http://www.hindustantimes.com/News-Feed/corporatenews/Hiring-to-gain-momentum-TeamLease/Article1-690424.aspxThe hiring activity, led by IT, IT-enabled services and telecommunications sectors, is set to gain further momentum during the April-June period, the staffing solutions company TeamLease Services said in its Employment Outlook Report on Wednesday. Hiring intent has picked up at all levels that includ e entry, middle and senior level positions. “The SMEs (small and medium enterprises) are looking to hire in junior and mid-levels as they expand across locations while large companies are intending to hire at senior levels,” said Sangeeta Lala, senior vice-president, TeamLease Services.
http://economictimes.indiatimes.com/news/news-by-industry/jobs/indian-it-ites-telcos-expected-to-hire-more-in-april-june/articleshow/8107370.cmsNEW DELHI: Boosted by the positive business scenario, Indian companies in the IT, ITes and telecom space are expected to hire more people during the April-June quarter, says a study. According to staffing firm TeamLease Services, the overall hiring sentiment would be mostly bullish in the 2011 second quarter. "IT, ITes and Telecommunication lift hiring and business sentiments significantly. The hiring sentiment for these three sectors has increased by more than 20 per cent, which is a strong indication of positive business sentiments," the report noted. TeamLease's employment outlook index -- a snapshot of the hiring scenario in the country -- rose to 74 for the April-June quarter, an increase of five points compared to the previous three months. "There is an upswing in the hiring sentiment; if we talk in terms of sectors, telecom sector continues to indicate growth in their hiring trends, while the engineering and manufacturing sectors , which have shown relative steadiness in last two quarters, are looking downward," TeamLease Services Vice-President Sangeeta Lala said. Interestingly, the hiring intent in IT and ITeS was the highest in cities like New Delhi, Mumbai, Hyderabad and Pune. The survey, which covered top executives at around 640 companies across the country, focuses on employment growth potential, the business outlook and hiring forecasts with relation to the location and the company profile. The companies' outlook for their business in the review period has also risen by three percentage points to 76 index points. Besides, hiring plans have also picked up across entry, middle and senior levels. "The growth in intent to hire entry and middle-level profiles is appreciable and constitute close to 50 per cent of all those intending to hire. While hiring intent decrements slightly for junior level profiles, the magnitude of hiring intent is seen to be well over 60 per cent, with much of this intent being contributed by small sized (up to 500 employees) businesses," Lala said. Among job profiles, sales, marketing and customer service retained leadership over all other functional areas with a close to 80 per cent hiring intent. The report also noted an increase in the intent to hire the 'blue collar' workforce this quarter. "Going forward, SMEs are looking to hire in junior and mid levels, effectively more expansion across locations while large companies are intending to hire at senior levels. In the past year, the employment outlook index beats its own pace of growth vis-a-vis the business outlook index," said Lala.
http://www.thehindubusinessline.com/todays-paper/tp-economy/article1771185.eceAhmedabad, April 26: Staffing solutions provider TeamLease Services Pvt Ltd today said sectors such as IT, ITeS and telecommunications, which have lifted hiring and business sentiments, are likely to hire more hands, even as retail, FMCG and infrastructure, which witnessed consistent growth over the last four quarters, may continue hiring. Small businesses, with up to 500 employees in size are the prime movers fuelling the hiring intent, 36 per cent of them in junior profiles. The hiring intent growth is, however, the sharpest at 47 per cent for senior level profiles, with businesses employing between 500 and 999 people, TeamLease said. Releasing the Employment Outlook Report for the April-June 2011 quarter here, Ms Sangeeta Lala, Vice-President, said the report is based on 640 company-respondents across eight sectors. While cities such as Chennai, Pune, Bangalore and Hyderabad were exuberant about hiring, Mumbai and Delhi appeared cautious, but they are expected to pick up hiring in the next quarter. Major cities have displayed a subdued response to both business and hiring sentiments than sectors. However, incremental the growth in indices is, positive business sentiments in Bangalore, Chennai, Pune and Hyderabad has, by now, inched up to 90 per cent. “Mumbai and Delhi put brakes on this effervescent business sentiment with about 25 per cent respondents sticking to status quo and not intending to hire.” FMCG and retail sectors have looked up mainly in tier-II and III cities where their expansion has necessitated hiring. In Ahmedabad, the employment outlook has declined by three points. However, the Gujarat pharmaceutical sector is expected to hire more in the third quarter when some units start functioning and expansion of others takes place. Across India, hiring may go up by 15-20 per cent and about 80,000 jobs may be created in the eight sectors. The report said the net employment outlook index has increased by five points with conservatism giving way to cheer. The net business outlook index has picked up across entry, middle and senior levels. Businesses are gradually loosening the leash on hiring, which still lags business sentiment, but inches closer to it this quarter. “Large businesses, especially in the technology/communications industries are all geared to hire across multiple cities. Small businesses smartly cherry pick junior profiles for sales and blue collar functions. Administrative and back-office profiles do not find much favour this quarter,” the report added. (This article was published in the Business Line print edition dated April 27, 2011)
http://www.business-standard.com/india/news/hiring-in-it-telecom-to-goby-20-in-q1/433600/With the first quarter of the new fiscal 2011-12 offering positive business outlook, hiring sentiments for sectors like IT, ITeS and telecom has risen by over 20 per cent, says a study by TeamLease Services Pvt. Ltd. As per the Employment Outlook Report for the period April-June 2011, released by TeamLease Services Pvt. Ltd., hiring intent from IT and ITeS was the highest in cities like New Delhi, Mumbai, Hyderabad and Pune. TeamLease releases the Employment Outlook Report every quarter after a survey conducted with HR managers and senior management of leading companies in India. The study, which covered 640 companies in the latest round, focuses on the employment growth potential, the business outlook and hiring forecasts with relation to the location and the company profile. In terms of cities, Bangalore, Chennai, Pune and Hyderabad lead the charge of an effervescent business sentiment, while Mumbai and Delhi saw 25 per cent of respondents sharing a sober, no-change, business sentiment. Hiring intent has also picked up across entry, middle and senior levels, the report states. "The growth in intent to hire entry and middle-level profiles is appreciable and constitute close to 50 per cent of all those intending to hire. While hiring intent decrements slightly for junior level profiles, the magnitude of hiring intent is seen to be well over 60 per cent, with much of this intent being contributed by small sized (up to 500 employee) businesses," said Sangeeta Lala, vice president TeamLease Services. Among profiles, sales, marketing and customer service retained leadership over all other functional areas with a close to 80 per cent hiring intent. The report also showed an increase in intent to hire the 'blue collar' workforce this quarter. "Going forward, SMEs are looking to hire in junior and mid levels, effectively more expansion across locations while large companies are intending to hire at senior levels. In the past year, the employment outlook index beats its own pace of growth vis-à-vis the business outlook index," said Lala.
http://www.clickindia.com/detail.php?id=9574695IIJT is organizing a Career Fair for the youth of Mangalore. The objective of the launch is to address the issue of unemployment and un-employability in our country. An integrated approach, adopted by such initiatives helps bring together job seekers and employers thereby linking the demand and supply of manpower and bridge the gap across industries. The companies participating in the job fair are Call Ready ,ING Vyasya ,HDFC, , Sriram ,Winman Software among others. The job openings are in finance , hardware & networking, software, retail. Enclosed are the details of the Career Fair: Vene | IIJT Education. G.A. Complex, 2nd Floor, Near Omega Hospital, Pumpwell, Mangalore-575002 Date | 29 April ,2011 Time | 10:00am to 5:00pm
http://www.mydigitalfc.com/news/india%E2%80%99s-clean-revolution-promises-employment-105-million-135US President Barack Obama is banking on clean energy to create over 800,000 jobs by 2012. India’s emerging green jobs sector too holds out the promise of 10,500,000 jobs by the end of the decade as investments in energy efficiency and renewable energy technologies soar. India’s Clean Revolution, a report released last month by The Climate Group, a global environmental think tank, indicates that enormous potential exists for generating new income and jobs by developing domestic renewable energy resources and clean technologies in India. The right skills need to be developed, however, to help make the transition to a greener economy. The United Nations Environment Programme (Unep) defines green jobs, also known as green collar jobs, as “work in agricultural, manufacturing, R&D, administrative and service activities that contribute substantially to preserving or restoring environmental quality.” India’s green sector includes jobs that range from being an environmental architect designing sustainable homes, organic farmers and environmental engineers. Take the case of India’s solar energy technology ventures, wind turbine manufacturers, jatropha farms or eco-tourism ventures. There is a glaring need for a huge base of trained talent in these areas. Says Sunil Jain, CEO, Green Infra, an independent renewable energy power producer: “The forecast of 10.5 million jobs by the end of the decade is a figure on the high side but one we can definitely achieve.” Explains Damian Ryan, senior policy manager (international), The Climate Group: “Education and training of both the current and future workforce is obviously critical to seizing the opportunities of the Clean Revolution. The good news is that the India government has been increasing its investment in education and research over recent years, with a four-fold increase in funding in the 2007-2012 five year plan. This will, no doubt, help to boost the number of engineers and scientists that India is increasingly well-known for producing.” According to the report, the wind sector, predicted to be worth Rs 60,000 crore in 2020, could create between 150,000 to 250,000 jobs. Similarly, the solar industry, predicted to be worth Rs 32,000 crore , could, by the same year, generate between 117,000 to 235,000 jobs. The small hydro and biomass sectors, meanwhile, are expected to be worth Rs 27,000 crore and Rs 32,000 crore respectively in 2020, resulting in similar estimates for job creation. And this is just the tip of the iceberg. The potential around the clean technology eco-system is even bigger. As part of the government’s special economic zone (SEZ) plans, investment subsidies of 20-25 per cent for semiconductors worth Rs 153,384 crore, the eco-system that creates critical components for the industry will employ some 3.6 million people by 2015. About 5 million jobs would come from growing biofuels, though questions arise about food security if biofuels displace crops. In addition, the IT-BPO industry also has a part to play in the green jobs boom. According to industry estimates, the $71.7 billion IT-BPO industry provides direct employment to nearly 2.23 million, the estimates for direct involvement in creation and management of delivery systems for clean energy via software. One thing is for certain. The jobs boom needs to be accompanied by a rise in skilled green collar workers. Adds Rajiv Seth, registrar and professor of finance, Teri University: “What are then required are degree or diploma programmes which have built-in elements of ecological and societal issues, and which address elements of sustainable development in a multidisciplinary manner so as to close the current skill gaps.” The Centre for Environment Education and the Teri University offer programmes related to the environment and sustainable development. Elsewhere in the country, business schools such as the Indian Institutes of Management are also greening their curriculum by introducing courses in green manufacturing and carbon finance. With green businesses growing rapidly in scope, a skilled green workforce will help India leapfrog the efforts of more developed economies.
http://timesofindia.indiatimes.com/tech/careers/job-trends/2011-Landmark-year-for-IT-hiring/articleshow/8078013.cmsBANGALORE: The calendar 2011 is expected to be a landmark year for tech hiring and job movements after 2007 as market visibility improves, global customers step up spending and pipelines remain packed. External head hunters are optimistic of a very bullish trend with hiring requirements going up substantially this year by 60 per cent to 70 per cent, compared to last year's 20 per cent jump over the previous year. The industry will see around 2 lakh fresh engineering graduates entering the job market this year while another 3 lakh people will move and change jobs within the industry. Also, there will be another over a lakh graduates (BSc computer science, electronics, and bachelor of computer applications) coming to the market from colleges across the country. Also, some 50,000 mid-to-senior people are expected to join the IT industry from traditional verticals like manufacturing, auto, oil, telecom and logistics as the sector is suffering from an acute shortage of senior talent, say industry observers. The IT/ITES industry employs around 15 lakh people and at least 25 per cent of it that population will be part of a job churn/change this year. "Many people stayed put in organizations for the last three years due to sheer want of options outside. All in this category are exploring opportunities outside and moving," said B S Murthy, CEO, LeadershipCapital, an IT hiring firm. So calendar 2011 will witness a net hiring of around 4 lakh people (campus and lateral), against 2 lakh in 2010. Calendar 2009 was the worst year, with less than 1 lakh people getting jobs, with companies going back on their campus commitments and widespread lay-offs. Year 2008 saw a hiring of 2.5 lakh while calendar 2007 was a bumper year that threw up 5 lakh jobs in the market. "The mood today is very optimistic. Therefore, clearly there is an upsurge in hiring. The intake of IT and retail sector is surely going to more than double this year," says K Jayshankar, MD, Empowered Learning Systems. Fresh hiring will be led by domestic players like Tata Consultancy Services, Infosys Technologies and Wipro. Freshers will account for 70 per cent to 80 per cent of their hiring this year while MNCs like IBM, Accenture, HP and Capgemini will drive the lateral hiring sector each with an annual mandate of 15,000 to 20,000 people. According to Nirupama V G, MD, AdAstra Consultants, "The quantum of people requirement from companies has rapidly increased in the last a quarter or so. To meet this requirement, some external hirers were forced to increase the number of their support staff, after maintaining a thin staffline for last three years."
http://www.financialexpress.com/news/motivating-a-young-workforce/780754/0Don’t undo what you cannot redo is an expression that cautions against taking hasty action that might eventually prove counterproductive. A variation of this also applies to the whole area of workforce management. If you cannot motivate employees, at least don’t demotivate them. In an era when burnout and depression from work-related pressure are becoming more common, it is incumbent upon employers to ensure that “all izz well” with their employees. Understanding what motivates employees is an essential component of goal-setting within organisations. It is critical to gain insight into what drives every employee and encourage or manage their expectations accordingly. What, however, makes this task more challenging for the HR manager is that a “one size fits all” approach rarely works in this area. An employee’s motivational cues may vary based on his or her age, maturity or phase of life. This variation needs to be taken into account before formulating an appropriate and effective strategy. Motivating employees starts with motivating yourself. If you are enthusiastic and driven, your positive attitude will spread and infuse the rest of the team. It is clear that, in order to motivate others, we first need to understand what motivates us. We also need to recognise that supporting employee motivation is an ongoing process, not a one-time task, as is the same with ourselves. Organisations change all the time due to the transient nature of the workforce. This calls for periodic adjustments to our workforce management techniques and motivational strategies. The task of aligning individual goals with those of the organisation is a little easier in a smaller company, where it is possible to know many or most employees on a personal basis. It becomes more difficult to do this as the size of the organisation increases. Building fun activities into a company’s culture is a good way to encourage bonding and to boost overall motivation. Recognising dedication, hard work and initiative through award ceremonies is another positive way to acknowledge individual contributions to the organisation’s growth and success. Some companies encourage employees to take intermittent recharging breaks during the course of the workday. Recreational facilities within the campus also provide a break from the daily routine while facilitating team bonding. After all, the team that plays together stays together! The idea that motivated employees are crucial to a company’s success has been completely borne out by numerous case studies on this topic, and is a hard fact that companies operating in today’s high competition, low margin markets can ill afford to ignore. This may also mean that managers cannot rely, as much as they have in the past, on using financial incentives to drive employee engagement. Smart and empathetic managers can override other aspects of corporate mismanagement while creating enthusiasm and commitment within their units. Traditionally, an essential ingredient of workforce motivation has existed in creating a sense of security for employees; an environment in which they don’t fear that one mistake will cost them their job; one in which layoffs are a last resort tactic, not a convenient cost-cutting strategy. Job security, however, is just the beginning. There are a variety of other motivational strategies that, when judiciously combined, can keep your workforce driven, engaged and happy to report to work every day. The author is VP, Human Resources, Teleradiology Solutions. These are her personal views
http://www.thehindubusinessline.com/industry-and-economy/info-tech/article1715753.ece?homepage=trueMUMBAI, APRIL 21: Tata Consultancy Services plans to hire 60,000 employees at a gross level in fiscal 2011-12, said Mr Ajoy Mukherjee, Vice-President and Head of Global Human Resources. Though, this is 9,000 less than the gross hiring numbers for the fiscal gone by, company officials do not see it as a reflection of a slide in demand. “Last year, around the same time we had expected to hire 50,000 for 2010-11, but ultimately hired 69,234. The numbers may appear conservative at the beginning of the year, but these could be upped if the demand environment continues to be robust,” said Mr Phiroz Vandrevala, Executive Director and Global Head of Corporate Affairs. CAMPUS RECRUITThough majority of the hiring will be in India, the company will also scale up employment in the US, the UK, besides other overseas geographies. Of the proposed 60,000 new faces, almost half will come from the campus. The company has already made 37,396 offers to engineering students across 343 campuses. “For the campus offers that we have given out, we expect a joining ratio of around 70 per cent,” said Mr Mukherjee. The campus recruits will start joining the Tata group company starting the second quarter of the current fiscal. Majority of the 69,000 gross hirings made last year were for the company's delivery centres in India. During the quarter gone by, TCS made gross employee additions of 19,324 and net additions of 11,700. TCS is on course to become the first Indian IT company to have more than 2 lakh employees. Its employee account, as on March 31, was 1,98,614. ATTRITION, A CONCERNAttrition continued to remain a concern for the country's largest software exporter. While its BPO unit reported churn of 25.49 per cent, the IT services business recorded churn of 13.13 per cent, thereby taking overall attrition to 14.4 per cent. “BPO attrition is the highest at our centres in Latin America because the hirings generally tend to be for a fixed term on a per project basis. Even employees there prefer this model of engagement,” said Mr Mukherjee. NYSE-listed WNS Global Services, which is the only pure play BPO company to have announced earnings till now, had reported attrition of around 43 per cent. adith@thehindu.co.in
BOSTON: Knowing what your weaknesses are is not just an issue for that tricky job interview question, according to Harard Business Review. The Management Tip of the Day offers quick, practical management tips and ideas from Harvard Business Review and HBR.org (http:www.hbr.org). Any opinions expressed are not endorsed by Reuters. "Despite what you may be tempted to say in job interviews, you have weaknesses. In real life, it's important to acknowledge the things you aren't good at. Once you've taken that hard look in the mirror, here are three things you can do about what you see: 1. Get better. If your job includes areas you're not strong in, work hard to improve. Get a mentor, ask for stretch assignments, or take a class. 2. Delegate. Play to your strengths. Find a subordinate, a peer, or a contractor who can do the things you're not great at. 3. Move on. If neither of the above work, it's time to look for a new job. There is no use staying in a position where you always need to hide or mitigate your weaknesses." -Today's management tip was adapted from "What Are You Not Good At?" by Jodi Glickman. http://articles.economictimes.indiatimes.com/2011-04-22/news/29463224_1_management-tip-practical-management-jodi-glickman
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