TimesJobs.com_Recruitex_Bi-annual_Jan-Jun2014

TimesJobs.com is pleased to present the fifth edition of its half-yearly recruitment report –
RecruiteX. The report provides an overview of the recruitment trends and challenges from July to
December 2013. Industry experts have shared valuable insights about their respective industries,
provided a future outlook of recruitment trends and authenticated our findings in this report.
Growth is expected across sectors, with Healthcare being one of the key sectors to watch out for in
2014. Amid continuous innovation, technology interventions and funding, the sector is expected to
witness phenomenal growth in the next 5-10 years.
With demand in Europe and Middle-East market being stable, the Indian IT/Telecom sector is also
poised to grow significantly in the coming year. India alone needs close to 300,000 specialist
software career testers by 2020, thus, the opportunities are immense, particularly for career testers
with niche skills around enterprise mobility, security and performance testing, cloud computing
and test automation.
According to industry experts, organisations would continue to focus on retaining talent and
building competencies within the existing workforce in the coming months. However, some
industries will provide the much needed impetus to the economy and will hire to drive growth,
though it will largely be for niche profiles.
With the hope of a strong recruitment year ahead, we wish to express our sincere gratitude to all
our experts, without their contribution and support, this initiative would not have been possible.
TimesJobs.com Editorial
Foreword
Content
IT/Telecom
Manufacturing & Engineering
BFSI
BPO/ITeS
Consumer Durables/FMCG
Projects/Infrastructure
Retail
Automobiles
Healthcare/Pharmaceutical
Petrochemical/Oil & Gas
01
07
13
19
25
31
37
43
49
55
61 Special Focus on Analytics & Big Data

Key Findings
l Owing to political
instability, demand lost
momentum during the
second half of 2013
l IT/Telecom and Healthcare
sector observed maximum
growth in hiring activity
l Delayed and halted
projects resulted in drop in
hiring, as well as job-
seeking activity, in the
Construction and
Infrastructure sectors
l Support functions were in
demand, hiring was slow
for core functions
l Western India emerged as
the best performing region
in terms of hiring
l Up-skilling workforce to
build a sustainable
leadership pipeline is
going to be the focus for
organisations in 2014
According to the findings of the latest edition of RecruiteX, industry
experts are optimistic that new government formulation will offer the
much needed impetus to recruitment in the top ten industries this year.
While hiring will be guarded, industries will hire for niche skills, domain
expertise and expansion.
The IT/Telecom sector continued on the growth chart and was the best
performing sector during the July to December 2013 period. The
Healthcare industry, too, witnessed positive hiring sentiment, while rest
of the sectors witnessed a slowdown in hiring. The Construction sector,
in particular, which performed well during January to June 2013, lost
momentum during the latter half of the year and reported the highest
drop in demand for talent.
While the overall demand was sluggish and core functions took a
backseat, support functions such as IT and accounting & finance
managed to attract talent during the second half of 2013. Though decline
in core functions is not a good sign for any sector, a rise in demand for
support functions signifies expansion, believe experts.
Akin to the trend during the first half of 2013, sales/business
development professionals continued to be in demand during the stated
period. Demand was also buoyant for HR professionals.
Hiring was impressive across key job hubs. Western India emerged as
the best performing region during the July to December 2013 period.
Delhi NCR faced the heat of political unrest. The job market in region
was sluggish during July to December 2013, primarily due to the
economic instability and stalled projects.
During July to December 2013, demand for freshers and mid-level
candidates was upbeat. However, demand for talent at senior levels with
10-20 years and over 20 years of experience, recorded flat to negative
activity across industries. Experts believe that the numbers are indicative
of the fact that organisations were only looking to hire on demand, and
hiring was restricted to niche skills.
The year 2014 has been defined as the year of consolidation by experts.
Government interventions, funding and impending policy changes are
expected to bring cheer to the recruitment landscape, across verticals.
Experts predict considerable emphasis on up-skilling the existing
workforce, and local hiring due to the macroeconomic scenario. Overall,
single-digit increments are expected in 2014; however, experts added
that high performers can look forward to increments in the range of
15-20 per cent.
The bi-annual recruitment report by TimesJobs.com, RecruiteX, analyses
the Indian jobs market in view of demand and supply of talent. The study
scans key industries, assessing current hiring trends on the basis of
location, functional areas and experience in each sector, along with a
preview of the future potential of key sectors. With this comprehensive
analysis of the industry and associated segments, we aim to serve the
industry in making strategic business decisions.
Executive Summary

BI-ANNUAL RECRUITMENT REPORT Recruite
RecruiteX January 2014
IT/Telecom
01

Recruite
INDUSTRY WILL
NEED THE
RIGHT BLEND
OF SPECIALISTS
& FRESHERS
BI-ANNUAL RECRUITMENT REPORT
RecruiteX January 2014 02
Industry players in the sector believe that the
sector has been in expansion mode in the
second half of 2013; thus, organisations are
focused on core functions requiring specialised
skill sets and leaders for strategic roles.
*The base value for the talent demand index is taken as 100 for the month of December 2010.
Share of total jobs for top functional areas
during July-December 2013
Growth in demand for talent in top
functional areas during July-December 2013
T
he year 1882 marked the
introduction of telephony in
India. The country has not
looked back since then. According to
the Indian Brand Equity Foundation
(IBEF), India is the second largest
telecommunication market in the
world. According to TRAI, the total
telephone subscribers in India stand
at 904.56 million at the end of October
2013. Out of these subscribers, a
staggering 875.48 million are mobile
phone users and only 29.08 million are
fixed line subscribers.
Talking about the Indian IT sector,
IBEF highlighted that the IT/ITeS
sector has employed almost 10 million
Indians and has contributed greatly
towards the social transformation of
the country. Studies done by National
Skill Development Corporation
(NSDC) suggest that the overall
employment generation by IT sector
would increase from about 1.4 million
in 2012 to about 4.1 million in 2022.
According to TimesJobs.com
RecruiteX data, IT/Telecom sector
witnessed a 9 per cent growth in the
demand index during July-December
2013. The supply index grew by 8 per
cent during the same period.
According to Rajeeb Biswas, director-
HR, Q3 Technologies, hiring and
recruitment in the IT sector peaked
during the July to December 2013
period. Mobile developers (Android or
iPhone) with 4-15 years of experience
and people with 4-10 years of
experience in the big data space
witnessed heavy recruitment.
However, Sunil Goel, managing
director, GlobalHunt, averred that the
year 2013 was not a very good year for
the Telecom sector. That is set to
change, with the advent of new
technologies such as 4G and cloud
computing. Consolidation in the
sector and some new policy decisions,
which are expected to push up pricing
for telecom offerings, would
contribute to the growth. The Telecom
sector in India will witness major
changes in 2014.
The independent software testing
industry is growing and the growth is
expected to be faster than the IT
services industry. Hence, this sector
has been recruiting specialist career
testers, particularly in areas such as
global test program management, test
architects for enterprise mobility and
testers with specialist skills such as
performance testing, security testing
and test automation, added Ramana
Vemuri, VP, People, Process and
Operations, Cigniti Technologies
Key findings:
> Western India performed well, in
terms of hiring and recruitment,
during July to December 2013
> NSDC expects to incubate around
1000 IT and Telecommunication
product start-ups, over the next 10
years
> The independent software testing
industry is growing and requires close
to 300,000 specialist software career
testers by 2020
> Sector focused on grooming their
competent talent to build future
industry leaders

Share of total jobs for top locations
Growth in demand for talent in top locations
West beats the
rest
RecruiteX data, Western India
performed well, in terms of hiring
and recruitment, during the July to
December 2013 period. Mumbai, Pune
and Ahmedabad turned out to be the
star locations, in terms of creating
job opportunities in this sector.
Referring to a study by NSDC, Biswas
articulated that one of the main
reasons for this could be India’s rapid
progress in growing its
entrepreneurial activities, mainly in
Bangalore, Pune, and Hyderabad. He
highlighted NSDC’s expectations of
incubating around 1,000 IT and
Telecommunication product start-
ups, over the next 10 years.
“NASSCOM also hopes to facilitate
the generation of 10,000 start-ups in
the country over the next 10 years,”
he added.
Goel believes that Pune is a hub for IT
companies, with many captive
centers, product organisations and
educational institutions. Whereas,
Mumbai is a focused center for many
large investment banks such as
Nomura and JP Morgan IT centers.
l Mumbai, Pune and Ahmedabad
turned out to be the star locations,
in terms of creating job
opportunities in this sector
l Down south, Hyderabad performed
well
l Growing entrepreneurial activities
could be the reason for this
The industry
focuses on mid-
managers and
freshers
According to Biswas, mid-level
managers with specialised skill sets
form the core of any project. They
train and develop other team
members and are instrumental
in successful delivery of their
projects. Their roles address all
critical success factors pertaining
to management quality.
TimesJobs.com data also suggested
that, in IT/Telecom sector, candidates
with 2-5 years of experience
witnessed the maximum growth
(30%) in demand during the July to
December 2013 period, followed by
entry level candidates with 0-2 years
of experience (20%).
“Clients are looking for value
addition in every stage of delivery.
Specialists and professionals, with 2-5
years experience, fit in technical roles
that are very important for successful
global delivery. Particularly when it
comes to assuring software quality,
hands on abilities are very critical to
achieve this,” Vemuri stated. He
believes that engineers with 2-5 years
would have consolidated the
experience of working on at least two
full cycle project implementations.
In addition, this time frame has the
scope of exposure to the intricacies of
working in globally distributed teams
and agile environments.
“Software testing industry also
welcomes freshers, with out-of-the-
box thinking and great cognitive
abilities to help test software more
innovatively. Companies focused on
building teams with specialists as
well as freshers.”
l Candidates with 2-5 years of
experience witnessed the maximum
growth (30%) in demand during
July to December 2013
l Specialists and professionals with
2-5 years experience fit in technical
roles required for successful global
delivery
l Software testing industry also
welcomes freshers, with out-of-the-
box thinking and great cognitive
abilities
Sector to focus
on strategic roles
RecruiteX data during January to
June 2013, senior professionals with
over 20 years of experience had
witnessed the maximum dip (30%) in
demand.
*Indicative salaries offered by the sector
SALARY METER
(figures in lakhs)

However, during the July to December
2013 period, senior professionals
witnessed a growth (9%) in demand
for talent.
Is this an indication of the fact that
the sector is in expansion mode and is
looking for professionals for strategic
roles? Experts believe it is. Vemuri
agreed that the demand for strategic
roles is steadily on the growth path.
Referring to a study done by leading
industry analysts, he opined, the
reason could be the fact that
independent software testing industry
is expected to grow by 9.5 per cent
year-on-year till 2018.
When it comes to large scale, multi-
year testing program contracts,
clients prefer to work with specialist
vendors.
Industry reports also suggested that
segments such as BFSI, Utilities and
Healthcare with large-scale
application portfolios will lead the
need for end-to-end software testing.
The increase in the size and
complexity of requirements has
spurred the demand for thoroughbred
global test program management
specialists who have worked to serve
clients consistently. This contributed
to the demand for senior
professionals, Vemuri stated.
l During the July to December 2013
period, senior professionals
witnessed growth (9%) in demand
l This is an indication of the fact that
the sector is on an expansion mode
l According to reports, the
independent software testing
industry is expected to grow by
9.5 per cent year-on-year till 2018
Sector focuses
on internal
grooming to build
leadership pipeline
The sector also witnessed another
interesting trend, in the experience
category. Although senior
professionals with over 20 years of
experience witnessed a growth in
demand, candidates with 10-20 years
of experience witnessed a dip (15%).
Experts believe this could be because
the industry is grooming their
internal employees for leadership
roles and not hiring external
candidates in this experience
category. The focus is largely on
employee engagemnet and retention,
to build a competent in-house talent
pipeline, rather than fresh hiring.
According to Vemuri, most of the IT
services companies, who have been
around for the last decade-and-a-half,
have some precious talent who have
grown through the ranks of both
technical and management ladder.
Since this talent understands the
cultural fabric of the respective
companies, their clients and work
models, they play a crucial role in the
business environment.
Rise of core
functions and dip
in ancillary roles
IT/Telecom professionals witnessed
the maximum demand during the
July to December 2013 period. They
witnessed a growth of 30 per cent.
“With more and more projects coming
up, the IT/Telecom industry is going
for high-scale recruitments. There is a
huge demand for core functions such
as software engineers, mobile
analysts and hardware engineers for
mobile handsets,” stated Biswas.
Vemuri believes this surge in demand
was an outcome of maturing digital
enterprise, adoption of enterprise
mobility, responsive web and cloud
computing. He highlighted that in
the past few years, companies had
invested in streamlining, maximising
the output from their support
functions through innovation
Recruite BI-ANNUAL RECRUITMENT REPORT
Share of total jobs for top experience
categories during July-December 2013
Growth in demand for talent in experience
segments during July-December 2013
Consolidation in the
IT/Telecom sector and
some new policy
decisions, which are
expected to push up
pricing for telecom
offerings, would
contribute to the
growth of the
industry in 2014

and technology. In the wake of
unpleasant economic environment,
the IT services companies had
invested quite a lot on sales and
marketing operations to prepare for
a better time ahead. The focus on core
functions is the next logical move. In
addition, skilled professionals with
exposure in agile software testing
across varied business environments
are also expected to be in great
demand, stated Vemuri.
The future looks
bright
According to Goel, the future outlook
is positive in this sector and the
industry is expected to hire
professionals across levels.
l With demand in Europe and Middle-
East market being stable, the
IT/Telecom sector is witnessing
positive sentiments
l Cloud computing, CRM, ERP, Big
Data & Analytics will be the hot
areas, as these are the one’s which
directly bring revenue to the
organisations
l India alone needs close to 3,00,000
specialist software career testers by
2020. This is great news for career
testers with niche skills around
enterprise mobility, security,
performance testing, cloud
computing and test automation
What will be the top recruitment
trends in 2014 in your industry?
What will be the game changers in
recruiting?
The top recruitment trends in 2014
include:
l Hiring via social media platforms
will go up from 40 to 65 per cent
l Value-based talent with multiple
skills will be in demand
l Candidate’s flexibility such as
openness to travel, willingness for
learning & development,
progression to different
functions/roles will be the key lever
l Just-in-time hiring will increase
due to cost arbitrations
l Companies, globally, will move away
from the era of hierarchy and the
new era of technology, adaptability,
learning and flexibility will begin
l Companies will focus on grooming
middle management to senior
management to ensure a strong
leadership talent pipeline
What is the future outlook for
compensation trends in your
industry?
As we are going through a phase of
global uncertainty, compensation will
remain a challenge. Companies would
be focusing more on variable pay-outs
and outcome/performance based
compensation packages. Potential of
people will be valued more than
performance. On an average, the
overall increment will be between
5 to 9 per cent.
What will be the top/highest paid
jobs in your industry?
In the IT/Telecom industry, most
in-demand functions/skills in 2014
are going to be:
l Some complex programs which are
recurring in nature
l Innovation in dealing with
customer’s customers
l Building organisational
competency across functions
l People with in-depth technology
experience and good customer
facing skills
l Leadership quality
What are the key challenges that
every HR head/business head in
your industry should have on top
of their workforce agenda in 2014?
Following challenges would be on the
workforce agenda of every HR head in
the year 2014:
l Retaining top/critical talent in the
company
l Identifying cool tools that HR needs
to provide team members,
especially millennials to keep them
engaged
l Creating an ecosystem to manage
employee engagement in the way
employees want to be engaged
l Providing work-life balance
to employees which is beyond
providing flexible working hours
to employees
l Providing right opportunity
to talent and show a clear career
road map
l Developing scientific ways
to analyse gaps in the talent
ecosystem
Are there new skill sets that will
emerge in 2014 (owing to new
technology/market forces) that
you would like entrants in your
industry to be trained/ready for?
Cloud Computing, mobility and
analytics will remain in-demand in
2014. The opportunities for freshers
will be based on traditional
technologies, not new technologies.
What is the biggest USP of your
industry (work hours, work life
balance, salary) that you would
like candidates to know about?
The most important thing that
candidates should understand,
in this industry, firstly they need
to learn to earn. And, also they
should have the attitude to learn
and change. The biggest USP in
this industry is that one gets a
chance to provide technology
solutions to the best companies
across the globe.
Sundararajan Narayanan, Sr VP & global
head-HR, Virtusa
Expert Speak

Manufacturing &
Engineering
07

I
ndia’s strong talent pool in science,
technology and research combined with low
labour cost, offers immense scope and
prospects to boost the growth of its
Manufacturing & Engineering sector.
Recruite
FRESH
GOvERNmENT
POLICIES WILL
CREATE jOBS
IN THE SECTOR
T
he global economic slowdown
has had an immense impact on
the Indian jobs market,
especially in the Manufacturing &
Engineering sector, which grew only
at a modest pace in 2013.
“This sector has been going through
slowing demand, higher borrowing
costs and delayed government
approvals for projects. Such changes
in the economy and government
policies have driven the decision to
cut costs and focus on resource
optimisation, rather than new job
creation,” stated Vijay Kumar,
founder & CEO, Peepal Technology
and Management Consulting.
He added that the employment growth
rate had come down from 5.7 per cent
to 3.5 per cent in 2013, and this decline
was more prominent in the
Manufacturing & Engineering sector.
“Sectors such as the Manufacturing &
Engineering that are sensitive to the
political-economic fallout, have
remained slow in terms of hiring.
They are opting to remain very
objective and cost cautious due to the
economic scenario,” said Kumar.
Key factors that led to drop in demand
in the sector included:
l Slow infrastructure development
l Recession in the Automobile
industry
l Slow growth in the Steel & Cement
industry
l Lack of investment and labour
crunch
l Unfair taxation regime in India
is taking a heavy toll on the
Engineering & Manufacturing
industry
The Manufacturing & Engineering
sector is vital to the country’s
economic progress. According to
government statistics, the sector’s
contribution to the GDP is 16 per cent,
with the potential to grow more.
Deloitte’s global index for 38 nations
(2013) ranked India as the fourth most
competitive manufacturing nation in
the world.
The government recognises the
significance, this sector holds for the
country’s industrial and economic
development.
Thus, experts are optimistic that the
future will witness a number of
proactive measures and initiatives
from the government to strengthen
the business and hiring sentiments of
this sector.
Key findings:
> Demand index registered 13 per cent
drop from July to December 2013,
supply too was sluggish
> Support functions were in demand,
while demand for core functions
slumped. India’s expertise in support
function implementation has helped it
create a niche amongst foreign clients
> Tier II and II cities are the emerging
job hubs
> New government expected to bring in
greater inflow of FDI and opportunities
for exports are also likely to grow

Support
functions sustained
hiring pace
While the overall demand was
sluggish and core functions took a
backseat, support functions such as
IT and accounting & finance managed
to attract talent during the second
half of 2013.
According to R P Yadav, chairman &
managing director, Genius
Consultants Ltd, “In India most of the
companies are venturing into
expansion in IT systems and they are
taking support services very
seriously. This has fostered growth in
the support functions such as IT,
ITeS/BPO, although there has been a
drop in core functions (such as
engineering).” Though decline in core
functions is not a good sign for any
sector, a rise in demand for support
functions signifies expansion,
believe experts.
l IT/Telecom professionals in the
sector were most in-demand during
the July to December 2013 period.
The profile reported a 21 per cent
increase in hiring, followed by
accounting & finance professionals
with an 8 per cent increase
l On the other hand, core functions
such as engineering and quality/
process control reported a drop of
16 per cent and 6 per cent
respectively
l Despite drop in demand,
engineering professionals
commanded the maximum share
(35%) in total job postings in the
sector, during the month, followed
by sales/business development
Satya D Sinha, CEO, Mancer
Consulting, reasoned that companies
have started shifting their budgets to
IT infrastructure development and
research and development. “In
addition, India’s expertise in support
function implementation has helped
it create a niche amongst foreign
clients. Hence, growth in core
functions in the Manufacturing &
Engineering sector has taken a
backseat,” he explained.
According to industry commentators,
the future also looks promising for
support functions.
Sushil Baveja, president & head-
Corporate HR, DCM Shriram
Consolidated Limited said that the
opportunities are in the areas of
hardware maintenance and ERP
support. He added that though
opportunities are immense, the
primary requirement, apart from the
basic qualifications, is how updated
one is with IT technology and how
open one is to learn and acquire new
skill sets.
Fresh talent
trumps experience
RecruiteX data, demand also dropped
for senior and experienced candidates
in the industry but entry level
candidates were in demand from July
to December 2013. The less than two
years experience category witnessed a
30 per cent increase in demand during
the same period. Senior candidates
with over 20 years of experience
reported the highest drop in demand
(13%), followed by 10-20 years of
experience category which registered
8 per cent drop.
“There has been a decline in demand
for senior professionals and lateral
hiring, as a measure to cut down on
costs,” reasoned Kumar. Explaining
the increase in hiring for freshers, he
stated that although only an economic
revival can lead to increased hiring
and fresh jobs in the Manufacturing &
Engineering sector, many actually felt
that this was the best time to recruit
fresh talent.
At mid-level, while the 2-5 years
experience category reported only
3 per cent increase, it clocked
maximum share (36%) in the total
jobs posted in the sector, during the
period, followed by the 5-10 years of
experience segment (31%).
Yadav added that demand for freshers,
particularly in the sales and support
services have increased and it has
been observed that almost 90 per cent
requirement is for freshers. This
trend could change once the economic
SALARY METER
(figures in lakhs)

situation improves and things have
picked up, where more reactive hiring
and productive workforce would be
considered, anticipated experts.
Kumar stated:
l In 2014, only a slight increase of
about 1.4 per cent in overall hiring
numbers is predicted
l Mixed signals are emanating from
different sources and there are high
chances of more R & D activities
in this sector, particularly in tier
II cities
l Nonetheless, India will fare better
than its global peers and has strong
hiring expectations worldwide
Tier II & III
cities, potential
growth markets
As the hiring sentiment was largely
low during the July to December 2013
period in the Manufacturing &
Engineering sector, demand was
lackluster across locations. While,
Delhi NCR and Bangalore were worst
affected, Mumbai and Pune emerged
as the best performing locations of
the sector. “Delhi is the hub for the
Automobile and the Construction
industry and Bangalore is the hub for
the Engineering & Electronic
industry and both the cities faced
recession and slow growth in 2013,
hence, there was decline in hiring,”
Yadav substantiated.
Delhi NCR reported a 25 per cent drop
in hiring during July to December
2013, followed by Bangalore with a
15 per cent drop. Despite the drop,
Delhi NCR accounted for maximum
share (18%) of total jobs posted in the
sector, during the period, followed by
Mumbai. In state-wise analysis,
Gujarat (except for Ahmedabad and
Vadodara) witnessed maximum
hiring activity (30%).
l Except Delhi NCR and Bangalore
there has been no decline in
recruitment, most of the metros
have witnessed rise in hiring
l Among top locations, Pune led the
pack with 30 per cent increase in
hiring activity, followed by Mumbai
with 21 per cent rise
l Sinha attributed the decline in new
job creation and opportunities in
Delhi NCR to the poor liquidity in
market, rising prices of raw
materials and weak investment
sentiment in the region
Tier II and III cities also managed to
attract talent in the sector. Sinha
stated that companies in the sector
are increasingly hiring people from
smaller cities to minimise costs and
reduce attrition rate.
“Interestingly, it has been brought to
light that tier II cities are being
targeted by various MNCs to set up
their secondary centers, particularly
for their R & D projects. During the
second half of the year 2013, hiring in
tier II and III cities saw a notable rise
of 4 per cent while in tier I cities it
was just 1 per cent,” said Kumar.
He added that these cities are
emerging as potential hubs for cost-
effective talent and are estimated to
generate over 70 per cent of the net
new employment which would be
critical to India’s future economic
momentum and growth.
New policies
to create new
opportunities
Baveja believes that the future
outlook for jobs in the Manufacturing
industry is likely to be brighter in
2014 compared to what it is today.
“The new government would be in
place, which would add to the positive
sentiment, bring in greater inflow of
FDI and opportunities for exports are
also likely to grow,” he opined.
Favourable regulatory policies in the
Manufacturing sector are expected to
propel the sector’s growth. According
to NASSCOM reports the Indian
Engineering Research and
Opportunities are
immense, but the
primary requirement
apart from the basic
qualifications is how
updated one is with
the technology and
how open one is to
learn and acquire
new skill sets

Development (ER&D) industry will
treble from the current size of
US $ 10-11 billion by 2020. India is
home to 750 ER&D companies at
present, the number of people
engaged in this sector will grow
from four lakh to three times as
many, revealed the report.
Maclean Raphael, executive director-
HR, 3M India & Sri Lanka, stated that
the Manufacturing sector will hire
key talent in times ahead. “3M India
had been on a hiring spree during
2009 to 2012, when it recruited new
people, across levels and areas of
specialisation including R&D,
manufacturing, supply chain, sales,
marketing and other strategic support
functions. In 2014, the organisation
will continue to hire key and critical
resources,” he added.
Sinha is optimistic that the future is
good for this sector. He mentioned:
l India’s strong talent pool in science,
technology and research, and the
low labour rates in the world are
certain factors that give the country
a lot of scope to propel its
Manufacturing & Engineering
sector
l The new manufacturing policy
expects to create 100 million new
job opportunities by 2025
l The sector has one of the highest
increments in the industry owing to
strong bottom line growth and in
the year 2014-15 the increments are
expected to rise by 13-15 per cent
recruiting?
l With the Lok Sabha elections
scheduled for mid year 2014, most
corporates will adopt a cautious
approach to recruitment
l Recruitment at the entry level may
go down and at the middle
management and senior
management will be largely against
attrition but would be larger than
2013, as attrition during 2013 was
very moderate
l With the increase in competitive
intensity, sales and service
personnel will be in demand and
there might be a greater churn in
these functions
l Besides these, special functions like
design will continue to be in
demand
l At the entry level, we see more of
pre-placement offers, which were
hitherto restricted to B- Schools
based on projects/internships
l We will also see social media being
used for targeting individuals with
proven track records for sourcing
against opportunities, largely for
middle and senior management
responsibilities
industry?
The industry will be offering an
overall increment of 8 to 10 per cent,
across levels. The middle to senior
management compensation is
expected to go up by 10 per cent or so.
We see marketing and sales & design
individuals getting higher increases,
to retain them. Sales and marketing
personnel are revenue generators and
are prone to drift, whereas design
personnel not only provide the
‘differentiator’ in the market place
but are a scarce resource.
l Recruitment and retention of top
talent and leadership capability
building will continue to be on the
agenda
l And efforts will be required to
discern and differentiate though the
HR processes, so as to ensure that
the key talent in the organisation
continues to be motivated and
contributes well
l There will be continued focus on
integrating technology in the
various HR processes and how to
leverage further on social media
platforms, and also, to engage with
the employees across generations
through various employee
engagement initiatives
The new skill sets we are focussing on
are influencer management, global
operating skills and project
management. These are the new
competencies our employees need to
acquire, if we have to achieve our
strategic business plan
In my view, there are many USPs
of working in the Manufacturing
industry, which include freedom
to express, opportunities to learn
and contribute, accessible senior
leadership team, early
responsibilities, working on the
cross functional assignments and
projects across levels and businesses,
opportunities to make process
improvements and shaping growth
journey of the organisation. Also,
the candidates get to experience,
learn and contribute on platforms
such as TPM, Total Employee
Engagement, Kaizen, CII Exim Bank
and Business Excellence framework.
Harpreet Kaur, senior vice president &
head-Corporate Human Resources,
Godrej & Boyce Mfg. Co. Ltd.
Expert Speak

BFSI
13

T
hough the BFSI sector will continue to
hire talent from metros, the ‘unknown
territories’ will become the major source
of talent, especially with RBI issuing new
banking licences.
Recruite
NEW BANkING
LICENCES TO
SPUR jOB
CREATION
T
he year 2014 is touted to be a big
year for the BFSI sector in
India. While the RBI will
approve new banking licences, the
existing banks will continue to grow
in metros, as well as in tier II and III
cities. Both the public and private
sector banks will generate
employment for fresh graduates.
There will also be a lot of
collaboration with various industry
bodies.
Salaries will be better structured and
aligned towards an individual’s role
and there will be better growth
prospects this year.
Experts believe that the industry will
create approximately eight lakh jobs
over the next six years, which is great
news for job seekers at all levels.
Current banks located in bigger cities
or metros will be looking at
expanding branch offices in tier II
and III locations. The BFSI industry
will continue giving preference to
knowledge-based hiring; therefore,
specialists will be in huge
demand.
Knowledge-based hiring, however,
often concentrates on specific
locations; as a result of which static
hiring was observed in some regions,
with others hiring in large numbers
during the period. Some of the
locations are easily predicted as front
runners in producing high quality
talent equipped with industry pre-
requisites, such as Mumbai. Yet, there
are a few other locations which have
had unpredictable numbers year-on-
year, such as Delhi NCR and
Bangalore.
Experts also highlighted that 2013
witnessed heavy demand for junior-
level professionals, across cities, and
similar movement is expected in the
year 2014.
Mumbai
continues to hire,
Delhi & Bangalore
lag behind
RecruiteX data, Mumbai, Pune,
Chennai witnessed positive growth
(30%, 30%, and 15% respectively).
Experts added that, a place like
Mumbai will continue to see positive
hiring trend, mostly because this city
will continue to be a hub for several
industries, including BFSI. “The
reason behind increased hiring in
Mumbai is that, this location is
Key findings:
> Maximum hiring growth observed in
Mumbai (30%), Pune (30%), and
Chennai (15%)
> Slow hiring in the North and East
between July and December 2013
> Hiring for professionals with
2-5 years experience remained
steady; hardly any movement seen
for fresher hiring
> Functional area of IT/Telecom with a
share of 5% witnessed a growth of
10%; negative movement for
sales/business development
professionals

experiencing positive growth and the
city is a hub for the BFSI sector,”
stated Dr Sriharsha A Achar, chief
people officer, Apollo Munich Health
Insurance.
Political unrest
and its impact on
hiring
Hiring movement is also dependent
on the country’s socio-economic and
political stability, believe experts.
Every time the country goes through
an economic turmoil or political
disruption, industries bear the brunt,
in terms of hiring and business
operations. “The job market in Delhi
NCR region has been hit primarily as
the economy is poised on the cusp of
change, with the impending general
elections. Businesses that are
especially sensitive towards the
political-economic fallout of the
impending elections are the ones who
have shown negative hiring
numbers,” confirmed Dr Achar.
However, others offer different
reasons altogether. Hamsaz Vasunia,
head-HR, DCB Bank, stated, “Hiring
has grown in Delhi NCR, especially
for the junior to mid-level (fresher to
senior manager) BFSI professionals;
senior-level hiring perhaps has
witnessed some negative activity in
this region, over the past one year.”
Commenting on the TimesJobs.com
RecruiteX data, Dr Achar said,
“Hiring in Delhi NCR has been low as
the last quarter of the fiscal generally
saw a downward trend.”
Some of the other trends, as pointed
out by Sridhar K, senior vice
president, BFSI, TalentSprint:
l Fresh investments not happening;
resulting in slow hiring in a lot of
locations
l Highest volumes of investment
continue to happen in the
institutional segment, as a result
Mumbai’s hiring number is on
the top
l Due to the split between public and
private sector banks, we see positive
hiring trend in Chennai
l Eastern India continues to be a slow
player in the BFSI segment
Targeting the
‘unknown
territories’
All the experts cumulatively foresee a
trend where hiring will pick up pace
in tier II and III cities in the days to
come. “For public sector banks, there
will be a lot of hiring in unknown
territories,” suggested Sridhar. In
addition to this, Srikanth Rengarajan,
executive director and president,
ManpowerGroup India, said,
“Ahmedabad, Indore, and Jaipur were
the top three tier II cities in 2013.
Collectively the three cities accounted
for around 2.5 lakh jobs.”
Unlike earlier times, when job seekers
used to be restricted to 2-3 locations
only, they are now more flexible and
look out for growth prospects, even if
it lies in some tier II, III locations.
Salary is also not a challenge
anymore. Vasunia added, “Salaries of
bank employees in these locations are
strangely found to be at par with that
offered in Mumbai. Since, the banks
don’t get skilled workforce easily, they
end up offering higher packages to
the ones they actually identify.” She
believes that this trend will continue
in the coming years with a lot of
people slowly migrating to these
locations.
Seeking domain
expertise
TimesJobs.com RecruiteX data
indicated that during July to
December 2013 both fresher (less than
2 years experience) and mid-level (2-5
years experience) hiring remained
constant; with a growth rate of
6 and 5 per cent respectively, when
compared to the previous year. The
upper mid-level professionals
(5-10 years experience) also remained
somewhat similar with a growth rate
of a meagre one per cent. This slow
hiring indicates a lot of things.
According to Dr Achar,
“Organisations are going to slow
SALARY METER
(figures in lakhs)

down fresher hiring as their focus is
primarily on hiring niche skills at
junior or entry levels.” He further
added, “The hiring sentiment for mid-
level professionals remains subdued
as there aren’t enough opportunities
available. Although the market
requires experienced hands to
manage a tougher business
environment, the movement of talent
at the mid-level remains slower
compared to junior or senior level
professionals.”
When it comes to talent retention, the
BFSI industry faces a lot of
challenges. Mostly, due to high rate of
attrition. According to experts,
aspirations among candidates in
private sector banks are much higher
and they tend to switch jobs
frequently; attrition is highest among
2-5 years experience category.
Vasunia points out some of the
challenges:
l Gen-Y employees are only looking
for growth; not so worried about
stability
l Large demand for similar skills in
other industries
l Poor salary structure for front-end
sales professionals
Motivation and growth opportunities
are two factors which help
organisations to retain skilled
employees. Some other ways to
motivate employees:
l Focusing on the freshers and
mapping out their careers is very
crucial to retain talent
l Training and skill development at
this level delivers immense value to
an organisation’s overall
development
Role based
hiring
There is a clear demarcation between
the roles offered in public and private
sector banks, said experts. Roles
also change depending on the
bank location.
Based on the TimesJobs.com
RecruiteX, we see some of the
following trends:
l BFSI and accounting/finance
remain the top functional areas in
terms of demand
l BFSI functional area witnessed an
overall growth of 6 per cent,
followed by accounting/finance
with 8 per cent growth
l Sales/business development had a
fall of 2 per cent during this period.
Heavy demand was observed for
IT/Telecom functional area with a
growth of 10 per cent
Overall, the industry continues to
look at hiring candidates to fill
front-end sales positions. Some of the
common roles in the BFSI industry, as
Rengarajan pointed out are:
l Process developer/analyst/senior
process developers/sales &
marketing
l Business analyst
l Finance analyst
l Banking operation and client
servicing
l Senior analyst
l Quality assurance
l Auditing & assurance servicing
“There has been huge demand for
relationship managers also,” added
Vasunia.
Industry ready
or not
Companies find it difficult to get
candidates with the right set of basic
skills and working attitude.
While companies can train these
candidates on board in some cases, in
a lot of cases, on-the-job training isn’t
enough. Some common skill gaps as
observed by industry leaders:
l Poor command over English
l Basic domain knowledge in the
All the experts
cumulatively foresee
a trend where hiring
will pick up pace in
tier II and III cities in
the days to come. For
public sector banks,
there will be a lot of
hiring in unknown
territories

respective fields (including,
understanding the role of banking
in Indian economy, players in the
market, public v/s private banks,
different kinds of customers such
as urban, rural and their needs)
is lacking.
l Selling skills and sales effectiveness
l Lack of confidence and ability to
handle pressure
l Poor problem solving skills
l Not willing to get into a sales role
Road ahead
This industry is known for not
making easy predictions; and when it
comes to making recruitment
predictions, it’s all the more difficult
to foresee. Just by looking at the trend
so far, we can look forward to yet
another year of uncertainties, with
growth prospects in few pockets.
One thing which can assure heavy
recruitment, this year, is the new
banking license. A lot of new jobs are
expected to pour in, especially in the
public sector banks, according to
Rengarajan.
l Increased hiring in tier V and VI
cities
l Increased knowledge-based hiring
l More women professionals will
secure banking jobs
l Average salary hike is expected in
single digits; while top performers
can expect a pay rise of around
15-20 per cent
l Recruitment trends depends on
business growth. We clearly see
focus on agency and direct business.
This will be important because both
these channels help the company
own the customer and thus will be
in focus from talent acquisition
perspective.
l This may sound clichéd but
technology is going to be the biggest
game changer for recruitment.
l Companies will focus on reaching
out to passive job seekers in more
efficient and cost-effective ways.
l Another game changer for
recruitment in 2014 will be the
source of talent, that is a mix of
within and outside the industry.
This is a balance that will be critical
in cost per hire, employee
productivity and attrition.
industry?
The industry in India is in the phase
of wait and watch. The compensation
trends in the industry are expected to
remain stable over a period of time
till we witness a surge in the growth
trends. Increments in the 2013-2014
cycle are expected to be better than
last year. However, the increase is
expected to be marginal. The future
compensation trends, within the
industry, appear to be strongly linked
to growth.
Companies will pay higher
increments and variable to high
performers. So, while increments may
remain more or less same as last year,
distribution pattern and percentage
allocation at individual level is likely
to undergo change.
Most players in the industry are now
looking at exploring newer avenues of
business generation, primarily
amongst online and direct to
customer model. The social platform
will be key to target such customers.
Also, there is increasing significance
of global functions such as audit,
human resources, actuarial and risk
in the overarching organisational
strategy.
India surely has surplus of resources
but shortage of skilled talent. I think
the biggest agenda related to work
force is workforce motivation and
productivity. Every business is in
consolidation phase and looking at
productivity very closely. To counter
this challenge, hiring the right person
for the right job with the right
attitude and skills is paramount.
Another key challenge is to develop
and drive an agenda within HR,
which is able to make the
organisation relevant to the diverse
workforce. This diversity is in terms
of expectations, ambitions, aspiration
and view of growth and success.
The ability to meet the same will
have a significant impact on
engagement, productivity and
retention of workforce
I can clearly see certain new skills
like understanding of customer
behavior in the online space,
marketing and advertising using
online/social platforms, identifying
newer and younger customers and
newer tools of customer
communication and services will
become critical. People with
technology acumen, knowledge of big
data analysis and network
intelligence will be preferred to take
things to the next level.
The biggest USP of our industry is
accelerated growth for the deserving
on all parameters.
Amit Malik, director-HR, Aviva India
Expert Speak

BPO/ITeS
19

T
he BPO/ITeS industry has to provide an
end-to-end offering, a complete blend of
services, products, solutions and
platforms to remain competitive. On the hiring
front, it will largely be ‘just-in-time hiring’.
Recruite
‘READY TO
DEPLOY’
TALENT WILL
BE kEY TO
SUCCESS IN
THE SECTOR
A
fter the guarded optimism of
the past couple of years, the
BPO/ITeS sector can finally
look forward to growth and better
opportunities in the current financial
year due to the positive outlook of the
global economy.
According to NASSCOM, changing
business models, emergence of new
technologies, buyer segments and
solutions for emerging markets will
help India retain its position as the
global sourcing leader and an
emerging trustworthy innovation
hub. Increase in global technology
spending and opportunities created
through adoption of disruptive
technologies are expected to propel
growth in FY2014.
In the past few years, the Indian ITeS
industry has taken cognisance of the
changing business scenario and
adapted to develop solutions,
customised to client requirements.
This focus on value added, domain
centric solutions is what dictates the
demand and supply of talent in this
industry.
Change in
hiring model
RecruiteX data, from July to
December 2013, the Delh NCR region
showed a 15 per cent growth in
demand for talent, Mumbai witnessed
24 per cent growth. However,
Bengalaru and Hyderabad, the
traditional strongholds of the ITeS
industry, showed a decline in demand
for talent.
“The data for talent demand and
supply is in sync with where the
industry is going. In 2013, the focus of
the industry was on innovation and
customer experience, they’re not
order takers anymore but value
creators. The demand for talent also
reflects that the industry is hiring
people with domain expertise. The
changing business model has forced
the industry to rely on ‘just-in-time
hiring’ or hiring closer to demand. As
an industry, the BPO/ITeS sector is
still adding jobs but the overall
scenario has had an impact on job
creation,” explained Sangeeta Gupta,
senior vice president, NASSCOM.
Industry experts added that while the
industry is adding jobs in tier II and
III towns, the volume is not high
enough to indicate a trend. “Jobs are
increasing in tier II towns but not
at the cost of urban centres, so I
wouldn’t say jobs are moving,”
said Gupta.
Key findings:
> Delhi NCR region showed a 15%
growth in demand for talent. However,
Bangalore and Hyderabad, the
traditional strongholds of the ITeS
industry, showed a decline in demand
> Jobs are increasing in Tier II and III
towns but not at the cost of urban
centres
> Campus hiring may continue to be
under pressure next year too as more
and more companies resort to ‘just-in-
time hiring’
> Salary hikes this year is expected to
be in the range of 8-10%

RecruiteBI-ANNUAL RECRUITMENT REPORT Recruite
Raghavendra K, vice president and
head-HR, Infosys BPO, added, “We
continue to hire in Bangalore, our
numbers continue to grow in the city.
However, there are tier II towns where
opportunities have grown, in the
south in particular there is
Begumpet, Hyderabad, some small
locations between Bangalore, Mysore
and Chennai.”
Industry experts attribute the overall
fall in number of hires in the
BPO/ITeS industry to the propensity
of the industry to hire ‘industry-
ready’ talent. Earlier companies used
to hire a large number of freshers
from the campus and ‘benched’ them
till they became billable. These hires
were utilised only when a project
came. Now, companies want to hire
only when a deal is about to close, to
keep profit margins high.
Dun & Bradstreet, in a recent study,
explained that transforming business
scenario has led to a shift from initial
full-time employee requirement to
fixed price or subscription based
pricing models and now towards non-
linear models such as hybrid based,
gain-share, transaction or outcome
based and pay-per use models. In the
near future, the industry is expected
to witness increased acceptance of
these new-age pricing and business
models that will help clients control
cost and leverage the benefits of
resource pooling.
Experts also added that campus
hiring may continue to be under
pressure next year, as more and more
companies resort to ‘just-in-time
hiring’.
Domain
expertise trumps
experience
TimesJobs.com RecruiteX data also
indicated that despite the overall
decrease in demand for talent, the
BPO/ITeS industry was among the
few industries that added to the top
rung of the industry in the second
half of 2013.
“This can be attributed to the
changing nature of the industry. We
have gone from a cost saving centre,
with plain vanilla services to high-
end, technology-led, bordering-on
consulting services,” explained
Raghavendra K.
He added that there is an increased
depth and breadth of services with
multifaceted offerings, which include
data analysis and more end-to-end
services such as consulting, business
transformation and optimisation.
“The industry is providing value-
added, domain-centric solutions and
technology-enabled platforms. For
this we need to hire domain specific,
vertical specific talent to lead these
businesses,” stated Raghavendra K.
Industry experts added that while
demand for domain experts will only
go up, the salary hikes this year also
will be in the range of 8-10 per cent.
Companies will however, remain
focused on lateral hiring and will be
keen to get their new hires into the
billing cycle, as fast as possible.
Where the
growth lies
In the July to December 2013 period,
the industry also witnessed a surge
in demand for professionals in the
banking and insurance functional
areas.
“The industry is looking for
professionals with niche skills as
more and more specialised work
comes to India. The next surge of
growth will be from higher value
services and non-linear growth,”
said Gupta.
Services that are being outsourced
to India have also evolved from the
volume driven, low end of the
spectrum.
Industry experts point to the Legal
Process Outsourcing (LPO) as being
one such value driven service, the
offshore revenue of which is expected
to be US $ 1.1 billion in 2014.
“In our vertical, opportunties for e-
discovery, litigation support and IP
professionals will be high. Our
SALARY METER
(figures in lakhs)

challenge is to demystify the LPO
world for job seekers,” said Suruchi
Maitra, VP-HR, UnitedLex India.
As for other roles that will be in
demand in 2014, Gupta added that
data analytics, data mining and social
media will create the maximum job
opportunities in the ITeS sector.
“We believe that domain led, vertical
led talent will be in demand. There
will be a huge surge in demand for
talent for the LPO, KPO verticals,”
said Gupta.
However, the industry has to wake up
to the fact that we have to provide an
end-to-end offering - a complete blend
of services, products, solutions and
platforms.
“We are very bullish about this. Only
3-4 large players who understand this
market reality will remain
competitive and continue to grow,”
said Raghavendra.
He also added that some other trends
that will dominate the talent
landscape of the BPO/ITeS industry
in the coming year will be:
l The impact of social media in the
talent domain will be huge. It will
change how we source, hire, engage
and retain talent. There will be a
shift from the traditional print
media towards online mediums.
Organisations will have to have a
definitive strategy around how to
harness the power of social media.
This will, however, not diminish
other traditional methods like
employee referrals.
l In the past, organisations were
willing to hire large numbers and
train them, but they will now rely
more on ready-to-deliver candidates.
We follow a blended model – we hire
and train for certain roles; and
prefer ready to deploy talent for
others.
l Attracting and retaining skilled
professionals, developing
managerial capability to take this
industry to the next level and
retaining high performers will be
on the top of the talent agenda of
every progressive organisation.
l One of the biggest challenges for
any organisation is finding leaders,
thus, succession planning will be
critical to remain competitive.
l This includes developing a talent
pipeline and pre-empting and
addressing specific talent gaps.
Organisations will have to analyse
the market, identify talent gaps and
develop the capability of managers
to fill those gaps.
Way forward
Over the years, verticals such as
manufacturing, telecom, insurance,
banking, finance and lately retail,
have been the growth drivers for
this sector.
To add to these, future growth of
IT-enabled services will be fuelled by
the verticals of mobile applications,
healthcare, energy efficiency and
sustainable energy.
While the first spurt of growth in
the Indian BPO/ITeS space can be
attributed to the cost and quality
advantage, the next US $ 100 billion
will be a combination of higher-value
services, greater efficiencies,
verticalised structures, and end-to-
end offering, believe industry
experts.
India's IT-business process
outsourcing (BPO) industry revenue
is expected to cross US$ 225 billion
mark by 2020, according to a
Confederation of Indian Industry
(CII) report. Focus will be largely on
up-skilling and innovations.
Growth drivers:
l Large investments in innovation
l Focus of the government and
industry bodies on skill building
l IP creation
l Development of IT infrastructure
in tier II and tier III cities
Data analytics, data
mining and social
media will create
maximum job
opportunities in the
ITeS sector in 2014.
The industry, at
large, is looking for
niche skills for
specialised functions

RecruiteBI-ANNUAL RECRUITMENT REPORT Recruite
Risk factors:
l Protectionism
l Poor infrastructure
l Lack of sustained effort for skill
development
“We have articulated occupational
standards for job roles for the ITeS
industry and would like to see the
industry take ownership of these
standards. 2014 will be the year of
evangelisation,” said Gupta.
IT spending is expected to
significantly increase in verticals
such as automotive and healthcare
while the government, with its focus
on e-governance, will continue to be a
major spender.
In the year 2014:
l The BPO/ITeS industry exports are
expected to reach US $ 84-87 bn,
growth rate of 12-14 per cent
l Domestic revenues to grow by 13-15
per cent and reach INR 1180-1200 bn
l SMAC (Social media, Mobility,
Analytics, and Cloud) technologies
to fuel growth
l Future of the industry - it has to
focus on a complete blend of
services, products, solutions and
platforms for a stable and
sustainable growth
Over the years, India has emerged as
the key IT/TeS sourcing destination
and it is expected to sustain its
position in the times ahead.
lThe emerging theme in recruitment
trends for 2014 will be for companies
to hire from tier II/III towns and
rural locations. Major players will
consider hiring from rural areas as
the next paradigm. An employable
talent base combined with cost
competitiveness will entice many
companies to recruit from such
locations.
l Depth and business/domain
expertise will form the fulcrum
while hiring mid-senior level
positions, as opposed to focussing
merely on span of control, among
other credentials. The entry level
segment will be hired with acute
cost awareness.
l Free and discounted online
employment portals, more engaging
NGO relationships and reaching out
to talent through popular social
networking sites will be key focus
areas for companies to attract new
talent.
industry?
lVariable payouts across companies.
Short bursts of performance
incentives for entry level staff to
boost productivity/performance
lSome organisations will mobilise
compensation on the basis of ‘role’
as opposed to ‘designation’.
lWhat the market/company is paying
in general may not be the only
determining factor for a company’s
pay-out philosophy. Company’s
performance will be key and
employee performance will be stack-
ranked as the means to a rewarding
performance.
Senior business heads, who are
accountable for overall P&L focus,
operational delivery, strategies, daily
operations, service levels,
people/client management, and
resolving escalated complaints by
internal and external stakeholders,
across multiple locations (globally or
locally) will have the best
remuneration and will be most sought
after in the industry.
The key challenges in our industry
remain employee attrition, and cost
effective staffing of manpower across
levels. Balancing right quality of
resources, at the right remuneration
with speed of hiring would be the key
challenges.
Skills in our industry are directly
aligned with the operational matrices.
Accuracy, quality and speed of
service delivery will be vital for
businesses to succeed with their
customers/clients. Companies will
seek incumbents, at entry level, with
strong working knowledge of MS
Office, customer service orientation
and analytical approach in providing
good customer experience. With
supervisors and lead roles, the focus
will be on how successfully they have
managed service levels, attrition/
absenteeism at work and team/client
management. With business heads, it
will be a strong focus on commercial
awareness and how to balance cost
with superior delivery to clients.
At entry level positions, the key USP
has been in having a strong employee
engagement culture, up-skilling/
cross-skilling the workforce, creating
a platform for progressive growth
and providing a ‘pay-for-performance’
culture. At a supervisory level, work-
life balance, exposure to new
operational roles and providing a
foundation to be ‘next-in-line leaders’
would be the important USPs.
Gurpal Singh, COO, Vertex India
Expert Speak

Consumer
Durable/
FMCG
25

Growth will come from rural dwellers who are
expected to see a rise in disposable incomes,
while urban consumers will continue to be
affected by the macroeconomic environment,
in the year ahead.
Recruite
INDUSTRY IS
SET TO mAkE
A RECOvERY
IN 2014
T
he past year saw reduced
consumer spending due to
inflation, muted salary hikes
and the slowdown, which has not only
affected wages but also sentiment.
Discretionary spending has been at a
downslide since 2012, and this trend
accelerated in 2013. However, the
industry is set to make a recovery in
2014 and seems to be gearing up for it
by strengthening recruitment for its
back-end operational functions.
“Driven by growing consumption
in rural and semi-urban areas, the
fast-moving consumer goods (FMCG)
market is set to double from US $ 14.7
billion in 2008-09 to US $ 30 billion in
2014, in order to become the fourth
largest sector in the economy with a
market size in excess of US $14.7
billion,’’ said Srikanth Rengarajan,
executive director and president,
ManpowerGroup India.
TimesJobs.com RecruiteX data for the
period of July to December 2013
seems to reflect the same sentiment.
This data shows that hiring has
increased significantly in functional
areas that provide back-end support
and services.
Interestingly, core functional areas for
the FMCG industry such as
marketing, advertising, logistics/
supply chain management/
procurement and sales/business
development reported little to no
growth in July to December 2013.
Industry watchers and analysts
attributed this trend to what they call
‘the gearing up period’ before the
segment grows significantly in the
coming year.
Increase in HR, PM and IR in
functional hiring:
The areas of engineering, IT/telecom,
HR/PM/IR/training/T&D, witnessed
increased hiring in the July to
December 2013 period.
“This typically happens before the
companies plan massive expansion
in the future. Rapid expansion in
terms of front-end core players and
improved market penetration, can
be achieved if one’s back-end
departments such as HR and IT and
technical staffing are firmly in place.
And this is what we witnessed in
the latter part of 2013,’’ said Rahul
Nene, managing partner,
Unoresource.
Hiring of engineering graduates
increased by 16 per cent compared to
the first half of 2013.
Key findings:
>The sector is strengthening recruitment
for its back-end operational functions
> Maximum hiring happened in the
`freshers and those with less than
two years experience’ segment
> Despite the fact that FMCG companies
are one of the highest paymasters in
India, getting employable personnel
even at the beginner level has been a
key challenge
> Quantity and quality can be met; the
challenge lies in finding the right
talent within the available cost/
budget

Similarly, recruitment in the IT and
telecom departments witnessed a
12 per cent growth, followed by hiring
in insurance/financial services,
which reported a 10 per cent increase.
Other key back-end support functions
that witnessed increased hiring
included HR/PM/IR/Training and
T&D, which registered an eight per
cent growth in July to December 2013.
lReiterating period of consolidation
lRenewed focus on hiring quality and
culture-fit
Conservative
hiring across
geographies
A closer look at hiring trends in the
FMCG industry, across geographies,
in the period of July to December 2013
also throws up some interesting facts.
Hiring in the FMCG sector in
Mumbai and Pune increased
significantly in this period as
compared to the first half of 2013.
While hiring in Mumbai reported a
24 per cent increase, Pune recorded a
30 per cent growth.
Change in geographic trends in
June to December 2013:
In terms of experience, maximum
hiring happened in the `freshers and
those with less than two years
experience’ segment. This segment
witnessed an impressive 30 per cent
growth from July to December 2013.
Hiring was negligible at all other
experience levels.
“Despite the fact that the FMCG
segment in India managed to tide over
the recession relatively better, as
compared to their western
counterparts consumer confidence
did witness a severe dip in 2013. This
was primarily due to high inflation.
This resulted in the segment adopting
a conservative approach to hiring and
expenditure,’’ said Nene.
He added that we also need to
understand that traditionally this
is a segment where top-level
movement is rare.
lFocussed lateral hiring
lPeriod of consolidation and caution
Recruitment
challenges
Despite the fact that FMCG
companies are one of the highest
paymasters in India, getting
employable personnel, even at the
beginner level, has been a key
challenge faced by the segment,
especially in the last few years.
At the freshers level: Mismatch and
lack of exposure to the industry,
resulting in extended training and
consequent expenditure.
Mid segment: Lack of interpersonal
and team management skills
According to Manish Singh, head HR,
Haier India, “Quantity and quality
can be met, the challenge lies in
finding the right talent within the
available cost/budget.” He added that
while it is easy to benchmark in terms
of product and market share, it is way
too difficult when it comes to people.
HR challenges: Skill requirements
and technology training
With the FMCG sector in a pro-active
aggressive mode to make further
inroads into rural and semi-rural
segments, employers are demanding a
lot more productive, initiative-taking
and efficient people at work.
This has had a direct impact on the
skill requirement and talent search
platforms.
Skill requirement Trends:
l Functional/operational excellence
becoming a prerequisite across the
industry
l Greater dependency on professional
social networking websites for
recruitment
lIncreased training on advanced
analytics, and developing experts on
intuitive predictive technology, so as
to enable businesses to derive
greater value
SALARY METER
(figures in lakhs)

Also, as new technologies emerge, it
has become important to tackle the
skills gap, by providing education and
training on advanced analytics, and
developing experts in intuitive
predictive technology, so as to enable
businesses to drive real value and
insight across the organisation.
“Multinational corporations have
an edge over homegrown companies,
in terms of superior technology
and access to capital but Indian
companies have a better
understanding of rural markets
and a relatively wider distribution
network,’’ said a senior resource at
Elixir Consulting.
He added that in the coming months
in 2014, the Indian FMCG sector may
witness a focused increase in hiring
with rural and semi-rural areas in
mind. This has had an impact on the
July to December 2013 hiring trends
as well.
Thus, functional/operational
excellence has become a prerequisite
in the industry, linked to a high level
of consumer understanding and
commercial expertise, across
the board.
In addition, HR is expected to create
effective innovative strategies that
ensure not just survival, but also lead
to sustainable success. This has
resulted in greater dependency on
professional social networking
websites for recruitment.
“Social professional networks are
catching up big time,’’ said Bhawna
Raina, head-HR, Devices, Spice Retail
Limited. She added that data analytics
is being used for hiring decisions.
Also, in organisations like ours,
internal hiring has played a vital
role in fast tracking growth of high
potential employees.
Going forward, a combination of
technical and soft skills are expected
to be important in sales and
marketing jobs, in addition to
communication skills, attitude,
flexibility and openness to relocate.
When hiring, employers are expected
to focus on the need for these
comprehensive skills for all freshers,
across functionalities.
Talent trends
Compensation trends
l The FMCG sector is expected
to receive double -digit hikes
during 2014
l Increment in salary in the sector
can be credited to the skill-oriented
recruitment that is taking place
l Companies are more inclined
towards hiring candidates with
niche skills and hands on
experience rather than
qualifications
l They are willing to reward high
performers, in order to retain
top talent
Top functions:
l The fastest growing segments of
employment, by function in 2014 is
expected to be sales, customer
service and logistics
l According to industry insiders,
freshers can find most jobs in
the sales and marketing domains,
going forward
l The social media experts, digital
marketing specialists will be
significant hires in most of the
areas in the consumer durable
and FMCG sector
Challenges for employers:
Following are some of the priorities
on the agenda of business heads:
l The need to encourage out-of-the-box
thinking and originality, right from
the time that prospective employees
are in academic institutions is one
of the ways being adopted by
industry players
lEmphasising the need for full time
internships or projects is the other
methodology that has been adopted
to a greater degree
The consumer durables sector raked
in revenues worth US $7.3 billion in
FY12. Growth has been healthy over
the years, recording a compound
Rapid expansion and
improved market
penetration can be
achieved if an
organisation’s
support functions
such as HR and IT and
technical staffing are
firmly in place

annual growth rate (CAGR) of 10.8 per
cent over FY13-12. The market is
expected to double at
a CAGR of 14.8 per cent to reach
US $12.5 billion in FY15 from
US $6.3 billion in FY10, stated a report
by India Brand Equity Foundation
(IBEF). Rural and semi-urban
markets are likely to contribute to
most of consumer durables sales.
Consequently, industry analysts
expect the sector to post a CAGR of
15 per cent over 2010-15. Increasing
electrification of rural areas and
wide usability of online sales would
also aid growth in demand, added
the report.
According to a IBF report, the
Consumer Durables/FMCG market is
going to be US $ 33.4 billion in 2015.
Burgeoning Indian population,
particularly the middle class and the
rural segments, presents an
opportunity to makers of branded
products to convert consumers to
branded products.
Currently, only a small percentage of
raw materials are processed into
value-added products, even as the
demand for processed/convenience
food is on the rise. This demand-
supply gap indicates an untapped
opportunity in areas such as
packaged and convenience food.
Demand for consumer durables in
India has been growing on the back of
rising incomes, and experts predict
this trend to continue in future,
leading to rise in manpower demand.
recruiting?
Top recruitment trends in 2014:
lLateral hiring at middle and senior
level will go up
lThere will be an increase in
university recruitment and the
industry will go for best colleges, but
the high-focus area will be tier I and
II colleges
lEmployee referrals surely are a
burgeoning trend, however, this year
focus will be on how fresh talent is
tapped
lRetention and development of key
talent will be in focus as attrition
level in our industry is very high
lHR managers have to be creative in
deploying the Employer Branding
Strategy and make integrated use of
resources to make its reach wide and
targeted
The game-changers:
lSpeed of the entire job offer process;
clarity in the offer and making the
candidate understand the job role
lStrong EVP (employee value
proposition), creating employee
brand-ambassadors and making
hiring a pleasant experience
lEngaging and coaching employees
lEmployers have to become
information intensive to attract
talent
industry?
According to reports by Aon Hewitt
and Deloitte, increments in our
industry will be better than last year.
Considering the current economic
outlook, the increments will be in the
range of 11 to 12 per cent this year.
Top performers across functions will
get 3 to 4 per cent more. Also,
employers’ focus will be on total
rewards compensation, which will
include providing stock options to
employees (as it is directly linked to
company’s performance) and
financial rewards will be better.
Amongst core professions, engineers
with specialisation in niche functions
such as solutioning, architects for
techno commercial customer
solutions, and embedded firmware
storage will get better compensation.
Similar to other industries, sales and
marketing will remain in demand.
Especially, personnel with experience
in marketing technology (pre-sales)
and social media marketers will be in
demand. Demand for HR
professionals will also go up.
lTo create an engaging work-culture,
which can promote risk-taking
ability in employees
lHiring and retaining skilled talent
will remain the key differentiator for
competitive advantage
lTalent development initiatives have
to move faster, managing aspirations
of young employees and promoting
young leaders will be in focus
Specifically in our company, new skill
sets we will be looking for are digital
smart storage, new solutions in
combining hardware and software,
and memory technology. Customer
engagement will be very critical. Hot
data (cloud computing) and cold data
are the emerging technologies.
The biggest USP is leading
innovations and doing multiple things
at the same time.
Supria Dhanda, director-Human Resources,
ScanDisk Corporation
Expert Speak

Project/
Infrastructure
31

E
xpected rise in projects being planned
across in most state capitals, in the
railway and metro segments, an upswing
in demand for people with technical expertise
in design and execution is anticipated.
Recruite
SPECIALISTS
TO BE IN
DEmAND
IN 2014
T
he Indian Infrastructure
segment is vital for the
development of any nation and
hence, is a focus sector of the policy
makers of the country. However, 2013
was a dull year for the Infrastructure
industry, both in terms of business
operations and recruitment.
The industry reported a 17 per cent
drop in demand during the July to
December 2013 period. It was only
second to the Construction sector,
which reported a 22 per cent drop.
According to Andleeb Jain, group
head-HR, Isolux Corsán, the double-
digit drop in demand was a result of
multifold challenges being faced by
the industry, not only in India, but
globally. He explained:
l The Infrastructure sector is passing
through some challenging times,
not only in India but also in major
global economies, including Europe
and other nations
l The multifold challenges being
faced by the Indian Infrastructure
sector include, slow decision
making process for PPP projects,
land acquisitions, environment
clearances and apprehension on the
part of financial institutions to lend
to the Infrastructure sector
l Since, the demand of talent in the
Infrastructure sector is mainly
driven by the order book, any fall in
the order book, or stalled projects,
leads to fall in demand
l There are many projects in areas
including, power, roads and metro,
which are stuck or have been
scrapped due to the issues discussed
above and this has directly affected
manpower intake
Overall, the demand graph remained
below the base level of 100 points
(recorded during December 2010) all
through the year. “The Infrastructure
sector had increased their project
plans in 2013. But the issues related to
inadequate raw material supply, land
acquisition and bureaucratic delays,
resulted in double-digit drop in
demand in this sector,” reasoned
Siddhartha Pandey, chief people
officer (group head HR), Bhushan
Power & Steel Limited.
Sluggish supply
scenario
The industry was among the few
industries to witness drop in supply,
as well. The drop in job-seeking
activity was largely attributed to
cautiousness among the workforce.
Key findings:
> Demand index registered 17% drop in
demand during the July to December
2013 period, supply too was sluggish
> Support functions were in demand,
while core functions took a back seat.
However, demand for core functions
is expected to pick up by the end
of 2014
> Pune reported a 30% increase in
hiring, as Delhi NCR witnessed
highest drop in demand
> Hiring will continue to be conservative
for middle and top level candidates in
the year 2014

“People are very cautious in terms of
job change. Salary increase is not a
major attraction for job change, but
getting salary on time, and also
perceived risks in a job change, in
today’s scenario, is keeping people
where they are,” said Jain.
The industry reported a 19 per cent
drop in job-seeking activity during
the July to December 2013 period.
“Infrastructure is one of the largest
employment generators, with more
than 30 million employees.
Incremental workforce was also
estimated to increase at the rate of
more than 3 million per year. But, the
main problem of this sector lies in
manpower sourcing. In addition,
there was shortage of contractors in
2013. The issue is not lack of interest
of job seekers in the sector, but the
actual challenge is recruiting the
right talent at the right position,”
articulated Pandey.
Core functions
to pick up pace
In terms of professions, except for
accounting & finance and IT, all other
functions have reported a drop in
2013 period. Jain mentioned that the
absorption rate for other functions
have definitely slowed down, but
an increase in the accounting
functions can be attributed to
various reasons:
l Companies getting multiple small
contracts, rather than one large
contract
l Diversity of clients
l Diverse geographies and product
verticals
“The core (brick and mortar) profiles
will again start to experience demand
towards the end of 2014, when the
overall scenario of the sector is
expected to become better. “In terms
of the recruiting agenda of the
companies in 2014, I think it will still
be a wait and watch policy, especially
for mass hiring,” he added.
Jain stated that with a rise in the
number of projects being planned,
across most state capitals, in the
railways and metro segment, an
upswing in demand for people with
technical expertise in design and
execution is anticipated.
l Core functions such as engineering
reported a 10 per cent drop
l Despite the drop in demand,
engineering professionals clocked
maximum share (57%) in total job
postings during the period
l Support functions including
accounting & finance and IT
reported a rise of 28 per cent and
14 per cent respectively
l IT/telecom professionals reported
11 per cent rise in demand
Another reason for low hiring
number, as experts at various
TimesJobs.com Conversations have
pointed out is that the Infrastructure
industry is currently struggling with
a huge problem of skills gap.
Employability is a key challenge,
today, since most of the employed
workforce doesn’t have any vocational
training. They asserted that the
sluggish global economic scenario has
resulted in heightened demand for
skilled professionals.
Experts have suggested that India
needs to enhance the quality of
vocational education and training in
the Infrastructure sector.
Besides, there is a need to improve the
efficiency and quality of education
and training services, to the meet
industry standards.
Low attrition,
slow hiring
Amid uncertain global scenario, most
organisations in the Infrastructure
sector focused on employee
engagement and retention, rather
than new hires.
However, there has been growth in
demand for freshers (less than two
years experience) in the industry,
while all other experience categories,
including mid-level and senior level
candidates reported a drop, during
the second half of 2013.
SALARY METER
(figures in lakhs)

BI-ANNUAL RECRUITMENT REPORTRecruite
According to Jain, “For middle and
senior level positions the factors
affecting the demand is job creation
itself. The number of new jobs being
created in market in this sector has
reduced in the last couple of years, for
obvious reasons.”
However, he added that this is a
purely temporary phenomenon and
by the end of 2014 things are expected
to change, with the new government
in place.
Pandey attributed the drop in demand
at the middle and top level to lower
attrition rates. Pointing out other
reasons for growth in demand for
freshers and drop in mid-level and top
level hiring, he added:
l Organisations now are looking for
long term association with
employees, hence, the focus is more
on engagement, thus, slow hiring at
middle and top level
l Emphasis is more on freshers
because the payout is low and they
can be trained and moulded
according to organisation’s needs
l If the supervisory level is efficient,
good output can definitely be
extracted from fresh graduates
Candidates with less than 2 years of
experience reported a 30 per cent
increase in demand during the July
to December 2013 period.
While the demand for 2-5 years
experience category was stable, the
over 20 years of experience segment
witnessed 27 per cent drop in demand
for talent during the July to December
2013 period.
Jain believes that middle and senior
level positions will continue to
witness conservative hiring in 2014.
Volatile political
environment
affected hiring in
Delhi NCR
While Delhi NCR witnessed a steep
fall, Pune reported the highest growth
in demand in the sector, during the
July to December 2013 period.
Pune reported 30 per cent increase in
2013 period. Pandey mentioned that
previously Pune was a hub of the
Automobile sector, therefore the job
opportunities in the city were limited
and more automobile centric.
But with recent change in
government policies other sectors
such as IT and Infrastructure have set
up base in the city and the job market
is improving at a steady rate.
According to Jain, “There are new
job hubs emerging in this industry,
where state governments are putting
emphasis on infrastructure. These
locations are attracting companies
because of low cost of living,
enhanced connectivity and other
such factors, and Pune is one
such city.”
He added that other cities such as
Jaipur, Raipur, Ahmedabad, Bhiwadi
and Kochi are also experiencing lot
of growth in terms of infrastructure.
Attributing the fall in demand in
Delhi NCR largely to political
instability, Jain added:
l Delhi being the capital is greatly
affected by any sort of political
volatility and thus key sectors such
as Infrastructure suffer
l Lack of land availability, and cost
are among the key reasons for drop
in demand in Delhi NCR
l The upcoming townships in the two
neighboring states, including
Bawal-Manesar in Haryana and
Greater Noida has also taken away
sheen from Delhi NCR
New policies to
improve industry
prospects
According to the Planning
Commission report an investment of
US $1 trillion for the Infrastructure
sector is projected in the 12th Five
With rise in number
of projects being
planned, in the
railways and metro
segment, an upswing
in demand for people
with technical
expertise in design
and execution is
anticipated

Year Plan, with 40 per cent of the
funds coming from the private sector.
Dr K Panduranga Rao, group head-
HRD & Administration, IVRCL,
during one of the TimesJobs.com’s
High Tea sessions highlighted that the
development of the country mainly
depends on the Infrastructure
industry. It plays a vital role in
shaping the face of the country.
“In the next 25 to 30 years there will
be a lot of demand for talent in this
industry. While the industry is going
through a rough phase, currently,
the new government policies will
definitely aid the growth of this
sector,” he asserted.
According to Pandey, “In 2014 the
Infrastructure sector is expected to
create employment across different
functions, which will bring in good
prospects for engineers.” He added
that the upcoming elections would
bring about necessary changes to
revive the industry from this dull
economic phase.
l India's focus on infrastructure over
the last decade made the country
the second fastest growing economy
in the world
l Liberalisation of foreign direct
investment (FDI) norms has been a
key step by the Indian government
to revitalise the Infrastructure
sector
l The industry will witness a growth
in demand for specialists in
verticals of Infrastructure in the
times ahead
What will be the game changers
in recruiting?
The top recruitment trends in 2014
include:
l The recruitment has considerably
gone down in the last two years and
there is no sign of improvement at
entry or middle level till May 2014
l There is not much hope, till
government spending doesn’t go
up as most projects are stuck due
to environmental clearances or lack
of funds
l The biggest gamechanger will be
if the government speeds up the
decisions on the infrastructure
projects and financial modeling
is done
l Employee referrals will be the most
effective talent sourcing medium in
the industry. In our company, we
have mapped all the potential
employees from the available talent
pool and approach them and
monitor them via our own database
with the help of in-house software.
Though, the process is time-
consuming, it helps us in capturing
niche talent. For senior positions,
we use consultants as we can’t
approach them directly
industry?
Compensation outlook for 2014:
l The overall raises will be 8 to
9 per cent in our industry
l At entry level, it is expected to be
upto 20 per cent to keep the gap
minimum with sectors such as IT,
Software and Pharma
l In our type of industry, top jobs are
the ones which drive the revenue
stream of the organisation
l The highest paid jobs will be
contract management, quantity
surveying, business development
and tendering
The key challenges that every HR
head in our industry should have on
top of their workforce agenda in 2014
include:
l In the present business scenario
in the Infrastructure industry,
the focus should be on ‘efficient
execution’, which means one
needs to execute at minimum cost.
Even lower than the tendered or
budgeted cost
l Contract management should
have clear provisions on costing
and expenditure. In order to do
this, HR managers are looking
for talent/resources who are
able to multi-task and take
responsibility in multiple
functions
l Another important area of focus
should be to move beyond under-
performance
l In India, there are very few courses
for construction or contract
management
l As Infrastructure companies are
eyeing efficient execution of
projects, it is critical that the new
breed of civil engineers should also
be trained for commercial
appreciation of the projects from
the beginning
l As most of our sites are located
100-150 kms away from the nearest
city, the facilities provided at sites
such as accommodation and
recreation are the biggest USP
l Also, leave quantum, free food and
lodging and better salary are added
advantages
CK Singh, senior VP-HR, Patel Engineering
Expert Speak

BI-ANNUAL RECRUITMENT REPORTRecruite

Retail
37

L
eading retail outlets continue to expand
in smaller towns. This year, companies
are primarily looking at senior-level
employee retention, while encouraging fresher
hiring for front line roles.
Recruite
ExPANSION
PLANS
ExPECTED TO
INCREASE
HIRING
O
ver the past one or two
decades, the Retail industry
in India has seen consumers
moving from small/local stores to
single branded stores to
hypermarkets to large-scale retail
stores and also to online/mobile
retail stores.
As a result, their expectations have
also changed – in terms of getting
quality products and assured
services.
With consumer demands as high as
this, one can expect a sudden rise in
demand for retail professionals as
well. Due to the soaring requirements
at the store and corporate level, this
industry has opened doors for
professionals at different experience
levels.
Since the industry thrives mostly on
product sales, recruiting
professionals or shop floor managers
becomes necessary; most of them
being absolute freshers with zero
industry experience. Due to the
nature of this profession, while there
will always be enough opportunties at
the entry-level, retail companies do
find it a challenge to retain these
professionals beyond a year or two.
From July to December 2013, the
industry has witnessed talent
requirements in metros, such as
Mumbai, Hyderabad, Pune, for
entry, middle and senior level
retail professionals.
While some locations continue to see
positive hiring, others have remained
more or less stable, while still some
others have witnessed an unexpected
dip in demand.
However, experts predict that most
retail players will have expansion
plans for FY 2015 and recruitment
numbers will also increase.
According to Nihar Ranjan Ghosh,
executive director, HR, Spencer’s
Retail Limited (RPG Group), “After a
lull of 2-3 years, where companies
were reducing non-performing assets,
all the players are now moving back
and looking at expansion plans, of
course in varying degrees.”
There was also a lot of activity
around fresher hiring (22%), during
July to December 2013; with minimal
movement among senior level
recruitment (-7%). Employee
retention was the primary focus for
most of the retail players. Most
organisations focused on employee
engagement rather than new hires
during the last year.
Key findings:
> In Delhi NCR hiring dropped by 19%
between July and December 2013
> Sharp decline in growth (12%) in
Bangalore during same period
> Significant drop in hiring for
professionals with 5-10 years
experience; 20+ years experience
category saw some movement in
hiring
> Dip in sales/business development
(10%); export/import moved
positively; dip in accounting/
finance (7%)

TimesJobs.com_Recruitex_Bi-annual_Jan-Jun2014

TimesJobs.com_Recruitex_Bi-annual_Jan-Jun2014

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Viewers also liked

Viewers also liked (16)

Similar to TimesJobs.com_Recruitex_Bi-annual_Jan-Jun2014

Similar to TimesJobs.com_Recruitex_Bi-annual_Jan-Jun2014 (20)

TimesJobs.com_Recruitex_Bi-annual_Jan-Jun2014