eWandzDigital at the National BPO Summit and National Conference on OSPs – 2019

May 13, 2019: It was a fruitful day for eWandzDigital as delegates at the National BPO Summit and National Conference on OSPs. Founder Director, Pankaj Kumar Saxena and CEO, Preeta Chandran represented eWandzDigital Services at the summit.

BPOs provide employment to millions of people in India and generate revenues of billions of dollars. The Other Service Provider (OSP) regulation is the framework that enables the operation of BPOs in India. This conference was a forum bringing together all stakeholders ranging from the industry to the government, to deliberate existing challenges threadbare to come up with solutions and approaches to give a boost to the BPO industry in India.


The conference was organized by CMAI Association of India and BPO Council of India with technical association and guidance from Microsoft. Khaitan & Co. was the Knowledge Partner for the National Conference. Industry was represented by delegates from organizations like Microsoft, British Telecom, HCL Technologies, Accenture, amongst several others.

The Conference focused on OSP-related issues prevalent in India and submission of recommendations. The vision of the conference was to create a flourishing BPO/OSP industry, which is spread across India and provides job opportunities. Some of the initiatives and outcomes included interaction with the Department of Telecommunications, Telecom Regulatory Authority of India, Ministry of Information Technology, Ministry of Law, Ministry of Labour, Ministry of Finance, Software Technology Parks of India, Special Economic Zone (SEZ) and Financial Institutions to help address challenges and requirements, discussing impact of new business models and emerging technology trends like Cloud and IOT, and addressing issues like Data Security, data sovereignty, etc.

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eWandzDigital CEO at the Indo-US Indian Youth Leadership Summit (2019) by IAC and US State Department

Feb 1, 2019: It was a proud day for eWandzDigital as her CEO, Preeta Chandran, was chosen as a promising Indian Youth Leader to further strategic partnerships between India and the United States. 30 youth leaders across North India were chosen as part of this program. The first event as part of this program was a two-day workshop at the India Habitat Center, where a panel of experts comprising several eminent personalities interacted with the leaders and shared their perspective on a range of topics from Blockchain to cybersecurity, from Indo-US relations to terrorism, and many others.

The program is the brainchild of the Indo American Center in conjunction with the American Embassy and has been sponsored by the US Department of State.

The ever-evolving Indo-American bilateral relations has the potential to become the most defining and positive country to country partnership in the 21st century. The chosen leaders have been considered as the future of a strong and resurgent India as the quintessential building blocks of that partnership. The vision for this group is to become a place where issues of Indo-US bilateral interest and global implications to be researched, discussed, and debated with utmost respect for differing opinions so that India’s leaders of tomorrow can form their own learned perspectives.

Eminent personalities such as the national spokesperson of the Indian National Congress, a former Ambassador to the US, the Foreign Service Officer at U.S. Department of State, Senior Fellow U.S. India Policy Studies at Center for Strategic and International Studies, and several economists of repute were part of the panel of experts.

eWandzDigital at the Confederation of Indian Industry (CII) National Education Summit 2018

October 5, 2018: A fruitful day for eWandzDigital as delegates at CII’s Education Summit. Great insights and discussions on a range of topics including learning outside the classroom, flipped classroom, and microlearning, by industry leaders, academia, and representatives from the HRD Ministry.

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CII annually holds a School Conference and a Global Higher Education Summit called the University – Industry Congress as part of its mission to promote excellence in India’s education sector. The events brings together policy makers, industry captains and academic leaders on one platform to exchange ideas and ink MOUs for concrete action and outcomes.

This time, the two conferences were held as a part of the CII National Education Summit 2018.It was a two-day mega event covering the entire gamut of education. The summit was supported by the Ministry of Human Resource Development and All India Council for Technical Education (AICTE). This event was held at the AICTE Auditorium, Nelson Mandela Marg, Vasant Kunj, New Delhi on October 4 and 5, 2018.

The following were the key highlights of the Summit:

  • Plenary sessions on key issues in the education sector, dialogues on policy, and showcasing of sector best practices
  • Results of the 7th AICTE-CII Survey of Best Industry-Linked Technical Institutes 2018; Union Minister for HRD Mr. Prakash Javadekarwas invited to give away the awards.
  • Release of the CII Annual Status of Higher Education (ASHE) report, flagging latest developments in higher education, plus a snapshot of each state’s performance field

The summit provided a unique platform for networking, collaborations and showcasing of role models. It also offered unique branding opportunities for companies, educational groups and institutes committed to enhance the knowledge base and quality of education in this country.

Benefits of Applying Data Analytics to Learning & Development

Author: Preeta Chandran

There is immense body of knowledge around Kirkpatrick’s levels of evaluation of training effectiveness. Nevertheless, the single biggest challenge faced by learning organizations and learning leaders is to evaluate the effectiveness of their learning interventions.

Measuring effectiveness of learning programs ˗̶  Challenges faced by CLOs and their teams

L&D professionals understand that learning is crucial to business performance. However, proving the value of L&D to other parts of the organization, including business leaders and decision makers, is an uphill task. Why do CLOs and their teams struggle in this area? The answer lies in the practical challenges they face in measuring the effectiveness of learning programs, and hence, the challenge in showing impact to business imperatives or performance.

There are frameworks to enable measuring learning effectiveness, the most notable being the Kirkpatrick’s Model. However, where organizations run into obstacles in leveraging these frameworks is the lack of real tools to put the framework to use. At each level of the Kirkpatrick Model, the first step would be to collect data, which in itself is a difficult task for beyond Level 2 for several organizations. As per a State of the ROI of Learning survey report by Udemy, most companies still rely on metrics at Level 1 of the Kirkpatrick Model. The majority of companies were measuring training satisfaction and completion rates.

Also, even with the availability of data, how does one go about analyzing the mass of information and generating valuable insights and enabling decisions? That is the bigger challenge.

This is where Data Mining and Analytics come into picture. The key objective is to start a thought process on how to address an age-old challenge faced by learning organizations, by leveraging cutting-edge, new-age technology.

Data mining, sentiment analysis, predictive analytics, and Artificial Intelligence-based Learning Management Systems can bring in a whole lot of order into the chaos and generate meaning, actionable insights for immediate and continuous improvement.

Benefits of leveraging data mining and analytics in L&D

The benefits of continuous improvement powered by learning analytics can have positive effects at all levels of the organization.

Right measurement and accurate insights into learning effectiveness will help drive continuous improvement and performance enhancement. L&D, through these tangible contributions to the business, can establish that it is not just a cost center but a key business partner.

Insights on skill levels, alignment of employee skills to business needs, and the impact of learning on key organizational metrics can enable informed decisions not just on what courses are to be designed or how are they to be designed and delivered, but also larger decisions on hiring, staffing, and competency development.

Personalized, adaptive learning is likely to make learners more engaged and more empowered to apply learning at work.

For L&D teams, basing recommendations and budget requests on learning analytics adds a degree of professionalism and credibility and also enables them to better align with business goals.

Finally, business stakeholders benefit from being able to see the results of their investment of money and time. They can see how the learning organization is addressing and impacting key business imperatives, including operational efficiency, employee performance, and ultimately business results.

Author: Preeta Chandran



Tags: measurement, analytics, learning, digital, eLearning, digital learning, learning effectiveness, learning analytics, data analytics

Spiritually Positive

In difficult times, we often get advices of staying positive and to stay strong. Sounds easier than done!  The little voices within our head keep projecting negativity and make it difficult for us to see through our situations. We become so immersed in our sad thoughts that we fail to see there is a power that runs this world and it is capable of healing you.  Yes, you heard me right! Now all you need to know is how to attract that positive energy into your life.  

Asking to be positive becomes simple, once you put forward your spirituality to start your day. Every day brings new sunshine, hope, warmth, and purpose. Happy and spiritual people live life with positivity. They realize and connect themselves with hope and faith. So, try starting your morning with a spiritual routine of expressing gratitude for what you possess and most importantly, for the fact that you are alive and breathing to experience this beautiful life.

Embrace positive mindset. Breathe! Tell yourself – No matter what, it is going to be a great day! To feel the positive energy around, one need to learn to focus on what is important to her or him. If you are dissatisfied with your job, you will need to focus on changing your thinking or the job. If you are unhappy with your relationship, then address the communication gaps, intimacy factors, or other related issues with your partner. If you are upset with repeated failure in sports or studies, take time to figure out the possible options to succeed in the next attempt. Anything that drains you mentally is toxic. Focus on creating space for what makes you feel good and fade out the negative vibes. If we dwell in our past, constantly controlling the outcome, we may miss the sight of daily miracles.

Final thoughts on being Spiritual to stay positive would be… One needs to trust that the Universe is conspiring to bring the best for you. The energy does ebb and flow, so sometimes, we don’t get what we want. Perhaps it may be testing your patience for a surprise later. This way we may feel happier, lighter, and spiritually connected to the Universe. Learning how to orient oneself to receive  and attract healthy energy is a learning process, but it’s one worth undergoing!

Author: Priya Nair

Social Media in Organizational Human Resource Management (HRM) in India: Benefits, Risks and Challenges

Why Social Media in HR?

In today’s times, organizations have to deal with a rapidly changing environment. Organizational learning and agility are perhaps, the only way to succeed in this kind of environment. Organizations are seeking to enhance these capabilities by formulating learning communities, as well as making use of advances in technology,such as, social technologies. Social media has opened up several opportunities for HR professionals to improve communication and connect on a more personal level with both employees and clients. There are many social networks available that enable a range of opportunities such as information sharing and internal branding to research and recruiting.  There is a lot of potential of social technologies that is not fully understood and utilized, in any function of organizational management, be it HR and Learning & Development(L&D) or marketing and branding. There are are potentials, as well as challenges and risks in adopting social technologies, and best practices to make them work. At eWandzDigital Services, the HR team works closely with leadership to maximize the benefits, while mitigating associated risks.

Benefits

There are numerous benefits associated with using social media in HRM. It can help reduce the costs of hiring talent and also increase the speed of recruitment. It can also provide access to a wider talent base and pool of applicants, as also a gender diverse talent pool. It can help increase brand visibility to potential employees and also increase internal awareness. It can provide a boost to creating an open corporate culture,fostering greater communication. It can give employees an opportunity to provide feedback to HR. The social media benefits include inclusiveness, instant and quick feedback on different HR aspects or issues,finding new talent on the job market and reducing the communication and marketing costs for Human Resources. According to a 2013 Acas online panel survey of HR decision makers, social media sites can be used to identify potential applicants with certain characteristics or qualifications and to reach non-traditional applicants – i.e. those who are not in the usual target groups, or who have different backgrounds and experience – quickly and easily. A strong and creative social media profile can be a great brand builder and reflect positively on an organisation’s image for potential candidates.

Risks and Challenges

Overall, there are two categories of risks associated with using social media inorganizations.

Internal:

Information security: Employees might leak privileged information that belongs to the organization,unknowingly or intentionally.

Lack of control on ownership: Employees might discuss business issues or information with customer outside of approved framework for such discussions.

Public disclosure of internal policies or issues: Internal organizational issues or policies might be made public.

Disclosure of Personal information: Disclosure of sensitive personal information into the workplace (political views, sexual orientation,lifestyle issues, etc.)

Diversity:Potential issues around equality and diversity across applicant pool

Accuracy: The accuracy of information available to organizations through social media cannot be guaranteed.

Variability in type and amount of information available across an applicant pool could be an issue.

External:

The potential for rapid or viral growth of negative sentiment about an organization is a big risk. This could be either in response to a communication by or about the organization or market discussions on products or services.

Inappropriate or inaccurate commentary on an organization’s performance, including financial performance is another external risk.

Misrepresentation or misconceptions around an organization’s position on public issues can cause harm to the organization’s reputation or brand image. Data privacy breach related to lost personal identifiable information (PII) is a threat. Perceptions of invasion of privacy of applicants can be difficult to manage.

To utilize the full potential of the opportunities social media presents in HRM, it is important to address the risks, build frameworks that leverage the strengths and mitigate the risks, and have clear policies defined. Organizations that succeed in doing so are able to gain the much needed competitive edge in today’s environment.

By: Preeta Chandran

Video and Media Services

Our Video and Media services address the challenges of today’s global business environment. They are designed with changing competitive conditions and consumer behavior in mind and recognize the shift in focus to emerging markets. They take into account the growing need for spend reduction and ROI optimization, not to mention the importance of speed-to-market.

We provide off-shoring creative services for the following non-core, vendor-based activities:

  • Video Services (End-to-end video production with on-location director/producer, including complete pre-and post-production, non-linear video editing, full HD post-production studio, dubbing & mixing on Pro Tools 9, audio mastering & mixing, music & effects recreation)
  • Multimedia animations (2D & 3D animation films, 3D architectural films, 3D modelling & motion graphics on Maya, AfterEffects, and Combustion, branding & packaging animations)
  • Interactive/Digital Marketing (Product Launch Packages/Catalogs, Multimedia Presentations, Rich Media Applications, Performance Support Tools, Mailers, Banners, Doodle animations, end-to-end online campaigns)
  • Web Services (Marketing Portals, Intranets, Microsites and Splashes, Web Analytics, Widgets, Articles, Search Engine Optimization)
  • Print Media and Others (Brochures and Catalogs, Newsletters, Sell Sheets, Data Sheets and Posters, Leaflets, Logos/Icons/Forms)