Tesla 

 Design thinking improving HR process . 

 Challenge & Selection : 

 I work on an IT company in the HR department . There is a current issue on our career model and   our performance management system . At a first glance , employees are not satisfied on their   evaluations nor their career plans . Our response rate on our performance review system has   decreased over the last years . I have heard employees talk about the system lacks objectivity , hard   to follow , and it ’s not appealing to use . However , it is not yet clear what the real problem is . I   believe we need to have a deeper understanding in different aspects such as : “ does the current   process fits with the needs of the organization ? ” Or , does the career model align with the needs of   the organization ? 

 In order to have a clearer understanding of the problem I think Visualization is a right fit to   understand and verbalize what our main customers see or think . I ’d really like to know more about   why our employees feel so demotivated to participate in our performance management   processes . Perhaps , there are other reasons we have n’t considered them yet which I ’d really like   to understand . I would like to have the input of all level employees : managers , mid - managers and   individual contributors . 

 In the techniques of visualization , I will use a flowchart , which I think it ’s intuitive and easy to   follow .   I ’d like to define questions that can analyze different scenarios in order to identify what   reasons are “ triggering ” or causing the dissatisfaction with performance evaluations . Then , I will   group the reasons on different premises of causation , for example : “ by the process ” , “ career   model ” or “ external factors ” . 

 Application 

 Before starting with the technique of the flowchart and visualization , I will do stakeholder power   analysis , in order to understand who have more influence on participating trough this process . I   will then , section them into different focus groups to have their insight , and identify where they   think the problem is . 

 Once I have gathered the data , I will present different charts and group 5 different groups of   stakeholders to discuss different questions such as : What external factors are possibly influencing   the perception of our performance evaluation ? Are career model is aligned with the vision of the   organization ? Is our career model clear and understandable on how someone can build up a   career ? Does our career model fit with the technological application ? What is the perception of   our performance evaluation ? 

 Once these questions are displayed I will ask the participants of the group to display their answers   to the questions . I will ask them to list their answers on these different questions and try to   conduct and find a relationship between these answers . After the sessions are finalized , I will sort 

 out the answers and find the relationship between these answers and create a new model that fits   with all the points of view discussed . 

 Insight & approach 

 While applying this exercise I learned that there are different opinions discussed I have n’t yet   considered . Some of the things that were yet challenging were to create a sort of consensus   between the different ideas of the stakeholders and the influence of each one of them . I also   learned that it was central thing listening to the customer ’s opinion . Planning and planning was a   key factor to keep the exercise successful . 

 I will certainly try to do things a bit differently . I will try to first do all the exercise in a smaller time   frame . This is because doing this in large time frames the follow up sometimes loose the   objectivity and some other factors mixed up with the exercise . 


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: Tesla 

 Design thinking improving HR process . 

 Challenge & Selection : 

 I work on an IT company in the HR department . There is a current issue on our career model and   our performance management system . At a first glance , employees are not satisfied on their   evaluations nor their career plans . Our response rate on our performance review system has   decreased over the last years . I have heard employees talk about the system lacks objectivity , hard   to follow , and it ’s not appealing to use . However , it is not yet clear what the real problem is . I   believe we need to have a deeper understanding in different aspects such as : “ does the current   process fits with the needs of the organization ? ” Or , does the career model align with the needs of   the organization ? 

 In order to have a clearer understanding of the problem I think Visualization is a right fit to   understand and verbalize what our main customers see or think . I ’d really like to know more about   why our employees feel so demotivated to participate in our performance management   processes . Perhaps , there are other reasons we have n’t considered them yet which I ’d really like   to understand . I would like to have the input of all level employees : managers , mid - managers and   individual contributors . 

 In the techniques of visualization , I will use a flowchart , which I think it ’s intuitive and easy to   follow .   I ’d like to define questions that can analyze different scenarios in order to identify what   reasons are “ triggering ” or causing the dissatisfaction with performance evaluations . Then , I will   group the reasons on different premises of causation , for example : “ by the process ” , “ career   model ” or “ external factors ” . 

 Application 

 Before starting with the technique of the flowchart and visualization , I will do stakeholder power   analysis , in order to understand who have more influence on participating trough this process . I   will then , section them into different focus groups to have their insight , and identify where they   think the problem is . 

 Once I have gathered the data , I will present different charts and group 5 different groups of   stakeholders to discuss different questions such as : What external factors are possibly influencing   the perception of our performance evaluation ? Are career model is aligned with the vision of the   organization ? Is our career model clear and understandable on how someone can build up a   career ? Does our career model fit with the technological application ? What is the perception of   our performance evaluation ? 

 Once these questions are displayed I will ask the participants of the group to display their answers   to the questions . I will ask them to list their answers on these different questions and try to   conduct and find a relationship between these answers . After the sessions are finalized , I will sort 

 out the answers and find the relationship between these answers and create a new model that fits   with all the points of view discussed . 

 Insight & approach 

 While applying this exercise I learned that there are different opinions discussed I have n’t yet   considered . Some of the things that were yet challenging were to create a sort of consensus   between the different ideas of the stakeholders and the influence of each one of them . I also   learned that it was central thing listening to the customer ’s opinion . Planning and planning was a   key factor to keep the exercise successful . 

 I will certainly try to do things a bit differently . I will try to first do all the exercise in a smaller time   frame . This is because doing this in large time frames the follow up sometimes loose the   objectivity and some other factors mixed up with the exercise .
### Output: 