SKILLBUS- VISUALIZATION 

 Challenge & Selection 

 We are in a very fast changing world in terms of technology , geopolitical alignments , innovation ,   market expectations and many more . Ever changing world needs unpresented skills to survive ,   making unlearning - learning - relearning a pressing requirement to be addressed . As a learner and   student , myself , I have experienced this first hand that there is a gap between what you learn in your   college , on the job today , becomes irrelevant in a few years creating a void/ gap in the skills needed   to solve current day business problems . Therefore , the challenge I am considering is , “ How might we   create a mentoring framework for continuous skilling to meet existential professional needs ? ” . 

 A learner is always , finding it difficult to find a suitable mentor , unclear about the stated credentials   of mentor that is not verifiable , wondering which mentor has updates skills aligning with current   business/ technology trends , concerned about lack of participation from industry practitioners as   mentors & worried about the economies of acquiring new skill . 

 From a skill learner perspective , as a student myself , I thought thinking visually will give a high - level   overview of the learner and his/ her environment , opportunities for learning , modes of learning .   Also , I thought visualizing the impact of the outcome is also important to determine the means of   learning/ coaching . So , I am selecting one of the Design Thinking technique , Visualization to get rich   understanding of the context , actors involved , scenarios , situation , and actionable insights . 

 Application 

 I applied the VISUALIZATION technique to EXPOLRE the overall skilling environment . Listed all modes   of alternatives that skill developers are adopting . Broadly , I could notice that choices are based on   the location of learner , technology access he/ she has and ability to invest in skill development ,   based on the expected outcome . I found that the learner approaches had a particular PATTERN of   selecting the sources for training like online training portals , green field trainings , coaching centres ,   self - study guides , offline learning material and one - on - one mentoring . 

 I then IDEATED these approaches with a couple of my classmates , to find the most suitable   framework for skill enablement . We then were able to create a framework in shape of a matrix for   skill seekers to be able to select the right and most optimal approach to get skilled . 

 We then used this matrix as a PROTOTYPE framework and asked a few of other friends to try it out . I   would say in a way we PILOTTED the approach with a small group to get feedback from them . Our   intention was to SCALE this up and test with a larger group . We collected the data/ information   about their experiences , challenges they faced , suggestions they had for improvisation and rapid   prototyping . 

 In our visualization frame of mind , we had the trainers , learners , modes of training , criteria for   learning skills , skilling economy ( investment vs. ROI ) , various situations in which a learner perhaps   could be and what would the learning journey of each kind of learner . We had a framework that was   ‘ usable ’ but not very effective or optimized . 

 Insight & Approach 

 I realized that we need to restate/ extend the problem statement as , “ How might I improvise the   framework for rapid and effective skilling , to meet marked demands and within the constraints ? ” 

 I further explored other Design Thinking methods and I have decided to use few other Design   Thinking tools like , PERSONAS and JOURNEY MAPPING to understand the needs of each learner . We   realized that the learners come from various back ground , maturity levels , varied affordability ,   appetite for technology , etc . , . We have decided to use INTERVIEWING technique for gathering   insights from every actor in the scenario for a given situation , to understand the skilling ecosystem   and improve the efficacy of the framework further comprehensively . 


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: SKILLBUS- VISUALIZATION 

 Challenge & Selection 

 We are in a very fast changing world in terms of technology , geopolitical alignments , innovation ,   market expectations and many more . Ever changing world needs unpresented skills to survive ,   making unlearning - learning - relearning a pressing requirement to be addressed . As a learner and   student , myself , I have experienced this first hand that there is a gap between what you learn in your   college , on the job today , becomes irrelevant in a few years creating a void/ gap in the skills needed   to solve current day business problems . Therefore , the challenge I am considering is , “ How might we   create a mentoring framework for continuous skilling to meet existential professional needs ? ” . 

 A learner is always , finding it difficult to find a suitable mentor , unclear about the stated credentials   of mentor that is not verifiable , wondering which mentor has updates skills aligning with current   business/ technology trends , concerned about lack of participation from industry practitioners as   mentors & worried about the economies of acquiring new skill . 

 From a skill learner perspective , as a student myself , I thought thinking visually will give a high - level   overview of the learner and his/ her environment , opportunities for learning , modes of learning .   Also , I thought visualizing the impact of the outcome is also important to determine the means of   learning/ coaching . So , I am selecting one of the Design Thinking technique , Visualization to get rich   understanding of the context , actors involved , scenarios , situation , and actionable insights . 

 Application 

 I applied the VISUALIZATION technique to EXPOLRE the overall skilling environment . Listed all modes   of alternatives that skill developers are adopting . Broadly , I could notice that choices are based on   the location of learner , technology access he/ she has and ability to invest in skill development ,   based on the expected outcome . I found that the learner approaches had a particular PATTERN of   selecting the sources for training like online training portals , green field trainings , coaching centres ,   self - study guides , offline learning material and one - on - one mentoring . 

 I then IDEATED these approaches with a couple of my classmates , to find the most suitable   framework for skill enablement . We then were able to create a framework in shape of a matrix for   skill seekers to be able to select the right and most optimal approach to get skilled . 

 We then used this matrix as a PROTOTYPE framework and asked a few of other friends to try it out . I   would say in a way we PILOTTED the approach with a small group to get feedback from them . Our   intention was to SCALE this up and test with a larger group . We collected the data/ information   about their experiences , challenges they faced , suggestions they had for improvisation and rapid   prototyping . 

 In our visualization frame of mind , we had the trainers , learners , modes of training , criteria for   learning skills , skilling economy ( investment vs. ROI ) , various situations in which a learner perhaps   could be and what would the learning journey of each kind of learner . We had a framework that was   ‘ usable ’ but not very effective or optimized . 

 Insight & Approach 

 I realized that we need to restate/ extend the problem statement as , “ How might I improvise the   framework for rapid and effective skilling , to meet marked demands and within the constraints ? ” 

 I further explored other Design Thinking methods and I have decided to use few other Design   Thinking tools like , PERSONAS and JOURNEY MAPPING to understand the needs of each learner . We   realized that the learners come from various back ground , maturity levels , varied affordability ,   appetite for technology , etc . , . We have decided to use INTERVIEWING technique for gathering   insights from every actor in the scenario for a given situation , to understand the skilling ecosystem   and improve the efficacy of the framework further comprehensively .
### Output: 