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DOCUMENT SCORE

86 of 100
BTW_Project_Group6_FutureProofingWo ISSUES FOUND IN THIS TEXT

48
PLAGIARISM

15%
Contextual Spelling 4
Confused Words 4

Grammar 3
Determiner Use (a/an/the/this, etc.) 3

Punctuation 3
Punctuation in Compound/Complex Sentences 2
Comma Misuse within Clauses 1

Sentence Structure No errors

Style 16
Passive Voice Misuse 7
Possible Dialectisms 7
Wordy Sentences 1
Intricate Text 1

Vocabulary enhancement 22
Word Choice 22
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BTW_Project_Group6_FutureProofingWorkforce

Future Proofing the workforce

with Neuroscience

Group -6
Anne Marina H 2017PGP052
Aswin Kumar T 2017PGP081
S Joshwa 2017PGP307
Prathap R 2017PGP264
Yerranagula Venkata Sai Sandeep 2017PGP434

TABLE OF CONTENTS

S.No
Content
1
Abstract
2
Brief Profile
3
Specific Issue of Interest
4
Analysis & Interpretation
5
Conclusion
6
Future Recommendations
7
Plagiarism Report
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Abstract:

In today's world of rapidly changing technologies, tools

and strategies – employees are forced to learn continuously
and update themselves to adjust the given requirements of
their projects. As the years pass by, the speed at which an
employee an employee will have to ramp up to a new 1
technology or tool will become 10x. Current advancements
1
to technology – specifically to software has already forced [ a new]

several companies to take a new approach to several

business problems and mandate skills that were not
required in employees rendering several employees
obsolete. Our research paper focuses on optimising the
drivers that influence the brain performance and overall
brain fitness – integrating all the neurophysiological
attributes that affect their learning agility and learning
2
ability 2 to create a learning program in software firms that Unoriginal text: 19 words
www.personneltoday.com/hr/can-futu…
will ensure employees are updated to current software and
technological practices quicker and help HR improve
organisations brain fitness as well.

Brief Profile:

Our profile will include a brief 3 about software companies

and the event we are trying to tackle as well. The specific
event 4 we are trying to tackle 5 is proofing the workforce
against the rapid rate at which their skill sets are being
3
declared obsolete. We have chosen IT/software companies Repetitive word: brief

for our analysis as this is the industry in which the rate 6 at

4
which employees are being considered as obsolete 7,
5
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attrition and the number of layoffs is high compared to Repetitive word: tackle
event

other industries 8. IT companies primarily develop new

applications for the business problems the clients are facing
apart from which they are also involved 9 in testing the 6
Repetitive word: rate
application, providing network and infra support as well as 7
Repetitive word: obsolete
maintenance work for the applications they build. Now 8
Repetitive word: industries
given the rise of technologies such as machine learning,
artificial intelligence, virtual reality, Internet of things, 3D
printing the number of technologies 10 that employees need 9
Passive voice
to be adept with are continuously growing giving rise to
faster learning curves.

10
Repetitive word: technologies
Specific Issue of Interest:

Based on a report by WEF the skills most required by 2020

will be complex problem solving, critical thinking,
creativity, judgement, decision making and cognitive
flexibility which are all cognitive skills. Our specific issue
of interest is brain agility in people, teams, organizations 11.
Brain agility will give HR departments the competitive
edge they can utilize 12 to position their organizations 13 as a
rapidly adapting organization 14 in today's world which is a
key 15 competitive position that firms can use to attract
clients. Before people can become agile learners they need
to optimise the drivers that influence their brain
performance. By measuring the drivers that optimise 17
brain performance and the neuro-design components that
influence 18 their unique learning potential, HR 11
Possible Americanism
professionals can assimilate information from these
individual assessments to create an overview of the 12
Possible Americanism
organisation's brain fitness 16 thereby creating a program to 13
Possible Americanism
improve the brain fitness to stimulate brain agility in the 14
Possible Americanism
15
workforce of an organization 19. Overused word: key

Analysis & Interpretation: 16

Unoriginal text: 38 words
www.personneltoday.com/hr/can-futu…
17
Current Scenario Analysis: In software companies, new Repetitive word: optimise
18
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hires are currently trained 20 on software such as C suite, Repetitive word: influence

Dot net, Java and other common IT languages that were

used 21 for building & maintaining the applications by these
firms. The new hire training happens anywhere between 2
– 4 months where new hires are also tested 22 on these
technology languages and new hire batches are trimmed 23.
19
Post the new 24 hire training, based on availability – these Possible Americanism
employees are often put on projects where 40% of them are
required to learn an additional technology such as Qlik
View, Tableau, R or other advanced analytical languages on
which the client now requests technologies to be built. The
20
speed at which the employee is asked to ramp up on this Passive voice
technology ranges between 1-2 weeks which is 4x the
21
speed at which they are expected to learn during training. Passive voice
Once an employee spends an average of 4-6 months on one
project they are moved to the next project where again they
22
are required to adapt to a new technology and as they grow Passive voice
within the organization without any formal training, they
23
are required to develop the cognitive skills that are quoted Passive voice
24
by the WEF report as required 26 to adapt to the leadership Repetitive word: new

roles. 25 In the rapid rate that they ramp up on these

technologies, the rate 27 of errors occurring also increases.
HR departments have been on the look out 28 for a way to
create training programs to aid in quick learning
capabilities as well as reducing error rates while also
increasing work force 29 satisfaction to combat this
problem.

25
Wordiness
Interpretation: To combat the problems of the current
scenario, we turn to neuro science 30 to interpret the key 31
drivers to these issues. Developing neuro-agility is a
criterion for the brain to function at desired 32 level as one
combined complete brain system without any neurological
interferences. Neuro-agility focuses on the neurological
26
components of learning, thinking and cognitive processes – Repetitive word: required
components 34 that make people human and determine their
27
competitive advantage. It also 33 gives us the answers as to Repetitive word: rate
why certain people learn quicker, easier 35 and are more
28
flexible compared to the rest – which gives us 36 the Possibly miswritten word: look out
insights into learning difficulties, error risk and brain
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fitness that has not been answered 37 before.

29

There are six drivers that optimise 38 the brains Possibly miswritten word: work force

performance and 39 seven neurophysiological attributes that

contribute to an individual's neurological design – brain
fitness, proactive stress coping skills, sleep, movement,
30

mindset and brain food are the drivers. The seven attributes Possibly miswritten word: neuro science
31

of neuro design are connected 40 to an individual's learning Overused word: key

ability and agility, risk 42 for human error and how they
32

process information to 41 make sure that there is a [the desired]

continuous flow of information and 43 the brain remains

33

agile. The seven factors are relative lateral dominance, Unoriginal text: 25 words
www.personneltoday.com/hr/can-futu…
expressive-receptive preference, four quadrant neo-cortex
34

preferences, rational-emotional preference, brain 45 and Repetitive word: components

sensory dominance combination, sensory preference, 11

intelligence preferences. 44
Now to ensure a successful result – a combination of the
35

drivers and the neuro design dimension of neuro agility Overused word: easier
36

framework can be used to combat the difficulties that the Repetitive word: gives

workforce of this company

37
Passive voice
38

Conclusion: Wordiness
39
[, and]

This framework needs to be utilized 46 to evaluate personal

and total organisational education dexterity 47, to identify
individual's learning potential and enhance their learning
agility, 48 and delivers a new, study-based neuroscience
40

method on how to grow talent, enhance 49 performance and Passive voice

41

diminish risk for human error. It assimilates easily with Unoriginal text: 14 words
www.personneltoday.com/hr/can-futu…
42
world-wide 50 talent selection, talent growth, performance [the risk  or  a risk]
development and learning practices and initiatives.
43

Learning agility permits organisations to shape a culture of [, and]

44

learning 51 and services future-proofing their businesses Unoriginal text: 24 words

www.personneltoday.com/hr/can-futu…
against disruptive change.

45
Repetitive word: brain

Future Recommendations:

Our key future 52 recommendation is personalized 53

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learning. Applicable and pertinent to all employees,

learning agility must be implemented throughout a firm to
create a personalised progress plan for every employee by
gauging and refining. 46
Possible Americanism

By measuring the drivers that augment brain performance 47

Overly complex wording
and the neuro-design components that affect their unique 48
[agility, ]
learning potential, HR professionals can integrate
information from these personal assessments to create an 49
Repetitive word: enhance
overview of the organisation's brain fitness.
50
Possibly confused word
Companies can then set development goals and targets and
create a learning agility implementation strategy that
integrates with talent selection and management, wellness
and learning and development, to secure the skills they 51
Repetitive word: learning
need for tomorrow's changing landscape. 54

52
Repetitive word: future
53
Possible Americanism

54
Unoriginal text: 49 words
www.personneltoday.com/hr/can-futu…