EMPLAY provides a conversation automation training engine that helps to improve sales via analytics, advisory, and automation solutions.

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**TEL AVIV, Israel, May 2nd, 2024/CyberNewsWire/--**Early adoption by Fortune 100 companies worldwide, LayerX already secures more users than any other browser security solution and enables unmatched security, performance and experience. LayerX, pioneer of the LayerX Browser Security platform, today announced $26 million in Series A funding led by Glilot+, the early-growth fund of Glilot Capital Partners, with participation from Dell Technologies Capital and other investors. Lior Litwak, Managing Partner at Glilot Capital and Head of Glilot+, and Yair Snir, Managing Partner at Dell Technologies Capital, will join the LayerX board. The new capital will be used for corporate growth across talent and increasing global market presence. This round brings the company’s total investment to $34 million. Today’s modern enterprise employees rely heavily on browser-based services and SaaS applications. Yet, these fundamental work activities expose organizations to a wide range of security risks, like data leaks, identity and password theft, malicious browser extensions, phishing sites and more. LayerX was purpose-built to secure and govern browser-based work, from both managed and unmanaged devices. “We’ve transformed workforce protection for organizations without requiring the transition to a dedicated secure browser. Unlike other solutions, installed in a matter of minutes, the LayerX Browser Extension does not impact employee efficiency, speed, privacy or the browsing experience, ” said Or Eshed, co-founder and CEO, LayerX. “As the browser becomes more central to the employee, we anticipate it becomes more attractive to the attacker, particularly in the wake of GenAI tools used in browser-related activities,” he continues. “Today’s funding round is a testament to our increasing market opportunity and the innovation behind our platform’s user-friendly approach to a more secure browser experience.” LayerX's Enterprise Browser Extension is compatible with all commonly used browsers, including Chrome, Firefox, Edge and others, without requiring agents, a VPN or network modifications. Once deployed, the information security or IT team gains visibility into user activities and can block or restrict any threat in real-time, without impacting the user experience. LayerX protects against all threats, whether they were inadvertently or maliciously caused by the employee, or whether they were originated by the attacker. The solution includes an AI engine that granularly monitors the code run by the browser and automatically generates a variety of insights related to user behavior in the browser. "Since inception, LayerX showed super fast growth and adoption by the world’s leading enterprises. The company is at the forefront of defense for modern organizations. By protecting the browser, the central productivity application in organizations, from a wide range of new-generation security risks, LayerX can solve acute security problems that have remained unanswered until now,” said Kobi Samboursky, Founding and Managing Partner at Glilot Capital “We believe that this novel solution for securing browsers will replace most SASE and SSE solutions prevalent today in organizations. At an estimated market size of $7 billion, the potential inherent in LayerX’s technology is tremendous." "Similar to other successful entrepreneurs in the cybersecurity field we've collaborated with, Or and David bring significant experience and knowledge in understanding the technical issues involved in threats to organizations and the motivations of attackers. Consequently, they recognize that effective security measures should adapt to real-world user behaviors, rather than the other way around,” said Yair Snir, Managing Director at Dell Technologies Capital. “In a world where most computer operations are conducted through browsers, LayerX introduces a creative approach to corporate security that is user-friendly, robust, and easily implementable in large organizations. This approach transforms the browser from a major vulnerability to a strength, facilitating secure work across devices. Our investment in LayerX isn't just driven by the promising opportunity but also by the potential impact of the company's solution on organizations, regardless of where employees conduct their tasks." About LayerX LayerX was founded in 2022 by Or Eshed, CEO, and David Weisbrot, CTO, who developed web attack and defense systems during their military service. In 2017, Eshed led the exposure of the largest attack campaign in history on the Chrome browser, which involved tens of millions of compromised browsers and even led to the capture and trial of the hackers. LayerX has Fortune 100 clients worldwide. LayerX Enterprise Browser Extension natively integrates with any browser, turning it into the most secure and manageable workspace, with no impact on the user experience. Enterprises use LayerX to secure their devices, identities, data, and SaaS apps from web-borne threats and browsing risks that endpoint and network solutions can’t protect against. Those include data leakage over the web, SaaS apps and GenAI Tools, malicious browser extensions, phishing, account takeovers, shadow SaaS, and more. Contact Dori Harpaz LayerX dori@layerxsecurity.com This story was distributed as a release by Cyberwire under HackerNoon’s Business Blogging Program. Learn more about the program here. **TEL AVIV, Israel, May 2nd, 2024/CyberNewsWire/--**Early adoption by Fortune 100 companies worldwide, LayerX already secures more users than any other browser security solution and enables unmatched security, performance and experience. LayerX, pioneer of the LayerX Browser Security platform, today announced $26 million in Series A funding led by Glilot+, the early-growth fund of Glilot Capital Partners, with participation from Dell Technologies Capital and other investors. Lior Litwak, Managing Partner at Glilot Capital and Head of Glilot+, and Yair Snir, Managing Partner at Dell Technologies Capital, will join the LayerX board. The new capital will be used for corporate growth across talent and increasing global market presence. This round brings the company’s total investment to $34 million. Today’s modern enterprise employees rely heavily on browser-based services and SaaS applications. Yet, these fundamental work activities expose organizations to a wide range of security risks, like data leaks, identity and password theft, malicious browser extensions, phishing sites and more. LayerX was purpose-built to secure and govern browser-based work, from both managed and unmanaged devices. “We’ve transformed workforce protection for organizations without requiring the transition to a dedicated secure browser. Unlike other solutions, installed in a matter of minutes, the LayerX Browser Extension does not impact employee efficiency, speed, privacy or the browsing experience, ” said Or Eshed, co-founder and CEO, LayerX. “We’ve transformed workforce protection for organizations without requiring the transition to a dedicated secure browser. Unlike other solutions, installed in a matter of minutes, the LayerX Browser Extension does not impact employee efficiency, speed, privacy or the browsing experience, ” said Or Eshed, co-founder and CEO, LayerX. “As the browser becomes more central to the employee, we anticipate it becomes more attractive to the attacker, particularly in the wake of GenAI tools used in browser-related activities,” he continues. “Today’s funding round is a testament to our increasing market opportunity and the innovation behind our platform’s user-friendly approach to a more secure browser experience.” “As the browser becomes more central to the employee, we anticipate it becomes more attractive to the attacker, particularly in the wake of GenAI tools used in browser-related activities,” he continues. “Today’s funding round is a testament to our increasing market opportunity and the innovation behind our platform’s user-friendly approach to a more secure browser experience.” LayerX's Enterprise Browser Extension is compatible with all commonly used browsers, including Chrome, Firefox, Edge and others, without requiring agents, a VPN or network modifications. Once deployed, the information security or IT team gains visibility into user activities and can block or restrict any threat in real-time, without impacting the user experience. LayerX protects against all threats, whether they were inadvertently or maliciously caused by the employee, or whether they were originated by the attacker. The solution includes an AI engine that granularly monitors the code run by the browser and automatically generates a variety of insights related to user behavior in the browser. "Since inception, LayerX showed super fast growth and adoption by the world’s leading enterprises. The company is at the forefront of defense for modern organizations. By protecting the browser, the central productivity application in organizations, from a wide range of new-generation security risks, LayerX can solve acute security problems that have remained unanswered until now,” said Kobi Samboursky, "Since inception, LayerX showed super fast growth and adoption by the world’s leading enterprises. The company is at the forefront of defense for modern organizations. By protecting the browser, the central productivity application in organizations, from a wide range of new-generation security risks, LayerX can solve acute security problems that have remained unanswered until now,” said Kobi Samboursky, Founding and Managing Partner at Glilot Capital “We believe that this novel solution for securing browsers will replace most SASE and SSE solutions prevalent today in organizations. At an estimated market size of $7 billion, the potential inherent in LayerX’s technology is tremendous." Founding and Managing Partner at Glilot Capital “We believe that this novel solution for securing browsers will replace most SASE and SSE solutions prevalent today in organizations. At an estimated market size of $7 billion, the potential inherent in LayerX’s technology is tremendous." "Similar to other successful entrepreneurs in the cybersecurity field we've collaborated with, Or and David bring significant experience and knowledge in understanding the technical issues involved in threats to organizations and the motivations of attackers. Consequently, they recognize that effective security measures should adapt to real-world user behaviors, rather than the other way around,” said Yair Snir, "Similar to other successful entrepreneurs in the cybersecurity field we've collaborated with, Or and David bring significant experience and knowledge in understanding the technical issues involved in threats to organizations and the motivations of attackers. Consequently, they recognize that effective security measures should adapt to real-world user behaviors, rather than the other way around,” said Yair Snir, Managing Director at Dell Technologies Capital. “In a world where most computer operations are conducted through browsers, LayerX introduces a creative approach to corporate security that is user-friendly, robust, and easily implementable in large organizations. This approach transforms the browser from a major vulnerability to a strength, facilitating secure work across devices. Our investment in LayerX isn't just driven by the promising opportunity but also by the potential impact of the company's solution on organizations, regardless of where employees conduct their tasks." Managing Director at Dell Technologies Capital. “In a world where most computer operations are conducted through browsers, LayerX introduces a creative approach to corporate security that is user-friendly, robust, and easily implementable in large organizations. This approach transforms the browser from a major vulnerability to a strength, facilitating secure work across devices. Our investment in LayerX isn't just driven by the promising opportunity but also by the potential impact of the company's solution on organizations, regardless of where employees conduct their tasks." About LayerX LayerX was founded in 2022 by Or Eshed, CEO, and David Weisbrot, CTO, who developed web attack and defense systems during their military service. In 2017, Eshed led the exposure of the largest attack campaign in history on the Chrome browser, which involved tens of millions of compromised browsers and even led to the capture and trial of the hackers. LayerX has Fortune 100 clients worldwide. LayerX Enterprise Browser Extension natively integrates with any browser, turning it into the most secure and manageable workspace, with no impact on the user experience. Enterprises use LayerX to secure their devices, identities, data, and SaaS apps from web-borne threats and browsing risks that endpoint and network solutions can’t protect against. Those include data leakage over the web, SaaS apps and GenAI Tools, malicious browser extensions, phishing, account takeovers, shadow SaaS, and more. Contact Dori Harpaz LayerX dori@layerxsecurity.com This story was distributed as a release by Cyberwire under HackerNoon’s Business Blogging Program. Learn more about the program here. This story was distributed as a release by Cyberwire under HackerNoon’s Business Blogging Program. Learn more about the program here . here here

LayerX Security Raises $26M For Its Browser Security Platform, Enabling Employees To Work Securely 

How To Employ Effective Leadership Strategies in Times of Change

First Employee: My Journey From Solopreneur to Entrepreneur

It’s frustrating as a manager to see a highly talented employee waste their potential. They have the knowledge, skills, and abilities to do well, so why aren’t they performing as well as they could? They have shown they’re capable more than once—solved problems creatively, drove large projects to completion, and took risks that are necessary for future success. But what should you do if their performance is not consistent—they’re highly unpredictable. When faced with this situation, many managers feel powerless—when they don’t even understand what’s preventing their employees from putting in their best effort. How can they do anything to help? This perceived sense of lack of control over their employees' performance often leads to destructive behaviors—blaming, complaining or denying opportunities that they need the most. Pulling back focus from people who need attention creates a downward spiral of unfulfilled potential, unmet expectations, and even more frustration which pushes them further down instead of lifting them. If your employees are unpredictable or inconsistent in their performance or if they are not reaching their potential, helping them bridge this gap is your responsibility as a manager. Don’t assume there’s something wrong with them or that they simply don’t care. Many factors play a role in determining how people put their talents to use. Great leaders can see the greatness in others when they can’t see it themselves and lead them to their highest potential they don’t even know. — Roy T. Bennett Here are the four practices I have used to help my people rise higher by tapping into their unused potential and enabling them to do more than they ever dreamt to be possible: Help them realize their true strengths Self-doubt is one of the most prevalent feelings at work which can prevent people from reaching their full potential. People who deal with feelings of unworthiness and inadequacy often fail to put their talents to use. They refuse to take up challenging work with the fear of not meeting expectations. They procrastinate and keep putting things off with the worry that even their best effort is not good enough. While you see them as a smart, talented and high potential person, all they see in themselves is a fraud. Instead of recognizing their achievements and acknowledging their skills and abilities, imposter syndrome makes them attribute their success to luck, their ability to work harder than everyone else, knowing the right people, being in the right place at the right time, or simply their interpersonal charms like being funny, friendly or witty that makes them more likable. This makes them undermine their experience and expertise. They fail to realize their full potential because their time and energy goes into hiding their shortcomings as opposed to utilizing their strengths. Help your employee bridge this confidence gap by: Show them what they’re capable of—talk about their strengths, skills and abilities that enabled past performance. Share your own fears and insecurities. This will make them see that imposter syndrome is a universal phenomenon and they’re not alone in feeling this way. Set clear goals and discuss an action plan. Daily progress towards their goals will amplify the value of consistent small steps instead of trying to take giant leaps. If your employee isn’t reaching their full potential because of self-doubt, give them the occasional confidence boost by enabling them to recognize their strengths and giving them the opportunity to put them to use. We all have patterns and defaults, including in the roles we play at work. The better you can accept others for who they are, the easier it will be to work with them. Flexibility will help provide an environment where everyone feels accepted for their unique strengths and skills. — Darcy Luoma Give them action oriented feedback If you’ve been giving a lot of feedback to your team members, but they still aren’t reaching their potential, most likely the way you’re giving feedback is wrong. Just because you have said something multiple times does not mean your message has landed right. What you say matters more than how many times you say it. When giving feedback, do you state: Which behaviors led to successful outcomes? What did they do specifically that helped them achieve positive results? Vague feedback can do your employee more damage than good. When they don’t know how to apply your feedback, it can leave them feeling misaligned, confused and disoriented. Success can be replicated only when your employee knows which behaviors to repeat. Give them action oriented feedback—use the start, stop and continue practice: What do they need to start doing that they aren’t already doing? Which behaviors aren’t working well that must be stopped right away? What’s working well for them that they must continue practicing? For example: *If their new system architecture design was very detail oriented and had covered fault tolerance, scalability, performance and other critical measures, specifically call this out in your feedback. Appreciate them for proactively thinking about these things instead of being an afterthought.* If they came up with a creative way to solve a problem by challenging traditional thinking, point out their ability to think differently and step outside their comfort zone. Giving specific feedback will enable your employees to act on it potentially leading to achieving excellence in their work and reaching for their potential. Feedback is the bridge to effectively connect lesson-learned from the past to the future performance and potential. — Pearl Zhu Take a pulse of their motivation Motivation determines not only whether your team member starts a task, but also whether they stick with it when it gets challenging or difficult. Without motivation, they fail to put effort and energy into making things work. Their mind is tuned out because something that’s bothering them tells them that they simply don’t care. \ A lot of things can leave them feeling unmotivated: Going through a bad phase in their personal life. Being passed up for a promotion that they believed they deserved. Repeating the same kind of work and not getting exciting new opportunities. Working long hours but doing less impactful work. Dealing with a difficult employee who’s getting on their nerves, causing them stress and anxiety. Feeling unappreciated and undervalued for their contributions. Mental exhaustion and burnout from overwork. The good thing about motivation is that it’s a temporary feeling and something that’s completely within their control. If your employee isn’t reaching their full potential because they appear demotivated, don’t ignore it. You can do a lot to help them get over it by taking the time to dig deeper into what’s making them feel this way. Discuss and identify what’s eating up into their motivation. You’ll have to play a little bit of detective here since they are most likely to disagree with your observation and portray everything’s fine even when the issue is taking up a lot of their mental space thereby preventing them from doing their best work. There’s no one way to turn things around for them—the solution will depend on why they are feeling demotivated in the first place. However, there are few things you must do to ensure your discussion is productive: Don’t assume you already know how they’re feeling. Show curiosity to understand. Don’t push too hard if they aren’t willing to share it yet. Just let them know that you’re around to listen whenever they feel prepared. Don’t show irritation or judgment in your voice. Only show your support. Don’t take it personally. How they’re feeling may have nothing to do with you as a manager. If you understand the problem, don’t provide solutions. Help them find the path forward by asking good questions and guiding them to reach their own conclusions. Lack of motivation is not your employees' mistake nor is it a permanent condition. Ups and downs are a part of life and people shouldn’t be expected to always be at their best. Treat it as a passing phase and show your support to help them get through it. When you encourage others, you boost their self-esteem, enhance their self-confidence, make them work harder, lift their spirits and make them successful in their endeavors. Encouragement goes straight to the heart and is always available. Be an encourager. Always. — Roy T. Bennett Look inward to your own behaviors and actions If you have done everything and still don’t see much improvement in their work, don’t rule out the fact that the problem may have nothing to do with them, it’s you. How do you come across to others? How do they perceive your behaviors and actions? How do you react to mistakes and failures? How do you handle disagreements? Are you fair and unbiased in how you treat your people? Do you empower them to think on their own and make decisions or do you feel the need to have a final say in everything? Good management uplifts people and helps them shine. Bad management pulls them down and prevents them from reaching their potential. For example: They may have great problem solving abilities, but every time they bring up a solution that challenges traditional thinking, you disregard their opinion and tell them to stick to old methods. What does your behavior tell them—that their opinion doesn't matter, which discourages them and they stop thinking differently. They may enjoy working independently and want to grow on the individual contributor path, but you keep pushing them to take lead responsibilities. Being coerced to do work that they don’t enjoy or not getting sufficient time to practice skills they want to put to use can leave them feeling frustrated, unfulfilled and dissatisfied. If you really want your employee to fulfill their potential, take a moment to think about how your behaviors and actions might be getting in the way. Accepting you’re the source of the problem is hard—only people with high self-awareness and willingness to change can do so. People who are blind to their flaws will only complain and blame while doing nothing to bring about a positive change. People are the foundation of any company’s success. The primary job of each manager is to help people be more effective in their job and to grow and develop. — Eric Schmidt Summary It’s hard as a manager to see highly skilled people waste their potential. You know they’re skilled because they have occasionally delivered a great performance. So what could be preventing them from performing consistently? People who deal with imposter syndrome let fear and self-doubt get in the way of their success. They give up opportunities and fail to perform because of their self-limiting beliefs. Help such people reach their potential by reminding them of their strengths and giving them the opportunities to put them to use. Appreciating your employees' work gives them the encouragement to do better, but the feedback must point out which behaviors to repeat so that they understand how to replicate success. People may feel demotivated for various reasons which can prevent them from doing their best work. Identify what’s bothering them and taking up their mental space. Work with them to find the path forward instead of feeling stuck in one place. One last place to look if your employee isn’t reaching their potential is “you.” Watch your behaviors and actions—they might be getting in the way preventing your employee from reaching their full potential. This story was previously published . here Follow me on or here for more stories. LinkedIn

How To Help Talented Employees Reach Their Full Potential

USA v. Samuel Bankman-Fried Court Filing, retrieved on March 15, 2024 is part of . You can jump to any part in this filing . This part is 10 of 33. HackerNoon’s Legal PDF Series here A. Use of Signal to Auto-Delete Messages At trial, the evidence established that the defendant instructed employees to use Signal, an end-to-end encrypted messaging application, with an auto-delete feature enabled so as to prevent regulators from reviewing communications. Specifically, Adam Yedidia testified that the defendant instructed employees to use Signal with a feature enabled that would automatically delete each message after a certain amount of time had elapsed since the message was sent. (Tr. 175). Bankman-Fried stated that “it was all downside for messages to be kept around” because “if regulators found something they didn’t like in those messages, that could be bad for the company.” (Tr. 176). Similarly, Ellison testified that the defendant “directed [them] to use the disappearing messaging setting on [their] Signal, meaning that all messages [they] sent in these conversations would disappear after seven days.” (Tr. 825). Bankman-Fried said that FTX and Alameda employees “should be very careful about what [they] put in writing” because “putting things in writing was one of the primary ways that financial firms got in legal trouble.” (Id.). After those directives, FTX and Alameda employees increasingly used Signal messages for “sensitive” communications. (Tr. 825-26). Government Exhibit 1083 is a chart of all of the Signal chats on Wang’s device that were set to auto-delete. The chart shows that many of the chats’ auto-delete function was set by the defendant. Continue Reading . Here About HackerNoon Legal PDF Series: We bring you the most important technical and insightful public domain court case filings. This court case retrieved on March 15, 2024, from is part of the public domain. The court-created documents are works of the federal government, and under copyright law, are automatically placed in the public domain and may be shared without legal restriction. storage.courtlistener

SBF Directed Employees to Use the Auto-Delete Signal App Future to Avoid Regulatory Scrutiny

The COVID-19 pandemic has compelled businesses in various industries to reassess their long-term business plans and accept the concept of remote work. As a result, despite the difficulties it presents, remote work has become a crucial element of many companies' strategies. It is essential to have a well-defined remote work policy and to manage the current situation successfully. effective employee monitoring practices In the past, measuring employee productivity was limited to basic methods like punch clock systems. However, with the advent of modern employee time-tracking solutions, productivity measurement has become more streamlined and accurate. Today, productivity is not only measured by how quickly a worker completes a task but also by their creativity, teamwork, and innovation. Employers now take into account how employees contribute to team projects and come up with new ideas that benefit the company. While traditional methods are still relevant, modern businesses require a more comprehensive approach to assess worker output accurately. This can help companies identify their employees' strengths and weaknesses, leading to a more productive and collaborative work environment. In recent years, assessing staff productivity, attendance, and software usage has become more complex, particularly when employees are working remotely. To manage and monitor the workforce efficiently, can now be deployed. employee location-tracking apps These software applications can be extremely helpful in keeping track of employees' activities, regardless of their location. In this post, we will discuss the importance of employee tracking apps and why they have become a must-have for companies. Improving Overall Productivity Are you searching for and staff? If yes, then we recommend implementing an employee location-tracking app. This advanced technology provides real-time information about the location and activities of employees, which helps managers optimize task allocation and closely monitor progress. ways to increase the productivity of your business As a result, workflow becomes streamlined, allowing teams to work together more effectively. This innovative solution is a game-changer if you want to maximize productivity and achieve success in today's fast-paced business environment. Set Work Standards and New Goals Setting clear standards and targets is crucial for businesses to achieve continuous improvement and growth. One of the best ways to set achievable goals is by utilizing time-tracking software. By doing so, businesses can gain access to valuable metrics that can help them track employees' progress toward meeting their benchmarks. Let's say you are a manager who wants to improve your team's productivity. With the help of an employee monitoring tool, you can easily identify areas where your team members are spending the most time, such as email, meetings, or specific tasks. Based on this data, you can work with your team to set specific goals for productivity improvement and identify areas where additional training or support may be needed. By regularly monitoring your team's progress through the app, you can ensure that you are and make adjustments as needed to ensure your team is working efficiently and effectively. making progress toward your goals By understanding , to become more efficient and productive. where your time is being spent you can optimize your workday This, in turn, can help you achieve your targets and in the long run. improve productivity Additionally, setting realistic goals using time-tracking software can in their approach. help businesses become more organized and structured This can lead to and help you stay ahead of the competition. better outcomes Enhancing Employee Safety Ensuring the is a top priority for any organization. Employee location tracking apps can be a valuable tool to achieve this goal, especially for those who work in hazardous environments. safety of employees By tracking their location in real-time, these apps can help to quickly locate employees in case of emergencies and provide necessary assistance, thus reducing risks and promoting a safer workplace. Moreover, utilizing these apps can also help to monitor employee safety, providing peace of mind to both employees and management. Additionally, tracking apps can be used to enforce safety protocols, such as ensuring that field employees carry the required safety equipment and follow the correct procedures. This technology can also help to identify potential safety hazards and address them proactively. Attendance Tracking, Time Theft Prevention, and Spend Management Employee location tracking apps have become increasingly popular due to their ability to address several issues in a convenient and efficient manner. With geofencing technology, managers can confirm whether employees are present at their designated locations and ensure they are working during scheduled hours. This enables companies to accurately track employee attendance, prevent time theft, and save significant amounts of money in the long run. Furthermore, by analyzing the data generated by the app, companies can make informed decisions regarding staffing, procedures, and resource allocation. This data-driven approach to decision-making can help businesses optimize their operations and achieve their goals more efficiently. In addition, the app's analytical reports and analytics provide insights into employee behavior, such as attendance patterns, time-off requests, and productivity. This information can help identify areas where improvements can be made to operations and enable appropriate measures to be taken to address any issues that arise. Promoting Accountability, Transparency, and Compliance Management If you want to establish accountability, transparency, and compliance management in your business, there's no better solution than using an employee tracking tool. By tracking the location and activities of your employees, you can ensure that they are meeting their obligations and performing to the best of their abilities. This level of transparency can lead to effective performance assessments and adherence to industry laws. Not only can this help you avoid legal issues, but it can also maintain good relationships with your stakeholders. So why hesitate? Invest in an employee location tracking app now. Efficient Coordination and Communication An employee tracking app is a useful tool for managing teams that work remotely or in different locations. The app helps team members communicate and coordinate with each other, regardless of their location. With this app, managers can track their team members' real-time location, assign tasks and monitor their progress. This not only helps managers stay informed about the progress of their projects but also ensures that their team members are working efficiently and effectively. By streamlining communication and coordination, organizations can save time and resources and achieve their goals more efficiently. Striking the Correct Balance Maintaining a balance between employee privacy and business benefits is crucial when using an employee tracking app. Although it can improve productivity, safety, and logistics, it may also be viewed as intrusive by employees and an invasion of their privacy. To ensure that the technology is ethical and legal, it is essential to respect employees' privacy rights and handle their data with care. This includes collecting only the minimum amount of data required to achieve the goals, using secure and encrypted systems to store the data, and making sure that the data is only available to authorized personnel. When the right balance is achieved, businesses can unlock the full potential of the software to generate success and growth by improving operations, reducing costs, and increasing employee satisfaction. However, it is critical to ensure that employees are aware of how their data is being used and that they have given their consent for it to be collected and analyzed. Overall, the employee tracking app is a vital tool for companies in various aspects. Understanding the benefits of such software is crucial for achieving business growth and sustainability.

The Importance of Employee Tracking Apps in Remote Work

India with its 1.43 billion people is now inarguably the most populous nation in the world.[1] Of these 68%[2] (or about 970 million people) are in the working age of 15 to 64 years of age. The unemployment rate stood at 6.6% in 2021-22.  As many as a whopping 42% of India’s graduates under 25 were unemployed in the same period.[3] Does the advent of AI-encompassing technologies like Generative AI threaten to inflate this number to catastrophic proportions? What does the future hold for India's unemployed millions (35 million in both 2021 and 2022)?[4] In a world of global uncertainties and changing power dynamics as well as realigning global supply chains, the state of the Indian economy and by extension its ability to provide gainful employment to millions of people of working age is an area of pressing concern. The rollout of AI in India is in its initial stages but has nevertheless significantly affected employment in some sectors on account of its ability to automate several routine tasks. At the same time, it has created new opportunities in AI-related job functions. According to CNBC outsourced coders based out of India are slated to lose their jobs in about two years.[5] That may sound worrisome, but on the other hand, a survey conducted by the leading job site Indeed found that Indian companies and employers hold a positive outlook on the impact of AI on jobs. As many as 85% of the Indian companies who participated in the survey believed that AI would impact the job scene positively in the short term (next 5 years).[6] This is borne out by the fact that the advent of AI has led to the creation of a whole host of opportunities in engineering, data science and machine learning, putting a huge premium on people possessing the required skill set. World Economic Forum assumes that AI will create 12 million more jobs for people than the ones it will displace. India is fortuitously placed to capitalize on it because it is home to 416000 AI professionals (August 2023) figures against a demand of about 629000 such people. This figure is likely to hit 1 million by 2026 if one goes by a report by the Wheebox National Employability Test.[7] Cause for anxiety The promise of availability of plentiful employment across the short-term horizon notwithstanding there is genuine anxiety amongst employees and job seekers in the country about the impact of AI on their future prospects. These pertain to the need for them to reskill or upskill to stay relevant. Then there is the ever-present gnawing fear of facing redundancy on account of the adoption of AI. For instance, the launch of Chat GPT in November 2022 made a whole host of professionals across the spectrum ranging from programmers and financial advisors to accountants and legal assistants fear for their jobs. People would naturally feel alarmed when leading financial institutions like Goldman Sachs anticipate AI impacting if not altogether eliminating as many as 300 million jobs.[8] Conclusion Viewed objectively, the adoption of AI by businesses in India will require some realignment regarding roles and the need for reskilling but will end up creating way more opportunities than any marginal displacements. It opens up huge opportunities for savvy entrepreneurs to leverage it to offer way better products and offer far more efficient services. Doing so will create more employment not just by way of AI professionals needing to be deployed, but also by creating whole new categories of products and services, that one can't even conceive of right now. When computers first arrived on the scene people thought that banks would stop hiring people, but the sector realigned itself and expanded like never before, giving rise to the fintech industry that is revolutionizing banking services in ways not thought possible in the past. The future is bound to be good for the youth of this country- Artificial Intelligence will ensure that it is so. [1] https://www.worldometers.info/world-population/india-population/ [2] [2] https://www.businesstoday.in/india-at-100/story/inclusive-india-2047-empowering-the-demographic-dividend-395359-2023-08-24 [3] https://indianexpress.com/article/business/42-3-of-graduates-under-25-unemployed-finds-latest-state-of-working-india-report-8949124/ [4] https://www.newindianexpress.com/web-only/2023/Jul/29/the-19-million-plus-question-has-finding-a-job-in-india-gotten-harder-or-easier-2599577.html [5] https://www.businesstoday.in/technology/news/story/ai-will-take-away-jobs-of-outsourced-coders-in-india-in-next-2-years-stability-ai-ceo-390384-2023-07-19 [6] https://economictimes.indiatimes.com/jobs/mid-career/ai-to-have-positive-short-term-impact-on-jobs-finds-global-survey/articleshow/104471561.cms?from=mdr [7] https://www.livemint.com/ai/artificial-intelligence/ai-in-india-jobs-evolved-not-erased-opportunity-and-reskilling-key-experts-claim-11703326684794.html [8] https://www.thehindu.com/sci-tech/technology/ai-anxiety-workers-fret-over-uncertain-future/article67157022.ece

The Impact of Artificial Intelligence on Employment in India

“I'm not surprised that this company is struggling. The data is so bad that it's impossible to make informed decisions. I left because I didn't want to be a part of it.” In today's dynamic business landscape, the promise of a data-driven organization often falls short, leading to employee dissatisfaction and, in extreme cases, resignations. McKinsey's 2023 study underscores the prevalent issue, with 78% of employees expressing doubts about their organizations' effectiveness in using data for decision-making. My friend, Al, experienced this firsthand as the head of marketing. Frustrated by the prevalent "Building stories on fake data" culture, he eventually resigned. His journey highlights the broader problem of data misuse and misinterpretation, echoing Gartner's findings that 52% of employees feel decisions are often intuition-driven rather than evidence-based. The root causes of this problem are varied. Many organizations struggle with overwhelming data volumes, lacking the infrastructure and expertise to harness it effectively. Consequently, data remains siloed and inaccessible, hindering informed decision-making. Al's story, transitioning from a shoe marketer to a role promising data-driven innovation, emphasizes the critical importance of trustworthy data. His initial excitement turned to disappointment as he faced a lack of data trust within his team, leading to manual report generation and a subsequent breakdown in communication. Recognizing the need for change, Al sought external help. Despite initial optimism, the company's abrupt decision to revert to old reporting methods shocked everyone, resulting in a mass exodus from the marketing and data team and Al's eventual resignation. Al and I talked and came up with a set of questions every candidate should ask: Can you share examples of measures or processes in place to validate and maintain the accuracy of X-related data? How accessible is the X-related data for the X team, and are there any specific challenges or restrictions they encounter in accessing relevant datasets? Can you tell me more about the tools I will be using to access the relevant data, and how much manual work is involved in it? Are there established protocols for managing gaps in X-related data, and how is this information communicated to the X team? 5 Crucial Tips Al and I brainstormed about what he hoped to be shared with him during the interview, and we came up with five crucial tips: Don't overpromise a data-driven culture if it can't be delivered. Clearly communicate the challenges and commit to providing the necessary support for transformation. Transparent Communication: If data is currently unusable, define expectations for candidates. Be transparent about how it affects evaluation and communicate mid-term plans for resolving data issues. Set Clear Expectations: Address common data quality challenges openly. Discuss ongoing initiatives to tackle data silos, outdated data, and inconsistent formats—or honestly admit constraints and challenges. Acknowledge Common Challenges: Emphasize how accurate data is crucial for driving innovation. Share examples of how the company leverages reliable data for developing products, services, and business strategies. Highlight Data's Role in Innovation: Showcase any data literacy training or workshops available. This commitment to enhancing employees' data skills signals a proactive approach to handling data effectively. Prioritize Data Literacy Training: Al will find a job soon again; he is a talented person, but the experience of the past months had a large tool on his health and ability to function, or as we love to call it, “He had a burnout.” Try to avoid it by addressing the disconnect between data promises and reality is paramount for startup leaders. Prioritizing data governance, employee feedback, and data literacy can foster a more engaged workforce, enabling companies to make informed decisions, drive innovation, and achieve lasting success.

EMPLAY

emplay.net

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Since 2013

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EMPLAY

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EMPLAY

emplay.net

11-50 employees

Since 2013

COMPANY RANKING

EMPLAY

EVERGREEN INDEX #431

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