Example Reflection – Learning Launch 

 Challenge 

 I am a Product Owner in a Software Company . My team is responsible for the development   and maintenance of a Human Resource Management software platform . Our clients are   private and public organizations . We are well established in our market and with high   customer satisfaction . Having more than 20 years of experience , we realized that the rate of   acquiring new customers was decreasing every year .   With more than 1000 installations our   revenue was based more than 80 % on the maintenance agreements . The team is profitable   and has a small loss of customers . No reasons for worries . Our comfort zone was very well   protected . Τhe rate of new customers has remained low . That was our main problem . What   could we do to gain new customers ? Our team worked together with existing customers and   potential new customers .   We realized that the core problem of our customers was under- staffing . We decided to involve in our meetings members of the management but also   employees from other departments and not only from the HR department . We conclude   that the only way to solve the problem was to involve all the employees in the HR processes .   Our users were not only the HR department employees but all the stuff of the organization .   Traditionally all the applications were made from the employees and send to the HR   department for further processing . 

 Selection 

 Now we had a new point of view . We believed that this could be the solution to our   problem . We decided to use the learning launch tool to see if this works . 

 Application 

 We chose to develop an online form for the application for a holiday permit . Every employee   could apply online and receive approval online . We needed only one sprint ( 2 weeks ) to   develop and deploy . We launched the new online application form in one of our customers   with 100 employees . We trained all the users ( 2 hours ) and monitored the process for one   month . We responded to every user request almost immediately . Our goal was to make the   whole process easy and comfortable for everyone . Employees were satisfied because of the   simplicity and transparency of the process . We had a green light to work further in this   direction . We prioritized all the processes and begun to refactoring our software platform . 

 Insights 

 We had a very narrow point of view base on the traditional way of the structure of an   organization . Εverything was ready to welcome the change . With small steps , we could make   a big difference . Now we had a new story : HR Software for all . This story could expand to all   of our software . We organized a small campaign in some of our open leads and realized that   our new story brings results . One of two of our potential customers was willing to make the   deal . 

 Approach 

 The learning launch combines perfectly with our scum / agile methodology . We love to trie   out new ideas and to experiment with new concepts . Always when we look forward to new   challenges , it makes our job and our products better . 


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: Example Reflection – Learning Launch 

 Challenge 

 I am a Product Owner in a Software Company . My team is responsible for the development   and maintenance of a Human Resource Management software platform . Our clients are   private and public organizations . We are well established in our market and with high   customer satisfaction . Having more than 20 years of experience , we realized that the rate of   acquiring new customers was decreasing every year .   With more than 1000 installations our   revenue was based more than 80 % on the maintenance agreements . The team is profitable   and has a small loss of customers . No reasons for worries . Our comfort zone was very well   protected . Τhe rate of new customers has remained low . That was our main problem . What   could we do to gain new customers ? Our team worked together with existing customers and   potential new customers .   We realized that the core problem of our customers was under- staffing . We decided to involve in our meetings members of the management but also   employees from other departments and not only from the HR department . We conclude   that the only way to solve the problem was to involve all the employees in the HR processes .   Our users were not only the HR department employees but all the stuff of the organization .   Traditionally all the applications were made from the employees and send to the HR   department for further processing . 

 Selection 

 Now we had a new point of view . We believed that this could be the solution to our   problem . We decided to use the learning launch tool to see if this works . 

 Application 

 We chose to develop an online form for the application for a holiday permit . Every employee   could apply online and receive approval online . We needed only one sprint ( 2 weeks ) to   develop and deploy . We launched the new online application form in one of our customers   with 100 employees . We trained all the users ( 2 hours ) and monitored the process for one   month . We responded to every user request almost immediately . Our goal was to make the   whole process easy and comfortable for everyone . Employees were satisfied because of the   simplicity and transparency of the process . We had a green light to work further in this   direction . We prioritized all the processes and begun to refactoring our software platform . 

 Insights 

 We had a very narrow point of view base on the traditional way of the structure of an   organization . Εverything was ready to welcome the change . With small steps , we could make   a big difference . Now we had a new story : HR Software for all . This story could expand to all   of our software . We organized a small campaign in some of our open leads and realized that   our new story brings results . One of two of our potential customers was willing to make the   deal . 

 Approach 

 The learning launch combines perfectly with our scum / agile methodology . We love to trie   out new ideas and to experiment with new concepts . Always when we look forward to new   challenges , it makes our job and our products better .
### Output: 