SatvaDaksha

18/01/2022

Can life be more hilarious in corporate than this??😀

18/01/2022

How should freshers view job opportunities?

All organizations are trying to bring in a lot of methodology as they onboard people. It’s also important to ensure that people joining the organisation have a very strong project to work on, their tech skills, their industry knowledge, their people management skills, leadership personality skills...

Check out the complete interview below .....
We have all for you www.satvadaksha.co.in

https://www.linkedin.com/video/event/urn:li:ugcPost:6886202457928679424/

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14/01/2022

"Salary trends for junior-level jobs"

As per Randstad the average salary drawn by professionals at the junior level (0-3 years of work experience) in the tech sector across Tier 1 and Tier 2 cities in India:
• Bengaluru: 6.71 lpa
• Hyderabad: 5.93 lpa
• Chennai: 5.63 lpa
• Mumbai: 5.51 lpa
• NCR: 5.47 lpa
• Kolkata → Rs 5.21 lpa
• Tier 2 cities → Rs 4.67 lpa
Over the last decade or so, fresh graduates salaries in the Tech industry has stagnated, "as companies find that a good part of the 18-20 lakh engineers who graduate each year are not employable,” the report notes.
Solution…. Visit our website for the “Right Skilling” programs….

12/01/2022

"Answer to a rapid technology digitisation is continuous learning"

Future of Jobs Report talks about four times increase in the number of people looking for online learning opportunities for the sheer convenience and affordability. It also shows a 5 times increase in employer provision for online training for their employees. Online learning, upskilling, and reskilling are going to be major trends in 2022.
Large organisations are planning to launch, scale and invest Billions of dollars in skills training programs that enable their employees to make a meaningful career change into more technical roles, whether in the same organisation or elsewhere. These are becoming part of employee benefits.
So, what are you waiting for….explore our career changing programs in www.satvadaksha.co.in

11/01/2022

"Talent War"

Candidates with a backdrop of Niche skillset are ruling the market post economic recovery in 2021. Candidates are getting multiple offers before joining one of the enterprises at pay hikes of 150% to 200%. Companies are struggling to close these positions for many months & sensing the situation candidates are negotiating for a premium package.

It has been a grand year for Indian startups with funding in excess of USD 47 billion in 2021; close to 50 startups have become unicorns. Their spending spree to get the right type of talent has given a negotiating arm to the candidates.

This talent war is being referred by experts as “the age of the candidates”. There is one school of thought that Indian niche talent has been underpaid over the years & next 3 years will be correction time.

Consulting firm SatvaDaksha had a mid level AWS developer role open beyond 4 months with one of their client. Finally a candidate came in with 4 offers in hand. While the hiring company was willing to pay beyond their original budget, the candidate kept on bargaining with other prospective employers and finally joined a startup company in Pune at 230% hike. This continuing & increasing trend is disrupting plans of the hiring organisations as well as the consulting firms.

Attrition also has become an extremely challenging headache; hence organisations are coming up with multiple strategies to hold on to their talent pool – budgeting a substantial amount for counteroffers; working out stock option plans etc. It is easier for Startups rather than large organisations to retain their employees with stock options as it is easier in smaller organisations to bend the rules.

But are sharp pay hikes, counter offers & stock options the only way? Or is there something else to retaining & attracting talent….
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07/01/2022

"Employability scenario of Fresh Graduates"

The employability scenario of Indian graduates is a major area of concern. Reports show that a major percentage of graduates are not in the radar of the recruiters as the focus solely lies in the Tier 1 colleges whereas a substantial employable graduate population is present in Tier 2 and Tier 3 institutions. The hard-core reality of the Indian market is also that 60 to 65% of the graduates fail to get their dream job as they lack the right skills. As the number of Engineering colleges are increasing so are the number of fresh Engineers. Our concern is both quantity and quality. So, what should be the approach to bring out the best potential from these Engineers, increase their employability and give them a fair non-judgmental opportunity?

The approach has to create an ecosystem to help identify employability gaps and to bridge it in a constructive way. The focus on employability cannot solely be on the Tier 1 colleges. Structured assessments need to be implemented, but not with a generic approach. These assessments have to be tailored & will give a clear direction to the student for upgrading their skills. Then would come the right skilling opportunity, the structured custom designed programs which are going to create greener avenues for the fresh graduates and help them to have a better career graph.

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03/01/2022

02/01/2022

"Happiness quotient in a profession!"

Mark twain wrote this famous line “Find a job you enjoy doing, and you will never have to work a day in your life.” Mark Twain’s point is a good one, if we love what we do, it won’t ever feel like “work”. But the fact of today’s world is far away from these lines. According to survey 70% of the working population believes that the joy at workplace is a farfetched dream but the reality is, we spend an awful long period of our lives working whether it is in our workplace or our home. So why not take a look at ourselves and try to transform our ways towards our work and our workplaces? Every job has an unpleasant aspect to it so it is critical to distinguish between the job that we have in and the way we do it. Throughout pandemic, human beings have proved that we have an unbelievable potential to adapt, the only transformation that is required, is our perspective.

02/01/2022

"Technology for SGDs"

Back in 2015,192 United Nations member states came together to commit to tackling 17 ambitious global goals – the Sustainable Development Goals by 2030. We entered the decade of action in 2020 and the momentum of awareness and working towards these goals has grown by leaps and bounds, but there is so much to do. So where in the advancement in technology can turn the plans into reality to tailwind the momentum of achieving the SDG goals?

Technology is not a silver bullet, but it holds the incredible potential to transform the globe rapidly into the right direction: to increase the productivity of systems while lowering emissions and waste which includes nuclear wastes; to enable us to monitor and manage the Earth’s surface and resources at a speed and scale we couldn’t have dreamt before. Around 45% of deaths of children under 5 are linked to malnutrition, and the challenge of zero hunger is only set to grow. AI sensors, robotics and synthetic biology in particular are demonstrating great promise for improving crop productivity and resilience, and optimizing food distribution. Emerging technologies have huge potential to accelerate electrification, particularly in areas with fewer centralized network power grids, including Africa. The positive scenario of a technology-enabled sustainable future is not too far. But every layer of the world whether Tech companies, governments, industry, civil society and researchers must come together then only we can transform the blueprints of our plans into reality by unlocking the potential of these technologies for the SDGs.

30/12/2021

Why target soft skills?

The latest report, which focuses on resetting professional careers in a COVID-19 world, found that training for soft skills and enhancing interpersonal (or more human) skills is a key trend for talent development in 2021 and the foreseeable future. Driving this is a surge of industry change, automation, and technological advancements. The modern workplace requires adaptable, critical thinkers who can communicate effectively and are aware of their value as well as their areas of development. This enables one to identify individual or group strengths and areas of growth, and can reveal skills gaps in one’s team that need to be filled.

29/12/2021

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