Category: Flexible Operation

Remote Renaissance

Remote Renaissance: How Offshore Developers Are Redefining Marketing Operations for Modern Enterprises

The current business landscape is going through rapid transformation, and businesses all around the world are continuously looking for new ways to surpass limitations and pace up ahead of competitors. One strategy that has gained significant traction is the utilisation of offshore development teams. While offshore development was once seen as an effort to reduce costs, it has evolved into a strategic move for enterprises looking to develop and scale their marketing operations. Companies are able to access immensely skilled developers from anywhere around the globe to radically change the way marketing campaigns are conceptualised, implemented, and optimised. The Rise of Remote Collaboration The COVID-19 pandemic made many companies switch to remote work, and soon the business adapted to this new norm. Enhancing Marketing Automation Marketing automation has become a cornerstone of modern marketing operations, enabling enterprises to streamline processes, improve lead management, and enhance customer engagement. Data-Driven Marketing Strategies In the age of big data, marketing decisions can no longer be based solely on intuition. Agile Development for Rapid Innovation Cybersecurity and Data Protection As marketing operations become increasingly data-driven, concerns over data security and privacy are paramount. Best Practices and Considerations While the advantages of offshore development are evident, enterprises must adopt best practices to ensure successful collaboration and maximise the potential of these partnerships. The Future of Offshore Development in Marketing As technological advancements continue to shape the marketing landscape, offshore development teams will play an increasingly vital role in enabling enterprises to stay ahead of the curve. Signing Off The remote renaissance is here, and offshore developers are at the forefront of redefining marketing operations for modern enterprises. By leveraging the global talent pool, companies can access highly skilled professionals who bring a wealth of expertise and innovative approaches to marketing automation, data-driven strategies, agile development, and Cybersecurity. As the business landscape continues to evolve, enterprises that embrace offshore development will gain a competitive advantage, enabling them to stay agile, responsive, and adaptive in the face of changing market demands. The future of marketing operations lies in the seamless integration of cutting-edge technologies, data-driven insights, and a global mindset – all of which can be facilitated by offshore development teams. By fostering successful partnerships with reputable offshore development companies, enterprises can unlock the full potential of their marketing initiatives, drive innovation, and ultimately, achieve sustainable growth in an increasingly competitive global marketplace.

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3 Powerful Tactics of Managing a Remote Team

It is 2019 and we all know that “Remote Work is here to stay”. Professionals & organizations around the world are getting ready to embrace this trend. While you are reading this, you must have considered it as the future of work and not just a fad. Communication, communication and communication! A remote team’s efficacy is completely dependent on the mode, method and process of communication. It is often perceived as the most challenging part as people have questions like, How can I communicate freely with a person from different zone? How will I collaborate with him? Will she/he understand my lingo? All these situations can easily be addressed, if we use Emails for communicating lengthy ideas, crucial announcements Real time chat applications like WhatsApp, Skype, Telegram, Send and Line can be used for informal or frequent updates Slack, one of the most successful collaborative platform for messaging, tools, files for agile teams However, a number of you will debate if this is sufficient as 55% of human communication is based on body language. The answer is NO! The major rise in acceptance of remote work has been by leveraging voice and video calls.  The shift from 4th to 5th generation of cellular technology, enhanced mobility is expected to make it easier for employers to understand body language, expressions and intonations. We have addressed how meeting rooms can be used for managing agile teams in past. Do have a read! Respect time differences and use it to an advantage In a world where “Time is money” remote work outsourcing is a boon. In the last 2 decades of operation we have seen a number of our clients using it to their advantage by planning schedules based on their team. However, with agility becoming the way of working time zone difference can well act to its advantage. For instance, a little back when he heard two teams working at two different zone which are more or less 12 hours apart. A number of us often said, remote team won’t work because Team 1 will finish working and is prepared to leave for home while Team 2 is getting ready to come for work Change requests will take more than 24 hours to be addressed Both teams are always on separate pages However, the answer today is completely opposite. The world is a talent pool and using it wisely to your requirement is what needs to be done. Let us take the Zapier marketing team, for example. They work from Bangkok, Kuala Lumpur, Minneapolis, Omaha, Austin, Raleigh, New York, Toronto, San Francisco, Portland, and other cities. That makes scheduling meetings difficult, but they hand off work to keep the wheels turning 24/7. Alex writes an article during the day in Bangkok, and his teammate Melanie in New York can edit it while he is asleep. By the time Alex wakes up, he got corrections to work on. At the same time, Danny in Omaha can begin working with a new partner during the day, and Alex can pick up the remaining tasks as soon as he quits work at 5 p.m. his time. What we need today is to assign a remote manager(s) at our end who can work hours that overlap both teams. Simple! Be aware of cultural differences With world becoming your office, knowing your employees can often become challenging. We recommend doing research around cultural differences, expectations, behaviors and language. Working in a virtual setting brings no communal break room or water cooler moments that help to build relationships with your workers. You have to make this accidental chatter happen by intentionally setting aside a few minutes a day and having a genuine conversation with someone in your team. Make it a habit, we must say! For instance, Zoho is a strong supporter of this practice. They always recommend going beyond the weather and how ‘crazy’ the time difference is. Instead, non-work conversations should be brought up like their national holidays, music playlists, views of your office spaces, latest movies or the game last weekend. Whatever it is, make them feel natural and show genuine interest in their answers. The point here is to find a non-work connection that will build trust and loyalty between you and your multi-cultural employees. Who’s not in the room? Remote working brings with it its own set of challenges, yet we love it. The knowledge we’ve gained so far is helping us work productively for clients across the globe. The diversity in our team gives us extra points of view on what’s best for our customers. Not just us, but the one of World’s fastest growing enterprise feels its the reason which has made the difference. Ruth Scott, regional HR Director of Middle East and Africa at OLX, the company behind UAE-based classifieds platform dubizzle, says that engaging in a remote working programme has strengthened her organisation’s entrepreneurial culture, and encouraged staff to become more productive, creative and disciplined. A solid remote working practice relies on communication. Remember to be available, inclusive and culturally mindful. Keep an eye on the clock, have fun out there and enjoy wherever you are. Don’t forget to keep an eye on our website because we are coming up with an entire research report on remote work which might have answers to all your queries. In case you have one now, shoot at info@indusnet.co.in.

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Deep Work Is The New Secret Of Enhanced Productivity Among Remote Workers

Imagine sitting on your office desk, trying to concentrate on your work and suddenly the phone rings. Well, you are not only distracted but also diverted from the thoughts you were initiating. You might have seen a number of managers around the world getting excited the moment they come across a new way to improve the productivity of teams/individuals. They dream of that one ideal day with zero error tasks delivered on time. Deep Work can be a solution to this dream. What is Deep Work?  Deep Work is a concept coined by Cal Newport, a Computer Science professor at Georgetown University. He defines Deep Work as the ability to critically focus on activities which are highly important without any distractions. By doing this, you can avoid “shallow” work. Let us help you understand this better. Rewind your life and imagine a day where you had strict deadlines to meet. Calculate how many times you were forced to go through your email because someone wanted something urgently.  You will debate and see that if things were prioritized it would not have happened, but often a number of things are not in your control. Deep Work is a philosophy, not an initiative  Well, to initiate the process of Deep Work, Newport advices on developing an agile task list which has all tasks listed and is shared with your co-workers so that they are well- informed about their schedule and know when to approach you and for what. With remote colleagues, this philosophy continues as they can follow the same as per their time zones. With remote workers, the biggest advantage is that they can follow their own schedule and every information exchanged is well thought of. Why is Deep Work important for you as well as your team?  Deep Work helps to improve the core abilities for thriving in this competitive environment. It allows developers and designers to work on complex projects in a strict deadline with complete accountability. At Indus Net, we have created an ecosystem which fosters deep work from the onset. Teams based on the client’s needs and not skill sets are set up to ensure minimum distraction and maximum return. Some real-life instances In a survey of 450 remote workers, TalentLMS found that around 90% of survey participants get work done properly and adequately when working remotely. They have highlighted why concentration level is high if people work remotely and where they create a zero distraction zone. At Crossover, managers use Deep Work, productivity and work habits using a number of customized tools to know how effective their culture is. At Toyota, managers often go for short walks through the factory floor to have a look at the work of the team members. They use tools to find out the blocks of time wasted and use these insights to create a rectification plan and provide training sessions correspondingly. So how can you start? Create an agile methodology of work with well-defined tasks and responsibilities for 2 weeks Hire a remote worker and treat all colleagues as remote workers Define your and your team’s work schedule Ensure zero distraction during working hours Measure productivity using smart tools like Worksmart or develop one yourself Understand trends and improve Today, deep work needs discipline, efficient planning along with a change of mindset to understand why remote working can yield maximum results. Just imagine what you can do outside work with all those extra hours!

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Blockchain as the Newest RegTech Application – An Opportunity to Reduce Financial Institutions’ Burden of KYC

Regulatory challenges have often caused unnecessary inconvenience and delays within the financial services industry across the world. Compliances issues affect every financial service today, and many businesses have often paid enormous amounts in terms of fines, legal fees, and loss of business. The need for compliance and stringent regulations are necessary, especially in a world that is increasingly becoming prone to fraud, security threats, and cyber threats. Governments and regulatory bodies are right on their part to expect compliance from financial institutions, one of which is the ubiquitous KYC document (Know your Customer document). While financial service providers have meticulously collected KYC documents and ensured that they comply, the process has often been long drawn out, complex, and often mired with bugs and technical issues. Most KYC compliance happens digitally, and companies often repeatedly seek KYC from customers, often leading to opt-outs. Technology can help fix this issue for financial service companies, and one way is using RegTech. RegTech is short for regulatory technology and makes use of cloud computing technology delivered via a Software as a Service (SaaS) model so that businesses can easily process KYC documentation quickly and efficiently, at a lower cost. What is going to change RegTech even further is the use of Blockchain. In this article, let us take a look at how Blockchain is changing RegTech, and helping financial institutions to process KYC documentation quickly and efficiently. What exactly do the RegTech companies do? So far, companies that offer RegTech solutions have been working with regulatory bodies alongside their clients, financial institutions. By combining the goodness of cloud computing and big data, RegTech companies have made available sensitive information often required to validate KYC documents. Many RegTech companies have also used predictive analytics and big data to comb through previous regulatory failures and predict future risks that financial institutions should consider. Most RegTech companies have focused on creating analytical tools that sift through big data to pick sensitive information that could help financial institutions to comply better with regulatory authorities. RegTech companies offer solutions ranging from KYC validation to alerting money laundering activities and preventing cyber hacks and data breaches. Simply put, RegTech companies monitor digital transactions in real time and identify irregularities to prevent fraud and other risky events from taking place. Financial institutions alone cannot identify, predict, or avert these risks, nor will they be able to comply with all the regulations, including KYC processing. Using Blockchain for KYC processing Blockchain, which is a distributed database stored on a particular network, and accessible on all computers authorized to do so, is a technology that is picture-perfect for regulatory compliance. In Blockchain technology, every file is split into parts called blocks, and each block needs to be validated individually by the entire network. Smart contracts are based on this technology, and for a contract to be processed, all parties involved need to provide their digital signatures. As all data is encrypted, security is always ensured. In addition, as data is stored across a network and not just on a single computer, hacking or tampering with data is impossible. Most importantly, Blockchain data is immutable, and all changes made to the original database can be tracked. In the financial services arena, this quality is very important because customers simply cannot make changes to their financial history if something had gone awry previously. KYC documents can be processed in an error-free, encrypted, and automated environment, which simply is not possible in other technologies. RegTech applications using Blockchain can integrate both KYC and anti-money laundering steps for commercial usage, and this can be made available to companies both publicly and privately, depending on regulatory requirements. How Blockchain helps companies to reduce KYC burden Blockchain applications can be delivered as cloud-based RegTech apps via a SaaS model to financial institutions so that they can conduct their KYC operations to meet regulatory compliance. Let us take a look at how Blockchain can help financial institutions to reduce the burden of KYC: Identify and verify client information KYC requires financial institutions to identify their customers’ personal details such as name, address, nationality, birthdate, etc. Such basic data can be verified with the help of an identification card that is approved by regulatory bodies. Blockchain digitalizes information and validates such information by cross-verifying digital identities from various sources already available to the Blockchain. In other words, Blockchain not only helps customers to manage their digital identities, it also helps financial institutions to conduct basic KYC seamlessly. While KYC for individual clients using Blockchain is quite straightforward, it gets a little complex for professional entities. Professional entities require the KYC processing of directors’ identities, and other key persons (or corporations themselves) involved. Avoid risk by screening high-risk individuals Most financial institutions gain access to only the basic information of a customer. This basic KYC is not enough to avert risky situations such as money laundering, payment defaults, frauds, financial bankruptcy, etc. Banks can easily screen high-risk individuals if they subscribe to a Blockchain database that stores and validates information related to previous risky financial behavior. In addition, Blockchain-based RegTech apps can also predict future risky behavior by combining predictive analytics and big data with Blockchain. If a customer has had a questionable financial history, for instance, a Blockchain would confirm this to the bank or insurance company, which can decide not to lend a loan or approve an insurance claim. This mechanism can also help in averting money laundering and fraudulent activities, helping financial institutions to comply with regulations. Determine the inherent risk of customers A number of financial relationships require a much deeper insight about the customer or client. The KYC team will need to process questionnaires that probe negative press releases, criminal activity, political opinions and alliances, and a variety of other publicly available information. However, the KYC team simply cannot put all these unrelated datasets together and arrive at conclusions regarding the risk a customer poses. Regulators often prescribe the criteria for determining a customer’s inherent risk, and

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Talent as a Service: Accelerating the Trend towards a Flexible Workforce

What happens when a project requires a particular skill or talent which you don’t have? Or want on your current payroll? What are your options as a Project Manager then? TaaS is the answer to such situations. After Software as a Service (SaaS) and Platform as a Service (PaaS), Talent as a Service is the latest disruption in the human resources sector that will soon replace the workplace as we know it. TaaS has brought a whole new dimension to crowdsourcing, bringing about an uberisation of the workforce. TaaS sources labour from the crowds by opening the workplace for grabs people best suited for a particular project. In other words, this gig economy will help propel talent across projects and organisations based on the former’s interest areas and the latter’s demands. It heralds a new generation of workers with highly specialized and directly relevant skills towards a better allocation of peripheral work. How TaaS can Transform your Business Liran Kotzer writing for The Huffington Post candidly states, “…with the economy in an uncertain state the pressure on these [small and micro] businesses to keep other costs in check is high.” That would explain why companies are now rushing to embrace the TaaS model. It not only enables them to enjoy flexible access to the right talent at the right time for the right price but also lowers the cost of retaining skills by a considerable margin. The scalability offered by TaaS, to roll out projects based solely on demand, is creating ripples in the world of recruitment as we speak. Given the steady invasion of the demand hiring culture into the modern workplace, blending the traditional Full-Time Employee (FTE) business model with a regular rotation of contractual workers don’t need to be as daunting as it sounds. TaaS is here to simplify the workspace, to deliver your timely needs and it inarguably costs less than hiring a new employee. According to The Economic Times, a lot of Indian IT companies including Infosys and Wipro are exploring the idea of an uberised workforce, with their own flexi-staffing models. The article speculates the possible reason that is catalysing this trend today : “What is driving this trend is the changing preference of the young workforce more than the market uncertainty and political situation in their largest market, the US.” Here are the three tenets of TaaS explained with hypothetical use cases : Flexibility and Expertise A fashion logistical company wants to rebuild their business plan and pitch an attractive deck to their prospective investors. None of the existing employees have ever drawn up a business plan before. At the same time, they will have better insights into what needs change and what stays, more than any consultant or new employees. At this point, the firm can recruit a designer with a background in fashion, retail, logistics, and design, to curate the deck for the company. Minimising the cost of FTE A firm has an AI and IT engineer on board but he has very little knowledge of UX design. It makes little sense to recruit a developer at this time for a short-term project. So the firm can hire a UX designer at this point to develop their website design. Increased Efficiency with Time Consumption A company is redesigning its brochures but their in-house team has very little knowledge of graphic design. An intern from the marketing team is willing to give it a try but it will take her a couple of days at least to learn the basics of Photoshop and even then it won’t be the same quality of an expert. There is no justification for hiring a full-time designer at this juncture; instead, it would be best in the company’s interests if they reach out to the designer designed their visiting cards once before. Things to keep in mind while adopting a TaaS model Incorporating Talent as a Service will sound as good in your company’s portfolio as it does on paper. To adopt it in your daily operations and for a seamless merger between the traditional and modern workplace, here are a few key points you must bear in mind. According to Rob Biederman, co-founder, and CEO of HourlyNerd, the model is especially suited for marketing, operations, and finance: these departments would be your best bet if you want to test the waters. While trying TaaS out for the first time, start with a small pilot project to gain experience in hiring and managing talent before investing in a large project with a lot at stake. While working with a flexible talent pool, allot and carve out distinct chunks of work and establish clear deliverables and deadlines with strong communication. Before and during talent acquisition, do your research and only recruit from a reputable source/agency/recommendation and follow it up with a strong vetting process. It trends set to improve Taas According to a report by Intuit, the number of on-demand workers in the US is expected to double in the next four years to almost 9.2 million. It won’t be long before the brick and mortar office is a thing of the past as where and how people work will change due to emerging Internet of Things (IoT), Cloud phenomenon and mobile technologies. Working in the cloud will increasingly shift work lives away from corporate office altogether and toward an in-my-own-place, on-my-own-time work regimen. “Gen Y will continue focusing less on physically spending time at a job site and more on getting the job done. Connecting through the cloud will allow Gen Y to success on the move and approach the work/life balance they desire.” As cloud computing keeps extending to every job sector, businesses are increasingly recognising that Cloud technology can be taken further to tap a virtual, global labour pool. This will in turn increase productivity, maximise the elasticity of their existing workforce and reduce labour costs.  To effectively minimise fixed labour costs and maximise productivity, enterprises of the future must be ready to work with

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