5 Tips to Ensure Remote Workforce Productivity During Pandemic
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5 Tips to Ensure Remote Workforce Productivity During Pandemic

A drastic shift from open offices to paying heed on collaborative tools is what we all are witnessing these days. This pandemic has given a cultural-shift to business scenarios intensely. The workers are now having flexible work options as they are managing their work from home.

However, for companies, it’s not as easy as pie. Having the same transparency in work, a good level of communication and managing whole work with a proper work-life balance is a big challenge for them. But this uncommon sabbatical has given a great technological boost as well and helped the companies in managing resources effectively.

Here we will discuss the technological boon that saved the businesses from getting badly impacted by such unnatural circumstance! Also, know about what strategies they can opt for managing resource! Read till the end!

  • Be People-Focused!

Organizations run with the hard & smart work of employees and if they don’t feel safe then it would be hard to manage every resource perfectly. So, it’s good to go people-focused and know whether your employees are safe & ready to perform their duties online. It’s essential to monitor every situation and support them in need for their proper management.

Social media and other technological advances enable employee tracking and two-way communication for efficient results.

  • Invest in Technology for Virtual Collaborations and Support Remote Work!

To slow down the pace of disease, pandemic necessitated everyone to stay home and continue work from there only. In such a situation, virtual collaborations turn out as the only remedy to carry on business operations.

A plethora of technological solutions are available to continue business meets that don’t specifically require your physical presence over a particular place. So, Zoom meetings, Google Meet collaborations got a quick hike from the business people.

This technological advancement didn’t let the epidemic to halt the business process and helped business owners to manage their resources effectively.

Moreover, the companies can invest in such tools that help them perform work, access bandwidth for the remote work support, collaborate virtually, and enable the employees to work remotely.

  • Design Response Strategies by Contemplating All Situations Properly!

Limited availability of telecommunications, internet availability in remote areas is posing a serious challenge for businesses to manage their resources. In such cases, it’s required to design response strategies by keeping all these things in focus.

Overcome these barrios by choosing alternative supply chain vendors, subcontract work, and plan around highly mutual intervention areas and many other strategies.

  • Outsourcing- A Reliable Option to Manage Resources

Reliance on third parties is another valuable option you can opt to manage resources effectively. The data processors, payment processors, aggregators, cloud service providers, outsourced vendors can opt for product & service delivery.

However, it’s not necessary to outsource all. Instead, the company can prepare a list of vital members or third parties to carry on their activities and implement strategies.

  • A Sturdy Communication Strategy for Keeping the Best Connections

Without communications, especially during this pandemic, results can’t be achieved. It’s utmost necessary to maintain customer trust if you want to survive. Moreover, market stability, restore confidence & morale of employees, and maintaining customer trust, it’s quintessential to have effective communications. So here the dire need for efficient communication strategies arises to keep warm contact with all stakeholders, either internal or external.

Social media is surely a good source here for better communication and even many other effective strategies can be adopted.

Final Words!

These unnatural situations like national emergency we all are going through, the need is to take calculated steps. By keeping all aspects in mind and focusing on each stakeholder, you can manage the resources & avoid unforeseen hiccups.

So, build a safety net around your business by safeguarding your resources and manage it wisely by keeping transparency and efficiency.

Good luck!

AI-Recruiting
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How Artificial Intelligence is Changing The Game of Recruiting?

Technologies like artificial intelligence, automated algorithms, and deep learning have been rounding in the news in recent times. AI & machine learning has been transforming our experiences for decades, but now its proximity is more influential than ever before.

There would be no exaggeration in saying that no sphere has remained untouched & unaffected by these technologies. Likewise, with the increasing use of skill evaluation tools, chatbots, and enhanced autonomous intelligence, the AI has become more common in the talent acquisition business.

For decades, the HR industry and talent acquisition strategy have remained widely the same, where a recruitment desk assists the employer as a pivotal hub to assess and hire a candidate. But, in the next few months, or even sooner, the talent acquisition and recruitment strategy are going to witness some significant transformations with AI tools.

Here’s how these technologies would reshape the talent acquisition industry in coming years:

1. AI would free up the recruiters from repetitive chores that can be automated. Unlike, the possible human errors and psychological inclinations of the recruiter in the resume or CV filtering process, that may result in an intentional or unintentional biasedness according to the recruiter’s views & choices. The AI-based tools are more practical, logic-based, and rational in shortlisting the candidates by evaluating their skillsets at the very first step.

2. Chatbots would fill the unnecessary gap between worthy and undeserving applications. A set of details, automated questions & responses, will pass the applying candidates through a funnel. After that, virtual assistants and chatbots would further filter the list of candidates saving precious hours for the employer.

3. The recruitment ads would become more straightforward and highly-targeted as the employer would be able to put his “hiring now” pop-ups to only those who match up with his requirements and skills for the position. This technology already exists, if you are not using it, you should have words with experts from Vaco Binary Semantics.

4. In diverse markets and industries, the language plays an important role, and communication skill is considered as one of the most valuable assets of a deserving candidate. Language processing algorithms would be able to check fluency of the candidates, their speech patterns, and vocabulary by merely putting them through a language-based test and then evaluating them.

5. In the case of video interviews, the “unconscious bias” is hardwired with the recruiters’ brains. Facial & speech recognition tools empowered with AI & deep learning will make it possible to examine the zeal, stress level, presence of mind and word choice of multiple candidates in a single go, that too in a logical and unbiased way.

6. The AI-based tools can further assist the human recruiters, as they would interview the candidates in person. For example, the facial recognition tools, tone samplers, and iris scanners would enable them to measure the confidence of the candidate, that had been impossible yet. Also, the automated scripts can help them in accelerating the Q-A sessions as there would be no need to examine each candidate individually. This way, a human workforce empowered with artificial intelligence would create a balanced mix of technology and human values, making it possible to find the fittest among the thousands of candidates.

However, there are several challenges too that AI is imposing to the recruitment industry. Its planning & execution imposes an abundance of challenges, which are equally essential to know. Have a look!

1. Reluctance and Suspicion

HR professionals are not so sure about the new AI technologies because of its automatic way of selection. It means the acquisition of desired talent is skeptical. The biggest challenge here is to train HR staff. Besides, there’s a need to have surety about the tasks that software will perform.

2. Lacking Emotional Element

Chatbots can easily mimic human interactions, but the candidates often feel the needs of emotional sentiments which makes a big AI challenge.

3. Biased Patterns

Whatever the user provides data holds some pattern. AI adopts the pattern as the user usually feeds in, which means human biases are also leaned by AI. So, the challenge is to take the utmost care while feeding data as a little carelessness will make it a massive problem for you.

This issue was also recognized by Amazon when they found their AI recruiting system is not rating female candidates for technical posts. This biasedness in these systems is quite hard to recognize, which ultimately turn it out as more challenging to adopt in the right way.

Final Words!

The impact of deep learning, AI, and automation on talent hiring process is unscalable for now, but the recruitment process is going to witness a 360-degree transformation for sure. Though it is unlikely that AI would oust the human HRs from the process but to enhance human performance, it is necessary to embrace the automation technologies. AI might not be a replacement for the human workforce, but it is undoubtedly going to improve the talent acquisition strategy.

Hybrid-or-Multi-Cloud
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Top Factors to Consider While Making The Right Choice in Hybrid Cloud and Multi-Cloud

Cloud computing is increasingly becoming popular in all sorts of companies either enterprises or NPOs, either SMBs established business or new startup companies. Everyone understands how important it is and making a digital transformation strategy on the basis of these two have turned out as the most influential decisions of the businesses ever.

But which cloud option one must opt for a business? Should they go for multi-cloud or hybrid-cloud would prove the best? People find it much confusing while picking one out of these two!

Well, preferring one option is highly depends on your requirements. Let’s discuss what should you choose as per your business needs:

For novices, here’s the brief intro about Hybrid-cloud and Multi-cloud options:

Hybrid-cloud

In this cloud environment, more than one deployment ways are chosen. In simple words, it subsumes both, private as well as public clouds, delivered by the same provider in the same ecosystem.

Multi-cloud

Multi-cloud means that scenario of business in which multi-cloud solutions are taken from different vendors under the same deployment model. It means using public cloud services from several vendors.

How to Make a Right Choice in Multi-Cloud and Hybrid-Cloud Options?

It goes without saying that both the options have their own privileges and importance. Enterprises usually find themselves in perplex while resorting to one among these two. So, here for your ease, we are putting you forward towards certain factors that you should consider while making a choice between the two.

Go through these:

  • Flexible Approach

The amount of flexibility varies from organization to organization. By resorting to the Multi-cloud option, the scope of flexibility hikes up comparing hybrid option.

Each service provider will offer you enhanced cloud services to meet your specific workloads and requirements, under multi-cloud computing. So, you can bring innovations to your works by having more scope.

However, Hybrid-cloud is the approach of one-size-fits-all. All requirements of the entire business might not be implemented under this. Its scope is limited to specific criteria.

  • Security and Privacy

Unsecured clouding has become a major reason that organizations have halted its use. So, before finally picking the one, it’s necessary to go through the privacy options.

For security reasons, hybrid cloud computing is better than multi-cloud where the security is always a complicated issue. But this doesn’t mean, hybrid computing gives you a clean chit.

To mitigate potential security menaces, it’s necessary to look after vulnerabilities, leakages and analyze all the options for data storage for better security and privacy of data.

  • Vendor Lock-in

Vendor lock-in might become a major risk for any organization and if you feel your enterprise will also be its risk, then it’s better to go with the multi-cloud option. It doesn’t mean that a hybrid cloud option will not serve this purpose, but the quickness of multi-cloud computing in migrating away from the provider that is the reason for the troubles you are confronted with.

  • Intricate

In terms of complexity and complicated processing, the multi-cloud option might not be the right one. However, if you want to adopt multi-clouding, then surely your IT team must have adeptness to tackle the nuances created by cloud providers and should possess the capability to adopt it in the best possible way.

As in the hybrid-cloud, the public providers are less so managing them is not a much difficult task.

Takeaway

It’s difficult to say which one you should opt for, as both have their own pros & cons. The decision would considerably be dependent upon your organization and its varied needs. Still, Binary Semantics is here to guide you in this regard and offer you the best clouding services contrasting to any other provider.

Team’s Productivity
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6 Smart Ways to 10x Your Team’s Productivity

Developing productive teams has been an area of focus in all organizations. After all, you can’t operate solely in intricate business processes and still manage to meet productivity levels. The introduction of global thinking has boosted the need for building highly productive teams that are self-motivated.

This need somehow possesses a big challenge for team leaders in organizations today, as many struggles hard to manage their teams. The biggest issue that lies in front of them is to strike the right balance between their leadership and organizational responsibilities. A close analysis of this aspect yields key strategies that can be adopted by team leaders to develop highly productive teams. These strategies are as follows:

Inculcate shared vision:
A good leader understands the power of developing shared vision amongst all the team members. The shared vision acts as the guideline for all the team members.

Aligning personal goal with the organizational goal:
The art of rapport formation with team members is an essential quality that a team leader must possess. Basis this, he/ she can identify the personal goals of team members and link it to team goals. Team goals ultimately add value to organizational goals.

Developing Culture:
The culture that prevails in a team reflects the attitude of the team members. The team culture is defined by the style of leadership that operates the team. Teams that have highly motivated, enthusiastic and risk-taking members have a positive culture developed by their leader. Strikingly, teams that have not so enthusiastic team members usually have a negative culture developed by their leader.

Demonstrate Right:
It is rightly said that “Action Speak louder than words”. Thus, it is the responsibility of the Team lead to demonstrate appropriate behavior. Behavior here is an umbrella term covering various aspects like enthusiasm to participate, approach towards work, assistance to co-workers and adherence to organizational discipline.

Unbiased Reviews:
Human beings are prone to have biases and prejudices, however, for a team leader, it becomes essential to be fair. Thus, a leader must take unbiased decisions that help in the growth and development of the team members.

Team Building activities:
All work and No play can make your employees dull. So, it is important to carry out team building activities periodically to break the monotony. The leader must possess the right skills to engage and carry such activities.

7 Effective Strategies to Connect Your Employees to the Brand
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7 Effective Strategies to Connect Your Employees to the Brand

You plant a tree and take good care of it by frequently watering and giving necessary fertilizers. Despite taking best steps to get the desired results you are disappointed if the tree stops growing.

In such a situation how would you feel?

You would be heartbroken as all your efforts went in vain and would like to find out what went wrong.

This is exactly what happens when you hire employees, train them and before they could yield productivity they leave.

Most industries today, are facing a “challenge” of high employer turnover ratio. A Job switch is a click away with the power of the Internet. It is ironical, how the corporate management are busy in meeting productivity measures and its employees are busy looking for new job opportunities. Even imaging such a situation indicates the poor management practices. Practices that merely aim at acquiring talent and paying no heed to manage and retain the same. The end result is as simple as a highly disengaged workforce.

A further analysis of this issue reveals that engaging the workforce is not the only challenges at hand. The biggest challenge is to re-build the lost connection between the brand and its employee. Following are a few strategies that can be incorporated to bring the desired change:

1. Road-map to Career:

An employee joins an organization not merely for a job but, for building a great career. It is the equal responsibility of the immediate manager and HR team, to be honest about the career prospects to an employee. Thus, there should be at least two meetings in a year with the reporting manager and HR on the career path.

2. Mandatory connects:

There must be mandatory connects every quarter. These connects can be in form of Town-hall sessions as well. The idea is to bring employees close to all the key players of their processes.

The connects can be led by different management players like the manager, assistant manager, and team leads. They act as a ground to discuss the overall functioning of the process and the challenges faced.

3. MBA / Courses with the company:

The company can offer an opportunity to learn and work.

A variety of relevant courses can be offered to employees who complete certain tenure in the company. It boosts the morale of the employees as well as their skills.

4. Employee Engagement:

There must be a proper strategy for identifying the significant events in a year that must have Employee Engagement activities. The aim should be to promote collective participation by exploring the unconventional ways to engage employees.

5. Company outings:

All work no play makes a very dull corporate life. Thus, the management should plan out company outings. Such outings usually prove to be the melting points which bring employees close to each other.

6. Feedback:

Driving a proper feedback system that caters to employee needs and helps yield unbiased results is a must today.

It should not be merely a day’s exercise in a year rather should be practiced at least 3-4 times a year at different levels.

7. Training of managers:

The Managers must also undergo a training periodically based on guidelines to behave with their subordinates. A system designed by the HR team must closely monitor and evaluate the effectiveness of such training.

Tips for getting hired after career break
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Tips for getting hired after career break

Anjali Somnath is a, software developer quit her job in 2007 after her second child. she worked for 7 years since she passed out her B.Tech. It was a hard decision to make as she was enjoying hre career but family is the priority for few years. She is now ready to get back to work in 2018 and want to balance her professional and personal life.

But, when Anjali started preparing her resume then comes the question about how to look for job and how the resume should be designed, what should be mentioned about the career gap etc.

If you are someone who is into similar situation where you have a career break irrespective of male or female for any reason and in the process of returning to corporate world then below are the tips unfolded

Reason for your break

Honesty is the best policy. This might sound like an old saying but still it is true today and applied in this dynamic world. Let’s accept a fact that we are all humans and we have a different spikes of life.

We need to believe that taking a career break for family reason or to pursue our passion or because of personal issues or even because we need a break to revive in life – these are not sin and are choices we make for better tomorrow. But the art of communicating it both in the CV and also during the discussion is the key here. Mention how this has helped and present the points that can add value from the career perspective

Things done during the break

It is always a good idea to keep yourself updated with what is happening in the corporate world. Spending time productively is one of the key attitudes. Taking up freelancing projects, consultancy projects, studying any course, finishing few certifications, Volunteer work done, teaching yoga, music or any art – these should create a favorable impression and will project sometimes what you are as a person. Communicating this during discussion by supporting how this can help the employer if you are hired into the applied position will be the key aspect.

Networking

One of the most important aspects during the career break is to keep in touch with your past colleagues. Either for references or to know what is happening around or to know how to get hired into same company for any available vacancies. Discussing with friends and family who are working and showing your interest and enthusiasm to get back to working environment is very key. Networking using social media channels is the best way today.

Career break Workshops

Many IT companies like Microsoft, Thoughtworks, Capgemini, etc. are opening up and conducting programs and workshops for people who are interested coming back to their career. Especially encourage women who wants to be back after their career break. Enrolling into such companies’ website and keep following their latest feeds will definitely help to apply for roles and getting back to the suitable roles.

Use Social Channels

Being active on LinkedIn, Facebook and Twitter and updating your profile and letting your network know that you want to be back to corporate world is a key. Following the companies in your industry domain will help to know about current vacancies. Websites like Galssdoor.com is the place to check current market price for any role that you are applying today.

Confidence on yourself, enthusiasm and following few latest tips will make your way to successful career leaving the break well behind.

Good Luck.

Best Recruitment Practices
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Need for Best Recruitment Practices

The need to acquire right talent is growing as business is constantly expanding. It has become essentially important to streamline recruitment process, source top talent and do employer branding in the best possible way. However, in the fast-moving business world today, it is not easy for all the companies to acquire the right skills by themselves, especially when they have demanding core business.
This is where, getting best recruitment services done by an efficient KPO partner comes into picture.
The partner plays a key role in identifying the cream resources available in the market and thus, helps in meeting the need of its client.
The idea of the KPO partner is to implement ace recruitment services and consider all significant factors affecting the same. Here is the list of Best Recruitment practices that are must to be followed.

1. Understand Client’s requirement:
As client’s requirement is dynamic thus, it becomes more challenging for the KPO partner to meet the expectations. This makes it essential for the KPO partner to first understand the Client’s business requirement. “Requirement” here, is an umbrella term that covers detailed information related to significant parameters like skills, industrial experience, level of expertise, location, industrial exposure, feasibility, flexibility & cultural fitment that the Client considers mandatory.

2. Create a system:
The system here means a sound strategy that should be incorporated to acquire right talent. Once, the partner has a thorough idea about Client’s requirement and business understanding, it becomes easy to work towards creating a system/ strategy. A system that helps in meeting client’s requirements. At times, there may be chances that the entire strategy needs change as per the change in client.

3. Market Research:
It becomes critical for the recruiters to have the idea about present day market standards. Parameters like compensation benchmarking, skill mapping, potential sources and market dynamics should be taken into consideration.

4. Think like investor:
Before implementing the strategy, it is important to think like the investor and bring the necessary changes in the strategy created after thorough market research analysis. This means that the recruiter must have a clear idea about Client’s business which will help them to look for potential candidates available from relevant industries. Investing time and money in a candidate who doesn’t fit in client’s model is a real loss to business.

5. Generate pool of candidates:
Once the strategy/course of action gets finalized then it should be implemented to create pool of candidates. Here, it is important to utilize all significant recruitment tools.
The common job sites are most utilized recruitment tools. However, a detailed research can bring to light many effective tools that are not mainstream. Some of them are Mpool, Lusha, AngelList, CutShort, GitHub etc. The benefits of using these tools is the fact that more refined candidates can be accessed here.

6. Be Active on Social Media:
Today social media is doing wonders in not just popularizing a brand but, also by turning out to be a great tool in attracting and gaining the potential job seekers especially in the age group of 20 to 35years.

7. Effective Pitching and Employer Branding:
A conversation is significant enough to create impression, thus a recruiter who is the front face for any business should have a sound pitch with detailed knowledge about business and role being offered. The pitching skills of Recruiter have a long-lasting impact on the candidate that, sometimes is the sole reason why they join the organization.

8. Stringent Candidate Screening:
The candidate screening must be sound from the very first step. All essential tests and standards should be met before choosing the right talent. The tests used in the process should be based on a proper Job description.

9. Candidate Stability:
Parameters like cultural fitment, stability and other behavioural aspects cannot always be evaluated by the set test/ interview standards. Here, the recruiter’s judgement and experience play a great role in evaluating the behavioural part of the employee.

10. Pipeline of passive candidates:
Nothing is more exciting for a recruiter then a suitable candidate who turns out to be the final choice of the hiring manager. The perfect candidate who has successfully qualified all the rounds of screening. However, this excitement can turn into a nightmare if the candidate backs out at the last moment and has better options in his hands. Thus, it is important for recruiters to make a pipeline of passive candidates while entertaining active candidates.

11. References:
The references must always be taken from candidates as you never know when they turn out to be the last moment backup.

12. Salary Negotiations:
All the hard work goes in vain if the selected candidate backs out just because the recruiter fails to convince them with the salary offered. This step mostly becomes a great hindrance in the path of new recruiters as they don’t have great negotiation skills while closing an offer.
Thus, a recruiter should focus on developing all the necessary skills to do end to end recruitments.

13. Measure, Review & Repeat:
The recruitment system of any KPO partner will not have long terms success if it is not reviewed. There is a constant need to evaluate the measures undertaken in the recruitment process and identify the shortcomings. It is significantly to incorporate key changes in next process and keep repeating the review process.

Diversity Training at Vaco Binary
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Diversity Training at Vaco Binary

Nathela an English citizen having a work permit to work in India. She works with a prominent brand having major operation’s division in India and says that she loves working here.
“ I don’t feel like I am working in a foreign country, because the degree of comfort I have within the workplace make me feel an integral part of the system”, says she. She is Team Lead, marketing (India division) and heads a team of 10 people. Anna, leads expert hailing from Thailand is a vital member of Nathela’s team. She moved to India with her husband who works with a prominent Indian brand. However, relocating altogether to a new place and adapting to it can be a challenge for many. But that is not Ana’s story as she says that “the love and support received in the office premises is so overwhelming that a part of it I take back home.” Unbelievable to many, this is the story shared by everyone not just in Nathela’s team but, also in different teams by different employees within her company.

Amazed, surprised and shocked that how is this possible?

Well, all this is possible because of the cultural value of the brand that believes in accommodating diversified workforce. Such a scenario can be part of all the organization provided they start addressing the word “diversity”. Today, the corporates are busy strategizing expansion, broadening operations and marking their presence across globe. However, they fail to understand diversity and the need to invest on interventions that can accommodate diversity. The simple maths behind all the expansions lies in recruiting training and accommodating more skilful resources belonging to different cultures, classes, creeds, sects and nations. Many might suggest transfer and relocation of existing workforce can be done. But, the real implication of this is not as easy as said. Its undoubtedly the need of time to understand cultural differences and provide top priority diversity accommodation.

Diversity Training

Various sessions during the training

Thus, understanding this very need of time Vaco Binary Semantics too, started incorporating steps towards handling the sensitive issue of diversity. The idea was to understand diversity, address differences and work towards accommodating it. A structured approach was followed for the same as the matter impacted a sensitive and subjective component of human personality called behaviour. The overall composition of the company was evaluated and significant observations were made on essential parameters related to culture, creed, sect, nationality and values shared by individuals. Basis the observations, a search was carried out to look for the best way that can help in accommodating diversity. Diversity training came out to be an efficient technique that was implemented in a phased manner so that the interventions have an effective impact on the participants.

In the month of May, Phase I of diversity training was introduced with different sessions. The first intervention introduced was to generate awareness about diversity present amongst the participants. The second intervention had the key aspects related to differences and similarities that the participants could relate to the situations. The third major intervention introduced aimed at disclosing the most important agenda of the training related to the need of change management and adaption. To assess the effectiveness of the training simultaneously, Phase II sessions intervention was carried out. Here an experience sharing session was regularly conducted to get feedback from participant. The idea was to listen to their views on how desirable work culture can be build.

After successful completion of the training it was concluded that in a global workplace like Vaco Binary Semantics, teams with individuals from diverse backgrounds are not only a necessity but are also an asset with distinct advantages. The output generated by such teams rich in diversity, when working together in an inclusive and cohesive manner can outperform homogeneous teams. The growth and development of members of such teams is usually accelerated as they start accepting, appreciating and celebrating their differences as their strengths.

We are building an environment that can accommodate diversity at Vaco.
Come join us and be a part of an incredible culture.

8 Key Benefits of outsourcing IT using Managed Services
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8 Key Benefits of outsourcing IT using Managed Services

Tell me one field that is never the same every minute. Yes, it is technology. The very essence of technology is ‘change’. You see the development of new technology every minute. Even as you read through this article, technology is changing somewhere in the world. Under such circumstances, it becomes imperative for every business organization to adapt to this change wholeheartedly. This is where Managed Services comes into the picture.

What is IT Managed Services for small and medium businesses?

To put it in very simple terms, Managed services allow a business entity to delegate IT operations to an external service provider. This is also known as outsourcing IT services.

What is the role of a Managed Services Provider (MSP)?

The MSP assumes the responsibility of maintaining and monitoring the IT systems of any business concern round the clock. They are also responsible for managing and resolving problems that the IT systems throw up from time to time. This involves updating the systems so that they do not become outdated.

Let us see some of the key benefits of outsourcing IT to an MSP.

a) Effective Cost Control – When you outsource your IT services, you convert your fixed costs into variable costs. This enables you to do your budgeting right by allowing you to reach the Break Even Point earlier. You naturally incur fewer costs when you outsource IT because you only pay for what you use and that too, only when you need it.

b) Save on Labour Costs – Hiring an IT professional is expensive. On top of that, you need to train him/her on a continuous basis for the sake of knowledge updating. Outsourcing your IT services allows you to focus on the areas of human resources where you need them the most.

c) Experience always overshadows qualifications – However, qualified an IT professional you hire, nothing can beat experience. When you fall sick, do you go to an experienced doctor or do you rely on a newly graduated professional? You have the answer right on the tip of your tongue.

d) Focus on your strengths – Not every business entrepreneur is conversant with the finer aspects of IT. This is a specialised field that requires constant updating of knowledge. In case the business uses the time for updating of IT knowledge, they might not be able to concentrate on their core strengths. Outsourcing your IT requirements allows you to focus on your areas of strength.

e) Reduce risks – Every business activity comes with a risk element attached to it. Outsourcing your IT services to an MSP ensures that you have professionals handling this vital aspect of the business for you. They have the capacity to manage and mitigate the risks that IT brings with it.

f) Improve vendor management – The MSP is in the best position to negotiate with vendors. As a business entity, you will find it difficult to deal with these changes and updates on a regular basis. A specialised entity such as the MSP will be able to handle this portfolio better.

g) Ensure scalability – We have seen that technology is changing every minute. This entails that you need to maintain the scalability of your IT systems. As you expand your business, the IT services need an expansion as well. A dedicated MSP will be able to maintain the scalability and ensure that the systems are up to date all the time.

We have seen 8 key benefits of outsourcing IT using MSP. It is the need of the hour to remain updated all the time as the level of competition will not let you survive otherwise.

Digital Transformation
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How Digital Transformation can help in providing world class operations and deliveries

Do you remember the time when you had to stand for hours in the long queue in front of the bank cashier, just to withdraw cash from your account? Remember the time it took to purchase a demand draft or transfer funds from one account to another. As the financial year draws to a close, there used to be a frantic rush to the Income Tax Office to submit your IT returns in time.

Today, everything has changed. You withdraw your cash within no time. You can transfer funds from one account to another through the internet/mobile before you can even spell the word ‘beneficiary’. Submitting your Income Tax returns online has become so easy today. Yes, this is what we call ‘Digital Transformation’ in its simplest incarnation.

Digital Transformation – The change, we all wish to see

This is the ‘Digital Transformation’ you and I experience in our daily lives. So, how do you define Digital Transformation? In very simple words, Digital Transformation is nothing but the integration of digital technology into every area of business, thereby fundamentally changing how you operate and deliver value to your customers. This is in fact, a cultural change, a total transformation that organizations should adopt to move from the status quo position and enter the realm of experimentation and explore opportunities that no one had ever dared to do so before.

Digital Transformation – World Class Operations and Deliveries

How do you become successful in business? The answer is very simple, ‘Satisfy your customer’. This maxim was true 100 years ago, it is effective today as well, and will define success in business for hundreds of years to come. Digital transformation is one step towards providing great value to your customers. This is the principal discussion topic in the CXO Conference & Panel Discussion on “Digital Transformation for Enabling World Class Sustainable Organization” organized by Vaco Binary Semantics LLP on 19 April 2018 at the Novotel Convention Centre, Hyderabad.

The world has become truly digital today with processes like Artificial Intelligence (AI), Machine Learning (ML), Internet of Things (IoT), mobility, cloud, and Robotic Process Automation becoming commonplace in all industrial sectors in the world. Digital Transformation is about bringing a seamless integration of each of these processes thereby enabling organizations raise the bar and set a new benchmark as far as customer satisfaction is concerned.

One of the greatest examples where you can find an integrated model comprising all the processes mentioned above is that of Amazon Go. This concept is a perfect amalgamation of an online as well as an offline store. You walk into the store and use the Amazon Go app. Choose the products you want to buy and pick them up from the shelf. You can straightaway walk out of the store without having to literally check out.

AI comes to the fore as the technology tracks the products and sends you a receipt for the same after charging your Amazon account. The customer has a lot of advantages.

a) He need not stand in a queue and wait for his turn at the counter.
b) There is no need for him/her to swipe the credit card thereby exposing himself to financial security risks.
c) He need not wait for the product to be dispatched as he can start using the products straightaway.

If this is not the ultimate in customer satisfaction, then what is? This is just one of the simplest examples of what digital transformation can do in providing world class services and deliveries. There are many more. You are welcome to join the Panel Discussion on this subject at the venue on April 19.