Mind Mapping in HR : how it helps to unlock your career ” 

 Challenge 

 Due to my role as HR partner I ’m used to solve operational tasks that are mostly   clear , having obvious steps to adhere to or having best practice to benchmark . I   support business functions in regular HR processes or search best solutions for HR   related issues that business may have . 

 Things have changed when we launched a program aimed at finding HiPo ( high   potential employees ) and identifying talent pool among HQ middle management .   We ’ve gone through the first and most clear steps – criteria elaboration ,   assessment , results alignment and communication . 

 Now we face , in my opinion , the most challenging part of the process - support   business in search for answers to the questions related to their competences ,   expertise and career development . It becomes even more challenging due to   constantly changing business environment , rapid technological progress – all these   factors leading to emergence of new approaches , competencies , roles , and even   professions . Thus , my further task is to help “ create ” career paths , promote out - of- box approach to development . 

 Selection 

 In Week 3 we talked much about using mind maps as a means to kickstart   creativity in search of “ What if ? ” . To my mind , this one of the most difficult   questions in design thinking approach “ path ” – either you challenge yourself with   this question and “ open the door ” - boost further brainstorming and reveal new   approach , or you stick to accustomed and familiar best - practice “ room ” and kill   any new idea that might have been born today . 

 Mind mapping enables to visualize “ ideas ’ paths ” and discuss different ways and   steps to solve a problem . In our course we learnt how we can use this tool in one of   more broad ways – developing ideas based on various data gathered and involving   feedback from different groups / parties . In terms of my task , this tool suits best and   is applicable for each scenario : for those employees who have exact vision of their   further career steps and for those who are stuck in their current position and role . 

 Application 

 We will create a mind map and discuss alternative steps to create career planning ,   revealing the direction the career to take , the job skills and knowledge required . 

 Below are the steps that I ’m going to follow with each participant : 

 - Knowing who you are ( “ what is ” ): once one have thought about where he is 

 at now and where he wants to be , he can work on getting to know his skills ,   interests and values , considering what is important / valuable ; 

 - Understanding alternatives where you might undertake ( “ what if ” ): which 

 ways are most probable and which are n’t but he is curious in following   them , then - what skills and knowledge it requires , what deters him from   learning it , what are risks&opportunities ; 

 - Developing further actions : comparing options ( with no personal judgment 

 from my side ) , narrowing down choices and thinking about what suits best   at this point in time / in x years . This kind of thinking helps break down big   picture career strategy and plan it into manageable pieces . 

 In this exercise my goal is not to fix on paper a career plan , but discuss and   show perspectives , alternative ways of cross - functional development and   horizontal promotions . Such a broad picture of various alternatives , I ’m   sure , will result in interesting people decisions that will occur . 

 ( example visualization ) 

 Insight 

 As I was listening to mind mapping technique , it stroke my mind that I do often   use this approach – in a so - called “ dot - voting ” exercise during hr trainings :   participants are given a strip of dots that they can use to vote for an idea discussed   by sticking   a dot on the corresponding note . 

 The advantage of such an approach allows people to equally express their views   without argument , as well as practice this approach in larger groups where   discussions are n’t practical or efficient . Also such approach helps to make any   voting neutral : the status of the participant ’s position does not matter , each point of   view is valuable and taken into account . 

 Approach 

 I will definitely use mind mapping approach in various ways and tasks : in order to   help me see how ideas are linked , to brainstorm ideas or even to take notes . 

 I ’m sure that this is also a great tool in coaching : to reveal alternative ways , to   open things up , to see patterns and ideas emerge , to gain new insights and   perspectives . 


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 Mapping in HR : how it helps to unlock your career ” 

 Challenge 

 Due to my role as HR partner I ’m used to solve operational tasks that are mostly   clear , having obvious steps to adhere to or having best practice to benchmark . I   support business functions in regular HR processes or search best solutions for HR   related issues that business may have . 

 Things have changed when we launched a program aimed at finding HiPo ( high   potential employees ) and identifying talent pool among HQ middle management .   We ’ve gone through the first and most clear steps – criteria elaboration ,   assessment , results alignment and communication . 

 Now we face , in my opinion , the most challenging part of the process - support   business in search for answers to the questions related to their competences ,   expertise and career development . It becomes even more challenging due to   constantly changing business environment , rapid technological progress – all these   factors leading to emergence of new approaches , competencies , roles , and even   professions . Thus , my further task is to help “ create ” career paths , promote out - of- box approach to development . 

 Selection 

 In Week 3 we talked much about using mind maps as a means to kickstart   creativity in search of “ What if ? ” . To my mind , this one of the most difficult   questions in design thinking approach “ path ” – either you challenge yourself with   this question and “ open the door ” - boost further brainstorming and reveal new   approach , or you stick to accustomed and familiar best - practice “ room ” and kill   any new idea that might have been born today . 

 Mind mapping enables to visualize “ ideas ’ paths ” and discuss different ways and   steps to solve a problem . In our course we learnt how we can use this tool in one of   more broad ways – developing ideas based on various data gathered and involving   feedback from different groups / parties . In terms of my task , this tool suits best and   is applicable for each scenario : for those employees who have exact vision of their   further career steps and for those who are stuck in their current position and role . 

 Application 

 We will create a mind map and discuss alternative steps to create career planning ,   revealing the direction the career to take , the job skills and knowledge required . 

 Below are the steps that I ’m going to follow with each participant : 

 - Knowing who you are ( “ what is ” ): once one have thought about where he is 

 at now and where he wants to be , he can work on getting to know his skills ,   interests and values , considering what is important / valuable ; 

 - Understanding alternatives where you might undertake ( “ what if ” ): which 

 ways are most probable and which are n’t but he is curious in following   them , then - what skills and knowledge it requires , what deters him from   learning it , what are risks&opportunities ; 

 - Developing further actions : comparing options ( with no personal judgment 

 from my side ) , narrowing down choices and thinking about what suits best   at this point in time / in x years . This kind of thinking helps break down big   picture career strategy and plan it into manageable pieces . 

 In this exercise my goal is not to fix on paper a career plan , but discuss and   show perspectives , alternative ways of cross - functional development and   horizontal promotions . Such a broad picture of various alternatives , I ’m   sure , will result in interesting people decisions that will occur . 

 ( example visualization ) 

 Insight 

 As I was listening to mind mapping technique , it stroke my mind that I do often   use this approach – in a so - called “ dot - voting ” exercise during hr trainings :   participants are given a strip of dots that they can use to vote for an idea discussed   by sticking   a dot on the corresponding note . 

 The advantage of such an approach allows people to equally express their views   without argument , as well as practice this approach in larger groups where   discussions are n’t practical or efficient . Also such approach helps to make any   voting neutral : the status of the participant ’s position does not matter , each point of   view is valuable and taken into account . 

 Approach 

 I will definitely use mind mapping approach in various ways and tasks : in order to   help me see how ideas are linked , to brainstorm ideas or even to take notes . 

 I ’m sure that this is also a great tool in coaching : to reveal alternative ways , to   open things up , to see patterns and ideas emerge , to gain new insights and   perspectives .
### Output: 