Transitioning from a traditional telco model to a techco model represents a shift in the business approach, moving from providing telecommunications services to offering end-to-end technology solutions. This transformation can bring several advantages, such as increased revenue and sustainable growth. To achieve a successful transition, organizations must focus on talent management and adapt to new practices and strategies. In this article, we'll explore why telecommunications companies are making this transition and how Skills Intelligence and AI-driven skills gap analysis can support this shift.
The BFSI sector is facing a perfect storm of obstacles, with the rapid pace of technology, market uncertainties, and evolving regulations creating a tumultuous environment.
Before September 2021, the term and idea of "GenAI" were relatively unknown to the general public. However, since then, 'GenAI' has emerged as a powerful force, causing significant disruptions in various fields.
Introduction With our increasing dependency on digitization, tech skills have become crucial for all organizations, regardless of their industry. As more and more organizations are automating their workflow to meet the demands of the ongoing technological disruptions, tech skills are also evolving at an unprecedented rate and introducing new skills and job portfolios into the mix. At iMocha, we partnered with EY to understand this ongoing paradigm shift and answer three critical questions: What would be the in-demand tech skills across domains in 2025 and beyond? What would be the strategic and functional impacts of tech skills transformation? How are organizations responding to tech skills transformation? In our survey, we interviewed 50 HR and business leaders and conducted secondary research on over 26 million profiles to discover that 76% of these professionals & organizations have witnessed an increase in the demand for ‘application developers’ in recent years, while 62% of them have witnessed a similar surge for “business application power users” and “power developers.” But with a limited talent pool and shortage of required talent across the Indian, US, and European markets, how are organizations aiming to meet the increasing demand for application development and business power development skills? The answer can be organizational readiness through skills intelligence! In this blog, we’ll explain how building a skill taxonomy can help you overcome talent shortages and skill gaps and acquire future-proof application development and business application skills for your organization. Let’s get started! Table Of Content - Three ways to tackle the shortage of qualified Application Developers & Business App Users Understanding changing job roles Investing in developing real-time visibility Assessing your organization’s overall skill proficiency - Emerging Application Development skills and how you can develop them - Final Thought
Campus hiring season is right around the corner, and it’s time your organization strategizes its next campus hiring strategy.
Skills inventory refers to a repository of your employees' skills data containing their educational qualifications, work experiences, certificates, licenses, etc. You can learn more about skills inventory from here.
Are you facing trouble realizing the benefits of a diverse workforce? Your recruitment process can be the crux of this problem.
When an establishment remains mindful about hiring people from all walks of life, they're known to be practicing diversity hiring. The aim is to create a balanced society within the workplace such that it becomes a melting pot of culture.
Starting to plan your diversity and inclusion programs for this year? We've got you covered with a comprehensive calendar, replete with dates, history, and nations in which they are celebrated.
There has been a lot of talk about employee experience in the human resources world recently, but what exactly does that mean?
Over the last year and a half, many firms have decided to establish a hybrid work environment for their employees. This method was initially chosen as a response to the global COVID-19 outbreak. Due to lower costs, increased efficiency, and employee approval, many companies are now permitting both in-person and remote work for their employees.
