Future Czech Workforce RM

Information about Future Czech Workforce RM

Published on March 18, 2008

Author: Sabatini

Source: authorstream.com

Content

Czech Workforce – Into the Future:  Czech Workforce – Into the Future Presentation to : SPIS, Prague January 16, 2008 – CEERI Institute Ratnesh Mathur Email : [email protected] Phone: +420-731146275 Czech Workforce – Into the Future:  Czech Workforce – Into the Future Infosys – Czech Republic : Team Profile Czech Republic Services Sector – At Crossroads Today Into the Future - Making way for Gen Y ……… - Powered by Intellect, Driven by Values:  - Powered by Intellect, Driven by Values Aerospace and Defense Automotive Banking and Capital Markets Communication Services Consumer Packaged Goods Discrete Manufacturing Education Energy Healthcare High Technology Hospitality and Leisure Insurance  Life Sciences Media and Entertainment   Gaming    Publishing    Studios and Networks Resources Retail Transportation Services    Airlines    Parcel Express & Logistics    Railroads Utilities Infosys Corporate Overview – Global technology company with a proven track record:  Infosys Corporate Overview – Global technology company with a proven track record Over $28 Bn in market capitalization on the NASDAQ (as of March 31 2007) 53 continuous quarters of growth in top & bottom-line since going public Zero debt company with sound cash reserves, and a de-risked operating model 93% repeat business as on March 31 2007 as compared to 92% during previous year. Strong client addition - added 34 clients during the quarter ended March 31 2007. Promoters Institutional Investors Others Infosys in Indian IT Industry Context:  Infosys in Indian IT Industry Context IT Industry in Indian Economy Context:  IT Industry in Indian Economy Context Global Delivery – Nearshoring & Offshoring Combination:  Global Delivery – Nearshoring & Offshoring Combination Global delivery footprint services various clients operations and provides world languages and local expertise: Transformational promise to customers is designed to deliver value beyond cost arbitrage European BPO Centers: Near-shore Front-End Language Skills Cultural compatibility Same Timezone On-site support Local Management Indian BPO Centers: Off-shore Back-End Domain Expertise Back-End Scalability Local Management ----- BPO Resource Profile:  BPO Resource Profile European BPO Centers: Near-shore Front-End Language Skills Cultural compatibility Same Timezone On-site support Local Management Indian BPO Centers: Off-shore Back-End Domain Expertise Back-End Scalability Local Management Language neutral work “A generalist university graduate with language skill in at least one European language and with 0-3 years of work experience working in an international, multicultural, and diverse team in a favorable European sourcing location.” Domain Expertise & Support Slide9:  Graduate Labor Pool: Talent Search in CEE Locations Prague: 114 000 students Brno: 63 000 students Lodz: 63 000 students Krakow: 72 000 students Wroclaw: 93 000 students Poznan: 35 000 students Katowice: 58 000 students Gdansk: 48 000 students Zagreb: 52 000 students Sofia: 35 000+ students Varna: 40 000+ students Cluj: 57 000 students Lasi: 72 000 students Bucharest: 90 000 students Timisoara: 40 000+ students Source: Wikipedia and internet pages of respective universities. The numbers do not include medical and art students. Aggregate students passing out in Final Year is only 10-15% of above numbers ! Infosys in the Czech Republic:  Infosys in the Czech Republic Brno Brno Set up in 2004 300 BPO FTE in Brno & 30 ITO FTE in Prague Infosys Czech Republic – Multi-lingual Processing Ability:  Infosys Czech Republic – Multi-lingual Processing Ability 90% Graduates – 10% in Final Year 5% IT , 40% - Economics/Mgmt/Finance, 55% Rest – Arts, Philology, others Average age – 27 years 300+ Employees from 21 different countries – Yet 70% are Locals (Czechs/Slovaks) Multilingual skills comprise of 18 different languages 100% English speakers 47% can work in 2 Languages & 35% in 3+ German 30 % French 22 % Spanish 14 % Italian 11 % Swedish 6.5 % Dutch 5 % Norwegian 5 % Finnish 5 % Portuguese 3 % Russian 3 % Other language 16 % (Danish, Bulgarian, Polish, Croatian, Arabic, Turkish, Armenian) Infosys Czech Republic – Recruitment Experience:  Infosys Czech Republic – Recruitment Experience English, German, Russian, Polish, Hungarian, Czech, Slovak - all levels easily available French, Spanish, Italian - available through language schools/universities Portuguese, Swedish, Danish, Norwegian, Finnish, Dutch, Bulgarian, Croatian – advanced or native level available in low volumes Turkish, Greek, other native speakers - international recruitment Eastern European languages easy to recruit from countries, but longer timelines Short timeline EU recruitment possible. Non-EU nationals recruited within 4-months-time Czech Republic at Crossroads – the Challenges:  Czech Republic at Crossroads – the Challenges Czech Republic – Services Sector at Crossroads:  Czech Republic – Services Sector at Crossroads 1) Demographic Challenge - Student Distribution in Czech Republic:  1) Demographic Challenge - Student Distribution in Czech Republic Total number of students: 274,192 Only 10 to 15% of above complete graduation , each year ! 2) Shift Away from Technical Education - IT in Prague & Brno:  2) Shift Away from Technical Education - IT in Prague & Brno Graduated Engineers per year in Prague Total: 2296 Engineering Students in Prague Total: 22942 Graduated Engineers per year in Brno Total: 1846 Engineering Students in Brno Total: 16501 * Lack of Accounting/Finance skills too 3) Lack of Non-English Language Skills – :  3) Lack of Non-English Language Skills – 74.7% of the Czech population speak at least one foreign language Second highest secondary school completion in the world Second best Science & Maths education in the world (Global IT Report 2003) * Language Skills - Seasonality in Recruitment * 86% of Sec School students opt for English 4) Labor Law Challenges:  4) Labor Law Challenges 5) Global Challenge - Generation Y (Net Generation) is Entering the Workforce in Czech Republic Too:  Often being mistaken as merely a Post-Communism Generation integrating into EU – Gen Y has distinct global characteristics and necessitates specific approaches to managing it …. 5) Global Challenge - Generation Y (Net Generation) is Entering the Workforce in Czech Republic Too Tenure Silent Gen1 (1925 – 1942) Baby Boomers1 (1943 – 1960) Net Generation2 (1982 – 1998) Retirement Entry into Workforce Source: 1 Howe, Neil; Life Course Associates, 2007. 2 New Paradigm – Net Generation Strategic Investigation; 2007; co-sponsored by Accenture Generation Y Generation X1 (1961 – 1981) Understanding Generation Y – Values of True Global Citizens:  Understanding Generation Y – Values of True Global Citizens This generation is different from previous generations. Common attitudes have been identified and lead to change in the way we think about work and employment. Freedom: of choice – where they work, how they work, when they work Customization: of information and employment relationships Scrutinizers: highly engaged online with expectation of transparency Collaboration: high degree of influence with networks – expect to contribute to thought leadership immediately and have a different view of authority in the workplace Entertainment: workplaces must be fun, learning must be entertaining – learning, work, collaboration and entertainment are inseparable Speed: Net-Geners are speeding up the metabolism of organizations Innovation: digital tools have encouraged and enable innovation in all parts of life, including employment Integrity: open, honest information from employers and aligned values *Source: 2006 New Paradigm Learning Corporation. Net Gen- Strategic Investigation Slide21:  Source: © New Paradigm Learning Corporation 2006 Into the Future - Making Way for Generation Y…. Generation Y values – Key to driving change in Workforce Management – their sheer size requires that we understand this group.:  Generation Y values – Key to driving change in Workforce Management – their sheer size requires that we understand this group. “Born between 1977 and 1996 inclusive, this generation is bigger than the baby boom itself, and through sheer demographic muscle they will dominate the twenty-first century.” - Wikinomics, Don Tapscott Source: New Paradigm – Net Generation Strategic Investigation April 2007 Slide23:  Source: United Nations Global Net-Generation Population Gen Y – Global Demographics Relevance: Under 25 Population Stats Gen Y – Leading to a big change in Education already :  Gen Y – Leading to a big change in Education already eLearning Collaboration Tools – wikis, blogs, performance support tools Second Life & Other Recruiting Tools Talent Management Software Solutions – already in use in Corporates * Source – Breck Marshall Gen Y – Distinct shift in Attitudes…:  Gen Y – Distinct shift in Attitudes… * Source – Breck Marshall Gen Y – Workforce Impact : Key Learnings:  Gen Y – Workforce Impact : Key Learnings “Baby Boomer“ 1946 – 1964 “Gen-X & Gen-Y” 1965 – 1981 “Net-Gen” 1982 – 1998 What’s important to Net-Gen and also applies to all other Generations? Salary features as a priority Company prestige matters (more so in developing countries) Mentoring is highly valued International projects and travel A high sense of belonging through tribal networks ‘Why’ behind vision and direction Feel completely utilized and challenged Prefer to work in teams but also respond to having their own responsibilities Promotion based on merit, not tenure Assigned to roles where they have skills and interest Moving every 2-3 years to gain work experience and achieve balance across work-life What’s the Number 1 factor that all generations have in common and most value? Work-life flexibility - All employees today demand more flexibility (as opposed to ‘balance’) from their employer to enable them to satisfy their needs between work, family and outside interests Key strategies to consider: Offering ‘careers within careers’ Work-life integration Re-creating the family unit at work Consistent and innovative messages Flexible reward plans (‘pick and mix’) *Source – breck Marshall Into the Future - Making Way for Generation Y:  Into the Future - Making Way for Generation Y Thank You:  Thank You Looking to Collaborate : RATNESH MATHUR Connect on www.linkedin.com Meet me in Brno Centrum Email : [email protected] Phone: +420-731146275 Skype : Indoeuropeans

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