5 Powerful Tech Trends That Could Affect Your Business!!

It would be an understatement to say that technology has disrupted the business landscape. Every aspect of modern organizations today—how they create, communicate, transact and serve—is shaped by technologies that were far beyond the wildest dreams of business leaders a couple of decades ago. To paraphrase Bill Gates, technology and business have become so inextricably interwoven that you can’t really talk meaningfully about one without talking about the other.

The digital juggernaut is one of the best examples of this fact. With Indian consumers increasingly going online to browse and buy goods and services, everyone, from small businesses to solid old state-run corporations, is investing heavily in mobile, web and social platforms to give their users an end-to-end digital experience. At the back-end, too, things have become quite complex, with disruptions like the Internet of Things (IoT), Big Data Analytics and Cloud Storage, the risks posed by increasingly sophisticated cyber-attacks, and workplace trends like distributed teams and a mobile workforce, increasing the dependence of enterprises on technology.

This makes it extremely important for Indian organisations to build the necessary technological capabilities either in-house or through an external vendor/technology partner. So what are the top technology trends that Indian CIOs and business leaders need to prepare for in the coming years? Here’s our list.

1. The Internet of Things (IoT) to become more pervasive

Once upon a time, hardware used to be just that; now, it is incomplete without software that gives it a brain of sorts. And we’re not just talking about cars, televisions and watches—from footwear to refrigerators and household inverters, nearly everything around us is getting smarter. According to Gartner, the number of ‘connected things’ worldwide will touch 8.4 billion in 2017, up 31% from 2016, and this figure will cross 20 billion by 2020. This makes IoT one of the top trends to watch. We have seen some industry applications of this lately. One such instance is where the B2B arm of Airtel implemented a sophisticated IoT-based solution that enabled Luminous to roll out a new line of ‘smart inverters’. The device can collect and analyse data, and send valuable real-time performance and maintenance updates to customers through a mobile app.

2. Greater use of data analytics

Data analytics is pretty close to magic. For example, it’s what enables an e-retailer or a music streaming website to accurately predict what apparels or songs consumers like, and serve up those on a platter. The next few years will see data being structured and analysed much better to derive actionable insights into things like customer acquisition, market forecasting, inventory management, cost optimization, etc. For this, organizations will need to put data gathering and processing systems in place at every level.

3. Remote working and technology-enabled collaboration

Steve Jobs once said that innovation comes from people having ad-hoc hallway meetings or calling each other up at 10.30 pm with a new idea. His words have become even more significant in today’s world, where a ‘clock-in, clock-out’ system is being replaced by the seamless workplace, where boundaries of distance or time do not matter. Videoconferencing and collaboration tools will increasingly make it possible for workers to become truly mobile and respond more quickly to business needs.

4. Better security to deal with sophisticated attacks

Moving to an increasingly digital environment also exposes enterprises to higher levels of risk. Juniper Research predicted last year, that cybercrime will cost businesses $2 trillion by 2019. Therefore, CIOs will need to add muscle to their security architecture, and protect their digital assets and networks extremely zealously. Investing in building strong access control, data encrypting and monitoring systems should be a critical priority for business and technology heads.

5. Providing customers an end-to-end digital experience

In addition to app-based services, organizations and marketers are using technologies like Virtual/Augmented Reality, location-based targeting, Artificial Intelligence, etc. to improve customer experience in the virtual world. With people increasingly getting hooked on to machines, whether it is wearable tech, mobile phones or TV screens, marketers will have to get smarter about how they find, delight, convert and retain customers.

There are a lot of tech partners that can help enable businesses on this path. Airtel for instance is helping businesses across India prepare for a smarter and more connected world with solutions like Intelligent Connectivity, Enterprise Mobility, Cloud, Collaboration, IoT, and more. Companies like BPCL and Luminous have relied on Airtel Business to provide a significantly enriched experience to their respective customers. Airtel helped BPCL revamp its manual gas refill booking system, by creating a 24×7 IVR and SMS-based booking platform across 4600 BPCL distributors nationwide. This platform has enabled millions of customers to make their gas refill bookings effortlessly and quickly, and that too, in the language of their choice.

Source: http://bit.ly/2uq7S0S

Look Before You Leap: 3 Steps to Leading Change

Embarking on a new career path or job can be both exciting and daunting. Exciting because of the opportunity to leave your mark and lead a team or organization in a new direction. Daunting because of the uncertainty of moving into uncharted territory and the change you may need to drive.

Whether your new role requires leading a successful company or a struggling team, one of the critical skills you’ll need to master is effective change management. How should you drive change? How much change is too much? How quickly should you implement change? The answers to these questions vary. If you’re taking over a business that’s on the ropes, the answers might be relatively obvious.

However, there will be times when you’ll be asked to take over a winning franchise. If your new organization has a strong foundation, an empowered team, proven strategies and clear momentum in place, the question then becomes more difficult. How do you bring your fresh perspective to a team with a strong track record without seeking change for change’s sake? It’s a fine balance.

I’ve had the opportunity to reflect on this question based on my first-hand experience. For the past 10 years, I have served as Intuit’s fifth CEO, following in the footsteps of great leaders such as Scott Cook, Bill Campbell and Steve Bennett. Following these iconic leaders has helped shape my views on how to lead change and empowering teams to achieve “the next chapter of great.”

As the late President John F. Kennedy often reminded us, “the best time to repair the roof is when the sun is shining.” With that said, it takes a different kind of change management skill. Here are three steps I’ve found useful in driving change when things are going well.

1. Test what needs to change.

First, ask yourself if change is necessary—and if so, in service to what? There are two key considerations here – internal and external.

First, look inside the business and evaluate key metrics to get a sense of where your teams are today. Are the current results on target? Are you being aspiration enough? Do employees and key stakeholders believe in the current game plan? Do you have personal discomfort as a leader, and if so, can you be explicit about what has you most unsettled?

Second, look outside the business. What are the biggest untapped opportunities you feel you have failed to capitalize on? What are the biggest risks on the horizon? What are your competitors doing? Companies like Airbnb and Uber demonstrate how quickly disruption can happen, so it’s essential to ask: Is our business at risk of being disrupted? If so, how can you evaluate what you’re up against? What are the data or trends? The answers to these questions inform the full-picture diagnosis of the situation and whether change is necessary.

2. Define how to change.

If you do need to change, the next step is to build a case.

Start by gaining a deep understanding of the current state. Go on a listening tour with all your stakeholders — hear their insights and feedback. At the same time, share what you’ve learned and your perspective, bringing stakeholders along with your own thinking.

Next, amplify what’s working. Be clear about what’s working well and just as importantly what won’t change. This matters as much as what will change, and validates work already done. Highlight areas where you have questions or concerns and unpack your logic. Use phrases like, “Because of x, y, z, I believe these changes need to take place.”

3. Make the change.

Diving headfirst into change is seldom a wise idea. Be sure to run your ideas by key members of your team to test whether they’re on the same page as you. Do this by engaging with them when you have the questions, and not the answers. Explore the pros and cons with them, asking things like, “What resonates?” and “What concerns you?” Adjust your game plan as you gather new input, and engage them in helping shape the change with you.

After getting alignment, go public. Articulate a clear vision for employees and external stakeholders. Show them where you are today, where you want to go, and the path you’ll take to get there. Don’t be afraid to repeat, repeat and repeat your plan for at least 90 days. In fact, during times of change, you should increase the frequency of your communication 3X. Repetition does not ruin the prayer! Finally, be clear and specific about how this change affects people’s roles and responsibilities.

Putting a bow around it, whether your organization is succeeding or struggling, these three steps can help you structure your approach to change. As tempting as it may be to leave your mark through sweeping changes, sometimes the wiser course is a more thoughtful and inclusive process.

Source: http://bit.ly/2u64EVj

4 Soft Skills Every Tech Professional Should Have..!!

When people think of technology careers, they think of computer-savvy people who can code, understand computer networks, run cable and have various other technical skills. Most overlook the importance of soft skills, which are important for any career.

Tech professionals not only need to be able to work well within their own teams, but also work well with other employees in the company that lack their understanding of technology. Harris allied, a technology staffing Placement Company, recently conducted a survey about tech recruiting, hiring and retention in 2017.

According to the report, here are four of the most important soft skills in demand for the technology industry.

  1. Ability to work collaboratively in a team setting:

In a business setting, technology supports applications, which in turn support the business itself. Therefore, tech professionals need to be able to work well with all of the members of the teams they support for the business to run smoothly. Collaboration is particularly important when there appears to be a conflict of interest between the different teams. Working in a tech position becomes significantly easier if you have strong conflict resolution skills to be able to mediate tense situations.

  1. Creative problem-solving skills:

The technology industry is rapidly changing. To thrive in this field you need to be able adapt to the new problems that arise with new technology and create solutions. Every year there are new computer viruses and new updates for software, and each of these new interactions come with their own unique set of exploits or malfunctions. Handling these challenges sometimes requires creative problem-solving skills that go beyond technical knowledge.

Technology is about innovation, successful companies create their competitive advantage through innovation and as a result look for employees with creative problem solving skills,”

3. Excellent communications skills :

In any tech role, you will be interacting with people who do not have the same level of technical expertise as you. It’s important that you are able to explain complex technical concepts in a digestible way for someone who doesn’t have that background. It is equally important that you can break down the potential business implications of a technology problem. Remember, technology is there to support business functions and whenever you interact with management, whether to get a budget for a project, request new equipment, etc., you need to be able to clearly explain the impact it will have on the business.

  1. Leadership skills: 

As you move up the ladder in the company, you need to demonstrate the capability to effectively lead your team. This includes being able to see the strengths and weaknesses of your team members, and distribute the work to the person who can do the tasks the most efficiently.

You also need to be able to motivate your team members, settle disputes fairly and be able to accept a greater level of responsibility for your team’s success. You may be placed in a situation where the internet isn’t working, a business application is malfunctioning, or there’s a security breach. You will be expected to able to walk into a room full of disgruntled employees and executives, take control of that situation, and solve the problem. To do this you need to have a strong constitution and a calm, analytical mind.

“Leadership raises the bar for the entire team.” “Strong technology leadership understands how technology can solve real business problems.”

For workers looking to land a job in the technology field, it is advised learning the business and industry, as well as the specific role and company you’re applying to.

Source: http://bit.ly/2n6xZK2

5 Practices That Make Workplaces Flourish

Employees are the essential building block of any organization.  In today’s workplace, focusing on organizational outcomes is only one part of the success equation; organizations need to also prioritize employee well-being in order to be sustainable. The combination of the two leads to a psychologically healthy workplace where an organization(a) establishes trust and respect among its members; (b) values employee contributions; (c) communicates regularly with its employees; and (d) takes employee needs into account when creating new initiatives.

Over the past decade, researchers have identified five practices that regularly emerge in a psychologically healthy workplace:


Employees who are highly autonomous are self-governed and have a great deal of say in how they spend their time and the types of projects they accept. Having an autonomy-supportive supervisor or manager is strongly tied to well-being, while working with a boss with a more controlling style is predictably de-motivating. Importantly, autonomy-support can be taught and research shows that even formerly controlling teachers can be trained to provide better autonomy support to students. Businesses that supported an autonomous environment grew at four times the rate of control-oriented companies and had one-third the turnover.

Leaders can become more autonomy-supportive by showing responsiveness to people’s perspectives, using non-controlling language, and offering opportunities for choice.


At most organizations, the idea of having some type of work-life balance is a myth. I see this frequently in my work with lawyers and law firms. One respondent to a survey of more than 400 lawyers who have left at least one legal employer said, “I was missing out on a lot of life to make my billable hours requirement. To retain me, the firm would have had to totally rethink its business model and do away with a culture of billable hours and bravado.” Many firms have implemented flexible work policies, but the success has been mixed. According to this same survey, nearly 74 percent of lawyers who said they tried working part time felt stigmatized in some way.

Work and personal time are blended for most busy professionals, so why not acknowledge that and provide employees with greater flexibility? Specifically, organizations can include employees’ significant others in after-work activities, use the workplace as a conduit for connecting employees to non-profits in their community and express appreciation directly to an employee’s family.


Mastery is your desire to get better and better at something that matters to you. Law schools and law firms can promote a sense of mastery by allowing students and lawyers, respectively, to have more flow experiences. Flow is a term coined by psychologist Mihalyi Csikszentmihalyi to describe a person’s optimal balance between boredom (the task falls short of our capabilities) and anxiety (the task exceeds our capabilities).  It is the mental state where people feel like they’re “in the zone,” engaged and working in their sweet spot. In addition to creating the opportunity for more flow experiences, managers can remove barriers to effective performance and provide regular feedback.


My first year of law school was a wholly unpleasant experience. I had no idea what I was doing, my professors were teaching me a new way to think about issues based on fact patterns in archaic cases, and I was burned out. I clerked for a judge during the summer after my first year, and my confidence was at an all-time low. He assigned me a complex project that required a lot of time and effort, and after I turned it in for his review, he left me this note: “The Wrigley report was excellent. Keep up the good work.” I still have that note tacked on a bulletin board, because it gave me the confidence to think that I might actually be able to practice law.


This practice includes programs that encourage and support healthy lifestyle and behavior choices, like nutritious meals, smoking cessation programs, and onsite fitness facilities; however, it also includes psychological safety. In her early research, Harvard Business School professor, Amy Edmondson, looked at team dynamics in hospitals. When she reviewed her data, she noticed what appeared to be an odd trend – that the nurses who had good relationships with their colleagues seemed to make more errors. What Edmondson eventually discovered was that the nurses in the tight knit groups didn’t make more errors, they reported more errors. Why? They felt psychologically safe in doing so.   When a work environment feels psychologically safe, failure and mistakes are viewed as part of the learning process. When the consequences of reporting a mistake become too severe, employees simply avoid acknowledging mistakes at all.

Source: http://bit.ly/2vdwFK1

Seven Ways To Change Your Hiring Approach

For employers in New York, October 2017 marks the beginning of the ban of the dreaded “salary question” — that is, it will soon be illegal to ask job candidates what their current or most recent salary is when they apply for a job. In Massachusetts, this same law will go into effect next year, and several other states are considering similar legislation.

This measure is good news for both sides of the hiring equation: Candidates won’t be judged or underpaid based on their previous employer’s salary standards, and companies can ensure that they’re hiring the best talent at fair market value, without unintentionally (or intentionally) discriminating against anyone.

But some employers still do ask about salary in job interviews, and if you’re one of them, there’s a good chance you may have to reevaluate the way you value and compensate certain roles. 

The team has asked seven members of the Forbes Human Resources Council to each share one tactical change HR departments can make to ensure they’re not only in compliance with the law, but compensate their teams more fairly.

1. Focus More On The Value of Talent:

When it comes to determining salary, hiring managers sometimes focus too much on the immediate impact on payroll and the bottom line, but compensation should focus more on the talent and experience of the individual, the uplift they will bring to the company and the salary figures for comparable roles in the market. Being competitive in the hiring market means investing in your team. 

2. Use Validated Market Data:

Asking a candidate about their salary history is a surefire way to underpay an employee for the job or discriminate, even without realizing it. Validated market data should be used to set the salary range for your position, then you should pay at market. Many factors can manipulate the reason someone was paid differently before. Benchmark your job, then pay employees what they are worth!

3. Analyze Your Costs And ROI:

HR should think like a business owner analyzing the costs and ROI of a major acquisition. In this case, it’s talent acquisition. This means we gather and analyze data: salary market data, economic data for the market to be hired in and impact of unemployment data on the hiring process for the area. When speaking to leadership, utilize the data and your analysis to make compensation recommendations. 

4. Focus On Salary Expectations, Not History:

HR and hiring managers will need to focus more on salary expectations rather than salary history. Although employers can no longer ask job candidates for their salary history, they are still allowed to ask the candidate for their desired salary. HR will need to re-evaluate their application questions and provide proper interview training for managers to avoid litigation.

5. Match Offers To Skills And Competencies:

Excluding salary histories will force us to know fair market value for roles and match offers to skills and competencies rather than salary history. We may offer some more, we’ll offer others less (and they may decline), but we’re more likely to build teams where compensation and skills are aligned. That’s a step toward ensuring the best employees are rewarded the most for their contribution.

6. Determine Every Position’s Value:

When the law takes effect in October, HR will be required to determine each open position’s value to the company. This will take additional effort on the part of HR departments, especially if they are struggling with constructing effective job descriptions. Then the salary is based on the candidate’s qualifications, past experience and demand for filling the position, rather than on salary history.

7. Take A Holistic Approach To Meet Company And Candidate Needs:

It means we have to change our talk track and adjust the way we discuss compensation, by having holistic conversations about the targeted compensation range for specific positions while also ensuring that the range meets the needs of the candidate. A candidate’s past salary history is not indicative of what they are worth; it’s more about what the market compensates for a particular position.

Source: http://bit.ly/2eVnrMd

5 Things IT Pros Should Consider Before The Job search

Hunting for the next job can be tricky for experienced IT professionals. It includes preparing for the interview, updating your resume and finding a right employer.

When you are planning for the job switch, one of the most important that you can check is, do you have the right skills to land your dream job. The lure of the perfect job at a fantastic company is too difficult to ignore. The job transformation may seem overwhelming but, this shift can have a major impact on tech- related jobs.

We have listed 5 things that you need to know before starting your job hunt:

1. Telecommuting vs Desk Job:

The growing trend in IT is the telecommuting. With vast number of collaboration tools, it has become possible for the technical teams to collaborate and work remotely. There are tools to share voice, video, chat and even your monitor screen. However, some employers are discovering that telecommuting is not the best fit for its needs. You must know if the perspective company allows telecommuting or not. If your not having a  desk job, you can probably expect the same in the next company as well.

2. Certifications Matter:

IT certifications are the best way to prove your experience in the specific field. While there is no guarantee that it equated your technical practical skills, it atleast proves that you have a deep interest in this specific field of IT. Many recruiters that dont come from the technical background look for well known certifications to help them assess the right skills for the job.

3. Contract vs direct hire:

Considering the growth dynamics of IT industry, companies are preferring contract positions over direct hire. The direct hire can provide comfort and ease of mind but contract opportunities  and on other hand can offer flexibility. There is an opportunity of making more money than regular full time positions. If your skilled for what you can do, contacts can be extended for years and can also be converted into full time roles.

4. Demand:

You must check what IT skills are in demand.  For over 2 years, big data, devOps roles are leading. While demand for traditional system administrator is declining, there is a chance of these professionals to learn skills in DevOps. You need to constantly check these trends and train yourself for relevant positions.

5. Startup vs Established organizations:

A startup can be an ideal place for some to work. The potential to learn from the latest technologies is best in startup. Many job seekers are attracted towards fast paced “work hard, play hard” culture. Having said that, if startups stays for long enough, they will start tighting policies  to streamline the future growth . However, startups never stay for so long. Well established companies can offer you comfort of work, structured environment and work culture.

Source: http://bit.ly/2vdtX7X

What Kind Of Small Business Employees Do You Need To Grow Your Company?

Sometimes, employees can make or break a business. What kind of employees do you need?

Many small businesses benefit from hiring employees. At some point, you may decide that you need more hands on deck at your company. When that time comes, you might not know where to start. You want individuals who will make a difference in business operations. What kind of small business employees do you need to grow your company?

Knowing what to look for in a candidate is not as easy as it might seem. After 30 years in entrepreneurship, I’ll be the first to admit that looking for employees to hire can be tough. When hiring an employee, you need to know what characteristics to look for.

What Kind Of Small Business Employees Do You Need To Grow Your Company?

There are many different types of employees in a business. Companies have leaders, followers, go-getters, and employees who do the bare minimum.

You will have employees who struggle from time-to-time or lose motivation. Highs and lows are inevitable in life. But with the right attributes, your employees will use their skills to grow your company.

Whether you’re hiring your first employee or ready to give a pep talk to your current workforce, consider the following characteristics.

1. Dedicated

Dedicated employees are an absolute must. Your employees need to help pull the wagon that is your business. At my recruitment software and payroll and accounting companies, I look for employees who have a no-nonsense, get-it-done attitude.

Employees who are dedicated don’t leave before their shift is over. They don’t watch the clock. Dedicated employees tie up loose ends and make sure their work goes above and beyond what is expected.

If you’re interviewing candidates during the hiring process, ask them about their work ethic. Talk with their previous employers to find out if they have that dedication and drive that makes a business successful. Or, if you already have employees, ask them if there is any extra effort they can give to their team.

2. Positive

Being successful in life comes down to mindset. Likewise, positive employees will be more successful and valuable at your business. Look for employees who don’t lose sight of their positivity when times get tough.

When hiring, I value candidates with a good attitude. If an employee had a bad experience with previous employers, managers, or companies, I want to hear what they learned from it. I want candidates to be positive in how those experiences led them to where they are now.

Positivity is important for developing relationships among co-workers, too. The team doesn’t want to be bogged down by someone going on and on about how nothing is going right for them.

3. Qualified

Of course, the employees you hire need to be qualified for the job. You can’t hire someone to be a computer software engineer if they have a good attitude but no idea what they’re doing.

You can look for skills beyond what’s listed in the job description, like good communication or leadership. This can help you get an idea of whether the employee could fill a management position in the future.

Do a thorough check to see if a candidate’s skills, experience, and education match what you’re looking for in the open position. Give candidates tests and ask behavioral interview questions to find out if they’re really right for the job. With behavioral interview questions, you can find out more about situations. That lets you learn more about the candidate and their skills.

4. Ambitious

Good employees don’t stop learning once they have the job. You need employees who have a desire to learn, even when they get swamped and drained from their workload.

Not everything an employee does will be perfect. It’s normal for an employee to be weaker in some areas than others. What separates a successful employee from an unsuccessful one is ambition. Ambitious employees won’t let weaknesses stop them from improving.

You can’t force employees to be ambitious—it just won’t happen. At various times in my business career, I tried hard to help an employee improve a weak area.

One time, I had an employee who, over time, demonstrated that he barely had the necessary skills to provide technical support to customers. He was falling behind his co-workers in terms of understanding technology. I tried to encourage him to use the downtime between calls (as the other support representatives did) to read up on the technology we used. He didn’t. Without ambition to learn and better his skills, he ended up dragging down business operations. Eventually, I had to let him go.

5. Reliable

Do you want an employee who consistently proves they’re unreliable, or do you want someone you can depend on to get the job done? Reliability in an employee can cover a lot of bases, like being on time or meeting a deadline for a project.

With reliable employees, you can take some weight off your shoulders. You don’t need to do everything yourself or worry about whether the employee did what they were supposed to. Business operations can move along normally with reliable employees.

6. Self-Motivated

Most business owners decide to hire employees because they don’t have enough time, hands, or energy to handle operations themselves. Finding self-motivated employees gives you the chance to grow your business.

Self-motivated employees don’t need constant direction. They know what they need to get done without you telling them. You hire employees to free up your time so you can work on growing your business, not to give them a play-by-play of what needs to be done.

7. Team-Oriented

Teamwork among employees leads to increased workplace productivity. When employees work together, they can bounce ideas around and streamline business operations. You don’t want an employee who would rather do their own thing.

Employees who refuse to work with others are bad for business. Encourage employees to work together on projects, ask each other questions, and communicate. Find employees who demonstrate experience in teamwork and are enthusiastic about working with your team.

8. Leader

Having other people working in your business makes it possible to develop more ideas. Employees might come up with innovative approaches that you didn’t think of.

Your employees should exemplify leadership qualities. Growing as a leader means taking action, trying new things, and listening. Leaders aren’t afraid to challenge the status quo.

A strong leader recognizes that confidence can lead to incredible benefits. And, leadership also helps employees to stay on task, help one another, and grow their abilities.

9. Focused

People get distracted all the time. Though distractions are inevitable, your employees should be focused.

It’s important that an employee doesn’t bounce between projects too much, or you might end up with incomplete tasks. Focused employees stay on track and pay attention to the small details.

How Top Corporates Retain their Employees..!!

The likes of Vodafone are also considering letting their employees take a sabbatical to start up

There was a time when working in a top corporate meant the regular 9-5 job and stringent cultural rules, while restricting an employee’s creative freedom. This had even led to many corporate employees leaving their cushioned jobs to embrace the entrepreneurial world. But corporate today are waking up to the problem and addressing them by innovating and introducing new cultural changes. 

1) ‘Break to open your startup? We’ll consider that’ :

Talking about the consumerisation of rewards and how a corporate needs to monetize benefits for their employees, Sanchayan Paul, Head, Rewards and Organisation Effectiveness, Vodafone India said, “We listened to what our employees really wanted. 70 per cent of our new hire are millennials and 25 per cent of our employee base are women. Also, given the widespread of offices, our hiring too comes from Tier II and Tier III cities. We are not selling jobs anymore, we are selling careers.”

Understanding that many people leave jobs because of lack of flexible work timings or lack of leave options, Sanchayan said, “We have come up with different structures of working – one is where an employee can take a long break or a sabbatical without pay, another is where they choose flexible days in a week to work (instead of 5 days in a week they work for four days) and are paid accordingly and the third one is where they choose a flexible work timing and are paid according to their work hours.”

But the most interesting query is about employees wanting to be entrepreneurs. “We have had employees who want to open their startup but they want to come back if the venture fails. We are considering that option. In fact, we are working towards launching innovation labs and are hoping that these employees can work there,” he said.

2) Transparency at work:

Suchitra Rajendra, CHRO and VP, PepsiCo India stressed upon the need to be transparent with your employees to keep them happy. “Keep it consistent and clear. When you are offering them rewards, don’t change the reward. Don’t change the goalpost once the race has started. You need to keep communicating with your employees so that they know what they are getting. You need to tell them it’s not just the amount of money that hits your bank account but also the entire benefits that count. You need to build trust. Even at PepsiCo, we have our CEO sending out mailers every Monday morning, explaining the learnings of the week and where our goals stand.”

3) Cultural change is important:

Nowadays, corporates are looking at working with startups or acquiring them. Corporates are driving innovation and have younger age employees driving these teams. Talking about how for different groups, you have different cultures and benefits, Aditya Kohli, Senior VP, HR, Bharti Airtel, said, “While there is a group that consists of the top employees and they have a certain style of working, we also have groups that are driving innovation and are working with new age technologies like Machine Learning and Artificial Intelligence. For this group, it’s the skill that masters and it becomes a criteria for their rewards. There’s also the need to have a non heirarchial approach.”

Talking about cultural change, he said, “We even had a team that worked for long hours in the office and wanted bean bags instead of the regular chairs so they are more comfortable. We went ahead with their demand, if that’s what they want to drive excellence. When we acquired a company, we let them function on their own for 6 months instead of forcing them to imbibe our corporate culture.”

Seven reasons why home working is the future..!!

Commuters using bus, train or cabs very morning faced major delays following a loss of all signalling in most of the cities.

Train services are expected to be cancelled, buses are delayed. 

Travel disruption is one of the many reasons why there is a strong case for employers to shift towards flexible working for employees, specifically working from home.

But there are a whole host of other benefits to home working, particularly from a health and well being perspective. Below, we look at the seven reasons why home working is the future.

1. Reduction in commuting time:

Not only is commuting often stressful and unpleasant, it also take up time that could otherwise be spent working or doing something else productive. 

Employees who can work from home will also spend less money on petrol or train fares, which may give them less of an incentive to ask for a salary boost to cover travel expenses.

2. More productivity:

Many people who work from home claim to be more productive because they’re not in a loud environment or distracted by co-workers.

In fact, according to a Canada Life survey, homeworkers rank their productivity as 7.7/10, compared with 6.5/10 for office workers. 

A spokesperson for employment agency Reed said: “There are some obvious advantages of working from home that you’ve probably heard before – avoid the nightmare commute, work in your PJs – but the benefits go beyond that.

“Working from home can really help to increase your productivity, as the absence of office distractions makes it easier to keep your head down and actually get your work done.”

3. Fewer sick days:

The survey also found, unsurprisingly, that home workers took fewer days off sick than those based in the office.

Employees working in an office took on average 3.1 days of sick leave last year, whilst homeworkers only took 1.8 sick days, Canada Life found.

That’s because employees who have a cold or are mildly sick can still get work done at home, while office workers are more inclined to take the entire day off to avoid leaving the comfort of their home.

In addition, the better work-life balance means workers are less likely to get ill in the first place because their stress levels are typically lower.

4. Improved employee retention:

As well as employees generally being happier when they work from home – which means they are less likely to quit – parents with childcare responsibilities are also more likely to continue working for the company if they can work from home, as it gives them greater flexibility.

Plus, because working from home is seen as such as an attractive work perk, employees who have experienced it are less likely to leave for a firm that doesn’t offer flexible working.

Mariano Mamertino, EMEA economist at global job site Indeed, said: “Flexibility is high up the wishlist for employees of all ages – from new parents who need to juggle work with childcare, to older workers.

“But younger workers in particular see it as essential. Digital natives often expect to be able to harness the flexibility that technology provides, to enable them to work whenever and wherever suits them.”

5.  Increased talent pool:

By having employees who work from home, companies can hire the best talent regardless of who or where they are.

It means employers can work with people who don’t live in the UK, or who have a disability so may not be able to travel to an office.

One of the recruitment agency said:  “From the employer’s perspective, offering flexible working is a powerful way to access wider pools of talent – whether that’s Britain’s sizeable older workforce, or millennials who place greater emphasis on work-life balance than previous generations.”

6. Time to go to appointments:

Working from home allows workers to go to necessary appointments – the doctor’s, dentist or opticians – during their lunch break, which they may not have time for if they’re office based.

It also means employees can exercise or do stretches while at home, which they may feel embarrassed about doing at work – but is important for preventing back or joint problems which can come about as a result of a 9-to-5 job.

All this means improved health for employees, which in turn means employers are less likely to lose workers to sick or stress leave.

7. Less money spent on office space

If employees work from home, companies can spend less money on office space, technology and supplies. By staggering employees’ work-from-home days and hot-desking, firms can massively save on office space, which can cost thousands of pounds a month and be a major drain on a company’s budget.

Source: http://bit.ly/2tFw8Ri

This technology is helping firms in speeding up HR functions..!!


A senior manager at lnMobi recently received a popup alert on his computer screen to “catch up” with Ruchi, the company’s newest recruit.

The mechanism, which sought to ensure that the employee could get immediate access to him, is being increasingly used by companies to help human resources managers speed up some routine functions.

The technology being used is a Chabot, a computer programmer designed to simulate conversation with human users, especially over the Internet.

HR companies casually refer to this as a friend who chats with you and helps you with tasks such as booking a flight ticket, reminding you to punch in for your attendance, sending a note to your newly joined team member or even training you for the next job interview.

Besides InMobi, which plans to roll out this function across the company by April, Yes Bank is looking to introduce it by the end of the year. With this, employees can get quick information on compensation breakup, leave, policies and benefits, as well as ask questions that can be answered immediately.

The next step will be for Yes Bank to develop this into a mobile-led application for employees to access anywhere.

“This will reduce the pressure on HR teams as employees can get the information they require without having to personally go to someone for it,” said Ritesh Pai, country head of digital banking at Yes Bank.

Some chatbots can help with employee performance reviews and recognition, and engagement while other applications can simplify the recruitment process through artificial intelligence or even help manage complete on-boarding flow for the new hires through a bot interaction.

“HR chatbots are more like an automated virtual assistant that helps offices and businesses automate critical time-consuming tasks, thus saving them huge money and leading to greater time efficiency,” said Siddharth Shekhawat, co-founder of Engazify, which has developed such a bot.

BankBazaar, which has been using chatbots in its main business for a few months, is now looking to extend it to its employees so that they can raise questions and concerns straight to a chatbot instead of the HR team.

The company wants to resolve issues as quickly as possible, thereby minimizing the 24-hour window of query solving.

“We will test this chatbot with a few employees before rolling it out company-wide towards the end of March,” said Sriram Vaidhyanathan, chief human resources officer at BankBazaar.

This kind of a bot will help HR functions quickly gain scale for a number of routine tasks.

“It will help us collate scores of manager assessments, for instance, on a monthly or quarterly basis and the managers can see by their scores what percentage of people are satisfied or dissatisfied with them,” said Kevin Freitas, HR leader at InMobi.

Hyphen, a company that also designs chatbots, is in the early stages of deploying its bots in companies such as InMobi.

“This will help in real-time management of employees and that will be the next big thing in HR. In the modern workplace, listening to employees once a year just wouldn’t be enough,” said Ranjit Jose, co-founder of the real-time employee engagement solution for co-workers to share their opinions.

This will unlock for HR managers easy access to a range of information and empower them. The next step is for chatbots to integrate with apps and that will enable an even wider application.

People Strong’s Pankaj Bansal said the company is prototyping its bot, which will take care of transaction-related work in HR. It will include any logging of information using a paper and pen by an HR manager and replace it with a chatbot.

In India, Bansal said, the number of organized workers using HR functions will increase to 100 million in the next three years from 30 million at present. By 2020, he said, 30 million Indians will be using chatbots.

BankBazaar is already seeing the benefits of using chatbots. The company has seen a massive improvement in efficiency of managers and speedy resolution of HR-related queries and concerns without making a huge investment, executives said.

Source: http://bit.ly/2nDe3Ar