Reflection – Visualisation 

 Challenge 

 When I had joined the organisation where I am currently working in , our team was facing a   challenge in which we had to help the Learning and Development department solve their   problem . Previously the organisation used to conduct a number of corporate trainings and   had access to a wide array of learning and skill development platforms like EdEx , Coursera ,   SkillSoft , etc . , which were all underutilised and under registered . Thus we had to find a way   for better employee participations in the corporate training programmes , better utilization of   wide array of learning platforms , and thus lead to a better overall employee engagement and   development via these corporate trainings and learning platforms . 

 Selection & Application 

 We had used “ Visualisation ” as a tool to present our final recommendations report to the   stakeholders in the Learning & Development department . Pictorial presentation of the whole   situation from employee ’s point of view , with before after story line side by side on a single   chart . This helped better understand the situation from employee ’s point of view for   stakeholders in L&D department and how the situation could change . 

 On one side of the chart there were a series of pictures showing a typical employee and   his / her daily routine and how and why he / she is unable to locate appropriate training or skill   development course . The pictorial flow also shows where all were the opportunities that were   put in place in his / her daily work life , by the L&D department and how did and why did he / she   miss to locate or capitalise on those opportunities . The flow also shows how that employee   yearns to make use of those opportunities when he / she realises that they were missed .   Meanwhile the other side of the chart showed the series of pictures which showed the same   employee ’s daily routine , where the proposed solutions could fit in . The pictures also helped   visualise the impact of those changes and where exactly those changes would fit in . 

 Insight & Approach 

 To solve this problem , we had conducted several in - depth interviews with all the relevant   stakeholders both within the Learning and Development department and other employees   who had both used and not used these platforms . After speaking to all the relevant   stakeholders , we narrowed down on the actual problem and why is it still not solved . We as   a group come up with several solutions to the problem . Now , instead of just presenting the   problem and the probable solution , we thought it was necessary for the people in the L&D   department to understand why is it a problem , i.e. , why are n’t employee utilising the   resources even when organisation wide surveys showed that they were interested in the   training and skill development tools . So , we had developed a pictorial chart describing the   whole situation from a typical employee ’s point of view . Also , to give the   suggestions / recommendations of how to solve the problem , we had used pictorial   representations on charts showing how exactly those recommendations , when implemented , 

 could change things for employees and how it would nudge them to better utilise these   platforms . 

 If instead of the pictorial flow charts showing before - after scenarios on a single chart , we   would have used a typical report or a PowerPoint presentation , neither the effectiveness ,   viability of the recommendation could be felt and would have been this impactful , nor would   it have made the current situation so clear as to what the problem is and why it persists . Thus ,   making a visual aid made the whole analysis of the situation and the recommendations clearer   and more impactful . Similar visual aid could further be used to solve other problems the   organization faces . 


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 

 When I had joined the organisation where I am currently working in , our team was facing a   challenge in which we had to help the Learning and Development department solve their   problem . Previously the organisation used to conduct a number of corporate trainings and   had access to a wide array of learning and skill development platforms like EdEx , Coursera ,   SkillSoft , etc . , which were all underutilised and under registered . Thus we had to find a way   for better employee participations in the corporate training programmes , better utilization of   wide array of learning platforms , and thus lead to a better overall employee engagement and   development via these corporate trainings and learning platforms . 

 Selection & Application 

 We had used “ Visualisation ” as a tool to present our final recommendations report to the   stakeholders in the Learning & Development department . Pictorial presentation of the whole   situation from employee ’s point of view , with before after story line side by side on a single   chart . This helped better understand the situation from employee ’s point of view for   stakeholders in L&D department and how the situation could change . 

 On one side of the chart there were a series of pictures showing a typical employee and   his / her daily routine and how and why he / she is unable to locate appropriate training or skill   development course . The pictorial flow also shows where all were the opportunities that were   put in place in his / her daily work life , by the L&D department and how did and why did he / she   miss to locate or capitalise on those opportunities . The flow also shows how that employee   yearns to make use of those opportunities when he / she realises that they were missed .   Meanwhile the other side of the chart showed the series of pictures which showed the same   employee ’s daily routine , where the proposed solutions could fit in . The pictures also helped   visualise the impact of those changes and where exactly those changes would fit in . 

 Insight & Approach 

 To solve this problem , we had conducted several in - depth interviews with all the relevant   stakeholders both within the Learning and Development department and other employees   who had both used and not used these platforms . After speaking to all the relevant   stakeholders , we narrowed down on the actual problem and why is it still not solved . We as   a group come up with several solutions to the problem . Now , instead of just presenting the   problem and the probable solution , we thought it was necessary for the people in the L&D   department to understand why is it a problem , i.e. , why are n’t employee utilising the   resources even when organisation wide surveys showed that they were interested in the   training and skill development tools . So , we had developed a pictorial chart describing the   whole situation from a typical employee ’s point of view . Also , to give the   suggestions / recommendations of how to solve the problem , we had used pictorial   representations on charts showing how exactly those recommendations , when implemented , 

 could change things for employees and how it would nudge them to better utilise these   platforms . 

 If instead of the pictorial flow charts showing before - after scenarios on a single chart , we   would have used a typical report or a PowerPoint presentation , neither the effectiveness ,   viability of the recommendation could be felt and would have been this impactful , nor would   it have made the current situation so clear as to what the problem is and why it persists . Thus ,   making a visual aid made the whole analysis of the situation and the recommendations clearer   and more impactful . Similar visual aid could further be used to solve other problems the   organization faces .
### Output: 