Top Talk: In Discussion with Sachin Alug, Chief, NLB Services

Turning into a future-prepared association is vital for flourishing in a time of computerized disturbance. Building prepared ability pipelines, speeding up learning through upskilling drives, developing a comprehensive culture, and utilizing innovation to convey positive worker experience requirements to acquire the all-important focal point for organizations to accomplish their objectives." - Sachin Alug, President, NLB Service

“Becoming a future-ready organization is crucial for thriving in the age of digital disruption. Building ready talent pipelines, accelerating learning through upskilling initiatives, cultivating an inclusive culture, and leveraging technology to deliver positive employee experience needs to gain center stage for businesses to achieve their goals.” – Sachin Alug, CEO, NLB Services

At NLB Services, digital transformation and innovation have always been our core pillars. With a strong team of 8000+ employees, we are one of the fastest-growing digital transformational workforce solution organizations. Our core competencies include Digital Talent Management, Data Engineering & Analytics, Digital Transformation & Cloud Solutions, and Learning & Upskilling.

As India prepares to become the digital talent hub, we are focused on empowering organizations to build a dynamic and future-ready workforce. Amid the rising skills gap across industries, we bring in our expertise coupled with cutting-edge technologies to hire, train and deploy talent. Our learning and upskilling solutions help businesses to make optimum use of their talent resources and prepare them for the future of work.

The skills gap has become one of the major pressing issues in today’s digital economy. The best way to address this issue is by prioritizing the skills your organization is in need of. Another challenge that organizations often face is the lack of a solid talent pipeline, which mostly persuades them to turn to reactive hiring.

Curating ready talent pipelines can help organizations have consistent access to qualified streams of candidates and is an effective way to make faster and better hires. Would be great to know what your organization is doing on this front as good employee experience has become a central theme both for retaining and acquiring talent.

Employee experience has gained center stage as retention rates become imperative for sustainable growth. Moreover, in this age of digitally disruptive technology, we are witnessing the rising importance of cloud computing, big data, AI & ML, and more. Another important trend is the big data that enables an organization to make informed and wise hiring decisions.

What is your viewpoint on bridging the skills gap in the current times of continuously evolving technologies?

What we need to understand here is that technology will keep evolving and the skills gap will never diminish wholly. With NLB’s digital skilling solutions, we are constantly redesigning ways to empower and prepare our workforce for future skill demands. Please share your experience on how technology has been a key enabler both in enhancing employee experience and bridging the skills gap.

Technology now affects every aspect of an employee’s journey, from the moment they apply for a job to the moment they exit, and every moment of their employee experience in between. Integrating technology within a company's framework is one of the best ways to improve employee experience and can also play a crucial role in closing the skills gaps.

Employee experience is more important now than ever with huge competition among companies not only for market share but also for talent acquisition and retention. Giving employees access to modern tools helps bridge the skills gap faster. With the power of technology, organizations must redesign their strategy to bridge the gap internally.

An in-house learning and skilling initiatives enable organizations to ensure that employees hone their skills for superior growth while bridging the skills gaps effectively. Future readiness requires an organization to think about different aspects, including ROI, values generated, skilling, acquisition, etc.

Build a virtual attire: To become a future-ready organization, it’s imperative to give weightage to a virtual setting than a physical one. To become future-ready, organizations must organize upskilling and learning programs on a regular basis so that their workforce keeps on growing and learning.

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