He then founded Graphics Software, Inc. (Cambridge, MA later Mosaic), a pioneering firm which became the first software company to ship a number of first-to-market software products for IBM computers, including the well-known Business Graphics “Chartman/Chartstar”. Chartman became the best-selling graphics product for IBM. His company also invented “Integrated Software products”. He grew the company globally and its products extended over PCs, workstations, servers and networks.

Its clients extended to Fortune 500 companies as well as NASA space station. Mr. Bezjian established offices in UK and Asia, and partnerships with leading companies around the world. These included NEC, KG, KuChoi/China, Esselte/Scandinavia, and in USA with companies including Microsoft, IBM, DEC, HP, SCO, Oracle, and many others. Mr. Bezjian was one of the first US executives to establish Off-shore delivery centers and R&D centers in India, China, Brazil, Armenia, Bulgaria and other nations.

Hello, Mr. Bezjian. Energize Global Services is now a company with a veteran status in IT with more than 20 years of experience. What was the beginning of this journey like?

Certainly, I’ve been in the IT since the early days, creating successful software companies in the USA. We were creating best-selling software such as the world’s first integrated tools software, years before MS Office. We started small, but the word spread about my activities, sparking interest in launching a European division with European work culture and Western Europe time zone placement. The initial phase had its struggles, due to the global banking crisis, which slowed down our growth.

Despite the setbacks, our perseverance eventually bore fruit. We had built up a solid, good reputation, our customers were really liking and appreciating what we were doing and the market was picking up steam. The rapid changes in the market left our clients trying to catch up, and they turned to us for tailored solutions and help. So basically, we grew in tandem with our customers and the market, and the company developed a focus on certain fields – like for example financial technologies, payment space, banking, core banking, and mobile banking applications. As I say sometimes, no matter how intelligent and motivated you are, you have to be at the right place, at the right time and you should not mess up your chance.

I feel very confident to say that you are one of the biggest supporters of cloud-based data for every business. Why cloud computing is so important in 2023?

Certainly, observing emerging trends has taught me to respect their potential. There is a tendency by people to not jump on new things because they either don’t understand it or they feel they are okay with the current state of things. And this is just the human nature of not changing when they are used to something.

The challenge is to find a way to convince whole companies or organizations, with many people working inside, who all are set in their way of thinking, that something called “the cloud” is emerging and why they need to go there. First of all, there is a psychological impact – this is another expense and another shift in the way of working for the company. The unknown is always a barrier for the people. This is even more valid for financial institutions because banks in general are conservative and are hesitant to embrace the change.

In this new era of swift progress, refusing to acknowledge and adopt emerging technologies, substantiated by real-world success, would be a mistake. Remaining competitive necessitates embracing change, even when it involves venturing into uncharted territory. Businesses need to recognize the value cloud technology offers and seize its potential, given that competitors who do so gain a strategic edge. It’s about seizing opportunities in a changing landscape.

Reflecting on the origins of cloud-based technology, when did this evolution start?

Cloud technology traces back two decades and people don’t often know it. Let me tell you a story. In one of my companies, we created a tool to make websites back when the internet was new. It took off, and we even made an e-commerce version called “Web Shop” that rocked the market. We shipped a few million licenses – Hewlett-Packard bundled it with every scanner, America Online was selling it to their customers. So, in 1998, we were the first all-in-one e-commerce software. This was very new and we would go and talk to banks about e-commerce accounts and they would refuse saying they didn’t know what that was and didn’t want to deal with it.

So, we needed a data center. We created two rooms in our office in Belmont, Massachusetts and put servers inside where our clients could host their e-commerce websites built with our software. And one day we received a letter from a company, called Amazon. They intended to build a data center and they were looking for somebody with experience to participate in the tender and help them design it.

When I was reading this letter, I was thinking “Amazon? But they are booksellers”. Back then Jeff Bezos and his company were shipping these heavy, printed books from his garage. Later I found out that he was getting tired of shipping books and he wanted his customers to download the books. That way he could sell more and do it more easily. So basically, that was the beginning of what 25 years later became Amazon Web Services. So, it’s not something new. These things take time.

So, what are the main incentives for businesses to go on the cloud?

The shift towards the cloud is a gradual evolution, not an overnight occurrence. Cloud providers have these massive centers all over the world that offer scalability at lower costs.

Consider this: In the past, businesses purchased individual software solutions for various needs. The cloud, however, provides access to a range of software at a lower cost due to volume discounts negotiated with providers. The traditional model has become cost-intensive, requiring an expanded IT workforce. Nowadays, companies, regardless of their core business, are heavily reliant on the internet. They must invest significantly in IT resources, hiring specialists in various fields. This technological demand can be costly.

For many, it’s very enticing if all this is done by an expert, global company that can do this for them while they focus on their main tasks without having to worry about things like downtime.

We are in a time of constant upkeeping performance. How can thousands of companies do that all the time? So, the cloud brings that significant advantage.

However, it’s crucial to note that the cloud is not the answer to everything. It has its pros and cons. To fully benefit from the cloud, integration into existing systems and the cloud dashboards is essential. This integration can be complex and raises concerns about relying on another company for critical assets, similar to a utility company. Cloud providers hold the key, and non-payment can result in service suspension.

In general, I don’t think that everything is going to go to cloud, because the cloud also has some deficiencies regarding security, data breach and none of these companies can give you 100% guarantee. They cannot even if they say they can. If there is something very confidential, we always tell our clients: let’s segregate that, keep that confidential data in your facility and move other things to cloud.

Can you tell me a little bit more about Identity Access Management – a solution you provide to the customers? Why it is important for the business?

Certainly, IAM is essential in our technology-driven world. 30-40 years ago, when I was doing electric engineering at the university in Boston and we were playing around with chips and we were programming the CPU and then developing applications, IT was still in its infancy. There weren’t even dedicated software degrees in universities; it was a time of experimentation.

Fast forward to today, where businesses rely on a multitude of software and applications from various sources. In larger companies, managing licenses for all these services can become a nightmare. You can’t simply open access to everything for everyone because it’s not cost-effective, and stopping unnecessary licenses is equally crucial.

That’s where IAM comes into play. It centralizes access control, addressing the growing need for it as companies expand their infrastructure. However, many companies lack the expertise and resources to manage this efficiently. The bigger the companies, the bigger this problem gets.

We’ve developed an IAM service with a dedicated team of experts to handle this complexity. And we do it really quickly.

Imagine this – new people come to the company, they sit at their desk, and they have a computer but they can’t do everything with it, because they don’t have access. Sometimes new employees wait for weeks and even months to be properly connected to the company infrastructure and systems. So, the employers are losing money and this just can’t happen. The new person should be up and running within no more than 3 or 4 days. So basically, this is what we are doing with the Identity Access Management.

So, it’s fair to say that Identity Access Management will cost extra money for the company, but at the same time, it saves money in the long term?

Yes, but it is not just a thing you should consider if you have money to invest, but it is a must-have. It’s a mission-critical service to be efficient.

What are the recent technology trends that will have a significant impact on the IT services and consulting landscape? For example, the AI and opportunities it provides?

Well, AI is a new area and it has been in development for a while. It started with machine learning and big data like 7 to 10 years ago. The key driving force is that we have reached the capacity of what a human person’s brain can do and how much information can be processed. So, there is that issue –humanity is reaching the limit of how much we can do or create on our own, because of the limitation of the body.

However, AI is still in its early stages. For a technology to succeed, it must pass certain filters: ease of use, capability, cost-effectiveness, and in the case of AI, legality. AI often relies on existing content, and the legal questions surrounding data usage are complex. We expect a lot of litigations in this space because the basis is going to be content that was taken and fed to the machine. So, in a way – AI is reselling existing data, but with an intermediate engine that can reconfigure some things to your prompt. And by the way – every prompt that you put inside is being used to train the AI engine as well.

AI is a journey, and we’re currently in the early adopter phase. AI is going to restructure itself and become a more globally scalable platform people can use safely. And we should not think that AI as we see it today is going to be the end game. For example, while Chat GPT can generate coherent text, it might not always provide the optimized accuracy needed. AI will give us 70-80% accuracy, but that remaining 20% will be the question.

What’s your company’s future vision?

Well, the core we have created is at the center of three continent and we basically can cover everybody in the world for all types of services, technologies, innovations, products, support and everything else. We have multiple locations and we call that Geo centers because our customers are in many parts of the world and even if they are in one place, let’s say in New York or in Silicon Valley, they have big clients in different parts of the world that need support. We make sure that our centers are specialized and deliver unique value to customers. This is a big differentiation that will continue to be one of our drivers going forward.

We’ve also focused on niche markets like financial technologies, banking, and the growing pharmaceutical and biotech sectors.

Cost-effectiveness and security are top priorities. We maintain certifications and prioritize secure coding. Let me tell you that 80% of the software in banking or other places in the world today is legacy code created about 10-15 years ago, upgraded, updated a long time now. This presents security risks.

We’re experts in modern technologies like Spring, Angular, Kubernetes, and Microservices, allowing us to build secure, scalable platforms to serve larger user bases for the decades to come.

In terms of cloud migration, we don’t say to our clients let’s take your old bicycle and just move it and put it from this garage to that garage. That doesn’t give much value. We say to them, we’re going to take your bicycle, we’re going to refurbish it, maybe create a new bicycle fit for the new world and then deploy the new one.

So, there’s migration, there’s recreating, redeveloping, something that is very important when people join with a company that can help them as a technology partner. This is our specialty.

With 600 experts globally, we have the knowledge and execution capability to be a valuable technology partner for companies in their journeys forward.

The post Richard Bezjian: Remaining competitive necessitates embracing change appeared first on DiTech Media.

But first; 2008 in a few lines: The initial bankruptcy of Washington Mutual that year followed by Lehman Brothers and Bear Stearns were the iconic events of a deep, widespread, and severe systemic crisis due to the housing bubble that was fueled by a continuous flow of demand for real estate, demand in turn fueled by the massive granting of mortgages by retail banks to people with little capacity to payback the mortgage. These mortgages were then packaged up by investment banks and sold to private investors and sold with better ratings than they had.

 Facts: The bankruptcy of SVB is not a catastrophic event, since it is not bursting a bubble. There are no signs that the bankruptcy of SVB is the “burst” of a bubble that has not been made visible, or that said bankruptcy is the result of bad practices adopted massively by all banks in North America and part of Europe, as it was in 2008.

And the banking systemic risk would not be the usual kind of banking risk. “This Bankruptcy does not pose a risk of contagion, which is due more to Silicon Valley Bank ‘s business model than to more general problems in the banking system,” said analyst Jaret Seiberg of the specialized consultancy TD Cowen interviewed by Yahoo! Finance. In that sense, “systemic” exposure within the rest of the US banking system would be limited. SVB’s business model was almost unique. And while there is no obvious banking systemic risk, shares of many smaller banks still fell precipitously.

But there is another type of systemic risk, now mitigated by US Government; Many important large technology companies and many smaller ones (start-ups) were exposed to SVB. The Santa Clara (CA) bank reported funding 44% of venture capital-backed healthcare and technology IPOs in 2022, and 55% in 2021. The bank played a determining role in the financing of start-ups and the ecosystem; more than 3,500 startup CEOs have asked the Treasury Secretary to support company deposits since more than 200,000 employees eventually are at risk.  BIDEN itself appeared on national TV announcing that all deposits will be respected and backed by the government.

And this bankruptcy may not be a catastrophic sign, but it is a very serious alert. Being SVB the 16th largest bank in the U.S. we are not talking about a minor financial event; it is the second largest bankruptcy of a bank in the United States.

And eventually, SVB may be the canary in the coal mine;  First of all, ¿How did this happen? A run on deposits of the clients of the bank, that SBV management could not compensate as quickly as the regulation requires. That was a huge endeavor,  for the bank to achieve, among other things because its positions in Treasury assets were worth much less in the market than on paper. This is not an accident or lack of accounting accuracy: Every time the Fed raises interest rates, newly issued Treasury bonds pay better than older bonds, making them more attractive over older bonds, and making recently issued Treasury prices higher. previously issued bonds start to fall in their price. In a scenario of permanent interest rate rises, the price of purchased Treasury bonds will always tend to fall. Yes, you could wait for the 10 years of the Bond and claim your money back, but that is something not usually planned by the banks,

Many banks in the United States have started buying Treasury Bonds as the policy of increasing interest rates pushes down the prices of most other available investment vehicles, including gold or Bitcoin and most shares, it is thus that the banks have accumulated more than USD 620 billion in assets that now have lower prices than those that were purchased. A loss that has not yet been accounted for.

And this does sound like 2008; In that year, significant levels of assets had accumulated in bank accounts that could drop in price at any time, and if the price fell, they would become “the largest bag of odorous excrement ever assembled in the history of capitalism.” As Jhon Tuld would describe it as the character of the president of the investment bank in the movie “The Margin Call”.

So, summarizing how serious this is? How much of this can be made into a new 2008 will depend on the answers to the following questions:

• How many banks go out to sell those USD 620 billion right away, further reducing the price of those assets?
• How many small bank customers will run out to withdraw their deposits this week?
• Will Wall Street overreact to all this, pricing the share prices of banks dangerously low? Banks in general, and companies linked to anything that sounds like financing and technology will lead to an eventual fall in share prices. Towards the end of the week, we will see calmer in the market if no more technology or financial companies are going under.

For the world of Venture Capital and start-up financing, is a critical moment. This is a very serious blow to the world of VC and financing of nascent exponential companies (start-ups) that will generate recessionary waves since that many capitals placed in venture capital funds will be claimed by the owners to assess how the market evolves. Eventually, this means the VC world will come to a standstill for a few weeks or even months.

The FINTECH ecosystem at risk: Anything that sounds like tech + finance to the unsophisticated investor will sound like SVB. But beyond the collective investor hysteria that is coming, there are real effects on important segments of Fintech: What happened last Friday will generate enormous financial and regulatory pressure on the behavior and financial and operational resilience of  BNPL fintechs ( Buy Now Pay Later), firms that show almost exponential growth rates in their LOANS, something that can only be done with a very good credit origination methodology, but also with credit granting criteria that are a little more relaxed than those maintained by a traditional bank.

The post How serious is the bankruptcy of SVB? Are we back to 2008? appeared first on DiTech Media.

I am currently a student at UT Austin’s Business school, pursuing a degree in Marketing and
Entrepreneurship. I work as a Marketing Assistant with the International Business Department and a
Marketing Consultant and Professional Development Officer at American Marketing Association, and am
a part of the Kendra Scott WEL Institute Student Council as well as Undergraduate Business Council.

I initiated and launched podcast series, What Cause Inspires You, already interviewing 35 students
from 15 U.S. states and 3 international countries to build awareness for their causes, reaching more than
100,000 students, parents, and experts alike on Spotify, Youtube, and Apple Music. The podcast is
currently booked through Jan 2022, broadcasting the passionate voices of the next generation’s change-makers. I also started​ Professional Perspectives​, a sub-series that features interviews with CEO regarding
their insight on social entrepreneurship. In addition to raising awareness, our scholarship division hosts
a challenge to provide monetary awards to students who are making an impact.

My employment​ with Humanity Rising​ extends far past the “What Cause Inspires You” podcast I
initiated this May. I am also the marketing and social media head for the organization, combining my
expertise in business strategy and social justice. I recruited and currently lead a team of 20 college interns
in marketing, analytics, interview operations, and outreach on 5 platforms. In addition to hosting podcast
series, I am a keynote speaker for events such as Female Strong workshops for youth leaders to voice
their passion and have been featured on India Currents, The Femina, 92.3 FM, and more.

As a Youth Lead for Maitri, I had the privilege of speaking on Radio Zindagi. ​My goal as youth manager
is to reach youth audiences and inform them on topics that are often prevalent but ignored in a discussion
and to do so I organize and market community sponsorships such as a recent teen convention and a Maitri
Teen Mental Health panel.

Inspired by the selfless story of a foster parent, I founded a non-profit “Needed but Forgotten” (NBF) to
bring suitcases to foster children to improve their self-esteem and lives. I piloted by delivering thirty
Samsonite suitcases to three foster agencies, catalyzing a lasting agreement for annual donations.​ ​I am
currently scaling this effort to build a sustainable digital marketplace that connects surplus/outdated
inventories with needy charitable organizations worldwide.

2.Who were the mentors that encouraged you?

Here is a series of posts, recognized mentors that have encouraged me.

Have you ever gone into a meeting feeling uncertain about the awkwardness of Zoom but you were
pleasantly surprised at the natural conversation that followed?

Today on ​#FRIDAYFORTUNES​ I want to highlight mentors that have encouraged me off the bat to
explore a journey in social activism and given me tools to do so.

*​Khalilah Lyons, MHRIR, PHR, HCS, SWP​ , and I met this morning and her energy was radiating. She
was an instant inspiration to me and I look forward to collaborating on a vision to empower female
entrepreneurs.

*​Monica Peraza O’Quigley​ was on my Professional Perspectives podcast series last week, and after an
amazing conversation, I am grateful for the opportunity to be mentored by her for my expanding
non-profit.

#FRIDAYFORTUNES​ seems fit with Thanksgiving around the corner.

Looking back to the start of ​#quarantine​, I never would have imagined starting a ​#podcast​ that is
now almost 40 episodes in, booked until May 2021, on 3 platforms, and reaching students globally.
Thank you to ​Humanity Rising​ for allowing me that voice in hopes to ​#inspire​ others and opening
the doors to opportunities I didn’t know existed.

A special thanks to Founder ​Debbie Ferruzzi​, ​Niko Soriano​, and ​Gena Dorris​ for being an amazing
team and guiding and supporting me through hosting keynote events, scholarship challenges, and
more.

And more on #FridayFortunes on LinkedIn.

3.What are the challenges of becoming a female social entrepreneur?

As a Girl Scout, I’m taught that women have the ability to achieve anything a man can regardless of
society’s refusal to highlight female accomplishments. Steeped in service, I pursued my Silver Award
launching non-profit, “Needed but Forgotten,” that aims to donate suitcases to foster children. When I
pitched NBF at an internship, however, I was the only female in the group interview. The males in the
room felt threatened, not by my ability or skill, but my supposed “advantage” being a female that could
increase diversity in the company. I received the position, but every day it is a mental challenge to
convince myself and others of my worth. It is said that men apply for jobs if they are 60% qualified, but
females only if they are 100% qualified. So, I was on a mission from then on to elevate my confidence as
a founder, CEO, and social entrepreneur.

I was then recruited by Maitri to lead the “Engaging Men and Boys” to educate males on toxic
masculinity and partner violence, and have held conventions with student and expert panels to outline
concrete action actions to implement a more gender-equal workforce. Speaking at global conventions
with other CEOs, scientists, and teachers from around the world increased my proficiency as an advocate
and I was nominated Female Negotiator by Launch Negotiation later that month. Now as a part of the
Kendra Scott WEL Institute Student Council, I hope to accelerate my two-pronged mission of a more
female-empowered world: ridding society’s stigmas while paving opportunities for females.

As 1 of only 3 females in my Accelerator of 25 freshman founders, it took me almost 3 meetings to feel
fully appreciated, heard, and understood. I would worry about being stereotyped as “soft” for going into a
field committed to helping others rather than adopting a cut-throat profit-first approach. I want to use that
experience to ensure females have opportunities to perform without a doubt. After attending a Kendra Scott
WEL Institute Fundraising event, I was exposed to powerful influencers such as Tina Dai and Monica
Pereza, both of whom I have now interviewed and learned from in my podcast, Professional Perspectives
that broadcasts so that youth can get insight as to social entrepreneurship. Joining the student council
would mean being introduced to so many like-minded and inspirational women.

4.How to overcome these obstacles and challenges?

Getting cyberbullied throughout high school, my first instinct was to put up a strong front, forget my
negative experiences, and seamlessly move on with life. But, cyberbullying has increased 70 percent since
the pandemic started and I knew sharing my experiences could be beneficial both for myself and others.
So, with the help of a team at Humanity Rising, my current employers, I put together a 14-week
Anti-Cyberbullying curriculum, #BehindTheScreen, and partnered with Stand for the Silent for students
around the nation to start a chapter in their communities and educate themselves on the prevention of
bullying. I am inspired every day by the service stories I receive for my podcast and the
#BehindTheScreen chapter leads and it only furthers my drive to sustain a platform to help other activists
grow and explore their passions.

I notice everyday students who, after speaking or attending our webinars, can convert their own
hardships into positive change. For me, it’s a mindset that your struggles will never disappear, you will
only get stronger and learn how to overcome. And to take it one step further, using that built up courage
to ensure that no more youth or people in your community have to suffer the same experiences as you did.
It’s about using the hate, negativity, and downturns as motivation to rise above.

5.Which tools are necessary to transform a passion into entrepreneurial progress?

Flyover – With a goal to unify our communities, be sure to connect with like-minded individuals on an
empathic level to encourage them to be invested in change. As a flyover, use your resources to accelerate
impact and your passion.

Caterpillar – As a caterpillar, be ready to constantly evolve, experiment, and grow with every opportunity
presented to you and learning at every crossroad of our interconnected world.

Oven – What you put into an oven often looks nothing like the final product. The baking tray going in is
filled with unfinished products and raw materials in hopes of a delicious creation afterward. Thrive as an
oven by storming up creative solutions and seeing them to fruition.

6.What’s the one piece of advice you find yourself repeating over and over again to fellow
women entrepreneurs?

I plan on continuing to pave avenues of opportunity for youth activists as mentors did for me, whether
that be scholarships, podcasts, and panels, professional advice, volunteer opportunities, and more. I will
soon be hosting workshops with Female Strong to teach young girls how to voice their passion. Most say
“youth are our future.” Well, in one of my interviews with a student entrepreneur, she said “youth are the
now,” and I think it’s important to uplift those who are working towards change now.

One piece of advice for youth entrepreneurs and female entrepreneurs is to embrace yourself in the
“now.” Change doesn’t happen overnight but changing your mindset can. No longer view yourself as
someone who can potentially get to the place you want to be, instead envision yourself as that person
NOW, carry yourself as accomplished and deserving of respect, and don’t let others judgments and
doubt cloud your drive.

Articles to Reading and Podcasts to Watch!

https://maitri.org/podcast/s1/ep9-teens-in-south-asian-culture
https://podcasts.apple.com/us/podcast/yona-dishka-the-dpm-journey-professional-perspectives/id1535583
761?i=1000498259362

https://www.femina.in/trending/actagainstabuse/indian-americanteenager-is-helping-raise-awareness-agai
nstdomestic-abuse-172844.html

A Podcast Creates A Growth Space for Youth

https://www.indiawest.com/news/global_indian/indian-american-teenager-alisha-gupta-raising-awareness
-of-domestic-abuse/article_b6263d78-63c8-11ea-9067-3b54b4bba281.html

Workshops

https://www.instagram.com/p/CC9cll-DB1E/?igshid=n9sjvvnvis8v

One Girl Inspiring Others Through Numerous Causes

https://candtcollab.weebly.com/blog/humanity-rising-voices-podcast-presents-what-cause-inspires-you

The post Social Entrepreneurship as a Female<br>Alisha Gupta appeared first on DiTech Media.

My name is Andjelka Ducic and I am Marketing Director of Symbiotica, a digital agency from Serbia and Founder of F5 Digital Solutions, an agency based in Estonia, that is focused on startup consulting. I am a full-stack digital marketer with over 15 years of experience in the field. I have successfully managed more than 450 various digital campaigns for the clients and startups all over the world.

Along with my work, I am very passionate about teaching digital marketing and I am a regular guest on digital marketing podcasts, conferences, radio and TV.

Who were mentors that encouraged you?

It is very important to find and surround yourself with people that are not only the best at what they do but are also willing to share their knowledge. I was fortunate enough to be surrounded with women like that, who have encouraged me and supported me throughout my career and now I try to give back the same way. That is why I am a part of the ITGirls initiative that actively encourages more women to join the IT sector. I also volunteer as a Communications Director within an NGO called ‘Center for the Development of Human Society’. The main focus of this center is finding innovative IT solutions for societal issues, which I am greatly passionate about.

Is it more difficult for a woman to start her own business in the tech sphere?

Women entrepreneurship has both been a hot topic and a challenge for years now. Tech is an industry traditionally dominated by men, but on the other hand, it is also one of the industries with the highest rate of early adopters. That includes new tendencies in business development as well. So, yes, it may be challenging, but the tech space is becoming increasingly more open to female founders.

When we talk about starting our own business – how to choose the right business idea?

That is the million-dollar question. Here are three things to focus on:

1. Yourself – are you good at it? Are you passionate about it? Are you ready (financially, mentally, physically) for that endeavor?

2. Competition – are there other people doing the same thing? What makes you special and how will you stand out from the crowd? If there are no competitors, ask yourself why – is it because the idea is not good? Or maybe the customers don’t need it? Which brings us to point number three.

3. Customers – who is your target audience? How will you reach them? Are you solving a problem they are having and how?

If you can answer these questions in a satisfying manner, you’re well on your way to building a successful business.

Ok, but how to deal with a failure of a bad one?

There is this very common misconception that failure in entrepreneurship is a bad thing. In the competing world we’ve been raised from young age (where the second place is just the first in the long line of users), failure is always seen as something terrible. But really doesn’t have to be. Most of the successful business people can tell you a lot of stories of their past failures with a smile on their face. That is because they didn’t see them as the end, but as a way to learn something, recuperate and return stronger than ever.

What’s the one piece of advice you find yourself repeating over and over again to fellow women entrepreneurs?

Don’t apologize. Women tend to be overly apologizing and keep saying “I am sorry” for every little thing. It’s just something many of us were taught since we were young. Stop apologizing for no reason. If you’re right, and you know that you are right, own it! If you made a mistake, own it and learn from it. Just stop apologizing and start conquering the world! 

Prepared by,
Stanislava Angelova
/Editor at DiTech Media/

The post Women entrepreneurship: How to start? <br> Andjelka Ducic appeared first on DiTech Media.

I have an extensive background in the consulting domain and here a particular expertise in global strategic planning throughout several industries including technology, renewable energy, automotive, heavy engineering. Specializing in market development and implementation of business plans, product development, and management of international business development as Managing Partner for Tibil Solutions I oversee our international go to market strategy and have a focus strong focus on the manufacturing sector

What are the pros and cons of IoT?

The Internet of Things works on the premise, that the more the information that is analyzed, the easier it gets to make the right decisions.  Therefore, IoT generates a large amount of data-far more than any human, can cope with. The date generated by IoT provides cognitive insights and is designed to function with extreme accuracy, and therefore, it eliminates errors while monitoring and tracking data in real-time.

This high-level of precision facilitates the automation process of routine and repetitive tasks which would otherwise be very time-consuming. The Internet of Things can also create more financial opportunities by reducing costs and process complexity.  Estimates predict that linking the physical and digital worlds could generate up to $11.1 trillion a year in economic value by 2025.

However, IoT technologies can be a double-edged sword. The most pressing and talked about disadvantage is the risk IoT poses to data security and privacy

How Manufacturing Analytics can impact the business of SMEs

 Manufacturing analytics can offer organizations a significant look into their business processes to help find ways to improve them. Major use cases are:

• Predictive maintenance: Ensures highly reduced down time. It works by analyzing performance data to determine when a component is likely to fail. For example, the analysis of time series data from IoT sensors (such as for vibration or temperature) can be used to predict equipment failure. This helps to limit downtime and also identify the cause of the problem so that the appropriate adjustments can be made to avoid it being repeated.
• Yield-energy throughput (YET) analytics: Ensures that components and machines are utilized as efficiently as possible. It helps to increase yields and reduce energy consumption. This works by real-time monitoring and optimization of the parameters that the machines operate with.
• Profit-per-hour (PPH) maximization analytics: It can be used to define an optimal setup by looking deeply at the many factors that can impact the final profitability of a product.
• Demand forecasting: By having IoT sensors, many of the communication gaps that often arise between production and supply chain can be eliminated by having real time data made available to all relevant stakeholders.

Other applications include better asset tracking, supply chain visibility, and inventory management.

Which tool is most suitable for SMEs operation and how to implement them seamlessly in their current manufacturing process?

 This clearly differs based on company specific requirements. While there maybe one tool that is used widely by one particular organisation, it may not be the same across companies.

One possible approach to selecting an appropriate tool, could be to start in areas where an enterprise has significant problems, for example high rejection rates or customer complaints. It could also be that profits for an important product range are going down or emerging technologies are making a product obsolete.

In all these cases it is important to get the relevant data to better understand the problems, identify the root-cause by different analytical means and arrive at a significantly better solution.

If you have greenfield project and a sound financial backing, it would even be possible to identify completely new methods of manufacturing.

Is IoT in smart industry only a win for the developed countries? Who will benefit most?

 The information- or knowledge-based economy does not need an extremely high infrastructure cost. Emerging markets today have in many cases both the technological expertise and the infrastructure capital to embrace IoT service and product technology solutions. Ultimately there will be different business models and go to market strategies in developing markets and emerging markets and both will benefit from IOT

Do you think there is a difference in attitudes using IoT solutions between Europe, US, and Asia?

 The attitude may not be so different, but the conditions are definitely not the same. Europe has a strength in machine and product design and manufacturing, Asia in Software development and Innovation and the US has its IT giants and a large number of start-ups.

Given these diverse strengths, the need of the hour is open markets, global co-operation, and the utilization of each other’s strengths. Indian software companies could be ideal partners for German machine builders and American software companies could supply the artificial intelligence modules.

It is an illusion that one company can do everything. With cooperation, the speed of development will be much faster and the technical accuracy will be higher.

What new revolutions we should expect in next 10 years?

 I would like to highlight here two major developments – AI and Autonomous Vehicles:

1. Artificial intelligence will be the fundamental tool needed to make sense of the vast amount of data collected these days, and make it usable by business. AI will help IoT data analysis in the following areas: data preparation, data discovery, visualization of streaming data, time series accuracy of data, predictive and advance analytics, and real-time geospatial and location.
2. One key application of AI will be around the development of autonomous vehicle. Autonomous vehicles of all kinds – cars, taxis, trucks, and ships, will become in the next 10 years truly independent and commercially viable. This is a massive innovation that will change the entire transportation system as we know it. We have already seen the introduction of driverless cars, and while it’s still a technology with a few rough edges, this decade will see it in its polished form. Ultimately this development will have a direct impact not only on mobility concepts but also on the way we live. The next decade is set to transform self-driving cars by perfecting the technology.

Prepared by,
Stanislava Angelova
/Editor at DiTech Media/

The post IOT and the digital transformation <br> Markus Pfefferer appeared first on DiTech Media.

I’m an aspiring Educationalist and futurist and keynote speaker. My mission is to uplift people to ideas so they can unlock potential and achieve the impossible. And create one-of-a-kind development experiences and high impact learning tools that promote productivity, innovation, and collaboration in the workplace.

I have delivered several courses in areas including IT and Business Courses such as Human Resource management, customer experience, coaching for success, digital transformation, direct sales, professional development, leadership development, delivering feedback, email etiquette, performance management, and several faculty training programs. Besides, I have published several research papers in reputed journals and have been a keynote speaker at several conferences. My interests are in the upcoming latest technology and its impact on business today.

My journey starts with inspiring people to learn, develop, and grow, unlocking human potential to contribute and achieve greatness. To do this, I constantly ask questions, challenge traditional thinking, imagine endless possibilities, and never stop learning from the greats!

What is the role of HR?

Each organization, huge or little, employments an assortment of capital to form the trade work. Capital incorporates cash, resources, or merchandise used to produce wage for commerce.  No matter the industry, all companies have one thing in common: they must have individuals to create their capital work for them.

Human Resource Management (HRM) is the method of utilizing individuals, preparing them, compensating them, creating arrangements relating to them, and creating methodologies to hold them. As a field, HRM has experienced many changes over the final twenty years, giving it a more vital part in today’s organizations.

The role of HR could be a bunch mindful for overseeing the worker’s life cycle –

Recruit candidates according to the needs of the organization and making sure that the right candidate is selected.

Hire the right candidates by conducting   interviews, planning enlisting endeavors, and onboarding unused representatives

Process payroll by calculating each payday and hours collected. Costs got to be repaid and raises and rewards ought to be included.

Conduct disciplinary action for employees going against the company policies thus leading to the misfortune of a profitable worker. Sometimes disciplinary actions may not be the best course so it’s up to the HR to create a solid sufficient relationship with supervisors and workers alike to distinguish the cohesiveness and wellbeing of a group.

Update the policies is   HR’s work to form official overhauls to approaches and to propose changes to approaches when they do not serve the company or the representatives.

Record keeping to offer assistance to managers for recognizing skills gap, to assist with the hiring process, and to analyze statistics according to regulations.

Conduct benefit analysis routinely by investigating similar companies to check if they are in trend and are attracting the best talent.

What is HR Analytics?

The human Resource team is vital for the success of any company. There is a shift happening in the human Resource Industry and that shift is from intuitive decision-making to a data-driven approach. The human Resource team is generating data at a phenomenal rate and it has been found that they often struggle to convert this data into valuable insights. This is where People Analytics / HR Analytics/Workforce Analytics comes in.

“HR analytics also known as People analytics and workforce analytics is the use of people-data in analytical processes to solve business problems. People analytics uses people-data, collected by HR systems (such as payroll, absence management, operations performance data) to achieve organizational objectives in the making.

HR analytics is a data-driven approach for solving people issues like- Hiring, Performance Management, Compensation, and Retention.

HR Analytics helps in leveraging HR data by making better business decisions. It is a data-driven decision making in HR. HR analysis is systematically identifying and quantifying people drivers of business outcomes.

By utilizing individuals analytics there is no need to rely on gut feeling any longer for making decisions as HR usually does. Analytics empowers HR experts to form data-driven choices. Besides, analytics makes a difference to test the viability of HR policies and diverse intercessions.

Why do we need HR Analytics?

HR Analytics potential is beyond imagination it can be used to drive better business outcomes to improve employees’ experience and well-being. It supports Organizational strategic planning, prioritizes HR investments, and actions. demonstrates the bottom-line impact of HR practices and programs and align HR strategy with corporate strategy.

HR analytics is changing HR. It empowers HR in various aspects like Make way better choices utilizing data, create a trade case for HR interventions, testing the viability of these interventions, and moving from an operational accomplice to a strategic, or indeed key partner

Today, HR’s role is not limited to save employees’ information. This doesn’t suffice in today’s data-driven economy. Instead as quoted by  Carly Fiorina, “The goal is to turn data into information and information into insight”. Hence this is applied to HR.

How complex statistical Analysis can shape the future of the Workforce?

 To start using data analytics for predicting business decisions is a big deal. According to research by Tata Consultancy Services in 2013, organizations see the improvement of employee retention as the greatest potential benefit, This report indicated which employees are most likely to resign in the short term and which factors make this disruptive departure of irreplaceable employees more likely. After all, it is very expensive to recruit and train adequate replacements.

 To shape the future of workforce analytics is quite beneficial in various aspects: Identify the employees with the right knowledge to deal with a company issue, discovering information in the company’s digital archives, identifying the internal mentors to coach other employees. It is also useful in defining the most appreciated employees by evaluating employee morale/engagement and shaping the best job candidates for a definite job/building more predictive profiles for hiring and Identifying employees for promotion and providing them rewards. Hense by identifying the efficacy of recruiting campaigns by Improving employee retention by finding out who is likely to leave and try to discourage them from leaving proves to be quite productive for organization success and prevents loss.

 HR Analytics – Challenges and Opportunities?

 Workforce analytics will certainly experience a few bumps in business. The fruitful business about from the use of analytics will do much to gather the fundamental support for surmounting these deterrents, whereas too driving to further venture.

Challenges and opportunities of HR Analytics are:

Establishing   the right technology to bridge the knowledge gap when starting HR Analytics

1. Find the right technology to cater to your needs for data analysis.
2. Communicating well about achieving your wider business goal

• Creating clear standards in the organization to produce quality data to get the most out of HR Analytics

1. Analyzing discrete, dissimilar, and specialized data by owning the data centrally and not separately by different business units.
2. A strategic partnership with key stakeholders is vital for effective HR big data analytics and the collaboration of HR and line managers will lead to an improvement in overall firm performance.

What trends will shape Human Resource departments over the next five years?

Expressions like the “Fourth Industrial Revolution “have been utilized to portray the social and financial changes we are encountering within the 21st century, driven in huge portion by the innovative transformation due to the internet,  information, social media, big data, artificial intelligence, etc. These new technological advances have changed the way we live and think. It is also changing the world of business. Similarly, Human Resource also has a new challenge to face with its new role.

The majority of organizations are looking for a more agile and dynamic reorganization, and leaving behind the bureaucratic frameworks Companies are being structured into small work teams which are set up rapidly, work together for one or two years and then move on to other projects within the organization.

With the pace of technological change and plan for what is likely to happen in the coming decades. The approach is to learn constantly. We can no longer content ourselves with going to university and building our future careers on what we have learned in those years. Our career has become a path of continuous learning.

Talent development is vital for a knowledge-based economy. To attract and then retain the best people, human resources executives are using social networks, new computational technology, and big data has spread like a wildfire, accelerating recruiting, and lowering costs.

Human resources executives are committed to preserving the organizational culture of businesses, enhancing the morale and dedication of employees, keeping up with the expectations of the new Millennials, and providing employees with better learning opportunities.

The way to achieve a promotion within the company or a raise is changing. Experience, seniority, and examinations are no longer the primary method of appraisal and there has been a shift towards a faster and more flexible model.

Companies around the globe are looking for a new type of leader, one that is capable of adapting to the economic and social changes taking place. The trend is towards younger and more diverse leaders who can run businesses the digital way.

Organizations are becoming digital and human resources departments must also follow suit. The department’s responsibility is to roll out new digital initiatives to the entire workplace, implement new mobile applications like Slack, Workplace, Microsoft Teams, Gamelearn, etc. software and tools that help change the way the company works. Even chatbox services are used as artificial intelligence for recruitment in the most innovative companies.

More companies are using data about their employees to improve staff recruitment processes, increase company productivity, and detect logistics errors. These new trends have led to the coining of the popular term “people analytics”: the intensive use of data to make decisions that affect people at work (who to hire, who to promote,  etc. By combining workers and machines (which some people call the “augmented workforce”) may create new jobs, boost productivity, and allow workers to focus on the human aspects of work.

Prepared by,
Stanislava Angelova
/Editor at DiTech Media/

The post Impact of Data Analytics on HR Practices <br> Dr. Aftab Ara appeared first on DiTech Media.

I’m a people-oriented professional, with around 20 years working experience in the Human capital management industry. I started my career as a headhunter, and have gone through the human capital management journey. Now I am a managing partner for Rawaj HCM, and founder of Z-Coach foundation that’s concerned with linking the graduates with the labour market.

Why is it important to study and to know human behavior?

The study of human behaviour has played an important role in improving the lives of people in general. It has also facilitated advancements in areas such as organizational behaviour management. We need to know why people make decisions, with the goal of better understanding the decision-making process. We also are concerned with the human interaction inside organizations and why conflict occurs among co-workers and how can we avoid this and link people to a common goal. Employers hire psychology professionals to better understand personality types of their employees and encourage personality shifts to avoid personality clashes. Perhaps you have heard many times that there is always a misunderstanding between a manager and his/her team. It’s not necessarily related to the type of work itself, but in many cases it could be related to the different personality types.

How this will affect performance & productivity?

Studies have shown that applying psychology at work can help solve problems and create improvements in the workplace. Understanding self and others more clearly will definitely improve communications, and will increase success in all relationships. For me, it’s very important to know deeply about my behaviour and my own thinking and gain more insights and better understanding of those around me. I think the results will be spectacular on performance and productivity once we come to a common ground and understanding.

Give some advice to our readers – How can we have better and healthy workplaces?

We are living in a volatile and uncertain world. And I believe most of us have gone through different pressures inside our workplaces; speed up your productivity, maximize your efficiency, cope up with the fast demands, etc. And we are constantly given a lot of work to do in a very short time.  All these pressures can actually harm our bodies, physically and mentally. So my advice is to try hard to improve your work environment. It’s a simple advice, but needs a lot of effort to apply.

To make sure that I drove my message home, I meant by improving work environment not only the building structure and office interiors, but the most important is the people around you. If there is a kind of harmony among people inside any organization, this will definitely let one feel focused, happy, and more productive. I.O Psychologists will play a great role in fulfilling this task. So do not underestimate their role. I also urge HR professionals to take part in improving the workplace environment.

What do you like least about the world of human resources?

I do not really like the wording “Human Resources”. I tend to say “Human Capital”, because I see people as assets not resources.

What is the single biggest challenge facing the HR department today?

Oh! A very difficult and challenging question Stanislava! Really there are many challenges that are facing the HR department today.  To nominate a number of them, I will begin with the ever challenging one that is Talent. When it comes to acquiring high quality talents, the game has changed. As the tight labour market continues to create significant challenges for HR departments. In a recent survey for XpertHR, HR professionals reported hiring as their most critical challenge. It’s a challenge because of the talent war and lack of high quality talents, and because of the obsolete methods used to attract talents.

On the other hand, I believe that leadership development is one of the biggest challenges for the HR professionals. SHRM 2020 poll indicated leadership development as a key challenge for HR professionals. I see this clearly in most of the companies we are working with. As the workforce are aging quickly and companies are expanding and growing, it has become more important than before to apply leadership programs and put succession plans into quick action. Also HR professionals have to take great strides in applying retention plans to stop the talent leakage.

Finally, I see that digital transformation and the application of human sciences inside organizations is also another big challenge for HR professionals. HR professionals need to exert more efforts to cope up with the transformation taking place day after day. 

What would be the competencies and skills required by future jobs according to you? 

There seems to be a consensus that digitalization will continue to transform the competency requirements for employees over the years to come. However; it’s quite difficult to predict exactly how the importance of each specific individual competency will change, or which competencies have a low capacity for automation and will therefore be in demand in the labour market. So, I am concerned with the competencies that give humans the edge over machines and are almost impossible to automate.

Of course each position requires a different set of competencies and skills. However; if we speak in general about the common ground that all talents inside an organization need and will be difficult to automate, I think that communication is the most outstanding competency that is required today and in the future. Being able to communicate effectively and spread an atmosphere of harmony will definitely be required.

Also competencies related to competitiveness, decision making, creativity, complex problem solving are all required in the future jobs. Moreover; I do believe that creativity and social intelligence competencies are likely to gain greater importance in the future.

The post Psychology in the Workplace <br> Khalid Saleh appeared first on DiTech Media.

I’m the Founder and the Head of an international IT recruitment agency Lucky Hunter. I started my business four years ago. The reason why I decided to open the agency is quite common — one day I realized that I hit a ceiling in the startup I was working at. I understood that I need to dip my toe into something new. I didn’t want to work for another startup or join a corporation. That’s why I decided to take a risk and become an entrepreneur. The risk went my way: today 13 people are working for Lucky Hunter. We have a lot of outstanding clients, filling challenging and inspiring roles for them. We are also going to take over the world, opening offices in Europe (for example, now we are opening a new office in London). On the basis of the agency, I have also launched three independent tech projects: Zero2Hero, CVHub and KNBattle. Zero2Hero is aimed to help startups launch their products faster and easier by building rapid product prototypes. CVhub is a special service for IT recruiting. KNBattle is an online “Paper, scissors, stone” game created in casual style. 

What did you do before starting your business?

I’ve been working in the recruiting sphere for more than 13 years. I worked as an in-house recruiter and after three years of work, I became the Head of the Recruitment department. After reaching my top career level, I changed the place of work and joined the team of a Danish tech company. Before starting my own business I’d also worked in several tech startups. The last place of work was an international tech startup, where I have occupied the role of HR business partner for over five years. 

Who were mentors that encouraged you?

I have always been working with the most inspiring and cool people. Almost every person from the tech world (from Programmers and QA Engineers to Designers and Team Leaders) encouraged me to learn something new, build projects, develop in the tech sphere. Looking at how they managed to launch very promising and breakthrough projects, I started to learn several programming languages, soak myself in the world of IT as I was intensely keen on working with such teams and be roughly on the same page with them.

Is it more difficult for a woman to start her own business in the tech sphere?

I don’t think so. It’s not important whether you are a woman or not. It’s more important to have a vast experience of working in the tech sphere before starting your business. It would be rather difficult to withstand competition if nobody has heard of you and your skills. You also must be a professional in the field, should be well-versed in technology and follow the latest trends. These factors (and not your gender) make sense.

However, in some cases, it’s more difficult for a woman to gain success in business (not only in tech sphere) as some people think of women in a rather stereotypic way. Some people think that women can’t always control their emotions and don’t believe in women’s intellectual capability. That is why women should prove their “viability” while men don’t have to do this.

How to successfully overcome difficulties when building a career in tech industry?

You should not be afraid of difficulties. It’s extremely normal if something goes wrong. You should accept the challenge, overcome difficulties and keep moving. My favourite quote sounds like this: “If You’re Going Through Hell, Keep Going”. I suppose it’s the best recipe for success. 

Can you tell us useful hacks on starting a business in the tech world based on your experience?

To succeed in the tech world you should continuously follow the latest trends and act with speed and decisively. Have a cool idea? Start bringing it to life right now! Tech world changes on a record pace and if today you dawdle on building your project, it’s very likely that tomorrow Google will build it instead of you Create a prototype, test your hypothesis, use metrics to analyze the effectiveness of your idea. Do something. And don’t listen with rapt attention to the “motivating” speeches of coaches like Tony Robbins and you’ll definitely succeed

What’s the one piece of advice you find yourself repeating over and over again to fellow women entrepreneurs?

I’ve already told at the conference that the key to success is rather simple — you must work hard, you should not be afraid to take risks, and create teams. I read this advice at the very beginning of my “entrepreneur path”, and looking back, I realize that this is a very true statement. Always remember that you can do whatever you want and it doesn’t matter whether you are a woman or a man. 

Prepared by,
Stanislava Angelova
/Editor at DiTech Media/

The post Tatiana Melnichuk Inspire the next generation of women appeared first on DiTech Media.

I am a co-founder of nadimo.com, podcast host to the best ecommerce podcast, eCommerce Allstars. I have been a thought leader and futurist for some of the largest tech firms in the world, being referred to by IBM as “One of the Industry’s brightest minds”.
I am a ecommerce consultant, coach and mentor that also leads a team of internationally elite ecommerce developers focused on simply driving success for our clients.

There’s clearly some difference between how we shopped before to how we shop now. How have times and the industry have changed?

Other than the obvious items being various mobile devices etc, the most significant change is the expectations of customers. Site speeds need to be at an optimal high, while also providing the required and expected features people have come to expect. That said, people are also expecting a much quicker checkout, friction free so to speak, and customization is now becoming something that is setting sites apart from each other. These types of things cannot be handled from the aspect of implementing a templated design any longer. Also the need for omni-channel fluidity is also at the forefront, the ability to buy online and pickup or return in store has never been in such demand. Those who can capture this as an opportunity to upsell and cross-sell will reap the rewards of a seamless online and offline experience.

Which of the current ecommerce trends do you consider to be the most important?

I spoke recently about 5 common trends that can set people apart, and speak of these often on the podcast as well as highlight these at nadimo.com.
They are:
A. Open source vs Hosted eCommerce Platforms – With the rise of the publicly traded Shopify, there has been a huge shift to this platform because of its price and its ease of use. The issue is that this will not be the platform in most cases that will drive success over the long term and will not allow sites to take advantage of the other areas needed to be a true success. Don’t get me wrong, the platform works and can be a great starting point, but as with all SaaS based approaches there are limitations.

B. The Zuckerberg Effect – There has been a huge shift to ecommerce, and in some cases this has been enabled by sources like shopify. This is great for the industry, however, this has started a phenomena whereby there are a significant number of ecommerce founders without a technical background. Ecommerce at its source is a tech company, unless of course its an extension to an already existing retail presence, but either way divisional or not, this part of the business is tech based. This does not mean it needs someone of a tech savvy background as a founder, president or CEO, but they certainly need to have one available to them to navigate the landscape and optimize their operations.

C. The Checkout Headache – Never before has a one click checkout been more in demand. Places like Amazon have owned this space, until recent technologies have popped up on the scenes. Now no matter your size of operation, you too can have an expedited, friction free checkout that will make checking out even easier than standing in line at walmart or using the express checkout. This is a must, and if done right can and will set yourself ahead of the pack, and if done incorrectly, will leave your competitors pickup up those lost sales and cart abandonments. Don’t forget they have the ability to target with great detail just like you! Just the other day I clicked a FB ad to purchase and while I was in the process my wife was getting innondated with ads for the competition, I had not even placed my order yet! MAKE THE CHECKOUT SEAMLESS AND FRICTION FREE, IT NEEDS TO BE!

D. Automation & Integration – This is a little redundant in the sense, that you will be using integrations on the checkout process, but also do not forget the right balance of various integrations as well as automations so as to streamline backend infrastructure will make the entire business that much more efficient. I have a few podcasts where I speak specifically to this point, but the key here is to keep a good balance of frontend and backend integrations so that you can automate through integrating as well as increase sales and conversions through the utilization of key integrations.

E. Custom is King – Over time the emphasis on customization has become the ultimate differentiator in the world of ecommerce. If you can introduce ways that people can build their own product like Nike.com has done, making their custom shoes the top seller in their online store, you are doing nothing but building a bigger and better differentiator between you and your competition. The best way to keep people coming back is to make them feel part of something and if they created their own product and put their name on it, you are setting yourself up for success. “Remember that a person’s name is to that person the sweetest and most important sound in any language” Dale Canragie. If you can give them the ability to put it on something or feel that you care about it too, you’re ahead of the pack!

Where did the idea for Nadimo came from? Tell me more about it?

I consult and coach ecommerce entrepreneurs, founders and their teams each and every day helping them iron out kinks and grow their businesses correctly. I focus on the optimization of their online store by applying the 5 points discussed earlier, ultimately guiding them down the path where they will have the most likely chance for success. If that’s you, go to nadimo.com and book a FREE Success Session with me.

According to you which are five trends that could send your business to the top?

Whilst they are all important and each one to some level leans on the next, the ultimate goal is to reach the top, Customization. Think of it as maslow’s hierarchy of needs for ecommerce, you need the right platform and the right person beside you, behind you, in your pocket, on speed dial whatever. You need the slickest checkout process known to man. Automate and integrate towards the success of each of the needed functions and features on your site to set up success in all aspects of the business from frontend to backend, then, HIT HARD with something amazingly custom!

What eCommerce innovations are exciting you the most these days?

Post sale upselling. It may not be new or necessarily an overly exciting innovation, but it’s not something that can be applied with the same success in a physical world, but leads to excellent returns on overall average order volume.

Prepared by,
Stanislava Angelova
/Editor at DiTech Media/

The post The Future of eCommerce <br> Branden Moskwa appeared first on DiTech Media.

Sure, here my personal highlights as follow:

• Business Focus. Fifteen years of HR Business Partner experience in MNC with various industries both in Fortune 500 and startups, strong business acumen and solid business player, with entrepreneurial mindset.
• Big Achiever. Strong strategic thinking and business acumen and able to drive and implement change, led numerous change initiatives and projects with deliverables exceeding expectations.
• Customer Focus. Excellent communication skill and fully bilingual, versed in coaching own team and line managers to elevate their career development, with strong sense of commitment.
• Enable Others. 10 Years of people manager experience in matrix and flat organizations, convincing and transformational leader, empower and encourage team members, equip necessary resources with envisioning the company and HR strategy.
• Self-dedication. Proactively and can-do attitude, very solid sense of responsibility and reliability. Self-motivated, result-oriented and keep up diligent, decent and dynamic image.
• Three months job rotation as Corporate HRD in Silicon Valley, leading a very diverse HR team, finishing PMP (annual performance management) and other 4 HRIS rollout on time with high quality deliverables.
• Primary project leader for several Organizational Design Projects, proficient in job mapping (Hay Points, Radford, Mercer IPE), talent auditing, salary structure optimization and review.
• Setup whole HR management system, process, policy and regulations from the scratch, with full spectrum in the fully compliant and legal manner, qualified for rounds of due diligence.
• Proficient in employee and labor relations, such as special case handling without any litigation and arbitration, terminated 300+ staff by person of 10 nationalities from desk level to C-suites.

Current role: Independent Consultant, Coach, SHRM-SCP and Instructor

• Mainly due to the pandemic and oil price crash in the North America, my previous company- GlassPoint Solar was undergone the voluntary liquidation in this April already. In this transition period (still seeking for my in-house HR VP or HRD’s role, but the employment market was severely impacted by COVID and the very tough relationship between US and China, so it takes much longer period of time than ever before), I am working as an independent consultant providing global HR consulting services, not only on facilitating the HR management related training (in English and Mandarin) but also handling the Executive Hiring, compensation and benefits, Organizational Development, People Analytics and other consulting services for clients, mainly for Chinese company with multi-national business.
• Providing coaching service both with project-based or individual problem-servicing based program mainly to HR practitioners in various HR functions/ modules: Meantime, as the instructor of SHRM(Society of Human Resources Management, largest HR professionals association with 300,000+ members in 100+ countries) credentials study with good passing rate both in CP and Senior CP.

Which are the top 5 initiatives in post-COVID-19 for HR leading?

Top 1-5 (refer to the snapshot) Future of work, Critical skills and competency development, organizational design and change managment, employee experience, current and future leadership.

In your topic For European Digital Week 2020 you said there are Three dimensions of managing and measuring Employee Engagement – which are they?

Details per the snapshot, three dimensions are from Gartner‘s study, which are: Organizational Trust, Commitment to Coworkers and the Right Capabilities.

“Leading Flexibility”- can you explain a bit more about it?

I suggest you would call it“ leading with flexibility“ instead of “leading flexibility” it is one of the key leadership trait/characteristics for senior managers especially for executives, facing current unprecedented uncertainties or we call VUCA times. Since they will lead or encounter numerous change initiatives, possessing such characteristic will definitely beneficial to them and their teams’ successful going through the changes to some extent.

 What is the single biggest challenge facing the HR department today?

• This is a great question, but I suggest you could provide more context or adding a few background information. However, I would like to hold an opination after the post-pandemic period and everything back to new normal (and we should adapt to it in the near future) overall speaking the single biggest challenge facing the HR department is: Improve employee engagement and stimulate organizational vitality by proactively boosting employee experience, despite of excellent change management related skillsets such as resilience, growth mindset, positive mindset, emotional intelligence, risk taking, etc.

What trends will shape Human Resource departments over the next five years?

That’s a fantastic question as well and I would like to make a bit of prediction for the following five years shaping HR professionals as follows:

• HR Technology should permeate into almost every corner of HR’s daily job and increase the organizational productivity and vitality, such as people analytics, personalization, upgraded digital transformation.
• Employee Experience could be the new focus which is future-oriented employee engagement upgrade, especially the workplace is becoming more diverse with 5 generations with respective needs, and the employee experience will be applied to the full employee lifecycle from recruiting to exit from the organization.
• E-learning or mobile learning would be replaced by the traditional classroom training to large extent due to lots of factors, and HR should be the champion of lifelong learning organization.
• Genuine HR BP’s role will be more complicated and diverse, incorporating coach, counselor, cultural ambassador into professional expert with better business acumen, service-oriented mindset, facing and leading with numerous change initiatives.
• More and more SME or COE professionals specialized in organizational development and talent management will be more popular and with higher package, in align with the internal and external environment demand.

The post HR Leading Through the Pandemic Recovery <br> Maggie Sun, appeared first on DiTech Media.