Applying for an MBA / MS? Let Spanedea guide you.Spanedea - India
Useful information for anyone planning to pursue an MBA or MS program was discussed during this Webinar conducted by Spanedea. A comprehensive routine was proposed and laid out for an aspirant; from how to prepare for MBA /MS right up to securing a seat successfully in a reputed program. Also get familiar with the process, and checkout options like the ISB YLP program and HBS 2+2 program. Of course it all begins with getting a great GRE / GMAT score; Spanedea's online coaching for GMAT and GRE are very effective; we offer high quality online tutoring for these prep programs.
Applying for an MBA / MS? Let Spanedea guide you.Spanedea - India
Useful information for anyone planning to pursue an MBA or MS program was discussed during this Webinar conducted by Spanedea. A comprehensive routine was proposed and laid out for an aspirant; from how to prepare for MBA /MS right up to securing a seat successfully in a reputed program. Also get familiar with the process, and checkout options like the ISB YLP program and HBS 2+2 program. Of course it all begins with getting a great GRE / GMAT score; Spanedea's online coaching for GMAT and GRE are very effective; we offer high quality online tutoring for these prep programs.
Market Research Report : Vocational Training Market in India 2012Netscribes, Inc.
For the complete report, get in touch with us at : info@netscribes.com
Vocational training market in India was valued at INR 90 bn in 2011 and is slated to grow at a CAGR of 23%. Government has set a target of preparing 500 mn skilled workers by 2022, as around 75-80 mn jobs will be created over the next 5 years and 75% of them will require vocational training. The market is poised for strong growth over the next few years owing to favourable government support.
The report begins with an introduction to the education market in India and its various sub-segments. Indian education system largely consists of formal and informal sectors, with the formal sector accounting for the major share. A macro overview of the Indian education system is also included, which throws light on some of the key indicators such as literacy rate in India, demographic split in education, budget allocation for education and five year plan outlay for education. This section also includes the vocational training policy framework present in India.
The market overview section gives an insight into the overall education market in India along with the vocational training market, their market size and growth. This is followed by the key segments and applications of vocational training. In India, it is present in both formal and informal sectors and has wide applications in areas such as IT, BFSI, retail, aviation and others. The education and vocational training structure in India is also provided. Additionally, an analysis of Porter’s Five Forces provides an insight into the competitive intensity and attractiveness of the market.
An analysis of the drivers and challenges explains the factors leading to the growth of the market including huge demand for skilled workers, low vocational training penetration, increasing government expenditure, growth in service sector and inefficiency in formal education system. The key challenges identified are low quality of inputs and lack of finance.
The government participation in this sector has also been highlighted in the report, and includes government bodies, government initiatives and associated bodies. Ministry of Human Resource Development and Directorate General of Employment & Training are the two key government bodies in this sector. Government initiatives largely comprise of National Policy on Skill Development, Skill Development Initiative Scheme, Craftsmen Training Scheme, National Vocational Qualification Framework and National Vocational Educational Qualification Framework. Industry associations impacting vocational training segment constitutes of FICCI, CII and ASSOCHAM. Foreign collaborations in this sector include countries like UK, Canada, Germany, Switzerland and Australia. International bodies like International Labour Organization, World Bank and European Union, also contribute to the vocational education and training segment in India.
Subhakar Rao - Birth of an Innovative Corporate Rewards & Recognition System ...Subhakar Rao Surapaneni
Subhakar Rao the CEO of Bangalore-based Champions Group’s talks about how innovative and robust rewards and recognition mechanism has contributed to negligible attrition, very high performance and rapid growth of the 1,500-employee group.
Click through to see the top corporate recruiting trends for India in 2012.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
IHits technology is the #1 HRMS software designers,producers and distributers in kerala, India. The HRMS software is highly advanced and proffesional. This can be implemented in both small scale and large scale industry.
Market Research Report : Vocational Training Market in India 2012Netscribes, Inc.
For the complete report, get in touch with us at : info@netscribes.com
Vocational training market in India was valued at INR 90 bn in 2011 and is slated to grow at a CAGR of 23%. Government has set a target of preparing 500 mn skilled workers by 2022, as around 75-80 mn jobs will be created over the next 5 years and 75% of them will require vocational training. The market is poised for strong growth over the next few years owing to favourable government support.
The report begins with an introduction to the education market in India and its various sub-segments. Indian education system largely consists of formal and informal sectors, with the formal sector accounting for the major share. A macro overview of the Indian education system is also included, which throws light on some of the key indicators such as literacy rate in India, demographic split in education, budget allocation for education and five year plan outlay for education. This section also includes the vocational training policy framework present in India.
The market overview section gives an insight into the overall education market in India along with the vocational training market, their market size and growth. This is followed by the key segments and applications of vocational training. In India, it is present in both formal and informal sectors and has wide applications in areas such as IT, BFSI, retail, aviation and others. The education and vocational training structure in India is also provided. Additionally, an analysis of Porter’s Five Forces provides an insight into the competitive intensity and attractiveness of the market.
An analysis of the drivers and challenges explains the factors leading to the growth of the market including huge demand for skilled workers, low vocational training penetration, increasing government expenditure, growth in service sector and inefficiency in formal education system. The key challenges identified are low quality of inputs and lack of finance.
The government participation in this sector has also been highlighted in the report, and includes government bodies, government initiatives and associated bodies. Ministry of Human Resource Development and Directorate General of Employment & Training are the two key government bodies in this sector. Government initiatives largely comprise of National Policy on Skill Development, Skill Development Initiative Scheme, Craftsmen Training Scheme, National Vocational Qualification Framework and National Vocational Educational Qualification Framework. Industry associations impacting vocational training segment constitutes of FICCI, CII and ASSOCHAM. Foreign collaborations in this sector include countries like UK, Canada, Germany, Switzerland and Australia. International bodies like International Labour Organization, World Bank and European Union, also contribute to the vocational education and training segment in India.
Subhakar Rao - Birth of an Innovative Corporate Rewards & Recognition System ...Subhakar Rao Surapaneni
Subhakar Rao the CEO of Bangalore-based Champions Group’s talks about how innovative and robust rewards and recognition mechanism has contributed to negligible attrition, very high performance and rapid growth of the 1,500-employee group.
Click through to see the top corporate recruiting trends for India in 2012.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
IHits technology is the #1 HRMS software designers,producers and distributers in kerala, India. The HRMS software is highly advanced and proffesional. This can be implemented in both small scale and large scale industry.
Digital CPA 2016: Winning the Talent War in Business Process OutsourcingBill Sheridan, CAE
BPO's rise has led to new niches within the CPA profession, leaving an army of new CPA consultants in search of the competencies that will help them rule the BPO world. Offering your team the skills they need for BPO success will set your practice apart and give you a leg up in the war for new talent.
BPOs provide training in various spheres like voice modulation, accent neutralization for new hires in the voice-based services, and domain specific knowledge for middle and top-level management in BPO companies.
SAP HCM Advance Level Training from Basic to Advance Level Training from Experienced Realtime Consultant in Realtime scenarios including PCR & Schema. For further detail, refer to the PPT.
Example Call Center Work/Information Flow DiagramEquilibria, Inc.
There are bound to be times when your customer support team encounters a problem dealing with customers. You have no control over what customers say or do, but you do have control over how team members respond to questions or complaints in an efficient and productive way. With a combination of competent team members, well-written scripts and the right technology, your business can attract and retain happy and loyal customers.
Process maps (flowcharts) are one tool companies use to ensure team members know how to address customer support questions, escalate issues, and route calls. In this presentation, we begin with a process map given to employees working in a call center to screen job candidates. If you enjoy working with flowcharts, you’ll love this method to investigate your own customer service model. More process map templates are available for download at www.eqbsystems.com/shop. Thanks for watching!
Today, business leaders of various MNCs are focusing beyond domestic workforce and skilled immigrants as part of their talent acquisition plan. This stands true not only for large corporations but for all organizations (irrespective of size) that are creating & managing remote, virtual teams to remain competitive in the marketplace. However, any business case on globalization can’t be complete without a clear evaluation of talent ecosystem in the outsourcing destination.
Decision Fuel MRMW Presentation & Case Studies Jan2013Pohchin Loh
Last week Co-Founder Patrick Corr spoke on mobile research becoming more mainstream at the MRMW conference in Malaysia. Case studies on hot beverage consumption behavior, consumer sentiment regarding the KFC scandal in China, and mobile usage in Asia highlight some of mobile's advantages in consumer research - "in-the-moment" capabilities, fast (<24 hour) turnaround, and accessibility.
Future proof your organization: The Value of Learning in the New Skills EconomyDr. Nattavut Kulnides
Dr. Nattavut Kulnides' Keynote speaking session for Personal Management Association of Thailand (PMAT) - HR Tech in 2019. Dr. Kulnides shares the unique situation on Thailand business economy and talents. From the speaker over 20 years of extensive experience as a consultant, industry expert, and advisor, Dr. Kulnides draws a conclusion on how Org. and HR can improve on their learning and talent strategy. What is the future of learning look like to give organizations a fair chance to compete in the future economy. For more information about ADGES, visit www.adges.net.
2. Key Topics
• Past Decade – Employment Facts and Impact
• HR’s four levers to build “Future Ready” Organizations
• Sustained Investment in Training
• Opportunities for Career Growth
• Managing People Challenges effectively
• Ensuring Cost Competitiveness
• NASSCOM Initiatives
3. 6X increase in direct employment;3X
increase in the share of organized private sector
D rec t emp l oyees ('000)
~6x
2,300 2,500
430
i
FY01 FY10 FY11P
45% of total incremental urban employment in the last decade
By 2020 - Direct employment of 10 million; Indirect
employment of 20 million
4. Employment opportunities for diverse
sections of the society
Employment ~58% of the IT-BPO workforce is from tier
2/3 cities •Young demographics
beyond
Urban areas ~ 56% employees are chief bread earners
•Changing aspirations of
India’s youth
~37% women employees in FY09; account for
Bridging the 45% of fresher intake
gender divide ~26% of the female employees are chief wage •Created high paying jobs
earners
•Setting new standards of
Industry average age-27 work environment
Empowering the
youth
By 2020
Livelihood for ~5% of the IT-BPO workforce from 5 mn women
Economically economically backward sections employees
backward 4 mn direct
employees in
~60% of companies provide employment to tier 2/3
Employing the
Differently abled
differently abled people locations
*NASSCOM Evalueserve survey findings, 7500 participants pan India
5. Leading transformation in Tier 1 cities;
extending impact to Tier 2/3 locations
TIER 1 TIER 2/3
• Direct employment - 1.9 million • Direct employment- 1.7 lakh
• Indirect employment - 7.3 million • Direct dependents supported- 4X
Employment
Generated
• ~ 2X growth in FY05-09 in engineering • 1.7X growth in FY05-09 in
engineering colleges and
Enhancing colleges and technical graduates
technical graduates
the – 58% of the total engineering
colleges
– Number of engineering
Education
colleges- 985
system – 62% of the total intake of
technical graduates
– Number of technical
graduates - 508,000
• Skill Development trainings in
tier 2/3 locations
By 2020: 4.1 mn incremental direct jobs in tier 1 locations; 3.8 mn
incremental direct jobs in tier 2/3 locations
6. Global and Diversified workforce
IT-BPO Exports revenue by Geography, FY2010
(nos) 2007 2008 2009
Countries of ~48 ~52 ~60
Operations
Operating Centers 340 ~400 ~460
Finland
Germany
Hungary
Netherlands
Romania
Sweden
Canada Poland Russia
UK & Ireland
France
USA Spain
Italy China Japan
Morocco
Egypt
S. Arabia India Taiwan
Mexico
Guatemala Philippines
Sri Lanka
Tanzania
Brazil
Australia
Argentina
South Africa New Zealand
2.2 million employees;~60 countries
35+ Languages; 5% Foreign Nationals
* Illustrative list of countries represented above
7. NASSCOM TOP 20 IT-BPO
EMPLOYERS in INDIA FY09-10
Rank Company Rank Company
1. Tata Consultancy Services
11. Capgemini Consulting India Pvt
2. Infosys Technologies Ltd Ltd.
3. Wipro Ltd 12. WNS Global Services (P) Ltd*
4. Cognizant Technology Solutions 13. Firstsource Solutions Ltd*
India Pvt Ltd 14. CSC India Pvt Ltd
5. HCL Technologies Ltd 15. 3i Infotech Ltd
6. Genpact Limited 16. Hinduja Global Solutions Ltd*
7. MphasiS Ltd
17. L&T Infotech
8. Intelenet Global Services Ltd*
18. Patni Computer Systems Ltd
9. Tech Mahindra Ltd
19. Exl Service.com (India) Pvt Ltd*
10. Aegis Ltd
20. Aditya Birla Minacs Worldwide Ltd*
Note:
• This list is based on the India-based FTE headcount of firms with IT-BPO operations in India, as reported to NASSCOM in its annual survey.
• Based on publicly available information, few other MNC's such as Accenture, Convergys, HP India and IBM would have also featured in this list.
However, as they have not participated in the survey, we do not have all the required details and are unable to rank them. 7
• Most companies on this list are engaged in IT as well as BPO. Companies marked with an * indicate pure-play BPO firms.
8. Industry in the process of building
high energy workforce focused on future aspirations
Past decade Future Decade
• Largely domestic workforce • Multicultural workforce, 15-20% foreign
origin
• Indian policies and processes • Global policies and processes
• Tier I delivery focus in India • Tier 2/3 and rural opportunities
• Delivery-centric management with • Multiple, specialized domain expertise
limited career focus
• “Generalist” Tier 1 focus in India
• skill set • Domain-specific business knowledge
• Tier II and rural opportunities
• Talent pool focused on delivery • Talent pool with value add capability
through innovation, analytics, ER&D
9. Key Topics
• Past Decade – Employment Facts and Impact
• HR’s four levers to build “Future Ready” Organizations
• Sustained Investment in Training
• Opportunities for Career Growth
• Managing People Challenges effectively
• Ensuring Cost Competitiveness
• NASSCOM Initiatives
10. Sustained investment in training
BPO IT Services
MORE SPECIALIZA MORE NAC-TECH SPECIALIZATION
INTENSIVE NAC INTENSIVE
-TION
College Efficiency -Analytics College Efficiency Within college and
Post -F&A Post outside
College Certification Certification
-HR College -Engg, RIM, Testing
Pre College
-Insurance Pre College
Investing in training through structured training programs;
affiliation with academia; In-house universities
11. Industry supplementing the
Education system
Break-up of Human Capital Management costs
Spend of USD 1.4 Billion
on training activities in
100%=USD1.4 FY09
Billion 5% of total annual
employee time spent on
trainingAverage training
period for new employees –
14-16 weeks
45% Average training period for
existing employees – 2
55% weeks
45% of training spend on
new employees- USD 630
Million
Average amount spend on
training new employees
New Hire Training Other Training* =USD 4350- 40% of cost of
an average engineering
course
*Other Costs include training for existing employees, employee welfare, salaries for training
staff, training material costs
12. Emerging as a “Skill Factory” –
Introducing/upgrading new skills
Language,
Employment Process and
Process, S&M
Generation - Industry Future
Vertical
Ready skills, Ready
Urban and specialists
Research &
Rural
Analytics
IT Services BPO ER&D
Domain skills across sectors:
Domain skills across sectors: BFSI, Healthcare, Retail, Domain skills across sectors:
BFSI, Healthcare, Retail, Telecom, Consulting (IFRS), Aerospace, Automobiles,
Telecom, etc. etc. Energy, Telecom, etc
Cross-platform skills: SAP, Customer facing skills: Client Services: Plant engineering,
Oracle, Java interaction, sales & marketing, Sustainability/Green, Energy,
Infrastructure engineering, etc
Technical skills: Mainframe, Dot customer service, voice/accent
net, J2EE, Open Systems, etc training, etc
13. Industry investing in vibrant career
growth; retooling employee skill sets
GLOBAL Cross cultural integration
DEFINED Career Architecture maps
CAREER PATH EXPOSURE and Best practice sharing
Internal job rotations
Joint training programs
Continuous improvement
Cross polarization of project
projects
teams
Best practice sharing
Global compliance group for
global integration
MULTI SKILLING Competency Frameworks BUILDING Strong domain leadership
LEADERSHIP programs to understand
Expertise across end to end
POOLS core business functions
industry value chains through
job rotations • Ops, Finance, IT, HR,
Commercial Leadership
Funding/reimbursement of
further education; certification Rigorous career and
programs succession planning
process
Cross skilling/multi-skilling/up-
skilling across technology / Global Leadership Cadre
platforms / services program; shadow boarding;
accelerated career path
program
14. Industry taking significant measures
to manage challenges effectively
• Monetary benefits: Retention bonus, rewarding meritocracy, ESOP’s
High Attrition
levels • Non-monetary benefits: Continuous skill development; innovation culture; accelerated
growth track, job rotation
• Pre hire orientation, Buddy program, Rigorous One-on-One, Family Connect
Employee program, Townhall, Attrition tracker
retention
Significant employee engagement - Rewards & Recognition, effective communication
(company newsletters, social media, internal blogs), CSR
• Industry consistently features high in work/employee satisfaction surveys
Attracting
right talent • Employee referrals
Leadership • Build/expand capacity to lead cross-functional initiatives and projects
pipeline;
trained middle • Succession planning process
management
15. HR pivotal in maintaining Industry’s
cost competitiveness
Annual Incremental engineering fresher addition, ‘000, FY01-09 •Hiring Fresher's
• Average Fresher
IT fresher addition
to lateral ratio –
168 70:30
156
106
•Just-in-time hiring
73
•Build vs Buy
45 45
28 30 34 •Hiring from Tier 2/3
FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08 FY09 cities
IT fresher addition •Alternative talent
pools – increasing
• Cumulative fresher addition (FY01-09) ratio of non-
IT- 684,000
engineers
16. Key Topics
• Past Decade – Employment Facts and Impact
• HR’s four levers to build “Future Ready” Organizations
• Sustained Investment in Training
• Opportunities for Career Growth
• Managing People Challenges effectively
• Ensuring Cost Competitiveness
• NASSCOM Initiatives
17. NASSOM initiatives – broad based and
aligned to Industry aspirations
Short Term Medium Term Long Term
(0-12 months) (12-24 months) (24 months onwards)
• Finishing Schools: Focus on • Finishing Schools, • Establishing New IIIT-
STUDENTS
soft skills and domain Establishing New IIIT - Phase I Phase II
competencies and • Vocational Skill Development • Scaling up PhD program
certifications and • NAC, NAC-Tech • Vocational Skill
assessments Development
• NAC, NAC-Tech
• NAC, NAC-Tech
• Industry-Academia Faculty • National Faculty Development • National Faculty
FACULTY
mentorship programs (CSR) Program Development Program
• Industry-Academia Faculty
mentorship programs (CSR)
• Education Web of • Education Web of • Education Web of
Collaboration Collaboration Collaboration
• Research Study • Participation in Key • Participation in Key
OTHERS
• Participation in Key Government policy Initiatives Government policy
Government policy Initiatives Initiatives
(NKC) & (NSDM) etc
• Events (Forums, IT Seminars,
Summits)
19. Industry initiatives to build a future
ready organisation
Infosys’ Technical EXL Insurance Academy – Mphasis’ AARAMBH – New
University - Continuous Experts from insurance industry Joinee trained all aspects of a
training to employees in India, U.S. and U.K. department
• Foundation programs for • Certification programs for An HR employee spends 3
engineers and non-engineers beginner, intermediary and months each working on
• Project Management CoE advanced every aspect of HR–improves
• Higher education scheme • Specialized trainings like productivity and multi tasking
through distance learning Workers’ Compensation, abilities
programs or certification Premium Audit, etc.
L&T’s Career Innovation at Mahindra Genpact’s “Storefronts”
Development Framework - Satyam – Ideate – Innovate – - Retail hiring in tier 2/3 cities
Seven career tracks with Productize - Innovation for
detailed job descriptions Excellence Award
• Employees design their • Organization wide Innovation • Spread across 20 cities in
development plans based on contest to generate novel India
individual aspirations & ideas • Candidates walk in directly
opportunities available • Investment Council evaluates for interviews; suitable ones
• Mobility across inter/intra and invests in new ideas are hired on the spot
tracks • Oversees/monitors progress • Candidates also get to know
• Competency development on approved investments about Genpact’s business