The contemporary workplace is undergoing a swift transformation propelled by the escalating demand for tech and AI skills across a spectrum of job roles. This pivotal shift has brought forth Skills-First Transformation (SFT) as a fundamental organizational imperative.
In today's fast-changing job market, the traditional criteria for hiring are being challenged more than ever before. The rise of "new collar" workers — talented individuals who may not have a higher education or come from typical professional backgrounds — is changing the way we think about professional settings. These individuals bring unique skills and a fresh perspective, often finding their place in tech, digital, and various hybrid sectors.
iMocha recently hosted a gathering of industry experts to explore the concept of a 'Skills-First' approach and its potential advantages in navigating the evolving landscape of workforce management amidst ongoing technological and market disruptions. The webinar, titled "People Go Beyond Job Titles: Leveraging 'Skills-First' to Unlock Employee Potential," offered insights into talent management and how to address the challenges posed by changes and talent shortages.
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.
Amidst the ongoing deployment and expansion of 5G, alongside breakthroughs like Edge Computing and AI, the Telecom sector finds itself in a thrilling phase of advancement. However, it's important to address the fallacious claims of the industry's demise found in sensational headlines.
Organizations must attract quality talent as part of ensuring that their organizations achieve sustainable growth. This story isn’t any different in Southeast Asia’s booming BFSI sector. As per a recent PwC report, the hiring levels in Asia-Pacific, which includes Southeast Asia, are twice as high as in the Western Region.
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.
How many people do you need to change a light bulb?
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.
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
