Podcast
Talentwise: Future-proof your team
Hosted by Subhanjan Sarkar · EN
Talentwise, the definitive podcast for CXO’s, Human Resource and Learning and Development leaders
10episodes
Episodes
Newest firstAll episodes
Roundup Episode Season One
Oct 7, 201900:51:02Tap to summarizeRoundup Episode Season One A roundup of the season’s highlights, featuring our stellar line-up of guests. Some estimates predict that between 400 million and 800 million individuals could be displaced by automation and will need to find new jobs by 2030. And around 75 million to 375 million may need to switch to new occupational categories and learn new skills. The more successful people today are not necessarily the ones with only math or technical skills. They are people with a combination of those and soft skills. Machines are great at doing structured tasks. But machines are not very good at interpersonal skills, creativity and large-scale problem identification. Hiring needs have changed. The AI-mature companies are looking for hybrid profiles. Candidates should have interdisciplinary expertise. These and more insights from the ground in this great episode of TalentWise. Run time – 51.02 mins.
Transcribe →Roundup Season One
Sep 30, 201900:07:00Tap to summarizeRoundup Season One Roundup of the season’s highlights, featuring our stellar line-up of guests. These and more insights from the ground in this great episode of TalentWise. Run time – 06.59 mins.
Transcribe →In Conversation with Catherine B. Roy
Sep 23, 201900:24:43Tap to summarizeCatherine B Roy Programs such as accounting programs stand to take away many job positions because those roles become redundant. It is very important for organizations to re-skill and re-deploy such employees whose jobs are at risk over the next few years. Salespersons understand the sales process far better than any program. Human beings have empathy and creative skills that AI cannot match today. Organizations understand that their best sales strategy is to employ human intelligence at the frontline. Even when AI does play a role in sales, human expertise is required to create the AI. SMEs should then become consultants or creators of AI programs. In any case, every individual also needs to keep up with the times and adapt to new technologies. These and more insights from the ground in this great episode of TalentWise. Run time – 24.43 mins.
Transcribe →In Conversation with Subhabrata Saha
Sep 16, 201900:28:51Tap to summarizeSubhabrata Saha Earlier, few factors affected businesses. Nowadays, many factors must be taken into consideration. PESTEL, OR Political, Economic, Social, Technological, Environmental and Legal factors will affect businesses. So, businesses have to undergo dual transformation. On the one hand they must reposition themselves to cope with change in society and consumption. And on the other they must plan to evolve to keep up with the future. Businesses have to realize the inflexion point when it becomes imperative to transform and scale up. Kodak, for instance, did not transform at the right time, when photography and film went digital. These and more insights from the ground in this great episode of TalentWise. Run time – 28.51 mins.
Transcribe →In Conversation with Pradeep Srivastava
Sep 9, 201900:36:01Tap to summarizePradeep Srivastava The staffing industry constitutes a 6-billion-dollar market in India. At the same time the temp staff sector is growing. But it is the blue-collar workers who constitute the bulk of this force. The more educated workforce is reluctant to go that way due to the felt insecurities. The top bracket, above a salary level of Rs30,000, has not yet moved into temp sector. On the other hand, very skilled people, are in a sense, temps. They become consultants. They are not interested in getting permanent jobs. For example, there was this instance where a company needed to hire a person with specialized knowledge of a certain type of car batteries. Only about 200 people across the globe who had this specialized knowledge. None of them wanted to take up permanent employment. Women have entered the workforce and the ratio has changed. In IT the ratio is nearly 51:48. This has also changed mindsets within organizations. Some organizations have policies where staff can leave any day, without any notice period. So, the distinction between temp and permanent has become fuzzy. These and more insights from the ground in this great episode of TalentWise. Run time – 36.02 mins.
Transcribe →In Conversation with Prajjal Saha
Sep 2, 201900:34:16Tap to summarizePrajjal Saha Changes and disruptions have happened throughout history. What is happening today is simply a repeat of such historic events. But the rate at which these changes will happen is not going to be as dramatic as projected. Changes will come in slowly, and unevenly across sectors and industries. This slower rate of change will allow people to adapt to changes. Rather than many people losing jobs, it would be more correct to say that over time more and more people will adapt to the technological changes that will happen. Most of the Indian Industry is still engaged in handling day to day problems, and not really thinking about the future. This also makes business sense for now. But there being no strong partnerships between the academic institutions and industry, no epoch-making changes or technological breakthroughs are happening in the country. These and more insights from the ground in this great episode of TalentWise. Run time – 34.16 mins.
Transcribe →In Conversation with Amit Bhargava
Aug 26, 201900:24:57Tap to summarizeAmit Bhargava The concept of Virtual HR is not very well known in India. But it is slowly catching on, whereby people work through a virtual HRMS platform, on flexi hours. The recruitment space too is undergoing changes, where hiring can happen through automated platforms. These platforms can also evaluate candidates up to a large degree. The old system of employing people for HR is redundant and inefficient at many levels, since tasks like fulfilling legal requirements, payrolling, tracking leave and other such regular functions can easily be performed by software. This should leave human resources to be more gainfully employed. Training and upskilling could well be one of those more creative functions. Recruitment platforms typically have not checked for aptitude. Neither have platforms which recommend training for blue collar workers. This means that batches for training are created based on location, instead of aptitude. This results in high dropout rates and is ultimately ineffective as a scheme. These and more insights from the ground in this great episode of TalentWise. Run time – 24.57 mins.
Transcribe →In Conversation with Arun Muthukumar
Aug 19, 201900:32:52Tap to summarizeArun Muthukumar The periodic model of training, where training was imparted once every month or even less frequently, fails in today’s environment. Companies need to grow rapidly. And this means employees have to keep up with the growth vision. Continuous learning is the only solution. Technology to impart continuous learning is available today. App based micro-learning alleviates many of the obstacles faced by organizations. It is available on-demand, and does not impose restrictions of dedicating time. Even managers may be reluctant to allow floor workers to spend a whole day in a training session. In a country like India, training is effective when it is imparted in a language that is understood by the trainee. This means vernacular training is a must. These and more insights from the ground in this great episode of TalentWise. Run time – 32.52 mins.
Transcribe →In Conversation with Abhijit Bhaduri
Aug 12, 201900:31:57Tap to summarizeAbhijit Bhaduri The availability of smartphones and the rise of social media has ensured that today communications are instant and continuous. Gone are the days when management had to communicate only once in a while, talking to shareholders or even employees- once a year or once every month. Earlier, people were happy to keep working for the same organization for their entire careers. What they learnt and specialized in was good enough to last them an entire lifetime. All that has changed today. The new workforce wants to learn, experiment and move on to newer experiences. Creative inputs have for many centuries come from “gig workers”. It’s only that now the term has come into vogue. This is also because work is getting skewed towards being more creative, rather than mechanical, since mechanical work has been largely taken over by automation and robotics. These and more insights from the ground in this great episode of TalentWise. Run time – 31.57 mins.
Transcribe →In Conversation with Suman Ghose
Aug 5, 201900:32:05Tap to summarizeSuman Ghose All industries will face disruption, without exception. Senior leadership has to prepare for change by having a receptive frame of mind We are moving on from the knowledge economy onto the creative economy, where creativity, passion and dedication will drive change rather than pure knowledge. Millennials will be the biggest audience, customer group and workforce of the future, so we cannot afford not to understand their mindset. These and more insights from the ground in this great episode of TalentWise. Run time – 32.05 mins.
Transcribe →