Learner ’s bot – Learning Launch 

 Challenge 

 I am a member of a Startup organization ’s Learning & Development department . We are an   organization who provides Educational technology solutions and consulting services in the Indian   Market . I happened to witness the Learning & Development Leadership Summit recently , with guest   of speakers and delegates from medium to large cap companies and of course the consultants who   were sponsors . It was a great mix of industries to know about the challenges faced by different   companies in the world when it comes to Learning & Development and to learn the best practices as   take away . The key ( challenges faced ) questions asked by most of the delegates of different   industries and companies were : 

 1 .   How one ensures the sustenance of learning ? 

 2 .   How one ensures the retention of learning ? 

 3 .   How one ensures the implementation of learning on the job ? 

 The event triggered a thought out of our experience that since the current resources used in this   process is time consuming and also high on budget that companies do not want to invest resources   on it , we as an organization decided to find out more about it by reaching out to people outside the   summit room if this can be solved digitally . 

 What is : A survey to connect and interview people in 20 different organization 

 Questions asked were : 

 •   What concerns you face most after a behavioural / functional program is delivered ? 

 •   How do you want to see the change after a behavioural / functional program is delivered ? 

 •   How do you currently address this concern ? 

 •   What or who do you think could conrm a behavior or knowledge change after the   workshop ? 

 •   Do you feel that manager ’s when asked to follow a process or tool to conrm the change in   behavior of the learner(subordinates ) , it becomes a check mark activity ? 

 •   If you have hire a consultant to   measure the effectiveness of a training , what would you like   him to ask / observe the learner and keep a record of ? 

 •   How frequently do you think , the learner needs to be in touch with the 

 •   How frequently do you think , the learner needs to be in touch with the lessons learned , to   put it into implementation ? 

 •   Where do you think technology can help you to record the change in behavior of a learner ?   ( You can write anything that you have practiced , experienced , thought or imagined ) ? 

 •   If a robot can interact with the learner for any intervention as a neutral interface , Where do   you think it can add value to your organization ? 

 •   Would you like to explore one such robot for your learning interventions ? 

 What if : ( Using Brainstorming & Mind map ) A bot can interact with the learner for any learning   intervention as a neutral interface . Right from identifying the learning need to help him implement   the learning on the job . 

 The project scope includes all HR fraternity across the industry who are Sr . manager and above in   their roles . The project should not exceed 45 business days and the solution . 

 Selection 

 Our team has already gone through several design thinking activities / tools , so we were ready to try   the learning launch tool . We did this by inviting organizations who took our survey and had shown   interest in experimenting on the digital tool 

 Application 

 For our first learning launch , we focused on the organizations who took our survey and were willing   to experiment with the POC in their organizations . Also , we launched an offer for thee organizations   for a 1 year free technical support and 5 free learning intervention in 2 years time . In particular , we   wanted to see how agile our model is and how easy it will be for users to create a personalised   learning map for an individual . After a lot of struggle , we found an organization who were ready to   invest and we run this pilot there to see the response of the HR and employees for 1 program on   influencing skills . The bot interacted through an app with the learner and created a framework ,   fright from identifying the training need to help trainers conceptualizing a program and then help   learners through multiple push and pull engagement systems through different roles in the   hierarchy , to implement the learning on the job , challenge the peers , ask questions form their   managers . This not only ensured the right intervention to be designed but also enhances the recall   ability of people over a period of 1 month for the sample size of 25 - 30 participants . 

 Insight 

 By applying the learning launch tool , our team identified our assumptions and captured the feedback   of HR managers and Learners to make it more friendly from UI perspective and the backend data   analytics , though it did not affect the overall core purpose of the model . After this experiment , we   incorporated these feedback and then our team decided to launch it for small enterprises and slowly   moving towards the large cap companies by expanding our team size . As a next stage , it may also   have an attention of the investors to give a new shape to the development of the bot with AI based   recommendations capabilities , where learners can even challenge the learners , peers etc   involved   and also using machine learning algorithms for bot to slowly become more intelligent over a period   of time .This tested our assumption of whether HR fraternity would or would not like the idea of   having a digital tool to enhance the sustenance of learning of the individuals in an organization . 

 Approach 

 Given that our team has already gone through several design thinking activities / tools and are at this   stage in the timeline , the learning launch is the appropriate tool . As previously mentioned , our team   needs to review the insight gained from 2nd small enterprises launches and incorporate this insight   into future launch designs and make it a practice because all industries and different and hence the 

 learning journey of all different roles in different organizations are also different . This is very critical   for the long - term success application of the tool when we are focussing in an open market   irrespective of which industry . Over the period of time , it may become a specific model for specific   industry depending on what we come across with each launch and make it pass the criteria of   success . 


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: Learner ’s bot – Learning Launch 

 Challenge 

 I am a member of a Startup organization ’s Learning & Development department . We are an   organization who provides Educational technology solutions and consulting services in the Indian   Market . I happened to witness the Learning & Development Leadership Summit recently , with guest   of speakers and delegates from medium to large cap companies and of course the consultants who   were sponsors . It was a great mix of industries to know about the challenges faced by different   companies in the world when it comes to Learning & Development and to learn the best practices as   take away . The key ( challenges faced ) questions asked by most of the delegates of different   industries and companies were : 

 1 .   How one ensures the sustenance of learning ? 

 2 .   How one ensures the retention of learning ? 

 3 .   How one ensures the implementation of learning on the job ? 

 The event triggered a thought out of our experience that since the current resources used in this   process is time consuming and also high on budget that companies do not want to invest resources   on it , we as an organization decided to find out more about it by reaching out to people outside the   summit room if this can be solved digitally . 

 What is : A survey to connect and interview people in 20 different organization 

 Questions asked were : 

 •   What concerns you face most after a behavioural / functional program is delivered ? 

 •   How do you want to see the change after a behavioural / functional program is delivered ? 

 •   How do you currently address this concern ? 

 •   What or who do you think could conrm a behavior or knowledge change after the   workshop ? 

 •   Do you feel that manager ’s when asked to follow a process or tool to conrm the change in   behavior of the learner(subordinates ) , it becomes a check mark activity ? 

 •   If you have hire a consultant to   measure the effectiveness of a training , what would you like   him to ask / observe the learner and keep a record of ? 

 •   How frequently do you think , the learner needs to be in touch with the 

 •   How frequently do you think , the learner needs to be in touch with the lessons learned , to   put it into implementation ? 

 •   Where do you think technology can help you to record the change in behavior of a learner ?   ( You can write anything that you have practiced , experienced , thought or imagined ) ? 

 •   If a robot can interact with the learner for any intervention as a neutral interface , Where do   you think it can add value to your organization ? 

 •   Would you like to explore one such robot for your learning interventions ? 

 What if : ( Using Brainstorming & Mind map ) A bot can interact with the learner for any learning   intervention as a neutral interface . Right from identifying the learning need to help him implement   the learning on the job . 

 The project scope includes all HR fraternity across the industry who are Sr . manager and above in   their roles . The project should not exceed 45 business days and the solution . 

 Selection 

 Our team has already gone through several design thinking activities / tools , so we were ready to try   the learning launch tool . We did this by inviting organizations who took our survey and had shown   interest in experimenting on the digital tool 

 Application 

 For our first learning launch , we focused on the organizations who took our survey and were willing   to experiment with the POC in their organizations . Also , we launched an offer for thee organizations   for a 1 year free technical support and 5 free learning intervention in 2 years time . In particular , we   wanted to see how agile our model is and how easy it will be for users to create a personalised   learning map for an individual . After a lot of struggle , we found an organization who were ready to   invest and we run this pilot there to see the response of the HR and employees for 1 program on   influencing skills . The bot interacted through an app with the learner and created a framework ,   fright from identifying the training need to help trainers conceptualizing a program and then help   learners through multiple push and pull engagement systems through different roles in the   hierarchy , to implement the learning on the job , challenge the peers , ask questions form their   managers . This not only ensured the right intervention to be designed but also enhances the recall   ability of people over a period of 1 month for the sample size of 25 - 30 participants . 

 Insight 

 By applying the learning launch tool , our team identified our assumptions and captured the feedback   of HR managers and Learners to make it more friendly from UI perspective and the backend data   analytics , though it did not affect the overall core purpose of the model . After this experiment , we   incorporated these feedback and then our team decided to launch it for small enterprises and slowly   moving towards the large cap companies by expanding our team size . As a next stage , it may also   have an attention of the investors to give a new shape to the development of the bot with AI based   recommendations capabilities , where learners can even challenge the learners , peers etc   involved   and also using machine learning algorithms for bot to slowly become more intelligent over a period   of time .This tested our assumption of whether HR fraternity would or would not like the idea of   having a digital tool to enhance the sustenance of learning of the individuals in an organization . 

 Approach 

 Given that our team has already gone through several design thinking activities / tools and are at this   stage in the timeline , the learning launch is the appropriate tool . As previously mentioned , our team   needs to review the insight gained from 2nd small enterprises launches and incorporate this insight   into future launch designs and make it a practice because all industries and different and hence the 

 learning journey of all different roles in different organizations are also different . This is very critical   for the long - term success application of the tool when we are focussing in an open market   irrespective of which industry . Over the period of time , it may become a specific model for specific   industry depending on what we come across with each launch and make it pass the criteria of   success .
### Output: 