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By JFY Content Team

India’s best companies to work for and why

A study by The Economic Times and Great Place to Work® that recognises organisations that are great employers

By Basuri Dutta and Aniruddha Kulkarni

Right now, the global economy is going through the labour pains of Third Industrial Revolution, manifested through technological innovation and digital disruption, giving way to new business models. The effect of all the above is perceived to be fuelling ideological shifts and rise of nationalism across different parts of the world.

With the rapid and exponential pace of technological innovation, it is simply not enough for businesses to deliver products and services. They are getting commoditised in no time, in the digital era. Customer experience becomes even more important. Incidentally, positive customer experience is characterised by empathy. It is the key essence of the sumtotal of all interactions that businesses have with their customers. And the one who can deliver this to customers is an employee who, in turn, is impacted by the sum-total of positive experiences at the workplace.

Therefore, the only indispensable factor in this entire equation turns out to be an employee with a positive workplace experience that translates into a great customer experience. AI can replace many jobs, but not this kind of an employee.


While the above insight is intuitively understood by industry, research shows that, globally, companies spend 1 trillion USD to track, design and deliver customer experience, but, when it comes to employee experience, the spend is only about 750 million USD (as per a research quoted by Diana Dosik, Principal at Boston Consulting Group).

Great Place to Work® Institute in its research finds that, the world-over, it is the constant endeavour of the best workplaces to employ the same kind of rigour and discipline in designing and delivering experiences to their employees, as they would do for their customers.

India’s 100 Best Companies to Work For 2018 have clearly made it a priority and are creating positive experiences across the employee experience ecosystem, characterised by Credibility of Management, Respect for People, Fairness at the Workplace, Pride in the Organisation and Camaraderie with Colleagues, all in an environment of Trust. The result is a High-Trust, High-Performance CultureTM .


The Study saw participation from a diverse set of industries which also find representation in the 100 Best Companies to Work For.

Only 19 out of India’s 100 Best Companies to Work For 2018 are new entrants into the list, the rest are either old organisations or re-entries that have been on the list in the past. And, while the 100 Best Companies of 2018 sustained the quality of employee experience (83% of the people surveyed reported back positive experience) over last year’s Top 100, there is a clear differentiated experience that they could deliver to their people, as compared to the rest of the companies that were part of the Study.

The Study reinforces that the factors that drive the quality of employee experience across all organisations, whether the Best or the Rest, are essentially the same. These are factors like ‘opportunities for career growth and leadership development’, ‘pride in the organisation’s brand’, ‘its ability to attract talent’, ‘a strong sense of community with colleagues’, ‘fair evaluation of performance’, ‘egalitarian treatment’, ‘alignment with the key goals of the organisation’ and ‘management integrity and ethical business practices’.

Which are the areas where an average company finds it very difficult to match the best workplaces?

Employees surveyed in the Best Companies report significantly more positive experience compared to the rest in the following areas:

Special and unique benefits
At Salesforce, primary caregivers can take 26 weeks paid time off and secondary caregivers can take 12 weeks paid time off to bond with their new baby or the adopted child, at 80% of their on-target earnings (OTE) – including base salary, commissions, and bonus.

Titan Sethu is a paid apprenticeship programme, with a combination of on the job and personality development related learning inputs, aimed at making the children of Titan employees job ready.

Fair gain-sharing
SC Johnson Products Pvt Ltd takes pride in sharing profits with all employees, irrespective of tenure. The quantum of amount shared is based on employees’ performance and job level. All the new joiners who have served for less than 6 months in a financial year are paid token profit share. SC Johnson has been following the practice of profit sharing consistently for 99 years.

Ujjivan Small Finance Bank offers Employee Stock Options to the eligible employees based on their performance and tenure in the organisation. The stock options are granted to all eligible employees across the board regardless of their grade or level in the organisation, be it a driver or a national-level manager. An ESOP online portal is also available for easy access by the employees.


Collaboration at work strengthened by a consultative culture of decision making

The Great Place to Work Ambassador Programme at Intuit India aims at taking the organisation to the next phase of awesomeness, by inviting passionate employee volunteers who would champion Intuit’s transformation journey by inspiring more and more colleagues to share their feedback and be the voice of change; sharing and cross-pollinating best practices across key people themes from their own teams for their Great Place to Work Culture story.

The apex leadership at Aditya Birla Sun Life AMC shared the company Budget Document with all employees and received 600 overall reflections. There was a surprise gift for all those who gave feedback on the Budget document. Some of the reflections may be included in the coming year’s business plan.

Impartiality of managers and absence of politicking
Adobe’s Grievances Redressal by Expert Resources Programme creates awareness among all employees through a workshop series covering all employees. Sessions are designed for the Managers and Individual Contributors on workplace conduct.

Fun @ work
Mahindra Adventure a fun and adventure programme of Mahindra & Mahindra Automotive & Farm Equipment Sectors gives employees a chance to explore and test out the off-road capabilities of Mahindra vehicles. With a series of popular off-roading events, the Great Escape, and several Adventure Challenges & multi-Day Escapes, the Company delivers its promise of providing adrenalin-pumping challenges.

At Hardcastle Restaurants (McDonald’s), an entire week is celebrated as Thanks-Giving week as a part of which employees and their families are not only thanked for their contributions but one of the days is a role reversal day at the stores when all the Crew Members are Managers and all Managers become Crew Members. The other days of the week are filled with celebrations, gifts, competitions etc.

Equal recognition opportunities for all
At Oberoi Hotels, all employees who find a mention in the Leading Quality Assurance (LQA) reports for delivering exceptional service and adhering to the service standards, are awarded the title ‘LQA Champ’. LQA is an independent agency that carries our mystery audits in hotels by posing as regular customers.

The study finds that 100 Best Companies drive superior quality of employee experience across all the above areas, resulting in a High-Trust, High-Performance CultureTM .

This is affirmed by an independent research by RSM International which finds that the publicly traded stocks of Best Workplaces in India give returns which are at least 4 times that of other market indices such as BSE Sensex and Nifty 50.

There are sharp contrasts between the Best and the Rest with respect to positive employee experience across several key indicators such as discretionary effort, intent to stay in the organisation, vision and purpose articulated by the management and Brand Advocacy.

Based on the quality of employee experience reported by employees, there is a spectrum on which different industries find a place, in this year’s study.

Interestingly what this study also finds is that quality of employee experience reported by employees across all of the below industries on a singular element of ‘Impartiality of managers’ can actually be a proxy for the overall trend on employee experience.

With respect to factors that drive positive employee experience, the study found some common trends running across most industries, viz. fair performance evaluation, opportunities for career growth and stressfree work environment. However, there are unique trends that we observe in some of the key industries .

While the GDP is slowing down the world over, India is one of the few exceptions. Globally, with the convergence of technologies in three key areas, namely, communication, energy and mobility & logistics, that fundamentally change the way we organise, power and move our economic lives, there is going to be significant disruption experienced by Indian industry, particularly those that are directly within this ambit. Some of them despite being on the cusp of disruption and imminent radical transformation, seem to be holding out. With the gender ratio in Indian industry being largely out of balance, 79%(M):21%(W), there is significant scope to use the energies and skills of women, to ride the wave of economic success in India’s growth story. While businesses are transforming customer experience from moments to journeys, they would do well in designing journeys for their employees, consistently striving to deliver a positive employee experience.

Basuri Dutta is vice-president – Great Place to Work® Institute and Aniruddha Kulkarni is project manager – Great Place to Work® Institute

Credit: Economic Times | https://economictimes.indiatimes.com/jobs/indias-best-companies-to-work-for-and-why/articleshow/64822862.cms

By JFY Content Team

Get Your Dream Job With These 12 Resume Tips

We all want to land our dream job and have a career that interests us and that we love going into each day. The first step to this is your resume. So, here are 12 tips to improve it and set you up on the road to success.

1. Grab The Recruiter’s Attention

The first few sentences of your resume need to make a good impression on a potential recruiter. Use strong words, highlight the most relevant details or achievements, and think about which qualities need to be demonstrated in the industry you are interested in.

2. Write A Strong Summary

 Your summary should be short and straight to the point. Explain how your unique skills, talents, and experiences will translate into the things the recruiter is looking for.

You can write a few sentences at the top of your resume, or use bullet points. This is where your most important qualifications should be highlighted.

3. Customize Your Resume

Don’t send out the same resume for every position you apply to. Take the time to customize your summary to address the skills the recruiter is likely to look for. You might also need to make a few changes to the rest of your resume, for instance to draw attention to a previous work experience that is particularly relevant to the position you are going after.

4. Use Keywords

 Read the job description carefully and look for the keywords used by the recruiter. Some employers use software to automatically scan resumes for these keywords, while others will read resumes and expect to find these keywords. Using the same keywords as a potential employer shows you have the right skills for the job, and shows you’re speaking the employer’s language and will fit right in.

5. Skip The Objectives

Stating what your professional goals and objectives are is not relevant in most situations. Most professional resume writers suggest you use this space for other valuable information. Focus on showing employers what you can do for them, and talk about your objectives during the job interview if the recruiter asks questions.

6. Keep It Short

Your resume shouldn’t be more than two pages long. You will only need one page if you have limited work experience. Your list of relevant skills and the description of your most recent or most relevant positions should take up the most space on your resume.

7. Stand Out From The Rest

Don’t limit yourself to listing previous job responsibilities. Recruiters aren’t looking for job descriptions. They want to find out about the skills you developed thanks to previous work experiences and about your achievements. Tell recruiters how you excelled in your previous positions.

8. Use Numbers When You Can

If you can, add some numbers to show recruiters what kind of difference you made. Talk about sales numbers, conversion rates, or about how much money you helped a previous employer save.

9. References Are Available Upon Request

There is no need to list your references on your resume. Add a single line to let a recruiter know you can share this information if needed.

10. Your Personality Is Important

Your resume should give recruiters the impression that you are an interesting and dynamic person. There is no need to talk about personality traits but look for ways to make your personality shine through when a recruiter looks at your resume. You could mention volunteer activities, or hobbies as long as they demonstrate that you possess certain skills.

11. Get Some Feedback

Have a friend look at your resume and ask for an honest opinion. Your friend might be able to spot mistakes you missed and will tell you whether or not they would consider calling you to schedule a job interview if they received this resume.

12. Don’t Forget To Proofread

Spelling and grammar mistakes won’t make a good impression on a potential employer. You might not notice mistakes until you go back to your resume later. You should also pay attention to the presentation. Make sure everything is consistent, properly aligned, and easy to read.

By JFY Content Team

2018 awaits shiny job landscape with 2 lakh hirings in IT

The year 2017 was a year of disruption for Indian job landscape, but hiring scenario looks glossy in the new year with likely addition of 2 lakh jobs in the IT industry, experts say.

The Indian job market is in a state of flux, thanks to rising adoption of artificial intelligence (AI), and according to experts, upskilling is the only way employees will be able to survive this transitory phase.

While rising adoption of automation technologies will lead to job losses for some segments, sectors like mobile manufacturing, Fintech, and startups look bullish going ahead.

“Improvements in financial services and digital businesses, especially increase in investments in digitization and automation and conducive investment climate are expected to result in business growth,” said Alka Dhingra, General Manager, IT staffing, TeamLease Services.

According to Dhingra, the uptick in hiring will be also because of new employers, as around 20 percent more employers are likely to hire in 2018. “The Indian IT industry is expected to add around 1.8-2 lakh new jobs in 2018,” Dhingra said. Further, as the country is heading towards Digital India, the industry requires 50 percent more workforce equipped with digital skills. “The growing opportunities in the digital technology arena including government initiatives like Digital India will add jobs in digital technologies, AI, Robotics. In fact, AI alone will create 2.3 million jobs globally by 2020,” Dhingra added. Echoing similar sentiment, Adobe India Vice President Employee Experience Abdul Jaleel said “new age technologies intensified the need for digitized workplaces and meaningful employee experiences, making retention and growth of high- performance employees a greater challenge. The advent of automation at workplace led to the conception of newer roles fuelling the demand for expertise in novel avenues.”

According to a recent FICCI-Nasscom & EY report, by 2022, 9 percent of India’s 600 million estimated workforces would be deployed in new jobs that do not even exist today.
As per the report, there would be a job slowdown for the next two years as companies struggle to restructure their business models, and by 2022, the entire job landscape would undergo a drastic change.

 According to employability assessment company Aspiring Minds, the jobs that are most vulnerable to this automation drive are software-IT and customer services. However, cognitive skills like inductive and deductive reasoning are unaffected by automation. Coupled with high demand, these skills will emerge as the most sought-after skills in the coming times.
On the other hand, general management and marketing have least automation potential as these roles require high critical and logical reasoning abilities to support creative and rational decision making, making them hard to automate.
Credit: TOI

By JFY Content Team

Hard times: One in 10 jobs in India will disappear by 2022

Many of the existing jobs will evolve and 37% of the workforce will likely be deployed in roles requiring radically changed skill sets.

By 2022, one in 10 workers in India would have to be employed in jobs that do not even exist today. In other words, one in current 10 jobs will be gone in the next five years.

According to a report released by the management consulting firm Ernst & Young in December, a combination of globalization, demographic changes, and new-age technologies will change the face of Indian industries. Even existing jobs will evolve and 37% of the workforce will likely be deployed in roles that will require radically changed skill sets.

The report is based on questionnaires shared by Ernest & Young, followed by interviews with 130 business leaders, academics and representatives of multiple industries.

The $160 billion Information Technology business process management or IT/BMP, industry faces the biggest challenge in these changing times: between 20% and 35% of its current employees are at risk of having their jobs wiped out by 2022.

The pace of hiring is likely to slow down in India’s tech sector, which currently employs around 3.8 million people directly and 13 million indirectly. “It has a significant share of exports, which are expected to be affected as companies in advanced markets begin to deploy automation technologies in their processes, affecting jobs in the sector,” the report said.

Compared to the historical growth rate of over 6%, hiring in India’s IT/BPM sector is expected to increase by only 3%-3.5% year-on-year to reach 4.5 million by 2022. Nearly three-quarters of these jobs would require new skill sets.

Almost all the 29 IT/BPM sector leaders included in the survey believe that their current employees need to undergo re-skilling to tap into the evolving opportunities.

Of the 4.5 million jobs expected to be created in IT/BPM sector by 2022, between 4,50,000 and 9,00,000 would be new jobs, mostly in internet of things, machine learning and artificial intelligence. Nine out of 10 industry leaders expect skills in big data, cloud computing, robotics, and automation to be the most sought-after in the next five years.

Most new jobs expected to be created in industries outside of IT/BPM, too, lean towards technology-based roles.

Credit: Quartz, Scroll

By JFY Content Team

India is changing a two-decade-old policy to save its jobs from robots

Early next year, India will have its new industrial policy which will revamp the Industrial Policy of 1991 and the previous UPA government’s 2011 New Manufacturing Policy. Commerce and Industry Minister Suresh Prabhu says the draft of the policy is ready.

A discussion paper released by the Department of Industrial Policy and Promotion in August this year spoke of the time to shift from a policy of ‘continuity with change’ in 1991 to radical and accelerated reforms for greater strategic engagement with the world.

The paper said India needed a “future ready” industrial policy so that the country attracted $100 billion inward FDI annually in medium term and gainful employment of the millions of aspirants who join the workforce over the next two decades in the long run.

Highlighting that India is now at the mid-point of the demographic dividend phenomenon which is expected to continue for another 20-25 years, the paper says there are several related concerns, including projected upward trends in automation leading to job losses and disproportionately slower growth in creation of jobs as compared to growth in output.

The government created a task force on ‘Artificial Intelligence for India’s Economic Transformation’ to provide inputs for the industrial policy.

A major challenge for the Narendra Modi-led government has been job creation. Emerging technologies such as automation and artificial intelligence are expected to take away jobs. According to a new report covering 46 nations and more than 800 occupations by the research arm of McKinsey & Co, as many as 800 million workers worldwide may lose their jobs to robots and automation by 2030, equivalent to more than a fifth of today’s global labor force.

The consulting company says that both developed and emerging countries will be impacted. Machine operators, fast-food workers and back-office employees are among those who will be most affected if automation spreads quickly through the workplace.

Even if the rise of robots is less rapid, some 400 million workers could still find themselves displaced by automation and would need to find new jobs over the next 13 years, the McKinsey Global Institute study found.

India is set to see a further 30 percent-to-40 percent reduction of jobs in the manufacturing sector compared with last year, according to TeamLease Services Ltd., one of the country’s biggest recruitment firms. While other surveys aren’t quite so bleak, they also suggest Modi is a long way from creating the 10 million jobs a year needed to keep up with his young and rapidly expanding workforce.

While India is one of the world’s fastest-growing economies, employment creation in eight sectors, including textiles and automobiles, was the slowest in seven years, according to a 2016 Ministry of Labour report.

More than 12 million Indians enter the workforce every year, government data show. Between 2011 to 2015, the number of agricultural jobs reduced by 26 million while non-farm ones rose 33 million, according to McKinsey Global Institute.

 

Credit: Econominc Times

By JFY Content Team

India’s MBA crisis: Why fresh graduates are not getting jobs

After economic liberalisation in 1991 started unshackling the private sector, demand for MBAs shot up. Companies were willing to pay the top dollar to this new breed of executives who were seen as wunderkinds capable of putting family-held, traditional businesses on fast track. Management became a sought-after career for students and MBA the key to success in life. The three-letter acronym spelled money as well as status.

And even those who managed to get into B- or C-grade business schools could rest assured that they have made it in life. Old, geriatric tycoons hired 20-something MBAs at gargantuan salaries, installed them at the top of their companies and genuflected before them to seek business wisdom.

After more than two decades, the degree is losing its prestige.

In 2016-17, more than half of MBA graduates could not get hired in campus placements, data by All India Council for Technical Education (AICTE) shows. Just 47% of MBAs were placed, 4% less than the previous year, and at a five-year low. The drop in placements for postgraduate diploma holders was even bigger at 12%. The numbers do not include graduates from the elite Indian Institutes of Management (IIMs) which are not affiliated to AICTE.

There is a glut of MBAs in India. Out of nearly 5,000 management institutes across the country, about 200,000 students passed out in 2016-17. Add to that an overall jobs crisis in the country.

But the biggest reason behind the decline in job offers to MBAs is the outdated curriculum.

Excluding graduates from top 20 colleges, only 7% of MBA students from Indian business schools got jobs immediately after the completion of the course, an ASSOCHAM report said last year. The report found lack of quality control and infrastructure, low-paying jobs through campus placement and poor faculty as the major reasons for India’s unfolding B-school disaster.

Even engineering colleges face the same challenges. A few years ago, a McKinsey report said just a quarter of engineers in India were actually employable. Of late, some other studies put it at less than 20%. Recently, a survey by employability assessment firm Aspiring Minds said 95% of Indian engineers can’t code.

The AICTE has said it is taking steps to update and revise management as well as engineering curriculum so that the colleges produce job-ready graduates.

India’s employability crisis is all the more serious because the majority of Indian population is young. Increasing number of jobless youths is a big challenge India faces even as private investment is down and job creation is slow.

Credit: ET Today

By JFY Content Team

AI and Robots will Replace 6 lacs Jobs in India by 2025

The evolution of robots and AI is partly responsible for reducing the number of jobs in India. A developing country that needs to increase the employment is going through a turmoil due to automation.

The easiest weapon to eliminate poverty is wielding manufacturing units. India has seen a great decline of 30 to 40 percent in manufacturing in last few years. While Modi Government’s “Make in India” campaign is supposed to help in creating more jobs, the ground reality is otherwise. Government’s plans are certainly fueling the innovation and tech development but, it is nowhere near creating more jobs.

The campaigns like ‘Make in India’, ‘Digital India’ are creating robust technologies that are replacing jobs. The country produces 1 million potential job seekers each month but only 0.01 percent of them end up finding a job. At this rate, the country will have 100 million youth with no job by 2025.

Automation will not only impact the manufacturing industries but also IT and tech industry. The integration of automation for traditional IT jobs will take a hefty 30 percent bite out of sector’s workforce. Introducing automation and AI in traditional IT services will result in 600,000 professionals losing their jobs.

The leading IT companies like Wipro, Infosys, TCS, and Cognizant have already started slashing the number of jobs in India. The tightened H-1B rules are forcing the IT sector to employ the talent in the US itself. The startup industry that once fueled blue and white collared jobs, these startups have started adopting robots in their factories in Gurgaon. These robots are designed to lift and stack boxes 24. The e-commerce warehouses are manned by 200 robots in Gurgaon.

The country is going to have a tough journey towards the digital economy. On one hand, it will create highly advanced banking and payments interface. On the other hand, it will replace many traditional jobs. If the per capita income of India is to be increased, creating manufacturing jobs for the mass number of unemployed people in need of the hour.

By JFY Content Team

India emerges as destination for dream jobs: Survey

India has emerged as the dream destination for most job-seekers with nearly 60 per cent job seekers looking for their aspirations in the country, according to a survey.

“Nearly 60 per cent job-seekers wanted their dream job in India making the country the dream destination for most job-seekers,” according to a TimesJobs survey.

Over 40 per cent seek their dream jobs overseas, the survey further revealed.

The survey was conducted among 1,100 job-seekers in the country.

It found that while engineering is the dream profile for men job-seekers, women yearned to become a doctor or be in the medical profession.

Among men, nearly 25 per cent job-seekers wanted to be a doctor or medical professional, 20 per cent want to be in the Information Technology (IT) industry, 15 per cent would like to become chartered accountants and 10 per cent are keen to become a lawyer, it said.

Women job-seekers, besides the eagerness for becoming doctor or medical profession.

Among men, nearly 25 per cent job-seekers wanted to be a doctor or medical professional, 20 per cent want to be in the Information Technology (IT) industry, 15 per cent would like to become chartered accountants and 10 per cent are keen to become a lawyer, it said.

Women job-seekers, besides the eagerness for becoming doctor or medical professional, 25 per cent want to be Chartered Accountants (CA), 20 per cent would like to be in IT, 15 per cent would like to become chartered accountants and 10 per cent are keen to become a lawyer, it said.

Women job-seekers, besides the eagerness for becoming doctor or medical professional, 25 per cent want to be Chartered Accountants (CA), 20 per cent would like to be in IT, 15 per cent wanted to become engineers and 10 per cent would like to be part of the human resource (HR) profession.

Overall, IT is the dream sector with nearly 35 per cent job-seekers wanted to work in the industry followed by healthcare and manufacturing sector for about 30 per cent each, it said.

Nearly 25 per cent job-seekers wanted to be in telecom industry, and another 25 per cent are interested to be part of the automobiles sector, the survey said.

Banking, Financial services and Insurance (BFSI) was the choice of 20 per cent job-seekers, while 16 per cent seek opportunities in the logistics sector.

Nearly 15 per cent job-seekers picked retail industry and another 15 per cent choose BPO or ITeS sector.

For 10 per cent their dream sector was consumer durables or FMCG, the survey said.

The survey revealed that about 55 per cent job-seekers felt they are not currently working in their dream profile.

Of these, it said, 65 per cent men job-seekers felt their current role is not their dream role while 75 per cent women job-seekers said the same.

It said, about 70 per cent job seekers considered the industry they are working in as their ‘dream sector’.

About 70 per cent job-seekers haven’t still been able to get a job in a company they aspired to work, while 25 per cent job-seekers said they have given up on the idea of their dream jobs, it added.

Credit: Economic Times

By JFY Content Team

End of fake resumes? Now, 10-digit code launched for instant background verification

The days of fake resumes floating in the job market could be numbered with a 10-digit code being launched that will help candidates pre-verify their resume.

 

The days of fake resumes floating in the job market could be numbered with a 10-digit code being launched that will help candidates pre-verify their resume. Background verification company SecUR Credentials has launched the 10-digit code (SecUR Number) that will be available to candidates from entry level to senior levels.

The company said that the detailed verification report of the candidate is made available to candidates as well as employers within 30 days. The SecUR Number is a 10-digit code that unlocks an independent background verification report, purchased by the job-seeker, which pre-verifies key information on their resume.

Once a job seeker is allotted their SecUR Number, they can include it on their resume enabling prospective employers to access and download the report. Any potential employer, with whom the candidate shares their SecUR Number, can view the verification report after registering themselves as an employer, for free. This SecUR Number is valid for a period of one year from the date of issue.

HR experts said that more number of individuals, even at mid and senior levels, have been found fudging information in their resumes. With more number of companies beginning their succession planning at an early stage, background verification has also gotten more stringent.

Among the discrepancies found are wrong subjects mentioned as the area of specialisation, passing off a diploma course as a degree, unknown universities from abroad as well as fake degrees.

Rahul Belwalkar, CEO, SecUR Credentials said that a SecUR Number benefits the employers and helps them choose the correct candidate for their company.

Employers from all sectors such as retail, IT, sales, support services, finance, cash management, etc. can use the SecUR number to authorise candidate profiles. This acts as a filter to sift candidates for initiative and integrity, and saves around 60-100 percent of the employers’ background screening budget, thus giving them more bandwidth to spend on core activities.

This number verifies key information such as educational qualifications, his/her permanent address, past employment details, references checks, identity details with the help of PAN Card or Aadhaar Card, criminal records, database and media searches, and others.

This is to ensure that the candidate applying for the position is genuine and the time and resources invested by the company are not wasted. The SecUR Number is available in the form of SecUR Express for entry level, SecUR Professional for mid-level, and SecUR Comprehensive for senior level management.

The discrepancy trend has not been uniform across regions in India. While in some regions, it is the educational records that are fudged, in IT sector hubs like Bangalore and Hyderabad, the candidates produce fake employment or job experience certificates that are sourced for as little as Rs 10,000.

 

Credit: Money Control | M Saraswathy

By JFY Content Team

Dell CIO warns IT employees: No organisation can reskill you, do it yourself or be ready to leave

Bask Iyer, CIO and Executive Vice-President of Dell and VMware has sounded a warning for information technology (IT) employees: surf the oncoming technology waves all the time and upskill yourself, otherwise be prepared to leave IT.

“I am making sure that all my IT folks are best equipped to generate revenues rather than lay them off. People without the skill-sets to go ahead to the next level in a company will go anyway, that’s just the way it is,” Iyer said in an interview to The Hindu BusinessLine.

Iyer said the onus for upskilling lies with the employees themselves and not the organizations. “As for reskilling, no organization provides for that because even they don’t know what to train employees on,” he said.

The IT employees themselves must figure out the future and upgrade their skills accordingly, Iyer said. “The need of the hour is to upskill—ride the right technology waves, change and shift with the oncoming technology waves, much like surfing. Techies must use and get familiar with new technologies, and sometimes guess what it is much ahead of time,” he said.

New technology is transforming the nature of business at IT companies. Increasing automation and cloud computing have hit revenues. Now there is less business in maintenance and software services, the traditional domain of Indian IT companies. New technology requires re-skilling, and employees incapable of re-skilling will be fired.

In India, this challenge becomes bigger. There is a glut of engineers in the country and most of them are not employable. Low-quality tech education and outdated curricula are old problems but they become more pronounced with automation and emerging technology reshaping businesses.

Though emerging technology makes a large number of jobs superfluous in the tech industry, the jobs replaced by automation do not go for good. The employees who upskill themselves stay relevant in the industry.

 

Credit: Economic Times

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