Challenge :   I remember one of the first projects I ever worked on as a consultant in an HR consultancy firm ,   whereby our challenge was to increase employee satisfaction and efficiency , adding value to the   company as a professional organization . The vision of our project was to create an efficient employee   management system whereby we could translate it to any organization witnessing low - levels of   employees ’ satisfaction . My team and I , a group of 5 young experts in the field , truly believed that   customer approval of any company can only be achieved through high employee satisfaction and   fulfillment .     Selection :   We decided to use design thinking in order to achieve our aim , and we chose to use the learning launch   tool . By definition , the learning launch tool is about making small , quick and smart experiences in order   to test our hypothesis . Our testing ground was an 8 - year old well - established real estate development   company , facing several customer issues as well as various employee problems . The project was limited   to internal resources ( Financial and HR ) . As we had multiple ideas generated from different brain   storming sessions , we decided that the learning launch tool was a good outfit to the situation .      Application :   On one hand , we preceded every learning launch by various interviews with employees and surveys   ranking different aspects of the work nature and environment present in the company . And on the other   hand , we tracked the progress by noting the differences between answers given by employees to   numerous objective and subjective questions , before and after the learn launch . We divided employee   satisfaction levels into three different sectors ( Personal , Social and Financial ) , and worked on improving   each sector at a time , in order to finalize a model whereby all sectors were optimized , according to   employees .     For our first learning launch , after we evaluated the Personal Sector as being the most important , we   focused on the work space of each employee – how it was decorated , where it was located , degrees of   privacy / transparency , amenities in the office ( for breaks ) , cubicle / desk settings ( confortable seating , low   visual pollution ) , etc … We devised a plan whereby we introduced or changed each item at a time , in   order to track the impact and keep the motion and anticipation levels high . These smart changes as we   like to call them , had a tremendous impact on employee satisfaction which brought us to our second   sector , socializing .     Our second learning launch focused on social needs of employees in the workplace and how it affected   their behavior and efficiency . Thus , we introduced free online collaborative softwares , whereby all   employees working on a similar project , could keep track , update and get further involvement in the   project itself . This created more efficiency in the work and supplemented employees with social   interactions . In addition we introduced a social plan of monthly outdoor activities , whereby we praised   and practiced team work , in order to strengthen the bond and create long - term relationships . 

 Our third and final learning launch focused on the financial aspect of the work , a process which was   poorly respected and managed by senior - level managers and directors . We introduced a new award   system of project - related micro - bonuses and micro - raises on a monthly basis rather than yearly basis .   The fast pace of this system was the reason of increase in efficiency during work - hours . Employees were   more serious and respectful of the new award system and the workflow as it is .     Insight :   The learning launch tool helped us test various assumptions we had about improving employee   satisfaction and helped us test our hypothesis in a quick effective method . The flow of data we gathered   was paramount in our evaluation of each designed learning launch . Furthermore , we kept using these   designs for months , testing the correlation between employee and customer satisfactions , assuming   high association between both . Our results were not completely as expected , as little connection was   accurately proved . However , we did see increases in customer satisfaction from the professional , yet   relaxing and positive environment that is now existing and emanating from employees . Innovative ideas   using design thinking was very helpful in helping and developing efficiency in employees , on a personal   and professional level .     Approach :   Our team used this design thinking tool in a very keen way , resourcing and developing our insight   further , applying it to different industries . Moving forward we might apply these designs on a broader   basis ( designing learn launches uniquely to the various departments ) , testing several methods and   systems into finally creating a unique long - term solution : fashioning the relationship between   employees and customers on one hand , and employees , customers and organization on the other .   Future launch designs should come closer to a full solution on this matter . 


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 remember one of the first projects I ever worked on as a consultant in an HR consultancy firm ,   whereby our challenge was to increase employee satisfaction and efficiency , adding value to the   company as a professional organization . The vision of our project was to create an efficient employee   management system whereby we could translate it to any organization witnessing low - levels of   employees ’ satisfaction . My team and I , a group of 5 young experts in the field , truly believed that   customer approval of any company can only be achieved through high employee satisfaction and   fulfillment .     Selection :   We decided to use design thinking in order to achieve our aim , and we chose to use the learning launch   tool . By definition , the learning launch tool is about making small , quick and smart experiences in order   to test our hypothesis . Our testing ground was an 8 - year old well - established real estate development   company , facing several customer issues as well as various employee problems . The project was limited   to internal resources ( Financial and HR ) . As we had multiple ideas generated from different brain   storming sessions , we decided that the learning launch tool was a good outfit to the situation .      Application :   On one hand , we preceded every learning launch by various interviews with employees and surveys   ranking different aspects of the work nature and environment present in the company . And on the other   hand , we tracked the progress by noting the differences between answers given by employees to   numerous objective and subjective questions , before and after the learn launch . We divided employee   satisfaction levels into three different sectors ( Personal , Social and Financial ) , and worked on improving   each sector at a time , in order to finalize a model whereby all sectors were optimized , according to   employees .     For our first learning launch , after we evaluated the Personal Sector as being the most important , we   focused on the work space of each employee – how it was decorated , where it was located , degrees of   privacy / transparency , amenities in the office ( for breaks ) , cubicle / desk settings ( confortable seating , low   visual pollution ) , etc … We devised a plan whereby we introduced or changed each item at a time , in   order to track the impact and keep the motion and anticipation levels high . These smart changes as we   like to call them , had a tremendous impact on employee satisfaction which brought us to our second   sector , socializing .     Our second learning launch focused on social needs of employees in the workplace and how it affected   their behavior and efficiency . Thus , we introduced free online collaborative softwares , whereby all   employees working on a similar project , could keep track , update and get further involvement in the   project itself . This created more efficiency in the work and supplemented employees with social   interactions . In addition we introduced a social plan of monthly outdoor activities , whereby we praised   and practiced team work , in order to strengthen the bond and create long - term relationships . 

 Our third and final learning launch focused on the financial aspect of the work , a process which was   poorly respected and managed by senior - level managers and directors . We introduced a new award   system of project - related micro - bonuses and micro - raises on a monthly basis rather than yearly basis .   The fast pace of this system was the reason of increase in efficiency during work - hours . Employees were   more serious and respectful of the new award system and the workflow as it is .     Insight :   The learning launch tool helped us test various assumptions we had about improving employee   satisfaction and helped us test our hypothesis in a quick effective method . The flow of data we gathered   was paramount in our evaluation of each designed learning launch . Furthermore , we kept using these   designs for months , testing the correlation between employee and customer satisfactions , assuming   high association between both . Our results were not completely as expected , as little connection was   accurately proved . However , we did see increases in customer satisfaction from the professional , yet   relaxing and positive environment that is now existing and emanating from employees . Innovative ideas   using design thinking was very helpful in helping and developing efficiency in employees , on a personal   and professional level .     Approach :   Our team used this design thinking tool in a very keen way , resourcing and developing our insight   further , applying it to different industries . Moving forward we might apply these designs on a broader   basis ( designing learn launches uniquely to the various departments ) , testing several methods and   systems into finally creating a unique long - term solution : fashioning the relationship between   employees and customers on one hand , and employees , customers and organization on the other .   Future launch designs should come closer to a full solution on this matter .
### Output: 