Vijay Bankar

These days the market is inundated with a plethora of HR Tech options with solutions championed by AI. Almost every vendor flaunts their offerings, expatiating the salient AI features of their product. And how it would successfully address our concerns relating to people management. And the fortuitous arrival of Generative AI seems to be the 'next-gen' nascent technology within the HR Tech landscape. It will offer use cases limited only by the fecundity of our imagination. The often cited main benefits of AI tools, as Sir Humphrey Appleby would say, "thereby releasing their overlords for the more onerous duties and profound deliberations that are the inevitable concomitant of their exalted position." 😃😃 Given the rapid innovations in product capabilities, purveyors do not fit into one category. It leads to misapprehension about the categorization due to overlap. The absence of clear demarcation makes it inscrutable and incomprehensible for lay people to understand t

During the ‘Strategic inflection point’ as described by Andy Grove, (Intel, - book “Only the paranoid survive”) an organization is tempted to opt for either layoff or restructuring as a strategic choice to improve immediate performance. This sounds as an appropriate option considering it's visible & instant results. As Drucker suggests, the key activity that’s required in the course of transforming an organization is a wholesale shifting of   resources   from what was appropriate for the old idea of the business to what is appropriate for the new. And as stated by Grove, “Your best people—their knowledge, skills and expertise—are an equally important   resource .” [ Tweet this ] He further says, “it doesn’t take much self-confidence to downsize a company—after all, how can you go wrong by shuttering factories and laying people off if the benefits of such actions are going to show up in tomorrow’s bottom line and will be applauded by the financial community?”   Howeve