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Top Trends Changing EdTech Sector

EdTech is defined as the emerging sector at the intersection of Technology and Education. EdTech can be categorized as technology enabled solutions and services that redefine how traditional education is imparted to students at all levels. Let’s get the overall picture of EdTech sector growth in Asia Pacific driven by the middle-class population: Global Spending on Technology by 2025 – USD 250 Billion Invested Every Year in EdTech – USD 4 Billion China Attracting Half of Global Startup EdTech Investment India, USA & China are Major Hubs of EdTech Global Ecosystem Source: EdTech digest, Medium, Global Startup Ecosystem Report The technology drivers that’s pushing this evolving trend in EdTech in India include: Internet Penetration – Increasing reach and lowering cost of inte...

EdTech: Technology enabling Quality education for the masses

EdTech is defined as the emerging sector at the intersection of Technology and Education. EdTech can be categorized as technology enabled solutions and services that redefine how traditional education is imparted to students at all levels. Growing middle class population in Asia is one of the key drivers of EdTech. Here’s a quick snapshot of the sector –       USD 4 Billion invested annually in EdTech       China Attracting Half of Global Startup EdTech investment       India, USA & China are Major Hubs of EdTech Global Ecosystem Source: EdTech digest, Medium, Global Startup Ecosystem Report Growth of EdTech in India is primarily driven by –      Internet Penetration – Increasing reach and lowering cost of internet allows large population to come online and have the a...

Buying HR Technology? Here’s what you should evaluate first!

HR technology is a term that is often used to refer to all kinds of hardware as well as software components used for automation of the HR functions and activities. From employee attendance to background verification, employee payroll, workforce analytics and more, technology is disrupting the way these process function across workplaces. In recent years, HR technology adoption by various organisations across industries has seen an exponential rise. In fact, according to reports by CB Insights, a well-known venture capital database, many investors, in 2016, invested more than a whopping $2 billion in HR technology and platforms alone. With such an impressive breakthrough across many industries, you may have considered jumping on to the bandwagon of HR automation. However, in order to make t...

Buying HR Technology? Here’s what you should evaluate first!

HR technology is a term that is often used to refer to all kinds of hardware as well as software components used for automation of the HR functions and activities. From employee attendance to background verification, employee payroll, workforce analytics and more, technology is disrupting the way these process function across workplaces. In recent years, HR technology adoption by various organisations across industries has seen an exponential rise. In fact, according to reports by CB Insights, a well-known venture capital database, many investors, in 2016, invested more than a whopping $2 billion in HR technology and platforms alone. With such an impressive breakthrough across many industries, you may have considered jumping on to the bandwagon of HR automation. However, in order to make t...

New Technologies for Better Background Screening

Background screening is the need of the hour. With banks getting scammed by employees and a lot of cab drivers being accused of unruly conduct, employers need to be extra careful with whom they hire. It is difficult for HR professionals to conduct background screening on candidates all by themselves, especially when it comes to conducting physical address verification of the employees. A lot of the candidate’s information is available online in public databases which when accessed can save on physical resources. However, to manually go through all the available data can be very time-consuming. How can technology assist in background checks? The new technologies being developed for background verification and screening take a lot of the burden off the HR. With a few algorithms in place, ver...

If it’s About People Then It’s the NASSCOM HR Summit

It was the 15th edition of the HR Summit at the Hotel ITC Grand Chola in Chennai (July 26-27, 2018), themed on ‘HR. Evolution in a Revolution’. Fifteen is good stuff! Fifteen is longevity. Fifteen is about heralding change over one-and-a-half decades.    650 delegates and 50+ speakers graced the occasion this time. Top draws included Preetha Reddy, Executive Vice Chairperson, Apollo Hospitals; V Chandramouli, CEO (Special Projects), Pidilite Industries Limited; Jason Ma, Founder, CEO & Chief Mentor, ThreeEQ; Vikram Bector,  President & CHRO,  Piramal Enterprises Limited; Vineet Agarwal, MD, Transport Corporation of India; Anuranjita Kumar, MD – HR International Hubs, RBS; Dr. Kamal Hassan, Actor & Politician; Manisha Koirala, Actress etc. Yeh Dil Mangey More The 3-in-1 Summit, ...

Importance of Confidentiality in Background Screening

For an industry like the background verification that handles such sensitive data, confidentiality is of vital importance. Background screening companies have personal data of thousands of employees and applicants in their care, and it is their responsibility to ensure that it is not misused in any way and does not fall into the wrong hands. Background screening companies should be able to confidently ensure data security to their clients. This is crucial not only for legal and ethical reasons, but also because of proprietary considerations. If, due to any reason, security of data is compromised, all the three main parties involved are severely affected negatively. First, the individual’s sensitive personal information is leaked and his/her personal reputation could be tarnished. Second, t...

From Peril to Promise – Futureskills Beckons

The Indian IT industry directly employs about 4 million people which also makes it one of the top employers in the private sector. Over the next 4 – 5 years, 60 – 65% of the workforce is very likely to face a major change when their job role transforms, maybe even beyond recognition, for many. The point that needs to be made here is about shifting the narrative from job losses to re-skilling for a future, the harbinger of which has already brought about new but enhanced skill requirements. Granted, many jobs will go away and never to return, but we are really talking about a better future where human skills are optimally utilized as part of a nation’s progress.  9 – 66 – 155 Well, it’s about 9 new technologies to be aced, 66 Job Roles on offer & 155 new skills to be acquired. (Please r...

How HR Analytics play in Digital Age

Today every company is acting on the digital transformation or at least talking about digital transformation. While it is important to drive it by analyzing customer behavior, it is extremely important to understand who from your organization is acting upon it – your employees.   Hence knowing your employees first and then go to explore the outer world of customers, is the best strategy for digital transformation.   HR plays an important role in knowing the employees. As the volume of data available to HR has increased exponentially over the few years. The data on recruitment, onboarding, employee personal data, their training, performance and attrition data can give tremendous insights to an organization.   HR analytics is focused on making the most of the vast amounts of HR data, organiz...

Validity and Reliability: Significant Features of Psychometric Tests

Validity and reliability are two important features of all tests including Psychometric tests. Validity is at the core of testing as it legitimizes content of tests which implies that information gathered from test results is relevant for the concerned topic. On the other hand, reliability defines how consistent a measure is of a specific element, over a period of time and between various test takers. Validity – To label a test as valid it has to pass a series of measures. Concurrent validity: Implying that the test must stand up to previous analysis in the same subject. This relies on previously validated tests. Criterion validity: It measures how well content or qualities being tested may help predict uses in future of the same type; a personality test may predict certain behaviour...

NASSCOM’s HR Trends Survey 2018

The technology industry worldwide is undergoing rapid transformation and to maintain competitiveness, companies are developing their business capabilities across various segments, with a particular focus on digital technologies. The underlying need for the industry is to develop the necessary skills, adjust their business models to changing ways of work, tweak their people practices in the age of the gig economy and redraw their employee growth/engagement framework. In this context, the role of HR is evolving and as expectations from HR change, HR teams are moulding themselves into strategic partners to achieve the organisation’s business goals. In an attempt to articulate this journey, NASSCOM Research has put together a survey to capture this transformation. Request your participation in...

NASSCOM’s HR Trends Survey 2018

The technology industry worldwide is undergoing rapid transformation and to maintain competitiveness, companies are developing their business capabilities across various segments, with a particular focus on digital technologies. The underlying need for the industry is to develop the necessary skills, adjust their business models to changing ways of work, tweak their people practices in the age of the gig economy and redraw their employee growth/engagement framework. In this context, the role of HR is evolving and as expectations from HR change, HR teams are moulding themselves into strategic partners to achieve the organisation’s business goals. In an attempt to articulate this journey, NASSCOM Research has put together a survey to capture this transformation. Request your participation in...

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