Challenge 

 I am an HR manager part of a team responsible for policy and strategy in my organization . Our   organization ( about 7000 employees ) did not have a work from home ( WFH ) policy before the   COVID-19 pandemic forced us to close our Corporate Headquarters . Our HR team was tasked to   prepare a WFH policy keeping in mind all pros and cons . The policy required the collection of   opinion from stakeholders such as employees at all levels , top management and customers who were   regular visitors to the office . The important aspect was to get the daily work done through a policy   that allowed virtual means of communication through structured rules of WFH to ensure business   continuity and smooth customer experience . This required close coordination between all the   departments of our organization including our IT team . 

 Selection 

 The approach consisted of three phases i.e. Phase I : developing a questionnaire for obtaining   responses of stakeholders ; Phase II :   formulation of a draft policy based on responses and best   practices followed by other organizations and , Phase III : testing the draft policy amongst a small   random group of employees . We selected the learning launch tool to quickly test the actual   implementation issues related to the proposed policy . Moreover , this tool was best suited under the   difficult circumstances of the pandemic . 

 Application 

 After formulation of the policy and obtaining nod ( from the Director - HR ) for conducting the learning   launch of the WFH policy , our team conducted a series of mock sessions by engaging employees of   different departments . The draft policy was distributed in advance to the participants and the online   meetings were held during office hours with specific agendas . During the mock sessions some real   issues were discussed and probable solutions were arrived at . The sessions were conducted within the   rules of the draft WFH policy . This allowed the testing of the policy objectives and the real issues   faced by the employees while working from home . Feedback from the participants were recorded   after each session on various issues such as ease of work , connectivity , infrastructure and WFH   etiquette . 

 Insight 

 The feedback obtained from the mock WFH sessions was interesting . On the positive side the   employees opined that they had adapted to the WFH experience and had the infrastructure and   internet connectivity to complete their tasks . They also expressed that there was better work life   balance and productivity . On the negative side they said that the lack of face to face human interaction   was unbearable beyond a certain period and they preferred to be physically present in the office . It   emerged that employees were comfortable with WFH working arrangement for not more than 45 days   in a year . Moreover , difficulty in reading the body language during meetings was expressed as a gap   in WFH . This need for face to face human interaction was an important insight through the learning   launch which was not considered while formulating the policy draft . 

 Approach 

 The important insights gained from the preliminary learning launch will be used to prepare the final   WFH policy through a cross functional team . The policy should therefore incorporate a mix of WFH   and need for being physically present in the office . Some more learning launch sessions will be held   to understand the customer interface . The results of the learning launch experience will be shared with   top management for the formulation of an employee focussed WFH policy for successful   implementation in our organization . After formally implementing the policy , the storytelling tool can   be used as an alternate approach to understand policy implementation and improvement . 


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: Challenge 

 I am an HR manager part of a team responsible for policy and strategy in my organization . Our   organization ( about 7000 employees ) did not have a work from home ( WFH ) policy before the   COVID-19 pandemic forced us to close our Corporate Headquarters . Our HR team was tasked to   prepare a WFH policy keeping in mind all pros and cons . The policy required the collection of   opinion from stakeholders such as employees at all levels , top management and customers who were   regular visitors to the office . The important aspect was to get the daily work done through a policy   that allowed virtual means of communication through structured rules of WFH to ensure business   continuity and smooth customer experience . This required close coordination between all the   departments of our organization including our IT team . 

 Selection 

 The approach consisted of three phases i.e. Phase I : developing a questionnaire for obtaining   responses of stakeholders ; Phase II :   formulation of a draft policy based on responses and best   practices followed by other organizations and , Phase III : testing the draft policy amongst a small   random group of employees . We selected the learning launch tool to quickly test the actual   implementation issues related to the proposed policy . Moreover , this tool was best suited under the   difficult circumstances of the pandemic . 

 Application 

 After formulation of the policy and obtaining nod ( from the Director - HR ) for conducting the learning   launch of the WFH policy , our team conducted a series of mock sessions by engaging employees of   different departments . The draft policy was distributed in advance to the participants and the online   meetings were held during office hours with specific agendas . During the mock sessions some real   issues were discussed and probable solutions were arrived at . The sessions were conducted within the   rules of the draft WFH policy . This allowed the testing of the policy objectives and the real issues   faced by the employees while working from home . Feedback from the participants were recorded   after each session on various issues such as ease of work , connectivity , infrastructure and WFH   etiquette . 

 Insight 

 The feedback obtained from the mock WFH sessions was interesting . On the positive side the   employees opined that they had adapted to the WFH experience and had the infrastructure and   internet connectivity to complete their tasks . They also expressed that there was better work life   balance and productivity . On the negative side they said that the lack of face to face human interaction   was unbearable beyond a certain period and they preferred to be physically present in the office . It   emerged that employees were comfortable with WFH working arrangement for not more than 45 days   in a year . Moreover , difficulty in reading the body language during meetings was expressed as a gap   in WFH . This need for face to face human interaction was an important insight through the learning   launch which was not considered while formulating the policy draft . 

 Approach 

 The important insights gained from the preliminary learning launch will be used to prepare the final   WFH policy through a cross functional team . The policy should therefore incorporate a mix of WFH   and need for being physically present in the office . Some more learning launch sessions will be held   to understand the customer interface . The results of the learning launch experience will be shared with   top management for the formulation of an employee focussed WFH policy for successful   implementation in our organization . After formally implementing the policy , the storytelling tool can   be used as an alternate approach to understand policy implementation and improvement .
### Output: 