The document summarizes key discussions from CHRO roundtables on identifying HR priorities for 2023 in India's technology industry. Top priorities identified include balancing work from anywhere models, hiring and retention challenges, building leadership skills, digital transformation of HR, maintaining organizational culture, and improving employee experience. Best practices discussed involve clear communication on work policies, incentives for returning to office, expanding satellite offices, focusing on mental wellbeing, internal mobility programs, leveraging new technologies, and emphasizing non-monetary benefits.
How do you view your place of work? Companies are investing more in employee recruitment, retention and activation than ever before. Yet the challenges of attracting and optimizing top talent continue to be front of mind for the C-suite globally. In this session, we discuss all.
Discover how SAP solutions and technologies support four key trends, helping businesses rebuild and rebound for the future.
accenture.com/techvisionforSAP
How do you view your place of work? Companies are investing more in employee recruitment, retention and activation than ever before. Yet the challenges of attracting and optimizing top talent continue to be front of mind for the C-suite globally. In this session, we discuss all.
Discover how SAP solutions and technologies support four key trends, helping businesses rebuild and rebound for the future.
accenture.com/techvisionforSAP
Bob Johnson goes beyond the basics to look at how we can strengthen our employer brands. And, he unveils our new All-Way Brand Alignment model. He also looks at the impact of review sites on talent attraction
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
Accenture 2013 Skills and Employment Trends Survey: Perspectives on Training accenture
Executives at large US companies believe a skills gap persists for their businesses, and that many companies will not have the skills they need in the next one to two years. In a positive sign, many US businesses plan to increase their investments in training in the next two years.
This is the first in our 30+3 Webinar Series: "The Employer brand. The what, why and how of employer branding." It is a high-level overview of employer branding - what it is, why it's important and how to get started. We also provide 3 action items designed to help you make your employer brand stronger.
Diversity in the workplace is more essential now than it’s ever been. If you’re wondering what that means and why it’s the case, we’re here to help shed some light on where things stand today, where we feel they’re headed in the future, and why there’s never been a better time to upgrade diversity and inclusion from buzzwords to business initiatives.
Bob Johnson goes beyond the basics to look at how we can strengthen our employer brands. And, he unveils our new All-Way Brand Alignment model. He also looks at the impact of review sites on talent attraction
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
Accenture 2013 Skills and Employment Trends Survey: Perspectives on Training accenture
Executives at large US companies believe a skills gap persists for their businesses, and that many companies will not have the skills they need in the next one to two years. In a positive sign, many US businesses plan to increase their investments in training in the next two years.
This is the first in our 30+3 Webinar Series: "The Employer brand. The what, why and how of employer branding." It is a high-level overview of employer branding - what it is, why it's important and how to get started. We also provide 3 action items designed to help you make your employer brand stronger.
Diversity in the workplace is more essential now than it’s ever been. If you’re wondering what that means and why it’s the case, we’re here to help shed some light on where things stand today, where we feel they’re headed in the future, and why there’s never been a better time to upgrade diversity and inclusion from buzzwords to business initiatives.
Let’s have a look at the HR industry trends that human resource leaders should be aware of in 2022!
If you are looking for cost saving hr outsourcing companies in India, stop hereby to get all the HR management problems sorted within the latest HR industry trends. In India HR services and trends vary as per different rules and regulations statewise. We, at Payroll Management — the best outsourcing services, not just provide effective payroll services but also find the trends in HR to upkeep with the market
Elevating the Digital Employee ExperienceCognizant
To address the changing dynamic of a more digitally savvy workforce, HR organizations must tap into advanced analytics and harness 'as a service' delivery models to raise the bar on talent acquisition and development, as well as to inform new employee compensation and collaboration initiatives.
This Learning Assessments contains Roadmap with
• 12 New HR Trends and predictions for 2022 you should plan
• Use Online Assessment tools to create a greater impact on L&D 2022
• Creating an assessments toolkit for data driven L&D in 2022
• How will AI/ML Define the Future of Recruitment in Tech?
• A Successful Plan for Your Next Campus Recruiting Strategy
• How to Conduct Coding Interviews – Cheat Sheet
For more Information visit on https://yaksha.com/?utm_source=Referral&utm_medium=SEO+Submission&utm_campaign=Doc
Chief human-resource officers in Europe say a shift to employee-centric policies is long overdue. The pandemic is a big factor in their thinking, but process fatigue has been building for some time.
2022, challenges and opportunities for leadersAna Ber
Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.
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.
5 Tips HR Software Can Change Your Human Resource Management.pdfHiringMedia
Looking for a Hiring Agency in Delhi NCR? Trust the experts at Hiring Media,
the premier hiring agency. We connect you with the best candidates for your
business needs, ensuring success every time. Let us fuel your growth!
Rewiring HR for WFH, Hybrid work & Future of workBrowne & Mohan
Humans working in tandem with automated robots on shopfloors is increasing. Covid 19 induced WFH is here to stay as an economic and resource strategy for many companies. Human resource (HR) departments must therefore rewire themselves to balance work between digital and human associates. HR systems will be driven by intelligence, own change management and design systems for boundary-spanning workflows, collegial support.
Top 9 HR Technology Trends to Influence Your Business in 2023.pdfTheEnterpriseWorld
Here are Top 9 HR Technology Trends To Influence Your Business in 2023; 1 Remote Workforce 2. Branding for Employers 3. Cloud-based HR 4. Improving Recruitment Experiences 5. Employee Well-Being with an Emphasis on Mental Health 6. Artificial Intelligence Analytics and Automation 7. Platform for Digital Collaboration 8. Enhanced Data Security 9. Professional Development
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Opendatabay - Open Data Marketplace.pptxOpendatabay
Opendatabay.com unlocks the power of data for everyone. Open Data Marketplace fosters a collaborative hub for data enthusiasts to explore, share, and contribute to a vast collection of datasets.
First ever open hub for data enthusiasts to collaborate and innovate. A platform to explore, share, and contribute to a vast collection of datasets. Through robust quality control and innovative technologies like blockchain verification, opendatabay ensures the authenticity and reliability of datasets, empowering users to make data-driven decisions with confidence. Leverage cutting-edge AI technologies to enhance the data exploration, analysis, and discovery experience.
From intelligent search and recommendations to automated data productisation and quotation, Opendatabay AI-driven features streamline the data workflow. Finding the data you need shouldn't be a complex. Opendatabay simplifies the data acquisition process with an intuitive interface and robust search tools. Effortlessly explore, discover, and access the data you need, allowing you to focus on extracting valuable insights. Opendatabay breaks new ground with a dedicated, AI-generated, synthetic datasets.
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Levelwise PageRank with Loop-Based Dead End Handling Strategy : SHORT REPORT ...Subhajit Sahu
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Data Centers - Striving Within A Narrow Range - Research Report - MCG - May 2...pchutichetpong
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Whilst competitive headwinds remain, represented through the recent second bankruptcy filing of Sungard, which blames “COVID-19 and other macroeconomic trends including delayed customer spending decisions, insourcing and reductions in IT spending, energy inflation and reduction in demand for certain services”, the industry has seen key adjustments, where MCG believes that engineering cost management and technological innovation will be paramount to success.
MCG reports that the more favorable market conditions expected over the next few years, helped by the winding down of pandemic restrictions and a hybrid working environment will be driving market momentum forward. The continuous injection of capital by alternative investment firms, as well as the growing infrastructural investment from cloud service providers and social media companies, whose revenues are expected to grow over 3.6x larger by value in 2026, will likely help propel center provision and innovation. These factors paint a promising picture for the industry players that offset rising input costs and adapt to new technologies.
According to M Capital Group: “Specifically, the long-term cost-saving opportunities available from the rise of remote managing will likely aid value growth for the industry. Through margin optimization and further availability of capital for reinvestment, strong players will maintain their competitive foothold, while weaker players exit the market to balance supply and demand.”
Techniques to optimize the pagerank algorithm usually fall in two categories. One is to try reducing the work per iteration, and the other is to try reducing the number of iterations. These goals are often at odds with one another. Skipping computation on vertices which have already converged has the potential to save iteration time. Skipping in-identical vertices, with the same in-links, helps reduce duplicate computations and thus could help reduce iteration time. Road networks often have chains which can be short-circuited before pagerank computation to improve performance. Final ranks of chain nodes can be easily calculated. This could reduce both the iteration time, and the number of iterations. If a graph has no dangling nodes, pagerank of each strongly connected component can be computed in topological order. This could help reduce the iteration time, no. of iterations, and also enable multi-iteration concurrency in pagerank computation. The combination of all of the above methods is the STICD algorithm. [sticd] For dynamic graphs, unchanged components whose ranks are unaffected can be skipped altogether.
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Empowering the Data Analytics Ecosystem: A Laser Focus on Value
The data analytics ecosystem thrives when every component functions at its peak, unlocking the true potential of data. Here's a laser focus on key areas for an empowered ecosystem:
1. Democratize Access, Not Data:
Granular Access Controls: Provide users with self-service tools tailored to their specific needs, preventing data overload and misuse.
Data Catalogs: Implement robust data catalogs for easy discovery and understanding of available data sources.
2. Foster Collaboration with Clear Roles:
Data Mesh Architecture: Break down data silos by creating a distributed data ownership model with clear ownership and responsibilities.
Collaborative Workspaces: Utilize interactive platforms where data scientists, analysts, and domain experts can work seamlessly together.
3. Leverage Advanced Analytics Strategically:
AI-powered Automation: Automate repetitive tasks like data cleaning and feature engineering, freeing up data talent for higher-level analysis.
Right-Tool Selection: Strategically choose the most effective advanced analytics techniques (e.g., AI, ML) based on specific business problems.
4. Prioritize Data Quality with Automation:
Automated Data Validation: Implement automated data quality checks to identify and rectify errors at the source, minimizing downstream issues.
Data Lineage Tracking: Track the flow of data throughout the ecosystem, ensuring transparency and facilitating root cause analysis for errors.
5. Cultivate a Data-Driven Mindset:
Metrics-Driven Performance Management: Align KPIs and performance metrics with data-driven insights to ensure actionable decision making.
Data Storytelling Workshops: Equip stakeholders with the skills to translate complex data findings into compelling narratives that drive action.
Benefits of a Precise Ecosystem:
Sharpened Focus: Precise access and clear roles ensure everyone works with the most relevant data, maximizing efficiency.
Actionable Insights: Strategic analytics and automated quality checks lead to more reliable and actionable data insights.
Continuous Improvement: Data-driven performance management fosters a culture of learning and continuous improvement.
Sustainable Growth: Empowered by data, organizations can make informed decisions to drive sustainable growth and innovation.
By focusing on these precise actions, organizations can create an empowered data analytics ecosystem that delivers real value by driving data-driven decisions and maximizing the return on their data investment.
As Europe's leading economic powerhouse and the fourth-largest hashtag#economy globally, Germany stands at the forefront of innovation and industrial might. Renowned for its precision engineering and high-tech sectors, Germany's economic structure is heavily supported by a robust service industry, accounting for approximately 68% of its GDP. This economic clout and strategic geopolitical stance position Germany as a focal point in the global cyber threat landscape.
In the face of escalating global tensions, particularly those emanating from geopolitical disputes with nations like hashtag#Russia and hashtag#China, hashtag#Germany has witnessed a significant uptick in targeted cyber operations. Our analysis indicates a marked increase in hashtag#cyberattack sophistication aimed at critical infrastructure and key industrial sectors. These attacks range from ransomware campaigns to hashtag#AdvancedPersistentThreats (hashtag#APTs), threatening national security and business integrity.
🔑 Key findings include:
🔍 Increased frequency and complexity of cyber threats.
🔍 Escalation of state-sponsored and criminally motivated cyber operations.
🔍 Active dark web exchanges of malicious tools and tactics.
Our comprehensive report delves into these challenges, using a blend of open-source and proprietary data collection techniques. By monitoring activity on critical networks and analyzing attack patterns, our team provides a detailed overview of the threats facing German entities.
This report aims to equip stakeholders across public and private sectors with the knowledge to enhance their defensive strategies, reduce exposure to cyber risks, and reinforce Germany's resilience against cyber threats.
2. Nasscom Future of Work Charter
Future
of Jobs
Future of
Workforce
Future of
Workplace
• Evolving job roles
• New work models
• New tools and
technologies
• New age workforce
• People practices and
policies
• Employee Value
Proposition (EVP)
• Redesigned workplace
• Collaborative
workplace
• Communication,
Culture and Trust
3. Four Dimensions of the Future of Work
WHAT WE
NEED
HOW WE
WORK
HOW WE
LEAD
HOW WE
ORGANIZE
Leadership
Societal
Leadership
Ways of
Working
Organization
Talent
Space, Design,
Location
Tools &
Technology
Learning &
Development
Employee Work
Models
Productivity
Customer
Relationships
Culture
4. Table of Content
The Pandemic Years
HR Priorities 2023
Work From Anywhere (WFX): A Tug of War
01
Hiring and Retention: Recruitment to Retirement
02
Skilling: Building Empathy into Leadership
03
HRTech: Digital Transformation of HR
04
Organisation Culture: Nurturing Corporate DNA
05
Employee Experience: A New Employee Value Proposition
06
Conclusion
Appendix
5. The duration of the pandemic and the subsequent lockdown was both chaotic and worrying for enterprises and
employees. We saw the great migration to homes across the country; we witnessed the shift of office work to
homes; we struggled with physical and mental health issues; we battled the impact of Covid-19 while juggling
office work and home work.
This period also saw unprecedented movement in the job market, especially for the technology industry.
Companies looked to stock up on talent that saw employees get multiple job offers and wages bills sky-rocketed.
New employees, especially freshers (Gen Z), struggled to relate to the organisation and its culture. As digital
transformation went into the fast lane due to the pandemic, demand for specific skills increased exponentially.
And as such, hiring took a rather competitive turn with organizations willing to attract/retain employees even as
salary levels sky-rocketed.
HR teams also faced multiple challenges in retaining employees. While very effort was made to ensure smooth
work from home, they have had to contend with rising cases of moonlighting, fake candidature, employee churn
and salary negotiations.
The Pandemic Years
6. 2022 saw the fear of the pandemic receding and daily life gradually returning to normal. Technology enterprises
began to explore the return to office and soon realised that this was easier said than done. Employees (mainly
millennials) had become comfortable with the flexibility that WFH offered; on the other hand, enterprises opined
that face-to-face interactions and collaboration is a must for driving innovation and for generating fresh ideas.
With 2023 well underway, we are still exploring the evolving employee-employer relationship. To better
understand this and identify HR priorities for 2023, we held a series of CHRO roundtables across
Mumbai, Pune, Hyderabad, Bengaluru & NCR, under the nasscom Future of Work initiative. We had
leaders from close to 70 companies representing the technology spectrum participate (large, medium, small,
GCCs; IT services, BPM, ER&D, Sw. products, e-Commerce) and share their insights.
This document presents a summary of these discussions, and we will be organising various events throughout the
year to address these topics.
2023 will be a Year of Consolidation
7. Work From Anywhere (WFX):
A Tug of War
Hiring and Retention:
Recruitment to Retirement
Skilling:
Building Empathy into Leadership
1
2
3
HRTech:
Digital Transformation of HR
Organisation Culture:
Nurturing Corporate DNA
Employee Experience:
A New Employee Value Proposition
4
6
HR Priorities 2023
8. WORK FROM ANYWHERE (WFX):
A TUG OF WAR
While the journey back to office has commenced, where
the office is, is being re-defined. 2023 will continue to
see the hybrid work model – a mix of office, home, and
remote. Our research and follow on discussions with
CHROs indicates that for India’s technology industry,
the ratio of employees working from home and working
in office is, on average, about 70:30.
Many companies indicated that they have mandated
work from office for at least 2-3 days a week. A few
have mandated 100% return to office policy. What is
varying is who is expected to report to office and when.
Most firms are giving full flexibility to individual teams
and managers to decide on this.
BEST PRACTICES
Crystal Clear Communication: Whatever the stand,
companies stressed the need for clear, transparent and
consistent communication from all levels of leadership
Make Return to Office Attractive: Firms are taking steps
to get employees excited about return to office:
Relationship-building events, sprints, hackathons,
brainstorming sessions, CSR programs to name a few
Satellite/Mushroom Offices: Firms are expanding their
presence in Tier II/III locations by either setting up
satellite offices or investing in co-working spaces
Onboarding new employees: In-person exercise to
connect to the organization & its culture and to build
inter-personal relations
1
9. With unprecedented levels of hiring in 2022, CHROs
indicated they are in a correction mode involving a
freeze on hiring or higher fresher hiring, right hiring, or
internal job rotations.
The long COVID-19 driven lockdown followed later by
self-imposed isolation resulted in a lack of in-person
social interactions and blurred work/home/life
boundaries. This led to greater concerns about mental
wellbeing of employees.
Current and potential employees are keen to work for
purpose-driven organisations–take the lead in areas like
climate change & sustainability, diversity & inclusion,
creating social impact, etc.
BEST PRACTICES
Employee Wellbeing: With a special focus on mental
wellbeing, Programs focused on work-life balance,
wellness apps, counselling and support groups
Moonlighting: Perspectives differ across organisations
and companies are experimenting with internal gig
platforms/talent marketplaces. Some firms are open to
external gig projects so long as employees take proper
approvals
Internal mobility: Firms experimenting with in-house
incubation centres, internal gig platforms for employees
to advance their careers and for learning & development
Talent marketplace: As their internal hiring practice, firms
are investing in platforms to market open positions
2HIRING AND RETENTION:
RECRUITMENT TO RETIREMENT
10. Always among the top 3 priorities for the HR organization, 2023 will see HR focus on Empathetic Leadership & on
honing Managerial Capabilities (esp. first-time managers) to thrive in a hybrid model. Upskilling & reskilling in
skills of the future will continue - UX, AI/Gen AI, Data science, Full Stack Engineers, Cloud, Data security, etc.
BEST PRACTICES - Managers
Build streamlined processes and supportive culture - resulting
in lower attrition and a more engaged workforce
Guidelines, frameworks, documentations being put in place
to effectively manage hybrid teams
Training managers to utilize empathy, personalized connects,
behavioural hacks to connect with team members
Mandated certification to improve capabilities in managing
teams
Developing facilitation skills for collaborative problem-solving
3
BEST PRACTICES - Employees
Conducting tech fairs, gig projects, monthly learning day,
interactive online training programs, etc.
Regular assessments of skills needed for the future and
implementing upskilling/reskilling programs based on
demand - Pro-actively design curriculum for future business
In-person trainings to establish employee connect
CHROs take on Gen AI is that it will augment employees’
ability for data-driven analysis. Training employees on right
usage of AI will be on their agenda
SKILLING:
BUILDING EMPATHY INTO LEADERSHIP
11. 4
Hybrid work has expanded organisation boundaries and
technology is playing a key role in maintaining
employee engagement, collaboration, communication,
project management, career development, learning &
development and more.
Organizations are increasingly investing in upskilling
initiatives and are using AI-generated career paths to
help employees develop the relevant skills and
competencies.
BEST PRACTICES
Power apps embedded with AI/ML for managers to
better understand their team's needs & preferences
Identify use cases of Gen AI & metaverse to embed in
organization's systems to make most of employee-based
programs
Employee collaboration & engagement platforms:
Yammer and others; Chatbots for independent learning
Learning & development tools: Track employee skilling
requirements, assign job roles based on these skills
Leverage sentiment analysis tools for real-time pulse
tracking
Productivity & efficiency hacks: Tools for project
management, time & productivity management, etc.
HRTECH:
DIGITAL TRANSFORMATION OF HR
12. Many CHROs we spoke with highlighted maintaining
organisation culture in the hybrid work model as one of
their key priorities. A related point was to imbibe this
culture within the newer workforce, esp. freshers and
those who joined during the pandemic. With a
distributed work environment, HR and CXOs are worried
about the dilution of organisation culture & values,
leading to lower engagement with employees.
Firms are hoping that a return to office would address
this issue and are therefore putting in efforts to make
return to office attractive – a magnet rather than a
mandate.
BEST PRACTICES
Firms have started evaluating their existing policies & HR
processes to ensure these are suitable for and efficient &
effective in the current environment
Senior leadership is travelling and meeting employees -
women leaders in a region, new joiners, first-time
managers, etc. - to instill core values of the organization
Leveraging alumni networks to foster ongoing
engagement bet. existing and former employees
Fostering a sense of community and shared values
ORGANISATION CULTURE:
NURTURING CORPORATE DNA
5
13. 6
Employee experience is a function of work & workplace,
organisational culture, flexible policies, technology, and
inclusion & equity. As HR works to engage with and
retain employees in the face of rising attrition, their
focus has shifted from building Employee Experiences
to creating Life Experiences.
Conversations are therefore shifting from monetary
benefits (tangible) to non-monetary benefits (in-
tangible) incl. flexibility to work from anywhere, career
growth, building skills, job satisfaction, creating a great
work environment and building a sense of shared
purpose.
BEST PRACTICES
Change in perspective: Being seen as people/customers -
Listen to and understand employee perspectives and
accept diverse opinions
Recognition: Appreciation must be immediate and visible
Open conversations: An opportunity to understand
various aspects of their work experience to foster a more
positive and engaged workplace. Regular mentoring is
helping match their progress with their aspirations
Wellness: Continue the focus on holistic wellness including
physical, financial, social and mental/emotional
Career aspirations: Personalised career roadmaps,
flexibility to evolve roles & specific career advancement
programs for at-risk employees to arrest attrition
EMPLOYEE EXPERIENCE:
A NEW EMPLOYEE VALUE PROPOSITION
14. What is clear from the pandemic driven change and more recently, the buzz around Generative AI & its potential
impact on work and workforce, is that HR policies and the HR teams will have to be more agile & flexible in
adapting to change.
HR policies & strategies will need to be reviewed more frequently than before – at least once a year – to keep pace
with the changes. What is also clear is that the ‘one size fits all’ approach is no longer relevant, and companies
may need to adapt HR policies to consider generational diversity.
Organisations that can keep pace with the shifts in technology/job roles/skills, that proactively respond to the
changing employer-employee dynamics and build a human-centric approach, will be the next great place to work.
In Conclusion
15. Nasscom Reports on HR 2022-23
Jun 2022 Feb 2022 Nov 2022 Dec 2022
Sep 2022 Feb 2022 Feb 2023
16. ABOUT nasscom
Nasscom is the industry association for the technology sector in India. A not-for-profit organization funded by the
industry, its objective is to build a growth led and sustainable technology and business services sector in the
country with over 3,200 members. Nasscom Insights is the in-house research and analytics arm of nasscom
generating insights and driving thought leadership for today’s business leaders and entrepreneurs to strengthen
India’s position as a hub for digital technologies and innovation.
Disclaimer
The information contained herein has been obtained from sources believed to be reliable. Nasscom and its advisors & service providers disclaim all warranties as to the accuracy,
completeness or adequacy of such information. Nasscom and its advisors & service providers shall have no liability for errors, omissions or inadequacies in the information contained
herein, or for interpretations thereof. The material or information is not intended to be relied upon as the sole basis for any decision which may affect any business. Before making any
decision or taking any action that might affect anybody’s personal finances or business, they should consult a qualified professional adviser. a qualified professional adviser. Use or
reference of companies/third parties in the report is merely for the purpose of exemplifying the trends in the industry and that no bias is intended towards any company. This report
does not purport to represent the views of the companies mentioned in the report. Reference herein to any specific commercial product, process or service by trade name, trademark,
manufacturer, or otherwise, does not necessarily constitute or imply its endorsement, recommendation, or favoring by nasscom or any agency thereof or its contractors or
subcontractors.
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