Nodemap Job architecture

The team

1 designer, 1 PM, 3 developers

goals

Enable organizations to set up and easily manage their skills infrastructure and career architecture to empower people-related functions.

problem statement

V1:

As a Skills Admin, I need to be able to view and edit my Company Job architecture in the form of a Nodemap to understand better the relationships between job families and role groups and how skills are interconnected.

As an admin, I want to be able to view and edit my Company Job Architecture as a node map to get a better sense of how my job families and role groups look like and which skills are related to each other. (pull from PI-1)

Use cases:

Admin wants to get a perspective of how the CJA is currently structured
Admin wants to understand how many role groups are assigned to the Product Management job family and which skills are related to each other.
Admin wants to get a sense of where there are issues that need to be fixed (Role Groups, Role levels, Skills attached to RG/RL, level type)

current

The list/table view drop-down sections with Role groups, Role levels, and Job families on the individual pages. It is hard to see the relationships between them.

target personas

Instance Admin (Responsible for instances’ health and best practices)

Maintenance, deploy changes keep up-to-date
Prevent, manage, and resolve issues
Manage users, roles

requirements

Grouped and single nodes
Search, search history, and clear search.
highlighted the search results on the map
Type-ahead component with section breakdown
Loading screen for larger data
Center searched node with clear highlighted visual treatment and node path
Interactive with de-emphasized nodes

card visual

Talk about the changes
Talk about how I worked with the Platform team + improve the component

User research

As an admin, I want to:

Have a bird-eye view to see the full-end-end Company Job Architecture in a quick, understanding way
Be able to view and edit my Company Job Architecture as a node map to get a better sense of how my job family and which skills are related to each other.
Get a sense of where there are issues that need to be fixed
Able to update and change

Interview by Wiebke Hurrelman

Synthesis by Chris Geison

Top 5 findings:

Participants were generally very pleased with the node map, seeing it as a helpful visualization and tool
Participants were confused about labeling
Participants were enthusiastic about “related skills,” and most hoped the tool would eventually provide recommendations for skill and job structure updates.
Many explained how the addition functions like search, sorting, and filters would assist them in their roles.
Some expressed interest in integrating dynamic data, such as industry data or sales pipelines that could inform strategic decisions regarding job architecture modifications, talent acquisition, and skill architecture updates.
Design feedback from confusion about the number listed to the icons in the upper right to an expectation that the user would be able to click on Role group to see the next level

Top 5 recommendations

Make node-naming configurable and use industry-adopted nomenclature.
Disambiguate org structure from job architecture. Determine the priority of the various related hierarchies. How to display and provide interaction between them
Lean heavily into recommendations based on Related Skills and skills and job architecture data (headcount per role, changes to skill requirements …
Investigate integration of dynamic data (industry data, changes to org structure. and sales pipeline)
Invest in usability improvements ranging from design changes (clarifying numbers and icons) to new functionality (sort, search, filter…)

Suggested next steps

Create a simple prioritization framework based on effort and impact. Survey engineering will determine effort, survey EGD leadership, and Now on Now will be used to determine impact.
Interview someone for compensation to get their input on this work.
Conduct competitive research on the nomenclature used by Workday (and perhaps other HCMs) Mercer, Willis Towers Watson…

Nodemap pi_2

Nodemap / Job Architecture Single search

As an admin, I want to view and edit my Company Job Architecture hierarchically to understand better how my job families and role groups look and which skills are related.

Use cases:

Link to skill matrix from the side panel
Admin to get a perspective as to how many employees are there within each category, family, and role group
Admin wants to be able to search for items within the job architecture.

Description:

Search for elements in the job architecture for easy access

Search typeahead
Single search
Clear search
Search results in the search bar show the section title
High-light the search results on the map

(P_1) W - Slippage

Role level autofill - Role group flow
Defects - Recommendations in the Flow of Work (foundational workflow, interaction - model enhancement)
As a Job Architecture/Skill Admin, I want to get recommendations on relevant Skills and role groups to add to my Role Groups while I am working on those so that I can easily enhance them.
Use cases:
(1) When creating a new role group, the admin wants to see related skills and role groups to fill it more quickly
(2) When reviewing a Role Group within the skills matrix, the Admin can see if there are new skills to be added in related to existing ones
(3) When reviewing a Role Group within the related Role groups, the Admin can see if there are new Role Groups to be linked in related to the existing ones
Add functions:
- Add refresh
- Where is the recommendation source from
- Metric for sorting

Activity feed

Activity log, Role group, Role levels and Skills

As a Skills Admin, I must examine a given role group or skill. I want to understand who made changes in the past and why so I can better understand and make the right decisions.

Description:

To understand who changed which role group, role level, and skill (and possibly revert certain changes), we need a way to capture the history of each of those elements. (pushed back the revert function)

job progressions (Configuration)

Company Job Architecture / Job Progressions (on-hold)

As an admin, I want to be able to edit the job-level progressions and job proficiency autofill configuration in Workspace. There are two stories. (1) Job progression (2) Map view

Key use case:

Define the ability to add skills to the profile (employee-only, manager-only) - for a given group/org/job family/role group
Autofill all skill proficiencies
Set up role progressions

Configuration: Employee Profiles

As an admin, I want to be able to configure all skill widget-related settings inside the Workspace without needing to find the settings in the platform view.

Skills widgets included:

Skill intelligence plugin to turn on /off
Skill proficiency
Skill section:
- Able to edit header/body text
- Expanded/collapsed
- Add more skill sections
Ability to add skills to profile (Admin, manager, and employee)

(P_#) skills recommendation enhancements (WIP)

Add source of the recommendation

QA Process improvement

Release process:

Alignment, productivity, and design quality (post-implementation)

Tracking sheet

Ensure everyone is on the same page and has the same current instance link.
Update the sheet after each review meeting.
- Epic/story
- Issue type
- Issue screenshot (and link)
- Issue descriptions
- Recommendation screenshots
- Reported by
- Status
- Owner of the task
- Action plan
- QA review notes
- QA final sign-off

Figma

Clear specs on the current issue and recommendations based on the current instance link
Mark the current screen (the issue), and have another screen for the correct screen.
Maintains clear and transparent communication with the team

Create a QA group chat. If the scope is big, you can break it down by QA projects.

notes:

About the team and company

Design Process

Understand Phase
- Understand the user and the right problem to solve
- “Discover”
  - Define the business opportunity and understand our customers and users
- “Identify”
  - Identify the target audience and align on the desired user and customer success.
Ideate Phase
- Ideate and narrow on the best solution
  - Explore
    - Explore the solution space by generating multiple ideas and approaches
  - Test
    - Converge on the solution that best solves the customer's problem within our constraints.
Define
- Define the best way to build the solution
  - Refine
    - Rapid iteration to optimize the solution
  - Validate
    - Finalize and hand off for implementation
Implement
- Implement and verify the solution is ready to use
  - Build
    - Engineering implements a true-to-design implementation of the product.
  - Finish
    - Ensure the implementation is high-quality and working as expected.

Presentation notes (ISD)

What is ISD?

Intelligent Service Delivery is a set of smart capabilities that can be leveraged to enhance employee experiences and boost the productivity of those who support them.

ISD capabilities

Intelligent Service Delivery in Center

Skill Intelligence
Universal Request and Tasking
Issue Auto Resolution + CI
Proactive Prompts
AI Search
Predictive Intel Framework
Generative AI

Skill Intelligence

A set of initiatives utilizing our skills graph to interconnect skills, roles, and individuals, facilitating employee growth, talent management, and organizational outcomes.

There are three sections.

Skills core
- The skills ontology and the data infrastructure for skill intelligence
Employee experience
- Create and maintain skill profiles for an employee
- Enablement of employee growth and development
Skills administration
- Organizational onboarding of skills, their architecture and the maintenance of skills

Customer goal

Help us centralize our skills and talent infrastructure to begin the transition into a skills-based organization, embracing a new operating model for work and the workforce.

Business goal

Build a product that can be used at scale by any customer who desires to transform into a skills-based organization.

Product goal

Enable organizations to set up and easily manage their skills infrastructure and career architecture to empower people-related functions.

Design goal

Ensure the experience is user-friendly and can scale to meet the needs of different users and organizations.

The skills admin challenge

Create a net-new ecosystem to support the onboarding and administration of skills intelligence.

Product Principles for SI Admin

Time to value: Get set up in a day
In-house empowerment
HCM/ATA integration, build on your exciting HR data
Industry-backed framework: Built on established skills and roles.
Unfield skills management: Integrate and manage various skill sources effortlessly
Smart recommendations: Receive skill and role insights
SME collaboration: Engage expert partners for key decisions

Create a net-new ecosystem to support the onboarding and administration of skills intelligence.

Jobs-to-be-done

As an HR Talent Manager, I want to define and organize jobs clearly within my company’s role architecture so I can ensure efficient HR processes, talent development, and compliance with industry standards.

*Notes: look into Val’s video

Home Dashboard

Provides a high-level overview of the health of an organization’s skills and role architecture infrastructure.

Job Family (engineers)
Roe groups (object A) (like frontend eng, backed eng, ML eng ….)
Set of role levels (object B) + Set of skills (Object C)

WIP** Work on this more ……..

EDG team goals (WIP)*

Look at Ying’s notes

Talent SI, ServiceNow Talent Journey

Delivering an exceptional and inclusive employee experience

Find me > Welcome Me > Grow Me > Engage Me > Reward Me