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<ul><li><keyword id="19906778" type="General" weightage="100" keywordseo="Infosys" source="keywords" meta.keywordsubtype="org" meta.entityname="Infosys" meta.hostid="261" meta.entityid="Infosys">Infosys</keyword> has delayed hiring of 2000 young professionals</li><li><keyword id="20033579" type="General" weightage="20" keywordseo="NITES" source="keywords" meta.keywordsubtype="org" meta.entityname="NITES" meta.hostid="261" meta.entityid="NITES">NITES</keyword> has filed a complaint in the matter</li><li>Infosys is also making headlines for its new Power Programme</li></ul> The Nascent Information Technology Employees Senate (NITES), a Pune-based <keyword id="22859482" type="General" weightage="20" keywordseo="IT-employee-union" source="keywords">IT employee union</keyword>, has filed a formal complaint with the Ministry of Labour and Employment against Infosys. The union alleges that Infosys has delayed the <keyword id="22570539" type="General" weightage="20" keywordseo="onboarding-process" source="keywords">onboarding process</keyword> for around 2,000 <keyword id="22859483" type="General" weightage="20" keywordseo="fresh-engineering-graduates" source="keywords">fresh engineering graduates</keyword> for over two years, leaving them in a state of uncertainty and distress. <h2>Infosys delayed freshers' onboarding for more than two years</h2>According to NITES, these graduates were selected for roles such as system engineer and digital specialist engineer as early as April 2022. Despite receiving offer letters, the onboarding process has been repeatedly postponed. The affected graduates were required to participate in unpaid pre-training programs and undergo additional, unexpected assessments, further complicating their entry into the workforce. NITES claims that despite fulfilling all the prerequisites set by Infosys, these young professionals have been kept in limbo, leading to significant frustration and anxiety. The union views this situation as a serious breach of trust by Infosys, which has long been regarded as one of the pillars of India’s IT industry. Harpreet Singh Saluja, President of NITES, expressed deep concern over the situation, emphasizing the broader implications for the Indian IT sector. “We believe that this is not just a breach of trust by one of India’s largest IT companies, but also a significant issue that impacts the future of our country’s <keyword id="22360158" type="General" weightage="20" keywordseo="IT-workforce" source="keywords">IT workforce</keyword> and economy. We are calling on the government to take immediate and strict action against Infosys to ensure that such exploitative practices are halted and that the rights of these young professionals are protected,” Saluja said, according to a report by The Economic Times. The complaint filed by NITES highlights that even after long delays, the graduates were asked to participate in an unpaid virtual pre-training program from July 1 to July 24, 2024. They were promised final joining dates of either August 19 or September 2, 2024. However, despite completing the training, they were informed that they would need to retake the exam offline, once again without pay. This has only added to their frustration and uncertainty about their future with the company. <h2>Infosys’ Power Programme</h2>In a contrasting development, Infosys is also making headlines for its recent campus placement drive, where it has introduced a new 'power programme.' According to a report by The Times of India, the company is offering pay packages of up to Rs 9 lakh per annum to select colleges, a significant increase from its standard entry-level packages, which typically range from Rs 3-3.5 lakh. This move is seen as part of Infosys’ strategy to attract highly specialized talent in areas such as coding, software development, cloud computing, AI/ML, and cybersecurity. Infosys plans to hire between 15,000 and 20,000 graduates in FY25. During its earnings call last month, Infosys announced plans to resume campus placements and off-campus fresher hiring in the current fiscal year. The top four IT firms in India are expected to collectively add about 82,000 freshers in FY25. Among them, HCLTech and <keyword id="19945574" type="General" weightage="20" keywordseo="wipro" source="keywords">Wipro</keyword> plan to hire 10,000 and up to 12,000 freshers, respectively. SEE ALSO: <a href="https://www.businessinsider.in/careers/news/work-life-balance-is-a-myth-photo-of-man-working-in-front-of-momo-stall-goes-viral-internet-reacts/articleshow/112516510.cms" data-type="tilCustomLink" target="_blank">'Work-life balance is a myth’: Photo of man working in front of momo stall goes viral, Internet reacts</a> <a href="https://www.businessinsider.in/tech/article/arrange-or-love-marriage-debate-is-passe-people-are-now-marrying-their-ai-partners/articleshow/112522764.cms" data-type="tilCustomLink" target="_blank">Arrange or love marriage debate is passe, people are now marrying their AI partners</a>

Infosys delays onboarding of 2,000 graduates for more than 2 years, NITES files complaint

The Indian <keyword id="21219153" type="General" weightage="20" keywordseo="employment-market" source="keywords">employment market</keyword> is projected to experience a 6.33% incremental expansion over the first half of FY 2024-25, according to a report by TeamLease. The report highlighted that 56% of employers expect their workforce to grow, 21% anticipate a decline, and 23% believe their workforce size will remain unchanged. The report provided a detailed analysis of the <keyword id="21680463" type="General" weightage="100" keywordseo="Indian-job-market" source="keywords">Indian job market</keyword> across 23 industries and 20 cities. It highlighted workforce expansion trends, emphasizing the impact of <keyword id="20509550" type="General" weightage="20" keywordseo="economic-conditions" source="keywords">economic conditions</keyword>, organizational dynamics, skill shortages, and <keyword id="20358462" type="General" weightage="20" keywordseo="technological-advancements" source="keywords">technological advancements</keyword> on hiring strategies. The growth in the employment market is attributed to the favourable economic conditions in the country, including a nearly 7% GDP growth forecast for 2024 by most global rating agencies, which would make India the fastest-growing G-20 nation. Strong investment demand, peaking headline inflation, and a greater emphasis on technology and skills by employers are also key factors. In terms of cities, Delhi, Bangalore, and Hyderabad emerged as the top cities with the highest proportion of employers expanding their workforce sizes. These cities attract businesses due to their established infrastructure, large talent pools, and economic vitality. The consistent preference for these major cities underscores their significance as job concentration hubs, despite the growing trend of expansion into new locations. These urban centres play a strategic role in driving employment growth and economic development in India. The report also noted that nearly two out of five organizations are focusing on bridging skill gaps, highlighting a shift towards a more adaptable and skilled workforce in preparation for technological advancements and new skills. The report said that Generative AI (<keyword id="19949719" type="General" weightage="20" keywordseo="GenAI" source="keywords">GenAI</keyword>) is particularly noteworthy, as it has the potential to transform key business processes, impacting workforce dynamics and reshaping talent management. In response, 35% of surveyed organizations reported significant changes in their talent acquisition strategies to integrate advanced AI technologies. On the unemployment front, the report stated out that a significant portion of the unemployed workforce, nearly 83%, consists of youth aged 15-29. Over the past two decades, there has been a significant increase in the educational attainment of these unemployed youths. The proportion of those with at least secondary education rose from 35.2% in 2000 to 65.7% in 2022, indicating a rising educational profile among the unemployed. However, the national <keyword id="20054242" type="General" weightage="20" keywordseo="unemployment-rate" source="keywords">unemployment rate</keyword> has progressively decreased, falling to 3.1% in 2023 from 3.6% in 2022 and 4.2%in 2021. The unemployment rate in urban areas also decreased from 7.2% to 6.5% for persons aged 15 years and above between October-December 2022 and October-December 2023. The <keyword id="19913761" type="General" weightage="20" keywordseo="gig-economy" source="keywords">gig economy</keyword> in India is experiencing rapid growth, with the number of gig workers projected to rise from 7.7 million in 2020 to 23.5 million by 2029-30, demonstrating a compound annual growth rate (CAGR) of almost 12%. The distribution of gig work across skill levels includes 47% in medium-skilled jobs, 22% in high-skilled jobs, and 31% in low-skilled jobs, highlighting the diverse opportunities within this sector. In the media &amp; entertainment industry, digital transformation and changing consumer preferences are driving 48% of employers towards <keyword id="22204807" type="General" weightage="20" keywordseo="workforce-growth" source="keywords">workforce growth</keyword> in the first half of FY 2024-25. However, the other half of the industry faces turbulence and uncertainty.

Maximum employers expect their workforce to grow in first half FY 2024-25, says Teamlease report

Emerging technologies are set to revolutionise India’s workforce and can generate an additional 2.73 million tech jobs by 2028, according to ServiceNow’s AI Skills and Jobs Report. This growth comes amid India’s overall workforce expansion, expected to reach 457.62 million by 2028—a 33.9 million increase since 2023. ServiceNow, through partnerships and its ‘RiseUp’ program, aims to bridge the skills gap, positioning India as a competitive force in the global tech arena. Retail, manufacturing, education, and healthcare are projected to experience robust job creation, with retail alone expected to add 6.96 million roles. Professionals in these sectors have opportunities to upskill in areas such as software development and data engineering. Meanwhile, demand for tech roles like Software Application Developers, Systems Software Developers, and Data Engineers is expected to surge, driven by expanding sectors like manufacturing and telecommunications. Generative AI is also reshaping tasks within tech roles, increasing efficiency and automating routine processes. Systems Administrators, AI Systems Engineers, and Implementation Consultants, for example, will gain hours back each week as AI automates tasks. ServiceNow reports a $5 million cost savings and productivity boost from using generative AI across its operations, illustrating the practical impact of AI-led automation. To build a tech-ready talent pipeline, ServiceNow has been proactive, training over 97,000 Indians through its ‘RiseUp with ServiceNow’ initiative in the past year. The company’s University Academic Program, launched with government partnerships and institutions like NASSCOM’s FutureSkills Prime, is ensuring graduates possess job-ready digital skills, strengthening India’s tech ecosystem. With AI as a critical driver, India is expected to see a significant workforce transformation, meeting both domestic and global demand for skilled tech professionals.

AI can create 2.7 million tech jobs by 2028 in India, study says

The <keyword id="1370377" type="General" weightage="20" keywordseo="BPM-industry" source="Orion">BPM industry</keyword> in India is at the cusp of a transformation and the demand for AI-enabled talent is set to surge, redefining workforce needs across the sector. “My spectrum tells me, in the next 3-5 years, there’s going to be an uptick in AI-enabled workers till the time that models stabilise,” said Nitasha Atreya, the Head of Transformation, Digital Operations and Platforms at Wipro, during a panel discussion on “AI-Ready <keyword id="20041791" type="General" weightage="20" keywordseo="bpm" source="keywords">BPM</keyword> Industry in India,” hosted by Business Insider India. While AI has the potential to streamline many business processes, industry experts caution against relying solely on AI. Human intervention is still required, which means skilling new talent and upskilling existing talent is vital to leveraging AI effectively. Investing in these areas allows organisations to better meet evolving demands with a workforce that complements AI-driven solutions. <div type="Youtube" id="3ewvUSYfG1M" title="Al-Ready BPM Industry In India" thumbUrl="https://i.ytimg.com/vi/3ewvUSYfG1M/mqdefault.jpg"><url><![CDATA[https://www.youtube.com/watch?v=3ewvUSYfG1M]]></url></div> <h2>Why human intervention is critical</h2>As the demand for AI and generative AI models is rising among BPM clients, particularly for model-building capabilities, so is the demand for AI-skilled workers. “For us to have the right intervention for human-in-the-loop processes, it’s essential that we develop an AI-enabled workforce,” Mythily Ramesh, Co-Founder and Director of NextWealth told Business Insider. Ramesh shared industry projections that estimate AI could create up to 100 million jobs globally. AI models generate predictions based on historical data and probabilities, but human oversight is essential to ensure accuracy and minimise errors. “AI as an enabler or augmenting the human workforce is probably the way this industry is going to progress. With the risks that are associated with completely leaving AI to replace humans – it’s just not going to work,” explained <keyword id="23987938" type="General" weightage="20" keywordseo="sundar-hariharan" source="keywords">Sundar Hariharan</keyword>, Vice President of Digital Business Experience Centre at Alorica IQ. <h2>Shaping the future of AI And BPMs with collaborative intelligence</h2>The panellists emphasised a significant challenge in AI model development: only 1 in every 100 models actually makes it to deployment. For all of these models, a rigorous process of training and fine-tuning is required, using either synthetic or human-generated data. This process is not just about feeding the model data but also validating the output to ensure it functions as intended. “There’s a lot of requirements for data training and validation,” said Ramesh, highlighting the substantial demand for data annotators, labelers, and specialists in areas like image and video annotation. These roles are crucial for ensuring that the data used to train models is of high quality and accurately reflects the task at hand. However, the skills required for these roles go beyond traditional data labelling. The workforce must move away from rigid Standard Operating Procedures (SOPs) and understand the context in which data is being used. This requires employees to make judgement calls that help refine the model’s performance, adapting to continuously evolving instruction sets. "It’s collaborative intelligence—human intelligence combined with artificial intelligence," Ramesh noted. To address this evolving demand for skills, companies like Wipro have implemented comprehensive upskilling programs. These programs are tailored to different business segments, from basic AI awareness (AI 101) to advanced training for developers, engineers, and architects—those working directly on the models. Atreya shared that over 10,000 developers and engineers at Wipro are currently receiving training across these programs. <h2>AI’s role in transforming BPM operations</h2>According to Suhrid Brahma, the Chief Technology Officer at WNS Global Systems, the core model of the BPM industry is changing. “There is a shift from focus on people, to outcomes and value-add as an industry,” he said. He outlines a three-part strategy for the upgrades needed in AI-driven BPM, beginning with AI in operations. By building an AI-skilled workforce and maintaining a ‘human in the loop’ approach, organisations can maximise the value of AI while keeping essential human oversight. The second area is AI for applications and platforms. Each BPM deal has a technological component, which varies from client to client, but AI should be woven directly into these enterprise systems to ensure seamless functionality. Lastly, he highlights AI’s evolving role in analytics, shifting from retrospective analysis to providing predictive insights that drive proactive decision-making across the organisation. “This whole industry will grow for sure. But the nature of work we do, the kind of value-add we do for clients and the kind of outcomes we deliver as an industry, will definitely change,” Brahma noted. <h2>Navigating an evolving AI landscape in BPM</h2>As AI continues to reshape BPM, the nature of customer needs is also changing. With AI, businesses now have the potential to drive end-to-end process automation, where one part of the process is handled by the BPM organisation and the other by the client, fostering a more collaborative approach to AI adoption. Hariharan noted that BPM providers are transitioning into more tech-driven organisations, as AI increasingly becomes a key enabler of business processes. However, the road to AI integration is not without challenges. Atreya pointed out several challenges like siloed technology limiting the potential of AI to drive meaningful results. Atreya highlighted that siloed technology often limits the ability of AI to drive results. Organisations must assess whether they are AI-ready, with a mature data infrastructure and robust data availability. According to her, the most pressing concern remains ensuring ethical and responsible AI deployment, as new regulations continue to evolve. For sectors like BFSI, tech integration is already advanced, but industries like logistics have an opportunity to leapfrog by integrating systems and running processes end-to-end with AI, according to Brahma. He emphasised the importance of data integration to fully benefit from AI. Looking ahead, the panellists see huge opportunities in sectors like e-commerce and automotive, where AI-driven services are changing the landscape. The key to success will be collaboration, integration, and a well-trained workforce prepared to drive this AI-enabled transformation. This article is part of a four-part webinar series in partnership with nasscom. These monthly webinars aim to delve deep and offer insights into the evolving BPM landscape. You can watch the full video of the third session <a href="https://youtu.be/3ewvUSYfG1M">here</a>. Disclaimer: This article is generated and published by the Insider Studios team. You can get in touch with them on <a href="mailto:insiderstudios@businessinsider.in">insiderstudios@businessinsider.in</a>

India's BPM industry to see sharp demand for AI-skilled talent over the next 3-5 years

New Delhi: Having marked a 20-year milestone in <keyword id="19895063" type="General" weightage="20" keywordseo="India" source="keywords">India</keyword>, global tech giant <keyword id="19902762" type="General" weightage="100" keywordseo="Google" source="keywords" meta.keywordsubtype="org" meta.entityname="Google" meta.hostid="261" meta.entityid="Google">Google</keyword> is upbeat about its next innings here with Artificial Intelligence (<keyword id="19899640" type="General" weightage="20" keywordseo="AI" source="keywords">AI</keyword>) playing a big role in it, India MD <keyword id="23412065" type="General" weightage="20" keywordseo="Roma-Datta-Chobey" source="keywords">Roma Datta Chobey</keyword> said on Thursday, adding that the company is aligning its vision and strategy fully to the country's growth and ambitions. In an interview to PTI, Chobey said Google believes that AI should be regulated but in a way that strikes a fine balance between user benefit -- which is "still at a nascent stage" -- and at the same time, fosters innovation. India is a very important market for Google, she said, underlining the company's deep commitment in areas spanning AI, payments, <keyword id="20055897" type="General" weightage="20" keywordseo="Google-Pixel" source="keywords">Google Pixel</keyword> manufacturing and skilling amongst others. To a question on the concerns flagged by some Indian startups on alleged anti-competitive practices, Chobey said Google has been "deeply and closely" partnering and working with the startup ecosystem in the country, and that millions of apps are hosted on <keyword id="22336128" type="General" weightage="20" keywordseo="Google-Playstore" source="keywords">Google Playstore</keyword>. "As Google, we've been deeply partnering with the startup ecosystem, and on Google Play, we host millions of apps...we also invest in training Android developers... "So I think we've been deeply and closely working with the startup ecosystem in India, and we remain committed and will continue to do so through India digitisation fund... We have startup accelerators, we have dedicated AI startup accelerators where startups are able to access our advanced technology, work closely with us, and that work is only increasing," she said. Google has completed 20-year milestone in India, and is looking forward to the next 20 years in which "AI is going to play a big role here", she observed. "When it comes to AI, we are focused on three pillars. The first one is how are we leveraging AI to help every individual in the country. The best way we, as Google, can do it is by using AI to democratise information as well as opportunity. "When we talk about skilling, etc, that talks to the opportunity bit. Secondly, we want to really play a significant role in developing the already-thriving AI ecosystem in India, by investing in infrastructure, by scaling the AI engine. And of course, we will do all of this very, very responsibly, sustainably and inclusively," she said. The third pillar in Google AI strategy is around building for the future, she said. "...to create a really thriving workforce that is primed to be successful in the AI-powered world. That space is evolving and evolving fast, and we want to keep pace with it. I also want to add here that we as part of Google India team feel so proud that there's so much work that's happening in India which is not just solving for India, it's solving (things) globally," Chobey said. Google on Thursday lined up a slew of AI-powered innovations, announced Indian language capabilities for Gemini Live, and unveiled new updates for Google Lens, Google Maps, as well as Google Pay at the tenth edition of 'Google for India' event in New Delhi. The Google top boss asserted that India is and will remain an important market for the company. "From Google's perspective, India has always been a very important market for us. We've always very uniquely solved for India, worked locally with partners, we spoke of 'India digitization fund'... We started Pixel (phone) manufacturing here... I spoke about GPay... So that continues. India for Google is a very important market, both from a user perspective, but also from the kind of research development that is happening," she said. Google, she said, is aligning its goals to India's growth and vision. "Today, we have over 10,000 Googlers, working out of India for India and other markets as well. And we have presence across 5 cities, so multiple offices here, that's really, really important... When it comes to India, I always say this - what is good for India, is good for Google... "So we are very finely integrating our objectives, our vision, to what is really good for India, and will continue to do so," she said, adding that India will remain a very important market for the company. Google is leveraging India to not just solve local challenges, but also global ones, Chobey added. The first Made-in-India Google Pixel 8 devices started rolling off production lines in August in India. "Watch out the space... we will talk about it more. But we're really, really happy and proud about the fact that we have started manufacturing Pixel 8 in India. Of course, we have now also have service centers in India. Google Pixel 9 is available on Flipkart, through Croma tie up...Reliance digital tie ups...and so on so forth. So we are really invested in this space," she said.

Looking ahead at our next 20 years in India, AI will play big role here: Google India MD

<ul class="summary-list"><li>Dell introduced a new hybrid work policy to get workers back to the office in February. </li><li>Nearly half the company's full-time US staff have chosen to stay remote, data seen by BI shows.</li></ul>Remote working is the new norm for many white-collar workers, but their bosses still aren't on board.Rather than accept the shift in working culture, some <a target="_blank" href="https://www.businessinsider.com/companies-making-workers-employees-return-to-office-rto-wfh-hybrid-2023-1">employers</a> have resorted to strict mandates and punitive policies to get employees back in the office.Dell has been trying its best to do the same.In February, the tech giant introduced a <a target="_blank" href="https://www.businessinsider.com/dell-remote-workers-promotion-return-office-push-flexible-work-2024-3">return-to-office mandate</a>, telling workers to formally classify themselves as either hybrid or remote.Those who chose remote are no longer eligible for promotion or able to change roles. Meanwhile, hybrid workers must come into the office 39 days a quarter, roughly three days a week, and their <a target="_blank" href="https://www.businessinsider.com/dell-hybrid-return-to-office-mandate-monitor-employees-onsite-attendance-2024-5">attendance is monitored</a> using a color-coded system.Several months after this RTO policy was announced, it appears it hasn't worked.Close to 50% of Dell's full-time workers in the US have opted to stay remote, according to internal data on the entire full-time workforce seen by Business Insider.Unless they agree to change their classification, those US Dell workers are now ineligible for promotion.The data showed that around a third of international staff chose to stay remote.<div type="image" title="Dell Technologies building in Round Rock, Texas" height="683" width="1024" msid="111114123" hostid="261" sizebytes="139616"></div>Dell did not answer specific questions from BI regarding the data, but said it believes "in-person connections paired with a flexible approach are critical to drive innovation and value differentiation."The data seen by BI isn't available to all Dell employees, but many confirmed anecdotally that half or more of their team had opted to stay remote."My team is spread out around the world. Almost 90% of the team did the same as in our case there was no real advantage going to the office," one worker said.Eleven employees from sales, tech support, engineering, and HR departments spoke to BI to explain why they opted for remote work despite losing their shot at career progression. All the employees asked to remain anonymous as they are not permitted to speak to the media.<h2 id="0a34044e-7606-4d86-a686-754de5463771">The benefits of WFH</h2>For several Dell employees, the personal and <a target="_blank" href="https://www.businessinsider.com/remote-work-jobs-costs-internet-speeds-job-openings-2024-5">financial benefits</a> of working remotely were too good to give up."I benefited a lot from being WFH since 2020 and had a lot of personal growth. I'm not willing to give that up if I don't have to," one employee told BI.The staffer explained that prior to COVID-19, their life "was basically home and work," and there was little time for anything else.Like many who started working remotely during the pandemic, the Dell worker said working from home gave them more time to spend with family, exploring hobbies, and meeting friends outside the workplace."The more time I have to spend in the office, the less time, money, and personal space I have for all of that. I can do my job just as well from home and have all of those personal benefits as well,' they said."With the salary that we are receiving, a return to the office would leave a huge hole in our budget," said another employee, citing the cost of commuting and meals at work.<h2 id="f1e9c4d2-ad87-435a-a848-374e36c8ecb2">Some workers have 'no office to return to'</h2>Some staff said they had no choice but to classify as remote because offices nearby had been shut down or were too far away to commute to."Dell closed down the facility in 2020 that I worked at, so I have no office to return to," one worker explained.But with teams spread across multiple states and time zones, some of those who did live near an office felt it was pointless to show up."The particular work I'm doing now means I don't really have a 'team,' and the people I work with most are at different sites," one employee told BI.Another staffer on a global team said their schedule required the flexibility of working from home: "I am not going to work eight hours in a Dell office and then come home and work three more hours in meetings with my folks in India or Malaysia."The staffer said there had been no response from HR about how the new policy had restricted the team.Several of BI's sources said their colleagues who opted for hybrid work have described near-empty offices in some locations."My meetings are now with people in different conference rooms across the country by themselves," a remote employee told BI."The reality of this thing is dumb."<div type="image" title="Jeff Clark Dell" height="2191" width="3000" msid="111114125" hostid="261" sizebytes="287720"></div>Another staffer told BI that some had questioned the logic behind the new policy in a company town hall and was told by COO Jeff Clark that working in an office can allow staff to spread knowledge among each other.Clark did not respond to a request for comment from BI.<h2 id="668616bc-a0b9-4345-a384-6ee9cc00877e">'A meaningless threat'</h2>Several senior employees told BI that because they had already moved up the ranks, there was really no more promotion Dell could give them."I've got nothing left to get promoted to unless I want to get into management," said one senior engineer.A more junior employee pointed out that, regardless of the policy, promotion opportunities have felt limited in recent years."I know a few people who probably would have been deterred from staying remote due to the threat of the possibility of promotion, but since there haven't been any opportunities, they saw it as a meaningless threat."<a target="_blank" href="https://investors.delltechnologies.com/static-files/12b9be7b-2d4c-4d63-b7d3-8bb467724952">In its latest full year results</a>, Dell reported annual revenue of $88.4 billion, a 14% decline from 2023 and below pre-pandemic earnings. <a target="_blank" href="https://investors.delltechnologies.com/static-files/dc22bb7f-7eac-4ac1-92f4-40cb2d99cd43">In the first quarter of its 2025 financial year,</a> the company reported $22.2 billion in revenue, up 6% from the same quarter the previous year.<div type="image" title="Michael Dell at the Featured Session: Business, Life, and the Magic of Austin: A Conversation with Michael Dell as part of SXSW 2024 Conference and Festivals held at Austin Convention Center on March 14, 2024 in Austin, Texas." height="683" width="1024" msid="111114121" hostid="261" sizebytes="25152"></div>As the reality of Dell's new working culture has set in, several employees told BI they were looking to leave the company."Every mom that I talk to at Dell says that they are looking for other jobs because they need the remote work," said one employee.Another said he was looking for new jobs and would "jump ship" as soon as he found something. Almost everyone he knew at the company, other than very junior employees, was doing the same thing."Before this whole fiasco, I wouldn't have considered going somewhere else," he added. "Being a second-class citizen doesn't leave you any career opportunities."Are you a worker at Dell or another company pushing staff back to the office? Contact this reporter at <a target="_blank" href="mailto:pthompson@businessinsider.com">pthompson@businessinsider.com</a>

Almost half of Dell's full-time US workforce has rejected the company's return-to-office push

Leading financial services company <keyword id="19904855" type="General" weightage="100" keywordseo="Wells-Fargo" source="keywords" meta.keywordsubtype="org" meta.entityname="Wells Fargo" meta.hostid="261" meta.entityid="Wells Fargo">Wells Fargo</keyword> on Thursday said it has broadened its <keyword id="21638388" type="General" weightage="20" keywordseo="Talent-Attraction" source="keywords">talent attraction</keyword> strategy by launching the <keyword id="23053308" type="General" weightage="20" keywordseo="Transgender-Persons-Hiring-Program" source="keywords">Transgender Persons Hiring Program</keyword> in <keyword id="19895063" type="General" weightage="20" keywordseo="India" source="keywords">India</keyword>, a move that will increase <keyword id="21441079" type="General" weightage="20" keywordseo="Diverse-Representation" source="keywords">diverse representation</keyword> across levels. Building on the programme's initial pilot with its 2022 cohort of 13 individuals hired in its technology function, the company aims to train and attract additional talent across multiple lines of business in 2024. The programme aims to provide <keyword id="23053309" type="General" weightage="20" keywordseo="Employability-Skills-Training" source="keywords">employability skills training</keyword> and <keyword id="20128844" type="General" weightage="20" keywordseo="Professional-Development" source="keywords">professional development</keyword> for transgender talent, Wells Fargo said in a statement. "Investing in diverse communities to upskill and unlock potential and, at the same time, set up the right environment for success is a critical area of focus for Wells Fargo," said Uday Odedra, executive vice president and Region head of Wells Fargo India &amp; Philippines. In partnership with community organisation <keyword id="23053310" type="General" weightage="20" keywordseo="PeriFerry" source="keywords" meta.keywordsubtype="org" meta.entityname="PeriFerry" meta.hostid="261" meta.entityid="PeriFerry">PeriFerry</keyword>, the company currently sponsors 30 transgender individuals focused on enhancing their options for employment and building a robust talent pipeline at Wells Fargo. "By offering meaningful employment and professional opportunities to transgender individuals, we are not only enhancing our workforce <keyword id="20051946" type="General" weightage="20" keywordseo="Diversity" source="keywords">diversity</keyword> but also driving a culture of <keyword id="20074544" type="General" weightage="20" keywordseo="Inclusion" source="keywords">inclusion</keyword> that everyone can thrive in," said Sneha Suresh, executive director, and Diversity, Equity and Inclusion leader, Wells Fargo India &amp; Philippines. As part of our commitment to continually enhance the inclusive environment, Wells Fargo India conducts sensitisation and awareness sessions with community partners, such as Periferry. Wells Fargo has an active Pride Connection Employee Resource Network (ERN), advocating for LGBTQ employees, customers and allies. The Pride Connection ERN facilitates reverse mentoring, promotes visible allyship, and engages senior leadership to support all employees. They organise floor huddles, conferences, rainbow conversations and training sessions to ensure day-to-day inclusivity across the business.

Wells Fargo launches Transgender Persons Hiring Program in India

<keyword id="19895063" type="General" weightage="20" keywordseo="India" source="keywords">India</keyword> should deepen its partnerships with countries like <keyword id="19909762" type="General" weightage="20" keywordseo="Taiwan" source="keywords">Taiwan</keyword> and <keyword id="19904740" type="General" weightage="20" keywordseo="Japan" source="keywords">Japan</keyword> to strengthen its presence in the <keyword id="20587488" type="General" weightage="20" keywordseo="semiconductor-ecosystem" source="keywords">semiconductor ecosystem</keyword>, says a report by research firm Elara Securities. Globally, Taiwan holds a dominant position in <keyword id="19920003" type="General" weightage="100" keywordseo="semiconductor" source="keywords">semiconductor</keyword> manufacturing, with its companies accounting for 78 percent of the world's fab manufacturing and 53 percent of the assembly, testing, and packaging (ATMP) market. Over 312 Taiwanese firms lead this sector, but their involvement in India's nascent semiconductor industry remains limited. The report highlights that despite aggressive government efforts and incentives, Taiwan's largest semiconductor companies, including industry giant <keyword id="19956878" type="General" weightage="20" keywordseo="TSMC" source="keywords" meta.keywordsubtype="org" meta.entityname="TSMC" meta.hostid="261" meta.entityid="TSMC">TSMC</keyword>, have shown little interest in establishing fabs in India. The ongoing geopolitical tensions, particularly in the Taiwan Strait, have led Taiwanese semiconductor companies to diversify their operations abroad. TSMC and other key players like UMC are investing in fabs in the U.S., Japan, and Germany, focusing on both advanced and legacy <keyword id="20623935" type="General" weightage="20" keywordseo="chip-production" source="keywords">chip production</keyword>. For instance, TSMC is building fabs in Arizona and Germany, where it collaborates with local suppliers to produce advanced chips. However, no such announcement or collaboration with Indian companies has been made so far. The report states that Japan is providing training to Indian workers, while Taiwan is investing in semiconductor clusters in Southeast Asia. Strengthening such collaborations could provide the much-needed expertise and investment to bolster India's semiconductor ecosystem. Nonetheless, the report noted that the collaboration between <keyword id="19924335" type="General" weightage="20" keywordseo="Tata-Group" source="keywords" meta.keywordsubtype="org" meta.entityname="Tata Group" meta.hostid="261" meta.entityid="Tata Group">Tata Group</keyword> and <keyword id="20660397" type="General" weightage="20" keywordseo="Powerchip-Semiconductor-Manufacturing-Corporation" source="keywords" meta.keywordsubtype="org" meta.entityname="Powerchip Semiconductor Manufacturing Corporation" meta.hostid="261" meta.entityid="Powerchip Semiconductor Manufacturing Corporation">Powerchip Semiconductor Manufacturing Corporation</keyword> (PSMC) is a positive step towards developing the semiconductor ecosystem in India. Recently, Tata announced a partnership with Taiwan's PSMC to build a 28-nanometer <keyword id="23170068" type="General" weightage="20" keywordseo="fab-plant" source="keywords">fab plant</keyword>. The report emphasises the need for India to improve its infrastructure and manufacturing ecosystem to attract significant investments in the sector. India also needs to select the right companies to improve manufacturing yields. It underscores concerns about the talent pool, stating that while many Indian students receive semiconductor training in Taiwan, a majority prefer to stay abroad, limiting the country's ability to build a skilled domestic workforce. India's infrastructure, intellectual property protection, and regulatory environment also need improvement to attract global semiconductor manufacturers and build a flourishing semiconductor ecosystem. On the global front, India has an opportunity to capitalise on shifting trade dynamics. With the U.S. and EU increasingly wary of Chinese components in their supply chains, India could position itself as a non-China alternative. Domestically, India's demand for semiconductor chips is expected to surpass USD 100 billion by 2030, driven by the growing demand for electronic goods, the report says.

India urged to deepen ties with Taiwan, Japan for semiconductor growth: Report

Cloud-based software giant <keyword id="20128940" type="General" weightage="20" keywordseo="Salesforce" source="keywords" meta.keywordsubtype="org" meta.entityname="Salesforce" meta.hostid="261" meta.entityid="Salesforce">Salesforce</keyword> is thinking of growing its presence in <keyword id="19895063" type="General" weightage="20" keywordseo="India" source="keywords">India</keyword>, according to a PTI report quoting senior company officials. PTI reports that the company is actively seeking additional office space to support its expanding operations in the country, as revealed by Salesforce’s Chief Operating Officer, <keyword id="23233615" type="General" weightage="20" keywordseo="brian-millham" source="keywords">Brian Millham</keyword>, during an interview on Wednesday. Salesforce currently operates major centres in <keyword id="19895037" type="General" weightage="20" keywordseo="Bengaluru" source="keywords">Bengaluru</keyword> and Hyderabad, which are integral to the company’s global functions. However, the company is now looking to scale up even further. "We are searching for new office spaces in India as part of our expansion strategy," Millham told PTI. He talked about the critical role that the Indian workforce plays in supporting Salesforce’s worldwide operations. In addition to its role as a key hub for global operations, Salesforce’s business serving the Indian market has experienced unprecedented growth. For two years running, the company's Indian arm has been the fastest-growing among all the countries it operates in, making it a significant driver of Salesforce’s overall success. “India has delivered extraordinary growth for us,” Millham noted, adding that the rapid expansion of its employee base in the country is equally impressive. "What we see in terms of employee contribution here is remarkable, and it’s a key part of our global strategy," he said, highlighting the dual importance of both growth and talent coming from India. <div type="Article" hostid="261" msid="113054026" title="Salesforce joins the AI race, announces plans to acquire AI startup Tenyx" mstype="2" mssubtype="0"></div> Salesforce’s commitment to India is further reinforced by plans to continue investing in its innovation hubs located in Bengaluru and Hyderabad. Srini Tallapragada, the company’s Chief of Engineering, elaborated on these plans, stating that these centres will be central to the company’s innovation efforts moving forward. Arundhati Bhattacharya, the Chairperson and CEO of <keyword id="4767524" type="General" weightage="20" keywordseo="salesforce-india" source="Orion">Salesforce India</keyword>, shared further insights into the company’s growth trajectory. She revealed that the number of Salesforce employees in India has more than doubled over the past two years, surpassing 13,000. While she stopped short of providing exact targets for future hiring, Bhattacharya indicated that the company plans to keep adding talent based on market demand. Bhattacharya also clarified that Salesforce does not approach its Indian workforce from a cost-saving perspective. Instead, the company focuses on the abundant talent available in the country. "We don't see any talent shortages here, and we’re committed to growing our team in India," she said. Additionally, Salesforce has been working to expand its ecosystem in India through various initiatives. One key initiative includes nurturing over 2 million "Trailblazers" — Salesforce-certified professionals in the country. Another major effort is a partnership with the All India Council for Technical Education (AICTE), through which Salesforce plans to train more than 200,000 individuals via internships. This initiative is part of the company’s broader strategy to grow a skilled workforce capable of driving innovation and supporting Salesforce’s growing influence in the Indian market. (With PTI inputs)

"Searching for new office spaces in India, committed to growing our team": Salesforce eyes expansion

Google's new report on <keyword id="19904566" type="General" weightage="20" keywordseo="artificial-intelligence" source="keywords">artificial intelligence</keyword> (AI) emphasizes responsible AI development and suggests recommendations for policymakers, companies, and civil society. The report titled "An AI Opportunity Agenda for India" outlines how artificial intelligence can drive <keyword id="19900794" type="General" weightage="20" keywordseo="economic-growth" source="keywords">economic growth</keyword>, social progress and global leadership for the nation. The report says India with its rapidly growing economy, outstanding tech talent, young demography and vibrant start-up ecosystem, is poised to reap the immense benefits of artificial intelligence. A comprehensive and responsible approach to AI can unlock significant economic growth and societal progress in India. "The potential economic impact of AI in India is substantial - reports estimate that at least INR 33.8 lakh crore of economic value from <keyword id="20037918" type="General" weightage="100" keywordseo="AI-adoption" source="keywords">AI adoption</keyword> can be achieved in India in 2030. While these achievements signify a promising beginning, unlocking the full potential of AI hinges on the strategic decisions we make today," says a Google's press release. The report suggests that to maximize the AI opportunity for India collaborative efforts are needed across government, industry, and civil society. They need to prioritise three key areas which include investments in infrastructure and innovation, building human capital and an AI-powered workforce and promoting wide adoption and universal accessibility. AI is already addressing some of the most pressing challenges like revolutionizing farming practices and improving <keyword id="20646060" type="General" weightage="20" keywordseo="healthcare-access" source="keywords">healthcare access</keyword>. The <keyword id="20214323" type="General" weightage="20" keywordseo="agriculture-sector" source="keywords">agriculture sector</keyword> is getting the benefits of AI through minimizing climate risks, optimizing productivity and sustainability, and providing access to real-time crop pricing information and early warning of potential crop threats. Many <keyword id="23569666" type="General" weightage="20" keywordseo="AI-powered-platforms" source="keywords">AI-powered platforms</keyword> are empowering farmers to boost crop yields and encourage sustainable practices. In the healthcare sector, AI is being used for better diagnosis, bigger access, and personalized care, especially for underserved communities. Google has partnered with <keyword id="23569667" type="General" weightage="20" keywordseo="ARMMAN" source="keywords" meta.keywordsubtype="org" meta.entityname="ARMMAN" meta.hostid="261" meta.entityid="ARMMAN">ARMMAN</keyword> to use AI to identify women at risk of dropping out of their health information program, allowing for personalized interventions to improve maternal health outcomes. ARMAAN seeks to address the pervasive systemic problems underlying maternal and child mortality and morbidity in India.

You Searched For "Workforce in India" and got 10 results

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