Corona impact on Telecom industry and Job market

Corona impact on Telecom industry and Job market

The Coronavirus (COVID-19) outbreak is causing well-known concern and economic hardship across the globe. World is changing quickly with this impact.

I would rather call this a transformation time than calling it as drowning stage.

COVID-19 transformation will be considered as one of the biggest industry transformation for millennials whereas partnered by Gen X, Gen Z will be part of transformed industry world.

India have suppressed the curve comparatively despite being high in population with high densities in major cities. On safer side, Businesses need to plan their repel considering ‘W’ Curve possibility (re-occurrence)

After Corona, There is high possibility on discretionary spending. This will boost/give birth of few industries & companies like –

1.       Health & Safety - insurance, Pharmaceutical, Medical centers/Hospitals

2.       Digital education - online/app based education

3.       Home entertainment - web based/app based apps of entertainment like Netflix, Amazon Prime etc.

4.       Home fitness – YouTube channels, fitness apps

Most of the above mentioned industries are evolved to operate via digital mode only. Many of Health & safety companies are also providing customer service interactions via digital mode.

Data injection to these companies are done by network service providers which is nothing but TELECOM companies. Emerging digital centric Telecom companies which are can even provide digital solutions to the business hurdles of these companies will get benefited more than pure Telecom Company

Impact on Jobs

As per CMIE (Centre for Monitoring Indian Economy) published in Economic times on May13th, 2020: 27 million youth in age of 20-30 has lost jobs in April 2020.

As per new government announcement – 20 Lac crores package to encourage MSME’s.

In my opinion, job market would take a new shape in India – As it would be difficult but situation would not be impossible till the time youth are ready to take up challenges in joining startups.

I would rather suggest youth to be an entrepreneur if one is confident on one’s business model and strong enough to face the hurdles to set that right to raise

8 suggestions to youth for adoption to stand unique in any condition: (despite oneself employed or to be employed) which is in my brain sight at this point

1.       One should be ready for Change

2.       Pull all the levers to set the situation right at the time of crisis

3.       Acknowledge the crisis (be It any) and get ready for response plan

4.       Speed of action is very critical, Iterate quickly to innovate it with a concrete plan

5.       Think and take steps to deliver on any condition to fulfill customer priorities around maintenance with confidence

6.       Review policies and recapitulate in line with current situation which should protect customer (can be our own employee) and commercial interests both

7.       Mind Safety – Safety has to be the priority for good self/employees/customers working for us and cybersafe even in  operating remotely is equally important to become sustainable

8.       Revisit previous execution plans and restate if required

 

 

-Siva

AoC Vs Exp. (Age on Corporate Vs Experience)

AoC Vs Exp. (Age on Corporate Vs Experience)

 

Experience is defined as knowledge or skill in a particular job or activity that you have gained because you have done that job or activity for a long time

We often hear word Experience in corporate world while hiring or even when we about to perform a job which has complexities

Candidate also take a glance over an interviewer profile before going for a discussion to understand other party Experience

Many of the times we also observe, every second person try to boost himself by mentioning no. of years of experience that one has in the corporate. Which is what in my opinion Age on Corporate and not Experience all the times

Most of us start rating up a person taking Age on Corporate number into consideration rather we have to count/rate on Experience

 

For Example,

Mr/Ms X has an experience in recruitment with a rate of hiring 500 per year and for 3 years

Mr/Ms Y has an experience in recruitment with a rate of hiring 200 per month and for 1 year

 

For all the obvious reasons like volume and energy - Mr/Ms Y is more experienced than Mr/Ms X to me

 

Organizations are still counting experience and would even count in future but of course not Age on Corporate

 

 

 

-Siva

Are we Empowering D&I (Gender) in the right way?

Are we Empowering D&I (Gender) in the right way?

 

In a nutshell, Google defines D&I as it's about empowering people by respecting and appreciating what makes them different, in terms of age, gender, ethnicity, religion, disability, sexual orientation, education, and national origin.

I would like to throw some light upon my view point on Gender empowerment in this article:

Whenever we attend D&I Seminars, we are thrusted upon by the below bullet points:

1.       Increase female Hiring % in respective teams like Sales etc.

2.       Minimum % to be manned with females in each team

This is more of enforcement than empowering for women fitment in teams.

I always come up with a thought that “Are all MEN culprit, blocking females to grow up despite of their performance. “

Is it sounding logical? An open question to ALL…..!!

Why an organisation will say NO to the female employee, if they are giving results to the mark?

IF you question me: Aren’t they performing? I say: Definitely they are, better than Male employees in many of the functions.

My point here is: “Why Be Merciful towards female?” Are they not capable enough to prove their Mettle..!!!

I feel Yes, absolutely no need to enforce the fitment of women. Because they are strong, capable enough to take hardships and reach peaks with their own capabilities

Verdict:

Presentations and workshops that are conducted should be always motivating for the existing female employees. So that they prove their position and responsibilities.

Then, the D&I will automatically fall into place rather than enforced fitment.

D&I to me is more of balancing rather than emphasizing any gender biases in line with the Skills required to perform a job to reach end objective of organization.

 

-Siva

Gig Economy – The Future of Work

 

Gig Economy – The Future of Work

Instead of a more traditional system, where an employee works full-time for only one employer, some are choose to enter the gig economy for the flexibility, freedom and personal fulfillment.

 

 

What is a 'Gig Economy?'

Gig economy means temporary and flexible jobs are commonplace and companies tend toward hiring independent contractors and freelancers instead of full-time employees. A gig economy undermines the traditional economy of full-time employees who rarely change positions and instead focus on a lifetime career

There are people in high number who are willing to work part-time, the result of a gig economy is cheaper, more efficient service, such as OLA or Swiggy.

Example 1: OLA

As mentioned in OLA website

Ola is one of the world’s largest ride-sharing companies. Ola integrates city transportation for customers and driver-partners onto a mobile technology platform ensuring convenient, transparent, and quick service fulfillment. Ola is focused on leveraging the best of technology and building innovative solutions ground-up that are relevant at global scale.

It is with a revenue of approx. 758 crores (US$110 million) (FY2016) only with 6000+ employees but employment provided is for 10, 00,000 driver-partners across cabs, auto-rickshaws, and taxis.

Example 2: Swiggy

As per Swiggy website and internet sources, Swiggy was inspired by the thought of providing a complete food ordering and delivery solution from the best neighborhood restaurants to the urban foodie.

Major Sources of income in Gig Economy is commission based, certain % of amount taken from drivers by OLA and Swiggy commission charges are pegged between 15-30% across different restaurants and value of orders on the platform, but include delivery and payment charges. Swiggy also pay commission to the partnered delivery executive.

Few more examples are Uber, Airbnb etc.

 

 

Conclusion:

Gig economy creates a win-win situation to the agent and company.

Gig economy is creating more dynamism in the job markets by connecting talent with opportunity through digital.

It is more of creating employment in high numbers with flexibility of workers in on-demand services/products. Gig economy is dealing with high numbers of contractors which is with high risk and obligations who are employed. Because it is dependent on external factors like government compliance and competition raise etc.

 

-Siva

WHO - Properties of Objective

Properties of Objective:

W H O - (5W, 1H, 1O)

5W + 1H gives 1O

Every corporate Objective will have certain properties. Can say there are 6 simple belongings to the same and every achieved objective/ change that taken place in the corporate world also be covered with these 6 terms (5W and 1H).

1	2	3	4	5	1
W	W	W	W	W	H
Why	What	Who	Where	When	How

 

1) O- Objective (Organization/corporate Objective)

Objective here is nothing but an objective or an action that has to be achieved in the organization.

This can be final result of an action that taking place or change that is bringing to the table.

In my view, Every "Task to be done" or "vision to reach" is also called as Objective

 

1) W - Why

why are we moving towards objective

·         This property explains a importance of taking decision while moving towards objective

·         Need to have a key background towards the goal.

·         And also need to derive any risks that may come in the path which needs to be managed.

 

2) W - What

·         To identify the key changes that may come across. Which will help us to get prevented.

·         The actions that is getting implemented has to be simple and clear.

 

3) W - Who

This describes an identification. It means who all are involved in reaching the objective.

 

4) W - Where

Every of our objective we reach is with implementation and every implementation will have a location.

 

5) W - When

When is nothing but a timelines for any result to be meet

 

1) H - How

·         Methodology of reaching to the goal is derived from the term called HOW.

·         Methodology can also be called as a defined process.

·         Any process with flow chart view gives a clear picture at glance

Logical Vs Illogical Vs Not Sure On Logic

L Vs. IL Vs. NSOL

Logical Vs. Illogical Vs. Not Sure On Logic
 

This flow chart explains: Why and how an employee is ending up with performing a task in spite of one’s opinion on it.

In a corporate establishment, most of the times it happens that an employee will act on the task at hand irrespective of his/her agreement or disagreement on its logical correctness.

Prime reasons for doing so might include hierarchical decisions, Organization requirements, internal politics, and a leaders wish to showcase his/her team’s efficiency and an employee’s inability to derive the task’s logical state 

 In detail:
When task is assigned, an employee has to go with self-analysis as foremost action. We normally hear any of these 3 sounds...
1)    Found Logical?
2)    Found Illogical?
3)    Oneself Not Sure On Logic.

Case –1: Found Logical:
Interpretation 1: you are having a complete clarity on Task.
Verdict 1: Please go-ahead and perform the same. 

Case -2: Not Sure on Logic:
Interpretation 2.1: This is when we say “I am in dilemma”, Most of the employees fall into this type of situation which is easier than illogical point in drawing a reason ‘’ Why are we performing task?”
Reason behind not sure on logic is because of inability to derive the task’s logical state or improper self-analysis.
Verdict 2.1: It’s a need of reiterating one’s analysis or enquiring colleagues to derive a logic behind.

ü  Sometimes, we might ends up with the same question (or) might found logical (Refer: Case 1) (or) illogical (Below: case 3

)Interpretation  2.2 :Every employee who ends up with a point of “Not sure on logic” for a second time is Just because of 2 reasons- one could be inability to derive the task’s logical state and 2^nd could be a Manager asked you to perform the same despite of giving any explanation. There could be a reason behind not disclosing the same with us, having various reasons as mentioned above like hierarchical decisions, internal politics, and managers are wishing to showcase his/her team’s efficiency.
Verdict 2.2: Also please go ahead with performing task.

Case –3: Found Illogical:
Interpretation 3.1: This is a highly toxic texture. Because of deriving a task is illogical after analyzing which slowly forms a demotivation layer in the brain which made you to become very rigid in performing the same
Verdict 3.1: Toxic texture has to be medicated. It means, desensitize one’s personal opinion and have to think/enquire from a management aspect to understand an organization requirement.

This is the case which gives 3 combinations to know “Why we perform the task” and 1 combination of “We don’t” on a thought of Company Requirement Vs. deciding one’s logical state. They are: 

a)      Yes for company requirement and found logical for oneself (which ends as Case 1)
b)      Yes for company requirement and still not sure on logic (which ends as case 2)
c)       Yes for company requirement and found illogical. (Below 3.2)
d)      NO for company requirement. (Below 3.3) 

Interpretation 3.2. (For point c): Yes for company requirement and found illogical
Every employee would have faced this situation. Even would have performed the task by continuously saying “Don’t know for what I am doing this and don’t know what output that could get out of it.”
Verdict 3.2(For point c): Even though one will be asked to perform the task because of hierarchical decisions.

Interpretation 3.3(For point d): NO for company requirement
Verdict 3.3(For point d):  Answer is clear ‘NO’ when it is illogical and No for company requirement. But having smart convincing power to communicate this point to supervisors/management and dropping the same 

Over all Verdict:
If we realize, complete task performing decision is moving around 3 points (Logical, Illogical and Not Sure on Logic) and many combinations in confusing manner which is what every employee is unable to figure out how and why it is happening to oneself.
Relating every minute line to the tasks that we perform makes we understand better. 

-Siva

 



Learning's from Ghazi Attack

Learning's from Ghazi Attack

1) Jeet chal ke hamare paas nahi aata h … ham kudh ladke haasil karna padega

Of course victory never comes to us, we have to fight and achieve it. Sometimes we might miss the target but if we don’t stop fighting for the same. It will be yours on one day for sure.
one more point - If we don’t fight for what we want to achieve, then we should not feel bad on what we have lost. Its just on you..... what & How you do...!!!

2) Motivation in the life/corporate/war is not a want, it’s a need. Where a leader has to think on.

whenever we get a big back hit, we steps back, we loose our confidence. At this point, We just need a few words that reminds what we have to go for and a feel that we are here for.
Here, 2 Leaders motivated at two situations.

a) R V Singh - Captain of S21 motivation is not when we got a back hit… Its before we get into the war, something like pre placement talk before placements or a talk on a project results before starting it.
At this situation most of the people has confusions/doubts. Here, half of the team has a doubt on drill as whether it could be a war.

Clearing these confusions is Leaders responsibility and gearing up teams confidence & attention too.
(Nothing but communicating the decisions before implementing those directly).

b) Lt. Commander Arjun motivation is when we got a back hit…..1st sentence that Arjun started is mentioning R V Singh (his greatness).

Yes, it brings an impact because of recency effect and it was a critical incident too.
If I am not wrong, all group discussions at placements/panel discussions majorly covers current burning issues and new business plans of any big company which is based on current market and political conditions.


3) Preventing a spread of Negative.

Devraj is an Executive Officer who Heads submarine after captain.

If we notice here. He is the one always cut down the negative message that is getting spread against their leader. No matter who is the leader at respective situations.

#1 When Arjun is coming with a negative justification on R V Singh's drill and behavior towards his subordinates.
#2 when an operator comes up with a revolutionary point on Arjun. When Arjun is becoming captain despite of his expectation.(Operator wants to lead ship by Devraj).

Yes, every support has to be in this lines. In corporate, this never comes by own into subordinates because this is a replica of how the leader behaves and inspires.

we have a sentences:
1) Prevention is better than cure.
2) Kill the message, instead of hunting for a messenger.

yaarr….!!! Please give me a clarity what to follow here?.....!!

If a leaders started preventing a spreading of Negative in before hand, there would not be a birth of second sentence also. This just depends on a leader how he/she behaves and stands for his/her own team.

4) Positives out of Negative.

Captain Rajaq (Pakistan)
Never followed an expected path. Being smart at every step in the Business is very important. 
If we follow the same technology where competitor follows and releases the same customer plans, we never become unique and we loose the victory in initial stage itself.

Run till the end of race and become a best competitive history instead of just agreeing the lose.

5) Pressure Absorption.

If we see the Leaders of the ship speaks in a very low voice whenever they have doubt on enemy presence. (#1 Periscope depth @merchant ship sinking, #2 Detecting a water mines signal when it was a trap)

it is very important of absorbing pressure from Top Management.
Being a leader - Transferring of this pressure to down the line other than direct impacted stakeholders brings a mental pressure which creates a chaos situation and also brings the quality/productivity of work down.

Its just a leaders responsibility to absorb the pressure and just delivering a plan to execute.


-Siva