back to impact
turning everyday hr work into faster, smarter workforce management
designing one hcm experience for onboarding, performance, learning, and employee development.
multi-market use
supporting organizations across the nordics
industry
hr technology
type
cloud-based hcm platform
mandate
end-to-end product experience design
the platform
a growing SaaS company in norway set out to build a more complete way for organizations to manage people, performance and development.
the product brought onboarding, employee data, appraisals, learning and feedback into one hcm environment. clarient helped shape that ambition into an experience hr teams could use without adding more process to already busy working days.
the product brief
clarient worked with the client from early research through product design and validation.
the engagement covered user research, market analysis, information architecture, ux and ui design, wireframing and interactive prototyping. each part of the experience was grounded in real hr workflows so the product could support both everyday administration and longer-term workforce development.
our contributions
User Research and IdeationIndustry and Market AnalysisUX and UI DesignInformation ArchitectureWireframingInteractive PrototypingUser TestingWorkflow Design
the hr friction
hr teams were expected to play a more strategic role while still carrying a large amount of administrative work.
onboarding relied on manual coordination. performance information was difficult to track consistently. training often sat apart from wider employee development. routine tasks consumed time that could otherwise be spent supporting people and the business.
the product needed to bring these activities together without creating another complicated system for hr teams and employees to learn.
the design response
we started with the moments hr teams repeatedly manage across the employee lifecycle.
that helped us decide what could be automated, what needed greater visibility, and where employees should be able to take a more active role themselves.
bring routine work into one flow
onboarding, employee records, leave and other recurring tasks were designed as connected workflows rather than separate administrative processes.
automation reduced repetitive steps while clearer status views helped hr teams see what still needed attention.
make performance easier to follow
appraisals, goals, competencies and feedback were brought into a more structured experience.
managers and hr teams could follow progress over time while employees had a clearer view of expectations, development and next steps.
connect learning with development
training was designed as part of the wider employee journey.
the integrated learning experience helped teams assign relevant programs, track progress and connect skill development more closely with role and performance needs.
bring routine work into one flow
onboarding, employee records, leave and other recurring tasks were designed as connected workflows rather than separate administrative processes.
automation reduced repetitive steps while clearer status views helped hr teams see what still needed attention.
make performance easier to follow
appraisals, goals, competencies and feedback were brought into a more structured experience.
managers and hr teams could follow progress over time while employees had a clearer view of expectations, development and next steps.
connect learning with development
training was designed as part of the wider employee journey.
the integrated learning experience helped teams assign relevant programs, track progress and connect skill development more closely with role and performance needs.
the impact
clarient helped shape the hcm platform around the work hr teams manage every day.
employee information was brought into a centralized system, reducing the need to maintain disconnected records and giving hr a clearer foundation for workforce decisions.
onboarding and offboarding workflows could be automated across tasks, documents, approvals and notifications. this reduced administrative effort while giving employees a more consistent experience as they joined or left the organization.
performance management became part of an ongoing workflow rather than a periodic administrative exercise. customizable appraisal settings, goal tracking and follow-up tools gave managers a more structured way to support employee progress.
competency assessment and learning were also connected more closely. hr teams could identify development needs, assign relevant training and track progress through the integrated learning management system.
a 360-degree feedback experience added input from peers, managers and teams, giving employees a broader view of their development while reducing the effort involved in collecting and organizing feedback.
the platform was also designed around secure employee data management and gdpr requirements, supporting organizations that needed to scale their hr operations without compromising control.
the result was a more connected hcm experience that helped organizations reduce manual work, improve visibility across the employee lifecycle and give people a clearer role in their own development.
the solution has since been implemented by organizations across the nordics, supporting growing workforces with a more structured approach to hr management, performance and learning.