Inspiration

During the pandemic, it can be hard for HR practitioners to keep up with the ever-evolving new information and policies from all directions. Since everyone's situation is different, discretion arrangements are required on a case-by-case basis. Discretion decisions are likely to be made using previous experience. Junior HR practitioners can be inexperience in making discretion decisions, hence the discretion offering may not be at the optimal level. There is inconsistency across the business too.

What it does

  1. An HR practitioner receives an employee request that could be out-of-policy coverage
  2. The HR practitioner goes to Dis-cretion and answers the number of questions (potentially a form/chatbot) based on the details of the request
  3. During the process of answering questions, Dis-cretion suggests relevant policy documents (potentially by paragraph/clause) and cases of discretion with similar parameters anonymously
  4. The HR practitioner evaluates the shortlisted information provided and propose the discretion arrangements
  5. (There can be a peer/manager review step on this proposal)
  6. Once the discretion proposal is ready, the HR practitioner can export the report and share with the employee of interest (The report may show the material used for this discretion arrangements proposal)
  7. Dis-cretion feedbacks the details of the proposal to the central repository of cases
  8. Loop!

Challenges I ran into

Dis-cretion needs talents like you! Calling for

  • UX UI designers: User research to validate assumptions/MVP, Figma
  • Full-stack developers: e.g. Python framework Flask, React.js, PostgreSQL, Typeform API
  • Data Scientist: e.g. NLP, Machine Learning
  • HR practitioner with employee support/discretion approval experience

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