It is believed that the dearth of business financing for women is to blame for the low rates of female entrepreneurship
India is an important market for the corporation in terms of talent, innovation, and clients, according to Nickle LaMoreaux, SVP, and CHRO at IBM. Additionally, the tech giant’s talent pool now includes tier-2 Indian markets in addition to metropolises.
The performance management method needed to be adjusted, according to employee feedback, therefore IBM, a worldwide technology company, revamped the entire system and made it only focus on two dimensions: business results and talents. These are a few of the modifications we made after the pandemic hit, according to Nickle LaMoreaux, SVP, and CHRO at IBM, in a statement to Moneycontol. The greater emphasis on hiring from Tier II locations and maintaining skills as the cornerstone rather than college degrees is one significant change at IBM. According to LaMoreaux: “If you simply look at the population who have a degree, you are already reducing the talent pool.” There are severe skill shortages, notably in the IT business. Thus, this tactic. The day when human resources (HR) managers choose applicants based solely on instinct and gut feeling appears to be coming to an end. HR should take a close look at what the Great Resignation is all about: Employees are taking charge of their careers by deciding what they want from them, where and when they want to work, and how they want their personal and professional goals to coincide; ultimately, she says, it’s their “Great Re-evaluation.” As they lead the way, HR must review how the business is addressing the changing needs of its workforce. Cognitive solutions powered by artificial intelligence are now helping businesses not only hire people but also keep them by foreseeing potential turnover. The leading provider of global IT services IBM is the first business in India to deploy this technology through its cognitive and AI platform, Watson, to attract and keep workers in the nation. Following initial success, it has begun rolling out in other regions, including the US and Europe. According to Chaitanya Sreenivas, vice president and head of HR for IBM India and South Asia Today, from the initial sourcing of applications to the final decision, they heavily rely on data (through our Watson platform). They can now forecast which employee is most likely to depart using AI techniques, which allows them to better manage their retention efforts. IBM began implementing Watson last year in India for the majority of its 150,000 employees as part of its “predictive retention” effort in two of its primary divisions, services, and infrastructure. After beginning as a trial effort in these divisions, IBM India units all adopted the initiative. Watson is also being used by IBM to increase employee engagement, map employees’ skill sets, and learning capacities, and provide them with the tools to make reskilling decisions. Each employee receives a customized learning experience via the company’s AI-based cognitive learning platform YourLearning by mapping their profile to metrics like their social media history. LaMoreaux says that for IBM, India is a crucial market. Talent is a matter of both quantity and quality. However, it’s not just about the sheer numbers; Indian talent is diverse in terms of talent. Given that IBM operates in the hardware, software, and services industries, they require a wide range of expertise for its software laboratories, hardware engineers, and services division, including consultants, IT professionals, and testers. The fact that one can find all of it in India at such a size and breadth makes the Indian manpower market highly unique. In terms of quality, it is well known that many CEOs in the tech sector hail from India. As a result, people do not just regard it as profound technical knowledge but also as management and leadership skills. A portion of it is due to India’s excellent academic institutions and, of course, the nation’s culture. Perhaps because of this, India has been able to draw so many enterprises, creating a freewheeling growth pattern. The HR chief of India & South Asia claimed, “We are much ahead of the curve as far as our personnel reskilling is concerned.” The international IT company is collaborating with Industrial Training Centers to expand the talent pool. Under this program, students receive internship opportunities with the business in addition to instruction in line with the new curriculum