Mirai - Digital Marketplace Modeling Tool Web Design Challenge

Welcome to the “Mirai - Digital Marketplace Modelling Tool Web Design Challenge”! In this challenge, we are looking for you to create the UI design for a digital marketplace modelling tool that enables Human Resource (HR) teams to discover insights at different stages of the employee lifecycle. Seamlessly explore and analyze reports, charts, insights and collaborate with various stakeholders.

Read the challenge specification carefully and watch the forums for any questions or feedback concerning this challenge. Let us know if you have any questions in the challenge forum!

Round 1

Submit the following screen requirements for checkpoint feedback:
02) Use Case Drill Down
03) Total Rewards Modelling Tools
04) Report Download

• As part of your checkpoint submission, you must upload your submission to MarvelApp so we can provide direct feedback on your designs. Please include the MarvelApp URL in your notes.txt
• Make sure all pages have the correct flow. Use the proper file numbers, (1, 2, 3, etc.)

Round 2

Submit the following screen requirements with checkpoint feedback applied:
01) Landing page
02) Use Case Drill Down
03) Total Rewards Modelling Tools
04) Report Download

• As part of your Final submission, you must replace your checkpoint submission with the final submission into MarvelApp so we can provide direct feedback on your designs. Please include the MarvelApp URL in your notes.txt
• Make sure all pages have the correct flow. Use the proper file numbers, (1, 2, 3, etc.)
• If you're not submitting in the Checkpoint/Round 1, you are not eligible to submit in the Final/Round 2

• Create 4 scenarios containing drill-downs and interactions.
• Create elegant, clean, and simple user-centered design with modern design aesthetics.
• Best practice of color usage, visual comparison, and drill-down charts to highlight comparison
• The overall design and user experience should be engaging and easy to use.

• Our customer is an asset management firm in which one of their products is retirement and compensation. The customer wants to build a new digital marketplace modelling tool that enables Human Resource (HR) teams to discover insights at different stages of the employee lifecycle. Seamlessly explore and analyze reports, charts, insights and collaborate with various stakeholders.
• The Digital marketplace modelling tool has 4 stages of employee life cycle with 26 use cases, which is the customer goal for this overall project.
• In this challenge we will only focus on the Total Rewards modeling tool which is one of 26 use cases available. This modeling tool will be used to simulate cost and benefit for each component of compensation.

• Total Rewards: The "Total Rewards” analysis recognizes the combined value and market and industry benchmarks on multiple elements that have monetary value to an employee, including compensation, benefits, and corporate perks available to employees. Taken separately, there is value in each component of total rewards, but taken together companies can get a much better sense of what is driving employee satisfaction and the cost to the employer versus perceived benefits to the employee.
• Compensation: refers to the remuneration that an employee receives in return for his/her services to the organization.
• Attrition: Attrition is one of the worst problems a company can face. Relationships leave the door with a sales rep; knowledge leaves the door with loss of a manager; open positions have both an opportunity cost in lost activity and a financial cost in recruitment and training. Understanding attrition and its reasons is critical.  
• Benefits: any additional advantage an employee receives from his or her employer, eg. health benefits, 401K, etc. 

• Creativity: Impactful; the solution is different or unique from what is already out there and can be implemented.
• Exploration: Flexible; follow the provided screen requirements section and propose improvements or different paths that positively impact the user goals.
• Aesthetics: Hi-fidelity design; provide a top-notch finished-looking visual design.
• Branding: Strict; carefully follow the provided guidelines and stick to them.

• Intuitive experience for end users to create charts/reports based on output dataset.
• Allow a different variety of charts and data visualization with drill down interaction. Also think about filtering, sorting, and exporting the data/reports.
• Display a large amount of tabular data with multiple rows in a simple and compelling way by avoiding too much information on your screen, but make the visualization interactive and enable users to walk through or drill into the different insights.

• Business partners (Compensation & Benefits managers, Chief HR/People Officer, CEO, and Board, Country Leads, CFO): prospective clients who will use these modelling tools to explore and analyze reports, charts, insights for compensation.

• Name: Amy Peterson
• Occupation: Compensation and Benefits Manager for a diversified banking company
• Role: Planning and purchasing compensation and benefits packages for employees.
• Pain Points: 
  • Limited information and statistics available to understand impact of compensation, benefits or perks to the employees.
  • Manually research and calculate cost and benefit for each component of compensation.
• Wants: Easy to use and informative modelling tools to speed up the process of understanding the components of total rewards.
• Proposed Solution: Build an interactive, informative total rewards modelling tools.

• Amy is a Compensation & Benefits manager for a diversified banking company with a strong technical presence. The company she is employed with has a surging demand for certain types of talent and is struggling with limited supply while also trying to understand the new world of expectations and alternatives being offered due to COVID-work from home and continuing decentralization. A number of options are being considered, ranging from changing compensation structure, redirecting traditionally office-based perks into different categories such as work-from-home enhancements, and reconsidering different locations, inside or outside of the current country. A well-informed decision requires a clear understanding of the ‘Total Rewards’ being offered, and the cost and context of those rewards. 
• Meanwhile, any uptick in the cost of Compensation, Benefits, or Allowances needs to be justified with statistics to show the true cost of Total Rewards and the value and meaning of Total Rewards to employees during hiring, retention, and engagement. 
• Amy is concerned about the best ways to understand and display the data across the rich set of data available through a data vendor she is using. What are the employee costs? What do employees think of the benefits? What do that geography, comparable roles and levels, or competitors offer? How can these insights be rolled out to country managers or heads of individual divisions? 
• She discusses it with her colleague, who tells her about a new single view of modelling tool which has a Total Rewards modeling tool within it. This tool has many tiles to enable different views and drill downs to start to answer and model solutions for pertinent questions. This will help speed up the process of understanding the components of total compensation. 

• Amy heard from her colleague about the new Total Rewards modeling tool which will help speed up the process of understanding the components of total compensation.
• She immediately opens the portal 
• On the landing page, she is onboarded with instructions on how to use it 
• She enters the home page and is pleasantly surprised to see all employee-related aggregate insights in one place 
• She clicks on Total Rewards  
• Some predefined views are available to her which were previously created by others at her company through default samples from the package, or through her own past usage. She can select one or start from scratch and save her work 
• In this case, she wants to create a fresh report to find the required data since she’s new to the system 
• She is able to enter all the required criteria, choose datasets, and enter the year/month range for which the data will be fetched
  • Total Rewards is defined for Amy as Compensation, Benefits, and Allowances (if relevant) or alternative perks being offered. Tax rates and variations between locations are not a concern at this stage of her research.
  • The date range allows Trends to be extracted and calculated if this is helpful, or can be a single snapshot. 
  • Topic 1: for a small set of employees, she wants to bring down two types of data. One set is to look at the cost to expatriate that team for a long assignment. This involves knowing the averages for that job level and role in the current city, and looking at cost of living, education (if they have children), and rental differences for similar housing. Basically, what would it cost to have current employees (using baseline numbers from industry) in one city versus moving them to another city?
  • Topic 2: what would that same set of job level and role costs be if freshly hired in the new city? This would be a more direct comparison of current surveyed salary costs in the original city v. new surveyed salary costs in the new city? This might also lead to a scenario where the cost of a junior analyst in city A is the same as a senior analyst in city B
  • Topic 3: employee stays where they are, but total rewards are being reconsidered as part of a tune-up to attract and retain employees. This would allow Amy to see what similar industries and job levels and roles are doing to give guidance on the shifting competitive benchmarks — which benefits on top of compensation are increasingly important. Does the total rewards package make compensation more competitive (e.g. lower base salary but higher total rewards)?
  • Topic 4: what do employees in Amy’s current company actually think about their current compensation? This important fact can be joined from the Survey data unique to Amy’s company, and also combined with satisfaction ratings in aggregate in her industry. This allows Amy to understand the current situation better when she also looks at numbers around her earlier use cases.  It enables her to understand how the perceived views on compensation differ from current compensation ranges in her city/industry too?
• The Total Rewards are then displayed in an interactive data cube that allows comparison with geography, industry, job level, and industry benchmarks 
• She can download the data view she’s selected as a CSV file and save any of the graphs for use in a presentation. 
• She is delighted by the fact that the portal looked simple and very easy to use, with a note to her boss to consider a broader relationship with this data vendor to see what else can be done to enhance her understanding of the market forces driving Total Rewards for the employees in her care 

• Taken separately, there is value in each component of total rewards, but taken together companies can get a much better sense of what is driving employee acceptance, retention, and satisfaction and the cost to the employer: 
  • Compensation with problems addressed:
    • How does the organization compare with peers on compensation
    • Is the organization amongst the top 5 in terms of compensation effectiveness amongst their peers
    • Is the organization amongst the bottom 5 in terms of compensation effectiveness amongst their peers
    • Is the organization keeping in line with industry trends on compensation?
    • What is the employee perception of the organization compensation package?
    • What is the total cost of compensation at organization / geography / division levels?
    • Are there skills for which the organization is paying much higher / lower compared to peers?
  • Benefits with problems addressed:
    • How does the organization perform compared to peers on Benefits?
    • What is the cost of benefits by geography / division?
    • What are the top 3 / bottom 3 benefits as rated by employees
    • What are the top 3 / bottom 3 benefits on a cost basis
    • Is there a difference in benefits offered amongst high & low performing teams?
    • Are there any benefits that the organization offers which are unique in the Industry?
    • Do prospective employees feel the organization benefits are a reason to join?
  • Total Compensation with problems addressed:
    • For total compensation (compensation + benefits), what is the attrition by compensation band for a given industry with a given geography?
    • Compare Compensation + Benefits for Amy's company against her industry in a given geography by selected role and job level
• Focus Personas: 
  • Compensation & Benefits managers 
  • Chief HR/People Officer, CEO, and Board 
  • Country Leads or LoB Leads
  • Financial Analyst in CFO Office 

• Show how users can navigate between each screen listed below.

• Provide onboarding with instructions on how to use it and how users can skip or do this later.
• Show all employee related aggregate insights in one place.
• Show a starting point where the users can view available use cases and start using a modelling tool. In this challenge we will focus on the Total Rewards modelling tool.
• List of use cases should be simple and intuitive, and it should provide a list of use cases (features) by employee lifecycle of: ATTRACT – HIRE – ENGAGE – RETIRE.
• It should showcase which use cases are active and which ones are not enabled for a specific HR user, which is:
  • Employee Life Cycle Stages: refer to Use Case.xlsx on sheet “Life Cycle Stages”
  • List of Use Case/Solution: refer to Use Case.xlsx on sheet “List of Use Case” to see all 26 use cases and respective life cycle stages. 
  • Use Case Configurators:
    • Refer to Use Case.xlsx on sheet “Use Case Configurator” to see all possible configurations that are relevant to particular use cases.
    • Refer to table “Example of Total Rewards Configurators” for Total Rewards use case. Show in your design how this thing will work. The configurators that are mentioned in this table should be highlighted for that use case and remaining configurators should be inactive.

• When users click on Total Rewards, they will navigate to this screen.
• This screen will show some predefined views left behind by other users from the same company, it can be default samples from the package, or saved history. 
• Users can select one or start from scratch.
• If users create a fresh report, they need to enter all the required criteria, choose datasets, and enter the year/month range for which the data will be fetched.
• Once the data and criteria are set, users need to click a button to start the modelling tools.

• When users click on the Process button, they will navigate to this screen.
• In this screen show Total Rewards details like Compensation, Benefits, and Allowances (if relevant) or alternative perks being offered.
• Show each problem stated for Compensation, Benefits, and Allowances.
• Users can adjust the trends and results by adjusting the date range.
• Show 4 topics in user story in an interactive data cube that allows comparison with geography, industry, job level, and industry benchmarks. 
• Provide common chart types, like pie, bar, line graphs, etc.
• Feel free to use sample data as reference.

• Have the ability to download the data as a CSV file and save the graphs for use in a presentation later.

• Check the challenge forum for available documentation and branding guidelines.

• Web: 1366 x 768px, with height adjusting accordingly. 

• Adobe XD
• Figma
• Sketch

• We need you to upload your screens to Marvel App
• Please request for marvel app in the challenge forum
• You MUST include your Marvel app URL (in your marvel app prototype, click on share and then copy the link & share it with your notes/comment on this link while you upload)

• Submit JPG/PNG image files based on Challenge submission requirements stated above
• MarvelApp link for review and to provide feedback
• Declaration files document contains the following information:
  • Stock Photos Name and Links from allowed sources
  • Stock Art/Icons Name and Links from allowed sources
  • Fonts Name and Links source from allowed sources

• All source files of all graphics created in either Adobe XD, Figma or Sketch.

• As part of the final fixes phase, you may be asked to modify your graphics (sizes or colors) or modify overall colors.