Let’s Talk Start with a focused set of employee questions and the company guidance behind them. ClarityArc leads the agreed setup and testing, while your business approves the information employees should use.
We define employee access, HR follow-up and ongoing responsibilities around the capacity of your team.
For oil-and-gas businesses with small HR and IT teams.
The initial service helps employees find and understand selected company policies and processes. It provides supporting references and a way to request follow-up from the person responsible for HR.
Creating an HR follow-up request is part of the starting service. It does not approve leave, correct pay or change an employee record.
The starting knowledge service does not require a connection to an HR or payroll system. Wider capabilities are assessed separately according to the problem, access requirements and decisions involved.
An employee asks through the experience agreed for your business.
For example:
“How do I claim travel expenses for this assignment?”
The starting service explains the approved process. It does not investigate or submit the employee’s individual expense claim.
If the answer depends on the employee’s site, assignment or employee group, the experience may need a clarifying question.
We identify those differences during setup so the service can direct people to the appropriate guidance.
The agent is configured to use the approved information within scope and provide supporting references.
We test whether employees can access those references and whether the answer addresses the question. Missing information, conflicting guidance and situations requiring individual judgment need a route to a person.
When an employee wants help from HR, the agreed process lets them review the details to be shared and confirm submission.
During setup, we define what the request contains, where it goes and what submission confirmation means. We also test what employees see if a request cannot be submitted.
The person receiving the request handles the response. Submitting a request does not mean it has been reviewed, resolved or approved.
Bring a few recurring HR questions and tell us who asks them.
We help select a useful starting set and identify the employees who would use the service. We consider differences between offices, sites, assignments and employee groups, along with how people would access it during their working day.
Start with available handbook sections, onboarding instructions and other company guidance.
ClarityArc reviews the selected material, identifies gaps or conflicting information and prepares it within the agreed scope. Someone authorized by your business approves the guidance. Policy decisions remain with that person.
We configure the agreed employee experience and work with your administrator or external IT provider on the access required.
Together, we define the follow-up destination, the information a request should contain and who responds. We also establish who can access submitted requests and any retained conversation information.
ClarityArc leads the testing. Your business contact reviews representative answers, supporting sources and situations that need a person.
Tests include different wording, missing context, conflicting guidance, unavailable information, source access and the HR follow-up process. The proposal identifies the review time needed from your team.
Before launch, we agree who approves company guidance, who applies updates, who handles technical issues and who responds to employee requests.
We introduce the service to the agreed audience and establish how reported problems and useful changes will be reviewed. Ongoing support and customer responsibilities are set out in the delivery scope.
Your business needs a few named responsibilities. One person can hold more than one, and your technical contact may be an external provider.
| Work | ClarityArc’s contribution | Your business’s contribution |
|---|---|---|
| Choose the starting scope | Help select useful questions, sources and an initial employee audience. | Explain recurring questions, current effort and the result you need. |
| Approve company guidance | Identify gaps, conflicts and preparation work within scope. | Make policy decisions and approve the information employees should use. |
| Establish access | Define and configure the agreed employee experience. | Connect the relevant administrator or IT provider and arrange the access required. |
| Test the service | Lead configuration checks and representative question testing. | Review company-specific answers, exceptions and the proposed HR handoff. |
| Handle employee follow-up | Configure and test the agreed request route. | Name the person who receives requests and handles the response. |
| Keep the service useful | Provide the update and technical support work included in the agreement. | Approve changes to company guidance and participate in the agreed review process. |
The proposal makes the division of work explicit, including customer involvement and ongoing upkeep.
We can configure the service using Microsoft agent tools, build a custom implementation or combine the two. Custom work may also use Microsoft services where that fits the agreed design.
We assess:
The proposal explains the selected approach and what it requires from your team.
The initial knowledge-and-follow-up scope remains the same whichever approach is selected. Personal-record access and broader business actions are separate capabilities to assess.
No. You need someone authorized to approve the company guidance and someone responsible for responding to employee follow-up requests. Those responsibilities may sit with an owner, office manager, HR generalist or agreed adviser.
Your technical contact can be an internal administrator or external IT provider. We identify the work required from each contact during scoping.
No. We assess Microsoft tools, a custom implementation or a combination based on employee access, information sources and support needs.
The proposal explains the selected approach and any associated platform or account requirements.
The starting service does not require one. It uses the approved policy and process information selected for the project.
Connections to personal employee records or actions in HR and payroll systems are considered separately when there is a clear reason to include them.
We check that during readiness.
The answer depends on employees’ accounts, devices, connectivity and practical access to the proposed experience. Having software available at head office does not establish whether everyone in the field can use it.
Those requirements help determine the delivery approach.
Bring what you already use.
We identify which questions the available material can support and where clarification or documentation is needed. ClarityArc can help prepare selected material within the agreed scope, and an authorized person in your business approves it.
A few useful topics can be enough for a focused starting scope.
Yes. Generated answers can be incomplete or incorrect.
Supporting references help employees and HR review the information used. We test representative questions, establish a route to a person and agree how reported issues are reviewed. References and testing do not guarantee every answer.
We configure and test how the service handles questions that the available information does not resolve.
That may involve asking for relevant context or offering HR follow-up. The person responsible for the company guidance resolves policy gaps and conflicting instructions.
Employees can also request help when an answer is unclear or does not address their situation.
The initial service does not retrieve an individual’s leave balance, payslip or employee record, edit policies or approve employment decisions.
It can create an HR follow-up request after the employee confirms submission. That request does not approve leave or change pay.
Personal-record access and broader actions require a separate assessment and scope.
We agree which information employees may access, what a follow-up request includes and who receives it.
Access to questions, requests and any retained conversation information is defined for the selected implementation, together with storage and retention arrangements.
Employees may type personal details even when the service has no connection to employee records, so these arrangements are part of the initial setup.
A designated person in your business approves the company guidance. That does not automatically make them responsible for technical maintenance.
We separately agree who updates source material, checks changes, handles technical issues and reviews reported problems. Any ongoing ClarityArc support is described in the agreement.
The service supports access to routine information and an organized route for follow-up.
The person responsible for HR continues to handle policy decisions, individual circumstances, employee relationships and sensitive cases. We assess whether the service makes useful information easier to find and reduces repeated effort.
We estimate delivery after reviewing the starting questions, source material, employee access, delivery approach and HR follow-up requirements.
The proposal identifies the work, dependencies and customer involvement. Timing is agreed around that scope.
The proposal separates implementation work, applicable platform or hosting requirements, usage costs where relevant, and ongoing support arrangements.
The readiness review helps establish the scope needed for meaningful estimates. We agree the review’s scope, timing and any fee before proceeding.
Bring a few recurring HR questions, the information you already use and a description of who handles HR and IT.
We will help identify a useful starting scope, the access required and the work involved for your team. We agree the readiness review’s scope, timing and any fee before proceeding.
Request a readiness reviewPrefer email? Contact us at hello@clarityarc.com.
Anonymized question examples are enough for the first conversation.
Back to the HR Knowledge Agent overview