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Current Affairs - Corporate Employment Trends Industry Evolution

What is true? Genuineness and pretense are co-existing, hiding behind each other for different reasons

In a nutshell…..
Diversification and adaptation are the only way for Corporates to survive and succeed.
Pandemic has posed a complete array of challenges.

We have observed many Companies beginning from Engineering design to traditional business houses like Tata or Reliance venturing into diverse businesses from Steel or Hydrocarbons to Projects to Fmcg to Jewelry to Textiles. Like the saying goes, ‘Don’t put all your eggs in one basket.’
The other trend is the Companies who have been into Oil & Gas- Engg Design and eventually shifted or accommodated different verticals like Engg Design, PMC, or Survey assignments in Infrastructure – Water supply, Metro, Rail, Highways and Plant Design.

We’ve heard stories of Nokia or yahoo- the impact of resistance to change.
Post pandemic, the term ‘Change’ is replaced by ‘Evolution.’
In the past, the challenges did exist and were never dying. But now, the intensity and nature of challenges have become unpredictable in terms of magnitude or impact. There is no downtime for repair or Turn-around time for the resolution, which can be visible collectively or calculated methodically.

What sounds opportunity today might turn out to be a disaster over time to come. Pricing for services and products might get revised and remain standard for years to come as a survival instinct. The company’s processes will get digitalized; practices will become more stringent. Virtual platforms are being set up to monitor human beings’ performances to be at par with robots. Gauging performances will be easier for the organization because judgment will be only through outcome. Performing will be difficult for employees since every activity is being recorded, and efforts must be infinite. Efforts and time spent won’t be counted; results only will be.

Retrenchment will increase where resources fail to adapt to the new normal on one side. And Attrition will increase at the junior level in search of the old normal. Layoffs for Senior positions are growing on one side to cut costs. On the other side, Junior resources have been vested with higher responsibilities. The Industry has taken this opportunity to clear out the extra baggage – cost-wise and head-count wise. Pandemic has given a genuine reason to exit non- performing or higher cost employees, Doubling the activities and workload for performing employees.

What is true? Genuineness and pretense are co-existing, hiding behind each other for different reasons based on the Industry’s requirement in the current scenario or the expected scenario.

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Current Affairs - Corporate Industry Evolution Sectors

Its high time for social media companies to have regulations. But is this concept getting support the way it needs?

Its high time for social media companies to have regulations. But is this concept getting support the way it needs?

Technology has been progressing and will continue to move – in the right direction with lesser negative influence or in the wrong direction with exponential negative implications. More so when it is an improper influence. The adaptability by society is higher in such a scenario. Social media like Facebook(FB), WhatsApp, Instagram, Twitter, and many more similar platforms have replaced their identity as tools and have gained life’s identity.

You explore the world with print and e- media. Information is useful. But loads of them, right and wrong without any checks and balances, to please or benefit an individual or a group to satisfy their selfish needs. Opinions are standardized and made acceptable with likes and views promotion.

The cultural essence of every community and country is being lost with light speed. Our ability to think independently is dying due to influencers fabricating false information and impacting our thought process.
The concept of being better visible is replaced with an obsession to be visible. The definition of a human’s identity is not what he is in the real world, but what status he is carrying in the virtual world.
The negative social traits of gaining unwanted attention, jealousy, showing off, revealing self, false praises have gained popularity under the mask of sharing happiness with your circle more off an unknown circle.

Billions of people cannot influence or pressurize a handful of companies and few investors to have a valid regulation system. Is money power more, or is it so that these billions of people have turned out to be these social media companies’ army, propagating these companies’ greed and strategy to few more billions.

Well. I believe this is what has been happening for ages. Monarchs, Dictators, and Politicians have always influenced the larger mass. History has time and again witnessed that by the time the realization and judgment of right and wrong were arrived at, billions of lives would have already been sacrificed to the power of manipulation of minds. These companies have continued the legacy by having people power on their side, fueling themselves with the so-called users. These users’ integrity towards their offering to manipulation and ignorance towards their own downfall is commendable. The optimal use is replaced by overuse and abuse in the name of the trend.

Does our society carry the courage to outlaw these companies, imposing them with rules and regulations?

Where are we heading our following generations? We can fight possibly anything when our children’s future is at stake. Why aren’t we joining hands to corner these companies to draw limitations?
Is it because we also are a scapegoat to these companies’ strategies.
We here stand alongside our children waiting to be destroyed together by these forces that aren’t visible from outside but are eating us up from within.

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Current Affairs - Corporate Employment Trends Human Resource Industry Evolution

Industry trends during COVID and Post-COVID

According to Centre for Monitoring Indian Economy 27 million youth in the age group of 20-30 years lost their jobs in April 2020 following a nationwide lockdown to prevent the spread of Covid-19.
Further, 33 million men and women in their 30s lost jobs in April, out of which 86% of the job losses were among men, it said.

In addition to the job losses, pay-cuts, and furloughs, the other trends Industries are adapting are:

  • Deferring any incentives, appraisals to employees.
  • Laying off roles where there are repetitive jobs.
  • Performance-based layoffs due to skill or will issues.
  • Layoffs due to the non-adaptability of employees to post- COVID scenario.
  • Layoffs considering resources on the bench even for 15 days as a burden for the organization and shedding overheads.
  • Decrease of numbers in Support functions.
  • Laying Off Senior People in Senior positions in the age group of 50+ yrs addressing cost and as perceived by the Industry – limitation in the utilization of such resources due to mobility, multitasking, adaptability, rigidity, etc.,
  • Promoting Junior resources to Senior roles due to resource availability at a lesser cost, maximum utilization, flexibility, more accommodative, etc..,
  • Hiring resources across geographies due to Work from home model.
  • Doubling the expectations in terms of deliverable’s and accountability.
  • Transferring Permanent resources to contractual employment – this will reduce the overhead cost for the Companies and retrenchment cost based on future Industry uncertainties that can be well accommodated at lesser cost and no brand defamation.
  • Out-placement of retrenched employees.
  • Engaging skilled white – collared resources on assignment/ day/ month basis is the new trend.
  • Hiring experienced resources at the cost of an entry-level resource.
  • Deferring all Campus hiring offers to infinity.
  • Expanding the job description of new and existing employees.
  • Measuring performance only on results delivered and not on the engagement time.
  • Work from home, not limiting working hours to 9, 10, 11, or 12 hours.
  • Major Companies adopting to Work from home trend due to the cost saved on infrastructure.
  • Expecting Industry ready resources minimizing training time and training cost.
  • Human Resource engaging more in virtual employee engagement platforms.
  • Adopting Project-based engagement through contractual hiring.
  • Building effective virtual platforms of communication to make the Work from home model better.
  • Reducing trial time and adaptability time of any new resource joining the organization.
  • Transfer of employees to the most challenging locations or work area.
  • Bidding with extremely Competitive rates to gain business and sustain.
  • Keeping only the primary and lean benefits to the employees active.
  • Emphasizing on survival than growth.

Every aspect of the industry has undergone substantial modifications. Should it be called New -Normal or New World? But change always is initiated, implemented, adapted, and better successful in chaos.

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Employment Trends Entrepreneurship Industry Evolution Sectors

Impact of COVID on Industries and Job Market. Equip yourself to survive, sustain, and progress.

Job Market and Employment trends have undergone multiple transformations with time due to Recession, Globalization, Automation, and Digitalization. Currently, Industry is going through a tough phase due to pandemic, which has appeared nearly after 100 years.
The whole of the Industry is making assumptions and anticipations based on ever data possible. But unfortunately, most of them are not in alignment with the facts to date.

The changing scenario of the COVID census in different states, mortality rate, key people in politics, Govt or Essential services – tested positive, their duration of recovery, disturbance in the functionality of essential services … all have added to more confusion.

There were predictions made that, the second quarter of 2020-21 will see a considerable recovery. Whereas the job loss has increased, and pay cuts have prolonged till next quarter. Few of the Companies have announced pay cuts till March 2021. Appraisals, Bonus, and Variable Pay, have deferred until infinity.

Sectors most affected like Hospitality, Airlines, Automotive, Aerospace, Retail are struggling for survival. The Recovery Rate of Industries impacted due to COVID is very slow. The cascading effect is creating an enormous blow to the other Industries in the supply chain. Employees with higher Salaries, Senior people with monitoring roles, Support departments, Jobs that can be replaced by digitalization, Business Development roles are on the Target for retrenchments. Campus recruitments stopped for a year.

The positive side of the situation is, Junior level, capable and efficient people are elevated with higher responsibilities and opportunities to perform and acquire more senior roles once the market stabilizes. Most of the jobs are using virtual platforms to interact, reducing cost and time for both organizations and employees. The Industry will further explore and innovate newer means to perform and sustain.

Work from home will, in the future, give opportunities to more people in 2- tier, 3- tier cities, villages to work for MNC’s from their homes. Geographies won’t limit people to smaller or lesser opportunities. Educated Men and Women in small towns or villages will not have restrictions in career growth or opportunities. Lifestyle and exposure will improve in small cities.

Sectors like Pharma, Retail like Grocers, Vegetable vendors, Automation, Digitalization, few Mfgg units, Telecom, Networking, Computer Hardware, Infrastructure have seen the demand. Today’s job market belongs to only those people who can commit and deliver results in the least turn around time with utmost quality, integrity, and accountability. The changing demands and the situation of the Industry will force Companies to expect more from the employees. And Darwin’s theory of ‘Survival of fittest’ and ‘Natural Selection’ will force employees to thrive on competition. New Normal will come with many demands from the employers, better gauging criteria for performances and deliverables

Change is inevitable. One who adapts sooner will succeed, be it an Organization or an Individual. Equip yourself to survive, sustain, and progress.

Categories
Current Affairs - Corporate Employment Trends Industry Evolution Outsourcing Model Sectors

How will Resource Outsourcing/Staffing help the Industry Post –COVID?

How will Resource Outsourcing/Staffing help the Industry Post –COVID?

India has generally seen a trend of engaging blue-collared, support staff resources on third-party/ off-roll/outsourcing/ staffing engagement. Post-2008 recession, the pattern of engaging white collared, skilled resources widespread by the IT Industry but still was limited to IT Industry alone. Post-COVID, the trend of engaging white collared, technical employees into Contractual engagement excluding few Senior Management and strategical roles is envisaged as a necessity and is in demand now irrespective of any sector.

IT Industry shifted to this trend after the 2008 recession based on the following observations.

  • Bench cost was consuming revenues of the Organization affecting the financial health of the Company,
  • Having resources on bench based on the projection of growth didn’t turn out to be a wise decision.
  • Expansion plans delayed due to many factors
  • Competition,
  • Pricing,
  • Clients’ Approvals,
  • Licensing,
  • Global Economic trends,
  • Currency conversion,
  • Downtime between projects,
  • Mapping of the maximum capacity of each resource
  • On the other hand, holding back employees with no complete engagement led to the attrition of resourceful employees, leaving behind only the average people in the stream.

Why is the Non-IT Industry ( Construction, Infra, Energy, etc..,) following this trend 13 years later?

Non-IT Industry, on the other hand, has been most apprehensive about this model. And there have been justifying reasons for the same.

The reasons for non-acceptance were many concerns.

  • Accountability and Integrity of skilled resources on contractual engagement.
  • Gauging of work in manual ways and not digital ways which make it challenging to monitor the process
  • Empathy towards fellowmen for the insecurities in contractual jobs
  • Comparatively smaller players in staffing with an unclear or obscurely defined scope
  • Payroll agencies with only documentation capabilities or partial responsibilities.

Development and transformation was slower owing to

  • Multi-level external challenges
  • Delay in deliverables where the line of activities got disrupted without a possibility of back up or control
  • Support from all departments on time
  • Inventory availability
  • Govt approvals
  • Fund shortage due to delayed receivables from the end client,
  • Change in instructions from management/client since this Industry has been extremely dynamic in nature.

All the above reasons led to resistance to change or non-prediction of uncertainties or inability to collectively assess the cost and business benefit.

In the current scenario, ambiguities are intensified to the extent of the uncertainty raising questions like “IS THERE A TOMORROW? IF YES, WHO ALL WILL JOIN US AND BE A PART OF TOMORROW?”

Limited visibility to the future by even big giants of the Industry, failure of long term plans, long term plans being replaced by short term plans have forced every Company to lie low and sustain. This, in turn, has led to Pay cuts, Lay-offs, Furloughs, increased pressure for people to perform. In such a scenario, the Human nature of sympathy, empathy towards fellowmen, bothering about developing people for long term returns, consideration towards others’ jobs, feeling stressed due to workload have taken backstage. What has been more critical is working towards sustaining the Organization (a foundation which houses employees) through the chaos irrespective of all reasons – genuine, significant, logical or fake, insignificant, illogical.

This situation has led Industry to adapt to staffing/ outsourcing as a stop-gap to cater to the active projects, or newly acquired projects for the next three years. Approximately three years expecting all the cascading effects, chain reactions, transitions, transformations, adaptations to be completed in three years, and implementation of new normal to start functioning successfully.

Hopefully, this opportunity should transform the staffing industry with a place in the Industry as an organized sector- breaking barriers, inventing, innovating, and leading to great opportunities and aspiration to the youngsters to step in this Industry by choice and not by chance. Because decisions are made out of interests, and interests lead to innovation.

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Industry Evolution Uncategorized

Chain-Reaction across Industries, across the globe…


Work from home will hit the retail Industry, and the repercussions will affect the garment factories, and this, in turn, will influence the lives of lakhs of people associated with the Industry developing chaos further.


Generally, we groomed ourselves or embraced a lifestyle to influence and impress people around us. Now that the audience will decrease drastically, the things we’ve purchased till now will last all our lifetime, if the same lifestyle continues.


The economy will prosper because of our spending on luxuries and not necessaries. So what luxuries to be promoted by our marketing folks to support the economy.


People are losing jobs; schools aren’t entirely functional. Since there are online classes, the fee is reduced. But the staff and Infrastructure cost cannot be circumvented. Schools are forced to declare pay cuts for teachers. So, a series of outcomes on various Industry and professionals due to three reasons lockdown, job- loss, and social distancing.


Many such impacts are passing down from our post-COVID lifestyle, which will impact a series of industries passing down from one tier to another.


How do we safeguard these industries?


All our focus is on Industries, which are having an immediate effect- Airlines, Aerospace, Automotive, etc.. Our level of thought process hasn’t reached to the extent of different industries in a row which will be impacted due to the result on one Industry.


We generally have pursued an approach of post-mortem or analysis limited to a specific area, timeline, department, Industry, business, set of people, or society for most of the problems. COVID has forced us to collate all of the issues and find solutions at one go with zero downtime.


We need to analyze the Industry, which will initiate a chain reaction to many other industries involving most populations and affecting the economy the most. Prioritize them. Find addressal towards the same.


Let us see the unseen, envision beyond visibility, and initiate solutions for the forthcoming issues sooner with a seven-dimension perspective.

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A viewpoint which will include collective analysis of impacts on all the associated departments, industries, demographics, geographical areas, culture, Governing authority rules and regulations at all layers. A blue print for predictive progress every year and decade for next five decades has to be put forth by the Thinkers from all Industries, area and at all levels.