The word “Digital” is used so often and encompasses such a vast array of things that it could define anything from a simple wristwatch mechanism to an entire stratosphere of cloud solutions. The adage of “the only thing that’s constant is change’ has never held more true; technology has been and continues to be the harbinger of economic and financial evolution of mankind, and the future looks even more dramatic.
By : Team PeopleStrong
Articles, India Story Articles, PeopleStrong Articles
Continuing from where we left off in Article – The Next Frontiers in Recruitment Technology, there are a myriad forces that are shaping acquisition technology around the globe today. Every facet of the talent landscape is being impacted by technology tools- from talent acquisition to talent management. More now than ever because, if you look at the numbers, more than 20 percent of all workers change jobs every year, so looking for talent is almost a perennial activity for most organizations.
Gone are the days when hiring people meant taking out adverts in the newspapers and hoping for a good response.
For the last 10-15 years, certain technology-dependent recruitment practices that have been around but the recruitment-process environment hasn’t really changed all that much. Video-interviewing, satellite conference calls, social and business networking portals etc.
India’s workforce ethics, especially those revolving around the average length of an employee’s tenure have gone through a tumultuous change. About 30 years ago, it was common practice to be in the employ of a single organization for more than 15 years or even retire from it. Changing multiple employers was practically unheard of.
We as a generation of citizens of India have been really lucky. We saw the transformation of India from being a closed economy to the fastest growing one, from a manual job intensive market to the technology hub of the world and from being a dot in the global business world to the nation with the largest human potential.
As organizations grapple with an increasing number of routine, administrative tasks that can drain employees’ time, AI is already demonstrating how rapidly it can transform work. There is cautious worry about the effect that AI will have, especially when it comes to the workplace and the perceived threat to high-transactions oriented jobs.
Two questions that never cease to instigate interest from anyone about anything are “What’s in Future” and “What’s new?”. The world of work and jobs is not at all different. Especially, in the past few months the world has been abuzz with what or what not will the future of work.
On the back of a rich cultural heritage, travel industry in India is gaining explosive momentum. Even with modest projections, travel is poised to become a $48 billion industry by 2020, while air travel shows a significant growth of 15% and hotel businesses at 13%. As the industry grows fast, the demand for a better end-user experience is increasing at a rapid pace.
“It’s in our Roadmap” – This phrase is quiet popular in the life of a product manager, especially when designing any HR SaaS solutions as the product keeps on evolving from time to time. There are always some incorrect connotations about what a road map is and what it should be used for.
When World’s first online marketplace for financial services company looked for a partner to help redesign its HR landscape, it brought quite a lot of challenges to the project—and plenty of prospective.
With 1000+ (500+ Tech team) employees located in Chennai, Bangalore, Mumbai, and Gurgaon, the client has over 50,000 customers in over 1332 cities pan India with over 35 partners.