain Points

Psychographics

Channels

Onboarding Olivia

Background

Needs & Pain Points

Needs

Pain Points

Psychographics

Channels

Engagement Ethan

Background

Needs & Pain Points

Needs

Pain Points

Psychographics

Channels

Performance Paula

Background

Needs & Pain Points

Needs

Pain Points

Psychographics

Channels

Operations Owen

Background

Needs & Pain Points

Needs

Pain Points

Psychographics

Channels

Techie Tara

Background

Needs & Pain Points

Needs

Pain Points

Psychographics

Channels

Product Features

Skill Gap Analysis

Requirements

Role-Based Skill Assessment

Description

Acceptance Criteria

Employee Self-Assessment Module

Description

Acceptance Criteria

Training Program Recommendation Engine

Description

Acceptance Criteria

Real-Time Skill Tracking Dashboard

Description

Acceptance Criteria

Personalized Learning Pathways

Requirements

Skill Gap Analysis

Description

Acceptance Criteria

Dynamic Learning Path Creation

Description

Acceptance Criteria

Progress Tracking and Feedback

Description

Acceptance Criteria

Integration with External Learning Resources

Description

Acceptance Criteria

Analytics Dashboard for Managers

Description

Acceptance Criteria