This CEO has the most reasonable plan



The salary gap between junior and senior employees in IT companies across India is constantly increasing. At one end of the spectrum, junior employees are barely getting a Rs 2,000 raise in their monthly salary after putting in a lot of effort throughout the year while senior managers are planning to get their next BMW. It is surprising to see that the salaries of freshmen have not increased much in about a decade compared to the senior staff. But you can’t blame companies alone for that. The salary gap is mainly related to the huge supply of engineers every year while the demand for these engineers has not increased proportionately. Also, the majority of engineers lack basic skill sets even after paying for a 4-year engineering degree.

Lack of skills, intense competition, limited opportunities, and education loan lead to ultimate desperation.

Getting a job after graduating from a middle engineering school is in itself a big first step for most young graduates. But they soon realize that salaries are not enough to survive in the big cities after paying rent, transportation and basic personal expenses. For them, the trend is clear – improve skills, keep changing jobs every two years, or start working in multiple places as freelancers and offer their minimum full-time job. Therefore, it is a combination of “overtime” and “quiet resignation” simultaneously for many entry-level employees. For companies, both “overtime” and “quiet take off” are a major challenge for HR teams.

So what should be done?

Avinash Joshi, CEO of NTT India– A global technology company operating in more than 20 countries and regions – in free interaction with Depashis Sarkar, Editor of News18 Tech It shares a different viewpoint regarding what employees and employers should ideally do.

“This is my personal view and it has nothing to do with NTT India. We have to recognize trends like overtime. It is something that is bound to happen. People will probably look to overtime sometimes out of interest and sometimes out of necessity. People will find ways to support themselves,” Joshi said. , I think the key is a conflict of interest.

Emphasizing conflicts of interest, he added, “As long as employees are transparent and there is no conflict of interest, this will become a lot better in terms of how you support each other. It may not be a good idea to do something that is not done transparently. Addressing conflicts of interest is key. More needs to be done. of conversations before policies are formed. If companies were able to figure out a way to deal with conflicts of interest, the conversation would be much easier.”

Speaking about the basic skills that IT employees should develop themselves in, Joshi said, “The good news for India, in my opinion, is that every business is turning into a technology business. As a result, having relevant IT skills will be beneficial. Some will remain. Evergreen skill sets for times to come.This is information security, software-defined service management along with a focus on domain skills for a specific industry that will become important.Having essential technical and business knowledge is critical for future growth.For example, if you are a software developer in The financial or banking sector, gain basic business knowledge of the sector as well as hone technical skills.”

The main objective of IT employees should be to stay relevant to the market. “They need to learn, unlearn and learn again to grow. What now appears to be an important skill may not be needed three years later,” he added.

Having said that, he said that no one in the IT industry needs to be overly concerned about changing trends. Existing skills will still be required and there is no indication yet that some roles or skills will soon become redundant. “However, any job that is repetitive in nature, I believe, will become automated. The classic example is that of call centers. He stressed that with the emergence of text-to-speech and other technologies in the picture, the majority of the work is now automated.


“As more and more software is developed, all kinds of testing skills will become important in the future. Software testing along with software management skills are things that no one should underestimate. This is because there will always be a demand for good program managers to drive proficiency in operations,” Joshi added.

Speaking about future plans at NTT India, Joshi said the company is working on expanding its data center. “We already have 12 data centers. Then we build five more. So in total we will have 17 data centers. So our data center capacity will double in the next 24 months. So this is a clear roadmap.”

“From October 1, 2022, NTT and NTT data are merged together as one. So, the infrastructure data center, the communication arm of the NTT group, and the applications arm of the NTT group, which is NTT Data. So the merger will create this large NTT Data company as a brand So, over the next 12 months, you will see that we are doubling both the data center part of it and the IT service part of it, and we offer the same comprehensive end-to-end portfolio to our customers.”

NTT India will recruit and rehabilitate people. Globally, the company invests nearly $3.4 billion in research and development.

“There are some unique solutions that we will eventually bring to market as a result. There will be solutions that address the sustainability sector and market need. So we and our ecosystem partners will be very focused on the sustainability part of the business. We want to become carbon neutral in our operations by 2030 and that We are moving to become carbon neutral across the entire value chain by 2040, so this is a very focused part.”

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