VISION OF TECHNOLOGY “It took 75 years for telephones to be used by 50 million customers, but it took only four years for the internet to reach that many users.”

That’s what journalist Lori Valigra used to highlight how the advancement of technology has rapidly accelerated and changed the world like never before. Just like the invention of the automobile changed transportation exponentially or the advent of iTunes or Netflix transformed the entertainment industry, the rise of new technology, such as Artificial Intelligence (AI), Extended Reality and the Internet of Thinking will act like a tidal wave of transformation in the banking industry.

As a managing director at Accenture as well as the Irish banking practice sponsor, I have never been more excited about the future of the banking industry. Yes, the times are changing, but I believe these are fascinating days and banks should be just as enthusiastic.

When I started in the industry, the use of AI in banking was not on anyone’s radar. Then, very slowly, banks started to automate repetitive, rule-based manual tasks such as anti-money laundering (AML) transaction monitoring and credit card fraud detection.

Learn More-RBI June 2019 Financial Stability Report

AI—the collaborator and advisor

In 2018, the applications of AI far exceed this and will alter banking to a much greater extent. AI is on the cusp of offering a much more comprehensive set of cognitive capabilities that can sense, comprehend, act and learn. This will be seen in everyday banking life within the next couple of years – where AI will become a co-worker in parallel with humans in their organizations and act as an intrinsic collaborator and trusted advisor.


This, I believe, in the future and we are already helping our global clients in this area. We are delivering projects across the world that are helping banks to launch intelligent virtual assistants, such as chatbots, that use predictive analytics and cognitive messaging to offer financial guidance to the bank’s customers. There is, of course, a level of anxiety and trepidation around workforce displacement from AI progression. However, it is important to understand that, as AI replaces manual human tasks, new roles are created in areas such as training and design. AI will act as a binary partner to humans rather than a replacement. Accenture can help and is already helping and providing guidance to banks in this transition.

It is important that banks use these technologies to create competitive differentiation by overlaying the real world with digital enhancements to extend human reality.

Getting closer to customers

What is even more exciting to me is the growth of Extended Reality (XR) technologies, including Virtual Reality (VR), Augmented Reality (AR) and Mixed Reality (MR). The banking market is abuzz with the impact of XR. Crucial to the importance of this for banks is leveraging XR solutions to close the gap of physical distance when engaging with employees or customers: Instead of them coming to your doorstep, you will automatically be on theirs.

Going forward it is important that banks use these technologies to create competitive differentiation by overlaying the real world with digital enhancements to extend human reality. An application of XR that wowed me recently is how Korea’s Hana Bank now offers instant mortgages through its AR app. Using the app, customers can point the phone’s camera at a property and the app then gives the customer not only its price but also a real-time offer on a mortgage. The pricing of the sale and the risk assessment is done in the background and the customer can also apply for a mortgage digitally.

Banks can and should be extending their customers’ reality to open their lives and become a sacrosanct part of their customers’ life journey. Even if, while reading this, you don’t see a compelling use case now, it is imperative that your bank should invest in experimentation with XR to establish a minimum level of internal expertise.

Cloud safety will be a given

While XR extends human reality, the Internet of Thinking is starting to interconnect every facet of a person’s day-to-day life. Banks need to put smart banking on the edge of consumer interactions. Twenty-five years ago, banks were debating whether it was safe to execute electronic transactions over the internet. If we look forward, in the next few years the current debate about the safety of using the cloud and Internet of Thinking for banking will have similarly moved on. This will allow banks to deliver location-based services and avoid becoming a bottleneck for processing geofence events.

All these technological trends I have discussed have the likelihood to create the next phase of disruption in the banking industry. Even in markets that currently look steady and profitable, the banking industry must be prepared to manage the threats and opportunities arising from them and ensure that they are future-ready.

As we look forward into the next couple of years, the likes of AI, XR, and Internet of Thinking, which are still in their infancy, will have exponential impacts on an industry we should all have great enthusiasm for. I am personally proud to be kicking off this Accenture Ireland banking viewpoint series and look forward to reading my colleagues’ points of views over the coming months.

Thanks to my colleague, Ben Russell-Carroll, for his insights.

RBI June 2019 Financial Stability Report

The aim of the Financial Stability Reports would be to provide an assessment of the risks to and the durability of the monetary system at a systemic level. At a previous article , we reviewed the June 2018 Financial Stability Report (FSR) and made a list of themes and priorities along which the RBI can contemplate incremental modifications, like on reforming stress evaluation layout, representing de-anonymised stress evaluation outcomes, and providing an investigation and a story around its chapter on macro-financial risks. In light of this newly published June FSR report, we analyze the demand for the FSRs to have an overall sense of continuity and narrative construction, both inside the present variant and across earlier versions.

The macro stress test results of credit risk (Chart 2.7) for PSBs reveal that the GNPA below the baseline, moderate and severe shock are better compared to Actual. But for PVBs and FBs, the GNPA amounts for the moderate and acute stress scenarios are greater than Actual. It appears anomalous that PSBs, who’ve been doing badly, have their own GNPA ratios reduced under stress scenarios while for different banks, the GNPAs increase.

This is a point that required further investigation and comment by the RBI. While earlier graphs make it crystal clear that PSBs have NPA ratios considerably higher than PVBs or FBs, we find the PCR of FBs is higher than PSBs and PVBs. The RBI provides more in-depth investigation to know what drives this difference, for example, by estimating what percentage of those provisions were due to regulatory requirements and how much was due to proactive provisioning.

The macro stress test contributes to credit risk show that there is an improvement in system-level conditions compared to the results from the December 2018 FSR, together with all the GNPA ratios of their SCBs expected to come down and the system level CRAR values expected to move up (Charts 2.7, 2.8). On the other hand, the lender level sensitivity analysis of credit risk proves that under a serious shock, the system-level effects are greater this time as compared to six months back (December 2018 FSR). Additionally, the reverse pressure test results imply that it required a shock of only 2.9 SD to bring down the system-level CRAR to 9 percent while at the previous FSR, this value was 4.15 SD (Section 2.22, June 2019 FSR). This looks counterintuitive and RBI might have left a comment too.

Learn More- Home Sellers – How To measure Your advertising Home Up 10X

The Chapter on’Financial Sector: Regulation and Developments’ has in the previous two FSRs prominently dealt with the topic of danger, in just two Boxes, namely’Box 3.4: Risk Staff’ (Dec 2018 FSR), and’Box 3.1: Risk Society — The paradigm of danger?’ (June 2019 FSR). The former deals with how to assess the civilization of risk-taking in monetary institutions while the latter discusses danger for a build within a globalised society. All these, however, do not link back to whether RBI is considering moving towards a more complex capture of operational risks and misconduct dangers that are an essential component of the risk culture of firms, and which have consequences for the broader market. The available analysis in the FSR is limited to ex-post

Rbi Bank Reportdissection of banks frauds across bank groups and the quantum of such frauds. A more comprehensive analysis of working risks including supervisory observations on risk culture and also a complaints evaluation, in the Ombudsman, across bank-group types and penalties levied is direly needed.

For any such evaluation to be meaningful and applicable, it’s essential that every FSR provides a commentary on the essential risks and trends identified in the prior FSR and how these have evolved, or maybe not, in the intervening period. Supplying this goodwill could provide context to the strain tests and their outcomes. While the latest FSR does compare the outcomes of the stress tests with the prior FSR, this is achieved in an ad-hoc fashion and without comment.

Some specific instances where demonstrating goodwill could have helped are — Another theme that’s missing, as we mentioned earlier, is narrative construction. The FSR contains a plethora of information in the kind of tables and charts. On the other hand, the narrative after the tables and graphs describes the information presented in the characters without giving a sense of how the RBI perceives those insights. Even though it might be impossible to find out the origin of all trends discovered precisely, a comment on the same by the RBI would provide an insight into the thinking of the central bank and how it views various developments. Some examples to illustrate the purpose are Discontinuity in the thematic exploration — the Dec 2018 FSR had a thematic exploration of the execution of Prompt Corrective Action (PCA) and non-PCA banks whereas the present FSR investigates the developments in the consumer credit and NBFC space.

While both topics were topical, they look disjointed when viewed together. It’s the prerogative of RBI to determine which issues are relevant and research them accordingly. On the other hand, the RBI could make sure that there’s a connecting thread among the subjects it selects and these analyses are complete. For example, while there has been progress with some banks coming from this PCA framework, a significant number of PSBs (Public Sector Banks) are still under PCA. Therefore, it appears that a follow upon the PCA analysis would still be relevant. Nonetheless, these linkages were not formed overnight, and RBI was conscious of those linkages before the liquidity stress hit the NBFC and HFC sectors.

The RBI can therefore instead be proactive in identifying the kinds of institutions which are contributing to the development of dangers in the financial system and include them in the contagion investigation and other pressure tests in a continuous basis rather than as a response to current market events, such as that concerning the housing finance sector that prompted this analysis (See pages 42-45, June 2019 FSR). Change in methodology for anxiety tests — At the bank amount sensitivity evaluation of credit risk, the consequences given into the GNPA ratios, Shock 1 and Shock 2, are 1 SD[1] and 2 SD respectively (Chart 2.10, FSR June 2019).

This is different from the shocks used in variants prior to the December 2018 FSR. By way of example, at the June 2017 FSR (Chart 2.10), five shocks of i)1 SD on NPAs, ii) two SD on NPAs, iii) 3 SD on NPAs, iv) 30 percent of restructured improvements turn to NPAs (sub-standard class, and v) 30% of restructured improvements turn to NPAs (reduction category — composed ) are applied. The rationale for such changes in methodology, when they occur, must be provided because it impacts the interpretation of outcomes and aids better comparative monitoring by the consumers of the FSR reports. The versions differ at the lender level, i.e., across PSBs, PVBs (Private Sector Banks) and FBs (Foreign Banks).

The rationale behind the specific inclusion or exclusion of variables in the design must be offered. By way of instance, the current account balance to GDP ratio and the gross fiscal deficit to GDP ratio are included in the PSB model but not for PVBs and FBs. The exports to GDP factor has been lagged by 1 year and 5 years respectively for PVBs and FBs and has been completely sold for PSBs. Further, these models have been changing over the years with no sufficient explanation for either the choice of the variables or their change.

Home Sellers – How To measure Your advertising Home Up 10X

From studying DARKER THAN YOU THINK, by Jack Williamson, when I was fifteen my fascination with werewolves comes. Williamson made me fall in love with werewolves. In actuality, he made me want to BE a werewolf.

Everything is negotiable flat inthe car’s initial price to the extras added on at the end of the deal . Gap insurance programs or paint coatings or sealants ask yourself if you really need them when you’re offered extras such as extended warranties. If no flat them out, if you want them negotiate a cost that is lower.

Coming up with new ideas is no issue with me. I have a plethora of ideas I can get on my hands. I have a dedicated publication that manages the majority of the doodles-but sometimes it is just whatever I can get my hands on. The problem becomes making it reality. Taking it from the paper into the deal and then what?

You can have a home affitti a Firenze when you come to get a true affitti Firenze. Renting a place is better to stay at resorts. You not only, by taking an affitti a Firenze get a place of your own but you will be able to see that the beauty of Florence is also seen in their houses.

Chandigarh Real Estate in Virginia are really economical when considering the facilities that are provided here. The accommodation available has table tennis playing with sport areas that are common. There are clubhouses located around this place in order to permit you to recreate. The tennis court that’s in the near locality is known for the well. These houses can accommodate four people. One can buy a property for as low as twenty six thousand Dollars. The purchase price may vary upon the location of the location and its proximity.

By buying a property with someone else 22, what can make all to reach freedom in real estate is. Yes, with somebody else money. Here’s the story I got from a janitor. He works as a janitor but he owns two houses in San Francisco. You may ask how he can do that. The answer is he purchased his home on a mortgage. He divides the house he rented out for two families that has each month to cover fee to him. chandigarh real estate can fund his mortgage with the money of someone else. Smart, is not he?

Face-to-face contact is one of the classic methods of selling endeavor, in any kind. The personal and simple method since it involves introducing yourself and mainly your product, knocking at doors, staying for a little chat and going around. Always leave contact information and follow up them with a different chat.

the Way To Get Bigger Buttocks – Learn How To Make Your Butt More Attractive

A number of variations can be found like the tie-behind-the-neck appear. Shoulder straps differ within measurement, thickness in addition to materials. The halter gown pulls focus in addition to the fifty percent from the entire body like the experience, shoulder blades as well as bust line collection. This really is excellent in order to pull undesirable interest from the real sides as well as thighs. By pass the actual pendant as well as choose ear-rings whenever putting on the halter gown. Drink dress- this may be the vast majority of flexible sort of gown because this is often put on in various kinds of events.

In order to be irresistible to men you need to master the art of being Sexy. Wear the right clothes that accentuate your best features, talk in a Mother voice, learn to glide in a languorous cat like manner.but above all emphasize your femininity.

She was not the only witness who took the stand. Several others people testified in Paris’ case along side her. Paris believed that her license was suspended for 30 days and was permitted to drive only for work purposes for the 90 days after that, which she said she was doing. When Paris was pulled over in January, the officer made her sign a paper stating that her license was suspended. She believed this was a mistake.

Restaurants are definitely a place where you can eat low carb, but take a look at the calorie count. When I did, I was horrified. The slightly boring meal that I thought was low carb and, thus, very low calorie was a disaster. I could have had something really tasty for the calories contained in that mediocre meal.

When you break through with a song called”Porn Star Dancing,” does that make it difficult to be taken seriously as a guitarist and not be seen as yet another inked, pierced guy playing loud riffs?

This documentary is about the murder of several members of the Sharp family. And a teen who was a friend of the sons in the household. all of Keddie, California. From the site summery page: On the morning of April 11th, 1981, fourteen-year older Sheila Sharp walked into her house in the remote town of Keddie to detect a horrific sight. Bound on the ground with wire and tape were her Mother, Glenna”Sue” Sharp; her brother, sixteen-year-old John Sharp; and John’s friend, seventeen-year-old Dana Wingate. The victims were knifed and claw-hammered to death.

Perv Mom who should help make an impression and have an enjoyable time at parties at the exact same time, picking out the appropriate costume is crucial. And mainly because there are usually so lots of people today who wear the exact products at functions, one has to find some thing that other’s do not ordinarily have on. That one thing may be an army fancy dress.

Proceed and get your prospect to the mood to buy. Don’t rush in there and shout”Give me your money”. Take the time to determine what the reasons are that someone will buy your product and weave those reasons into a word picture that elevates the prospect’s curiosity and enhances their buying mood.

Items You Must Have For Army Boot Camp

Although, your recruiter has given you a packing list that tells you what items to bring to basic training. In this article, I'll explain further on those items you must have with you to boot camp in order to have a smooth transition from civil to Army life much easier.


  • Pants and shirts. It is advised that you just wear the clothes on your back because you will be issued uniforms on your first day upon arrival. Most likely you will arrive late and have less than a few hours to rest before they start in processing sessions into reception.
  • Footwear. Again, just wear the same casual tennis shoes with you and bring one pair of shower flip-flops.


  • A picture id. You will only need one of these items: A valid driver's license or a current state identification card and / or green card.
  • A social security card.
  • A direct deposit form. You will need your bank checking account and routing number. It is highly recommended that you have this information readily available and is in good standing.
  • Legal documents such as birth certificate, marriage license, high school diploma, college transcripts, GED, divorce decree and copies of your children birth certificate if under 18.


Two combination locks will be sufficient enough. You will have a wall locker to lock your valuables up. There is no place to secure valuables other than the lockers you will be provided. You must provide your own lock to secure your personal belongings. It is advisable to buy a combo lock that will fit a wide variety of locker types. Larger sturdier locks will not fit.


You will smell bad in the first couple of hours after arriving to basic training and you will need to bring your own personal hygiene products. It is advisable that you bring a small travel-sized kit that is acceptable with airline policy.


A Cell Phone. You can bring your phone with you but it will be taken and safely stored by the drill sergeants until you earn the privilege to use them again.


  • You will need to bring $ 10, but not more than $ 50 dollars in cash.
  • Debit Card. Nothing is free so you have to use plastic to pay for personal hygiene and also to withdraw funds out of the ATM machines.

It is not necessary to buy everything on the list. Your bag will be heavy and you'll regret it once you actually get to your company. You will be given the opportunity to go to the store store to get the things you need so do not over load your backpack.

Source by Gregory Warren

New Global Implementation, Old Global Issues

Traditionally, global organizations have had a difficult time tying talent management processes together, making information sharing and data collection complicated at best. Missed deliverable dates and inaccuracies that are inherent to manual collating have been stress points for many business leaders who use data to make decisions. It doesn’t have to be like this.

With advances in connectivity the world is, in many ways, getting smaller. Organizations whose leaders understand the importance of having cohesive global teams get it: The team needs to be connected. And as technology advances, the ability to link talent management processes on Internet based integrated platforms advances too. This can enable real-time access to information and data collection that supports performance measurement and analytics on a global scale with relative ease.

Using global talent management platforms can help the organization provide easy access to information. It can reduce processing costs, and it can make employees realize they are part of something larger…but putting those global platforms in place is no small task.

The truth is; companies have dealt with the basic issues of global implementation for decades. They are fundamental challenges related to people, process and planning. While they are not news unto themselves, frequently the problems emerge as lessons unlearned or forgotten from previous experience.

With that in mind, it’s good to look at the basics and with the right perspective, recognize and address the challenges of the past before they turn into new lessons learned.

The People

Global implementation projects, like most projects, require commitment from the organization’s leadership, a team of people committed to the same goals, careful planning and dedicated team members. To be successful with global integrations you must also consider cultural differences, variations in legal requirements and, of course, meeting virtually and across time zones.

When it comes to managing people, success begins with participation.

There must be global participation in development of the project charter and in every element of the work, from charter development to the party after successful go-live. You can look at the cultural differences as an issue or consider it an opportunity to take advantage of your organization’s own rich culture. Respect of all cultures is essential and it’s important that everyone’s point of view be considered – someone else just might have a better idea.

Clear direction is also essential. You need to start with clear direction from the project sponsors regarding resources and expectations. Without documented objectives it’s not likely the transition will move along crisply.

It also takes strong project leadership to handle the dynamics of a multi-cultural team. While many cultures in the global community are willing to contribute and have “spirited” discussions about what they think, other cultures consider such open dialog inappropriate. The work environment needs to be a safe place in which members are allowed to contribute in a style with which they are comfortable.

Team members need to be willing to represent their regions or areas of expertise while accepting that they might have to consider new ideas and change.

Discussions about team goals and member roles and responsibilities before project start will reduce the chances of misunderstanding and increase performance.

The Process

When implementing a global system, consider that process elements regarded basic in some business cultures are new ideas in others, and they might even be inappropriate. The good news is that although there will surely be some differences; most talent management processes have much more in common.

No system or group of systems can manage what I will call a “non-process.” At the outset you may expect to find vast differences in talent management processes across cultures.

The fact is, in most organizations the people management processes-from talent acquisition to onboarding, performance management or succession planning-are often very much the same. Typically, slight variations are necessary to support cultural and legal requirements.

While the variations may be slight, it’s important to stay ahead of them. This can be accomplished by establishing a detailed process map agreed to by the team. This map needs to be in place before any configuration decision-making begins. Most solutions can facilitate variations in process but the team needs to be mindful of reporting goals when opening the door to options. Spending time working toward consensus in the front end to the project is well worth the effort.

The Plan

You’ve got the right people on the team. The process has been hammered out and documented. Now it’s time to do some detailed planning. The project plan should provide a comprehensive task list that documents task owners and due dates. While the team may break out into regional or subject matter task teams, the entire team should participate in regular status meetings to be sure everyone in on the road to success. The tracking of actions and deliverables should be centralized and communicated regularly.

Understanding work schedule differences and holiday schedules in all participating regions is essential. Finding out that a region’s offices are required by law to work reduced schedules in summer or shut down for extended periods at the year end late in the project can obviously create huge schedule issues that could have been avoided.

Moving Ahead

While a global talent technology implementation requires focus, communication and commitment from across the organization, companies are achieving success on an enterprise scale. They are connecting processes and people, doing a better job of competing for talent, and improving their ability to retain the talent they have. It’s a process that requires attention to the people, the processes and the implementation plan itself, but the fundamental challenges have not changed. The good news is, while implementation of a global system is no small journey, the rewards are well worth the effort.

Source by Marisa Kacary

Offshore Finance Jurisdictions – A History Of

The origin of low financial jurisdictions can be found during the middle ages when trade wars areose between different countries and regions competed among them for economic dominance. A clear example can be seen in the story of the Channel Islands initial development as an offshore tax haven. Indeed we can spot some common undering themes in its development, which are shared with other low tax financial centers.

The firstly it is common that direct central control, in this case the Crown of England, remains loose and weaker in ties of geography and historic allegiance than the mainland. The Channel Islands whilst traditionally part of Duchy of Normandy since 1204, in actual fact following the loss of the rest of the monarch's lands in mainland Normandy – were governed as separate possessions of the English crown. The separate jurisprudence of Guernsey, Jersey, Alderney and Sark are still all subordinate fiefs of the Duchy, and were never consolidated after the loss of the majority of Normandy in 1204 by King John. Control by Britain whilst solid today was often in the intervening years far from certain. Today the historical differences and separate legal status allows them to function as an offshore finance. Until recently it could have argues Jersey and Guernsey were arguably tax havens.

Likewise the Isle of Man with its turbulent history of passing between Viking, Welsh, English and Scottish dominance has evolved a separate legal status. Indeed to one amount or the other the island has always provided an offshore tax haven location for the more wealthy. This was firmly fixed after 1866, when the Isle of Man obtained a measure of at least nominal home rule. At the present day the benefits can be seen in the Isle of Mans rise as a prosperous community, with its evolving offshore finance center and low tax jurisdiction status.

In both the case of Gibraltar and Malta a complex, shifting history of allegiance and various form s of legal independence has allowed them to develop offshore finance centers and low tax regimes.

Into the modern period it is commonly accepted that the definition of a tax haven and / or low tax jurisprudence was first formed around the time of just after World War I. For example Lichtenstein was hands-on in the mid 1920's in trying to attract foreign investments and established its offshore trust law. Further a field Bermuda created Offshore Company Laws about ten years later and began some of first moves in endeavouring to be a Corporate Tax Haven. Most tax havens were associated with individual avoidance of tax, or at least the reduction of tax liabilities. However, in the post war years, companies became over-burdened by taxation. This is when Corporate Tax Havens and the offshore tax industry were born. Companies could take advantage of tax treaties between their home nation and the offshore tax jurisdiction to reduce their liabilities. This worked for a while, but the technicalities that allowed these were eliminated as the home jurisdictions once they realized the amount of revenue they were potentially losing.

During the 1980's, the IBC – International Business Corporation – was created in some Corporate Tax Havens. A key driving force were the financial jurisdictions that wanted to entice foreign companies, established offshore company legislation and vehicles that were not subject to local taxation. These were of course very attractive to overseas companies and corporations. The first offshore financial centers to establish the IBC were Gibraltar and certain offshore finance centers in the Caribbean such as the Bahamas and the British Virgin Islands. Recently in well published moves these have been amended when the OECD – the Organization for Economic Co-operation & Development – took tax matters into hand and exerted pressure upon the offshore financial centers to change they way of working with these overseas companies.

Quite what the future holds for low tax offshore finance jurisdictions remains obscure, however it is fair to say the days of the tax has as a vehicle to avoid tax are over. For more articles in a similar view please visit: Our Blog section.

Source by Chris Rigby

The Benefits Of Artificial Intelligence In The Workplace

Artificial Intelligence is quite a trending topic in modern technology with many businesses adopting its use in their daily operations while others are skeptical about its relevance in the workplace. Let me show you the various benefits of AI to the workplace and how it can make your business grow as well as save time and money.

Simplification Of The Recruitment Process

Human Resource Departments are faced with the task of hiring staff which is quite daunting, frustrating and equally expensive, with personnel having to shift through a large number jobs applications for a relatively few vacancies, but this scenario is gradually becoming a thing of the past with the use of machine intelligence i.e. Artificial intelligence.

AI reduces the stress related to the hiring process through the use of the following ways:

Interesting job descriptions are written by recruiters through the use software known as Textio. This augmented writing platform compiles various job postings and puts forward to consideration suitable content to encourage the submission of more applications from job seekers.

Candidates for various job vacancies can schedule their interviews, allowing them to choose a time must suitable for them and also provides a chance to reschedule. All these are possible through the use of the Montage software.

AI powered software such as Stella match suitable candidates to jobs through the tracking of experiences, credentials and qualities sought for by employers.

Removal Of Repetitive Tasks In Daily Business Operations

Scheduling, rescheduling and cancelling meetings are quite stressful to administrative staff but the use of tools such as X.ai helps by performing these tasks diligently.

Recording, transcribing and sharing notes during meetings are also tasks which can be handled by artificial intelligence.

Improvement In Handling Issues Related To Sales, Marketing and Customer Service

Chatbots are forms of artificial intelligence that can help with support outside the company.They gain experience from real sales and customer reps and use this to assist customers in purchasing goods and services. Questions regarding marketing and customer relationship management (CRM) can also be handled by GrowthBot through the mining of data, both of the public and the company.

The Identification Of Security Risks And Protection Of Data

Financial institutions such as banks apply AI based technology to point out security risks and protect data. Examples of software which make the use of Ai in such cases include Darktrace, Exabeam and SparkCognition.

Increased Productivity

With AI handling most of the mundane and repetitive tasks at the workplace, workers are free to channel their efforts to more important tasks thus increasing productivity.

Productivity could also be boosted and monitored by machine intelligence by helping them discover areas that have high labour costs and other obstacles to increased efficiency.

Will Artificial Intelligence Replace Humans In The Workplace?

With the above examples, some individuals might be tempted to think about losing their jobs to AI powered tools since most tasks in the workplace are getting automated gradually, but their fears are unfounded as human input is indispensable despite the presence of artificial intelligence.

Artificial Intelligence basically handles tasks which could affect productivity and allows workers to be action-oriented and gives them the chance to be more creative.

Source by Abiodun Adewusi

Jobs in Noida

Are you a job seeker looking for employment in Noida? Read on to know how you can bag good jobs in Noida.

Employment in Noida

Noida is a prominent industrial district in the north Indian state of Uttar Pradesh. It boasts of a number of booming sectors that generate huge revenues for India. In recent years, there has been rapid infrastructure development in the district. This has attracted a lot of investors into the district. A number of reputed international companies have set up their bases in Noida. At present, Noida has flourishing sectors like

IT (Information Technology)
Media and communications
Real Estate

Education and healthcare are two other rapidly growing sectors in India.

Noida jobs

The industrial development in Noida has brought hundreds of job seekers into the city. The rapidly expanding job market in the district is going to create more careers in the coming years. This has made Noida a hot job destination. All you need to bag good jobs is the right qualification and the avenues.

Take a peek at the qualifications you need:

IT – A BCA or MCA certificate is the passport to your dream job in IT. Additional courses in private institutes will equip you with more qualifications and keep you up-to-date.
Media and communications – A Bachelor's degree or a master's degree in mass communications is the requirement.
Automobile – You need to be a BE or B Tech in Automobile Engineering to make a career in this sector.
Real Estate – Want to become a real estate agent? Reputed institutions like Guru Gobind Singh Indraprastha University offer certificate courses in real estate planning and development. Enroll in these to follow your career dreams in real estate.

Noida job sites

Employment websites are a good way to look for jobs the fast and easy way. There are a lot of job placement sites on the net. There are websites that offer information only about employment in Noida. Many major sites also let you perform city based job searches. You can register yourself with any of these employment sites. You can opt for a free membership or a paid one. A paid membership is needed if you want some additional services.

Noida job placement agencies

Sometimes you may feel confused about the kind of job you should look for. Or you may want to know about vacancies in some particular organization. It is at these times that job recruitment firms can be of help. You can find a lot of job placement firms in Noida. These organizations can get you the right jobs based on your resume and professional details. Some of these need you to pay a small amount as an annual service charge. That is nothing compared to the good jobs in Noida you can get.

The major job placement agencies in Noida are

Vriksh Management Consultancy Services

A-30 (basement), Sector-20
(Near Telephone Exchange)
Noida – 201301,
Uttar Pradesh,

Karalika Consultants

H1A / 5 & 6, Globus D,
Basement-41, Sector – 63
Noida – 201301,
Uttar Pradesh,


Sector – 29,
Noida – 201301,
Uttar Pradesh,

Abit Jobs

1st Floor
Noida – 201301,
Uttar Pradesh,

AGM Futuristics

342, 1st Floor,
Ganga Shopping Complex – II, Sector 29
(Opposite Bank Of Baroda)
Noida – 201301,
Uttar Pradesh,

Acons HR Solution

413 (4th floor)
Vishal Chamber,
(Opposite Great India Place)
Noida – 201301,
Uttar Pradesh,

Delta Manpower Management Services

A-44, Basement,
(behind McDonald's)
Sector – 16,
Noida – 201301,
Uttar Pradesh,

ANI HR Solutions

# 15, First Floor,
VDS market,
Sector 110,
Noida – 201304,
Uttar Pradesh,

Karalika Consultants

H1A / 5 & 6,
Globus D,
Sector – 63,
Noida – 201301,
Uttar Pradesh,

Shramik Power Job

Noida – 201301,
Uttar Pradesh,

Panoptical Consultancy

C-56A / 28,
Sector 62,
Noida – 201301,
Uttar Pradesh,

Lavanya Management Services

B 54,
Sector 2,
Noida – 201301,
Uttar Pradesh,


Sector 39,
Noida – 201301,
Uttar Pradesh,

You can get in touch with any of these recruitment firms to look for jobs in Noida. Other than jobs, these firms also offer valuable career advice. These firms have good understanding of the professional requirements of various top companies. You can get to know about it from these organizations. This will help you highlight the skills and degrees that the companies are looking for. It will get you straight into the notice of the hiring managers of the top organizations you want to work for.

Source by Mansi Sharma

Vietnam's Textile Industry – Opportunities and Challenges

Vietnam's textile industry has increased significantly since normalizing relations with the United States in the 1990's. Vietnam was granted most favored nation status (MFN) in December 2001, which led to a dramatic reduction in import tariffs in the US market. Vietnam's induction to the World Trade Organization (WTO) in 2007 and the Vietnamese government's strong support of the textile and garment sector, have provided strong incentives to attract foreign investors. The textile industry is now the second largest exporter in Vietnam and is expected to become the largest in 2009. However, the financial crisis has had a severe impact on Vietnam's textile industry, which has suffered from a slump in demand from key export markets in the US , Europe and Japan.

Labor cost advantage

In the textile industry, companies are increasingly looking for lower cost countries that can provide outsourcing opportunities. The rising cost of land and labor are diminishing China's labor cost advantage and Vietnam is increasing dramatically seen as a low cost sourcing alternative to China. Estimates are that wage levels in Vietnam are about one third of those in China's coastal region. Companies that are chasing lower labor costs are increasingly moving production to Vietnam. In a 2008 Booz Allen Hamilton survey 88 percent of companies originally chose China for its lower labor costs. Of the companies surveyed, 55 percent believe China is losing its competitive edge to countries such as Vietnam. The survey also indicated that 63 percent named Vietnam as their top low cost sourcing alternative to China. However, costs may be rising. The Navigos Group, a leading recruitment solutions provider in Vietnam, announced early in the year that there had been a 16.47 percentage increase in Vietnamese workers' average gross salaries between April 2008 and March 2009.

Low cost location

However, low cost labor is hardly a competitive advantage in the long term. Labor cost keeps changing and today's low cost location is not necessarily tomorrow's viable outsourcing location. If it is not China or Vietnam, it could be Bangladesh or Cambodia. Ig Hortsmann, a professor of business economics at the University of Toronto's Rotman School of Management notes that Nike originally off shored manufacturing to Japan. As labor costs increased, manufacturing was later moved to South Korea and Taiwan. When labor cost increased in South Korea and Taiwan, it was moved to China and later also to Vietnam. Justin Wood, a Director of the Economist Intelligence Unit Corporate Network in Singapore makes the point that in the last 15 years Vietnam has moved from a low to a middle income country. The move towards a middle income will likely put additional pressure on Vietnam's low cost labor status.

The Vietnam advantage

Elisabeth Rolskov, founder of ER-Couture in Vietnam, notes that manufacturing advantages in Vietnam go beyond labor cost and the country has some competitive advantages compared to China. "Vietnam has very good embroidery skills and needle work", says Rolskov. "A lot of designers and manufacturers need embroidery skills and Vietnam has kept in touch with its traditional roots," she adds.

However, for local designers, Vietnam has limitations as a souring location. "Sourcing material, buttons and zippers from Guangzhou is much better," says Rolskov. In Guangzhou you can find everything in air-conditioned shopping areas and the shopping experience is less hectic. "This can have a negative impact on a designer's creativity as the designer is restricted by what is on offer in the local market.

Rolskov thinks Vietnam is currently a great location for smaller manufacturers as the market is more flexible. "China is more volume focused", adds Rolskov, a view supported by Rebecca Lebold, director of apparel product and technical development at Lilly Pulitzer. "Vietnam has higher production minimums than many other countries. Lower minimums would allow smaller companies to source their product in Vietnam", Lebold notes.

Intellectual property threat

For many companies outsourcing to Vietnam, intellectual property (IP) remains a concern. Within the fashion industry, IP is not as enforced as it is within the film and music industries. Designers can "take inspiration" and it is seen as a major driver for setting trends in the industry. The World Intellectual Property Organization (WIPO) has called for stricter intellectual property enforcement within the fashion industry to better protect companies and promote competitiveness within the textile and clothing industries. "It is a hard thing to take care of and you just have to be faster than everyone else", says Roleskov. For smaller designers and labels it is much easier to switch manufacturing. However to prevent the copying of designs is a challenging undertaking.

Infrastructure development

For Vietnam to advance as an outsourcing location, the textile industry supply chain needs to be considered. Local logistics are affected by direct and indirect cost. In Vietnam's textile industry raw materials are often imported, which increases cost compared with those countries able to source locally. Managing reverse logistics can also be a challenging undercover in Vietnam. Procedures, processes and infrastructure are sometimes not in place to manage repairs, returns and warranties.

According to a new market research report from Transport Intelligence (Ti) entitled Vietnam Logistics 2009, the high cost of logistics remains one of the largest stumbling blocks in Vietnam. According to TI analyst John Manners Bell, logistics costs are estimated at 25 percent of Vietnam's GDP. Even with cheap labor cost, poor infrastructure remains a major barrier for entry. This is large due to Vietnam being in the early stages of infrastructure development.

Many experts believe that China's advanced infrastructure gives it a major competitive advantage. Electricity and transportation costs will likely come down even further and and this will have a significant impact on the total cost, even if their labor is more costly. The Vietnamese government is aware of this dynamic and has invested billions of dollars in the country's infrastructure. The government is actively encouraging foreign direct investment in the country's infrastructure. This is visible with projects such as the Cai Mep Container Port in the Mekong River Delta and the new Long Thanh airport that's planned to be completed by 2015.

Through assessing the overall supply chain, rather than a single focus on labor costs, it is easier to identify where Vietnam's opportunities and challenges lie in the textile industry. While small scale designers and manufacturers take advantage of a flexible environment, infrastructure and logistics processes will need further investment to make Vietnam an outsourcing destination and source for tomorrow's fashionista wardrobes.

Source by Tielman Nieuwoudt