Wise Peakon - Conceptual HR Benefits Management SaaS

◦ Research Insights gathered from the HR department at SCAD

“It is extremely hard to show total benefits package for each employee.”

“We are constantly in estimation mode, and it may take several months to research and balance all benefits.”

Why the challenges matters for all HR administration

A fall 2021 Workhuman survey found that 66% of employees are waiting to review their company's new benefits offerings before deciding whether to stay or go. According to Cengage Group, 89% of workers who quit or had planned to quit said they felt burned out and unsupported.

$121,000 lost

per departing employee based on hiring costs and lost productivity
- The Economist

$ 7 trillion

in lost productivity due to disengaged employees
- CISION

80%

of workers are either actively looking for a new job or are open to one
- Gullup

Conducted Qualitative

Interviews to gather insights

Before starting the project, we conducted interviews with SCAD's Chief of Human Resources Officer, Lesley Hanak, and 4 HR managers to understand their pain points and needs in benefits administration.

◦ Solution Highlights

Problem
The HR budget estimation challenge stems from the need to tailor benefits to each employee, which creates a time-consuming cycle – individual discussions, data collection, and quarterly reports.
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‍Solution
Analyzing benefit costs, using clear visuals, and leveraging historical trends empowers HR to forecast the budget, escaping the constant estimation loop.

Problem
Time-consuming in discussing benefit preferences with each individual and coordinating with benefits brokers to get Current Procedural Terminology (CPT) code reports to predict future spending.
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‍Solution
Bringing all benefits into one system and automates the workflow - enrolling new hires, updating deductions, and sending benefits programs to eligible employees.

◦ Iterations based on Usability Test for the Employee System

Initial Design Approach

As seen in design versions 1 to 4 below, our initial approach to designing the employee system focused solely on evoking employees' emotions, aiming to make them feel validated by their company through a comprehensive list of benefits.

Qualitative User Testing

An intensive week-long study with 6 participants

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We found out that our initial designs attract users and have received positive feedback on emotional engagement. However, this engagement complicates the process for users to revisit and review benefits information later, as it increases the workload and complicates the user flow needed to complete tasks.

Hedonic Treadmill Effect

A Hedonic Treadmill Effect is when human beings experience good things, such as winning a lottery, buying a new house or car, or attain a long-awaited promotion. Over time, they adapt to this new level of happiness, often leading to a desire for even more to sustain or increase that feeling.

From our study (as shown above), we discovered that as the week progressed, if users were not introduced to any new experiences (interactions in interfaces), they gradually adapted to the initial level of satisfaction. This adaptation led to an increasing desire for more novel stimuli to sustain or enhance their initial positive feelings.

For example, in week 7, one of the users said
"What was once a fun experience now feels bored and frustrating and finding specific information takes so much steps now..."

◦ Employee System Final Design

Solution
We found out that UX Writing gives better effects into the B2B structural interfaces. We decided to maintain a card interface structure and used phrases like "NEW" and "You've got a new benefit package."

We also integrated a motion design, giving users the sensation of unwrapping a gift from the company, fostering feelings of validation and appreciation.