Monday, January 14, 2008

Evolving Indian IT industry - Changing profile of jobs?

In a recent article, Mr Shantanu Narayen, President & COO, Adobe Systems, listed out the different phases in the software industry in India.
"Testing and maintenance. Back in the late 90s, many U.S.-based businesses were being lured to India by the promise of access to low-cost, well-educated talent.
Product development. By early 2000, perceptions of India were changing as its technology labor market matured and multiple accomplishments began to accumulate. Increasingly, the world began to view India as a promising center for product development.
Business ownership. The transition from product ownership to the increased responsibility and accountability that comes with business unit ownership -ie , setting product and go-to-market strategies, product management and development in India represents a leap of faith.
Bellwether for global markets. "Moving forward, I see India as a driver of corporate growth agendas as a launching ground for next generation technologies. eg - mobility and software as a service (SaaS)
- With the mobile phone becoming a primary computing networked device, it opens up enormous opportunities and challenges related to publishing and content delivery, whether it’s print, graphics, video, or any other format.
- Offering software when and how a customer needs it, in a pay-as-you-go model, makes a lot of sense in countries that have had barriers to adoption.
-Globally,the supply of engineering talent with experience in programming ‘SaaS architected applications’ is in short supply and India may well turn out to be the leading source for such talent. "
Going by the trend, isnt it obvious that the nature of jobs on offer to will change? Will there be a heavy emphasis-shifting away from technical management to business management, and market management roles?
As a recruiter -in the recent past, despite all the hype for the increasing demand of returning/returned Indians, the highest priority was for roles for middle and senior management professionals -say in the 100-150k USD range of professionals. In contrast there were significantly lower roles for the 'executive management' professionals -especially those drawing 200k USD and more- as they were more likely to be at the 'corporate office ' and the calling the shots!!
Do we see a shift from the 'tactical expertise' to 'strategic competence' in future?
How are we, the recruiters and the HR folks changing the way of hiring? Are we gearing up for the transition, by ignoring 'active jobseekers' and instead focus on 'passive jobseekers' who are more likely to be the most effective people?
Do we see the professionals themselves be more 'personal brand savvy' and position their equity accordingly, by being accessible on the internet ? Would there be an increasing adoption of web 2.0 tools, say like blogging, social networking, the entire eco-system?
I can personally see the slow but definite awareness increasing. Right here in India, the job portal Naukri- essentially an active jobseekers tool, is trying to expand its offerings by allowing recruiters to blog . While the feature has been on for over a year now, and most have just used it as an extension of job postings, there is a refreshing change of late!
You can see a Boston Analytics blogger evangelising 'research and analytics' as 'knowledge services outsourcing' and distinctly different from the KPO and away from the 'routine and mundane' BPO -while another estolls the virtue of being an Avayan!
The future is here. Looking for a change? Change the way you look!!

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