The document discusses the future of jobs in India in 2018 according to Aspiring Minds. It finds that:
1. The skills most in demand are English comprehension, deductive reasoning, and agreeableness. The job functions with the most open positions are software/IT, sales, and customer service.
2. Many routine cognitive and manual tasks can now be automated using technologies like machine learning and computer vision. However, jobs requiring strategic thinking, creativity, and emotional intelligence will be more difficult to automate.
3. Customer service, accounting, and operations management have among the highest potential for automation, while marketing, general management and sales have lower potential due to their need for human skills. Software/
This document is the table of contents for volume 15, number 4 of the July 2015 issue of the International Journal of Computer Science and Business Informatics. It lists three articles included in this issue:
1. An article on the impact of human capital development on the managerial workforce of small and medium enterprises (SMEs) in Sabah, Malaysia.
2. A survey article on mobile cloud computing that discusses the advantages, challenges, and approaches to mobile cloud computing.
3. An article on an efficient authentication protocol for mobile cloud environments using elliptic curve cryptography.
The document provides the titles, authors, and page numbers for each of the three articles in this issue of the journal. It identifies
The document discusses the role of human resources in mergers and acquisitions. It outlines that HR helps determine if the cultures of the merging companies are compatible. It also discusses how HR assesses benefits structures and identifies any potential problems. Additionally, the document notes that HR helps address employee concerns about changes and uncertainty from the merger. Finally, it states that HR communicates changes to reporting structures, roles, and job descriptions as the organizations are integrated.
How can Indian IT companies achieve non-linear growth?Ramamurthy Prakash
The document discusses how Indian IT companies can achieve non-linear growth. It proposes applying a Build-Operate-Transfer (BOT) model similar to infrastructure projects. Specifically:
1) IT companies would build standardized applications by collaborating with key clients in an industry.
2) They would then operate and maintain the applications for clients, collecting fees. This would give the companies expertise to promote the applications to other industry players.
3) Over time, as more companies adopt the applications, the IT companies could generate recurring licensing and maintenance fees, unlinking revenue from employee headcount. This could enable non-linear revenue growth.
The model is argued to deepen client relationships, improve quality and profit
It’s high time to come to terms with hcm – the superset of hrm!prjpublications
This document summarizes a research study on measuring human capital management (HCM) in the IT industry in India. The study aims to determine if IT companies have measurement systems in place to optimize HCM and organizational performance. It reviews literature on measuring HR and human capital. The study measures HCM using 5 parameters (leadership practices, employee engagement, knowledge accessibility, workforce optimization, organizational learning capacity) and 20 factors within those parameters. Data was collected via survey from IT employees. The objectives are to characterize respondents, assess measurement systems, measure HCM value, and analyze correlations between human capital drivers. Results may show the level of focus on HCM among Indian IT firms and their understanding of its importance for knowledge-based industries
1. The paper discusses the need for barrier-free or universally designed hotels in smart cities in India. Smart cities aim to be sustainable, inclusive and equitable, but existing design principles can act as barriers.
2. Universal design principles focus on inclusion, equality and independence for all users. A comprehensive universal design framework is proposed that incorporates universal design principles, principles specific to India, and environmental sustainability.
3. Adopting comprehensive universal design in hotels located in smart cities could help planners achieve equity, quality of life, social inclusion and environmental goals for residents of all abilities. Barrier-free hotels are important to promote accessible tourism for the large population with disabilities.
How is HR addressing dual challenge of being digital and doing digital?Abhinav Singhal
HR Leaders today face a dual challenge of doing digital and being digital. They need to drive the digital transformation agenda and re-skilling efforts on one hand while at the same time transforming their own HR function for the future.
Why india still has an edge in software development outsourcing in 2022, desp...ISHIR
India is known for its cost advantage and the largest pool of IT talent, If you consider outsourcing software development projects to India, you should not focus solely on India’s edge in software development.
This document is the table of contents for volume 15, number 4 of the July 2015 issue of the International Journal of Computer Science and Business Informatics. It lists three articles included in this issue:
1. An article on the impact of human capital development on the managerial workforce of small and medium enterprises (SMEs) in Sabah, Malaysia.
2. A survey article on mobile cloud computing that discusses the advantages, challenges, and approaches to mobile cloud computing.
3. An article on an efficient authentication protocol for mobile cloud environments using elliptic curve cryptography.
The document provides the titles, authors, and page numbers for each of the three articles in this issue of the journal. It identifies
The document discusses the role of human resources in mergers and acquisitions. It outlines that HR helps determine if the cultures of the merging companies are compatible. It also discusses how HR assesses benefits structures and identifies any potential problems. Additionally, the document notes that HR helps address employee concerns about changes and uncertainty from the merger. Finally, it states that HR communicates changes to reporting structures, roles, and job descriptions as the organizations are integrated.
How can Indian IT companies achieve non-linear growth?Ramamurthy Prakash
The document discusses how Indian IT companies can achieve non-linear growth. It proposes applying a Build-Operate-Transfer (BOT) model similar to infrastructure projects. Specifically:
1) IT companies would build standardized applications by collaborating with key clients in an industry.
2) They would then operate and maintain the applications for clients, collecting fees. This would give the companies expertise to promote the applications to other industry players.
3) Over time, as more companies adopt the applications, the IT companies could generate recurring licensing and maintenance fees, unlinking revenue from employee headcount. This could enable non-linear revenue growth.
The model is argued to deepen client relationships, improve quality and profit
It’s high time to come to terms with hcm – the superset of hrm!prjpublications
This document summarizes a research study on measuring human capital management (HCM) in the IT industry in India. The study aims to determine if IT companies have measurement systems in place to optimize HCM and organizational performance. It reviews literature on measuring HR and human capital. The study measures HCM using 5 parameters (leadership practices, employee engagement, knowledge accessibility, workforce optimization, organizational learning capacity) and 20 factors within those parameters. Data was collected via survey from IT employees. The objectives are to characterize respondents, assess measurement systems, measure HCM value, and analyze correlations between human capital drivers. Results may show the level of focus on HCM among Indian IT firms and their understanding of its importance for knowledge-based industries
1. The paper discusses the need for barrier-free or universally designed hotels in smart cities in India. Smart cities aim to be sustainable, inclusive and equitable, but existing design principles can act as barriers.
2. Universal design principles focus on inclusion, equality and independence for all users. A comprehensive universal design framework is proposed that incorporates universal design principles, principles specific to India, and environmental sustainability.
3. Adopting comprehensive universal design in hotels located in smart cities could help planners achieve equity, quality of life, social inclusion and environmental goals for residents of all abilities. Barrier-free hotels are important to promote accessible tourism for the large population with disabilities.
How is HR addressing dual challenge of being digital and doing digital?Abhinav Singhal
HR Leaders today face a dual challenge of doing digital and being digital. They need to drive the digital transformation agenda and re-skilling efforts on one hand while at the same time transforming their own HR function for the future.
Why india still has an edge in software development outsourcing in 2022, desp...ISHIR
India is known for its cost advantage and the largest pool of IT talent, If you consider outsourcing software development projects to India, you should not focus solely on India’s edge in software development.
Role of human intelligence and information technology in retaining intellectualIAEME Publication
This document discusses methods for valuing and retaining intellectual capital, specifically human capital, within information technology organizations. It proposes that employees should be evaluated based on their competencies in domains like domain expertise, technology skills, project management, initiative, and leadership. By assigning values to each competency, an employee's total value can be calculated. If this data is tracked over time, organizations can better understand the financial impact of employee turnover, especially for high-value employees. The document suggests this approach could help organizations structure compensation and retention efforts more effectively to maximize human capital.
From a million graduates every year, only 3% is appropriately employable
to skilfully accomplish productive jobs. About half of the country’s people
being young people; this presents a remarkable opportunity that can be
utilised for the social, economic and sustainable growth of nation.
Although, India boasts of having approximately 3.4 million skilled
manpower, but the country will need around 500 million skilled workers,
according to a report by ILO (Indian Labour Organisation) by 2022. This
proposition presents as an imperative national priority to be addressed by
addressing the issue of skill gap. Skill building is very important for making
the aim of “Make in India”, a campaign announced by Present Prime
Minister, Sh. Narendra Modi, a real success. This paper seeks to address the
issue of skill gap and strives to present some key suggestions for skill
building.
Keywords:
Building the Digital HR Organization-pagesCeline Burgle
The document discusses how digital technologies are transforming HR and enabling the rise of "digital HR". Key points include:
- Mobile tools, analytics, social media and cloud/SaaS platforms allow HR to engage employees more and deliver services more flexibly.
- Technologies are driving the democratization of talent management by empowering employees and managers.
- HR can apply marketing techniques like customization and targeting to talent processes using technology.
- An integrated HR platform in the cloud provides data and tools to support digital HR capabilities.
- Case studies show how companies like Timken, Barry Callebaut are transforming HR with technologies.
India faces a large skill gap, with only 3% of its workforce possessing the skills needed for their jobs. By 2022, India will need 500 million skilled workers but is currently only producing 3.4 million skilled workers annually. Several sectors like electronics, IT, and retail will require millions of new skilled employees in the coming years to meet demand. Addressing India's large skill gap is important for initiatives like Make in India and for the country's overall economic and social growth.
This document summarizes ThinkStreet Technologies, an Indian consulting firm that helps global companies enter the Indian market and helps Indian companies adopt new technologies. They provide strategic consulting, market research, partnership development, business development, and risk assessment services. Their team has experience working with large technology companies and brings expertise in areas like management, marketing, sales, engineering and networking to develop customized strategies.
The FIRM & IBM : Rewriting the rules for the digital ageEmma Mirrington
Deloitte’s Human Capital professionals leverage research, analytics, and industry insights to help design and execute the HR, talent, leadership, organization, and change programs that enable business performance through people performance. Visit the Human Capital area of www.deloitte.com to learn more.
EMPLOYEE ATTRITION PREDICTION IN INDUSTRY USING MACHINE LEARNING TECHNIQUESIAEME Publication
Companies are always looking for ways to keep their professional personnel on board in order to save money on hiring and training. Predicting whether or not a specific employee would depart will assist the organisation in making proactive decisions. Human resource problems, unlike physical systems, cannot be defined by a scientific-analytical formula. As a result, machine learning approaches are the most effective instruments for achieving this goal. In this study, a feature selection strategy based on a Machine Learning Classifier is proposed to improve classification accuracy, precision, and True Positive Rate while lowering error rates such as False Positive Rate and Miss Rate. Different feature selection techniques, such as Information Gain, Gain Ratio, Chi-Square, Correlation-based, and Fisher Exact test, are analysed with six Machine Learning classifiers, such as Artificial Neural Network, Support Vector Machine, Gradient Boosting Tree, Bagging, Random Forest, and Decision Tree, for the proposed approach. In this study, combining Chi-Square feature selection with a Gradient Boosting Tree classifier improves employee attrition classification accuracy while lowering error rates.
Dominance of Automation over Traditional Managerial Practicesijtsrd
Human resource management is an essential part of every company. Whether it's hiring new employees, training, or ensuring that local labour laws are complied with, HR processes are a vital part of every company. But hour has typically been thought of as a extremely manual department method. They are used to rolling up their sleeves and getting the job done themselves. But all that's changing. Automation is invasive the hour area, and very soon everything that can be automated, will be automated. Current HR staff needs to adapt to the coming changes or get left behind in the dust. What will this mean for hour currently and within the future Are workers going to become obsolete Are they going to find their job roles differ from what's typically expected of them Let's take a closer look. Prof. Manoj Jagnade | Vaibhavi Anil Dhotkar | Tanmay Chhapparghare | Pratik Wankhede | Shantanu Zade | Kartik Salve "Dominance of Automation over Traditional Managerial Practices" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29658.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29658/dominance-of-automation-over-traditional-managerial-practices/prof-manoj-jagnade
The document summarizes key findings from a 2013 global HR Barometer research report. It finds that while HR organizations are beginning to use digital tools in talent management and knowledge sharing, they struggle with service delivery roles and responsibilities. Learning and development relies heavily on face-to-face training, and idea generation is typically done by assigned teams rather than using digital crowdsourcing. Organizational culture is seen as the main barrier to greater workforce connectivity and digital tool usage. HR is viewed as important for transformations but needs top management support; role clarification is still needed for effective HR service delivery.
Chapter 1: Current SMBs and IT scenario in INDIA
Chapter 2: IT adoption Scenario in India’s SMBs
Chapter 3: Usages of IT in SMBs
Chapter 4: Barriers to Technology Adoption and its Remedies
An Approach to Identify Failure Factors of Enterprise Application Implementat...ijmvsc
This document summarizes a research paper that aims to identify critical failure factors for implementing enterprise applications, specifically ERP systems, in Indian micro enterprises. The paper conducts a literature review on past ERP implementation failures in various contexts. While many studies have looked at critical success factors, few have comprehensively examined critical failure factors, especially for Indian micro enterprises. The researchers compiled literature and analyzed ERP failure factors to empirically assess the most important challenges from the perspective of Indian small and medium businesses. The goal is to understand these failure factors so they can be addressed to increase the likelihood of successful ERP implementations.
This document summarizes a conceptual paper about managing intellectual liabilities using a risk management approach. The paper proposes conceptualizing the intellectual liabilities associated with intellectual capital that could potentially destroy company value. It discusses how intellectual capital can have both positive and negative effects, and introduces the concept of intellectual liabilities. The paper argues that companies should apply risk management strategies to mitigate risks from intellectual liabilities and minimize potential value destruction. It contributes to bridging the gap between intellectual capital theory and practice by addressing the understudied area of intellectual liabilities and their role in value creation or destruction.
The document is an analytics salary study report presented by Analytics India Magazine and AnalytixLabs that examines salary trends in analytics roles in India. It provides an overview of emerging analytics job roles such as data scientist, data engineer, big data analyst, and data visualization analyst. These roles require skills in areas like machine learning, statistical analysis, data mining, programming, and working with big data platforms and tools. The report also studies salary trends across different cities, experience levels, skills, tools, and company types to help analytics professionals make informed career decisions.
JIM Edge (e-Magazine), Vol. 1, Issue 9jimghaziabad
After independence, India experienced rapid urbanization and growth in the number and populations of cities. This was driven by industrialization, the formation of new states and capital cities, and centralization of facilities in urban areas, which led to migration from rural to urban areas. Migration has both economic and social causes and impacts, and plays a major role in development issues like employment, agriculture, and social change. However, increased rural-urban migration also creates problems for urban infrastructure and services. The government has implemented various schemes to address migration issues and encourage local rural employment and development instead.
Annamalai MBA Solved Assignment (2021-2022) Solution Call 9025810064palaniappann
Sir/ Madam
Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD. has 15 years of teaching experience in MBA Business schools. For last fifteen years Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD has taught various subjects from Marketing, Finance, Human Resource Management, Information Systems, International Business and General Specializations. He has written many research papers and case studies.
Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD organizes online MBA subject coaching / MBA Assignment help and MBA Project help. Many clients national and international has appreciated Prof.Dr.N.Palaniappan.,MBA., MCom.,MPhil.,PhD for his timely help in the assignments and projects and MBA subject coaching.
You can call him on his mobile no. 9025810064 (whatsapp available) or mail him at palaniappanmail@gmail.com. He does help/guide for the below question. If urgent or any query’s, Please feel free to call him on his mobile no. 9025810064 (whatsapp available) or do mail on palaniappanmail@gmail.com. He does help/guide for the below question
Contact:
Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD
Mail ID: palaniappanmail@gmail.com
Ph: - 9025810064 (whatsapp available)
457. hr outsourcing & its challenges[mimt]keshav10
The document appears to be a dissertation on HR outsourcing in India. It includes an introduction that defines HR outsourcing and discusses its various forms. It then discusses the benefits of HR outsourcing such as cost savings, ability to focus on core competencies, access to expertise, and compliance. The literature review section further explores the types of outsourcing like BPO, KPO, and ITO. It discusses the functions commonly outsourced and provides an overview of the Indian economy relevant to the HR outsourcing industry.
IS/IT Capability and Strategic Information System Planning (SISP) SuccessIJMIT JOURNAL
Successful planning of Information Systems (SISP) is perhaps going to be more problematic in today’s world of rapid change and uncertainty. SISP is a cornerstone of the information system discipline and very little attention has been paid to its success based on the resource based view of the firm (RBV).This paper provides a model for IT capability and strategic information system planning success, by considering environmental and organizational factors that may influence this relationship in a contingency model. A review of existing IT capability and SISP literature is given to identify the opportunities in building successful SISP. A model is developed by hypothesizing IT capability as independent variable leads to SISP success as dependent variable; in which organizational & environmental influences are considered as moderating variables. The control variables are firm size, firm structure, and industry type. The study proposes a model to conceptualize the relationship between IT capabilities and SISP success and contingency factors moderating that relationship. This paper explains the ways of exploiting IT capabilities as specialized and integrated knowledge of the firm in IT area to create a more successful SISP. The researchers believe that the aim to build a model for SISP success based on RBV theory is important because this new perspective will be helpful for gaining a superior assessment and better underpinning of the SISP from a knowledge based perspective.
Recent advancements in AI will affect all levels of management, from the C-suite to the front line. AI not only presents unprecedented opportunities for value creation, but also daunting challenges for executives and managers.
AI challenges managers to reconsider their roles and redefine operating principles. It will increase collaboration between humans and machines. And it will require managers to adapt their training, performance and talent acquisition strategies.
Robots are increasingly entering the workforce and disrupting the labor market. To prepare for this disruption, organizations need to develop new competencies in their workforce, including skills for interacting with and understanding robots, as well as innate abilities like social intelligence. However, interviews with HR and innovation managers found that organizations are largely unprepared for robots in the workforce. To fully prepare, organizations will need to update HR strategies and practices to develop competencies on an ongoing basis, embed skills development throughout the organization, and keep pace with other digital transformations.
Role of human intelligence and information technology in retaining intellectualIAEME Publication
This document discusses methods for valuing and retaining intellectual capital, specifically human capital, within information technology organizations. It proposes that employees should be evaluated based on their competencies in domains like domain expertise, technology skills, project management, initiative, and leadership. By assigning values to each competency, an employee's total value can be calculated. If this data is tracked over time, organizations can better understand the financial impact of employee turnover, especially for high-value employees. The document suggests this approach could help organizations structure compensation and retention efforts more effectively to maximize human capital.
From a million graduates every year, only 3% is appropriately employable
to skilfully accomplish productive jobs. About half of the country’s people
being young people; this presents a remarkable opportunity that can be
utilised for the social, economic and sustainable growth of nation.
Although, India boasts of having approximately 3.4 million skilled
manpower, but the country will need around 500 million skilled workers,
according to a report by ILO (Indian Labour Organisation) by 2022. This
proposition presents as an imperative national priority to be addressed by
addressing the issue of skill gap. Skill building is very important for making
the aim of “Make in India”, a campaign announced by Present Prime
Minister, Sh. Narendra Modi, a real success. This paper seeks to address the
issue of skill gap and strives to present some key suggestions for skill
building.
Keywords:
Building the Digital HR Organization-pagesCeline Burgle
The document discusses how digital technologies are transforming HR and enabling the rise of "digital HR". Key points include:
- Mobile tools, analytics, social media and cloud/SaaS platforms allow HR to engage employees more and deliver services more flexibly.
- Technologies are driving the democratization of talent management by empowering employees and managers.
- HR can apply marketing techniques like customization and targeting to talent processes using technology.
- An integrated HR platform in the cloud provides data and tools to support digital HR capabilities.
- Case studies show how companies like Timken, Barry Callebaut are transforming HR with technologies.
India faces a large skill gap, with only 3% of its workforce possessing the skills needed for their jobs. By 2022, India will need 500 million skilled workers but is currently only producing 3.4 million skilled workers annually. Several sectors like electronics, IT, and retail will require millions of new skilled employees in the coming years to meet demand. Addressing India's large skill gap is important for initiatives like Make in India and for the country's overall economic and social growth.
This document summarizes ThinkStreet Technologies, an Indian consulting firm that helps global companies enter the Indian market and helps Indian companies adopt new technologies. They provide strategic consulting, market research, partnership development, business development, and risk assessment services. Their team has experience working with large technology companies and brings expertise in areas like management, marketing, sales, engineering and networking to develop customized strategies.
The FIRM & IBM : Rewriting the rules for the digital ageEmma Mirrington
Deloitte’s Human Capital professionals leverage research, analytics, and industry insights to help design and execute the HR, talent, leadership, organization, and change programs that enable business performance through people performance. Visit the Human Capital area of www.deloitte.com to learn more.
EMPLOYEE ATTRITION PREDICTION IN INDUSTRY USING MACHINE LEARNING TECHNIQUESIAEME Publication
Companies are always looking for ways to keep their professional personnel on board in order to save money on hiring and training. Predicting whether or not a specific employee would depart will assist the organisation in making proactive decisions. Human resource problems, unlike physical systems, cannot be defined by a scientific-analytical formula. As a result, machine learning approaches are the most effective instruments for achieving this goal. In this study, a feature selection strategy based on a Machine Learning Classifier is proposed to improve classification accuracy, precision, and True Positive Rate while lowering error rates such as False Positive Rate and Miss Rate. Different feature selection techniques, such as Information Gain, Gain Ratio, Chi-Square, Correlation-based, and Fisher Exact test, are analysed with six Machine Learning classifiers, such as Artificial Neural Network, Support Vector Machine, Gradient Boosting Tree, Bagging, Random Forest, and Decision Tree, for the proposed approach. In this study, combining Chi-Square feature selection with a Gradient Boosting Tree classifier improves employee attrition classification accuracy while lowering error rates.
Dominance of Automation over Traditional Managerial Practicesijtsrd
Human resource management is an essential part of every company. Whether it's hiring new employees, training, or ensuring that local labour laws are complied with, HR processes are a vital part of every company. But hour has typically been thought of as a extremely manual department method. They are used to rolling up their sleeves and getting the job done themselves. But all that's changing. Automation is invasive the hour area, and very soon everything that can be automated, will be automated. Current HR staff needs to adapt to the coming changes or get left behind in the dust. What will this mean for hour currently and within the future Are workers going to become obsolete Are they going to find their job roles differ from what's typically expected of them Let's take a closer look. Prof. Manoj Jagnade | Vaibhavi Anil Dhotkar | Tanmay Chhapparghare | Pratik Wankhede | Shantanu Zade | Kartik Salve "Dominance of Automation over Traditional Managerial Practices" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29658.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29658/dominance-of-automation-over-traditional-managerial-practices/prof-manoj-jagnade
The document summarizes key findings from a 2013 global HR Barometer research report. It finds that while HR organizations are beginning to use digital tools in talent management and knowledge sharing, they struggle with service delivery roles and responsibilities. Learning and development relies heavily on face-to-face training, and idea generation is typically done by assigned teams rather than using digital crowdsourcing. Organizational culture is seen as the main barrier to greater workforce connectivity and digital tool usage. HR is viewed as important for transformations but needs top management support; role clarification is still needed for effective HR service delivery.
Chapter 1: Current SMBs and IT scenario in INDIA
Chapter 2: IT adoption Scenario in India’s SMBs
Chapter 3: Usages of IT in SMBs
Chapter 4: Barriers to Technology Adoption and its Remedies
An Approach to Identify Failure Factors of Enterprise Application Implementat...ijmvsc
This document summarizes a research paper that aims to identify critical failure factors for implementing enterprise applications, specifically ERP systems, in Indian micro enterprises. The paper conducts a literature review on past ERP implementation failures in various contexts. While many studies have looked at critical success factors, few have comprehensively examined critical failure factors, especially for Indian micro enterprises. The researchers compiled literature and analyzed ERP failure factors to empirically assess the most important challenges from the perspective of Indian small and medium businesses. The goal is to understand these failure factors so they can be addressed to increase the likelihood of successful ERP implementations.
This document summarizes a conceptual paper about managing intellectual liabilities using a risk management approach. The paper proposes conceptualizing the intellectual liabilities associated with intellectual capital that could potentially destroy company value. It discusses how intellectual capital can have both positive and negative effects, and introduces the concept of intellectual liabilities. The paper argues that companies should apply risk management strategies to mitigate risks from intellectual liabilities and minimize potential value destruction. It contributes to bridging the gap between intellectual capital theory and practice by addressing the understudied area of intellectual liabilities and their role in value creation or destruction.
The document is an analytics salary study report presented by Analytics India Magazine and AnalytixLabs that examines salary trends in analytics roles in India. It provides an overview of emerging analytics job roles such as data scientist, data engineer, big data analyst, and data visualization analyst. These roles require skills in areas like machine learning, statistical analysis, data mining, programming, and working with big data platforms and tools. The report also studies salary trends across different cities, experience levels, skills, tools, and company types to help analytics professionals make informed career decisions.
JIM Edge (e-Magazine), Vol. 1, Issue 9jimghaziabad
After independence, India experienced rapid urbanization and growth in the number and populations of cities. This was driven by industrialization, the formation of new states and capital cities, and centralization of facilities in urban areas, which led to migration from rural to urban areas. Migration has both economic and social causes and impacts, and plays a major role in development issues like employment, agriculture, and social change. However, increased rural-urban migration also creates problems for urban infrastructure and services. The government has implemented various schemes to address migration issues and encourage local rural employment and development instead.
Annamalai MBA Solved Assignment (2021-2022) Solution Call 9025810064palaniappann
Sir/ Madam
Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD. has 15 years of teaching experience in MBA Business schools. For last fifteen years Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD has taught various subjects from Marketing, Finance, Human Resource Management, Information Systems, International Business and General Specializations. He has written many research papers and case studies.
Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD organizes online MBA subject coaching / MBA Assignment help and MBA Project help. Many clients national and international has appreciated Prof.Dr.N.Palaniappan.,MBA., MCom.,MPhil.,PhD for his timely help in the assignments and projects and MBA subject coaching.
You can call him on his mobile no. 9025810064 (whatsapp available) or mail him at palaniappanmail@gmail.com. He does help/guide for the below question. If urgent or any query’s, Please feel free to call him on his mobile no. 9025810064 (whatsapp available) or do mail on palaniappanmail@gmail.com. He does help/guide for the below question
Contact:
Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD
Mail ID: palaniappanmail@gmail.com
Ph: - 9025810064 (whatsapp available)
457. hr outsourcing & its challenges[mimt]keshav10
The document appears to be a dissertation on HR outsourcing in India. It includes an introduction that defines HR outsourcing and discusses its various forms. It then discusses the benefits of HR outsourcing such as cost savings, ability to focus on core competencies, access to expertise, and compliance. The literature review section further explores the types of outsourcing like BPO, KPO, and ITO. It discusses the functions commonly outsourced and provides an overview of the Indian economy relevant to the HR outsourcing industry.
IS/IT Capability and Strategic Information System Planning (SISP) SuccessIJMIT JOURNAL
Successful planning of Information Systems (SISP) is perhaps going to be more problematic in today’s world of rapid change and uncertainty. SISP is a cornerstone of the information system discipline and very little attention has been paid to its success based on the resource based view of the firm (RBV).This paper provides a model for IT capability and strategic information system planning success, by considering environmental and organizational factors that may influence this relationship in a contingency model. A review of existing IT capability and SISP literature is given to identify the opportunities in building successful SISP. A model is developed by hypothesizing IT capability as independent variable leads to SISP success as dependent variable; in which organizational & environmental influences are considered as moderating variables. The control variables are firm size, firm structure, and industry type. The study proposes a model to conceptualize the relationship between IT capabilities and SISP success and contingency factors moderating that relationship. This paper explains the ways of exploiting IT capabilities as specialized and integrated knowledge of the firm in IT area to create a more successful SISP. The researchers believe that the aim to build a model for SISP success based on RBV theory is important because this new perspective will be helpful for gaining a superior assessment and better underpinning of the SISP from a knowledge based perspective.
Recent advancements in AI will affect all levels of management, from the C-suite to the front line. AI not only presents unprecedented opportunities for value creation, but also daunting challenges for executives and managers.
AI challenges managers to reconsider their roles and redefine operating principles. It will increase collaboration between humans and machines. And it will require managers to adapt their training, performance and talent acquisition strategies.
Robots are increasingly entering the workforce and disrupting the labor market. To prepare for this disruption, organizations need to develop new competencies in their workforce, including skills for interacting with and understanding robots, as well as innate abilities like social intelligence. However, interviews with HR and innovation managers found that organizations are largely unprepared for robots in the workforce. To fully prepare, organizations will need to update HR strategies and practices to develop competencies on an ongoing basis, embed skills development throughout the organization, and keep pace with other digital transformations.
leewayhertz.com-AI in the workplace Transforming todays work dynamics.pdfKristiLBurns
AI is transforming workplaces, marking a significant shift towards automation and intelligent decision-making in various industries. In the modern business realm, AI’s role extends from automating mundane tasks to optimizing complex operations, thereby augmenting human capabilities.
Intelligent automation technologies like artificial intelligence and machine learning will transform financial services organizations over the next few years. While these technologies offer benefits like improved efficiency, expertise, effectiveness and innovation, few financial services firms have prepared their workforces for these changes. As the function responsible for people strategy and development, human resources has a critical role to play in leading an enterprise-wide intelligent automation strategy. This includes envisioning how jobs, teams and skills will evolve; developing a culture that embraces humans and machines working together; and ensuring the necessary skills and governance are in place to successfully implement and scale intelligent automation.
AI IN THE WORKPLACE: TRANSFORMING TODAY’S WORK DYNAMICS.pdfStephenAmell4
AI is transforming workplaces, marking a significant shift towards automation and intelligent decision-making in various industries. In the modern business realm, AI’s role extends from automating mundane tasks to optimizing complex operations, thereby augmenting human capabilities. This integration results in significant productivity gains and more efficient business processes.
This document discusses how organizations can use workforce analytics to prepare their workforce for future needs. It recommends that HR leaders establish a single source of truth for employee data and use analytics tools to gain insights from this data. This will allow HR to monitor workforce trends, understand talent needs, and make strategic decisions. The document provides examples of how workforce analytics can help with talent retention, recruitment, and succession planning. It argues that analytics will help HR transform from a transactional to a strategic function and better support business goals.
This AI business checklist is a tool that provides an easy-to-use structure for strategic discussions, goal setting and critical decisions in your leadership team. A structure that you can use as a business leader to guide your decisions towards getting full value out of AI technology in your organisation. It is meant to be a tool that you can return to to guide your progress.
AI & DEI: With Great Opportunities Comes Great HR ResponsibilityAggregage
https://www.humanresourcestoday.com/frs/26184029/ai---dei--with-great-opportunities-comes-great-hr-responsibility
The promise of AI for today’s organizations is real, yet in a frenzied state of experimentation, many stumble to get to a full-scale enterprise. As companies race to discover what generative AI can do, HR must lead conversations about how to balance cutting-edge innovations with integrity, trust, and diversity. Globally, organizations are at a critical intersection of Diversity, Equity, Inclusion, and AI acceleration. We will explore how AI is rapidly transforming workplace dynamics and decision-making processes. The safety and protection of the workforce have never been more important and need to be co-led by HR to prevent biases and ensure fair and equitable representation in systems, hiring, and the workforce evolution.
We'll cover:
• The opportunities that AI presents and the responsibility of HR
• How to enhance diverse perspectives in use cases
• Increasing collaboration between AI Developers, HR, Legal and IT
Digital technologies are disrupting businesses and workforces. A survey found that while business leaders expect benefits from digital transformation, they are concerned about having the necessary workforce skills. Employees, however, are more positive about digital's impact and are actively seeking new digital skills. For organizations to succeed with digital transformation, leaders must prepare the workforce through skills development, flexible work arrangements, and change management led by strong digital leadership.
Bentley University partnered with labor market analytics firm Burning Glass to uncover which skills employers are looking for, what that means for the future of certain jobs, and how educational institutions should be preparing the next generation of our workforce.
Artificial intelligence can benefit human resource professionals in three main ways:
1) AI can help streamline the hiring process by sorting through applicant data to identify the best candidates, saving HR time spent reviewing applications.
2) AI can reduce human bias in hiring by evaluating candidates solely based on competency rather than personal attributes.
3) AI can automate routine administrative tasks, freeing up HR time to focus on more strategic work that supports organizational goals and employees.
Mantle Of Ml In Human Resource Management - PhdassistancePhD Assistance
Today’s digital world requires innovative HR implementation to improve employee performance and engagement. Recently HRM has been ascertained to join the league to more advanced headway like Artificial Intelligence (AI) and ML ( Machine Learning ). The presence of HRM in the Organization waves the employees’ performance to improve or maintain their stability. The transformation of HRM from Normal Execution to ML and AI algorithms’ implementations will clear the Organization’s growth’s bright path.
Three Major HR Functional Component:
1. Recruitment and selection Management
2. Performance Management
3. Knowledge Management
Learn More: https://bit.ly/31X49es
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The document discusses the results of a survey by PwC on how work will change by 2025 due to digitization and other trends. Key findings include:
- 20-30% of current jobs may be replaced by automation, but only 16% of companies feel ready for this change.
- Flexible work arrangements, diverse careers, and team-based bonuses will become more common.
- Global mobility and sharing employees between companies will grow.
- HR will become fully digital and use big data to understand workers and develop new business models.
- Culture change will be needed to develop agility to embrace new technologies.
This document discusses how intelligent automation is transforming business operations through the use of machines that can learn, adapt, and make autonomous decisions. It provides the following key points:
1) Three-quarters of executives surveyed believe intelligent machines will have a meaningful impact on their business performance within the next three years and are seeing benefits like increased efficiency and productivity.
2) While industries like automotive and healthcare are leaders in adopting technologies like AI/machine learning, most organizations still have work to do in training employees, optimizing processes for automation, and making complex decisions at scale.
3) As foundational technologies like cloud and IoT continue to spread, the use of intelligent automation is expected to grow substantially over the next
In recent years AI and ML capabilities have advanced exponentially, blurring the line between fantasy and reality, thus creating an unparalleled market opportunity for whoever can bring the technology to eager consumers.
Today there is an abundance of demand for more intelligent and human-like behavior and technology on the market, and now we have concrete ways to fill that demand. Everybody’s playing, but only some will strike it rich.
This edition is an exploration on how to incorporate AI to products and services in a very real and organic way. Dive in and let’s take a look!
Companies need to complement their AI initiatives with governance that drives ethics and trust or these efforts will fall short of expectations, our latest research findings suggest.
A Guide to Machine Learning Developer in 2024.pdfJPLoft Solutions
Today, cooperation among developers and Machine Learning Development Companies has been instrumental in accelerating innovation and scaling. The study examines how these collaborations create synergies and allow developers to draw on ML development companies' knowledge and capabilities to speed project delivery and improve efficiency.
This document provides a summary of key strategies for successfully scaling artificial intelligence (AI) within an organization. It discusses the importance of having a clear business strategy that AI supports, focusing AI projects on delivering tangible business value. It also emphasizes having the right data strategy to power AI initiatives and taking a portfolio view of AI projects that balances experimentation with alignment to strategic goals. The document recommends challenging assumptions about how work gets done and preparing employees for how AI will change and augment their roles. It argues that organizations must think holistically about scaling AI to realize its full potential for driving business outcomes.
The document discusses the relationship between future managers and new technology. It predicts that as technology advances, organizational structures will change and human managers will need new skills to adapt. Specifically, future managers will require tech management skills, soft skills for assessing employees, managing diverse virtual teams with transparency, and high emotional intelligence. As artificial intelligence and machine learning are integrated across industries, managers' roles will be redefined but they will learn more efficient practices through technologies like empathy, critical thinking, and creativity.
WORKFORCE TALENT STRATEGY_BUILDING THE PUBLIC WORKFORCE OF THE FUTURE.pdfEkoInnovationCentre
The document discusses strategies for developing the public workforce of the future. It outlines global workforce trends like aging populations and the rise of millennials and Gen Z. New skills will be needed as middle management roles change and remote work becomes more common. Large companies can adapt to technology through digital transformation rather than being replaced. The future workforce will require skills like problem solving, communication, and adaptability. Public sectors must focus on multiskilling, digital literacy, and developing a culture of learning to keep their workforces ready for the future of work.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
2. A
www.aspiringminds.com
spiring Minds is a global leader in job skills assessments and creden�aling. We envision a
merit-driven talent ecosystem enabled by efficient job skills matching and reliable and
intelligent assessments. Powered by machine learning, AI, psychometry and sta�s�cs, these
state-of-the-art assessment tools are used by companies across a wide variety of industries to help
recruit the right people, develop requisite skills benchmarks, and to assess workforce health.
Pioneering large scale creden�aling analogous to a GRE-for-employment concept, the flagship
product AMCAT is the most popular employability test in the world today. AMCAT helps to place over
two million candidates in the ‘right’ jobs every year. Backed by our proprietary adap�ve assessment
technology and machine learning algorithms – AMCAT provides adap�ve, standardized and reliable
measurements of generic employability skills (language, cogni�ve, behavioral) while also assessing a
wide range of func�onal skills.
Aspiring Minds helps companies drama�cally improve their recruitment efficiency. We are presently
associated with more than 3500 corpora�ons in sectors ranging from BFSI, IT, ITeS, hospitality, and
retail. We also work with job seekers to help them evaluate their professional skills, earn industry
recognized creden�als and find appropriate career opportuni�es.
Aspiring Minds is a 300+ people strong organiza�on with offices in the US, China, India, Middle East,
Tanzania, Bangladesh, the Philippines and Sub-Saharan Africa. Our client list includes Amazon, Baidu,
ZTE, Sapient, GE, Genpact, Bank of America, Wipro, CITI, Axis Bank, Wipro, Suzuki, Tata Motors,
Daimler, HDFC Bank, Microso�, Mphasis, DUPONT, Hyundai, Deloi�e, and many more.
3. TABLE OF
CONTENTS
INTRODUCTION 2
METHODOLOGY 3
4
7
11
1. Demand of various skills and job func�ons in India
2. Poten�al of automa�on and its impact on the labor market
3. Impact of employment
4. 2Aspiring Minds’ Future of Jobs 2018
INTRODUCTION
With the advances in science and technology, especially in the areas of artificial intelligence,
machine learning and robotics, a new era of automation is around the corner. This
automation of jobs has had people worried, wondering if it shall put them out of jobs. With
machines being created to out-perform humans in various tasks, be it those needing excellent
manual dexterity or cognitive abilities, the worry among the masses is fair. In this report, we
analyze the potential of automation of various job roles in India, and how automation of tasks
will impact the demand of graduates in the job market.
Automation of tasks results in increase in process efficiency by improving quality and
speeding up processes simultaneously, causing reduction in prices. This availability of
improved, cheaper products and services causes increase in demand, which further leads to
more production, hence creating employment. However, we will see a shift in skills that are
high in demand. For example, as the production of a product is automated, we will see a
reduction in price and a consequent surge in demand. Here, while the automation of
production may have left some people out of jobs, it would have added jobs in functions like
sales, marketing and operations. Thus, in this manner, instead of completely taking away a
certain number of jobs off the market, we are able to replace older jobs with newer positions,
requiring a different skill set.
We find that activities that require creative and strategic thinking, and emotional intelligence
are less likely to be automated and are here to stay. Hence, it is imperative that we introduce
changes in teaching curriculums and pedagogy so as to work upon cognitive abilities and soft
skills from an early age. Training and development programs for working professionals are
equally important as they help people skill up, whether to move higher up the ladder or take
a tangential route and make a career switch altogether.
5. 3Aspiring Minds’ Future of Jobs 2018
METHODOLOGY
This report analyses the automation potential of labor market in India. We analyze over 30
job roles and more than 100 skills that are required to perform activities on these job roles.
In view of the technological advancements in the area of science and technology, a large
number of activities on a job can be conducted using automated tools or bots, thus leaving a
significant number of skills needed on certain jobs obsolete.
The 30 odd job roles considered in this analysis are a subset of job roles that graduates in
India can be employed in. These job roles are based on O*net’s taxonomy of job roles, as well
as others inspired by popular professions in the labor market. The job roles are in-turn
mapped to skills that are needed on the job and the importance of these skills – that is the
importance of being proficient in the skill in consideration. Based on the potential for
automation of various skills and their importance on a job, the automation potential of a job
role was computed. These jobs are further categorized into various job functions, such sales,
marketing, operations management, and we discuss automation potential in these functions
collectively.
In this analysis, we also cover the change in demand in open job positions across roles due to
the high potential of automation of various activities on a job. In order to obtain demand for
a job role, we collected open job positions in India through an automated survey of various
job sites, examining over 10,00,000 jobs in total.
To conclude, we also try to understand if automation of various activities on a job will lead to
a significant reduction in demand and thus could give rise to unemployment in the country.
6. 4Aspiring Minds’ Future of Jobs 2018
I. DEMAND OF VARIOUS SKILLS AND JOB
FUNCTIONS IN INDIA
Before discussing the potential of automation in various skills and job functions, it is crucial
to understand the demand, or the number of open job positions in these areas.
Table 1. and 2. below give the number of open job positions in various skills and job functions
as a percentage of total jobs in the country.
Skills Skill Description Demand %
English
Comprehension
The ability to understand the written text and
communicate effectively through written
documents
100.00%
Deductive
Reasoning
The ability to make inferences and decide actions
based on data containing multiple textual
instructions and simple symbolic rules
62.31%
Inductive
Reasoning
The ability to learn and to derive objective rules
based on specific instances of a rule’s application
45.75%
Agreeableness
This refers to social conformity, cooperativeness,
friendliness, and helpfulness. It is a ”big five”
personality trait
34.30%
Information
Gathering and
Synthesis
The ability to collate, comprehend, and evaluate
information from multiple sources to make
inferences and draw objective conclusions, and
determine the appropriate course of action
33.74%
Extraversion
This is defined as disposition toward the outer
world sociability, talkativeness, and assertiveness
28.21%
Emotional
Stability
This is defined as the ability to stay even
tempered and face stressful situations without
getting upset
22.88%
Quantitative
Ability
It is defined as the ability to understand basic
number system, i.e., fractions, decimals,
negative, positive, odd, even numbers, etc.
15.14%
Table 1. Skills with high demand in India
7. 5Aspiring Minds’ Future of Jobs 2018
Function Description Demand
Software and
Information
Technology
Software and IT comprises of job roles such as Support
Technician, Software Developer, Networking Engineer,
Systems Analyst. In addition to having requisite domain
knowledge, they are also required to possess a certain
level of reasoning and quantitative ability.
31%
Sales
Sales is a crucial job function for any business as it results
in generation of revenue for the organization. The key
skills needed for someone to be a successful salesperson
are logical ability, soft skills such as agreeableness and
ability to influence others by rational discussions.
12%
Customer
Service
Customer service is the support and advice provided by
an organization to its customers in order to assist them
and ease their buying experience and post sales queries.
9%
Marketing
Marketing is a function that designs and implements the
promotion strategies for a business, including activities
like market research and advertising. This requires skills
that are less likely to be matched in competence by
automation techniques. Some of these skills are
creativity and a highly rational thought process.
7%
Core
Engineering
Core engineering comprises of various engineering
domains apart from software and IT. These include but
may not be limited to electrical engineering, civil
engineering and mechanical engineering.
7%
General
Management
General management comprises of roles that require
leadership and management of an enterprise as a whole,
such as Business Managers, General Managers.
7%
Analytics and
Consulting
Analytics and consulting is the practice of assisting
organizations in improving their operations and
processes through the analysis of existing issues and
developing improvement plans.
4%
Accounting
Accounting comprises of recording, summarizing,
analyzing and reporting financial data. An accountant is
required to be highly logical and innovative, as the job
requires them to constantly learn the new developments
in policies and processes.
3%
Operations
Management
Operations management comprises of tasks conducted
in order to design and control business processes
efficiently so as to ensure smooth production and/or
delivery of services or products of an organization.
1%
Others 19%
Table 2. Open job positions in various job functions in India
8. 6Aspiring Minds’ Future of Jobs 2018
A little less than one third jobs are in software and IT, and over 20% are sales and customer
services jobs. Interestingly, core engineering jobs, in the various engineering domains like
civil, mechanical, electrical, form only 7% of the total open positions. While, analytics and
consulting, despite being a niche function, comprise 4% of the total open positions.
Image 1. Domain skills highest in demand
Image 1. shows the domain skills that are highest in demand in various states* in the country.
While both software development and sales situation handling are the top skills in 10 states
each, IT and hardware and customer service situation handling are the top domain skills in 2
states each.
In the following chapters, automation potential of skills and popular job functions are
covered, along with the impact of automation of jobs on demand in the market.
*States with insufficient number of job openings are not included.
9. 7Aspiring Minds’ Future of Jobs 2018
II. POTENTIAL OF AUTOMATION AND ITS
IMPACT ON THE LABOR MARKET
Automation of activities requiring various skills can be attributed to developments in artificial
intelligence. Activities tagged to different skills are in the process of being mechanized due to
the implementation of different technologies.
Information Gathering and Synthesis
It is the ability to collate, comprehend, and evaluate information from multiple sources to
make inferences and draw objective conclusions, and determine the appropriate course of
action.
Collating and comprehending information may need reading handwritten notes, viewing and
understanding images, among other tasks.
Technologies that are enabling automation of information gathering and synthesis:
Handwriting Recognition
Used to read amount figures from bank cheques
Used to read mailing addresses from mails and couriers
Nearly 100% accuracy has been achieved in recognizing quality machine print, and 95% read
rate in reading addresses from envelopes with 2% error rate1.
Image Recognition
Used to organize image galleries and in image captioning
Used in image and face recognition for the purpose of authentication
Used in image search engines
Google has achieved 93.9% accuracy in image captioning2.
English Comprehension
English Comprehension is the ability to understand written text and spoken English language,
and communicate effectively through written documents or speaking.
Reading, writing and speaking English correctly is needed in order to effectively communicate
in the language.
Technologies that are enabling automation of English comprehension:
Speech Recognition
Used in voice biometrics in authentication and crime investigations
Used in hands-free assistants, like iOS’s Siri
Microsoft3 has achieved a new milestone of 5.1% word error rate in speech recognition.
1
https://www.parascript.com/blog/how-accurate-is-handwriting-recognition/
2
https://research.googleblog.com/2016/09/show-and-tell-image-captioning-open.html
3
https://www.microsoft.com/en-us/research/blog/microsoft-researchers-achieve-new-conversational-
speech-recognition-milestone/
10. 8Aspiring Minds’ Future of Jobs 2018
Spelling and Grammar check
Used in grading assessments, used at various levels – schools, employment, migration,
etc.
The Spelling and Grammar checking systems4 have achieved an accuracy of 50-60% in
identifying errors.
Response Generation
Used to automate customer service assistance.
Used in automated response suggestion in emails and messages.
Factual response accuracy is very high and the AI systems are able to handle most of the query
based responses. 85% of all customer interactions are expected to be handled without a
human agent by 20205.
Agreeableness
This refers to social conformity, cooperativeness, friendliness, and helpfulness. It is a “big
five” personality trait.
Synthesizing emotions into robots
Used to recognize human emotions based on facial clues and psychological responses
– for instance, criminal investigation.
Synthesizing emotions has two parts – one understanding the emotions and second taking
responsive action based on the emotions. Researchers are making staggering progress in
building systems powered by AI to synthesize emotion6.
The potential of automation of various job functions is computed by taking into consideration
the automat-ability of skills needed in order to successfully perform these functions, and the
importance of these skills.
Function Automation Potential
Accounting 61%
Analytics and Consulting 35%
Core Engineering 27%
Customer Service 64%
General Management 14%
Marketing 21%
Operations Management 53%
Sales 39%
Software and Information Technology 42%
Table 3. Automation potential of various job functions
4
http://www.danielnaber.de/languagetool/download/style_and_grammar_checker.pdf
5
https://www.ibm.com/blogs/watson/2017/10/10-reasons-ai-powered-automated-customer-service-future/
6
https://theconversation.com/amp/will-ai-ever-understand-human-emotions-70960
11. 9Aspiring Minds’ Future of Jobs 2018
Among others, functions involving activities that require creativity and logical
reasoning largely, are here to stay and have lesser automation potential. For example,
Marketing is a function that shows very less ability to be automated at 21%. This is
because marketing requires implementation of a fair amount of creative solutions
along with critical and logical reasoning to make rational decisions in the process.
In addition to this, functions that need people management and inter-personal skills
also remain low on automation, as these skills are still far from getting replaced by
automated methods. Hence, functions like general management and sales are low on
the automation scale, at 14% and 39% respectively.
While customer service is another domain that requires interaction with people, the
processes in this function can be highly repetitive and do not need higher order skills
like reasoning to perform most of the activities. Thus, over one-third of the activities
in a customer service role can be automated.
Core engineering functions, including domains like mechanical, electrical, electronic
and civil engineering, also have low automation potential. While there is large share
of activities in the engineering domains that can be automated, including repetitive
tasks needing manual and finger dexterity, there is and will always be a much larger
share of activities that need critical reasoning and logical ability. For instance, in order
to introduce more efficient and accurate methods in the functioning of a production
line, it is required that an individual understands the process entirely and is able to
draft and implement innovative solutions.
Functions involving activities such as collecting and processing of data have high
potential of automation with the introduction of various software that mechanize the
process. This leads to the high automat-ability in functions like accounting and
analytics where a large part of the job is collection, cleaning and processing of data.
However, activities like analyzing the data and drawing inferences that make an
impact on business processes require high level of inductive and deductive reasoning,
and thus are still far from being automated.
In the software programming domain, even with the easy availability of thousands of
tools, components and libraries that can handle a large portion of the development
work, human intervention is needed to support, extend and integrate these solutions
with others. In addition to this, project management and domain expertise need
absolute human involvement as the activities involved need people management,
planning and strategizing.
12. 10Aspiring Minds’ Future of Jobs 2018
Image 2. Domain skills in demand and their automation potential
In image 2., the graph plots job functions based on their demand in the job market against
their automation potential.
Out of the four quadrants on the graph, quadrant I is of the utmost criticality, where jobs with
higher demand and higher automation potential lie. These jobs are likely to disrupt the job
market by a large extent.
Software and Information Technology comes out to be the domain highest at risk, with
demand as high as 31% in the function, the potential of automation of these jobs is 42%.
Customer service lies at the edge with high automation potential of 64% and a 9% demand,
along with Sales, at 39% automat-ability and 12% demand.
II I
III IV
13. 11Aspiring Minds’ Future of Jobs 2018
III. IMPACT ON EMPLOYMENT
The introduction of computers saw a wide protest in India from neo-luddite groups, with
people being worried that “computers were capitalists who would steal their jobs”. Over 60
years since the first computer was brought to the country, we have grown to be one of the
largest information technology hubs in the world, employing over 31% of the population in
the information technology industry alone. The concept of automation has existed since over
centuries. Even with inventions in the primitive times, man has introduced automation in
processes in some or the other way. These automations have resulted in improvement in
efficiency, speed and quality, and reduction in errors. And so, while there has been reluctance
from some groups like the neo-luddites, who constantly oppose forms of modern technology,
claiming we may lose our jobs or become slaves at the hands of machines, the world has
observed almost a consistent increase in employment.
With every passing year as we bring in new technology to automate processes and make them
more efficient, it would be incorrect to say that we lose as many jobs in the process. Instead,
we replace some number of jobs and create employment in newer areas. Back in the 1400s,
when Gutenberg invented the printing press, luddites were worried that the laborious
manuscript writers would be put out of work. Similar reactions were received as a result of
other inventions like the automated knitting machine, the tractor, the computer, and many
more. However, in each of these cases, automation resulted in improved, cheaper products
and services. As a result, the demand for these products and services grew in the market, and
consequently led to creation of more jobs than were lost to begin with. Thus, while there may
be a short-term threat to jobs in certain areas, automation leads to increase in employment
in newer areas.
In order to keep up with automation of tasks, it has become necessary to develop soft skills
that enable a person to adapt in new roles and responsibilities. Soft skills are attributes such
as communication skills, teamwork, problem solving, emotional intelligence. These attributes
are independent of the functional skills a person possesses and are defined by their inherent
personality developed over time. Soft skills not only help in efficiently conducting tasks on a
person’s current job, but also make a person more trainable to be able to take up newer
challenges. Additionally, soft skills are the reason why certain tasks cannot be automated, for
instance, creative and strategic thinking, people management, inter-personal skills are some
of the traits that are hard to be performed by machines, and will continue to be conducted
by humans for a long time now.
Thus, while automation may cause a short-term disruption in the labor market, transition to
newer roles shall become easier if people improve soft skills and cognitive ability.
Here are the top 5 job functions that have lower potential to be automated in the near future,
and are also high on demand:
Data Analysis
Marketing
14. 12Aspiring Minds’ Future of Jobs 2018
Human Resource Management and Training & Development
Project Management in various domains, for instance, engineering, IT
General Management
States in India where highest decrease in number of jobs is observed due to automation are
given in table 4. below.
State % decrease
Delhi NCR 45.1
West Bengal 42.2
Haryana 39.3
Uttar Pradesh 39.0
Rajasthan 37.8
Madhya Pradesh 37.8
Karnataka 37.8
Tamil Nadu 37.6
Telangana 37.5
Andhra Pradesh 37.2
Table 4. Estimated decrease in number of jobs due to potential automation
A high reduction in jobs is observed in some of the highly critical areas that have higher
employment rate in the country. Delhi NCR, Karnataka, Tamil Nadu, Telangana and Andhra
Pradesh have over 40% of the country’s jobs, and are severely hit by the mechanization of
work activities.
Maharashtra remains less affected by automation – with over 18% jobs of the country in the
state, the region loses a little over 18% jobs due to mechanization.
The alarming figures in table 4. call for a change in curriculums and pedagogy in schools and
colleges that is dynamic and adapts to the fast changes in the job economy, especially with
the new skills in demand. More emphasis on training and development for working
professionals is equally imperative.