Mind Map tool 

 Challenge & Selection 

 The tool that I have selected is Mind Mapping to establish and implement a new Learning methodology   in a large organization . This organization currently has Learning and development activities happening   through a general portal , there is no robust mechanism to track the skills required for a particular role ,   the courses available to meet the skill requirement and criteria to certify the employees . 

 Employees usually complete the mandatory basic process related trainings and are often not very clear   on what skills and knowledge is required in order to improve efficiency and plan career growth . 

 Mind map is a tool in the designing thinking process to look for patterns and themes and more insights   in your data to create more creative solutions . Through Mind map tool I have brought the Training , the   Human resource and the Business operations team on one table and map the journey of an employee   from the time of induction till he / she moves to a new role . 

 Application : 

 I start the process by inviting all the stakeholders ( HR , Training and Business team ) to discuss the   journey of a new hire employee . The entire journey is divided into 3 Category – zero to 180 days   ( Induction ) , 6 months to 18 months ( On production ) 18 months to 24 months ( Career development ) ,   category – 4 24 + months ( Developing leaders ) 

 In Category -1 – the employee will go through the formal Induction programs , basics of the business   trainings which includes understanding the process , the domain expertise and the tools involved . 

 Category -2 ( On Production ) – this is the stage where an employee is performing on the productions   floor and is expected to improve the efficiency and the output . 

 Category – 3 ( Career Development ) – In this stage the employee is getting prepared or is groomed to   take up the next level . 

 Category -4 ( Developing Leaders ) – This stage is for employees who spent considerable amount of time   with the process/ business and have shown remarkable improvement . 

 All the participants / stakeholders were taken to a huge display board with the above mentioned   categories . They were given a video tour showing the various categories and what is expected from the   employee , this helped them to understand the current reality . 

 They were asked to paste the stick notes under each category about the learning needs of an employee .   I have then divided the participants in 3 groups , each representing the category . Each group reviews the   sticky notes displayed under the respective categories and come up with the insights and learning   requirements . 

 Insights & Approach 

 While conducting this activity with various stakeholders what I realized that using visual aids- especially   something like Mind map has given a very clear understanding of what happens in the work life of an 

 employee , the expectation that they have from the organization and what organization , clients ,   colleagues , team members expect from the individual . This activity has very pictorially defined the skills   and competencies required at each level of proficiency . The visuals used by the participants have helped   the Human resource team to understand the role requirement and hence make the hiring process more   efficient and error free . The training managers were able to identify the exact skills/ competency   learning requirement and have designed or recommended the courses and the assignments to the   employees . 

 The business leaders were able to understand the importance of constant learning and its alignment   with the business goals , this activity also gave them the insight on how to define the career   development or promotion criteria for high performing individuals and that they must consider both   performance and potential in the development of an employee . 


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: Mind Map tool 

 Challenge & Selection 

 The tool that I have selected is Mind Mapping to establish and implement a new Learning methodology   in a large organization . This organization currently has Learning and development activities happening   through a general portal , there is no robust mechanism to track the skills required for a particular role ,   the courses available to meet the skill requirement and criteria to certify the employees . 

 Employees usually complete the mandatory basic process related trainings and are often not very clear   on what skills and knowledge is required in order to improve efficiency and plan career growth . 

 Mind map is a tool in the designing thinking process to look for patterns and themes and more insights   in your data to create more creative solutions . Through Mind map tool I have brought the Training , the   Human resource and the Business operations team on one table and map the journey of an employee   from the time of induction till he / she moves to a new role . 

 Application : 

 I start the process by inviting all the stakeholders ( HR , Training and Business team ) to discuss the   journey of a new hire employee . The entire journey is divided into 3 Category – zero to 180 days   ( Induction ) , 6 months to 18 months ( On production ) 18 months to 24 months ( Career development ) ,   category – 4 24 + months ( Developing leaders ) 

 In Category -1 – the employee will go through the formal Induction programs , basics of the business   trainings which includes understanding the process , the domain expertise and the tools involved . 

 Category -2 ( On Production ) – this is the stage where an employee is performing on the productions   floor and is expected to improve the efficiency and the output . 

 Category – 3 ( Career Development ) – In this stage the employee is getting prepared or is groomed to   take up the next level . 

 Category -4 ( Developing Leaders ) – This stage is for employees who spent considerable amount of time   with the process/ business and have shown remarkable improvement . 

 All the participants / stakeholders were taken to a huge display board with the above mentioned   categories . They were given a video tour showing the various categories and what is expected from the   employee , this helped them to understand the current reality . 

 They were asked to paste the stick notes under each category about the learning needs of an employee .   I have then divided the participants in 3 groups , each representing the category . Each group reviews the   sticky notes displayed under the respective categories and come up with the insights and learning   requirements . 

 Insights & Approach 

 While conducting this activity with various stakeholders what I realized that using visual aids- especially   something like Mind map has given a very clear understanding of what happens in the work life of an 

 employee , the expectation that they have from the organization and what organization , clients ,   colleagues , team members expect from the individual . This activity has very pictorially defined the skills   and competencies required at each level of proficiency . The visuals used by the participants have helped   the Human resource team to understand the role requirement and hence make the hiring process more   efficient and error free . The training managers were able to identify the exact skills/ competency   learning requirement and have designed or recommended the courses and the assignments to the   employees . 

 The business leaders were able to understand the importance of constant learning and its alignment   with the business goals , this activity also gave them the insight on how to define the career   development or promotion criteria for high performing individuals and that they must consider both   performance and potential in the development of an employee .
### Output: 