2013: HR – Changing Talent Paradigm – Adjusting to the times

In its over 25 year history, the IT-BPM industry in India has undergone a tremendous change, transitioning from transforming itself to transforming the customers’ businesses. This evolution has been due to the expanding services portfolio, by tectonic shifts in technology landscape and equally important, the maturing expectations of customers.

These factors have played a key role in fashioning the kind and quality of talent pool available / required. A dipstick survey of top 30 firms was conducted to understand hiring trends for 2013:

The industry currently employees nearly 3 million people and will continue to be a net hirer.

The survey indicates that 2013 would be a year of selective hiring – just in time hiring (freshers and laterals) and skill based recruitment. 2013 would also see demand for specialised skills (SMAC) and domain-specific competencies. As firms continue to expand their global presence and hire locals, global hiring is expected to increase further.

Outturn of India’s technical graduates has grown nearly 4X over the last eight years. Increasing job opportunities exist for these not only from the domestic IT-BPM industry (expected to be USD 50 billion by 2020), but also from other sectors – energy, healthcare, manufacturing, etc.

India’s entrepreneurial IT and non-IT ecosystem, is another area with high employment potential.

With over 60 per cent of the workforce, Gen Y is emerging as the key stakeholder. Firms are leveraging various platforms of engagement with Gen Y to encourage peer engagement and collaboration, innovation, etc.

As part of their employee safety initiatives, firms are implementing formalised practices covering sexual harassment, self-defense training, preventing cyber-crimes, and teaching survival techniques.

The industry continues to set the benchmark in terms of inclusivity – hiring women and grooming them for leadership roles, employees People with Disabilities (PwDs) and tapping talent pool from the underprivileged backgrounds.

The industry, led by NASSCOM, is also working closely with government and academia to build a talent pipeline with future ready skills. NASSCOM’s IT-ITES Sector Skill Council has developed detailed occupational standards for IT services, BPM, ER&D, and software products that define unique job roles at entry, middle and senior level.   Detailed content, career plans for these unique job roles are the next steps.

NASSCOM HR Survey 2013: Key Trends

  • Hiring to continue, albeit at reduced pace
  • Hiring increasingly gravitating to just-in time
  • Attrition not key concern in FY2014; to remain steady or decline
  • Increased focus on domain, soft skills
  • Top technology skills in demand – data scientists, cloud/virtualisation, mobile apps, platform engineering, user interface design
  • Leadership and customer interaction – among top soft skills
  • >60% of the workforce is represented by Gen Y employees
  • >90% companies leveraging social media for internal employee engagement and recruitment
  • >30% workforce comprises women

NASSCOM IT-ITES Sector Skill Council:

  • Occupational standards for 67 entry-level unique job role for ITS, BPM, ER&D, SPD
  • Deployed NAC-Tech – 137,000; NAC (BPM) – ~10,000
  • Faculty Development: Master Training-  ~160; Train the Trainer – 211

 

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