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H R BULLETIN VOLUME 96
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H U M A N E - R | V O L U M E 96
HR BULLETIN
iXceed Solutions’ Yogita Tulsiani on how non-engineering talent is offering hope to IT ventures In what is being seen as a radical departure from the norm, IT companies will be replacing tech talent with non-engineering candidates for as much as 10% of IT jobs, says Yogita Tulsiani, director and co-founder, iXceed Solutions. With technological transformations sweeping the globe, the demand for tech talent has gone through the roof, but the supply is not enough to keep pace with the current requirements. As the war for talent intensifies, organisations across the globe are breaking age-old hiring patterns and adopting radical new solutions to keep up their workforce levels to the necessary quantity and quality. Yogita Tulsiani, Co-founder and Director, iXceed Solutions, an end–to–end talent solutions, enterprise services, and digital solutions provider to fortune 500 companies globally, says with the emergence of the digital age, Web 3.0 has spurred the next stage of recruitment- Recruitment 3.0. “Spearheading the Recruitment 3.0 bandwagon, IT companies worldwide are challenging hiring norms and changing how to attract and hire talent.
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In what is being seen as a departure from the norm, IT companies will be replacing tech talent with nonengineering candidates for as much as 10% of IT jobs,” she adds. During an interaction with People Matters, Tulsiani talks about how non-engineering talent is offering a ray of hope to Indian IT ventures as they battle an all-time high attrition rate and look to bridge an ever-widening talent gap. Here are some excerpts from the interview: Tapping the non-technical talent pool The outbreak of the global pandemic has catalysed technological transformation worldwide and triggered an unprecedented demand for tech talent. Given the perennial tech talent crunch, the limited talent is being poached by recruiters across the globe and lured with attractive compensation, benefits, and perks. This has added fuel to the war for talent and with the ‘great resignation’, compelled IT companies to cast a wider net in search of talent. Subsequently, IT firms are hiring non-engineering graduates to grapple with the talent shortfall. Companies like Infosys and TCS are diversifying towards disciplines like liberal arts, design, business analytics, as well as BCAs, BScs, and MBAs. Freshers the key to winning the war for talent As the experienced tech talent pool continues to shrink, the IT sector is moving towards freshers and graduates from non-engineering backgrounds. According to the stats, the IT services industry is forecasted to hire 3,50,000-3,60,000 freshers in FY 2022. As the investment in technological ventures continues to mount and demand for technical projects from clients soar, freshers can be the key to winning the war for talent. The Big 4 IT companies in India, namely, Infosys, TCS, Wipro, and HCL alone, are expecting to onboard over 2,00,000 freshers in FY 20.
Double recruitment, double remuneration To curb the rising attrition rates and meet the skyrocketing tech talent demands, the Indian IT industry is expected to double its recruitment. This will especially be true in the case of freshers and non-engineering graduates. Before the coronavirus pandemic, non-engineering hires for the Indian IT industry accounted for only 5% and since the pandemic, the number has already doubled. But as recruitment doubles, the remuneration is also forecasted to double. According to a global recruitment firm, the remunerations and salaries of new recruits are estimated to rise twofold, with companies supplementing higher packages with work from anywhere flexibility. Training to bridge the skill gap As the demand for digital skills continues to soar and engineering talent is being replaced by non-engineering candidates, a market for new talent has sprung open. To skill the non-engineering talent force, IT companies are building robust training and upskilling programmes for the new hires. Accordingly, candidates from different backgrounds and disciplines are being trained, skilled, and certified for different technical roles. For instance, Wipro has deployed a Work Integrated Learning Programme (WILP) that targets BSc and BCA graduates. Similarly, companies like Mindtree are helping graduates from non-engineering backgrounds to earn a Master’s degree in software engineering
Read more at: https://www.peoplematters.in/article/recruitment/ixceedsolutions-yogita-tulsiani-on-how-non-engineering-talent-is-offering-hope-to-itventures-33948
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HRs are increasingly entering boardrooms: Allegis Partners Report By the end of 2021, HR leaders held 250 seats on 242 boards, with 52% of appointments made between 2019-2021, and with 31 leaders sitting on two or more boards. The structure of the new workforce has been evolving since the onset of the digital transformation and pandemic. This has significantly increased the functions on the plates of the HRs. Consequently, the role of HRs has also evolved unlike ever before. According to a new report from Allegis Partners, between 2017 and 2021, the number of appointments of HR leaders to corporate boards increased by 300%. Its analysis is based off the Russell 3000, which represents 97% of the U.S. equities market by capitalization and identifies all HR leaders who served as a board directors of a Russell 3000 Company as of December 31, 2021. The official report states that by the end of 2021, HR leaders held 250 seats on 242 boards, with 52% of appointments made between 2019-2021, and with 31 leaders sitting on two or more boards. In total, 8% of Russell 3000 boards count at least one HR leader among their directors. While HR experts on boards remain outnumbered by management and financial executives, their growing presence signifies an increasing interest from companies to prioritize talent and human capital-related issues. Some of the important findings from the report are: Diversification of board: 89% of the surveyed HR leaders on board are diverse by gender, race, or ethnicity. Specifically, 78% (or 164) are female – and of the 47 male HR leaders on boards, 49% are diverse by race or ethnicity. More than half are first time directors: Data states that about 60% of the surveyed leaders are first time directors. Over time, companies have increasingly recognized the value of HR expertise in the boardroom and have been more willing to recruit HR leaders, even if they lack prior experience serving on a board…
Read more at: https://www.peoplematters.in/news/leadership/hrs-areincreasingly-entering-boardrooms-allegis-partners-report-33921
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HR should adopt a ‘training-forward’ approach: Sahil Sharma Employees want career advancement and they want to do great work, says Sahil Sharma of RateGain. HR leaders in emerging organisations must focus on creating these growth opportunities Industries hit during the pandemic are slowly and steadily moving towards recovery. Owing to this positive business outlook, many sectors in India are witnessing an upward trend in recruitment. The worst-hit sectors, such as Travel & Hospitality (169%+) and Retail (112%+), witnessed a triple-digit year-overyear growth rate, according to the latest Naukri JobSpeak Index. To discuss these changing talent trends in online travel agencies (OTAs) and the wider travel sector, we interacted with Sahil Sharma, Global Head - Human Resources, RateGain Travel Technologies Limited. He shed light on the changing role of HR in fast-growing organisations, SMEs and startups. OTAs and the travel industry have been among the most affected sectors. How are you planning to bounce back from the crisis? India has resumed international travel after a period of two years, which will help in bringing back tourists, and help direct as well as indirect job creation in a sector that has been a key contributor to the GDP of India. We also witnessed a few emerging trends across cities in India, where bookings surged across cities in February as the COVID wave came down. Cities like Jaipur, Ahmedabad, Aurangabad, Jammu, Bangalore, and Delhi registered 40% to 50% growth in bookings. However, cities like Mumbai, Goa, Mysore and Pondicherry lead the pack with MoM bookings increasing between 70% and 90% How are these business disruptions shaping the talent landscape? Business disruptions have an impact on both available and potential talent…
Read more at: https://www.peoplematters.in/article/strategic-hr/hr-shouldadopt-a-training-forward-approach-sahil-sharma-33990
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Let people rejoin with dignity: MG Motor India HR Head Yeshwinder Patial on career relaunch programmes MG Motor India is all geared up to extend its focus beyond just selling cars to augment community, diversity, experiences, and innovation in its operations. Yeshwinder Patial, HR Head, MG Motor India shares how the company is steering itself in this direction. Yeshwinder Patial, HR Head, MG Motor India, is a seasoned HR professional with diverse experience across various facets of human resources and business strategy. He joined the company right from the inception of its activities in India, and since then has been playing a key role in developing people strategies that embrace performance culture and developing a future ready team. During an interaction with People Matters, Patial talks about the new world of work in the automotive sector, what it takes for organisations to retain and hire talent in the sector's talent war, and how MG Motor India is committed to making a difference beyond cars with its brand pillaThe automaker has successfully integrated 37% women employees into its workforce, including in the factories, and aims to achieve 50% by December 2023. And as part of this endeavour, MG Motor India, to assist women who have lost/quit their jobs, in 2019 launched ‘Drive Her Back’, a programme that enables experienced and qualified women to return to the workplace with dignity and pride. This returnee-ship programme aims to create a diverse pool of highly talented women whose skills can cater to the needs of MG Motor India. Under it, the company offers women access to coaching to help them regain corporate vigour and strike a favorable work-life balance…
Read more at: https://www.peoplematters.in/article/employee-relations/letpeople-rejoin-with-dignity-mg-motor-india-hr-director-yeshwinder-patial-oncareer-relaunch-programmes-33926
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Balance 'growing mindset', candidate preference for successful deep tech hiring: Log9 Materials’s Raman S R Considering how technologies are changing rapidly and, in turn, leading to constantly evolving job descriptions, HR should emphasise on hiring individuals who have been upskilling themselves, display agility, and showcase a problem-solving mindset, says Raman S R, chief people officer at advanced battery technology startup Log9 Materials. The deep tech industry, especially the electric vehicle (EV) space, is facing a talent shortage - like many other business sectors. While the fundamentals of recruiting remain the same, Raman SR, Chief People Officer at advanced battery technology and deep-technology startup Log9 Materials, says there are a few key factors that human resources (HR) should emphasise while hiring for deep tech startups in the present war of talent. And this is true for his company. Having amassed 35 industry-defining patents, Bengaluru-based Log9 Materials, backed by leading venture capital firms Sequoia Capital and Exfinity Ventures, as well as strategic investors such as Amara Raja Batteries and Petronas (Malaysia), is fuelled by its innate capability around nanomaterials. This enables it to offer batteries that can be charged 9 times faster, can last 9 times longer and offer 9 times higher performance and safety. During an interaction with People Matters, Raman talks about strategies to attract, engage and retain employees in the war of talent and the role of HR in talent attraction, management and developing next-gen leaders… Here are some excerpts. What HR should look for while hiring for deep-tech start-ups…
Read more at: https://www.peoplematters.in/article/talent-management/balance-growingmindset-candidate-preference-for-successful-deep-tech-hiring-log9-materialss-raman-s-r33982?media_type=article&subcat=recruitment&title=balance-growing-mindset-candidatepreference-for-successful-deep-tech-hiring-log9-materialss-raman-s-r&id=33982
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