Reflection – Visualisation 

 Challenge 

 I work in human resources for a professional services firm that supports a large global consulting   organisation . We have been facing a significant talent crunch in some departments and also a problem   of insufficient mobility opportunities in others . The organisation has an internal mobility policy called   Internal Job Postings ( IJP ) that opens up jobs to current employees . Employees look at the options   available , apply online , walk the qualification process , and then are selected or rejected . Our struggle   was that we had very few employees availing these opportunities and yet complaining about the lack of   them . My project was to understand the causes of the low participation of the employees in the process   and even lower conversion amongst those who participated . 

 Selection 

 I decided to use visualization to build a journey map to further understand the underlying causes or   challenges to the process . I used visualization because I wanted to get the stakeholders and participants   in the process to review the information , that I had collected , together and pose questions and   clarifications which would then be used to design suggestions for changing / improving the process . 

 Application 

 To create the visual I began by identifying my various stakeholders who are involved . In a team of 4 we   ran interviews with stakeholders individually to capture their role in the process , their challenges , and   the changes they would expect for the process to work differently . I also did an external scan to identify   things that other organisations were doing to improve the success of the IJP process . Once I was   confident that we had data that I needed to proceed to look at the problem from all angles , I started to   build the visual of the process . I decided that I did n’t just want to highlight problems but actually   encapsulate thoughts , comments , suggestions , from stakeholders on one single page for leadership to   deliberate on . 

 Below is an image of the visualization that I created to help leadership understand the current process   and the experience of the stakeholders . 

 I then presented this to our leadership group ( 10 participants ) and let them walk around the whole   image . I provided them with post it notes so they could write whatever thoughts came up as they read   the whole image . I wrote down all notes as well as post its and then ran a theme analysis to organize the   thoughts . This helped to start the brainstorming process around suggestions and potential changes to   the program . 

 Insights & Approach 

 As a result of the visualization and the joint exploration , we realized that the problem lay not only in the   process execution and executors , but in the actual policy , our way of measuring success or failure , our   culture and behaviours that the organisation was exhibiting when it came to recommending and   releasing staff for other roles , as well as the outdated technology that we were using . As a group , they   agreed to discuss this in their own groups and collate suggestions that the larger HR group could then   implement . 

 We have since compiled a list of 15 thoughts that the process team has picked up for running PoCs . 

 My organisational leadership was also very impressed by the clarity with which the exploratory   information had been provided and has recommended that we use this approach for other exploration   and investigation projects that the HR team runs . 


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: Reflection – Visualisation 

 Challenge 

 I work in human resources for a professional services firm that supports a large global consulting   organisation . We have been facing a significant talent crunch in some departments and also a problem   of insufficient mobility opportunities in others . The organisation has an internal mobility policy called   Internal Job Postings ( IJP ) that opens up jobs to current employees . Employees look at the options   available , apply online , walk the qualification process , and then are selected or rejected . Our struggle   was that we had very few employees availing these opportunities and yet complaining about the lack of   them . My project was to understand the causes of the low participation of the employees in the process   and even lower conversion amongst those who participated . 

 Selection 

 I decided to use visualization to build a journey map to further understand the underlying causes or   challenges to the process . I used visualization because I wanted to get the stakeholders and participants   in the process to review the information , that I had collected , together and pose questions and   clarifications which would then be used to design suggestions for changing / improving the process . 

 Application 

 To create the visual I began by identifying my various stakeholders who are involved . In a team of 4 we   ran interviews with stakeholders individually to capture their role in the process , their challenges , and   the changes they would expect for the process to work differently . I also did an external scan to identify   things that other organisations were doing to improve the success of the IJP process . Once I was   confident that we had data that I needed to proceed to look at the problem from all angles , I started to   build the visual of the process . I decided that I did n’t just want to highlight problems but actually   encapsulate thoughts , comments , suggestions , from stakeholders on one single page for leadership to   deliberate on . 

 Below is an image of the visualization that I created to help leadership understand the current process   and the experience of the stakeholders . 

 I then presented this to our leadership group ( 10 participants ) and let them walk around the whole   image . I provided them with post it notes so they could write whatever thoughts came up as they read   the whole image . I wrote down all notes as well as post its and then ran a theme analysis to organize the   thoughts . This helped to start the brainstorming process around suggestions and potential changes to   the program . 

 Insights & Approach 

 As a result of the visualization and the joint exploration , we realized that the problem lay not only in the   process execution and executors , but in the actual policy , our way of measuring success or failure , our   culture and behaviours that the organisation was exhibiting when it came to recommending and   releasing staff for other roles , as well as the outdated technology that we were using . As a group , they   agreed to discuss this in their own groups and collate suggestions that the larger HR group could then   implement . 

 We have since compiled a list of 15 thoughts that the process team has picked up for running PoCs . 

 My organisational leadership was also very impressed by the clarity with which the exploratory   information had been provided and has recommended that we use this approach for other exploration   and investigation projects that the HR team runs .
### Output: 