1.
The art of biznology: Creating business success with tech
learning
Learn the secret of leveraging technology learning to align
the L&D agenda with business objectives
Biznology,
a portmanteau that fuses business and technology, is an art of how
organizations are leveraging technology to create a business impact. There
exists a common misconception around what a technology organization is. Most
traditional sectors tend to believe they are not a technology organization and
hence “Biznology” does not impact them. But this myth is getting broken and
organizations are now realizing that each of them is leveraging technology in
some or the other way and hence staying on top of them is not a choice but an
essential requirement to survive. In this context, it is only learning that can
empower organizations to achieve this and the key to it is again, technology.
2.
Hack to the Future A Gamified Digital
Experience
Capt. Shantanu Chakravorty talks about the exciting world
where learning is gamified.
In
his talk, Capt. Shantanu Chakravorty discusses various projects and
interventions, at Cognizant and beyond, that aim to provide a gamified learning
experience to learners. Various layers that help design the experience, and
measure the results are discussed, and several interesting concepts like Near
Field Communication, Augmented and Virtual Reality, Social Media scores etc.
are explained. Capt. Shantanu makes an important differentiation between a game
and the concept of gamification, and points out that the focus in the former is
on the victory only, whereas in the latter, it is the journey and experience
that matters..
3.
Genpact & Academia - Addressing 'War for Talent' together
Genpact has trained over 1500 resources and deployed them
with various analytics clients across the globe. Genpact plans to take these
collaborations to the next level by engaging academicians and researchers as
consultants for challenging analytics projects.
Some
perpetual issues that most corporates face are lack of ready talent to meet
corporate requirement, attrition, and lack of sustainable solutions to address
these issues. Should global organizations be affected by situations like this?
Certainly, not!
When
there is a will, there is a way! Let’s have a closer look at Genpact’s
innovative way of handling such situations.
It
is established that at present, the demand for data scientists is higher than
their supply across the globe. The demand, especially for analytics talent, is
increasing with every passing hour, and there is a constant war for
talent.
K.S
Viswanathan, Vice President of NASSCOM, opines that the analytics sector is expected
to grow at a CAGR of 26% over the next five years. NASSCOM estimates that Big
Data Analytics sector in India will continue to grow at this rate for the next
nine years, and will cross the $16 billion mark by 2025. It is a known fact
that there are not enough data scientists to tackle so much of data.
According
to McKinsey, the US alone faces a shortage of 140,000–190,000 analysts and 1.5
million managers who can analyze Big Data. Also, a recent survey by Gartner on
Big Data skill gap has revealed that about two-thirds of Big Data skill
requirements are still not met.
This tiny population of
data scientists can be attributed to the lack of skill building courses and
programs at universities for students from Engineering, Economics, Statistics,
and Mathematics background, who are otherwise suitable for this role. Genpact
understands this scenario and the limitations of the universities. Given the
dynamic industry trends, fresh graduates find it extremely difficult to cope up
with the present requirements in the analytics field. To meet the need of the
hour in an innovative way, Genpact has tied up with universities in India as
well as abroad. To combat this situation and deal with market volatility, new
regulations, data expansion, advent of new technology, and cost pressure,
Genpact decided to build talent with the help of academia than buying talents
from the market. Building talent is an intelligent way to shape these young
graduates to fit Genpact’s needs just like the pieces of a zig-saw puzzle fitting
perfectly with each other when placed rightly. Keeping in mind the low pipeline
of readily deployable “made talent” and the high attrition rate, building
talent is a very effective way of dealing with such crisis. This saves a lot of
cost and helps retain employees to a great extent. It is a win-win situation
for the corporate, the academia, and the students aspiring to join the
corporates.
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