Design Thinking Tool : LEARNING LAUNCH 

 Challenge 

 One of the challenges of a company that is steadily growing is to be able to retain its employees   and contribute to their growth . Particularly for one where the program is at its early stages , and   especially in a remote work setting , engaging employees to take advantage of learning and   development ( L&D ) opportunities offered by the company can be rather futile . Employees tend   to be occupied by other priorities that L&D take a back seat in their careers . The L&D department   of Company BLD is now trying to find ways on how they can effectively address this challenge   and have decided to apply Learning Launches as their approach to design thinking . 

 Selection 

 For this challenge , the members of the L&D team have done brainstorming sessions and came   up with a list of possible ways to encourage learning in the company . The learning launch will   allow the team to conduct experiments quickly and inexpensively to gather data to determine   which of these possible solutions , if any , will most effectively promote L&D. If none of those   solutions will hold , this design thinking tool will allow them to pivot their approach through the   data gathered in the experiments . 

 Application 

 The first experiment is to gamify the learning process in the company . An efficient gamification   strategy has been found to have positive effects on motivation and engagement when   implemented in real - world situations . Learners tend to achieve learning outcomes more   effectively via an engaging journey rather than a traditional training approach . Adding that most   of the company ’s employees are between the ages 23 and 40 , this experiment is expected to   appeal to them . 

 The second learning launch is embedding the L&D aspect in each department ’s OKRs . For   example , the technology solutions department came up with the objective to elevate their   delivery of quality solutions that will impact the whole company . One key result of this objective   is that the members take courses about the technology relevant to their skills , paid for by the   company , and obtain a certification . This could then translate into their acquired competence   and applied to the products they deliver . Another key result that another team came up is that   members are given immediate feedback regularly coached on their performance . 

 A third hypothesis that is tested is that employees are encouraged to take control of their   learning and development if they get recognized for it . As such , every month , during the monthly   “ town hall ” , active learners are recognized and rewarded for their efforts . 

 Insight 

 Through a set of metrics initially identified , the results of these experiments were gathered .   Compliance , efficiency , and quality were measured . By applying the learning launch tool , the   L&D team garnered insights on which programs were effective and which ones did not improve   traction . Results showed that having L&D as a team goal made it easier to incorporate the   practice in departments because they were concrete and done as a group . As such , this practice   has been rolled out to every department in the organization with a regular check up on their   achievements every quarter . Since the other hypotheses provided good numbers , but not as   much as the abovementioned , it was decided to incorporate them as well in smaller doses . 

 Approach 

 Since indirectly , the challenge is to create impact in an individual employee ’s learning ,   development , and career growth , learning about their personal and career goals before   conducting the experiments would have been beneficial beforehand . The L&D team could have   gained more understanding through listening to their stories . 

 Mohamad / February 2021 


EMAIL: 
ID_NUM: 
NAME_STUDENT: Mohamad
PHONE_NUM: 
STREET_ADDRESS: 
URL_PERSONAL: 
USERNAME: 

### Task: You are a PII (Personal Identity Information) Detection. Given a essays written by students, you have to identify ONLY the following:
NAME_STUDENT - The full or partial name of a student that is not necessarily the author of the essay. This excludes instructors, authors, and other person names.
EMAIL - A student’s email address.
USERNAME - A student's username on any platform.
ID_NUM - A number or sequence of characters that could be used to identify a student, such as a student ID or a social security number.
PHONE_NUM - A phone number associated with a student.
URL_PERSONAL - A URL that might be used to identify a student.
STREET_ADDRESS - A full or partial street address that is associated with the student, such as their home address.
### Input: Design Thinking Tool : LEARNING LAUNCH 

 Challenge 

 One of the challenges of a company that is steadily growing is to be able to retain its employees   and contribute to their growth . Particularly for one where the program is at its early stages , and   especially in a remote work setting , engaging employees to take advantage of learning and   development ( L&D ) opportunities offered by the company can be rather futile . Employees tend   to be occupied by other priorities that L&D take a back seat in their careers . The L&D department   of Company BLD is now trying to find ways on how they can effectively address this challenge   and have decided to apply Learning Launches as their approach to design thinking . 

 Selection 

 For this challenge , the members of the L&D team have done brainstorming sessions and came   up with a list of possible ways to encourage learning in the company . The learning launch will   allow the team to conduct experiments quickly and inexpensively to gather data to determine   which of these possible solutions , if any , will most effectively promote L&D. If none of those   solutions will hold , this design thinking tool will allow them to pivot their approach through the   data gathered in the experiments . 

 Application 

 The first experiment is to gamify the learning process in the company . An efficient gamification   strategy has been found to have positive effects on motivation and engagement when   implemented in real - world situations . Learners tend to achieve learning outcomes more   effectively via an engaging journey rather than a traditional training approach . Adding that most   of the company ’s employees are between the ages 23 and 40 , this experiment is expected to   appeal to them . 

 The second learning launch is embedding the L&D aspect in each department ’s OKRs . For   example , the technology solutions department came up with the objective to elevate their   delivery of quality solutions that will impact the whole company . One key result of this objective   is that the members take courses about the technology relevant to their skills , paid for by the   company , and obtain a certification . This could then translate into their acquired competence   and applied to the products they deliver . Another key result that another team came up is that   members are given immediate feedback regularly coached on their performance . 

 A third hypothesis that is tested is that employees are encouraged to take control of their   learning and development if they get recognized for it . As such , every month , during the monthly   “ town hall ” , active learners are recognized and rewarded for their efforts . 

 Insight 

 Through a set of metrics initially identified , the results of these experiments were gathered .   Compliance , efficiency , and quality were measured . By applying the learning launch tool , the   L&D team garnered insights on which programs were effective and which ones did not improve   traction . Results showed that having L&D as a team goal made it easier to incorporate the   practice in departments because they were concrete and done as a group . As such , this practice   has been rolled out to every department in the organization with a regular check up on their   achievements every quarter . Since the other hypotheses provided good numbers , but not as   much as the abovementioned , it was decided to incorporate them as well in smaller doses . 

 Approach 

 Since indirectly , the challenge is to create impact in an individual employee ’s learning ,   development , and career growth , learning about their personal and career goals before   conducting the experiments would have been beneficial beforehand . The L&D team could have   gained more understanding through listening to their stories . 

 Mohamad / February 2021
### Output: 