MIND MAPPING TOOL 

 Challenge 

 In my case we run this tool with our employees in order to improve their working experience as it   was not achieving the best results needed and work environment was n’t good either . 

 Selection 

 Mind mapping tool was selected as we wanted to understand what drived some behaviors of   people in job or if it was motivated by other external factors . The idea was not to just use this tool   with unengaged people but with highly engaged ones to find the differences . 

 Application 

 We divided employees in three groups , those who were 5 to 4 years , 3 to 2 years , 1 year . 

 We had 4 main blocks : 

 -   One related to stage before coming to our organization , might mean what they were   studying , why applying to our organization , needs before applying , etc . 

 -   Experience on selection process , first impressions , and expectations . 

 -   Induction , as we look on providing the whole understanding of our organization . 

 -   Performing : Work with boss , work with teammates . 

 -   Engagement : opportunities , recognition , team spaces . 

 These blocks were represented by images in the wall . Employees had to paste in stick notes their   experience , thoughts and feelings . Moreover , if there were important events they could draw   them in a paper ( inside the company were white papers , and outside the company was a blue   paper ) 

 Before starting we let them knew the importance and sincerity needed to achieve the best results .    We explained the process as they could help us to identify their motivators on their job   experience . 

 After mapping their journey experience , they we asked to stick a feeling face on how they felt   currently on job and to stick a plus image on the events they would like to keep and a minus on   those they would like to eliminate if they were back in past . 

 This tool was kind of effective as there were some structural and easy to identify issues and   opportunities but also , some more personal things that might not be so easy to change giving also   a focus on recruitment . 

 Insight 

 One of our insights was on making a harder analysis on recruitment . How were those processes   running ? 

 The other one was on implementing a governance and leadership action plan because there was a   feeling of injustice from bosses . 

 One of the insights we got it was that bosses could elect somebody to have a higher position ,   much based on their relationship and not capabilities . I guess we did n’t give employees the chance   to say this openly . 

 And the third one that we were n’t so into organization culture but innovations from last year were   giving their plus on employee experience , so it was a point to improve even more . 

 Approach 

 If I could make this once again I would clarify better the process before running it and having a   really clear way to explain it so we do n’t lose time . Moreover I would like to have instant data   collection since recruitment , induction , etc . so we can use them as a data source on employee   experience . 


EMAIL: 
ID_NUM: 
NAME_STUDENT: 
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: MIND MAPPING TOOL 

 Challenge 

 In my case we run this tool with our employees in order to improve their working experience as it   was not achieving the best results needed and work environment was n’t good either . 

 Selection 

 Mind mapping tool was selected as we wanted to understand what drived some behaviors of   people in job or if it was motivated by other external factors . The idea was not to just use this tool   with unengaged people but with highly engaged ones to find the differences . 

 Application 

 We divided employees in three groups , those who were 5 to 4 years , 3 to 2 years , 1 year . 

 We had 4 main blocks : 

 -   One related to stage before coming to our organization , might mean what they were   studying , why applying to our organization , needs before applying , etc . 

 -   Experience on selection process , first impressions , and expectations . 

 -   Induction , as we look on providing the whole understanding of our organization . 

 -   Performing : Work with boss , work with teammates . 

 -   Engagement : opportunities , recognition , team spaces . 

 These blocks were represented by images in the wall . Employees had to paste in stick notes their   experience , thoughts and feelings . Moreover , if there were important events they could draw   them in a paper ( inside the company were white papers , and outside the company was a blue   paper ) 

 Before starting we let them knew the importance and sincerity needed to achieve the best results .    We explained the process as they could help us to identify their motivators on their job   experience . 

 After mapping their journey experience , they we asked to stick a feeling face on how they felt   currently on job and to stick a plus image on the events they would like to keep and a minus on   those they would like to eliminate if they were back in past . 

 This tool was kind of effective as there were some structural and easy to identify issues and   opportunities but also , some more personal things that might not be so easy to change giving also   a focus on recruitment . 

 Insight 

 One of our insights was on making a harder analysis on recruitment . How were those processes   running ? 

 The other one was on implementing a governance and leadership action plan because there was a   feeling of injustice from bosses . 

 One of the insights we got it was that bosses could elect somebody to have a higher position ,   much based on their relationship and not capabilities . I guess we did n’t give employees the chance   to say this openly . 

 And the third one that we were n’t so into organization culture but innovations from last year were   giving their plus on employee experience , so it was a point to improve even more . 

 Approach 

 If I could make this once again I would clarify better the process before running it and having a   really clear way to explain it so we do n’t lose time . Moreover I would like to have instant data   collection since recruitment , induction , etc . so we can use them as a data source on employee   experience .
### Output: 