Build-your-own human resources!

Our Idea

Who are we?

We are a team of professionals specialized in different areas, that are revolutionizing the traditional educational model. We are conformed by a software engineer, a space planner designer, experts in education that can design their own tailored study plans and a partner of a big international firm

What are we offering?

Supporting companies by designing and creating their own universities, as well as their own tailored study plans.

All of these, using virtual education tools and designing their own facilities based on each their own culture and values.

Who are we offering it to?

Chief of Human Resources Officers, between 30 and 40 years old.

They Belong to global companies with +50,000 employees and are members of the board.

Currently they are making big Invest in education.

They are Decision-makers and have vision They follow up close business trends and are looking on how to implement them in their company.

Why does that person care?

  • They don’t deviate from their core business
  • Best recruiting and staff retention
  • Decrease staff turnover
  • Increase Productivity
  • Reinforce Employee Engagement
  • Remain competitive

Our distinctive competencies

  • You’ll recruit your future personnel from an early age (since high school).
  • Change the “experienced only” hiring approach
  • Presence in 150 countries
  • Strategic Contacts
  • Registered and endorsed study plans by the correspondent authorities for each country
  • Tailored study plans

 

The substitutes & alternatives

  • Traditional Universities
  • Online courses
  • Careers on-demand (UDA City)
  • Do nothing (remain the same)

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Our Pitch

Our Pretendotype

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The Key Personas and the Value They See

Our first key persona

Our main target client is the Chief Human Resources Officer between 30 and 45 years of age, of global companies with more than 50 thousand workers, and who seek to implement new trends in human resources. For those who wish to have the best people and with the necessary skills and abilities for each job, and who seek to reduce staff turnover and increase people’s commitment to the company and productivity, without deviating from their core business.

Our second key persona

Who cares? Current Employees who want to get promoted
What do you know about them? They are familiarized with the way the company works, they see what they would like to improve from within the company, they look for constant updates (education, certifications, courses)
Why Do They Care? They want to grow and evolve in their careers, they would take opportunities to grow and feel supported by their company, which will make them more committed with what they do.
Are there any key barriers to them adopting your offering? They could be looking for a more general education, that could work in any company, not just the one they are currently in.

Our third key persona

Who cares? Future Candidates
What do you know about them? They have finished their basic education (high school or higher), they are ambitious and have the energy and time to dedicated it to their first job.
Why Do They Care? They want to be as prepared as possible for the job openings they see posted.
Are there any key barriers to them adopting your offering? They don’t have a commitment to a company itself or they don’t want to be in school anymore, they want to work only and learn from practice.

Your feedback and ideas

Feedback on our idea and your assessment of it are incredibly important. Please provide yours below.

Giving feedback and making an assessment are pretty straightforward, but make sure you know how it's done »

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Geometry and Topology

Infinite-dimensional spaces are widely used in geometry and topology, particularly as classifying spaces, such as Eilenberg−MacLane spaces. Common examples are the infinite-dimensional complex projective space K(Z,2) and the infinite-dimensional real projective space

Geometry and Topology

Infinite-dimensional spaces are widely used in geometry and topology, particularly as classifying spaces, such as Eilenberg−MacLane spaces. Common examples are the infinite-dimensional complex projective space K(Z,2) and the infinite-dimensional real projective space

Geometry and Topology

Infinite-dimensional spaces are widely used in geometry and topology, particularly as classifying spaces, such as Eilenberg−MacLane spaces. Common examples are the infinite-dimensional complex projective space K(Z,2) and the infinite-dimensional real projective space

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17 Comments

  1. Customer (C)

    4

    Value proposition (VP)

    3

    Substitutes & alternatives (SA)

    2

    People (P) on the team

    6

    Offering (O)

    4

    Distinctive competencies (DC)

    2

    Too many acronyms (KH, CPA, B4) makes the information a little too technical, suggest changing them to more easier/general terms. It isn’t quite clear if the service proposed will be an existing university brought to the virtual world for companies or if you will create one. On the same note it isn’t clear what type of careers you are offering or if they are courses. Will this type of online university provide specific careers to a specific region, example Tijuana Industries? Or maybe the service is something else. My take away is that you will provide some type of learning through an on-line university to general companies and yoy have the know how (KH?) from the IT and programming developement aspects, but there isn’t details on why you know that this is a problem and how much you actually know about educational programs, hence, would be great if there is a teacher on the team.

  2. Customer (C)

    8.1

    Value proposition (VP)

    9.1

    Substitutes & alternatives (SA)

    8.2

    People (P) on the team

    8.5

    Offering (O)

    8.8

    Distinctive competencies (DC)

    8.9

    It’s interesting in how your idea is focused on educación by an investment of chiefs from a company to the workers at the same. Its a good way of thinking and to help each others. Good luck and keep going!

  3. Customer (C)

    3.8

    Value proposition (VP)

    4.2

    Substitutes & alternatives (SA)

    7.6

    People (P) on the team

    7.5

    Offering (O)

    1.7

    Distinctive competencies (DC)

    3.2

    Very good start in the who you are, it is clear abut the people on the team; I believe I have a brief idea of what the proposal is about but i do not have a clear understanding of what a “custom made university” is, is this a kind of training program?, I also believe that the Chief Human Resources Officers of Global companies as the primary target as customer is to high;

  4. Customer (C)

    8

    Value proposition (VP)

    6.5

    Substitutes & alternatives (SA)

    5.6

    People (P) on the team

    6.7

    Offering (O)

    6.4

    Distinctive competencies (DC)

    6.3

    I believe that you can change your Pitch to start with the ending. At the end you said a few phrases that help me to understand what were you offering, but at the beginning I didn´t understand very well what was your venture for.

  5. Customer (C)

    6

    Value proposition (VP)

    5

    Substitutes & alternatives (SA)

    6

    People (P) on the team

    7

    Offering (O)

    5

    Distinctive competencies (DC)

    5

    – in a ¿Who you are?, in think you need to be more precise, you provides a software, or a university to develop a talent, or only provides a training services.

    – in a ¿What are we offering?, You need be more specific.

    – in a ¿Who are we offering it to?, you need to be more precise, and difine your the consumer target or a geographic.

    – in a ¿Why does that person care?, every company needs a prepare and improve the skills of their workers, but if you precise the service you are offering is a solution for they training problems.

    – in a ¿Our distinctive competencies, I think, you need to be more precise, give a two or three important country names where you work with them, or companies.

    – in a The substitutes & alternatives, you forgotten do nothing is an alternative.

  6. Customer (C)

    7

    Value proposition (VP)

    7.5

    Substitutes & alternatives (SA)

    9

    People (P) on the team

    7.5

    Offering (O)

    8.5

    Distinctive competencies (DC)

    7.5

    Can’t find a big difference between this idea and a traditional university.

  7. Customer (C)

    6.8

    Value proposition (VP)

    5.5

    Substitutes & alternatives (SA)

    7.8

    People (P) on the team

    7.4

    Offering (O)

    4.3

    Distinctive competencies (DC)

    6.3

    I consider that It’s not very clear your offer in the statement,
    In “who are we offering it to?”, besides the Chief Human Resources Chief maybe you can contemplate a worker who looks too improve their skills to get a better job…? just a suggestion 🙂
    Very good job!

  8. Customer (C)

    5

    Value proposition (VP)

    6

    Substitutes & alternatives (SA)

    4

    People (P) on the team

    6.5

    Offering (O)

    7

    Distinctive competencies (DC)

    6

    I think it’s important to define if your customer, group or company is going to look for you to perform what you call “company analysis” or if you first study your customer and then offer the service.

  9. Customer (C)

    4

    Value proposition (VP)

    5.1

    Substitutes & alternatives (SA)

    6.8

    People (P) on the team

    6.7

    Offering (O)

    3.4

    Distinctive competencies (DC)

    3.1

    Good improvement on this iteration, very good pretendotype; is not clear to me how this is going to work? you only will do the study plans or you will provide the teachers? what really is this “educational university” concept?

  10. Ok, now I am understanding more about your proposal/idea, major improvement on the offering details. I foresee major challenges with getting HR people on-board as the whole learning & development business specifically in Tijuana is saturated. My other comment would be with the “global” approach that I seem to understand from the Offering It To section, seems like you are wanting to provide it to Chief of Human Resources Officers but hen it narrows it down to an age, not sure how this will lay out.
    Overall, I believe it is a great idea, even if I am not a HR person, I would love to explore something like this for specific technical trainings within my business environment for my team, something to think about also when trying to narrow it down to much on the offering it to.
    Looking forward to learning much more from your idea during class!!

  11. Customer (C)

    8.8

    Value proposition (VP)

    8.8

    Substitutes & alternatives (SA)

    6.5

    People (P) on the team

    8.4

    Offering (O)

    8.3

    Distinctive competencies (DC)

    7.6

    Very good idea, the Knowledge creating company has to develop its own learning spaces and body of knowledge.

  12. Customer (C)

    8

    Value proposition (VP)

    8

    Substitutes & alternatives (SA)

    7

    People (P) on the team

    8

    Offering (O)

    8

    Distinctive competencies (DC)

    8

    Improved so much since the first pitch, is more clear your target or segmentation, and you difine how you can help in each country; however I think you forgot to considerate the owners or board executives maybe are others of your key´s pre personas. By in large is a good venture, I wish you success.

  13. Customer (C)

    7.5

    Value proposition (VP)

    7

    Substitutes & alternatives (SA)

    6

    People (P) on the team

    8

    Offering (O)

    6.5

    Distinctive competencies (DC)

    7

    Great Job guys on this 2nd iteration. My suggestion is to clarify how the first contact with the client will be, that is, if you are going to publish your service on the Internet or offer the training directly to the companies?

  14. Customer (C)

    7.5

    Value proposition (VP)

    4

    Substitutes & alternatives (SA)

    5.2

    People (P) on the team

    2.5

    Offering (O)

    5

    Distinctive competencies (DC)

    6.6

    Didn’t understand the pitch, you have to explain or mention what specific necessity are you trying to attack in companies i suppose.

    Need to explain who you are, more convincing that you are capable of doing the thing that you mention.

    I know that there is a big opportunity on the market for connecting the industry with the right people so you are taking a good path.

  15. Customer (C)

    7.8

    Value proposition (VP)

    8.2

    Substitutes & alternatives (SA)

    6.9

    People (P) on the team

    6

    Offering (O)

    6.9

    Distinctive competencies (DC)

    5.5

    I liked this pitch a lot more than the other one. Of what I understand, I believe this could be a great idea, but you need to focus more in your distinctive competencies to get more users of this service.

  16. Customer (C)

    6.2

    Value proposition (VP)

    6

    Substitutes & alternatives (SA)

    2.5

    People (P) on the team

    9.3

    Offering (O)

    6.5

    Distinctive competencies (DC)

    4.4

    I consider that the business idea is a little more clear, but I have a question, IRGO only will be a career advisor or will you be an online university? In the pretendotype and in the pitch is not clear.

    Best luck!

  17. Customer (C)

    5.7

    Value proposition (VP)

    5.3

    Substitutes & alternatives (SA)

    5.4

    People (P) on the team

    5.1

    Offering (O)

    6.5

    Distinctive competencies (DC)

    5.5

    I like the concept behind developing talent. I still wonder how is this different from any other career development plans that are already offered worldwide.