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<a href="http://www.businessinsider.in/Infosys-changes-bonus-policy/articleshow/52356239.cms">Infosys </a>is one of the few IT organisations in India that is leading the <keyword id="860946" type="UNKNOWN" weightage="100" keywordseo="digital-transformation">digital transformation</keyword> in the world. It is also one of the very few who have realised that<a href="http://www.businessinsider.in/Not-just-employees-Infosys-Vishal-Sikka-is-making-board-members-also-embrace-new-tech-to-solve-problems/articleshow/52429696.cms"> cultural change </a>is required within an organisation to bring about a digital transformation. People need to adapt and it is the responsibility of the company itself to execute a smooth transition. 
 

	While this is fun, it is riddled with challenges even though this is the smartphone age. 
 <keyword id="1680492" type="UNKNOWN" weightage="100" keywordseo="Richard-Lobo">Richard Lobo</keyword>, senior vice president and head of human resources, <keyword id="6354512" type="CITY" weightage="100" keywordseo="Infosys">Infosys</keyword> Ltd, told Business Insider about the need for a cultural change and most importantly, the need to make things fun. 

	What are the cultural changes that the company brought in for the digital transformation?
 

	What we have done in the last couple of years is that we have focussed on two things. One was to renew what Infosys was known for and is doing very well. It is not a fundamental change. It is like redoing what we were doing a little better. The second part is to do new things because the business context has changed, new things are happening and the world has changed. So you also have to innovate and think of new ideas and doing things differently. 
 

	We always were very strong on client focus. So, how do you improve the client focus? We said the person closest to the client should be the one to be focussed on as the aspect that they are close to the client will help us to do better innovation and help the client better. This is an example of how you do things differently without losing sight of what you are good at.
 

	In this context one must also remember that Infosys did away with their ‘Monday tie’ rule a couple of months back.
 

	We can’t hold on to something that is 20-25 years old.
 

	There was a time when we had town hall discussions where a senior leader would go and talk. What we have done is we did not remove it completely; we have made the same thing available on people’s cellphone.
 

	Why a cultural change is required for a digital transformation in an organisation?
 

	Innovation is the key. This digital change is all across. We did not make an overnight change and said you adapt to it. It was an incremental change. Hence, adaptation was easier.
 

	What are the challenges faced while bringing about a digital transformation in the company?
 

	The challenges are people need to believe that this is the right thing to go forward. So we need to convince them that this is the right way to take things across. Second, there is huge amount of torque as digital requires lot of design thinking putting the user at the core; you have to think through what you are doing. Third is to ensure that you sustain. Fourth is to make it fun and interesting. 
 

	How things are made fun and interesting?
 

	We have noticed that to commute to office is quite a boring thing, especially in Bangalore where people spend an hour and half on the road. So we thought can we get two buses to collaborate with each other. People in one bus can talk to the people in the other bus through network. We have not yet started it. We have just experimented it and realised that it can be done technically.

	 
	 
	(Image credits: indiatimes)

Convincing employees for a digital transformation is the key challenge: Infosys

<ul class="summary-list"><li><keyword id="41939" type="CITY" weightage="60" keywordseo="Disneyland">Disneyland</keyword> Resort, a <keyword id="9753" type="ENTERTAINMENT" weightage="60" keywordseo="New-Jersey">New Jersey</keyword> mall, convention centers, and sports stadiums are opening their doors to the public as mass vaccination sites.</li><li>Here are some of the locations across the country that are shifting their focus and opening up for the public-health effort. </li></ul>Sports stadiums, malls, and amusement parks are taking on a new role amid the <keyword id="8763838" type="UNKNOWN" weightage="60" keywordseo="covid-19">COVID-19</keyword> pandemic - they're transforming into mass vaccination sites to help in states' efforts to distribute the life-saving coronavirus vaccines to as many people as possible. Many sites have already opened and begun distributing thousands of doses per day. Other venues are still in the works as they prepare to take on the new challenge. Though these new efforts are underway, Operation Warp Speed, which is the Trump administration's vaccination plan, is facing a slower-than-expected rollout. And just as states were preparing to receive more doses, the <a href="https://www.washingtonpost.com/health/2021/01/15/trump-vaccine-reserve-used-up/">Washington Post reported</a> the federal government doesn't have a reserve of the Moderna or Pfizer/BioNTech vaccines. New York City's mayor <a href="https://www.businessinsider.com/covid-19-vaccinations-booked-for-months-in-new-york-2021-1">said today</a> it would run out of doses by next week. Among the mass vaccination sites where people have begun receiving the vaccines, which were approved in mid-December, are Disneyland resort, a New Jersey Mall, and Gillette Stadium. Here are 15 of the sites taking part in the effort.<h2>1. DisneyLand Resort </h2><div type="image" title="disneyland" height="2000" width="3000" msid="80302620" hostid="261"></div>The California-based theme park has been closed since March, but has <a href="https://www.businessinsider.com/disneyland-resort-covid-vaccination-california-sites-2021-1">re-opened its doors</a>, so thousands of Southern Californians can get their COVID-19 shots. It's the first "super point-of-dispensing" site in Orange County, California, <a href="https://cms.ocgov.com/civicax/filebank/blobdload.aspx?BlobID=119006">government officials said</a>. <h2>2. Citi Field</h2><div type="image" title="citi field" height="681" width="1024" msid="80302621" hostid="261"></div>The New York Mets' Citi Field Stadium will <a href="https://www1.nyc.gov/office-of-the-mayor/news/021-21/mayor-de-blasio-24-7-mega-vaccination-site-citi-field">transform</a> into a "mega" vaccination site, providing between 5,000 and 7,000 shots per day, by the end of January.<h2>3. <keyword id="210050" type="ORGANIZATION" weightage="60" keywordseo="Arizona-Cardinals">Arizona Cardinals</keyword> Stadium</h2><div type="image" title="big red.JPG" height="1858" width="2500" msid="80302624" hostid="261"></div>State Farm's Arizona Cardinals Stadium opened as the state's first mass vaccination site, giving doses to 4,000 people on its first day in operation and booking tens of thousands of more appointments, <a href="https://www.azfamily.com/news/continuing_coverage/coronavirus_coverage/about-200-covid-19-vaccines-administered-an-hour-at-state-farm-stadium-on-first-day/article_81ed01c0-5546-11eb-9379-374842e34d24.html">AZ Family reported</a>.<h2>4. Rockaway Townsquare Mall in New Jersey</h2><div type="image" title="GettyImages 1230485907" height="3456" width="5184" msid="80302627" hostid="261"></div>The 30,000 square-foot facility at the Townsquare Mall in Rockaway, New Jersey, opened earlier this month along with the Rowan College of South Jersey - the first two of six mass vaccination sites that will open in the state. Soon, 2,400 people per day will receive the vaccine in the state once the shot becomes available to the general public in Phase 2, according to a Jan. 8 <a href="https://abc7ny.com/nj-vaccines-when-is-the-first-covid-vaccine-coronavirus-gov-murphy/9459280/">report from ABC7</a>. <h2>5. Malcolm X College in Chicago</h2><div type="image" title="Malcolm X College" height="3744" width="5616" msid="80302631" hostid="261"></div>Chicago has opened up six mass vaccination sites at colleges across the city, according to a <a href="https://wgntv.com/news/coronavirus/chicago-to-start-next-phase-of-covid-19-vaccine-distribution-next-week-as-more-sites-open/">report</a> from WGN9 News. Along with Malcolm X College, Arturo Velasquez Institute, Richard J. Daley College, Olive-Harvey College, Kennedy-King College, and Harry S Truman College, have also joined the effort as mass point-of-dispensing sites. <h2>6. The Jacob K. Javits Convention Center in New York City</h2><div type="image" title="Jatvis Convention Center" height="3456" width="5184" msid="80302637" hostid="261"></div>The Javits Center, once operating as a <a href="https://abc7ny.com/coronavirus-nyc-update-corona-virus-cases/6142109/">COVID-19 treatment facility</a>, opened its doors Wednesday as a vaccination center, according to the <a href="https://www.javitscenter.com/">website</a>. The Westchester County Center and New York State Fair Expo Center in Syracuse opened the same day, with the State University of New York in Albany and a site at Jones Beach also opening this week. More mass vaccination sites <a href="https://www.governor.ny.gov/news/governor-cuomo-announces-state-vaccination-sites-now-open">will be announced</a> in the coming days. <h2>7. Pier 2 cruise ship terminal in Oahu</h2><div type="image" title="honolulu hawaii hanauma bay oahu" height="1296" width="1936" msid="80302639" hostid="261"></div>Pier 2, a cruise ship terminal in Oahu, Hawaii, opened as a mass vaccination site on Wednesday, <a href="https://www.hawaiinewsnow.com/2021/01/13/live-lawmakers-health-officials-discuss-planned-launch-mass-vaccination-sites/">Hawaii News Now reported</a>. Another site, the Neal Blaisdell Center, in downtown Honolulu, is set to open as well.<h2>8. Gillette Stadium in Massachusetts</h2><div type="image" title="Gillette Stadium" height="3712" width="5568" msid="80302642" hostid="261"></div>On Tuesday, Massachussetts Gov. Charlie Baker <a href="https://www.mass.gov/news/baker-polito-administration-announces-launch-of-first-covid-19-mass-vaccination-site-at">announced</a> the opening of the state's first mass vaccination site at Gillette Stadium in Foxborough, where the New England Patriots play. The site will begin administering 300 vaccines per day, with a goal of reaching 5,000 per day over time. First responders will be first up to receive the vaccine here, followed later by other eligible individuals. The state said it's working to establish more large vaccination sites. <h2>9. Dorney Park &amp; Wildwater Kingdom in Pennsylvania</h2><div type="image" title="Amusement park water slides." height="2112" width="2816" msid="80302643" hostid="261"></div>The Dorney Park &amp; Wildwater Kingdom in Pennsylvania will soon transform into a mass vaccination site. Lehigh Valley <keyword id="6354750" type="UNKNOWN" weightage="60" keywordseo="health">Health</keyword> Network, which has set up tents at the site, said it hopes to vaccinate as many as 5,000 people per day at the amusement park once the state approves the location and receives more doses, the health network <a href="https://news.lvhn.org/lvhn-provides-community-vaccination-update/">said</a>. <h2>10. The "Pit" in Albuquerque, New Mexico</h2><div type="image" title="The Lobos stadium" height="2683" width="4025" msid="80302644" hostid="261"></div>The "Pit" stadium, where the University of New Mexico's Lobos basketball team plays, will become a mass vaccination site on Jan. 20, with officials estimating the site will be able to administer more than 3,000 vaccines per day, UNM health officials said in a <a href="https://hsc.unm.edu/news/2021/01/pit-vaccination.html">statement</a>. <h2>11. Minute Maid Park in Houston, Texas</h2><div type="image" title="GettyImages 904745" height="1341" width="2000" msid="80302645" hostid="261"></div>The Houston Health Department <a href="http://www.houstontx.gov/health/NewsReleases/second-covid-19-vaccination-mega-site-scheduled-for-minute-maid-park.html#:~:text=Minute%20Maid%20Park's%20home%20plate,state's%20guidelines%20on%20January%202.">said</a> it is opening Minute Maid Stadium, where the Houston Astros play, on Saturday to vaccinate thousands of people. The department said it plans to administer vaccinations to about 5,000 eligible patients.<h2>12. Jerome Schottenstein Center at Ohio State</h2><div type="image" title="GettyImages 1218850484" height="3348" width="5022" msid="80302648" hostid="261"></div>The Ohio State University's Jerome Schottenstein Center, also known as Value City Arena, will become a mass vaccination site used by the university's medical center. The new location <a href="https://news.osu.edu/wexner-medical-to-use-schottenstein-center-for-mass-covid-19-vaccination-site/">will be able to provide more than 3,000 vaccines per day</a>, the university said. <h2>13. TCF Center in Detroit</h2><h2><div type="image" title="detroit" height="3538" width="5307" msid="80302655" hostid="261"></div></h2>This week, Detroit's TCF Center <a href="https://detroitmi.gov/news/reminder-call-center-covid-vaccines-tcf-opens-monday-9-am-detroit-residents-75-and-older-k-12">started</a> distributing vaccinations and booking appointments as the area's mass vaccination site.<h2>14. Mercedes Benz Arena in Atlanta</h2><div type="image" title="Mercedes-Benz Stadium" height="1295" width="2000" msid="80302659" hostid="261"></div>The Mercedes-Benz Stadium, home of the Atlanta Falcons, has become a mass vaccination site for the city, partnering with the Fulton County Board of Health to distribute 4,000 doses in its first week of operation, the stadium said in a <a href="https://mercedesbenzstadium.com/mercedes-benz-stadium-partners-with-fulton-county-to-host-vaccine-distribution/">statement</a>.<h2>15. The Virginia Beach Convention Center</h2><div type="image" title="virginia beach virginia" height="899" width="1354" msid="80302661" hostid="261"></div>The Virginia Beach Convention Center has become the city's primary mass vaccination location, <a href="https://www.wavy.com/news/health/coronavirus/virginia-beach-convention-center-is-citys-mass-covid-19-vaccination-site/">Wavy.com reported</a>. This week, the center administered almost 1,000 doses per day.

Get your COVID-19 vaccine at a New Jersey mall or Disneyland. Here are 15 places across the country that have transformed into mass vaccination sites.

<div class="KonaFilter image-container display-table"><div><div class="image on-image">Business InsiderJPMorgan CEO Jamie Dimon has a new crop of managing directors today.</div></div></div><ul><li>JPMorgan's new list of managing directors includes a record share of women this year.</li><li>Business Insider has a full list of the names.</li></ul>JPMorgan's corporate and investment bank, the world's largest, just promoted its latest class of managing directors, and the group of 117 includes a record share of women, according to a person with knowledge of the list. A full 26% of the class was women, or 30 executives, the person said. Interestingly, that's the <a href="https://www.businessinsider.com/goldman-sachs-new-partner-class-list-2018-2018-11">same percentage</a> as the latest partner class at Goldman Sachs, one of JPMorgan's closest competitors. JPMorgan announced the promotions this morning on an internal web page. For JPMorgan, North America accounts for the largest share of the promotions, with 46% of the class based there, the person said. Another 31% is based in Europe, the Middle East and Africa, with 18% in Asia Pacific and 5% in Latin America. By business line, investment and corporate banking made up a plurality, with 36%. Another 20% work in trading, with 17% coming from sales and 13% from digital and platform services, the person said. Treasury and security services accounted for 8%, with 5% from research. "Achieving the MD distinction does not come easily, but is earned through dedication to clients and colleagues, hard work and a commitment to our shared culture," Daniel Pinto and the corporate and investment bank management team said in the message. "We expect these newest senior leaders to continue to help us drive innovation and disrupt the status quo as we build our business of tomorrow."Business Insider got its hands on the full list. Here are all the names: Global corporate and investment banking:<ul><li>Andrew Verdasca</li><li>Ashish Agrawal</li><li>Brendin Cave</li><li>Brian Pehoski</li><li>Chris Dieck</li><li>Christian O'Donnell</li><li>Claire McDonough</li><li>Crystal Zhu</li><li>Dan Darley</li><li>David Peoples</li><li>Eugene Sohn</li><li>Francesco Magri</li><li>Fraser Dixon</li><li>Isik Guven Toktamis</li><li>James Robinson</li><li>Jason Spindel</li><li>Jennifer Dooly</li><li>John Collmer</li><li>John Herrold</li><li>John Whittaker</li><li>Justin Nance</li><li>Kristina Nilsson</li><li>Matt Egan</li><li>Matt Seiter</li><li>Michiaki Maebori</li><li>Nelson Ocampo</li><li>Nitin Maheshwari</li><li>Olivier Simon</li><li>Peter Hujoel</li><li>Riccardo Penati</li><li>Ryan Griswold</li><li>Sanchit Suri</li><li>Silvia Viviano</li><li>Steve Jia</li><li>Tim Carpenter</li><li>Virginie de Grivel Nigam</li><li>Vlad Ivanov</li><li>Winnie Ng</li><li>Yoni Hornik</li><li>Young-Ki Kim</li><li>Annemarie Milton</li><li>Rohit Khatri</li><li>Ryan Thompson</li></ul>Markets:<ul><li>Angela Hurtado</li><li>Brian Fitzpatrick</li><li>Jake Pashelinsky</li><li>Lawrence Lau</li><li>Minal Lavingia</li><li>Mintaek Kim</li><li>Nok To</li><li>Siddharth Jhunjhunwala</li><li>Billy Wong</li><li>Brett Nunziata</li><li>Christine Ferris</li><li>Deji Davies</li><li>Doug Hartman</li><li>Jeremy Hellinger</li><li>Marc Simpson</li><li>Sean Griffin</li><li>Steve Ignelzi</li><li>Desmond Lau</li><li>Gaurav Jain</li><li>Jeff Davidovitch</li><li>Omar Bennani</li><li>Spyros Kallipolitis</li><li>Emma Richardson</li></ul>Sales &amp; Marketing:<ul><li>Amy Tan</li><li>Charlie Remnant</li><li>Dan Chapman</li><li>Daryl Harding</li><li>David Levi</li><li>David Nahmanovici</li><li>Dhaval Shah</li><li>Ed Franklin</li><li>Eileen Herlihy</li><li>Eric Greiner</li><li>Hannah Baum</li><li>James Kibble</li><li>Joe Paccione</li><li>Kash Malik</li><li>Lucianna Lorenzo</li><li>Nkonye Soetan</li><li>Patrik Johansson</li><li>Richard Hyman</li><li>Serene Chen</li><li>Shmuel Sorkin</li></ul>Wholesale payments and security services:<ul><li>Caroline Butler</li><li>Emma Bussey</li><li>Gavin Tobin</li><li>Mali Bartlett</li><li>Suryanshu Mishra</li><li>Maya El Omeiri</li><li>Renata Vilanova Lobo</li><li>Sairam Rangachari</li><li>Sara Castelhano</li></ul>Digital &amp; platform services:<ul><li>Balaji Krishnamurthy</li><li>Chris Summers</li><li>Dan Dalton</li><li>Fiona Barry</li><li>George Gaffin</li><li>Jeff DeMott</li><li>Joe Schafer</li><li>Lidia Mangu</li><li>Matt Winn</li><li>Michelle Conklin</li><li>Phillip Wu</li><li>Savio Saldanha</li><li>Simon Cox</li><li>Sven Morawitz</li><li>Thierry Foissac</li><li>Elena Zislin</li></ul> Research:<ul><li>Alex Yao</li><li>Amy Sze</li><li>Arun Jayaram</li><li>Daniel Lamy</li><li>Elodie Rall</li><li>Min Moon</li></ul> <div class="margin-top"> <h3>NOW WATCH: <a href="https://www.businessinsider.com/fall-into-black-hole-2016-11">Astronomers just captured the first image of a black hole. Here are the horrifying things that would happen if you fell into one.</a></h3> <div> </div> </div>

JPMorgan just promoted 117 people in its corporate and investment banking unit to managing director -&#160;and we got the full list

<keyword id="323679" type="ORGANIZATION" weightage="100" keywordseo="Infosys-Employees">Infosys employees</keyword> who are looking to switch their job profiles will now be able to do so using a designated internal platform, called Compass. It would make sure that the employees don’t look outside when they want to switch roles, and instead find one within the company. 
 
Compass, the digital platform rolled out by the technology giant would also allow them to mobilise available opportunities on career growth, learning and networks. 
 <keyword id="6354512" type="CITY" weightage="100" keywordseo="Infosys">Infosys</keyword> is trying to digitise all its HR processes, putting an extra focus on technology so that it can enhance the experience of its employees. In the past couple of years, it has introduced a range of such initiatives using available technologies, which help its employees be more productive. 
 
"Those who want a change from their current job profile or posting can now log on to Compass, and view a curated list of opportunities based on their skills and interests. Employees can create a humanised profile to showcase their professional achievements. Video CVs, endorsements, blogs and badges can also be shared," Richard Lobo, SVP and head-HR, Infosys, told <a href="http://economictimes.indiatimes.com/tech/ites/infosys-internal-platform-compass-to-help-employees-change-job-profiles/articleshow/52998947.cms">ET</a>. 
 
The platform can also be used as a networking website where like-minded people can interact, thus facilitating making use of existing expertise and experiences that the employees possess. 
 
On its launch, the programme, which is available to employees pan India, saw over 6,000 requests from employees in three hours. 
 
<a href="http://poetsandquants.com/wp-content/uploads/2014/02/10379313-54b8-4448-b3fa-367be8ac368bInfosys.jpg">Image source</a>

Infosys to allow employees to switch job profiles using an internal platform

The Human Resource chief for <a href="http://www.businessinsider.in/searchresult.cms?query=South+Asia+">South Asia</a> at <keyword id="49855" type="COMPANY" weightage="80" keywordseo="philips">Philips</keyword> and former executive director for <keyword id="67723" type="ORGANIZATION" weightage="60" keywordseo="HR">HR</keyword> at telecom operator <a href="http://www.businessinsider.in/searchresult.cms?query=Bharti+Airtel">Bharti Airtel</a>, Krish Shankar might join India's second largest software services firm <keyword id="6354512" type="CITY" weightage="80" keywordseo="Infosys">Infosys</keyword> as its new global Human Resources head. 
 
<a href="http://www.businessinsider.in/searchresult.cms?query=Infosys+">Infosys</a> was looking for a new human resources head after Srikantan Moorthy moved to another role in the company recently. 
 
Sources familiar with the developments said Shankar, an XLRI-Jamshedpur alumnus, is likely to join Infosys in November. The firm also announced the appointment of Richard Lobo as the HR head for its Indian operations earlier this month. 
 
Shankar, however, did not approve this move, saying “there is nothing like this on cards." An Infosys spokesperson told ET that the company could not comment on speculation related to hiring. 
 
Shankar is currently heading HR for the Indian subcontinent at <a href="http://www.businessinsider.in/searchresult.cms?query=Philips">Philips</a>. He has earlier worked in <keyword id="6354287" type="CITY" weightage="80" keywordseo="Bharti-Airtel">Bharti Airtel</keyword> as its executive director of HR for about seven years. He worked before with <keyword id="45009" type="CITY" weightage="80" keywordseo="Unilever">Unilever</keyword> for about 20 years in different roles as vice president, HR, for Asia-AMET (Africa, Middle East, Turkey) markets. 
 
He was a business partner for the regional organisation and functions of customer development, supply chain and finance at Unilever. 
 
A management reshuffle has been underway at Infosys after CEO <a href="http://www.businessinsider.in/searchresult.cms?query=Vishal+Sikka+">Vishal Sikka</a> took charge. Infosys had announced in February that it was realigning its organisational structure effective 1 April, to sharpen its competitive differentiation across service lines. 
 
(Image: Indiatimes)

Meet Krish Shankar who may join Infosys as its new HR head

Even as we acknowledge that workplaces of the future will be quite different from what we are used to, we have not yet got our hands around the problem of how the inhabitants of these future workplaces will view their engagement with work and organization. The change to me is about design and setting aside old ways of viewing work. It’s firstly about bringing the employee or user at the center of imagining the workplace and secondly about how technology is redefining the way we work. The challenge is to create an engaging workplace that amplifies human potential through collaboration, innovation and building on company culture. 
 
In late 18th century England, people migrated from the countryside and started living the life of early industrial workers. Work was hard those days and involved long hours in difficult conditions. As machinery started replacing manual labor, the ability to find meaningful work itself was a challenge. Long term focus on workers was clearly a non-priority till enlightened mill owners started realizing that workers also play a role apart from machinery and their commitment to their work has a marked impact on productivity. 
 
The Hawthorne studies in the 1920s focused on social and psychological aspects of the workplace. Choices on coworkers, group activity, supervisor relations and the physical workplace were shown as having a huge impact on productivity. The studies also found that monetary incentives and good working conditions are generally less important in improving employee productivity than meeting employees' need and desire to belong to a group and be included in decision making and work. 
 
The period since then seen an expansion in terms of focus on engaging workers and in a way has made it almost a given like the cubicle and the screen. Who’s the newest DJ on the block? Ask any employee engagement team at a company, and chances are they would know the answer, along with how much it costs to bring him or her down, approximate numbers of which employee section would respond to that genre of music, the best vendor to handle sound, etc. In short, we are running out of new ideas. 
 
How do we make employee engagement move from the periphery to the core? 
 
To make this simple, we have to focus on just three areas. If we were to view this in the analogy of a living tree, the work and its results will be the tree trunk; collaboration and interaction with friends the branches that sustain the tree and the culture of the organization as the roots from where the tree derives its nutrients and anchor. 
 
Work, above all else, is a primary driver of engagement. A feeling of purpose, a desire to consistently set and meet high expectations and to simulate the intellect all make work meaningful. Employees need to know what they are working towards, and it needs to be a goal that’s higher than regular client requirements. They need to feel responsible for bringing about change, in the way they work. This is what keeps work exciting and engaging. 
 
The second important area is collaboration. Each one of us needs trusted connections and access to a pool of interesting and fun co-workers. The future workplace will have much more emphasis on the networks an individual has and how they leverage them. Technology can make a big difference in this area. Companies must experiment with various enterprise solutions with social capabilities that foster collaboration with interesting results. These will only get better as more organizations start using them. 
 
The third area is the culture of sustained learning and leadership that differentiate organizations and impact their longevity. We have seen that learning and individual development consistently top the job engagement asks from employees over the years. And trust and connect with leadership has a great influence on engagement. For this leaders have to demonstrate by example, communicate every day and align rewards with behavior. 
 
In the end, employee engagement is making the workplace work for its people. Significant changes, including a younger workforce and changes to the way business is run will need us to rethink employee engagement in innovative ways. To us, the job at hand is engaging employees – meeting their human workplace needs that keeps both business and people needs in mind. That will help individuals to be creative, collaborate better and create a thriving, living workplace that more people will be eager to join. 
 (The article is authored by Richard Lobo, EVP &amp; Head-HR, <keyword id="6354512" type="CITY" weightage="100" keywordseo="Infosys">Infosys</keyword>)

Here’s how you can create better workplaces, as per Infosys HR head

<div class="KonaFilter image-container float_right"><div class="image on-image"><a href="http://www.flickr.com/photos/daquellamanera/2107651472/">Daniel Lobo via flickr</a></div></div>Is the paper <keyword id="93698" type="UNKNOWN" weightage="60" keywordseo="resume">resume</keyword> dead? This is the current debate going on in career and strategy circles.
Career expert Richard Bolles says in his book <a href="http://www.amazon.com/What-Color-Your-Parachute-2013/dp/1607741474">"What Color Is Your Parachute"</a> that the traditional format is out, and Google is now your new resume. In fact, here at Business Insider, <a href="http://www.businessinsider.com/bi-is-hiring-a-strategy-careers-editor-2013-7" target="_blank">a LinkedIn profile is sometimes requested in lieu of the conventional CV.</a>
On the other hand, <a href="http://online.wsj.com/article/SB10001424052970203750404577173011519129748.html">Rachel Louise Ensign over at The Wall Street Journal</a> argues that most hiring managers still prefer paper resumes from candidates.
"Although applicants rarely mail in resumes these days, the job search isn't going paperless," she writes. "In fact, experts say, a paper resume can make or break a bid for a job."
Meanwhile, career expert <a href="http://www.psychologytoday.com/blog/career-transitions/201204/the-resume-is-dead-long-live-the-resume">Katharine Brooks writes in Psychology Today</a> that the resume is merely evolving, not dead. To make it in today's workforce, "it's important to make sure your resume reflects the field in which you plan to work and that you have created a social media support system to present your story to potential employers," she writes.
Below we've listed a few reasons why the paper resume is not going away any time soon:
<h2>1. Resume filtering software is still the norm.</h2>
When you apply for a job at a larger firm, there's a high chance that your resume will be <a href="http://www.businessinsider.com/keywords-to-use-on-your-resume-2012-12">scanned by a filtering software</a> program that searches for keywords. These ATS tracking services aren't going anywhere anytime soon. <a href="http://online.wsj.com/article/SB10001424052702303506404577448641680079100.html">Lauren Weber at The Wall Street Journal</a> reports that companies spent an estimated $6 billion on online recruitment tools last year because there are just too many resumes for hiring managers to sift through themselves.
And the filtering software won't work with online profiles. A traditional resume is needed for it to work. 
<h2>2. Hiring managers - typically Gen X-ers and Boomers - tend to prefer hard-copy resumes.</h2>
"A resume on nice stock paper shows you have a sense of decorum, especially since the Millennials are being interviewed by Gen X-ers or Boomers," Jaime Klein, founder of Inspire Human Resources, an outsource HR department for other companies, tells <a href="http://online.wsj.com/article/SB10001424052970203750404577173011519129748.html">Ensign</a>.
If there is some way that you can get a hard copy of your resume to the hiring manager, your chances of getting hired increase significantly, Terry Pile, <a href="http://www.careeradvisorsonline.com/home/whoweare.html">principal/consultant of Career Advisors</a>, tells Business Insider.
"I always tell my clients to apply online, but then find someone in the company you can fax, hand deliver or snail mail [your resume] to," says Pile. "If you are depending on electronic resumes alone, no one may ever see it. If you fax it, someone will have to touch it and do something with it. Generally that person will route the resume to the hiring manager or HR."
"If the resume is sitting on someones desk, they'll pick it up," Pile says.
<h2>3. Resumes are easier to "manipulate" than online profiles.</h2>
An online profile may make you a lot more vulnerable to hiring discrimination, says Pile. For example, hiring managers will be able to critique your appearance based on your profile picture. You risk turning off potential employers if you're considered too young, too old, or overweight.
On the other hand, it's much easier to "manipulate" a resume by omitting specific dates that can reveal your age or playing up certain positions depending on the job you're applying for, according to Pile.
Whatever your view of the paper resume, it's important to consider the benefits of combining the traditional format with online professional profiles.
"It's not that one is dead and the other is replacing it," Julie Inouye, corporate communications director at LinkedIn, tells Business Insider. Job seekers today should stop thinking that they have to choose one or the other, but utilize both for the benefits of each.
Pile says: "I always tell my candidates to focus on three things when looking for a job: Update your LinkedIn profile, get your resume up-to-date with keywords, and get the physical resume into the hands of hiring managers."

3 Reasons Why The Paper Resume Isn't Dead

<div class="image-container float_right"><div class="image"><a href="http://www.flickr.com/photos/daquellamanera/2107651472/">Daniel Lobo via flickr</a></div></div>Is the paper <keyword id="93698" type="UNKNOWN" weightage="60" keywordseo="resume">resume</keyword> dead? This is the current debate going on in career and strategy circles.
Career expert Richard Bolles says in his book <a href="http://www.amazon.com/What-Color-Your-Parachute-2013/dp/1607741474">"What Color Is Your Parachute"</a> that the traditional format is out, and Google is now your new resume. In fact, here at Business Insider, <a href="http://www.businessinsider.com/bi-is-hiring-a-strategy-careers-editor-2013-7" target="_blank">a LinkedIn profile is sometimes requested in lieu of the conventional CV.</a>
On the other hand, <a href="http://online.wsj.com/article/SB10001424052970203750404577173011519129748.html">Rachel Louise Ensign over at The Wall Street Journal</a> argues that most hiring managers still prefer paper resumes from candidates.
"Although applicants rarely mail in resumes these days, the job search isn't going paperless," she writes. "In fact, experts say, a paper resume can make or break a bid for a job."
Meanwhile, career expert <a href="http://www.psychologytoday.com/blog/career-transitions/201204/the-resume-is-dead-long-live-the-resume">Katharine Brooks writes in Psychology Today</a> that the resume is merely evolving, not dead. To make it in today's workforce, "it's important to make sure your resume reflects the field in which you plan to work and that you have created a social media support system to present your story to potential employers," she writes.
Below we've listed a few reasons why the paper resume is not going away any time soon:
<h2>1. Resume filtering software is still the norm.</h2>
When you apply for a job at a larger firm, there's a high chance that your resume will be <a href="http://www.businessinsider.com/keywords-to-use-on-your-resume-2012-12">scanned by a filtering software</a> program that searches for keywords. These ATS tracking services aren't going anywhere anytime soon. <a href="http://online.wsj.com/article/SB10001424052702303506404577448641680079100.html">Lauren Weber at The Wall Street Journal</a> reports that companies spent an estimated $6 billion on online recruitment tools last year because there are just too many resumes for hiring managers to sift through themselves.
And the filtering software won't work with online profiles. A traditional resume is needed for it to work. 
<h2>2. Hiring managers - typically Gen X-ers and Boomers - tend to prefer hard-copy resumes.</h2>
"A resume on nice stock paper shows you have a sense of decorum, especially since the Millennials are being interviewed by Gen X-ers or Boomers," Jaime Klein, founder of Inspire Human Resources, an outsource HR department for other companies, tells <a href="http://online.wsj.com/article/SB10001424052970203750404577173011519129748.html">Ensign</a>.
If there is some way that you can get a hard copy of your resume to the hiring manager, your chances of getting hired increase significantly, Terry Pile, <a href="http://www.careeradvisorsonline.com/home/whoweare.html">principal/consultant of Career Advisors</a>, tells Business Insider.
"I always tell my clients to apply online, but then find someone in the company you can fax, hand deliver or snail mail [your resume] to," says Pile. "If you are depending on electronic resumes alone, no one may ever see it. If you fax it, someone will have to touch it and do something with it. Generally that person will route the resume to the hiring manager or HR."
"If the resume is sitting on someones desk, they'll pick it up," Pile says.
<h2>3. Resumes are easier to "manipulate" than online profiles.</h2>
An online profile may make you a lot more vulnerable to hiring discrimination, says Pile. For example, hiring managers will be able to critique your appearance based on your profile picture. You risk turning off potential employers if you're considered too young, too old, or overweight.
On the other hand, it's much easier to "manipulate" a resume by omitting specific dates that can reveal your age or playing up certain positions depending on the job you're applying for, according to Pile.
Whatever your view of the paper resume, it's important to consider the benefits of combining the traditional format with online professional profiles.
"It's not that one is dead and the other is replacing it," Julie Inouye, corporate communications director at LinkedIn, tells Business Insider. Job seekers today should stop thinking that they have to choose one or the other, but utilize both for the benefits of each.
Pile says: "I always tell my candidates to focus on three things when looking for a job: Update your LinkedIn profile, get your resume up-to-date with keywords, and get the physical resume into the hands of hiring managers."

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