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A recent firing at <keyword id="43217" type="CITY" weightage="100" keywordseo="Tech-Mahindra">Tech Mahindra</keyword> has stepped up the fear among mid-senior techies about instability in the industry where handing over of pink slips is no longer a hush-hush phenomenon. The phone call recording that went viral last week has an HR staff asking an associate to put down his papers by the next day morning, failing to which would make the employer send termination letter. In the age of internet, the recorded clip on <keyword id="881139" type="COMPANY" weightage="20" keywordseo="SoundCloud">SoundCloud</keyword> has gone viral and Tech Mahindra has received enough digital hatred for such weak HR policy. The case has reached the upper management to a level when <keyword id="46425" type="PERSON" weightage="100" keywordseo="Anand-Mahindra">Anand Mahindra</keyword>, Chairman and <keyword id="4741088" type="UNKNOWN" weightage="20" keywordseo="md-of-mahindra-group">MD of Mahindra Group</keyword> has apologised for sacking in this manner and assured no such instances in future. In an open social media post, he wrote, “"I want to add my personal apology. Our core value is to preserve the dignity of the individual and we'll ensure this does not happen in future.” CP <keyword id="45924" type="PERSON" weightage="20" keywordseo="Gurnani">Gurnani</keyword>, managing director at Tech Mahindra, tweeted, "I deeply regret the way the HR rep &amp; employee discussion was done. We have taken the right steps to ensure it doesn't repeat in the future.” Here’s the recorded clip of the conversation &lt;iframe width="100%" height="166" scrolling="no" frameborder="no" src="https://w.soundcloud.com/player/?url=https%3A//api.soundcloud.com/tracks/331810449&amp;amp;color=ff5500"&gt;&lt;/iframe&gt; Though Tech Mahindra has issued a statement regretting the manner of the exit interview, it said "alignment, of the workforce will carry on. We continue to implement strategies to implement the changing demands of business in the current global economic environment and align our workforce with the business objectives, strategic priorities of the organisations, and requirements of our clients.”

Tech Mahindra fires employee giving 24-hour notice; Anand Mahindra apologises

<ul><li>Private sector banks — <keyword id="6355975" type="COMPANY" weightage="20" keywordseo="axis-bank">Axis Bank</keyword> and <keyword id="46013" type="COMPANY" weightage="20" keywordseo="Kotak-Mahindra-Bank">Kotak Mahindra Bank</keyword> — are absorbing technical professionals in their teams. </li><li>The banks announced as many as 5,000 job openings for fresh graduates with cybersecurity, technical and design skills. </li><li>Axis Bank will hire 2,300 freshers — including campus hires from B-schools and IITs. </li></ul>Axis Bank and Kotak Mahindra Bank — are hiring extensively for technical professionals. These banks will hire 5,000 fresh graduates with cybersecurity, technical and design skills. According to <keyword id="234165" type="PERSON" weightage="20" keywordseo="Sukhjit-Singh">Sukhjit Singh</keyword> Pasricha, chief human resource officer at Kotak Mahindra Bank, the banking industry has witnessed a sudden demand for professionals skilled in technologies like <keyword id="107950" type="TECHNOLOGY" weightage="20" keywordseo="artificial-intelligence">artificial intelligence</keyword>, digital banking and analytics. This will be the first time that Kotak is hiring from engineering colleges, thanks to the advent of digital technologies. The private bank will hire nearly 2,600 freshers this year, Pasricha <a href="https://economictimes.indiatimes.com/jobs/kotak-mahindra-axis-bank-to-recruit-5000-fresh-grads/articleshow/72340847.cms?from=mdr">told </a>ET. This includes jobs across departments — services, operations and frontline acquisition. On the other hand, Axis Bank will hire 2,300 freshers — including campus hires from B-schools and IITs. It will also hire from National Institute of Design for the very first time. While IT and analytics remain the most sought-after job role, “this year, we have also focused on hiring in risk, compliance and cybersecurity roles,” <a href="https://economictimes.indiatimes.com/jobs/kotak-mahindra-axis-bank-to-recruit-5000-fresh-grads/articleshow/72340847.cms?from=mdr">said</a> Rajkamal Vempati, HR head, Axis Bank. This financial year, the largest public sector bank <keyword id="6354731" type="DOMAIN" weightage="20" keywordseo="state-bank-of-india">State Bank of India</keyword> (SBI) hired nearly 11,000 employees so far. This includes jobs in retail banking, IT, corporate and international banking and wealth management. “There has been continuous disruption in the financial services sector, mainly due to digitalization. While banks are fast adapting to digital ways, these new services require manpower to reach deeper pockets, to engage with customers and provide them with seamless banking experience,” Alok Kumar Choudhary, deputy managing director (HR) and chief development officer of <a href="https://www.pressreader.com/india/the-economic-times/20191203/282179357947987">State Bank of India said</a>. See also: <a href="https://www.businessinsider.in/careers/news/benching-firing-and-re-deploying-the-story-of-20000-employees-at-tech-majors/articleshow/71934414.cms">Benching, firing and re-deploying — the story of 20,000 employees at tech majors</a> <a href="https://www.businessinsider.in/education/news/b-school-students-get-summer-placements-but-for-technology-job-profiles/articleshow/72139265.cms">B-school students get summer placements — but for technology job profiles</a> <a href="https://www.businessinsider.in/business/news/india-internet-industry-goldman-sachs-investment-ideas-for-future/articleshow/72326122.cms">2020 is the time to bet on India’s internet industry which will be worth $160 billion in 5 years</a>

SBI, Kotak Mahindra and Axis Bank are going digital — hiring for AI, analytics and other tech profiles

"Dear Sir, I need a leave” seems to be a matter of the past. As <keyword id="46431" type="CITY" weightage="60" keywordseo="India-Inc">India Inc</keyword> is aggressively trying to replace the Sir with Ma’am, thanks to the initiative to improve gender diversity at the top management level, four headhunting firms are together reporting nearly 100 live search mandates for women CXO-level executives. 
 
While MNCs were among the earliest to employ more women at the senior management levels, Indian companies are no exception now. As per a report by The Economic Times, Indian promoter driven organisations are on an aggressive bid to get high potential women talent at CXO level. "Initially, the whole push came after it became mandatory to have women directors on the board. But this process triggered thinking in this direction,” Anindita Banerjee, executive director at RGF Executive Search has told the financial daily. 
 Now this direction is definitely signalling a change! Companies like Mahindra &amp; Mahindra, Hindustan Zinc Limited, <keyword id="106159" type="CITY" weightage="60" keywordseo="Jindal-Steel">Jindal Steel</keyword> &amp; Power Limited and Schneider Electric have given mandates to search firms to hunt for potential female CXO talent. Jindal Steel is currently scouting for a woman candidate to head its finance department, director group-HR, <keyword id="211707" type="PERSON" weightage="60" keywordseo="Rajeev-Bhadauria">Rajeev Bhadauria</keyword> has informed the ET. 
 
This scenario is the same throughout the industry. "We will prefer more and more women when it comes to filling up positions with no compromise on merit," said Prince Augustin, Executive Vice-President - Group Human Capital &amp; Leadership Development at Mahindra &amp; Mahindra. 
 
Yet the red line seems to persist. Experts informed the ET, while demand goes up by 40%, success rate is only half of it. 
 
Forum for Women in Leadership (WILL) estimates that 8-10% of senior management leadership in India are women, compared to 22-25% in the US. 
 
"There is a lack of understanding on diversity...on why should we have diversity, for innovation, competitiveness, for different ideas and different skills," says Poonam Barua, founder chairman, WILL. 
 
(Image: India Times)

India Inc is ensuring you will mostly be answering to
a ‘woman boss’

New Delhi, Dec 23 () Homegrown auto major Mahindra &amp; Mahindra (M&amp;M) on Monday announced a rejig of its top management in automotive and farm equipment sectors with its President for auto vertical Rajan Wadhera set to retire and step down from executive role.
Announcing changes in the group corporate office as well as in auto and farm sectors, to be effective from April 1, 2020, the company said Veejay Nakra will be appointed as CEO of the auto division. 
He will have operating responsibility for passenger vehicles and entire commercial business with profit and loss accountability, except for product development process, M&amp;M said in a statement.
It further said Hemant Sikka will head the farm equipment sector, while R Velusamy will be appointed as the chief of Global Product Development (Automotive) and Vinod Sahay as Chief Purchase Officer of AFS (auto and farm sectors).
Nakra, Sikka, Velusamy and Sahay will report to Rajesh Jejurikar, who will join M&amp;M Board as Executive Director AFS from April 1, 2020, it said.
M&amp;M said Rajeev Goyal will be appointed as CFO of AFS. He will have dual reporting to Jejurikar and S Durgashankar, who will have an enhanced role as Group Controller of Finance and Accounts working closely with CFOs of all group businesses.
The company further said its agri business headed by Ashok Sharma will move from AFS and report to SP Shukla, who will also continue to head the Aerospace, Defence and Steel Sector, reporting to Anish Shah, who will transition to become Managing Director and CEO on April 2, 2021.
Rajeshwar Tripathi will be the chief human resources officer for AFS. He will have dual reporting to Jejurikar and Ruzbeh Irani, who is slated to head M&amp;M's Group HR and communications, which includes CSR, Ethics and CIS.
Last week, M&amp;M had announced a rejig of its top management with Anand Mahindra, 64, transitioning to the role of non-executive chairman from executive chairman, effective April 1, 2020.
 The firm also reappointed Pawan Kumar Goenka as the managing director with additional responsibilities of chief executive officer for a year, effective April 1, 2020, and he will retire after his term ends. RKL ANU

M&M rejigs top management in auto, farm divisions

The <keyword id="46964" type="ORGANIZATION" weightage="100" keywordseo="IT-sector">IT sector</keyword> in India is considered among the most undiscriminating sectors when it comes to gender. But the reality is that the salary difference between men and women is almost one-third. 
 According to industry body <keyword id="6372077" type="CITY" weightage="100" keywordseo="Nasscom">Nasscom</keyword>, this is because fewer women get promoted to supervisory roles. Typically, a male employee earns a gross salary of Rs 359.25 an hour, whereas a female employee earns only Rs 254.04. With more number of career breaks in their job profile, the negotiating capacity of women in the labour market declines, as per the ‘Monster Salary Index India IT Sector Report 2014,’ The report was released at the Nasscom HR Summit, 2014, in Chennai. 
 
"The information is factual but that does not mean that there is a disparity," said Nasscom president R Chandrasekhar. He said the IT sector had 65% of women at the entry level, while the mid-management and senior management had 27% and 9%, respectively. 
 
Chandrasekhar also pointed women find it harder to accumulate tenure due to family obligations. "Women are paid equally when they come back, but due to the break, their bargaining power is less at times." 
 Tata Consultancy Services, one of the largest recruiters in the country, said it does not discriminate on the basis of gender. "<keyword id="6357150" type="CITY" weightage="100" keywordseo="TCS">TCS</keyword> is an equal opportunity employer. As per the Tata code of conduct, we do not discriminate on the basis of gender, religion, ethnicity and culture," said a TCS spokesperson. Around 32.7% of the employees at TCS are women. 
 
Sucharita Palepu, the global head of people policies and practices at Tech Mahindra, said, "Tech Mahindra's compensation philosophy is to pay for 3 Ps - Position, Person (based on qualifications, experience and skills) and Performance and this philosophy is applied uniformly to associates from both genders." she said.

Female Employees In IT Sector Paid 33% Less Than Their Male Counterparts

<ul><li>Despite a subdued forecast for sales in the short-term, India’s auto manufacturers are all set to ramp up hiring this fiscal year. </li><li>Carmakers as well as auto parts makers will mostly be on the lookout for skilled and technologically savvy labour - a sign of a changing market. </li><li>In response to <keyword id="40976" type="PERSON" weightage="20" keywordseo="emissions">emissions</keyword> norms, new <keyword id="28128" type="DOMAIN" weightage="20" keywordseo="Technologies">technologies</keyword> and the need to boost manufacturing capacity this year, hiring in the auto industry could increase by as much as 15% this year. </li></ul>Despite <a href="https://economictimes.indiatimes.com/industry/auto/cars-uvs/passenger-vehicle-sales-stay-in-slow-lane-ahead-of-elections/articleshow/68680098.cms">a subdued forecast for sales </a>in the short-term, India’s auto manufacturers are all set to ramp up hiring this fiscal year, according to <a href="https://economictimes.indiatimes.com/industry/auto/auto-news/auto-sector-to-see-uptick-in-hiring-this-fiscal/articleshow/68785115.cms?from=mdr">ET</a>. It’s not blue-collar workers they’re after, though or just mechanical <keyword id="54038" type="DOMAIN" weightage="20" keywordseo="engineers">engineers</keyword>. Carmakers as well as auto parts makers will mostly be on the lookout for advanced skills and technologically astute labour - a sign of a changing market. In response to emissions norms, new technologies and the need to boost manufacturing capacity this year, hiring in the auto industry could increase by as much as 15% this year, as per a survey by PeopleStrong, a Gurugram-based HR services firm. The industry is preparing for the introduction of new technologies such as Internet of Things, self-driving cars, 5G connectivity and will need to hire R&amp;D people and engineers adept at developing and implementing them. Capacity addition is also taking centre stage. For example, RC Bhargava, the chairman of <keyword id="44883" type="DOMAIN" weightage="20" keywordseo="Maruti-Suzuki">Maruti Suzuki</keyword>, told ET that the company could hire 3,000 people for a second plant in Gujarat this year. <keyword id="45224" type="DOMAIN" weightage="20" keywordseo="Mahindra">Mahindra</keyword> &amp; Mahindra, meanwhile, is specifically looking at hires in the digital and emerging technologies space. However, the hiring wave in the industry will likely commence after <a href="https://economictimes.indiatimes.com/industry/auto/cars-uvs/passenger-vehicle-sales-stay-in-slow-lane-ahead-of-elections/articleshow/68680098.cms">the general elections slump</a>. Car sales will be sluggish in the buildup to and immediate aftermath of elections but should take off soon after. Furthermore, as new regulations and safety and emissions norms kick in once the new government is installed, it will give car makers a clearer position from which to hire. India’s auto industry is coming off its slowest annual sales growth in five years. Passenger vehicle sales grew by around 3% to a mere 3.4 million units amid higher insurance costs, a financing crunch and election uncertainty. SEE ALSO: <a href="https://www.businessinsider.in/car-sales-in-india-start-with-online-reviews-of-top-brands-shows-a-google-kantar-survey/articleshow/67754856.cms">Indians are one step away from buying cars online</a> <a href="https://www.businessinsider.in/in-india-used-car-businesses-see-renewed-interest-from-investors-with-cardekho-raising-110-million/articleshow/67380667.cms">In India, used car businesses see renewed interest from investors with CarDekho raising $110 million</a>

Carmakers in India are looking for a new breed of techies in a changing market

<ul><li>Management graduates from top b-schools — including Indian Institutes of Management (IIMs) — are taking up technical job roles over management consulting and <keyword id="48051" type="ORGANIZATION" weightage="20" keywordseo="investment-banking">investment banking</keyword>. </li><li>This transition may be due to the extensive demand for digital literacy across job roles as the demand for qualitative and quantitative proficiency has increased. </li><li>Companies are hiring management interns with engineering background — especially in the computer science and electronics domain.</li></ul>With the advent of digitisation, management graduates from top b-schools — including Indian Institutes of Management (IIMs) — are taking up <a href="https://www.businessinsider.in/education/news/b-school-students-get-summer-placements-but-for-technology-job-profiles/articleshow/72139265.cms">technical job roles over management consulting and investment banking</a>. “Technology is creating opportunities , making way for newer jobs — many of them still unknown to us. The convergence of Big Data with <keyword id="107950" type="TECHNOLOGY" weightage="20" keywordseo="artificial-intelligence">Artificial Intelligence</keyword> has emerged as the single most important development that is shaping the future of how firms drive business value from their data and analytics capabilities,” Neeti Sharma, Senior Vice President, TeamLease Services told Business Insider. A study by talent solutions company Xpheno predicted that companies are expected to hire almost a third of management students for <keyword id="8433367" type="UNKNOWN" weightage="20" keywordseo="tech-profiles">tech profiles</keyword>. This transition may be due to the extensive demand for digital literacy across job roles as the demand for qualitative and quantitative proficiency has increased. In addition to this, consulting and i-banking multinationals banking on technologies like data science, artificial intelligence, <keyword id="294572" type="TECHNOLOGY" weightage="20" keywordseo="machine-learning">machine learning</keyword> and Internet of Things (IoT) offer higher remuneration for innovation skills. <div type="Article" hostid="261" msid="71515437" title="IIM Calcutta students receive over ₹1 lakh monthly stipend for analytics internships" mstype="2" mssubtype="0"></div>

 Nearly 68 management students were hired for IT and analytics profiles at Indian Institute of IIM Bangalore from companies like Ola, Oyo Rooms and United Health Group among others. The employer’s side On the employers front too, <keyword id="24019" type="PERSON" weightage="20" keywordseo="automation">automation</keyword> has restrained the demand for traditional i-banking roles. They are also looking for more diverse candidates. Companies are hiring management interns with engineering background — especially in the computer science and electronics domain. <div type="Article" hostid="261" msid="72139265" title="B-school students get summer placements — but for technology job profiles" mstype="2" mssubtype="0"></div>

 With automation making inroads in the Indian job market, humans are competing with machines to keep up. According to Microsoft, every business is going to be a Software business, build applications, use advanced analytics. Given that, companies are now looking at hiring employees that bring in AI and ML skills. “AI &amp; ML tools are being used across the life cycles of workflows &amp; projects across organizations. Many MBA students are Engineering graduates and hence it is natural that companies hiring from campus look for candidates who have a background of both technical as well as managerial skills which will enable them to perform better at their jobs,” Neeti added. Banks going digital With digitisation, techno-functional managers have become essential to companies. Public sector banks Axis Bank and Kotak Mahindra Bank also recently announced that they will hire 5,000 fresh graduates with cybersecurity, technical skills. <a href="https://www.businessinsider.in/careers/news/sbi-kotak-mahindra-and-axis-bank-are-going-digital-hiring-for-ai-analytics-and-other-tech-profiles/articleshow/72342982.cms">According to</a> Sukhjit Singh Pasricha, chief human resource officer at Kotak Mahindra Bank, the banking industry has witnessed a sudden demand for professionals skilled in technologies like artificial intelligence, digital banking and analytics. <div type="Article" hostid="261" msid="72342982" title="SBI, Kotak Mahindra and Axis Bank are going digital — hiring for AI, analytics and other tech profiles" mstype="2" mssubtype="0"></div>

 “Legacy job categories such as Banking or Transaction Processing may be heavily impacted by the automation that AI brings to the business — replacing jobs. The banking industry is anticipated to grow by incorporating AI systems, machine learning &amp; big data. This includes automation of customer service with chatbots, improving risk models, understanding customer behavior, credit decisions, risk and compliance, fraud detection and anti-money-laundering to name a few,” Anne Soumya, HR Director of The Adecco Group India told BI. See also: <a href="https://www.businessinsider.in/looking-for-a-job-heres-why-data-analytics-should-be-on-the-top-of-your-list/articleshow/67649196.cms">Here’s why it might be the best time to opt for a career in data analytics</a> <a href="https://www.businessinsider.in/careers/news/ai-blockchain-digital-maketing-and-other-top-emerging-jobs-in-india-according-to-linkedin/articleshow/72446654.cms">These are the top 15 emerging jobs in India, according to LinkedIn</a>

Recruiters explain why finance MBAs in India are looking beyond investment banking roles⁠— and rightly so

<ul><li><keyword id="6357147" type="DOMAIN" weightage="20" keywordseo="tata-steel">Tata Steel</keyword> put a policy in place that will allow LGBTQ+ employees to formally come out, revealing the identity of their partners and avail of HR benefits. </li><li>Under the <keyword id="3864760" type="PERSON" weightage="20" keywordseo="diversity-and-inclusion">diversity and inclusion</keyword> policy, these employees will be extended financial assistance for gender reassignment surgery along with 30 days special leave. </li><li><keyword id="6370971" type="COMPANY" weightage="20" keywordseo="accenture">Accenture</keyword> introduced medical cover for gender reassignment surgery in 2016. </li><li>The tech giants also have gender neutral washrooms across its offices for trans workforce.</li></ul>India companies are bringing in inclusivity into their HR policies, albeit slowly. Addressing its employees from the LGBTQI+(Lesbian, Gay, Bisexual, <keyword id="6358953" type="UNKNOWN" weightage="20" keywordseo="Transgender">Transgender</keyword>, Queer) community, Tata Steel has a policy in place that will allow them to formally come out, declare their partners and avail of HR benefits. This also includes same sex partners in live-in relationships. Under the diversity and inclusion policy, they will be extended financial assistance for gender reassignment surgery along with 30 days special leave. "The company's vision is to be a world-class equal opportunity employer where everyone is respected and every voice is heard. It is a constant endeavour of the company to create an enabling workplace for all diverse groups, respecting and embracing the differences in the individuals," the steel conglomerate <a href="https://www.indiatoday.in/business/story/tata-steel-asks-lgbtq-employees-to-declare-partners-avail-hr-benefits-1626658-2019-12-09">told</a> news agency PTI. LGBTQ employees will also be eligible for Tata Executive Holiday Plan (TEHP), honeymoon packages and travel allowances. “It has been the endeavour of the company to create an enabling workforce for all diverse groups, respecting and embracing the differences in the individuals,” the statement added. The policy will also cover medical benefits, health check-ups, adoption leave and and inclusion in employee assistance programme (EAP) among others. Corporate India’s inclusivity drive Multinational technology companies have caught on to this trend early, probably as an extension of their global policies. Accenture had introduced medical cover for gender reassignment surgery in 2016. This was before the Supreme Court decriminalised homosexuality in India in 2018 by scrapping Section 377. <keyword id="10863" type="COMPANY" weightage="20" keywordseo="CapGemini">Capgemini</keyword> too provides the flexibility of paid leave to employees undergoing gender assignment surgery. It also <a href="https://www.businessinsider.in/capgemini-has-five-lessons-to-give-india-inc-on-gender-inclusivity/articleshow/71196701.cms">employs</a> almost 100,000 LGBTQ people in India. The tech giants also have gender neutral washrooms across its offices for trans workforce. IBM, <keyword id="28721" type="COMPANY" weightage="20" keywordseo="Cognizant">Cognizant</keyword> and <keyword id="43217" type="COMPANY" weightage="20" keywordseo="Tech-Mahindra">Tech Mahindra</keyword> are also among those who extended medical insurance to same-sex partners among the LGBTQ employees. Several IBM employees have ‘come out’ with their sexuality at work, ET <a href="https://economictimes.indiatimes.com/news/company/corporate-trends/indian-mncs-openly-allying-with-the-lgbt-cause/articleshow/69951140.cms">reported</a> citing Prachi Rastogi, IBM India’s Diversity and Inclusion Leader. Foodtech unicorn Zomato also announced an <a href="https://www.businessinsider.in/zomato-paid-parental-leave-policy-for-men-and-women-and-same-sex-partners/articleshow/69635956.cms">‘inclusive parental leave policy</a>’ allowing 26-week paid leave to new parents — including same sex partners in case of an adoption. India has nearly <a href="https://www.businessinsider.in/welcoming-lgbtqs-and-acid-attack-survivors-these-job-fairs-aim-to-step-up-corporate-indias-inclusivity/articleshow/69968044.cms">5%-10% queer employees</a> in its workforce. Of this, over half of them reported discrimination at work. The 2016 World Bank report suggests that India recorded a loss of $32 billion due to homophobia. See also: <a href="https://www.businessinsider.in/swiggy-offers-an-lgbt-support-group-with-its-first-transgender-employee/articleshow/70168484.cms">Swiggy has hired a transgender techie who will now run an in-house LGBT support group</a> <a href="https://www.businessinsider.in/welcoming-lgbtqs-and-acid-attack-survivors-these-job-fairs-aim-to-step-up-corporate-indias-inclusivity/articleshow/69968044.cms">Welcoming LGBTQs and acid attack survivors, these job fairs aim to step up corporate India’s inclusivity</a> <a href="https://www.businessinsider.in/capgemini-has-five-lessons-to-give-india-inc-on-gender-inclusivity/articleshow/71196701.cms">Capgemini has five lessons to give India Inc on gender inclusivity</a>

Tata Steel joins the small but growing list of companies like Accenture, Capgemini which are LGBTQ+ friendly

To hire and retain generation Z employees, those born after 1990, organizations should offer better career and learning opportunities, flexible timing with no <a href="http://www.businessinsider.in/searchresult.cms?query=communication+gaps">communication gaps</a>, according to the TimesJobs' Hiring and Engaging Gen Z study. 
 
Further, employers should understand that challenging and meaningful work is the biggest motivator for Gen Z employees to continue working for them. 
 
TimesJobs conducted the study entitled ‘Hiring and Engaging Gen Z’ study and received responses from 121 <a href="http://www.businessinsider.in/searchresult.cms?query=HR+managers+">HR managers</a> from leading companies across <keyword id="115437" type="CITY" weightage="80" keywordseo="India-Inc-">India Inc.</keyword> Here is some of the top hiring and engagement mantras, as per the study. 
 
1. Be flexible and open: Offer your employees great work-life balance and they will be yours. To Gen Z workers, a ‘9 to 6’ rigid work-day doesn’t work. They seek to make their hobbies their jobs. ‘Work hard and party harder’ should be the motto. Companies are increasingly coming to terms with this change, as 52% of the organizations agree that <a href="http://www.businessinsider.in/searchresult.cms?query=work-life+balance+">work-life balance</a> is what matters to Gen Z employees. 
 
2. Money should not be made priority: None of the surveyed organizations believe money can help motivate Gen Z employees to work harder and stay with them in the long run. It is career growth and learning opportunities that will retain and engage the Gen Z workforce, said nearly 41% employers in the survey. 
 
 
3. Tech devotees? Not really: Gen Z employees are not ‘tech freaks’, the study finds they actually prefer <a href="http://www.businessinsider.in/searchresult.cms?query=face-to-face+communication+">face-to-face communication</a> over e-mail or instant messaging. Nearly half of India Inc. employers (49%) find face-to-face communication the most effective way of workplace communication with Gen Z workers. 
 4. Be online, go mobile: Emphasizing the need 'engage online' almost 40% of organizations feel online job portals currently provide the most effective hiring tools for Gen Z. This is followed by professional networking sites such as <keyword id="28120" type="CITY" weightage="60" keywordseo="Linkedin">LinkedIn</keyword> and TechGig, as mentioned by 32% of the surveyed organizations. 
 "The Gen Z professional has never known a world without the Internet, mobiles or <keyword id="6354576" type="CITY" weightage="80" keywordseo="Facebook">Facebook</keyword>. They have grown up in a hyper-connected world where almost all information is available at their fingertips," says <keyword id="225450" type="PERSON" weightage="60" keywordseo="Vivek-Madhukar">Vivek Madhukar</keyword>, COO, TimesJobs.com 
 TimesJobs.com, India's leading career and recruitment portal, is one of the best-selling online ventures of the <keyword id="6405745" type="COMPANY" weightage="100" keywordseo="Times-of-India-Group">Times of India Group</keyword>. It serves a corporate customer base of over 25,000 clients from across the globe. It has been serving clients like HCL, IBM, <keyword id="48197" type="COMPANY" weightage="80" keywordseo="Yamaha">Yamaha</keyword>, <keyword id="6369697" type="COMPANY" weightage="80" keywordseo="Godrej">Godrej</keyword>, <a href="file:///C:/Users/gunja.d/Documents/August%202015/HSBC">HSBC</a>, Mahindra, <keyword id="6358511" type="COMPANY" weightage="80" keywordseo="Bajaj">Bajaj</keyword> <keyword id="6443198" type="CITY" weightage="60" keywordseo="Allianz">Allianz</keyword>, TCS and Thomson Reuters to name a few. 
 
(Image: Indiatimes)

4 ways to attract and retain generation Z employees in India

As the world continues to evolve and adapt, so too does the way we <keyword id="6355058" type="General" weightage="20" keywordseo="work" source="Orion">work</keyword>. <keyword id="824043" type="General" weightage="20" keywordseo="business-insider" source="Orion">Business Insider</keyword> India is back with its second edition of The <keyword id="1967222" type="General" weightage="20" keywordseo="future-of-work" source="Orion">Future of Work</keyword> Summit 2023 in Mumbai this Friday, March 17. The conclave aims to explore the latest trends and advancements in the way we work. This year's agenda is focused on several key areas that are transforming the world of work as we know it: technology, cultural intelligence, upskilling and human capital. Let’s get onto what you can expect at the FoW Summit 2023. The future of <keyword id="11018" type="General" weightage="20" keywordseo="jobs" source="Orion">jobs</keyword> is tied in with the technology revolution, upskilling and the ability to find the confluence between work, technology and human experience. The day begins with a keynote address by Maharashtra’s Labour Secretary, Vinita Vaid Singal on the impact of technology on workforce, the need for reskilling and upskilling programmes to ensure that workers are equipped with skill sets to thrive in a changing job market. <h5 style="line-height:1.2;background-color:#ffffff;margin-top:12pt;margin-bottom:12pt;">Final call to <a href="http://businessinsider.in/fow2023">register </a>and be a part of all the action</h5>The rest of the sessions are broadly categorised into four sections - <ul><li>Enhancing Human Capital: The need for policies to align employee growth and business strategies to ensure that both workforce and business can thrive. -Nitin Sethi, CEO, Aon Consulting, India &amp; South Asia -Naiyya Saggi, Co-Founder, Good Glamm Group -Karan Virwani, CEO, WeWorkIndia </li><li>Technology: The future of work and technology and the tools driving digital transformation across workplaces over the next decade -Ashok Krish, Global Lead - Digital Workplace, TCS -Sumedha Chakraborty, Country Head, India &amp; SAARC Business, Google Workspace, Google Cloud -Mukesh Jain - CTO, VP &amp; Global Head of Innovation with AI/ML, Insights &amp; Data - Capgemini </li><li>Upskilling and push for Diversity, Equity, Inclusion (DEI): Two cornerstones that HR leaders must focus on to create a productive, diverse workforce that can adapt to changing needs of business. -C Jayakumar, Executive VP &amp; <keyword id="6378374" type="General" weightage="20" keywordseo="chro" source="Orion">CHRO</keyword>, Larsen &amp; Toubro -Harshvendra Soin, Global Chief People Officer and Head Marketing, Tech Mahindra -Ryan Lowe, Partner - People Advisory Services, E&amp;Y -Harish Iyer, Head - DEI, Axis Bank -Ishita Medhekar, CHRO, Metropolis Healthcare -Neha Bagaria, Founder &amp; CEO, JobsForHer </li><li>Culture, Content &amp; Creator Economy that focuses on the future of storytelling in India: How new platforms are revolutionizing the way we consume and tell stories and the opportunities it presents for content creators. -Rohan Joshi, Influencer, Comedian, Co-Founder - All India Bakchod -Advait Gupt, Co-Founder &amp; CEO, Kulfi Collective -Varun Duggirala - Influencer, Podcaster, Entrepreneur -Karishma Mehta, Founder &amp; CEO, Humans of Bombay</li></ul>Co-powered by Google Cloud, the Future of Work Summit 2023 is a confluence of the brightest minds reimagining the new era of work, workplace and workforce. Discover new trends shaping the workplace and learn about the strategies and tools that can help you stay ahead of the curve. Register <a href="http://businessinsider.in/fow2023">now</a>!

Final countdown begins! Here’s your guide to the Future of Work Summit 2023

<div class="image-container float_right" style="width:400px"><div class="image"></div>Vivek Prakash/Reuters</div>BANGALORE/MUMBAI, March 25 (<keyword id="76338" type="CITY" weightage="60" keywordseo="Reuters">Reuters</keyword>) - <keyword id="3658" type="COUNTRY" weightage="60" keywordseo="India">India</keyword>'s IT outsourcers are promoting "mini CEOs" capable of running businesses on their own, while trimming down on the hordes of entry-level computer coders they normally hire as they try to squeeze more profits out of their staff.
The shift by Infosys Ltd and others is symptomatic of a maturing industry that wants more revenue from its own intellectual property instead of providing only labour-intensive, lower-margin <keyword id="6363148" type="TECHNOLOGY" weightage="60" keywordseo="information-Technology">information technology</keyword> and back-office services.
For young graduates who see the $108 billion IT industry as a sure pathway to modern India's growing middle class, the transformation is unsettling.
Dozens of industry aspirants who were recruited on campus by No. 4 player HCL Technologies recently protested outside its offices in several cities. They were offered jobs in 2011 before graduating last year but have not yet been given joining dates - or paychecks.
"Dear H.R. You were also a fresher... once," read a sign carried by two protesters in a photo in The Hindu newspaper.
HCL's December quarter profits and revenues rose while staff numbers shrank - a rare trick in an industry that has long aspired to break the linear relationship between headcount and revenue growth.
Just 20 percent of the 5,000-6,000 campus recruits offered HCL jobs in 2011 have been taken on board since graduation last summer, and HCL said it made no offers in 2012 to students who would graduate in June 2013.
Slower growth, fewer people leaving, greater demand by customers for experienced staff, and increased productivity through automation and software have put pressure on all recruits, according to HCL, which said it expects to accelerate bringing entry-level staff on board from August.
"It's not that the demand doesn't exist. It exists for different skills," said Ajay Davessar, HCL's head of external communications.
"Typical roles which a student thinks, 'I'll just go there and start coding, and have a good life,' are being tested to reality... Any applicant, be it fresher or senior, will have to have flexibility in applying the skills elsewhere."
FEWER 'CODING COOLIES'
<keyword id="6358815" type="COMPANY" weightage="60" keywordseo="tech">Tech</keyword> Mahindra Ltd, the No.5 player, is naming 100 of what it calls mini-CEOs who will be given broad latitude to run their parts of the business.
"We're moving towards a situation like the developed economies, where we're asking the people to be more deep," said Sujitha Karnad, who heads human resources at Tech Mahindra.
"We want more solution architects to be here. We don't want the coding coolies anymore, that's clear," Karnad said, employing a term commonly used in India in association with menial labourers.
While plenty of Indian back office work such as technical support, processing insurance claims or staffing call centres will remain labour-intensive, software services firms are looking to move up the value chain, which means relying less on the time and toil of staff.
Growth in revenue per employee across the industry could expand to 5 percent a year in the next two years from about 3 percent over the past five, said Forrester Research principal analyst Frederic Giron. The growth rate is likely to accelerate from around 2015 as intellectual property-based work accounts for a growing share of the total, he said.
India's IT services industry grew in large part because of the availability of cheap skilled labour, an advantage that is eroding as wages and other costs in India rise.
In years past, it was cost-effective for IT companies to hire new graduates by the thousands and keep a portion on the "bench" awaiting deployment on a client project.
But budget-constrained clients now demand shorter lead times. IT vendors that might have hired people six months in advance of an expected contract are now working with a one- or two-month window, said Surabhi Mathur Gandhi, senior vice president at TeamLease, a staffing consultancy.
Traditionally, about 30 percent of Indian IT services industry staff are on the bench at any given time, often in training, as they await deployment to client work.
In the December quarter, about 70 percent of Infosys staff and less than 65 percent at No. 3 provider Wipro were deployed on billable projects. At Tata Consultancy Services , the largest Indian IT services company, the figure was 72 percent, within what Ajoyendra Mukherjee, its human resources head, calls the comfort range of 70 to 74 percent utilisation.
"I think we can push it up to 75, 76," he said.
Another IT services company, iGate Corp, envisions a future where just 10 percent of staff sit on the bench, said Srinivas Kandula, its human resources head, who predicts that the size of its bench will shrink by 2 or 3 percentage points a year over the next five years.
BACK-UP PLAN
Shorter benches mean a smaller share of hiring is direct from campuses, as seasoned professionals moving from a competitor would be less willing to wait to be deployed and firms are reluctant to pay them to do so.
Companies are also binding hires, especially experienced ones, with three-month notice periods and no-buy-out clauses, compared with one-month notice periods previously.
Among top-tier companies that are most actively trying to push non-linear growth where revenues are not constrained by the size of the work force, about 70 percent of employees are experienced staff, up from 60 percent in 2008, said Rajiv Srinivas, an associate director at Tech Mahindra, who expects that to rise to about 90 percent in the next two or three years.
At Infosys, while the net quarterly addition of employees fell from 4,906 people in the March quarter last year to 977 in the December quarter (excluding an acquisition), lateral recruitment held steady at an average of about 4,300 staff per quarter through December, meaning the percentage of campus hires was much lower.
"Earlier, the focus was more on career ... You get into a job, you start learning, and slowly acquire knowledge over a period of time," said Sunil Gupta, who joined Infosys as vice president of quality about six months ago from the Indian unit of CGI Group's Logica Plc.
"Today the value of a professional is judged by how quickly you're learning, how quickly you're adapting yourself and changing along with the environment," he said.
For young Indians who saw IT as a ticket into the middle class, the change means that career path is becoming less clear. Those who do break in and build valuable skills will remain in demand, but the days of young IT staffers brandishing five or more competing offers are over.
Yet that hasn't necessarily translated into slower wage growth. Mercer LLC expects industry salaries to grow 12 percent this year, the same as in 2012. As India's economy diversifies, graduates have more attractive career options, including at multinationals with a growing India presence, such as Google Inc , which means IT vendors must fight to stay attractive.
"We see IT companies as a back-up," said S. S. Jayaram, a final-year engineering student in Bangalore who says he chose a job in India with Mu Sigma Inc, a fast-growing U.S.-based data analytics company, over offers from IBM and TCS. (Editing by Emily Kaiser)
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