Tesla

Design thinking improving HR process.

Challenge & Selection:

I work on an IT company in the HR department. There is a current issue on our career model and  our performance management system. At a first glance, employees are not satisfied on their  evaluations nor their career plans. Our response rate on our performance review system has  decreased over the last years. I have heard employees talk about the system lacks objectivity, hard  to follow, and it’s not appealing to use. However, it is not yet clear what the real problem is. I  believe we need to have a deeper understanding in different aspects such as: “does the current  process fits with the needs of the organization?” Or, does the career model align with the needs of  the organization?

In order to have a clearer understanding of the problem I think Visualization is a right fit to  understand and verbalize what our main customers see or think. I’d really like to know more about  why our employees feel so demotivated to participate in our performance management  processes. Perhaps, there are other reasons we haven’t considered them yet which I’d really like  to understand. I would like to have the input of all level employees: managers, mid-managers and  individual contributors.

In the techniques of visualization, I will use a flowchart, which I think it’s intuitive and easy to  follow.  I’d like to define questions that can analyze different scenarios in order to identify what  reasons are “triggering” or causing the dissatisfaction with performance evaluations. Then, I will  group the reasons on different premises of causation, for example: “by the process”, “career  model” or “external factors”.

Application

Before starting with the technique of the flowchart and visualization, I will do stakeholder power  analysis, in order to understand who have more influence on participating trough this process. I  will then, section them into different focus groups to have their insight, and identify where they  think the problem is.

Once I have gathered the data, I will present different charts and group 5 different groups of  stakeholders to discuss different questions such as: What external factors are possibly influencing  the perception of our performance evaluation? Are career model is aligned with the vision of the  organization? Is our career model clear and understandable on how someone can build up a  career? Does our career model fit with the technological application? What is the perception of  our performance evaluation?

Once these questions are displayed I will ask the participants of the group to display their answers  to the questions. I will ask them to list their answers on these different questions and try to  conduct and find a relationship between these answers. After the sessions are finalized, I will sort

out the answers and find the relationship between these answers and create a new model that fits  with all the points of view discussed.

Insight & approach

While applying this exercise I learned that there are different opinions discussed I haven’t yet  considered. Some of the things that were yet challenging were to create a sort of consensus  between the different ideas of the stakeholders and the influence of each one of them. I also  learned that it was central thing listening to the customer’s opinion. Planning and planning was a  key factor to keep the exercise successful.

I will certainly try to do things a bit differently. I will try to first do all the exercise in a smaller time  frame. This is because doing this in large time frames the follow up sometimes loose the  objectivity and some other factors mixed up with the exercise.


Tesla Design thinking improving HR process . Challenge & Selection : I work on an IT company in the HR department . There is a current issue on our career model and our performance management system . At a first glance , employees are not satisfied on their evaluations nor their career plans . Our response rate on our performance review system has decreased over the last years . I have heard employees talk about the system lacks objectivity , hard to follow , and it ’s not appealing to use . However , it is not yet clear what the real problem is . I believe we need to have a deeper understanding in different aspects such as : “ does the current process fits with the needs of the organization ? ” Or , does the career model align with the needs of the organization ? In order to have a clearer understanding of the problem I think Visualization is a right fit to understand and verbalize what our main customers see or think . I ’d really like to know more about why our employees feel so demotivated to participate in our performance management processes . Perhaps , there are other reasons we have n’t considered them yet which I ’d really like to understand . I would like to have the input of all level employees : managers , mid - managers and individual contributors . In the techniques of visualization , I will use a flowchart , which I think it ’s intuitive and easy to follow . I ’d like to define questions that can analyze different scenarios in order to identify what reasons are “ triggering ” or causing the dissatisfaction with performance evaluations . Then , I will group the reasons on different premises of causation , for example : “ by the process ” , “ career model ” or “ external factors ” . Application Before starting with the technique of the flowchart and visualization , I will do stakeholder power analysis , in order to understand who have more influence on participating trough this process . I will then , section them into different focus groups to have their insight , and identify where they think the problem is . Once I have gathered the data , I will present different charts and group 5 different groups of stakeholders to discuss different questions such as : What external factors are possibly influencing the perception of our performance evaluation ? Are career model is aligned with the vision of the organization ? Is our career model clear and understandable on how someone can build up a career ? Does our career model fit with the technological application ? What is the perception of our performance evaluation ? Once these questions are displayed I will ask the participants of the group to display their answers to the questions . I will ask them to list their answers on these different questions and try to conduct and find a relationship between these answers . After the sessions are finalized , I will sort out the answers and find the relationship between these answers and create a new model that fits with all the points of view discussed . Insight & approach While applying this exercise I learned that there are different opinions discussed I have n’t yet considered . Some of the things that were yet challenging were to create a sort of consensus between the different ideas of the stakeholders and the influence of each one of them . I also learned that it was central thing listening to the customer ’s opinion . Planning and planning was a key factor to keep the exercise successful . I will certainly try to do things a bit differently . I will try to first do all the exercise in a smaller time frame . This is because doing this in large time frames the follow up sometimes loose the objectivity and some other factors mixed up with the exercise .