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How does the future look like in IT Outsourcing Industry

           How does the future look like in  IT Outsourcing Industry

Outsourcing has always been forced by –only for it to rise to new levels of scale and innovation. with the development of the user of cloud computing, companies will very unlikely to prefer having their own set of IT assets and infrastructure. A simple “Sublet and use” model is something which helps them to be free for maintaining &  handling the problems of their own related  IT infrastructure and the very same time, it is available at a cost-effective price too.  In fact, that the revenue for a majority of outsourcing service providers came from application development, application maintenance, and implementation, and the fact that there was no software to install, maintain or develop in the cloud computing model – the cloud computing was seen as a threat to the outsourcing model. Today, outsourcing service providers have been converted the cloud threat to an opportunity by offering services to organizations who want to build their own private clouds or those who want to migrate from traditional on-premise solutions to the cloud computing. In summary, outsourcing will remain the same and will continue to remain with an imposing force – through the scale and the types of services to be offered in the future it may differ extra-ordinary.

Do you want to see them, how would be the future of outsourcing really look like? The speed with which we see a shift in trends and technologies in the IT industry, it is really tough to take a viewpoint and comment on the IT sector where is IT Outsourcing heading to? Still few macro trends are there that we can see on the horizon, and which can form the core components of outsourcing business models in the near upcoming trends. In below there are some of the few trends, which we feel would play a very important role in deciding the future of IT outsourcing industry.

Trend1: A technology changes to “Everything as a Service” :

Started with “Software-as-a-service” to”Infrastructure-as-a-service” to “Platform-as-a-service”, thanks to the cloud, we have reached a state where the model has been changed to “Everything-as-a-service”. Today, most of the services are offering in a virtual way. So hence Customers, will not worry where the service is coming from. The word ‘offshore outsourcing’ may lose its relevance and a more appropriate word such as ‘virtual sourcing’ may eventually take its place. Services are consumed by a self-service model and will require minimum intervention from the service provider. While today we already have Storage-as-a-service, Communications-as-a-service, Network-as-a-service, and monitoring-as-a-service, the future will represent a catalog-driven model, where customers will pick and choose services off the shelf with defined expiry dates.

Trend 2: Future belongs to automated self-service platforms : 

Most IT Services are now commutated and this trend is most likely to stay in the future. We will define outsourcing service providers has the ability to offer automated self-service platforms which will allow customers to use the platforms of the service providers for performing tasks such as testing or development. Organizations will have the option of creating their own tasks on these self-service platforms, and monitor them using practical tools which are provided by service providers. For example, a customer may use a standard platform of a service provider to centralize processes and apply common standards and rules to ensure consistent practices across global locations. Using steps and processes clearly defined in the platform, global organizations can apply automated technologies to enforce enterprise policies.

Trend 3: Coming together with an “Investor-Venture” mindset :

In the upcoming generation, we may see organizations take an investor like to reach and fund joint initially with outsourcing service providers, where both sides invest to create a favorable risk-reward ratio. The co-creation can be in the form of products or service-led modernization, where the client organization looks to make investments to boost up the business to the service provider’s capability to develop products or modernized services and reduce time to market. This will not be similar to marketing alliances but will involve the significant amount to improve the processor system innovation. The same product or service may then be offered to other clients of the service providers, the service provider and client gets equally shared the revenues and profits. For example, a large airline can be used to its knowledge and expertise to a cloud hosting company to build a core solution for other small airlines to built frameworks., in association with a technology service providers.

Trend 4: Crowd Sourcing :

While crowdsourcing refers to the art of using the power of the crowd to solve problems or tasks, it has not been harnessed to its full potential in the world of outsourcing. Going beyond the usual tasks of crowdsourcing, outsourcers will seek the help of the community in developing an algorithm, code a new program or create a new method to build a better IT architecture. To do this, outsourcers may set up a managed crowdsourcing model with the help of service providers, who may define the way the process must work through a well-defined workflow or template. Crowdsourcing has the potential to dramatically alter the way outsourcing is done today, as it allows outsourcers to tap individual talent located in disparate corners of the world. Crowdsourcing can also help outsourcers develop quality solutions, as the community can rank the best solution for a particular issue or problem.

Trend 5: Outcome-oriented models :

With the growing adoption of cloud computing and the popularity of the “pay for what you use’ to reach, One can expect outsourcing agreements to be defined by outcome-based models where the service provider gets a huge opportunity to demonstrate its capability based on the level of efficiencies to achieve or the market share gained. This is a win-win situation for both the service provider and the client, as it focuses on the value generated by the deal.
However, as customer value is not a static asset, service providers will need to continuously reinvent themselves as markets emerge, technologies change, economies rise or fall and most importantly change based on what customers want and expect. If they succeed in doing so, they can easily convert small projects into engagements and engagements into long-term relationships.

For More Information  Please Visit Our Website: http://www.bloomsolutions.com

 

Future of IT Staffing in India

       Future of IT Staffing in India  

The Rapid growth of MNC’s is double raised with a great domestic organization’s ventures. Our Country India has placed in highest Position for the demand for staffing is like never before in the past decades. The whispers in the Indian market are that the staffing & recruitment in India is expected to grow more significantly by upcoming years.

Recently, Indian Staffing Federation (ISF), The top body of flexible-staffing industry in India comprising of about 30 members from the staffing industry, organized a National Conclave on Staffing – ‘The future of Employment to energize the recognition of staffing as a choice of employment both by employers and society’. It was noted that at a time of prospering the economy back, staffing could be a strategic and cost-effective approach taken by the companies.

In Staffing, India is one of the top countries among the five top nations in Staffing Services. “By the Economic Survival report, it becomes the more viable to make necessary provisions, like setting up guidelines to encourage the contract staffing in areas of roles, industries where it can add topmost value”.

India has been predicting to be among in the all largest staffing countries along with Brazil, China, and South Africa by the global staffing market. Staffing in India, like other developing countries, is at a very vital juncture as a large proportion of the workforce belongs to the unorganized sector having low or almost no social security. From current global experience, the demand for flexible staffing (for providing flexible solutions to both workers and employers) would increase predominantly in the coming years. In 2013, a modest growth rate was noted in the Indian Job market, owing to the increasing number of executive search firms and large-scale hiring by the public sector.

According to a report by Staffing Industry Analysts, the Indian staffing industry is estimated at Rs 26,650 crore, wherein flex (flexible) staffing accounts for 75% and is worth Rs 19,900 crore, permanent recruitment accounts for 12%  (worth Rs 3,250 crore) and other services 13 % (Rs 3,500 crore).

Nowadays the contract staffing increasing day-by-day.! The main reason for incessant contract staffing is to reduce risk factors and as a strategy to extenuate the risk uncertainty associated with the inflow of projects. It is something to do with the way the companies do their project costing. In real Life, contract staffing is lavish than the regular staffing except that the overhead in expenditure is less & Also, most of the contract staffing is for short-term assignments. Generally, no company wants to have regular staff for their 100 %requirements, and go for contract staff for 30 – 40 % of the total capacity requirement. This trend will continue irrespective of the quality issue because no company will be completely sure of their project inflows. Hence, contract staffing will continue to flourish.

Staffing Services by Bloom Software Consulting, Contract Staffing, temporary staffing.

 

 

Recruitment in the Social Media Platforms: Moving Toward an Intelligent Future

          Social Media Platforms: Moving Toward an Intelligent Future in Hiring

 

The rise of the social media platform is rapidly changing the rules of the recruitment game. Employee loyalty is on them degeneration, leading to growing talent attrition. This is also in part due to changing workforce demographics such as greater participation from a demanding millennial population. At the same time, unrestricted online marketing of jobs and ubiquitous connectivity have led to resume overload – recruiters are inundated with resumes, making it challenging to identify quality candidates. With more than 40% of all global employers reporting a shortage of talent, competition for human resources has become fierce – a situation further aggravated by the emergence of small and agile companies.

The result: Increased cost of hire without a corresponding increase in key performance indicators (KPIs) such as time-to-hire or quality of hire. It’s becoming increasingly clear to staffing organizations that they will need to move away from traditional decision-making models and adopt data-driven decision making to deliver greater value and efficiency.

How Social Media Platforms Helps Recruiters in Hiring : 

Several staffing leaders at global companies are making the digital (Social Media Platforms) transformation of their recruitment function a strategic priority. According to Global Recruiting Trends 2017, 39% of participants are looking to invest in new technologies while another 34% want to focus on innovative recruitment tools for assessment and interviews. Rapidly and creatively deploying innovative solutions leveraging next-gen technologies can help drive recruitment success in the new digital world.

  • Mobiles & Social Media Platforms underpinned by analytics for recruiting on the move.
  • Sharpening market and candidate intelligence to identify and target top candidates.
  • Enabling data-driven recruitment to achieve superior efficiencies and agility.
  • Deploying artificial intelligence and automation for competitive advantage.

To stay ahead, constantly look for ways to future-proof recruitment : 

As a purely information-driven function, recruitment is being impacted by digital disruption more than any other industry. Emerging technologies such as blockchain have the potential to further transform the industry. The candidate database, which has so far been a source of competitive advantage to staffing organizations, can come under threat as all essential information about candidates can be shared on a secure immutable blockchain network. This, in turn, can make candidate resumes redundant and disintermediate the entire value chain! However, the situation would be better if blockchain and smart contract based autonomous recruitment systems are explored as new revenue streams. It’s time to reinvent business models and make these technologies the engines of future growth and success.

 

Benefits of Chilling with Employees this Summer

Celebrations in offices are a common scenario with birthdays and the ‘n’ number of festivities held in the country. But to host an event once a month as a part of the work calendar just to celebrate work, effort and dedication holds its own place of benefit.

We have all come across comedy scenarios on TV shows, of HR’s hosting out of the box and sometimes out of the mind team building exercises. No doubt, some of them are fun but most of them are to be made fun off. These team building events do have their own place, but a regular event helps not only motivate the people you work with, but also makes them feel valued. I work at an IT consulting firm that provides staffing services. It is a fast paced job in the genre of HR. Here, everyone is pro in sales, technology and might I add competitive. After all, incentive is one of the main perks in this field.

To host an event on a regular basis for your employees has its benefits. Especially, when you are a part of a demanding job role that expects more than going the extra mile. So, let me walk you through the 3rd Saturday of Summer.

It is Friday night, relaxing at home after a long week, browsing through my wardrobe trying to decide on an outfit for the ‘Sun Kissed Summer Goa Theme’ – celebration. So, what are we celebrating? A lot! After all, it’s not every day that you get to see your manager’s look in Goa is stunning (mortals after all), colleagues dance moves that mooove, laughter and selfies never seen before.

It was during that fun filled time of luminaire club-stage lights, eureka of the benefits of hosting this event strikes.

  1. Sense of Belonging:

It might sound freshman year of college but after attending this monthly weekend of fun, frolic, party you can be a week old in the company but you now know everyone’s name, friends with them, well informed on the fun side of the company and individuals. A sense of belonging to that firm, that you are warmly welcomed and are a part of this mania.

  1. Reward & Recognition:

There is no fun if there is no competition. The joy of receiving your well-earned incentive check not only shows your strength and ability in front of the entire staff. But also makes a loud and clear statement saying that, you are in this to win it. Your career goals are set and you are focused. To be appreciated with a check means enough but to set the statement in front of your competing team boost a healthy ego in itself.

  1. Motivation:

The level of motivation that is created after a party hard to work hard is impeccable. Some of the renowned professors have already stated that the most exciting yet rewarding job is that of a HR Recruiter. This is motivating enough to know that, you are closing in on a top talent for a firm and at the same time, you are changing the life of an individual, by placing him/her in their potential dream job. The cherry on the cake is also the simple motto of ‘Work Hard Party Hard’.

  1. Loyalty:

Every time management takes initiative to organise a time to celebrate, appreciate and create a fun environment for employees. It creates a sense of comfort and loyalty towards the management. You know they appreciate the effort and the hard work that goes into closing each position whether it is permanent hiring or contract hiring.

As a recruiter, I understand the amount of effort and perseverance it takes, to close a challenging requirement from the client. When, a monthly effort is put in to notice, reward and appreciate your work from the management’s side creates a whole new effect.