Spark Latest Ideas

sarahkincaid
  • 5
  • 5

I’m interested in the social impact of the gig economy, especially in education. I was thinking about this idea for a mobile app that connects students with professional tutors. Students would create profiles describing their academic goals, what they need help with, their schedule (for example, Monday nights are the only open time slot), and what they are willing to pay. Tutors can then apply to tutor them based on those parameters and rates they set. The site helps connect both parties as well as facilitate payments between them. This could be very useful for those who need one-off help, or those who don’t have the financial means to pay for school tutoring programs but want a more flexible option ...Read more

I’m interested in the social impact of the gig economy, especially in education. I was thinking about this idea for a mobile app that connects students with professional tutors. Students would create profiles describing their academic goals, what they need help with, their schedule (for example, Monday nights are the only open time slot), and what they are willing to pay. Tutors can then apply to tutor them based on those parameters and rates they set. The site helps connect both parties as well as facilitate payments between them. This could be very useful for those who need one-off help, or those who don’t have the financial means to pay for school tutoring programs but want a more flexible option than hiring a private tutor.

What do you think? Is this something you’d use?

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ellagomez
  • 30
  • 30

Learning isn’t something that ends in school. It’s been reported that retention rates rise 30-50% for companies with strong learning cultures. With learning both benefitting individual employees with upskilling their careers and benefitting organizations in employee retention and skill of their workforce, it’s a win-win.  Currently, companies may incentivize employee ongoing learning through offering subsidies or requiring certain training. However, there doesn’t exist a way for organizations to currently measure and analyze the ROI on employee learning, as employees may take courses from a variety of sources and may or may not report their certifications and/or learnings to their employer.  The platform I would like to create would serve as a ...Read more

Learning isn’t something that ends in school. It’s been reported that retention rates rise 30-50% for companies with strong learning cultures. With learning both benefitting individual employees with upskilling their careers and benefitting organizations in employee retention and skill of their workforce, it’s a win-win. 

Currently, companies may incentivize employee ongoing learning through offering subsidies or requiring certain training. However, there doesn’t exist a way for organizations to currently measure and analyze the ROI on employee learning, as employees may take courses from a variety of sources and may or may not report their certifications and/or learnings to their employer. 

The platform I would like to create would serve as a portal for employee learning, linking out to external learning platforms like LinkedIn Learning, Coursera, and even YouTube. As employees look to learn new skills, their click patterns within the website are tracked and metrics are shared with their managers and employee development liaisons. Managers can view what new skills their employees are learning at the individual and aggregate level and start to understand where their teams currently invest their skills. From there, the data can help managers and organization leaders see and predict how their workforce develops skills and get ahead of the curve in developing industry-leading skills. 

This platform would be unique in tying together employee learning with advanced analytics to help organization leaders predict skills of the future and prepare their workforce for upcoming shifts in talent and technology. 

If you are a manager or organization leader, is this something you’d want to invest in for your team?

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Anonymous
  • 25
  • 25

As technology changes and new industries change faster than ever, for those looking to break into a new industry or looking to switch industries– the barrier to change is huge. You don’t know what you don’t know, and you don’t know who you don’t know. Industries can be extremely siloed, and you may not even know someone in the industry you’re looking to enter.  My idea is to start a cross-industry mentorship program where people indicate their current industry and future industries they are looking to explore. In order to incentivize mentorship, people must first mentor others who are looking to enter their industry before they receive mentorship in the industry they are ...Read more

As technology changes and new industries change faster than ever, for those looking to break into a new industry or looking to switch industries– the barrier to change is huge. You don’t know what you don’t know, and you don’t know who you don’t know. Industries can be extremely siloed, and you may not even know someone in the industry you’re looking to enter. 

My idea is to start a cross-industry mentorship program where people indicate their current industry and future industries they are looking to explore. In order to incentivize mentorship, people must first mentor others who are looking to enter their industry before they receive mentorship in the industry they are looking to explore. Because of this balance, people will be able to share their individual industry expertise while also connecting with others from other industries. 

What do you think of my idea? Is this something you would use or something you could see a friend being interested in?

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xiaowen
  • 30
  • 30

Did you know the cost of onboarding a new hire can be nearly $4000? Even after the initial onboarding, new hires can still have trouble acclimating to work environments, and managers may have trouble integrating new hires into their work culture. Though each company may have specific training related to their practice and industry, many elements across companies may be common: email norms, out-of-office norms, standard communication practices with stakeholders, etc.  My idea is to create a standardized onboarding program for new hires to supplement each company’s training. This program would focus on the intangible and qualitative aspects that help employees integrate into corporate cultures and prepare them for the workforce. Though ...Read more

Did you know the cost of onboarding a new hire can be nearly $4000? Even after the initial onboarding, new hires can still have trouble acclimating to work environments, and managers may have trouble integrating new hires into their work culture. Though each company may have specific training related to their practice and industry, many elements across companies may be common: email norms, out-of-office norms, standard communication practices with stakeholders, etc. 

My idea is to create a standardized onboarding program for new hires to supplement each company’s training. This program would focus on the intangible and qualitative aspects that help employees integrate into corporate cultures and prepare them for the workforce. Though this may be most applicable for fresh hires out of academic programs, this may also apply to those new to traditional work cultures or those switching industries. I see an opportunity to expand this program to more than onboarding in the future– it could also become an employee success program to ensure employees are set up for success, both boosting individual outcomes and boosting retention for organizations. 

My target market would be HR and Talent departments for small to medium-size organizations. For those who are in this market or have worked with similar markets, would this type of program be something you’d consider purchasing?

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