2019 – HR Trends In The Workplace

Employees today, are not just looking for companies that provide salaries and perks. They want organizations that provide engagement and promote general wellness. They are looking for jobs that help them strike a good work-life balance. As a result, HR fast needs to become an employee’s friend rather than a guardian, as it has traditionally been. This transition is not going to be easy.

Employers today already face the daunting task of transition towards a digital economy that is transforming businesses as well as their traditional HR functions. Adapting to new technologies is one of the major trends that will be visible across HR in the workplace during 2019.

A recent survey of 1200 global executives conducted by KPMG International highlights the inertia that a segment of HR managers display. On the one hand, there are forward-looking managers who are constantly harnessing resources to redefine contribution of the HR model to any enterprise. They are implementing technologies such as Digital Labour, Artificial Intelligence (AI) and Business Analytics. On the other hand, a larger segment of less confident HR managers are playing the waiting game, or are simply remaining quiet about this change in the digital landscape.

Some of the expected HR trends for 2019 and the foreseeable future, that HR professionals need to be aware of, are listed here-

Employee performance managed by managers

The organization will benefit from performance management lying in the hands of managers, as opposed to HR stepping into the workflow. The role of providing feedback will belong to the manager, and as a result of this, even poor performance will be addressed quickly and turned around faster. HR needs to be a department of productivity enablers and this change will allow the function to concentrate on becoming that.

Higher access to analytics for employees

Members of the C-Suite will have greater access to people insights and analytics than in previous years. Organizations will look to implement robust HR platforms that are user-friendly and can provide strong people analytics trends that will assist in decision-making. The C-Suite will naturally make better decisions with the help of key people analytics and hiring statistics.

Rise of the ‘remote’ workforce

A rising segment of employees today prefer to work out of remote locations instead of the office. This has entirely been made possible through recent development in technology. About half of the US workforce is expected to be freelancing, in some capacity, by 2020.  HR departments will be able to use this trend to their advantage. Instead of hiring full-time employees, they should explore teams of talented freelancers and independent contractors, thereby building trust on a project-to-project basis.

Rise of micro-learning

Most adults start losing attention within as little as ten minutes and is likely to go down further. To meaningfully engage and train learners with such low attention spans, HR departments need to design training sessions that are short and impact-based, rather than long ones. More frequent and shorter training sessions will be more beneficial at workplaces. Micro-learning, as a result, will rise further as the industry norm.

Extensive use of VR, AR, game, and video

Both AR and VR are helpful during training and recruitment. A gamified application experience can be created for the recruitment of candidates, as is done by Jaguar and Land Rover. Collaborating with the band Gorillaz, they create a real setting, allowing candidates to see and experience iconic cars from these manufacturers. This is followed up with a series of puzzles that enable candidates to move forward.

In 2019, HR managers will need to plan systematically, instead of moving rapidly. This will help prevent badly created applications which may frustrate users. AI and Analytics will be able to touch every sphere they operate in, from employee engagement to recruitment and performance management. The year 2019 is likely to be the one when people analytics will finally be able to demonstrate its true potential.

By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

This article was first published on stoodnt

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How QuoDeck Is Gamifying Corporate E-Learning With AI-based Tools

Realising the need for enterprises to engage their staff in a much more creative and interesting way, QuoDecK, a Mumbai-based startup, attempts to bridge this gap with a SaaS product which uses gamification for enterprise learning market.

Established in 2010 by avid gamers Kamalika Bhattacharya and  Arijit Lahiri,  the platform uses interactivity and games to engage enterprise learners and use that to capture data, which in turn gets used to improve the learner’s experience. “While a lot of learning is needed as it a functional understanding, the way in which it is delivered does not evoke any sense of excitement or feeling from the employees that it is being done for their betterment. So, two of us started looking at ways to improve this scenario and that’s when QuoDeck born in 2010 as a result of this,” says Bhattacharya, who worked with startups and raised private equity and venture capital in her previous stint.

Outcome-based learning

At the core of its platform is gamification, which has been leveraged to make simple activities from documentation to interaction with customers easier. For this, the platform relies on game-based learning and storyline-based games which are used to create an entire course. “For instance, a big requirement in insurance, banking, pharma, and retail sector is conversation simulations which teach people how to talk by simulating a chat with a customer. This is method can also be used for sales training as well as customer service training,” Bhattacharya explains.

QuoDeck’s DIY LMS is one such product which is built on mobile and game-based SaaS platform and brings cutting-edge technology at affordable costs for SMEs, start-ups and educational institutes. Presently, the platform can be deployed within an organisation whose employee strength varies from 30-1000 with different work environments.

AI and ML works at the back end

Analytics, artificial intelligence (AI) and machine learning (ML) have been used at the back-end to process a large number of different datasets. This data is then used to gain valuable insights about learner behaviour and provide them with updates on their progress. It also provides companies with updates on their employees’ performances. “At QuoDeck, we use a multivariate model including clickstream data, time spent on the system, distribution of course usage, devices used amongst many other variables to uncover patterns, correlations and other insights,” Bhattacharya adds.

AI and ML have been exclusively used to improve resource allocation of QuoDeck’s partners, customise learning for employees and to significantly improve their courses efficiency. In the future, the company hopes to leverage AI and Ml tools to provide pre-designed course based on the learners’ profiles before they begin their e-Learning journey.

Road ahead

QuoDeck’s enterprise version is currently deployed in more than 35 global companies and has over four lakh learners. However, the company hopes to increase their user-base to six lakh people by the next three months and leverage AI and ML for increasing their productivity. “We see the next big potential in affordable, DIY, SaaS-based LMS for smaller and medium organisations. The second growth area is for LMS in moving up the value chain of services, from delivering content to providing AI/ML driven actionable to drive up productivity,” Bhattacharya concludes.

By Akshaya Asokan, Journalist at Analytics India Magazine

QuoDeck launches mobile learning app builder

The app focuses on making things simple, so companies that have never done learning before this can also get started in no time. 

Game-based learning platform QuoDeck has announced the launch of learning app builder QuoDeck Express. 

Targeted at small and growing businesses, including startups, QuoDeck Express allows these businesses to participate in the mobile learning revolution that the industry has witnessed over the past few years. The company aims to sign up over a million users within the next 12 months. 

“We observed a significant increase in demand from small and growing businesses, as training has become a critical function for business growth,” said Kamalika Bhattacharya, co-founder of QuoDeck. “These companies need to leverage technology to impart training and connect with their employees,” she added. 

‘Express’ was conceived as a product to help companies become better places to work. “Learning is often cited as one of the reasons people move between organizations, so there is a tangible benefit that products like Express can drive for small and growing businesses -from higher productivity and revenues to lower attrition and faster onboarding,” she said 

The app focuses on making things simple, so companies that have never done learning before this can also get started in no time. Not only can they add their existing content through presentations and videos, but can also use games and themes to make them interesting. 

QuoDeck is currently supporting learning at over 35 global companies including Unilever, Star India, eBay, SBI Life, Aditya Birla Group and Axis Bank, and has close to half a million learners on its platforms. The Express platform offers nearly all the major functionalities of a full-fledged LMS – Design customization, story creation system, learning games library, quizzes, and surveys and reports. 

The global e-learning market, valued at over $200 billion, has seen a couple of large shifts that have led rapid growth, – a shift in device to mobile and a growing proportion of millennials and generation Z in the workforce. In India alone, this trend is evident with over 45% of the workforce being between 25-39 years of age, providing a huge opportunity for the right training product. 

By Rica Bhattacharyya, ET Bureau

This article was first published in The Economic Times

Why cloud authoring tools are the best for elearning?

Let’s start by understanding, what exactly is ‘Cloud Authoring’!

Cloud authoring is ‘internet based authoring’. In other words, one can access these tools using their web browser. (For example, Google Docs) Everything is online and you just need to log in to get started with your work.

So, what makes Cloud Authoring better than others?

They are free! (Most of them)

Yes! Many cloud authoring tools like Google DocsQuoDeck, etc. are free. Others like PowtoonDropbox, etc. are also free, but in case you need more features than you have to pay.

No installation required

You don’t have to download these tools in order to use them. You can access them using your web browser. All you need to do is sign up. So, you don’t need to have any particular configuration to use these tools. It also saves your effort of coordinating with IT department to install software on your computer.

Accessible from anywhere

These tools can be accessed from anywhere. You can access the content created on these tools from anywhere. You don’t have to go through the hassles of carrying the data everywhere.

Creating on the go

Using these tools, you can create/ edit content on the go. And here’s the best thing, once you load the tool on your website, you can use it even offline. You don’t need internet connection at all, except when you have to save or publish the content.

Easy to collaborate

Collaborating with your colleagues is a lot easier using these tools. You can share the files or the published content for reviewing. Or by sharing the credentials, you can even ask your colleague to make the necessary changes.

Let us know if you agree or have any more insights to add here. Go ahead and comment below.

By Deepak Gawas, Head- Partnerships at QuoDeck


Why is measuring training effectiveness important to team leaders?

Be it a well-established company or a start-up, investments in training employees is something one cannot afford to skip as it helps the organization grow and remain competitive. However, there is no one-size fit training program that suits all. Hence, it is important to consider various factors like the company objectives, size of the investment, type of audience, etc. to design a training program. But it does not end at designing a training program and executing it. It is important to understand the effects of the program and analyzing them to look up if the program was successful, isn’t it?

Let’s assume all companies in the world conduct training programs – online or offline and procure analytics in some form or shape. However, these analytics are at a broad level across organizations. To achieve the expected objectives, it is important to deep dive into the real problems. All of us have heard that learners must be pushed to take up the training programs at all points in time. And, hence companies are now catering to e-learning, micro-learning, game-based learning, AR, VR, interactivity, and engagement. These fancy mechanisms are new age developments and have cropped out of millennial generation problems.

However, pushing your learners is only going to take you so far. So, what is the real problem?

The real problem is the belief a learner has a training program and the value it adds to his career or personal growth whatsoever. You as a team lead can help your teams believe in the value-add of the training program. How will you do that?

In all companies, training programs are run and executed by team leads across their respective teams at a grassroots level. It hence becomes important for team leads to measure the ROI on these programs. Well, the investment here can be considered in time and efforts.

How do you measure the ROI of a training program?

We will look at the elements a team lead should look at while measuring the effectiveness of a training program.

The reaction of the employees As a team lead, it is important for you to understand the responses of your learners to the program. It helps you find out if the course content was easy and relevant to understand, identify and discuss strengths and weakness, view on the key takeaways and if the program was successful in matching the learners’ perception and expectations –

Have your learners learned It is crucial to identify if your learners have learned from the program which is one of the key objectives you have for the training program. You can analyse this by looking at test scores and course completion percentages, etc. These numbers help you identify the gaps in your learners’ understanding giving you a holistic picture of required improvements in your program –

Behavioral Patterns You can easily identify if your learners are using the knowledge, they have gained looking at their performance and attitude at work. Also, surveys and feedback from peers, supervisors, reporting managers of your learners will give you concrete data on your learners

These outcomes help you capture the results of your training program and answer the question of “Why a training program?” with actual data and facts. The results can include: Increased employee retention Increased productivity Higher employee engagement

Understanding the roadblock in the training programs your learners must go through is your responsibility as a team lead. Once you identify the roadblocks, you will be able to conduct your training program effectively and efficiently. This helps you line up with your business objectives with the program enabling you to achieve your goals and KRAs with a more logical approach.

By Shruti Shinde, Head- Enterprise Origination at QuoDeck

Reaching Data Saturation

Data saturation is everywhere. We’ve often had the belief that more is better; however, that actually isn’t true in the case of data.

Why do hypermarkets keep chewing gums and candies at the cash counter? How do coffee chains manage to have two cafes on the same lane and still be profitable? How do online searches draw advertisements of the same products on your devices? Most of this is not conventional wisdom, it’s use of data, which companies across the world are obsessing about. Data analytics, for many, is the holy grail to drive user demand and revenue. 

To put the data deluge in perspective, Google processes 3.5 billion searches per day, Snapchat users share 527,760 photos, 41.46 million people watch YouTube videos, Instagram users post 46,740 photos, and 456,000 tweets uploaded on Twitter. India generates a subset of this consumption, but the numbers are bound to be massive.

India is the second largest internet nation with close to 400 million internet users, many of them on smartphones, only second to China. Access to social media, Google search, entertainment, among other things, on the palm generates data that is dissected to get desired outcome. 

Add to that, hyper-focused targeting and segmentation to define niche audience segments. But is the entire stack of data important and efficient? 

Data mining became an important aspect in the late 1990s,  but as new concepts like big data, and technologies like artificial intelligence and machine learning surfaced, it opened-up the Pandora’s box. “There isn’t a thing as too much or too less,” says Pranay Agrawal, CEO of Fractal Analytics, a Mumbai- headquartered analytics service provider. Citing the example of a leading diagnostics chain for medical data, he says, “If the prediction accuracy improves by even 0.5 per cent, millions of additional data is worth it.” Size doesn’t equate usefulness. Many believe that data isn’t about size but relevant attributions and metrics  — so, more the merrier. But there are different approaches. 

Abhishek Ganguly, Managing Director of multi-channel sportswear brand Puma, believes in a “business objective first” approach. “Instead of looking at ways to collect and mine data, we start with business objectives. Then we create platforms to collect data,” he says. There are many, like Ganguly, who believe in the business- first strategy. “Business-first framework should take into account use cases, data sets, data collection, data preparation, learning and intelligent actions,” says Pramad Jandhyala, Director of Finance and Human Capital at digital analytics firm LatentView. 

But there are segmentations to this approach, one them being the size of the organisation. “For large, established enterprises, data-first strategy drives innovation. But for start-ups and SMEs, setting up and aligning business objectives first should be the priority,” says Arijit Lahiri who runs QuoDeck’s, a game-based mobile learning management system.

Hero MotoCorp, Mahindra Group, Reliance Industries, and Baja Auto are spending millions to build data-driven enterprises. Others like Amazon, which has the customer at the center of its business model, has constituted a team of data scientist, A1 experts, and data analytics models. For them India is no different.

Amazon uses AI and ML to analyse huge chunks of data in various fields — from improving address quality to ranking of deals, and from improving catalogue quality by finding missing descriptions in titles to weeding out inappropriate images. The good part is that Amazon has a lot of user-generated content from product searches, buying patterns, and search. All this data is analysed to figure out what customers want. It doesn’t stop there, Amazon takes its findings forward to its entertainment platforms: Prime Videos and Music.  It has been at it for ages. But every firm is not Amazon and every CEO is not Jeff Bezos. Even with the right approach, money-inflow and business alignments,  a digital-data strategy can fail. Making sense of data is the biggest challenge. With colossal amounts of data being generated every day — 2.5 quintillion bytes — we are bound to get lost in the web jungle. 

QuoDeck’s Lahiri says that data without a hypothesis is pointless. “Before collecting data, one needs to have a hypothesis in place. You might know the answer but if you don’t know the question, it won’t make sense,” he says, alluding to the bottleneck in the analytics industry. 

“Forward-looking approach that relies on data-based intelligence, trend analysis, forecast modelling, and predictive analysis is what people need to obtain success in today’s dynamic market. And only accurately collated, actionable insights can give them that, not massive amounts of raw, unfiltered information,” says James Giancotti, Co-founder and CEO, Oddup, a data-driven research and insights provider. 

Oddup’s chief operating officer and Co-founder, Jackie Lam says that just analysing past trends alone won’t help, because the market is constantly evolving. But all of this cannot happen without making data-analysis any company’s culture, like in the case of Amazon. 

“Creating an organizational cultural can solve the issue of failure. And the culture should follow the top-down approach,” says analytics academician Dakshinamurthy Kolloru, Founder President & Chief Mentor of International School of Engineering. 

This story has been written by Nishita Chandak from Times Group

This article was first published in, The Times of India

QuoDeck selects – the creator of the month

A mother, to her ingenuity, has now found a way to get her kid acquainted with international languages. What could be better than Nursery Rhymes? Gone are the days when importance was given to only one language. In this demanding world, it is now paramount that your kid learns atleast 2 international languages. 

Let us introduce you to Ruchi Rudra. She curated a list of her son’s favorite nursery rhymes and created a mobile app on the QuoDeck Platform.

“As hard as I tried, my 16-month-old had to listen to rhyme during dinner, when both my husband and I were too tired to try otherwise. I created an unwieldy playlist of songs sorted according to the type. Also, used this to introduce new languages to him, to help in faster development. QuoDeck app was invaluable in helping me create a huge library, design the playlist, sorting and restricting content, using YouTube videos. Have shared this with other parents in my friend circle and hope more parents find value in my app,” said Ruchi Rudra a mother to a 16-month-old.

A perfect app for all the toddler moms who want to now introduce them to international languages.

Ruchi has set an example of what could be done on QuoDeck and thus helping us to explore more on it.  So, to all the Mums there looking for a similar solution, go ahead and download the app on your Andriod or IOS handsets.


 By  Vinaya Souz, Head – Marketing at QuoDeck

QuoDeck reports 300% growth in revenue

The company aims to double its current user base of 4,20,000 over the course of this year. 

Gaming-based learning platform QuoDeck said that the company has grown revenues by 300% in the past year, on the back of a 5x growth in user base. QuoDeck is a global SaaS product catering to the enterprise mobile learning market using gaming and interactivity, and has global customers like Unilever, Star India, SBI Life, Reliance Life, Kohler, Kelloggs and CavinKare. 

“Our vision is to make the world a smarter place by developing robust and user-friendly learning platforms. We will continue in our endeavour to create technology that help companies build a smarter and more knowledgeable workforce. In the next financial year, we hope to achieve a 400% increase in revenue,” said Kamalika Bhattacharya, co-founder of QuoDeck. The company aims to double its current user base of 4,20,000 over the course of this year 

“The role of people capital in Indian industry has grown many fold, with companies focused on developing skills for their staff and ecosystems to enhance productivity. We currently serve the needs of 420,000+ users across enterprises, who are not all employees, but also sales & vendor networks and agents for our clients. The explosive business growth we have seen over the years is a testimony to the fact that as a methodology, game-based learning proves to be more effective in today’s context than other forms of digital learning. It is fast gaining popularity among smart organizations, and is replacing traditional learning mechanisms,” she said. 

By Priyanka Sangani, Editor- The Economic Times

This article was first published in The Economic Times

4 Essential Apps for Onboarding your New Employees

As we are stepping towards the future, the trend of paperwork is becoming a thing of the past and onboarding apps are getting popular for each step

Recruitment is the most important process for any business as it brings in people who shape the future of a company. Human Resource employees are responsible to help onboard the new employees, which is a crucial step for a new employee’s growth in the company.

So, the onboarding process should be taken seriously and most importantly, it should be efficient. The paperwork and formalities before an employee is inducted should be done in a timely fashion. There are multiple steps in the onboarding process.

And as we are stepping towards the future, the trend of paperwork is becoming a thing of the past and onboarding apps are getting popular for each step of onboarding.

So, here are 4 apps for onboarding your employees:

WorkBright: For the administrative processing

WorkBright offers a platform where a human resource personnel can speed up the process of documentation. It allows the new joinees to upload their documents directly to the app even before their first day at work. It also checks whether the uploaded documents are clear enough or not, and helps you send a prompt to the employee if it’s not clear. This can help an organization save a lot of money as they don’t need to hire a dedicated person for this job.

WorkStyle: For profiling

WorkStyle helps all employees to create a work profile, which can help other teammates to get to know each other professionally. With the details filled in the WorkStyle profile, employees can understand each other’s working preferences, timings and approach. This can easily smoothen the process of new employees blending with their new teammates and understand the work culture beforehand.

QuoDeck: For onboard training

Once the paperwork is done and you have created profiles for your new employees to help them understand the work culture, it’s time for onboard training. QuoDeck helps to create gamified training modules for your new employees. This method can be used to train your employees for their specific role or a general overview, which totally depends on your training principles. As most of the company trainings and onboarding is somewhat forced, so it directly affects the impact and effectiveness of it. This is where QuoDeck makes it more efficient. The gaming experience when transposed in the onboarding process attracts the employees and increases their retention. So, employees are able to gain much more out of the experience than a normal boring training session.

iAppreciate: For recognition drive

The last step for onboarding an employee completely is to have them feel they are recognised for the work they are putting in. This is where iAppreciate is a powerful tool to utilize. Statistics show that recognizing an employee’s endeavors will result in increased productivity. iAppreciate allows you to create a platform where employees can be congratulated for their efforts and goals. As everybody will be on this platform, it is easy to boost the confidence of the new employees and reap better results from them.

The above-mentioned apps are a great way to onboard an employee as they cover each and every aspect of onboarding an employee. As the modern technology is advancing with each passing year, it can very well be understood that the era of paper and slow onboarding process is gone and more HR professionals are relying on such applications to make the process faster and more efficient than ever.

By DQIndia Online

This article was first released on DataQuest

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