In a nutshell, Business Process Outsourcing (BPO) is the delegation of one or more IT-intensive business processes to an external provider. This external provider owns, administrates and manages the selected processes based on defined and measurable performance metrics. This makes BPO functions critical to an organization’s operational success.
Generative AI has taken over the world like a storm. With ChatGPT paving the way for this AI-based revolution to Google and other top tech players developing different generative AI-based tools, the impact generative AI has created in just a few months is indeed mind-boggling.
As an HR intelligence technology, talent intelligence has taken over the world of HR tech architecture like a storm. From synchronizing talent acquisition, management, and development activities to creating agility, employee satisfaction, and retention, there is a lot that HR leaders and professionals like you can achieve via talent intelligence.
As the times change and the world is continually exposed to new technological advancements, conventional tech skills are also evolving and transforming into "power" skills.
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.
Since its inception during the Third Industrial Revolution, Digital Transformation has evolved from data and machine learning to encapsulate new technologies and their associated skills.
As speculations go, AI is meant to take over most of our menial and repetitive tasks in the future. But can the same be said about Talent Acquisition?
Employees are one of the most valuable assets of any organization as they can enhance business growth, productivity, organizational reputation, and so on. But, like any relationship, the employee-employer relationship is also a tricky water that involves a lot of give and take, commitment, trust, communication, and loyalty.
A significant chunk of today’s digital market comprises companies with software, applications, or platforms as their primary offering and seek individuals that can help develop innovative and cutting-edge solutions.
Employee engagement is crucial in improving a company's performance and growth. A recent Gallup survey found that 51% of employees are disengaged at work. In addition, the same report states that 13% of the workforce is actively disengaged.
