Design Thinking Reflection- 

 The use of Minds maps 

 Challenge 

 Employee engagement is a critical element to organizations success . The   level of employee engagement will impact organization culture , employee ’s   productivity , and retention . 

 While all segments of Employee engagement are critical , organizations pay   attention more to young employees ( Millennials ) engagement and   retention . As Millennial generation grows in the workforce and baby   boomers retire , organization need to invent new engagement models that   suits the generational differences between the two segments . 

 HR data in our organization shows that employee engagements for   millennials is declining in the last 3 years . Executive management asked to   form a team consist of HR professionals and leaders from different units to   discuss how to increase the engagement level of the millennials and   decrease the turnover . 

 Selection 

 As HR professional in the Taskforce team , we used different tools to .   Among these tools we used mind maps to uncover the real cause by   mapping employee journey experience and understand the moments that   matter . And we used visualization to present the data to management . 

 Mind maps are visual diagram used to organize and display information . 

 The employee journey map is a framework used to understand the sum   of all the employee 's experiences during their time with an organization   and it 's used to understand and enhance the employee experience . 

 The reason of selection 

 Because there are a lot of the benefit of the mapping , some of them are : 

 • Journey mapping helps identifying the   more hidden aspects of the 

 employee journey . 

 • Identify the milestones in employee experience that has positive 

 experience and the journey runs smoothly to learn of it . 

 • Identify the reasons of why the organization did n’t meet employee 

 expectations and the coarse of actions to correct . 

 • Identifying new opportunities to foster engagement . 

 Application 

 The team recognized that every employee goes through a series of stages   from the day they apply for a job right through to the day they leave . This   journey can be summarized into five stages : 

 Stage # 1 : Recruitment . This includes all the steps that lead to hiring a   new employee . Considerations are : duration of the hire process , wether the   job posting is attractive and clear , the cost of the hire , the acceptance rate ,   the process pre- post interview , the selection process , the communication   with the candidates , the quality of hire . 

 Stage # 2 : Onboarding . The process in which the new hire is introduced   the organization , the system , tools and the culture .. 

 Stage # 3 : Development . Since this is a continuous activity throughout the   employee life cycle , a careful consideration was applied to capture different   aspect of it ( Professional development and leadership development )   starting from employee develop the basic skill needed in his role to the skill   needed for collaboration within his teams and others and the development   for future roles and promotion aspiration and preparing him to be a leader . 

 Persona 

 Journey mapping Innovate Apply 

 Stage # 4 : Retention . Once the employee integrated in the organization ,   the challenge is to keep him motivated and engaged to perform his tasks   and responsibilities . Plus , to ensure they ’re inspired by and connected to   the company ’s core vision . 

 Stage # 5 : Exit . This includes retirement , move to another employer ,   change the profession , or for medical reasons . The organization is setting   strategies to avoid employees exiting to a competitor . 

 An employee journey map allows you to plot out every moment that matters   and understand what you can do to improve the experience . Here ’s how to   start building your employee journey map . 

 Below are the steps that team used to create the employee journey   experience map using digital platform for Mind maps tool : 

 Step # 1 : Identify the demographics of the millennials in the organization   and their role and gender . 

 Step # 2 : Identify the data point to feed the employee Journey . 

 Such onboarding feedback , engagement survey , focus groups , satisfaction   survey about some services , 360 feedback where employees provide   feedback about their supervisors could give indication about their struggle   in the organization 

 Step # 3 : Create Personas for the millennials ( pre - Hire to post- exit ) . 

 The team mapped out the interactions the millennials would have with the   organization from their first contact ( usually before they ’re hired ) all the way   through to them eventually leaving . 

 Step # 4 : Map feedback and insights to the employee journey . 

 The team worked on mapping the feedback from different sources to the   exact milestone in employee life cycle . 

 Step # 5 : identify opportunities to improve millennials throughout their   employment journeys . 

 After all the feedback was plotted for each stage , it is easier to understand   the area that organization need to pay attention more to improve millennials   engagement . 

 Insights 

 The team identified different areas in the journey map that could help the   organization improve the millennials engagement . Starting from the filling   the application forms , the team finds it is a long process involves a lot of   paperwork while the millennials are tech savvy and would like to use digital   applications . There was a delay in the onboarding process where some   employees struggled in their first week for a desk to utilize . Moving to the   development activities while the millennials find that the organization   provide plenty of training however there was no guidance on the best that   suits their need in different stages . The team provide different solution for   each of the areas identified and presented to executive management . 

 Approach 

 Since there were different inputs to different milestones and stages , the   mapping tool was the best to illustrate the whole journey and identify the   are that cause low engagement among the millennials . Every milestone   become the parent topic that bifurcates into different branches of   information which help in analysis and illustration . 

 A neat map with a dummy picture of the personas were presented to the   management to help them visualize , feel and sense the whole journey and   the area of focus . 


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: Design Thinking Reflection- 

 The use of Minds maps 

 Challenge 

 Employee engagement is a critical element to organizations success . The   level of employee engagement will impact organization culture , employee ’s   productivity , and retention . 

 While all segments of Employee engagement are critical , organizations pay   attention more to young employees ( Millennials ) engagement and   retention . As Millennial generation grows in the workforce and baby   boomers retire , organization need to invent new engagement models that   suits the generational differences between the two segments . 

 HR data in our organization shows that employee engagements for   millennials is declining in the last 3 years . Executive management asked to   form a team consist of HR professionals and leaders from different units to   discuss how to increase the engagement level of the millennials and   decrease the turnover . 

 Selection 

 As HR professional in the Taskforce team , we used different tools to .   Among these tools we used mind maps to uncover the real cause by   mapping employee journey experience and understand the moments that   matter . And we used visualization to present the data to management . 

 Mind maps are visual diagram used to organize and display information . 

 The employee journey map is a framework used to understand the sum   of all the employee 's experiences during their time with an organization   and it 's used to understand and enhance the employee experience . 

 The reason of selection 

 Because there are a lot of the benefit of the mapping , some of them are : 

 • Journey mapping helps identifying the   more hidden aspects of the 

 employee journey . 

 • Identify the milestones in employee experience that has positive 

 experience and the journey runs smoothly to learn of it . 

 • Identify the reasons of why the organization did n’t meet employee 

 expectations and the coarse of actions to correct . 

 • Identifying new opportunities to foster engagement . 

 Application 

 The team recognized that every employee goes through a series of stages   from the day they apply for a job right through to the day they leave . This   journey can be summarized into five stages : 

 Stage # 1 : Recruitment . This includes all the steps that lead to hiring a   new employee . Considerations are : duration of the hire process , wether the   job posting is attractive and clear , the cost of the hire , the acceptance rate ,   the process pre- post interview , the selection process , the communication   with the candidates , the quality of hire . 

 Stage # 2 : Onboarding . The process in which the new hire is introduced   the organization , the system , tools and the culture .. 

 Stage # 3 : Development . Since this is a continuous activity throughout the   employee life cycle , a careful consideration was applied to capture different   aspect of it ( Professional development and leadership development )   starting from employee develop the basic skill needed in his role to the skill   needed for collaboration within his teams and others and the development   for future roles and promotion aspiration and preparing him to be a leader . 

 Persona 

 Journey mapping Innovate Apply 

 Stage # 4 : Retention . Once the employee integrated in the organization ,   the challenge is to keep him motivated and engaged to perform his tasks   and responsibilities . Plus , to ensure they ’re inspired by and connected to   the company ’s core vision . 

 Stage # 5 : Exit . This includes retirement , move to another employer ,   change the profession , or for medical reasons . The organization is setting   strategies to avoid employees exiting to a competitor . 

 An employee journey map allows you to plot out every moment that matters   and understand what you can do to improve the experience . Here ’s how to   start building your employee journey map . 

 Below are the steps that team used to create the employee journey   experience map using digital platform for Mind maps tool : 

 Step # 1 : Identify the demographics of the millennials in the organization   and their role and gender . 

 Step # 2 : Identify the data point to feed the employee Journey . 

 Such onboarding feedback , engagement survey , focus groups , satisfaction   survey about some services , 360 feedback where employees provide   feedback about their supervisors could give indication about their struggle   in the organization 

 Step # 3 : Create Personas for the millennials ( pre - Hire to post- exit ) . 

 The team mapped out the interactions the millennials would have with the   organization from their first contact ( usually before they ’re hired ) all the way   through to them eventually leaving . 

 Step # 4 : Map feedback and insights to the employee journey . 

 The team worked on mapping the feedback from different sources to the   exact milestone in employee life cycle . 

 Step # 5 : identify opportunities to improve millennials throughout their   employment journeys . 

 After all the feedback was plotted for each stage , it is easier to understand   the area that organization need to pay attention more to improve millennials   engagement . 

 Insights 

 The team identified different areas in the journey map that could help the   organization improve the millennials engagement . Starting from the filling   the application forms , the team finds it is a long process involves a lot of   paperwork while the millennials are tech savvy and would like to use digital   applications . There was a delay in the onboarding process where some   employees struggled in their first week for a desk to utilize . Moving to the   development activities while the millennials find that the organization   provide plenty of training however there was no guidance on the best that   suits their need in different stages . The team provide different solution for   each of the areas identified and presented to executive management . 

 Approach 

 Since there were different inputs to different milestones and stages , the   mapping tool was the best to illustrate the whole journey and identify the   are that cause low engagement among the millennials . Every milestone   become the parent topic that bifurcates into different branches of   information which help in analysis and illustration . 

 A neat map with a dummy picture of the personas were presented to the   management to help them visualize , feel and sense the whole journey and   the area of focus .
### Output: 