5 Corporate Life Lessons from the Mahabharata

Corporate Life Lessons from Mahabharata

Composed somewhere between the 8th century and the 9th century BCE, the Mahabharata happens to be the most significant epic of India. Literary critics have described it as the longest epic of the world. It is ten times’ the Greek epics Iliad and the Odyssey combined.

While the epic may seem a little distant and archaic in present times to many, it’s relevance continues to remain with all till date. The world of corporate business and management is one of the best places where the ethics from the epic be easily applied. From managing business relationships to achieving goals, Mahabharata is considered as the most reliable guide for the corporates that often comes handy in resolving certain issues in the business world.

Some of the major lessons followed in the corporate world from the Mahabharata are explained below:

Corporate Life Lessons from Mahabharata

#1. Choosing/having the right mentor

Once you step into the corporate world, having the right mentor is very essential. Just like Arjuna had Dronacharaya. It is important to have a master from whom you can learn all kinds of skills that will enable you to go ahead and fight your future battles. Have full faith in the mentor and seize every opportunity to learn everything that’s possible. Understand, these are the skills that will prepare you for your future in the corporate world. However, you might have an occasional Eklavya or Karna trying to challenge you. But do not be perturbed.

#2. Teamwork with proper talent

Building a team is not an easy thing. Avoid making the team just for the sake of it. It is important to identify the key areas of the talent that you actually need to achieve your goals. If you have the right talent in place, your team can do wonders. Talent management within a small team becomes much easier. The Pandavas were only five in numbers, guided by Lord Krishna. But they had the perfect blend of everything required to win—talent, proper guidance, leadership, strength, intelligence, flamboyance, and youth.

On the other hand, having a large team with too many members does not mean, they would be the best. Despite having a full-fledged battalion, several strong warriors, a hundred Kauravas were unable to win over the five brothers. The Kauravas perished due to over ambitious nature and lack of coordination. Stay small and grow big.

#3. Believe in second innings

It is often said failure is the pillar of success. True that! Failures would be there in the corporate world. However, one defeat or loss should not be the end of your professional career. Learn from your failures and be strong to bounce back every time you are beguiled or driven out.

The Pandavas were forced to learn the hard way due to the ample differences between the two kin and their kingdoms. Make the most of the experiences and learn from each and every experience, and when time comes display your full armoury and abilities through determination and hard work.

#4. Win the right allies and make promises wisely

Having a right set of loyal friends in the corporate world is the key to creating a long lasting impression and also earn a sterling reputation. If you are alone, without any allies, you have to learn how to protect yourself. And have to get to stay away from controversies/ office politics. In case you are unable to do so, like Abhimanyu, you might turn out to be a victim of a corporate conspiracy. No matter how talented you are.

Alternately, making promises in the corporate world is equivalent to making sacrifices. Always try and stay away from promises that can ruin your professional aspirations. The matter may seem a bit dicey. If you are obliged to promise, you may have to let go many opportunities. On the other hand, if you do not adhere to your promises, you might be labeled as unethical.

#5. Acquire/have the right ammunition

Merely having power/talent might not allow you to win the corporate battle. You have to have the precise ammunition, in this case, the skills. You have to have the skills, tools, and attitude, and must know how to channelize them in the right direction to reap the maximum benefits.

Just as the Pandavas did, when Bhima killed Duryodhana at the indication of Krishna or Yudhisthira lied to Dronacharaya about the death of the latter’s son.

Using the right words, proper action all are an integral part of the corporate life that will earn you respect and enhance your career towards new heights.

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Talent Management Stats and Strategies – Infographic

Talent Management

Talent Management has evolved as a latest HR trend in the recent era. While, the stats reveal there is only 49% employee engagement, 39% developing leaders, 34% hiring the best candidates,   there is lack of integration of HR tools employed by HR leaders. If we go by the stats, 37% companies do not have technical integration for hiring talent and 62% have only some level of integration. Due to this lack of non-integrated systems devised by HR workforce, the end result is ultimately wrong hiring decisions, poor employee performance and similar. At this juncture, right management of talent is essential.

Therefore, employers, recruiters, HR managers and leaders need are advised to employ the best talent management practices this year. Some of the core talent management practices include creating an effective talent pool, justifying the bell curve model, creating a pay-for-performance culture, having a succession plan and so on. All these strategies have been perfectly described in the infographic.

We value our readers’ precious time and hence we have created this visually-appealing infographic that caters all the best practices for talent management. The best part about this graphically-represented data is the information is accurate, crisp and well-defined for our industry leaders.

Scroll through,

Talent Management
Infographic
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Why has HR Technology become as delightful as Apple Pies?

HR Technology

It is perhaps the most ambitious thing to have happened to the human resources of present times. An automated and easy-to-use human resource management system has already become the new standard for the global HR landscape.

Digital disruption and tech trends have been dominating the way human resources functions. The foraying in of applicant tracking systems have long transformed the way recruiting and hiring is done these days.

For example, manual registers and admin work have paved the way for automatic time tracking systems. Thereby, manual tracking outdated. While HR technology in India is almost nearing a decade, its demand is growing year after year.

Some of the reasons why HR technology is growing in leaps and bounds are explained below.

HR Technology

#1. Old is not gold

The typical legacy of the traditional human resources management systems has begun to fade away. And now with the new breed of employees, comprising millennials, human resources professionals are also looking for solutions that are unique, agile and up-to-date. This need keeps the hunt for a robust, web-based cloud HRMS solution.

#2. Cloud is fast catching up

Accessibility to the cloud has become much easier these days. Almost everything is on the cloud today’ – right from social media posts to mobile chats, and even HRMS solutions are no exception. The presence of on-cloud feature enables online HRMS solutions a lot simpler, scalable and less annoying for human resources personnel. Most importantly, a cloud-based payroll solution offers a centralized repository for all payroll and HR operations.

#3. Simple is the new bold HR

For optimum employee engagement and interactions, it is imperative for the HRs to update the HRMS interface on a frequent basis. Smart dashboards, engaging graphs, and insights are some of the key elements of an online HRMS solution to help keep the employees engaged. It is the reason; there is a huge emphasis on the usability and interface of a current generation HR systems be it a resume parser or payroll software.

#4. Tech-driven – mobile, tab and much more!

With the world getting much closer, thanks to the boom of gizmos and gadgets, what do organization do when nearly 50% of your workforce keeps travelling? Go mobile! Leverage the power of mobile recruiting and embrace the concept of anywhere and anytime job search as well as candidate search. The freedom that comes with web-based systems is one of the main reasons behind higher HRMS adoption and usage among employees.

5. Smart and quick HR analytics

Compiling and creating reports have always been painful for the HR departments. On the other hand, the implementation of HRMS tool makes their life much easier by generating custom reports for everything – right from hire to retire. Be it employee engagement, employee retention, organizational data or department level analytics; HR managers are now empowered to create quick reports for complex operations like talent management, performance, payroll, compliance, reimbursements and much more.

So, to all the HR professionals out there, stop thinking and, go and take a bite of the apple pie!

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Changing the Hiring Policy – How to Identify the Perfect Fit in 2017?

Hiring Policy

We have invaded into the New Year and it is extremely important to learn from the wrong hiring decisions you made last year. Every wrong hire left your company in to losses, which were hard to manage. While, the perfect candidates might not always perform good, HR can still prevent the worse consequences by taking a re-look into their hiring policy, which can turn out to become the right steps in the New Year.

So, how really can you identify the perfect fit in 2017?

Hiring Policy
Img. Src. Google Images

Primarily and foremost, the HR needs to clearly define the expectations they have from different job roles. Once those are figured out, it is imperative to evaluate whether a candidate possesses those skills at the time of interview. Last but not the least is the behavioural assessment. To actually judge if the candidate is ideal for the position, you must look for the right traits and avoid candidates who do not meet the ‘perfect fit’ criteria in the interview itself:

1. Perplexed perspective

Most important. Candidates who are low on self-confidence have less chances of knowing about how exactly they have to perform in their new roles. Such candidates turn up with responses like, “I wish I had known that question.”, “I cannot say anything about it.” Look for people who have a clear-vision in what they want to achieve from the role they have chosen for their career and what is the approach they carry towards achievement. In addition, identify if the candidate has a broader perspective or cribs on irrelevant stuff. Ask some non-IQ questions, which can help the hiring managers take the wise decision about the general intelligence of the candidate.

2. Lack of leadership

Leaders are not those who get promoted while working from their desks. They are those who can make things happen, anytime and anywhere despite the challenges, come what may. Look for candidates who hold leadership traits and display a sense of responsibility towards the role they will be offered. Provide them skill tests and assess how many times they seek your assistance. This would uncover how hey tackle with challenges at work- solely or with assistance. This would clean up the chit whether they can be brought on board.

3. Team Building

The company might not be having a sufficient team, however, this must not impact the candidate who has appeared for the same team. The right candidate would have a blend of team building and team managing skills. At this juncture, recruiters must check whether the candidate is good enough to initiate the internal process or requires any training to take that charge.

4. Positive & Happy

A small trait yet important. One can bring a great difference to the organization owing to the attitude s/he carries. Candidates who are always in a complaining mode, do not find happiness in their job roles often vanish from the workplace as soon as they discover a new opportunity. Look out for candidates who have a positive attitude and are already contended with what they have today. Such unique candidates will truly turn out to be the A-players of your organization, who help to create an awesome work culture.

5. Conflict Management

Individuals come from different fields, cultures, and background to work together at one place. Their indifferent natures and attitudes often result in conflicts at workplace. However, the art is to forgive the people who are creating a sense of negativity by rising above that. Hiring managers must look out for this trait in candidates while conducting interviews. They must comprehend that conflicts can happen with anyone, but how one manages and rises above them is essential. Hire those candidates who possess strong conflict management skills and confident enough to stay calm amidst worst events.

It’s high time that HR must take a step back to think and re-strategize its hiring policies, which can make all the difference in the New Year. Mindful hiring means better candidates, productive satisfied employees and a happy workplace.

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Article originally published here.

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Indian Women Entrepreneurs Who are Creating Ripples in the West – II

Women Enterpreneurs

In the first part, we focused on three Indian women, who have been able to make a mark for themselves in the US with their successful entrepreneurial ventures. We will continue with the same and focus on the stories of three more successful women entrepreneurs.

Trisha Roy, Founder, The Barn-and-Willow

A few years ago, a young Trisha (around 27–28) was busy furnishing her house in California, when she found that drapes and custom-made window treatments were too expensive to afford. Some of the customized curtains were as expensive as $10,000. This was when she was struck with the idea of starting off on her own. She made a trip to India and got in touch with a few family members who ran textile units in Kolkata and Delhi. Gradually she figured out how the supply and chain management worked and why the materials were so expensive. So, finally, she came up with the idea of launching her drapes and linen business. Thus, Barn-and-Willow came into existence.

Trisha Roy
Trisha Roy
(Img. Src. LinkedIn)

“Multiple traders in the supply chain buy from factories and mark up the cost by the time they sell to a retailer in the United States,” says Trisha. In the retail world, the markups can be more than 250 percent when they are sold to the consumer. She realized that if she could cut these three or four layers of middleman, she could solve a business problem in the USA.

She began sourcing cotton samples from a manufacturer in Tamil Nadu and the finest quality linen from Belgium. Roy gets the raw material stitched to order in a factory in Delhi.  From India, the product is shipped to a warehouse in California, and from there the final product is delivered all across the country. And guess what! The product markup is only 60 percent.

“I had never thought I would leave my comfortable job to start my own company. But my utter disappointment with the painful process of getting custom-made draperies for our home led me to start Barn & Willow.” says Trisha, a Punjab University and University of Arizona, Eller College of Management alumna.

Her first order for Barn & Willow was fulfilled in December 2014. Now her company does monthly revenues of $50,000 and the business is growing by 45%, as per reports.  She has already been featured on San Francisco Chronicle, Remodelista, Lonny Magazine, and Elle Decor. Roy, too, was picked up by 500 Startups with an initial investment of $125,000.

Yosha Gupta, Founder, Lafalafa.com

From Aligarh to Silicon Valley—Yosha Gupta’s story is as inspiring as other women entrepreneurs. A graduate in Economics from Delhi’s Lady Shri Ram College, Yosha always exhibited a daring attitude since childhood and an ability to do things on her own. Even as a child she knew that she would do something of her own, rather than working for someone for too long.

Yosha Gupta
Yosha Gupta (Img. Src. LinkedIn)

After completing college she worked as a consultant with World Bank and took her to the remote parts of countries like Vietnam, Myanmar, Indonesia and China. Eight years back, when working for startups were just being introduced, she dared to join one.

However, she continued to itch to do something on her own, and thus Lafalafa came into existence. Age was a factor that pushed her into having something of her own. She was driven by the idea to start soon before it’s ‘too late.’

Officially launched in April 2015, Lafalafa.com is an online coupon and cash back selling portal. While its operating base happens to be Gurgaon and Hong Kong, the startup is already the “talk of the town” in California’s Bay Area after being selected for 500 Startups Accelerator Programme. 500 Startups has already invested $ 125,000 in the company.

Rituparna Panda, Co-Founder, Fulfil.IO Inc.

Like Trisha and Yosha, Rituparna’s journey from Jaipur to Silicon Valley is equally inspiring. Her venture, Fulfil.IO was formed to help small businesses move to cloud and technology. She was working with a boutique upon completion of her engineering, when she realized that, those small and medium traders, across the world, lacks the required platform to manage their inventory when selling on several channels. Thus, she was struck with the idea of bridging this gap and went about building a new ERP system that could use the cloud to track inventory and orders on numerous platforms—both online and offline.

Rituparna Panda
Rituparna Panda (Img. Src. LinkedIn)

Fulfil.IO was aimed to support small businesses migrate to the cloud and mobile technology. In her words, “This was an opportunity, and it was not easy. If we could only convince SMBs to use an efficient tab-based multi-channel tracking and fulfillment system which could break legacy IT, then the idea was here to stay”.

She picked up the US as her first market, and she did reap the benefits. According to a report published by IDC, the consulting and research firm, about $161 billion was spent by US-based SMBs to modify their IT infrastructure in 2015. Needless to say, the market responded in positive.

In mid-2015, when Fulfil.IO was only a couple of months old, Rituparna made a trip to the US. She and her other co-founders discovered a tool manufacturer whose business was integrated upstream—and supplied downstream to retail stores and e-commerce platforms.

The subscription model of $1,000 a month became popular in barely eight months’ time, and the company now has more than 20 paying customers. No wonder they got picked up by 500 Startups, which seeded them with $125,000.

After following the stories of these six women, it must be said that Indian women entrepreneurs are making it big in the western hemisphere. Their journeys are truly inspiring for the next generation.

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Indian Women Entrepreneurs Who are Creating Ripples in the West – Part I

Much has been written about women and their dominant roles in the business and the corporate sector. Of late, the focus has shifted to women entrepreneurs who have been cracking it within India’s startup scenario. Names like Richa Kar (Zivame) and Sairee Chahal (SHeroes) have become quite popular among Indians. These women and their startups in India have succeeded in creating ripples in the domain of business.

However, how often do we shift focus to Indian women entrepreneurs who are cracking it in the west? Well, not much I guess. But if we do, we will come across some successful Indian women entrepreneurs who are making great for themselves in the Bay Area of San Francisco, New York and other parts of the United States of America (USA) and even Canada.

Yes. It might come as a surprise but some Indian women are actually creating ripples in various parts of USA with their startups.

Let’s focus on their stories.

Pooja Sankar, Founder, Piazza, California

Pooja Sankar has proved that a strong-willed woman can definitely succeed in a male-dominated space. Pooja grew up in India and studied engineering at Indian Institute of Technology (IIT) Kanpur. She was one of the only three girls in a class of 50. She figured after the challenge of learning to take the test to get into IIT by herself and being in a school with so few women that anything could be possible. She went on to purse her Master’s Degree from University of Maryland and then worked as an engineer with Oracle and Facebook before leaving the latter to study MBA at Stanford.

pooja sankar

It was during her stint at Stanford that she was stuck with an idea to launch her own business, intrigued by the ideas of several others at the entrepreneurial classes. She really wanted to create a support group for women who had a major in computer science. This led to the launching of her website Piazza.com. Her idea was to build something that can help students get through schools and colleges in a much easier way. She took baby steps and finally launched Piazza.com in 2009. Eight years down the line, Piazza.com has become a popular site with millions of young registered users who are leveraging the benefits. Piazza now has a team of about 13 engineers and designers, working meticulously to improve this new form of education and with the success it has received so far. Needless to say, hundreds of thousands of students across hundreds of campuses are leveraging the benefits of Piazza for their classes. Half of Stanford undergraduate students signed up in two terms, half of MIT in one. 15,000 students at Berkeley and 14,000 at Georgia Tech are learning on Piazza today.

Aarthi Ramamurthy, Founder, Lumoid, California

Aarthi Ramamurthy came to the public eye with her first startup venture True&Co,  an online lingerie store that uses algorithms to guarantee a bra will fit perfectly. However, roughly two years down the line she left True&Co because she itched something to do with technology and photography.

aarthi

Aarthi, who originally hails from Chennai; completed her engineering from Coimbatore and thereafter got placed with Microsoft. After a few years’ stint, she was transferred to Seattle, USA from the company. She met her future husband here.

While honeymooning with him in Hawaii, she came up with the idea of launching an online portal that would deal in renting and buying of all kinds of products and equipment related to photography.

This very idea, gradually led to the launching of Lumoid in 2014 (a Y-Combinator backup), an e-commerce site to help teach amateur photographers how to take better pictures. Here one can rent out or even buy all kinds of equipment related to photography.

Today Lumoid has an office in San Francisco with half-a-dozen employees and needless to say it is scaling greater heights with a revenue growth of 35-40 percent every month. In future, Ramamurthy wants to expand out to purely photography over time.

In 2016, the 32 year-old Aarthi had already made it to the list of top 50 most influential women in business within the United States.

Deepti Sharma Kapur, Founder, FoodtoEat, New York

Unlike Pooja or Aarthi who migrated to the US, Deepti was born and raised in Flushing, New York City. As a young teenager, she always craved for doing something different that would ensure help towards society and community. It was during her student days at Stony Brook University, she was struck with the idea of launching her own business. In her own words, “I was waiting on line at a food truck and I was waiting for about 30 minutes, and all I got was a peanut butter cookie. How is it that this is the only way for me to access what this food truck is selling?” This experience was enough for her consider starting off on her own.

Deepti Kapur

She turned a trip to India into an opportunity to assemble a three-member entrepreneurial squad of engineers. Building on that momentum, when she returned to New York City she hired five sales agents and account managers who would eventually end up working with 50 food trucks and 700 restaurants. Thus, in January 2011, FoodtoEat was launched.

A first-of-its-kind, the platform is an online service that allows hungry citizens to pre-order from food trucks, restaurants and even street carts. It also teaches vendors (many who belong to the immigrant community) how to use technology in order to engage customers and grow their business.

A successful woman entrepreneur, Deepti has already made it to the prestigious Forbes list of under 30 CEOs, which singles out the 30 biggest innovators and entrepreneurs who are under the age of 30.

To be continued in the second part.

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What Is A Resume Parser And Which Is The Best One To Invest?

Resume Parser

In today’s recruiting world social media and online recruitment have become the order of the day. Web sources including, professional networking sites (LinkedIn), Job boards, search engines, portals, social networking sites (Twitter, Facebook), publications and forum, etc. – have now become the hunting ground for recruiters to look for resumes.

However, the challenge here is how to parse resumes, and spend minimal time in shortlisting the right candidate for a right position.

Let’s understand more about Resume Parser and explore real reasons why HR leaders must think about investing in good parsing technology.

What is a Resume Parser?

Resume parser is a tool enables HR professionals to process online resumes by extracting data; subsequently converting it into structured data (information). The parsing technology empowers recruiters to electronically collect, store and organize the information contained in the resume.

How can it help?

Resume parser contributes in creating a far more efficient and convenient resume and application screening process. Once the information is obtained, it is quickly searchable using phrases and keywords. The parsed resume bring forth relevant results as per search query saving time as compared to manual excel sorting or aged Applicant Tracking Systems.

Understanding the semantic search

In literal meaning, “Semantics” is the study of meaning, intrinsic at the levels of sentences, words, and phrases.

Semantic Search most often used to illustrate searching beyond the precise word match and into the meaning of phrases and words at the contextual and conceptual level. And, sentences at the grammatical level.

For instance, for sourcing the “Oncology” specialist in the healthcare domain, a semantic search enabled resume parser will yield matches of resumes containing related terms like cancer, tumor, and lymphoma, etc.

As another example, when searching candidates specifically with “Java” skill set semantic search can be accomplished at the conceptual level and deliver matches on linked terms like servlets, EJB, and J2EE, etc.

There are multiple resume parsing tools available. Some of them are available for free, while others require subscription (license) purchase. However, the highly recommended one is “Textkernel.” (Also, known as Talentstream Resume Parsing)

The integration of Textkernel’s technology leads to better historical records, less time wasted on reviewing data in your ATS and speeds up finding potential candidates and allows time to talk to them. Steven Plehier (Deloitte)

Resume Parser + Semantic Search = Textkernel

 

Textkernel is a revolutionary advancement in the category of resume parser that not just extract, search and match right resume for the right job. Additionally, it is a equipped with semantic search technology that makes it the best in the industry. It is a multilingual CV parsing tool to capture applicant data straightforwardly.

When compared to other resume parsing tools accessible in the market, Textkernel offers unique benefits to recruiters with the help of following features:

1. Extract

Extract resume parsing can parse resume (and CVs) in a wide array of languages. It automatically recognizes the social media profile or the language of the resume recruiter have acquired. Currently, it supports 17 global languages – Czech, Chinese, English, French, German, Russian, Slovak, and Swedish, to name some.

2. Search

Highly advanced semantic search technology used in Textkernel’s Search feature. It has easy to use interface, which takes the complexity out of searching. Recruiters can easily find the finest candidate with the right combination of criteria. It empowers HR teams to search by synonyms and related terms. Additionally, it allows spelling correction, career path searching, search by location and more.

3. Match

It combines the comprehensive knowledge of the language technology and job market. Based on the job description, it automatically does a search and matches this to external sources (job portals like CareerBuilder, Monster, Dice, TechFetch and more) and existing databases (bulk of offline resume data).

4. Sourcebox

It optimizes the entire recruitment workflow right from incoming resumes to processed resumes with the help of Sourcebox. It can automatically monitor e-mail boxes for applications, de-duplication, and automatic distribution of applications to the right person within an organization and quick classification of attachments and CVs (and resumes).

Here are a few other interesting features

Jobfeed is a Textkernel’s Big Data tool for jobs that robotically searches the web every day for new jobs. In other words, Jobfeed searches and analyze online job vacancies and turn them into useable data.  Additionally, Harvester is another smart application by Textkernel that collects all new jobs from the specified websites. Subsequently, the job ads found are published automatically and immediately on the job board as well as enlisted in recruitment system.

In resume parsing technology there is no parser equivalent to Textkernel to surpass the “near human accuracy” level. The organizations can accelerate their hiring process using the best available resume parsing tool. Recruiters can deliver a better candidate experience with rapid response time.

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Automation May Curtail Employment Opportunities in the Future

Automation

While we Indians are trying to embrace a cashless society, standing on the verge of digitisation and the Fourth Industrial Revolution, there happen to be some pitfalls that we cannot possibly ignore.

The Digital age has ushered in a lot of new ideas and concepts such as artificial intelligence, machine learning, and robotics process automation into the world of jobs and recruitment, which has redefined the way hiring is carried out.

Automation
Img. Src. LinkedIn

At the recently held event Seventh Foundation Day Lecture in ICFAI Foundation for Higher Education, Former Reserve Bank Governor, C Rangarajan cautioned that automation a part of “Digital Age,” which is expected to create jobs at “higher” levels may curtail employment opportunities to people in the coming future.

Lakshmi Narayana, the vice-chairman of Cognizant Technologies Solutions, also present at the event, spoke in similar lines. He said that, until recently, the replacement of humans by machines was only at a level, where what was repetitive and routine. However, now with the emergence of artificial intelligence, machines are now increasingly replacing human beings at higher levels of accuracies.

Adding on to it, Rangarajan said that, while the job market is open up in the highly sophisticated levels of intellectual power, artificial intelligence is gradually replacing the human beings at the job level. He said, in the early ages, during the first Industrial Revolution, machines assisted people in performing certain tasks with ease; whereas now, machines are all set to replace human beings.

However, in India, the scenario may not be that intense yet as compared to its global counterparts. But sooner or later, not only in India, but processes across the globe are all set to be affected by artificial intelligence.

In a recent case reported, Infosys had already “released” nearly 9000 employees owing to automation of certain lower-end jobs over the past one year. While automation or artificial intelligence may be one of the many reasons, nonetheless, its overall effect cannot be underestimated.

It is a fact that most big IT companies are gradually moving towards embracing machine learning and artificial intelligence and this is bound to have a significant impact on the overall workforce in the IT sector. Whether we like it or not, accept it or not, it is a fact that automation will influence workforce in the long run—for better or for worse.

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Source : Economic Times

 

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