Linking Aadhaar to social media: SC to hear Facebook plea

The question is if linking social media to Aadhaar is breach of privacy. Upholding Aadhaar earlier, the SC had disallowed its use by private firms, stating it was contrary to right to privacy

Read the entire article at:

https://indianexpress.com/article/india/linking-aadhaar-to-social-media-sc-to-hear-facebook-plea-5922092/ (Accessed on August 21, 2019)

Firm incubated at IIT-Kanpur harnesses tech for irrigation management

Come November, farmers who get canal water for irrigating their fields in a Telangana district – most likely in Karimnagar district – may have a chance to try out something new to improve productivity of the winter rice crop.

To read the full article, please visit:
https://www.thehindubusinessline.com/news/education/firm-incubated-at-iit-kanpur-harnesses-tech-for-irrigation-management/article29189441.ece (Accessed on August 21, 2019)

CSIR UGC- NET Cutoff for June 2019 released, check subject- wise cutoff here

To read the full article, please visit:
https://www.hindustantimes.com/education/csir-ugc-net-cutoff-for-june-2019-released-check-subject-wise-cutoff-here/story-CpyqDlG8b637INatNhNm1K.html (Accessed on August 21, 2019)

Mumbai University’s distance learning wing hopeful to get UGC recognition

In June 2017, the UGC had issued a notification to regulate distance learning courses offered across the country that required institutes to seek the regulator’s recognition for these courses

After it was dropped from the University Grants Commission (UGC)’s list of approved distance education institutes, the Institute of Distance and Open Learning (IDOL) of the University of Mumbai (MU) said it was hopeful of making it in the fresh list, which expected in a week.

In June 2017, the UGC had issued a notification to regulate distance learning courses offered across the country that required institutes to seek the regulator’s recognition for these courses. IDOL did not figure in UGC’s first list of recognised institutes, issued in August 2018, as MU’s National Assessment and Accreditation Council (NAAC) grading had expired. IDOL also failed to show up in two consecutive updated UGC lists after that — one in January this year and another in the last week of June.

IDOL had to stop admitting students for courses in the current academic year because it did not get the UGC affiliation. Admissions to IDOL, which had begun in the first week of July, are on hold.

“IDOL didn’t figure in the last updated list because our expert committee visit had just concluded so obviously we had to wait for their report. Now that the report is submitted, we are sure the affiliation will come through in the subsequent list,” said Vinod Malale, public relations officer, IDOL.

“Since our application has been accepted and the visit by a UGC-appointed expert committee also completed, we are hopeful our name will show up in the next list,” added Malale.

According to the new rules, applicant institutes need to attain a NAAC score of 3.26 on a four-point scale before the end of the academic year 2019-20 and also get UGC affiliation. NAAC assesses and accredits higher education institutions in the country.

Source: https://www.hindustantimes.com/education/mumbai-university-s-distance-learning-wing-hopeful-to-get-ugc-recognition/story-jLOmU0e8Gcm36atDPkMPSL.html (Accessed on August 21, 2019)

Call to include on-trend topics

AICTE has identified nine areas — artificial intelligence, internet of things, machine learning, data science, robotics — for inclusion in BTech programmes

Artificial intelligence, robotics and data science should be included in BTech programmes to draw students to conventional courses, the vice-chairman of the technical education regulator said.

“An engineering institute can mention in the certificate that the student has graduated in mechanical engineering with specialisation in artificial intelligence or robotics. The institutes should offer the new topics as electives,” M.P. Poonia, the vice-chairman of the All India Council for Technical Education (AICTE), said on the sidelines of a conclave on “Impact of disruptive technologies on higher education” on Saturday.

Asked about the increase in number of vacant seats over the past couple of years, Poonia said colleges must revamp their curriculum in keeping with the demands of the job market.

“A student takes admission to a private college paying a huge sum. He hopes to get a job. But the students are remaining unemployed because of programmes that do not include topics potential recruiters are looking for,” Poonia said.

AICTE has identified nine areas — artificial intelligence, Internet of things, machine learning, data science, robotics — for inclusion in BTech programmes.

“This is the requirement of the industry. These days disciplines such as mechanical engineering and electrical engineering cannot be taught without artificial intelligence, machine learning or robotics. So I would advise colleges to make their curriculum industry-ready. They should get teachers who are competent to teach the advanced topics,” Poonia said.

Source: https://www.telegraphindia.com/states/west-bengal/call-to-include-on-trend-topics/cid/1699154 (Accessed on August 21, 2019)

sOURCE: 

Marathi: Fakta Post navhe, ComPost

Source: Maharashtra Times (Mumbai) dated August 20, 2019

Analytics, chatbots: The new frontiers in HR transformation

More Indian companies are using smart technology to manage human resources, but with impact hard to quantify, budgets remain low

Fifty eight per cent of Indian organizations will invest in technology to enable employees and managers to self-manage people processes this year, according to a new report by People Matters, a HR media platform founded in 2009. Based on the digital agendas of India Inc organizations titled State of HR Technology India 2019-20, the study highlights the understanding of automation levels in different aspects of talent management and also entails companies’ investment plans in HR technologies and how can they future-proof HR teams for digital transformation.ISTOCK

According to the report, there has been a ubiquitous increase in the adoption of HR technology, which testifies the progression of Indian companies towards the age of digital disruption in the HR space as well. Communication & collaboration, employer branding observed a surge in HR technology adoption by 21 percent and 17 percent respectively. However, strategic functions like Hipo (high potential employee) identification and management, succession planning, and strategic workforce planning are least mature in terms of technology

adoption. Even with investments ‘going up’ in HR technology for the year 2019-20, only 20 percent companies have allocated a budget of more than Rs 1 crore to this. About 45 percent plan to invest less than Rs 25 lacs in the next 12 months.

To increase effectiveness of HR execution emerges as the key objective of investment in HR technology. To empower employees and managers to self-manage people workflows and processes (59 percent) and to increase efficiency of HR execution (59 percent) completes the suite of top three core objectives of investment in HR technology.

When asked while shortlisting HR technology, which attributes do they look out for, ability to integrate (74 percent) was the top choice. However, it was found that only 37 percent companies have mainly an integrated system either from one partner (21 percent), multiple partners (8 percent) and in some cases, an integrated in-house technology (8 percent).

Cost still remains the prime factor in making HR technology investment decisions. As mentioned above, cost reduction was one of the objectives of investment in HR technology. The study also found that cost saving measures (49 per cent) is one of the top three metrics that companies track to measure the ROI of HR Technology. The other metrics include time-saving measures (54 percent) and HR operational metrics across functions (52 percent).

NEW-AGE HR TECHNOLOGY


The study shows that analytics, artificial intelligence (AI) & chatbots and cognitive technologies were ranked as the top three newage technologies that can create an impact on talent and workplace. Among the various technologies, blockchain emerged as the least mature technology because 39 percent of the respondents are not well-versed with it. While India Inc. organisations are highly optimistic about the opportunities that new-age technologies can bring to talent management and HR, the journey to adopting these technologies is not easy.

Organisations face challenges in adopting these technologies due to budget constraints, leadership buy-in, and lack of skills and capabilities in the HR team.

The limited budgets for HR technology (46 percent), leadership buy-in to experiment (43 percent), ability to measure return on investment (42 percent) are some of the challenges when it comes to adopting new-age technologies in their organization. Highlighting the HR involvement in adopting and executing technologies, the research reveals that in more than half of the participating organisations, the execution project is jointly owned by the HR team and the IT team.

As the world of work evolves, it is critical for organisations to leverage technology that enhances the speed of the overall people processes, empower employees, and build a team of better, more productive workers.

This study provided key insights into the current landscape of technology adoption rate, the approach towards building a digital HR function, and the challenges in adopting niche technologies in HR.

While organizations have kickstarted their HR digital journey, only three processes namely, HR operations, performance management, and communication & collaboration are automated more than 50 percent. The digitisation level has improved but still needs a lot of effort in the context of: investments, leadership buy-in, and skills and competencies of HR teams.

Limited budgets, leadership buy-in, and skills and competencies constitute the top three challenges in adopting the advanced technologies in HR. Currently, the efforts or investments in future-proofing HR teams are largely sporadic or in the planning phase.

From the study, it was evident that the HR service providers should focus more on integration, a strong analytics layer, and accessibility and mobility of technology as these form the suite of attributes that organisations are looking forward to while investing in any technology. Further, the investments in HR technology in 2019-20 have significantly increased by 35 percent as compared to the study done in 2016.

Source: Hindustan Times (Mumbai) dated August 20, 2019.