Example Reflection – Learning Launch       Challenge        As a HR team member I am also responsible for providing skilled candidates to a number of our   company internal requirements & customers on an outsourced model . One such critical requirement   is into SAP which is a specific skill which is hard to find in the market .      The management also had a mindset of getting highly skilled staff and as a practice they were not   interested in recruiting junior staff . We were hard pressed to find the people with the relevant skills   which were within budget which would make commercial sense for the company . My company had   the ability for training junior technical staff and we were already aware of the benefits of adding less   experienced but well trained staff to manage the requirement .      Therefore , we were convinced that this approach would also work for this critical requirements too .   It had long term implications for us financially . But we could convince the hiring managers & top   management to be open towards recruiting junior personnel .       Selection      We used a learning launch to get the candidates on board . We have a company career site which is   managed by us . We ran an advertisement campaign using disqualifying questions . From that , we were   able to attract 275 filtered candidates and managed to shortlist about 157 candidates for hiring   managers to do the interviews . Since the candidates performed extremely well in the initial interviews   and forwarded 54 candidates for language , IQ & logical tests . Finally we were managed to shortlist 30   for the final interviews & finalized 15 as the junior batches who went through the learning .      We wanted to use a learning launch to try out the idea of Our team has already gone through several   design thinking activities / tools , so we are ready to try the learning launch tool . Broadly speaking , the   learning launch is an experiment meant to quickly test an idea and prototype .       Application       During this launch , our focus was on creating a new mindset within the ranks of the company ’s   management team . We also wanted the first batch of recruits to succeed . We planned technical as   well as soft skill trainings to make sure that they would succeed in the job . For an example , we have   conducted broader company inductions , personal effectiveness trainings & Business Etiquette   training . Also we have taken them for other companies for field visits to give a better understanding   about the businesses .   Because , at the end they providing solutions to the different types of business   scenarios . The success of this initiative would give us more revenue at the end .      This learning launch was a long term ( 12 months ) . They were allocated to a “ Guru ” ( very competent   person in a specific technical area ) . We had periodic reviews to ensure that the trainees were exposed   to the required technical areas . Also we involved technical specialists to conduct some of the training   programs giving them face time with the potential recruits . 

 Insight      Through this initiative we learnt that a period of 12 months training is required for the recruits to be   fully conversant on the technical aspects . The soft skills training was essential and a critical success   factor in getting them involved with the clients . Involving the technical experts in the training process   gave a broader value . Initially some were joined even without a clear view of their career path & with   less confidence . But at the end , for the recruits the brand image of the company and potential learning   opportunities in a changing field gave them confidence and motivation in their chosen path .     Since this was a pilot launch and we were trying this out in a real environment with specific outcomes ,   it was critical for us to ensure that the initial batch was a success . We also found out there were some   candidates who was not suitable to continue with the training due to reduced commitment &   incompetency to catch up the training . This also helped us to set a baseline for future campaigns .        Approach      So far through training different batches , we have gained a lot of insights & different approaches to   do this in a better way . The initial learning launch was invaluable to make the program a success . This   also has open up new opportunities . From the time of the initial launch we have successfully increase   our footprint in the digital market and have seen a potential revenue growth . Also from the initial   batch to today , we were able to design a proper framework for the learning . 


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        As a HR team member I am also responsible for providing skilled candidates to a number of our   company internal requirements & customers on an outsourced model . One such critical requirement   is into SAP which is a specific skill which is hard to find in the market .      The management also had a mindset of getting highly skilled staff and as a practice they were not   interested in recruiting junior staff . We were hard pressed to find the people with the relevant skills   which were within budget which would make commercial sense for the company . My company had   the ability for training junior technical staff and we were already aware of the benefits of adding less   experienced but well trained staff to manage the requirement .      Therefore , we were convinced that this approach would also work for this critical requirements too .   It had long term implications for us financially . But we could convince the hiring managers & top   management to be open towards recruiting junior personnel .       Selection      We used a learning launch to get the candidates on board . We have a company career site which is   managed by us . We ran an advertisement campaign using disqualifying questions . From that , we were   able to attract 275 filtered candidates and managed to shortlist about 157 candidates for hiring   managers to do the interviews . Since the candidates performed extremely well in the initial interviews   and forwarded 54 candidates for language , IQ & logical tests . Finally we were managed to shortlist 30   for the final interviews & finalized 15 as the junior batches who went through the learning .      We wanted to use a learning launch to try out the idea of Our team has already gone through several   design thinking activities / tools , so we are ready to try the learning launch tool . Broadly speaking , the   learning launch is an experiment meant to quickly test an idea and prototype .       Application       During this launch , our focus was on creating a new mindset within the ranks of the company ’s   management team . We also wanted the first batch of recruits to succeed . We planned technical as   well as soft skill trainings to make sure that they would succeed in the job . For an example , we have   conducted broader company inductions , personal effectiveness trainings & Business Etiquette   training . Also we have taken them for other companies for field visits to give a better understanding   about the businesses .   Because , at the end they providing solutions to the different types of business   scenarios . The success of this initiative would give us more revenue at the end .      This learning launch was a long term ( 12 months ) . They were allocated to a “ Guru ” ( very competent   person in a specific technical area ) . We had periodic reviews to ensure that the trainees were exposed   to the required technical areas . Also we involved technical specialists to conduct some of the training   programs giving them face time with the potential recruits . 

 Insight      Through this initiative we learnt that a period of 12 months training is required for the recruits to be   fully conversant on the technical aspects . The soft skills training was essential and a critical success   factor in getting them involved with the clients . Involving the technical experts in the training process   gave a broader value . Initially some were joined even without a clear view of their career path & with   less confidence . But at the end , for the recruits the brand image of the company and potential learning   opportunities in a changing field gave them confidence and motivation in their chosen path .     Since this was a pilot launch and we were trying this out in a real environment with specific outcomes ,   it was critical for us to ensure that the initial batch was a success . We also found out there were some   candidates who was not suitable to continue with the training due to reduced commitment &   incompetency to catch up the training . This also helped us to set a baseline for future campaigns .        Approach      So far through training different batches , we have gained a lot of insights & different approaches to   do this in a better way . The initial learning launch was invaluable to make the program a success . This   also has open up new opportunities . From the time of the initial launch we have successfully increase   our footprint in the digital market and have seen a potential revenue growth . Also from the initial   batch to today , we were able to design a proper framework for the learning .
### Output: 