RESTRICTED 

 Applying a human - centric approach to redesign our leave processes 

 Challenge & Selection 

 In my role as HR Expert working for a multinational company I`m responsible for creating policies and   designing end - to - end processes mainly for company benefits . As a helpful tool and approach in the   area of Visualization , the team and myself have started to use empathy mapping in addition to our   classical process design . In specific we have applied this approach most recently when re - designing   our leave processes , especially around elderly care . Our last employee survey showed that our   employees had rated the satisfaction on how we handle this process relatively low . In the past we as   an expert team had focused a lot on getting the needed transactions and process steps right but had   not put the emotions we need and want to create into the focus . Empathy mapping should provide   us exactly with these kinds of insights and point out our improvement areas . 

 Application 

 We determined and invited key stakeholder to an off - site design thinking workshop , including   employees who needed in the past to apply for leave to take care of their parents and spouse . We   started to draw up swimlanes on a large flipchart paper wall , each swimlane reflecting a specific role   that is involved in the process of applying for elderly care . In addition , we created one swimlane at   the very top labeled “ emotions ” to reflect after each process step what kind of feeling we are aiming   to create for our employees . While this in principle seems like a very simple addition towards the   classical process design methodology , it completely changed the mindset of all participants . The   focus from looking at each process step very rationally , shifted towards considering the emotions an   employee might have in such a stressful time . Having direct insights from employees who had to take   care of their parents due to severe illnesses helped us understand on where our current approach is   lacking . Whilst we had a process that made sure to get all the paperwork right , having all necessary   parties and/or authorities informed etc . , we did not give the employees the feeling of full support   and understanding in such a challenging period . We learned that employees had concerns on how   having to take extra days of for elderly care might by perceived by their managers and team   members , fearing that this could impact their performance rating or project assignments . By   visualizing each process step and a corresponding feeling that we want to create ( e.g. belonging ,   taking care , understanding ) we managed to re - design a process which included and also excluded   steps we had not thought of before ( e.g. getting rid of very formal sounding automatically generated   emails asking for urgent submittance of documents , adding personal check - in communications by   managers and HR business partner ) . 

 Insight & Approach 

 Visualizing the corresponding emotions to each process step truly helped us to shift our discussions   away from a mere transactional focus towards a human - centric approach . We learned that a   generous and thoughtful policy alone can not bring our good intentions to support our employees in   stressful times to live . It is not enough to provide extra paid time off . To generate a truly positive   employee experience and journey it is essential to reflect on the emotional side . We as a team will   certainly continue to apply empathy mapping and visualization in future for our process design . The   only critical aspect to mention is , that not all colleagues are yet ready to fully buy in . A lot of people   still think of the human - centric approach as a nice - to - have . There is a mindset shift needed and some   colleagues might be on different stages of the change curve . With leading by example and also by   sharing hard facts ( e.g. improved employee surveys results ) , I`m confident that this approach will   become a standard in the near future and I can encourage everyone to try it out themselves . 


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: RESTRICTED 

 Applying a human - centric approach to redesign our leave processes 

 Challenge & Selection 

 In my role as HR Expert working for a multinational company I`m responsible for creating policies and   designing end - to - end processes mainly for company benefits . As a helpful tool and approach in the   area of Visualization , the team and myself have started to use empathy mapping in addition to our   classical process design . In specific we have applied this approach most recently when re - designing   our leave processes , especially around elderly care . Our last employee survey showed that our   employees had rated the satisfaction on how we handle this process relatively low . In the past we as   an expert team had focused a lot on getting the needed transactions and process steps right but had   not put the emotions we need and want to create into the focus . Empathy mapping should provide   us exactly with these kinds of insights and point out our improvement areas . 

 Application 

 We determined and invited key stakeholder to an off - site design thinking workshop , including   employees who needed in the past to apply for leave to take care of their parents and spouse . We   started to draw up swimlanes on a large flipchart paper wall , each swimlane reflecting a specific role   that is involved in the process of applying for elderly care . In addition , we created one swimlane at   the very top labeled “ emotions ” to reflect after each process step what kind of feeling we are aiming   to create for our employees . While this in principle seems like a very simple addition towards the   classical process design methodology , it completely changed the mindset of all participants . The   focus from looking at each process step very rationally , shifted towards considering the emotions an   employee might have in such a stressful time . Having direct insights from employees who had to take   care of their parents due to severe illnesses helped us understand on where our current approach is   lacking . Whilst we had a process that made sure to get all the paperwork right , having all necessary   parties and/or authorities informed etc . , we did not give the employees the feeling of full support   and understanding in such a challenging period . We learned that employees had concerns on how   having to take extra days of for elderly care might by perceived by their managers and team   members , fearing that this could impact their performance rating or project assignments . By   visualizing each process step and a corresponding feeling that we want to create ( e.g. belonging ,   taking care , understanding ) we managed to re - design a process which included and also excluded   steps we had not thought of before ( e.g. getting rid of very formal sounding automatically generated   emails asking for urgent submittance of documents , adding personal check - in communications by   managers and HR business partner ) . 

 Insight & Approach 

 Visualizing the corresponding emotions to each process step truly helped us to shift our discussions   away from a mere transactional focus towards a human - centric approach . We learned that a   generous and thoughtful policy alone can not bring our good intentions to support our employees in   stressful times to live . It is not enough to provide extra paid time off . To generate a truly positive   employee experience and journey it is essential to reflect on the emotional side . We as a team will   certainly continue to apply empathy mapping and visualization in future for our process design . The   only critical aspect to mention is , that not all colleagues are yet ready to fully buy in . A lot of people   still think of the human - centric approach as a nice - to - have . There is a mindset shift needed and some   colleagues might be on different stages of the change curve . With leading by example and also by   sharing hard facts ( e.g. improved employee surveys results ) , I`m confident that this approach will   become a standard in the near future and I can encourage everyone to try it out themselves .
### Output: 