2024
Foundation HR
foundationhr - prototype
The Spark
Every organization says “people are our greatest asset,” yet performance reviews are dreaded across industries.
Employees see them as judgment days.
Managers find them overwhelming and inconsistent.
HR admins fight with spreadsheets, forms, and resistance from staff.
The process that should unlock human potential often ends up eroding trust and motivation.
Foundation HR was born out of a simple belief: performance management should build people, not break them.
The Shift in Perspective
Instead of designing an HR tool that just automates paperwork, we asked:
What if appraisals felt like conversations, not verdicts?
What if underperformance was met with guidance, not punishment?
What if HR had a system that reduced manual work but increased impact?
This shift reframed Foundation HR into a growth ecosystem rather than a scorecard machine.
Some Core Features were:
🌱 Appraisal Calendar
Time-bound, transparent cycles that give everyone clarity.
Automated schedules & reminders.
Visible timelines for employees and managers.
🌱 Performance Plans
Personalized goals for staff who need direction.
SMART goal framework.
Trackable milestones.
🌱 Performance Development Plans (PDP)
Turning setbacks into structured learning.
HR assigns mentors, training modules, or coaching.
Checkpoints to measure improvement.
🌱 Growth Dashboards
Visual feedback for both managers and employees.
Progress charts, status trackers, growth prompts.
Simple, human-centered language.
The Design Language
We stripped away the cold, corporate feel of most HR software and replaced it with:
Warm visuals: growth metaphors like roots, branches, and progress circles.
Approachable copy: everyday language, no HR jargon.
Guided interactions: nudges, tooltips, and prompts that feel like coaching.
Lightweight workflows: reducing clicks and forms for employees.
The design doesn’t just record performance — it guides growth.
Results and Impact
Foundation HR transforms how organizations view performance:
For employees: confidence that their growth is being seen, tracked, and supported.
For managers: clarity on who needs recognition, support, or redirection.
For HR admins: less firefighting, more focus on strategic culture-building.
It replaces fear with fairness and judgment with journeys.
