Executive81 HR Solutions Pvt. Ltd. Director Mr. Rishi Patil’s Article Published in Financial Express. Date: 31-Dec-2022

Ease of Doing Business for MSMEs: When your business is small or medium size, it is very obvious that you don’t want to stay where you are. You want to be a large-cap business. And to make this shift from small or medium business to large business, you need to innovate. Here’s exactly where the problem lies.

When businesses get started as MSMEs, they look forward to growing. However, there comes a situation where they need to follow regulations and they get trapped in the same.

Navigating regulations can be a significant challenge for businesses of all sizes. And this is particularly true for MSMEs, which often have limited resources and expertise to devote to compliance.

The Anaconda of Regulation for MSMEs

Business Regulations

For MSMEs, there are many compliances and regulations to be followed. Any non-compliances attracts penalty and punishment. This keeps the MSMEs worried as they have to keep up with the government’s laws and regulations. Any misinterpretation in regulatory compliance leads to notices and legal charges against the company.

They have to attend to these legal notices and the owner has to run into these compliances rather than focusing on the innovations. This is exactly what we call an Anaconda of the regulations. As the owners are occupied with dealing with all the legal formalities, their business innovation stalls.

Labour Regulations

Besides business regulations, there are Labor Rules. This also creates another barrier to business growth as the company can’t hire candidates without following labor laws.

Other Regulations

There are also external regulations. We indeed need some regulations. But, there must be some ease in following them.

Regulations concerning health and safety might be necessary for protecting consumers and employees, but they might also be oppressive for micro-enterprises.

This anaconda of regulations has held up owners so tight, that the regulations are proving to be a hindrance to the company’s growth.

The Burden of Compliance for Small Businesses

The burden of compliance can take many forms, including:

●       Financial costs

●       Time and effort

●       Complexity

●       Limited Flexibility

Strategies For Navigating Regulations While Retaining Innovation

In this fast-paced digital era, MSMEs want to compete and create innovations. However, these businesses are not able to build growth stories for India. As the penalties scare the owners to grow big thus making them continue as an MSME.

That’s where strategies for navigating regulations come in handy. By employing these tips, entrepreneurs can make sure that their business remains innovative while adhering to all safety and regulatory guidelines.

●       Start by understanding the specific regulations that apply to your industry or product category. Do some research online or contact an expert in the field to get a better sense of what is required of you.

●       Make sure all aspects of your business are compliant with current regulations – from marketing materials (including website content) to manufacturing processes and product quality control measures.

●       Constantly update your employees on new regulation updates and changes so they are always up-to-date on company policy and procedures. This will help ensure customer satisfaction as well as avoid any costly mistakes down the road!

Conclusion

Now is the time has where we need to rethink to give fresh air and energy to our MSMEs to become global giants and help them innovate by winning the maze of regulations.

Check out the article on the Financial Express website

In India, more than 60 percent of respondents expressed a desire to leave their current posts, according to a report by Mckinsey. Is India ready for this?

In today’s world, it is becoming increasingly difficult to retain top talent. This is due to a number of factors that are impacting the way in which people are choosing to work.

One of the most significant reasons for this attrition is the increasing pressure on employees to provide more value with less time. To combat this, organizations need to think more creatively and find new ways of retaining top talent.

Reasons Employees Leave the company/jobs

Employees often cite a lack of career growth opportunities as one of the main reasons for leaving their jobs. This article provides insights into what companies can do to address this issue and retain valuable talent in the long term.

The following are some of the most reasons why employees leave the company:

Reasons Employees Leave the company/jobs

– Lack of work-life balance

Working in the business world means balancing work and personal life. But sometimes, that balance can be difficult to achieve, which is why employees leave their jobs.

Reasons Employees Leave the company/jobs

– Feeling unappreciated

With the rise in competition, employees are having to work harder and harder to prove their worth. And still, if the employees are not receiving an ample and significant amount of appreciation, employees don’t feel motivated enough.

Reasons Employees Leave the company/jobs

– Low pay

Some of the most common reasons that employees leave a company are low pay and lack of job satisfaction. This can be attributed to the fact that employees who are satisfied with their job will have more loyalty to their company than those who are not satisfied, thus staying longer with the company.

Reasons Employees Leave the company/jobs

– Lack of work culture fit

Every company has its own culture, and many employees feel like they don’t fit in when they’re hired. Employees are likely to leave an organization if they’re not happy with their workplace culture or if their work clashes with the company’s goals.

Post Pandemic there are new reasons that contributed to attrition

Now, the attrition rate is increasing even more due to new reasons.

Employees are seeking hybrid / remote work module

The pandemic has made almost everyone travel back to their home / native places. And this has made the employees like the hybrid work culture.

The pandemic has made almost everyone travel back to their home / native places. And this has made the employees like the hybrid work culture.

So the productivity level is retained and many resources are saved. That’s why, many employees are preferring the hybrid or remote work module, these days.

Post Pandemic there are new reasons that contributed to attrition

Flexible working hours

Many people have found that flexible working hours are helping balance the work and life balance.

Hence, instead of a fixed time, employees prefer to switch to flexible working hours. If the company is not allowing flexible hours, employees are preferring to switch the company rather.

Post Pandemic there are new reasons that contributed to attrition

Lack of interest in pursuing a professional career

Due to the following reasons, people have developed a lesser interest in professional careers:

Pursuing hobbies: During the pandemic, many people found an alternative way to earn through their hobbies or skills.

New revenues: Social media platforms and online opportunities opened up many doors of revenue for people around the world. And also people are exploring many new entrepreneurship opportunities. Social cause: People have become more aware of the social impacts and thus started working on social causes.

Agriculture: Being migrated to home town, many people have found a way to earn through agriculture and have shifted their focus to agriculture. Hence, such people are also preferring the Work from the home module.

How the science of preventing Attrition Supports Your Business

The science of preventing attrition supports your business. This means that if you want to keep your employees, you should ensure they are happy in their work environment and have a good experience.

The science of preventing attrition supports your business. This means that if you want to keep your employees, you should ensure they are happy in their work environment and have a good experience.

What Can You Do If Your Company Already Suffers from The Great Attrition?

Attrition is a problem that every company experiences. But, what can you do if your company has already suffered from the Great Attrition?

First, you need to understand why attrition is happening and what the root causes are. By doing this, you can better identify what needs to be done to prevent it from happening again.

Second, you need to make sure that your employees feel valued and appreciated by the company. This will help them stay with the company for a longer period of time and provide stability for the business.

Bottom Line:

Now businesses have to start adapting to new changes in people management and hiring –

• Hybrid work module
• Accepting New norms
• Flexibility for all the employees
• Creating retention modules (appreciation, incentives) for key resources
• Build a vision for all employees – visualize the growth path in the company, motivate employees to do better

Surely, monetary benefits play a major role in retaining employees. However, not all organizations can afford to increase their salary or give higher incentives. There is a limitation to providing monetary benefits. But organizations surely can bring new cultures and vibrancy to the work environment to retain the employees.

Usually, we focus on growing a business and then hiring the needful resources. But things work around – first we need to hire the resources to grow the business.

So the core reason why MSMEs aren’t MNCs yet is they lack behind in recruiting the resource. Mainly, HR.

While all the possible reasons behind why MSMEs are not hiring HR stand true, there are reasons why MSMEs need to reconsider their decisions. Or they need to hire someone to make the right decisions.

That’s exactly what this article brings to you:

Why MSMEs Don’t Hire HR?

It is a common belief that HR is not needed for small and medium enterprises. This is because they believe that there are no employees to hire, or they think HR is an extra cost to the company and does not add value.

However, it is essential to note that HR can help these businesses in different ways. They can provide assistance with recruitment, training, and development of employees, payroll management, compliance with regulatory requirements, building company culture for growth and most important role is act as a bridge between employees and MSME’s business owners.

MSMEs don’t have enough budget

MSMEs don’t have enough budget to invest in a lot of things, so they need to be wise with their investments. These companies are usually start-ups or ones with minimal employees.

Although MSMEs are the backbone of India’s economy, Working capital for small and medium enterprises (SMEs) is usually small in size as compared to large multinational corporations (MNCs). This is because SMEs have a tight cash flow to manage, which means that they can’t spend huge amounts on HR and marketing. So the budget for HR is either cut down or kept minimal.

MSMES THINK THEY CAN DO IT AL L ALONE OR THEY CAN HIRE THEIR FRIENDS/RELATIVES

The reason why MSMEs think they can do it all alone is that they are not aware of the benefits of hiring an HR professional. They believe that hiring someone from outside will cost them more money, but in reality, it will help them grow their business faster.

Small and Medium Enterprises (SMEs) often think that they can do it all themselves or hire their friends and relatives. The truth is that hiring an HR professional is always the best decision for SMEs because an HR professional will help grow the business faster than if they were to work alone or with relatives.

MSMEs believe they don’t require HR

MSMEs think they don’t require HR. But the truth is, besides the obvious administrative tasks, the HR department can do a lot more for the company.

They make sure that your business is complying with all laws and regulations. They make sure that you have access to a good talent pool by sourcing and recruiting potential employees. They help create a culture of trust and growth.

MSMEs plan to recruit an HR when their business is grown

The growing MSMEs think they will be able to recruit human resources when their business is grown. The main obstacle in this regard is to find good resources from within the company or outside which HR can only help.

MSMEs that do not have HR think that HR will be recruited when the business grows. But it is not in line with trends. We are now facing a shortage of HR and thus MSMEs should consider outsourcing HR before their business is grown.

MSMEs don’ t have Clarity for HR responsibilities

Many SMEs are not able to afford a full-time HR professional. This leads to the lack of clarity of HR responsibilities and thus, the absence of a strategic approach to human resources management.

The absence of clarity about HR responsibilities is a major challenge for small businesses. The lack of an HR strategy can lead to inefficiency and low employee engagement.

Do MSMEs Really Require HR?

HR is a fundamental part of any organization. It is the backbone that keeps an organization running smoothly and helps it grow.

However, for small- and medium-sized enterprises (MSMEs), the human resource requirements are different from those of large organizations. For MSMEs, the focus should be on hiring people who can make a difference in the company’s growth and profitability, rather than hiring people just because they are available. A good HR professional can create this impact.

HR helps MSMEs by creating a positive culture and aligning the vision of MSME business owners with each and every employee.

Business requires dedicated HR personnel to handle your employees

A business needs to have a dedicated HR team for all employees. The HR team is responsible for hiring and training employees. They also handle any complaints from the employees and ensure they are not violating company policies.

HR is someone who can convey your message to the team and get it done by them. HR departments are also responsible for recruiting new talent and making sure that they are able to keep pace with the industry standards of hiring.

Delegating the workload enhances your productivity

MSME’s business owner can delegate HR and support workload and create more free time for productive work, i.e. meeting clients, exploring new business opportunities, raising funds, and investing in the growth of the company.

You need to follow up with only one person rather than an entire team

When you have a dedicated HR person to look after your team, you have to deal with only one person than a whole team.

The benefit of having HR is, that your employees will be managed and supported by one professional person. So you can manage your clientele. And you can focus on networking and increasing the business. It will help you to create more productive communication with your employees and clients.

All your management tasks are cut off

Your people management is literally cut off by 80%. All your decision-making is exercised by your own team. You can reduce this by hiring an HR professional who knows how to manage your team to bring the best out of them.

You can utilize your potential in managing your portfolio, building relations, and collaborating with other businesses, thus creating a roadmap for taking your business from MSME to MNC.

How MSMEs Can Hi re HR Solutions In Efficient Manner

Now that we have come to the conclusion that MSMEs do require an HR, let’s discuss their problem statements as well. The core reason small businesses don’t hire HR is the budgeting issue and not being able to connect the right HR partner.

So, here are some feasible ways to try out

• You can hire a freelance HR
• You can hire an HR with a fixed basic salary and add on the incentives
• You can hire an HR solution company (executive 81 HR Solutions)

Bottom Line

The culture of professional HR isn’t that old. The roots of professional HR solutions date back to somewhere around 2-3 decades ago. However, the practice of HR responsibilities is historic enough. From manually managing the employees to putting the employee relationship on automation now; HRs have always been part of a company’s success. However, companies never really realized that they need professional HR personnel. Until the IT companies which turned into huge successes were found practicing a standard business protocol. So, in a nutshell, for MSMEs to become MNCs – MSMEs should follow a protocol that MNCs are following. Like, hiring a professional HR solution for your company’s unstoppable and smooth growth.

The pandemic made work-from-home a pretty normal thing for everyone. And then when life was back to normal, a new type of work environment was born. Hybrid Work Module – a mix of traditional and digital work. Employers are adapting to this new hybrid work module by creating a flexible and agile workforce.

Today, it is not enough to have the right skills, but also the right mindset to succeed in future work. This is because people need to be prepared for change and embrace it as an opportunity.

Hybrid Work Module is the Next Big Thing

Employers are finding ways to adapt their workforce through various means like providing flexible working hours, and implementing remote working options.

Explore the concept of a hybrid work module and how it works. This is an innovative way to work that combines the best of both worlds, allowing employees to work in a flexible way that suits their needs.

Explore the concept of a hybrid work module and how it works. This is an innovative way to work that combines the best of both worlds, allowing employees to work in a flexible way that suits their needs.

The hybrid work module provides an opportunity for employees to balance their work life with their personal life without having to choose between one or the other. It also allows them to create a more sustainable career path that can be tailored according to their needs.

Benefits of Working in a Hybrid

• Privilege to Hire Talent from any part of the world.
• Work Flexibility helps the employee to experience freedom, which enhances productivity.
• Your employees don’t have to commute every day.
• You save a lot on your resources.
• The major difference in CTC. Reduces costs for companies by reducing office space requirements.
• Provides job security as it allows employers to retain talent without the need to relocate.

What Every Company Should Know Before Implementing Hybrid Work Module.

Create a Wireless Workplace

Having a wireless workplace will help you allow your employees to have a hybrid work module whenever you want. You can ask them to work from anywhere. Even inside the office, they can choose to work from any corner instead of a dedicated desk. This actually increases the productivity level.

The Wireless Workplace is a new way to work in the future. It’s a system that allows you to work seamlessly at home or remotely while maintaining some semblance of productivity, albeit with decreased complexity. The face of work is changing, and so should the ways we think about our careers.

Keep in the cloud

Keep all your documents, data, and other important files on the cloud. By doing so, you and your team stay on the same page all the time.

You are basically interconnected over your work and everyone stays updated with respect to the work status. Tremendous follow-ups and reverts are saved, just by being on the cloud. Moreover, the cloud makes it easier and quicker for you to access all your project data from anywhere.

Modify your work policies

Policies mainly include confidentiality and security. With hybrid work modules, companies are specially insecure about data. However, with the changing times, companies are adapting the future work module already.

Rather, the pandemic has compelled companies to adopt the hybrid work module. And hence, the policies have been modified and are followed to the large extent. Online policies and securities are reliable these days.

As the need for such work modules increases, the security is going to be yet stronger. employers are hence going for hybrid and work-from-home modules without giving it a second thought.

Hire a smarter HR

For the hybrid work module, HR’s responsibility increases a bit. HR needs to follow up with the employees constantly. Hence, you need to hire an HR who is extremely good at communication. An HR needs to bond up with the remote team well.

So, hire a person or HR solutions that manage all your team remotely. As it usually happens – when employees work remotely accountability is lost. And HR is the best person to bridge all the gaps.

How to Lead a Balanced and Successful Hybrid Work Module

The success of a hybrid work module depends on the organization’s ability to balance and leverage the benefits of both work modes.

The benefits of a hybrid work module are numerous, but it is not easy to implement. There are many challenges that come with implementing such a system. The most important one is getting employees to adapt to it.

The benefits of a hybrid work module are numerous, but it is not easy to implement. There are many challenges that come with implementing such a system. The most important one is getting employees to adapt to it.

• Understand your employees’ needs
• Ensure flexibility in the system
• Make sure your employees feel like they have control over their time

Tips for Growing Your Business With A Hybrid Work Module Model

• Build Online Community
• Improve Technical Literacy
• Utilize AI-based apps
• Utilize smarter tools
• Hire the reliable HR solution

Bottom Line

Hybrid work module models are becoming more popular in the workplace. With them, employees can work from home and telecommute to save time and money. They also provide flexibility to employees with other commitments such as family, school, or work.

So the takeaway is:-

1. Companies should have clear goals for hybrid work modules
2. They should provide clear guidelines on how to set up, run, and evaluate these modules
3. They should have clearly defined roles for each team member
4. They must have an open communication strategy that allows all employees to contribute ideas.

With the rapid advancement in technology, businesses have been forced to adapt to the new work module. Make Your Move Before Your Competitors as More Companies Adapt to The New Era of Hybrid Work.

एआय आणि ऑटोमेशन: याचा भविष्यातील नोकऱ्यां वर कसा परिणाम होईल.

ऑटो मेशन आणि एआयचे भविष्य हा एक विषय आहे जो अनेक दशकांपासून चर्चेत आहे. काहींचा असा समज आहे की ऑटो मेशन मानवांकडून नोकऱ्या काढून घेईल आणि हा जगाचा अंत होईल जसे आपल्याला सांगीतले जाते व इतरांचा असा विश्वास आहे की एआय रोजगार कमी न करता ते वाढवणार आहे.

हा वाद अजूनही चालू आहे, परंतु ऑटो मेशन आणि एआय आज आपल्या जीवनावर कसा परिणाम करत आहेत या बद्दल काही तथ्ये आहेत. उत्पादन, वाहतूक, आरोग्यसेवा आणि इतर अनेक उद्योगांमध्ये ऑटो मेशनचा रोजगारा वर कसा परिणाम झाला आहे हे आपण पाहू शकतो.

या उद्योगांमधील विविध भूमिका ऑटोमेट झाल्यामुळे परिणाम असा झाला की तांत्रिक प्रगती वेगानी झाली व या क्षेत्रांमधील रोजगाराचे काय झाले हे पाहिल्यास लक्षात येईल. उदाहरणार्थ, औद्योगिक रोबोट्स किंवा संगणक-नियंत्रित मशीन टूल्स सारख्या स्वयंचलित उत्पादन प्रणाली आल्यानंतर रोजगार दर लक्षणीयरीत्या घसरला.

नोकऱ्यांचे भवितव्य अनिश्चित आहे, पण एक गोष्ट निश्चित आहे – भविष्यात ऑटो मेशनची मोठी भूमिका असणार आहे.

ते तर आता पासूनच होऊ लागले आहे.

ऑटो मेशन औद्योगिक क्रांती पासून होत आहे, परंतु आत्ता पर्यंत ऑटो मेशनचा वेग वाढला नव्हता . या उलट, आता ऑटो मेशनने निर्माण केलेल्या नोकऱ्या कमी झाल्या आहेत.

ऑटो मेशन म्हणजे काय आणि त्या बद्दल आपण काय करू शकतो हे समजून घेणे महत्त्वाचे आहे.

भविष्यात, ऑटो मेशन आणि एआयचा अभियांत्रिकी , कायदा , वैदकीय आणि पत्रकारिता यांसारख्या क्षेत्रातील नोकऱ्यांवर मोठा परिणाम होईल.

यामुळे एका वेगळ्या प्रकारची रोजगार निर्मिती होईल जी केवळ कोडिंग किंवा डेटा विश्लेषणा पेक्षा कलात्मक आणि भावनांवर अधिक लक्ष केंद्रित करेल.

आर्टिफिशियल इंटेलिजन्स काम करण्याच्या पद्धतीत अश्या प्रकारे बदल करत आहे.

ऑटो मेशनमुळे अगोदरच मानवी कामगारांच्या जागी रोबोट्सनी घेतल्या आहेत. हे सॉफ्टवेअर, मशीन्स आणि रोबोट्सच्या स्वरूपात असू शकते. हा कल बर्याच वर्ष्यापासून चालू आहे आणि दीर्घकाळ चालू राहण्याचा अंदाज आहे.

ऑटो मेशनचे फायदे असे आहेत की ते –

• कामगारांचा खर्च कमी करणे,
• उत्पादकता वाढवणे,
• आणि गुणवत्ता सुधारणे.

तथापि , ही प्रवृत्ती काही आव्हाने देखील उभी करते जसे की नोकरीचे विस्थापन आणि कामगारांचे पुन:कौशल्य.

कामाचे भविष्य दिवसेंदिवस बदलत आहे. AI च्या मदतीने, काम अधिक कार्यक्षम आणि कमी वेळेत होऊ शकते.

आर्टिफिशियल इंटेलिजन्स गेल्या काही काळा पासून आहे. पण गेल्या काही वर्षात त्याचा आपल्या कामाच्या पद्धती वर मोठा प्रभाव पडला आहे. एआयमुळे काही वर्षांपूर्वी अशक्य मानली जाणारी कार्ये सहजरीत्या पूर्ण करण्यास सक्षम झाले आहे आणि येत्या काळात ते आपल्या जीवनात खूप बदल घडवून आणतील.

AI डेटा वाचू शकते, त्यांच्या कडून शिकू शकते आणि कोणत्याही मानवी इनपुटशिवाय स्वतःच त्यांच्या बद्दल विश्लेषण आणि निष्कर्ष प्रदान करू शकते. यामुळे कंपन्यांना त्यांच्या काही व्यावसायिक प्रक्रिया स्वयंचलित करणे शक्य होते ज्यात पूर्वी पेक्षा कमी कामगारांची आवश्यकता असते.

ऑटोमेशनचा तुमच्या करिअरवर कसा परिणाम होईल? आणि खरंच याची चिंता करण्याचा काही अर्थ आहे का ?

ऑटोमेशनमुळे आलेला पहिला आणि सर्वात स्पष्ट बदल म्हणजे नोकऱ्यांचे नुकसान. हे विशेषतः उत्पादन, वाहतूक आणि शेती मध्ये जास्त आहे. औद्योगिक आणि शेती यांसारख्या क्षेत्रांमध्ये ऑटोमेशनमुळे कामगारांच्या खर्चात कमालीची घट झाली आहे.

आपण अशा काळात जगत आहोत ज्यामध्ये ऑटोमेशन खूप लोकप्रिय होत आहे. ऑटोमेशन हे एक असे काम आहे की ते करण्यासाठी मशीन्स आणि कॉम्पुटर प्रोग्रॅम हवा असतो ज्यासाठी मानवी बुद्धीचीच आवश्यकता असते तसेच मानवी कौशल्य सुद्धा वापरावे लागते.

सर्व व्यक्तींनी त्यांचे कौशल्य वाढवणे आवश्यक आहे. जर तुम्ही तसे केले नाही तर तुम्ही तुमच्या नोकरीच्या संधी गमवू शकता . सध्याच्या परिस्थितीशी संबंधित असलेले कौशल्य आत्मसात करा .

एआय आणि ऑटोमेशनशी सुसंगत असलेल्या व्यावसायिक उद्दिष्टांचा विचार करा . जर तुम्ही AIs आणि ऑटोमेशन वापरता , तर तुम्ही तुमच्या करिअरच्या वाढीला चालना देऊ शकता .

पूर्वीच्या काळात, ऑटोमेशनला नेहमीच नोकऱ्यां साठी धोका म्हणून पाहिले जात होते. तथापि , तंत्रज्ञान आणि एआयमधील अलीकडील प्रगतीमुळे, मानवांपेक्षा ऑटोमेशन वापरणे अधिक अनुकूल झाले आहे. कारण यामुळे अधिक कार्यक्षमता आणि उत्पादकता सुधारत आहे.

व्यावसायिकांनी ऑटोमेशनचे फायदे आणि तोटे याविषयी जागरुक असणे महत्त्वाचे आहे जेणेकरून ते त्यांच्या व्यवसायात ते कसे वापरायचे याबद्दल माहिती पूर्ण निर्णय घेऊ शकतील. व्यावसायिकांनी त्यांच्या व्यवसाय प्रक्रिया स्वयंचलित करण्याचा निर्णय घेताना कर्मचार्‍यांवर होणार्‍या परिणामाचा देखील विचार केला पाहिजे.

ऑटोमेशनद्वारे गमावलेल्या नोकऱ्यांची उदाहरणे:-

• कारखान्यातील कामगारांची जागा रोबोटने घेतली.
• टॅक्सी चालकांची जागा सेल्फ ड्रायव्हिंग कारने घेतली.
• रिटेल स्टोअर कॅशियरची जागा सेल्फ-चेकआउट सिस्टमने घेतली.

दुसरीकडे, AI मध्ये भविष्यात मानवांसाठी अधिक नोकरीच्या संधी उपलब्ध करून देण्याची क्षमता आहे.

एआय आणि ऑटोमेशनसह निर्माण केलेल्या नोकरीच्या संधींची उदाहरणे:

• बॉट्स तयार करण्यासाठी सॉफ्टवेअर डेव्हलपर संधी.
• डेटा सायंटिस्ट.
• संशोधन आणि विकास.

ऑटोमेशन प्रक्रियेद्वारे कोणत्या नोकऱ्या बदलल्या जाण्याची शक्यता आहे?

ऑटोमेशनची प्रक्रिया बर्याच काळा पासून होत आहे; हे खूप जलद गतीने वाढत आहे.

ऑटोमेशन ही नवीन घटना नाही . औद्योगिक आणि शेती यासारख्या विविध क्षेत्रात दीर्घकाळा पासून ऑटोमेशनची प्रक्रिया आहे. तथापि , तांत्रिक प्रगती आणि AI च्या वाढीमुळे अलिकडच्या वर्षांत ऑटोमेशनचा वेग वाढला आहे.

कंपन्यांना पुन्हा पुन्हा होणारी कार्ये ऑटोमेट करत आहेत, त्यासाठी AI साधनांचा वापर देखील वाढत आहे.

सर्वात अलीकडील ट्रेंड म्हणजे बॉट्स किंवा संभाषणात्मक AI सह ग्राहक सेवा कॉल ऑटोमेट करणे, जे मजकूर किंवा व्हॉइस कम्युनिकेशन चॅनेलवर मानवी परस्परसंवादाची नक्कल करण्यासाठी डिझाइन केलेले संगणक प्रोग्राम आहेत.

काही नोकर्‍या इतरांपेक्षा ऑटोमेशन प्रक्रियेद्वारे बदलण्याची अधिक शक्यता असते. ऑटोमेशनद्वारे बदलण्याचा धोका असलेल्या सर्वात सामान्य नोकऱ्यां मध्ये प्रशासकीय सहाय्यक, टेली मार्केटर, डेटा एंट्री आणि ड्रायव्हर्स यांचा समावेश होतो .

ऑटोमेशनद्वारे बदलू जाण्याचा कमी धोका असलेल्या नोकऱ्यांमध्ये ह्या समाविष्ट होतात :

येणाऱ्या दीर्घकाळासाठी , ऑटोमेशन अशा नोकर्‍यांची जागा घेईल ज्यांची पुनरावृत्ती होत आहे आणि कमी कौशल्याची आवश्यकता असणार आहे. उदाहरणार्थ, ऑटोमेशनद्वारे पुनर्स्थित होण्याचा धोका कमी असलेल्या बहुतेक नोकऱ्यांमध्ये हे समाविष्ट आहे :

• उच्च पातळीची कलात्मकता आणि कौशल्य असलेल्या नोकऱ्या
• ज्या नोकऱ्यां मध्ये खूप सामाजिक संवाद आवश्यक असतो
• ज्या नोकऱ्यां मध्ये भावनिक बुद्धिमत्ता आवश्यक असते

येत्या 10 वर्षांच्या कालावधीत गमावल्या जाणार्‍या  नोकऱ्यांची तयारी करण्यासाठी आपण आता एआय वापरणे कसे सुरू करू शकतो ?

असे अनेक उद्योग आहेत जिथे AI ने आधीच मोठा प्रभाव पाडला आहे. यामध्ये वित्त, आरोग्यसेवा , वाहतूक आणि शिक्षण यासारख्या क्षेत्रांचा समावेश आहे. भविष्यात, AI आणखी काही गोष्टी करू शकेल जे मानव आता करू शकत नाही .

नोकऱ्यांचे भविष्य अनिश्चित असेल आणि भविष्यात कोणत्या नोकऱ्या अस्तित्वात असतील हे सांगण्याचा प्रयत्न करताना अनेक घटकांचा विचार करावा लागेल. तथापि , याबदलांची तयारी करणे महत्त्वाचे आहे कारण मानवी कर्मचार्‍यांना पुन्हा प्रशिक्षित करण्यासाठी वेळ लागतो जेणेकरून ते नवीन नोकरीच्या आवश्यकतांशी जुळवून घेऊ शकतील.

AI वरील वादविवाद अंतहीन आहे, त्याला दोन बाजू आहेत ज्या चालू राहणार आहेत. त्याचे खरे परिणाम पाहण्याची प्रतीक्षा आहे. सरकार आणि कॉर्पो रेट्सनी सध्याच्या जागतिक परिस्थितीशी सुसंगत अशा आणखी काही रोजगाराच्या संधी निर्माण करणे आणि सुरक्षित करणे आवश्यक आहे.

आपण आता AI वापरणे सुरू करू शकतो असे अनेक मार्ग आहेत जेणेकरुन आपण येत्या 10 वर्षांच्या कालावधीत भविष्यात गमावल्या जाणाऱ्या नोकऱ्यांसाठी तयारी करू शकू. एक मार्ग म्हणजे AI कसे कार्य करते आणि आपण बदलण्या ऐवजी ते आपल्याला कशी मदत करू शकते हे समजून घेणे. दुसरा मार्ग म्हणजे मानवतेला फायदा होईल अशा प्रकारे डेटा वापरण्यासाठी AI ला प्रशिक्षित करणे.

प्रत्येक व्यक्तीच्या कार्यक्षमतेचा फायदा त्यांना ते काम करण्यास सांगून केला जातो जे केवळ मानवच करू शकतात. AI आणि मानवी कार्यरत व्यावसायिकांसाठी ही एक हिताची परिस्थिती आहे.

सध्याची परिस्थिती गृहीत धरता कामगारांना त्यांची कौशल्य क्षमता सुधारण्याची गरज आहे.

OUTSOURCING: WHAT THE USA DID TO BANGALORE, CAN URBAN CITIES DO FOR RURAL INDIA

When India got independence, cities like Bangalore were not metro cities. They were just like any other city and the population was equally distributed. Just the difference was in education institutes. People were attracted to the cities like Bangalore as they had a variety of options for education.

However, later on, a drastic change happened that brought a revolution in India. Cities like Bangalore made themselves ready with all the needful infrastructure like internet connectivity, and a qualified talent pool. And as they were ready and loaded with all the resources, countries like the USA started outsourcing IT and BPO projects.

This resulted in creating a demand for large job opportunities which led to the development of these cities. In urban regions, especially Bangalore where IT and BPO work was largely outsourced from the USA.

CAN URBAN CITIES NOW OUTSOURCE THE WORK TO RURAL INDIA?

Of course, they can. Now, rural India is getting ready with 5G connectivity, and access to higher education which is resulting in the creation of a talent pool. These days, if you have a desktop and internet connectivity, a lot many tasks could be done aptly, which is easily accessible in rural India.

20 percent of urban jobs can be outsourced to rural India. As cities continue to grow at a rapid pace, they are struggling to keep up with the demand for candidates. To offset this, some businesses from urban cities are exploring opportunities to outsource jobs to rural areas.

It’s essential that cities take into consideration the merits of outsourcing before making any decisions.

IS RURAL INDIA READY TO INSOURCE?

Well, Rural India is now well-equipped and wellversed with essential resources. So, Rural India is ready to take up the projects.

Reverse migration of expert talent

Due to COVID-19, the reverse migration from urban cities to Rural India happened. People are finding themselves comfortable living in their native and working for urban companies.

Talented and skillful youths are now migrating to Rural India and that’s the biggest reason to outsource work to Rural India.

Also, today’s work culture has become hybrid. There’s better accessibility for work from home and remote work.

Rural India is having resources like 4G/5G internet and youth

Rural people are well-versed in the English language and computer skills due to mushrooming up of English Speaking, Computer Institutes and skill development centers.

There ain’t any bar that would really stop urban regions to outsource their work over to rural India.

The agricultural economy is not reliable

Everyone is aware that they need to have some supporting and sustaining job along with agriculture, but they are not willing to relocate. With this outsourcing from urban to Rural India, there will be in fact a better opportunity for everyone.

Bottom Line

Outsourcing has become increasingly popular in the past few decades, as it has proved to be an efficient way of managing work.

Outsourcing is the solution that will prove to be beneficial for urban, rural, and entire of India. Rural India is ready, is urban India too?