Architecting the Future of Work : New Bootcamp Series announcement

Welcome everyone, thanks for tuning in and welcome, welcome, welcome. So to our Workforce Mondays, and today we are going to talk about the new announcement, basically all the new— we will be discussing that for the upcoming boot camp series. Okay, so in this entire series we will be discussing about whatever the boot camp and how the pattern will be, and very high-level, uh, understanding of those patterns. So actual pattern we'll be sharing with you shortly, okay? And what is going to happen in this boot camp also, we'll talk about little bit about that. So let me share my screen, and if you can see my screen, and just let me know, okay? So this is the pattern of this, uh, you can see that every day we have conducting this kind of a series. So today is Monday, so it's Workforce Monday, and all about HR and workforce transformation. We talk about in the aha to retire cycle, Then similarly, Tuesday we talk about customer experience. Wednesday is all about finance. Thursday is all about procurement. Friday is all about supply chain operations. Saturday is all about the business transformation. And Sunday is all about the identity, leadership, those soft skills or power skills you can say. So this is the series we're continuing. And Workforce Monday, as we're talking about, and we are pretty much covering almost every HR topics, okay? You think about it irrespective of the, you know, technology product, okay, all those factors, right? So those are— those will come and go, right? But this is something we are talking about in this Workforce Monday series, okay? And good thing is today we are going to announce a very brand new, uh, your typical, your boot camp series, and which is a 3-day program for each and every modules, and I will take you through that. Okay, so in the Workforce Monday series we are having, again, as we're starting the Monday series, you will be finding that, uh, the boot camp series, which is exactly— we will talk about 3 days per boot camp. Okay, so you can start with any of the boot camp. So, so we already— the code for each boot camp is there. AWF1, that stands for Architecting Autonomous Workforce Foundations. And in this we are going to cover EC, EC Global Benefits, Position Management, If you're coming from Workday, your respective modules like time, absence management, compensation has same benefits. We're talking about Oracle Fusion, it could be a global HR benefits, absence management. So technology doesn't matter at all. So whatever the product you are, because that will come and go, right? So, but here's the focus on architecture side of it primarily. So this bootcamp will be giving an awareness of those product. We will be having 20 labs. Out of that, only selected labs which will be eligible for that we'll be sending in the bootcamp series. People who are already in the part of your Diamond, okay, so they will be having access all the 20 labs available, okay. And, um, so it is high time if you are not part of the Diamond membership, you upgrade yourself to Diamond membership to get access to all the 20 labs which we'll be talking about, right. So that I also announced today. And, uh, when it comes to code, uh, all this 12, uh, series, uh, we are actually planning to start as soon as possible. We track point out with this, so upcoming days. And let me have a glance through what exactly mean of this 12 tracks. So I will take you through briefly. So this is the presentation I prepared for you, and maybe let me take you through that so that it could be easy for you to understand. Okay, so as you see, Architecting Autonomous HR Enterprises, that's the theme of the entire boot camp for you. And the 12 boot camp day to day by day syllabus, prospective, all these things are given here. So the first one is Architecting Autonomous Workforce Foundations. So here we're talking about your deep dive architecture covering global enterprise structures. So irrespective of whether you're working in ORB or SuccessFactors, S/4HANA, HCM, DarwinBox, doesn't matter. Okay. And position management, how your entire compliance frameworks works, right? Those are the basic foundations we're talking about. Okay. So in this series, we will be talking about the core architecture, enterprise structure, legal entities, cost center, your foundation objects, the specific queue, okay? So, and also the how the data inheritance, okay, the entire position management structure, how does it work, right? So those things, uh, we'll talk about here. And so there are some activities definitely and all. And people who are very new, and how does a typical boot camp looks like, so you'll be finding a glance, uh, glance of it. And in all of our courses, if you're already part of our community You have, uh, we have recently completed, um, the Growth Architecting, Growth and Leadership Bootcamp that was designed for typically, uh, succession and career planning. Okay, so the 3 days, and these are 3, you can see that we converted into chapters, and these are the acts. So if you want to go for a self-paced, you can do it. Okay, if in case, okay, and we do not have any time schedule, you can join at any point of time, anytime entry. Okay, we do not follow typical, uh, school, college, university style of, you know, like rigid structure of timetables and all those. I do not believe in that, those factory model. Rather, at any time, anyone can join this program, right? Even if you miss something, you can always catch up with this access to the courses, our courses. And same time, at the same time, we'll also having, you know, basically you have a community access. So definitely you can, uh, participate in the community challenges, and there are some activities you can, you know, participate in those challenges, activities, and everything. Right, so you don't have to wait that one batch. We do not have a batch concept, okay? So that is very clear about from the beginning. We will not be having a traditional batch concept. At any point of time, anyone can join any of the programs, okay? So it doesn't matter, right? And there will be right orientations, and based on that, everybody will be going to the first— there is a members orientation program. You have to go through this, and then your designated courses or whatever the processes you have to go through. You will be going through that. So that I'll be guiding you, okay? So now coming back to the workforce thing, so we are talking about this is a day in the first boot camp. This is all about the foundations, okay? We are— if you're very new, okay, I recommend, highly recommend you start your boot camp here, okay? Position management. So in the day 2, we'll be covering the position management lifecycle events. Position management will be covering, uh, how does the position in organizations plays a major role compared to any other type of hierarchies. Okay, well, how does it— what are the significance of it and how do you do that also? Okay, but this boot camp is more about what, okay, what is the basic concept, basic awareness of all of these things. But definitely, if you're able to do it in the 3 days, all the activities are good. If not, we have an extended period of, you know, like we have after the boot camp, we have a recap sessions, okay, and after 7 days And still, if you're not able to finish within the 3 weeks, you are given a timeline. And if you're not still able to do that, generally we upgrade to a, you know, hackathon. Hackathon means it's a 90-day program, okay? So the 3 days is just an awareness, just to, you know, enhance that, uh, you know, inspire you and motivate you to complete the entire hackathon. The hackathon will be your MVP, minimum viable project, right? That is something you're going to do there. And position management lifecycle events point of view, we are having a position-led organization lifecycle data model. So there are different data models, okay, irrespective of whatever product you're talking about, SAP or Oracle or Vantage, doesn't matter, okay? So they all— everybody, every product has this kind of a hiring process, transfer process, promotion process, termination data. So they have certain data model, okay? Maybe if you're using SuccessFactors data model, you know, pulling your different data models in SuccessFactors, but Vantage might be having different, or Oracle might be having different one, right? So that kind of comparative study will be doing it, okay? And but you have to do a hard look at least for the product so that Okay, you are aware of it, how does it work, right? Then the workflows. So we also talk about the workflow, time, your typical automated approvals, right? So this is the day 2 plan. And day 3 will be primarily talking about the benefits, okay? What kind of benefits you are having, global benefits, talk about EC benefits if you're talking about SuccessFactors. And also there are compliances, so criteria and all, how does this happen, proactive data cleansing. So those are the key factors we talk about in the day 3. So that is all about the first one, first boot camp. So first boot camp is what? So as I say, I repeat again, so first boot camp is— if you're planning to join the first boot camp, just to type AWF1 in the comment box. If you're watching from the YouTube, if you're watching from the my platform, right, just to ensure you enter AWF1, okay? And that stands for Architecting Autonomous Workforce Foundation. So we do not call it Employee Center, we do not call it HCM or global HR, right? In respect, so we are— because our courses are designed in different way, everything architect kind of a framework, okay? So architecting autonomous workforce foundations, and it will be catering, uh, to everything, okay? So we do not believe in like every 6 months the things will keep on changing, okay? That doesn't matter. But there are certain things which is, uh, principles, the way of working, and certain principles, architectures do not change over a period of time. Okay, but product features will come and go. It's just like a newspaper. Okay, so if you talk about any other mobile features, how many of you have seen that every, every new upgrade you bring in some new features? Okay, so that's, that's definitely good. Okay, but basic functionality of mobile to call, right, or send a message, or— okay, so I know there are so many other features, external extra features are there coming up. Okay, but still, okay, so we are designing in a way the courses, the curriculum, whichever you're planning, actually it will be at least, okay, Dr. Niladri Bihari Nayak ☁️. Okay, sometimes, so there are certain features. So for the reason we do not focus too much on the features part of the product, what is that, that is come and go, right? That will come and go. And in the meanwhile, when you work in a project, so that is something you will be— I will be teaching you, I'll be guiding you, how do you pick up, right, those things, skills. But that is not an actual skill. Actual skill is how do you identify the business problem, industry problem, okay? And how do you articulate that Okay, how you convert those business requirement to a technical requirements, and how do you manage that configuration? Is possible or not possible, those analysis, right? So pretty much those skills are really are the real skills. Okay, so how do you configure, that's not a skill, okay? That is just a tactical activity, okay? So anyone can do that using nowadays using AI and all. So you go to what your table— I never encourage people to remember those things, okay? Those things will come and go, okay? But this is the way we do it. I know we are doing it differently. If you are not resonating with me, we— you can drop from this call, or you do not watch this entire video, okay, you can go to other courses provider. And there are also— there are definitely, uh, in Udemy course, and also very tactical courses are there, okay. You can always watch those and stay as a configurator, okay. So we do not want people in my community, at least people, to be only configurator. Rather, they think like an architect, okay. So that is the strong message here. And I like to highlight that. So think like an architect, solution architect, data architect, process architect, doesn't matter what of the architect, but we do in a different way. Okay. So with that tone, same thing will be repeating for the other modules as well. So when you go to the next module that we talk, so 80A2, that is your talent acquisition and workforce. Okay. So if you talk about that, basically what I have done is I also created a mind map for you. So it's easy for you to navigate, you know, to understand in that way. So the second one is all about, uh, I will say talent acquisition. And here we are covering recruiting onboarding modules in SuccessFactors. Now we have smart recruiters that will be part of it, and so that we call it as architecting autonomous talent acquisition. Okay, so that is the second boot camp. The boot camp code is 88. Okay, and what it will cover in detail, I'll just talk about it. So 88 will be covering your Uh, basically the 3 days covering sourcing pipelines, interview scheduling, selection workflows, your typical, you know, modern digital onboarding experience. So it is combining both your recruiting and onboarding in one together. So we do not have a separate bootcamp. Initially I was thinking to separate these two topics, okay, recruiting, onboarding, and all these things, but now we decided that it should go together. In single bootcamp you'll be covered. Maybe, uh, you have to little bit, you know, work hard, especially if you're becoming a SuccessFactor Right, so it's autonomous sourcing pipeline architecture we'll talk about, requisition we'll talk about, and profile template. And there are some smart multi-channel job posting. So I've used general terms so that it will be catering to all, every products, right? So this is how those job postings and the candidate prescreening, everything will be taken care of, right? Similarly, if you talk about the day 2, we'll talk about interviews, entire interview scheduling processes, AI-based interview processes, selection workflow, how does the offer generation works, okay, the data generation framework.. And similar, the compliance checks, okay, and kind of background verifications. If you're having any third-party integration also, you are doing it, right? That part of it will be covering the day number 2. That's boot camp for recruiting, okay? Then we have onboarding. The day 3 will be onboarding experiences. How do you structure the entire transition? There's a remote onboarding or typical general onboarding, right? So how do you— this entire asset provisioning, everything, and compliance, document signature, how does it work? How does the entire early documentation, early engagement works, right? So that is in the day 3 we are going to cover. Okay, so that is all about the boot camp number 2. Okay, so next comes your boot camp number 3. Boot camp number 3 for HR, for architecting autonomous HR enterprises. This will be, uh, your performance management. So performance management will be covering here, like the stack of performance and goals. And the boot camp title is Architecting High Performance Organizations. Because organizations will be only high performing only when people inside the organization will be high performing. Okay, organization cannot perform very well if the talent is very, you know, they are not aligned with the goals of the organizations and all, right? So pretty much we're covering here in the PMG, we call it, in SuccessFactors. Similarly, some other modules we call it in other respective products. Okay, Workday, Oracle, doesn't matter. Right, so this product names are indicative here, it's just an exemplar. You can— it doesn't matter where coming from, SAP, Workday, or Oracle, doesn't matter. So whatever the modules are coming from, okay, it will be catering to everything, right? Because we are following a process-driven architecture, driven APQC HR process-driven architecture, right? So that is the performance management. The performance management, what are topics we'll be covering? So let's see that in a very high level. And this will be dedicated to your goal alignment, performance evaluation, building a data-driven performance culture. So what exactly we'll be covering? So you'll be having a goal frameworks. There are different cascading goals, individual aspiration, enterprise strategy, right? So that entire, uh, business scorecard, okay? So those things we're talking about, okay? How do you also manage your entire continuous performance management, CPM channels, okay? So every all real-time check-ins and all. But again, to vary from industry to industry, but in the boot camp we are not targeting for any specific industries, although we'll be giving a case study based for your awareness and all. But it is— you will be deciding which is the area you will be picking up. Again, we have a planner for that. If you have not seen that, it is available. So we have to go for success, and inside that we have a journey map. Okay, this is web applications. You can go here, simply go to that, or simply you can type journey.successacademy.com, and inside that you have to start your journey from here. You can choose a sector, right? So let's say I will be working for a real estate sector, okay? I want to have a project in real estate sector, and I will be learning a particular architecture stream. So in architecture streams, 12 architecture streams are there, and ideally people who are going for implementations and all, they ideally go for application architecture. If you're going for Let's say you're a Dataspace Analyst and all, you can go for Data Architecture. If you are coming from business side of it, let's say you're an internal employee, HRBP or something like that, internal to the organization, so you can go for a Business Architecture. Even Business Analyst, similar kind of roles you can pick up. And if you are an Enterprise Architect, okay, at client organizations, then you can go for Enterprise Architecture streams, right? So this is the way. There are some other areas as well, so you can pick up any of these things, okay? But you can— I recommend to start with Application Architecture. If you are working for consulting companies and, or you are, most of my students are working in the Big Four consulting organizations, okay, or independent architect, okay. So you can start here in application architecture, maybe then you can choose. There are 20 tracks, so 20 labs which you are talking about, right? So definitely you must be interested. And so in the 20 labs, what we cover, so I will be talk just a little bit, talk about it. So 20 labs will be having like this, okay. So you'll be having a dedicated lab for each and everything. So this is a process, you know, lab. There will be a process excellence lab. So there are 20 different labs that are having it, and you can pick up any of the labs, okay? Especially if you are implementing, okay, or you're planning certifications, ideally go for the initial 4-5 tracks, up to 6-7 tracks maybe, okay? And if you're planning for certification, these are career-related, okay? Certification or interview preparation. I have seen many students are coming to me, they're already certified in PMGM, LMS, so many topics, but still they want to reach out and they want to go for interview preparation track because they want dedicated structured into preparation, right, or a certification, right? So certification also nowadays very crazy. So it has gone to online where you typically— it is AI-based, or you can say scenario-based or system-based performance-based examination. It's not like a traditional— it is used to be a, you know, memory game, okay? People used to memorize 80 questions answers and they used to, you know, pass it like that, okay? Although it was to— it played its own role, but I don't have any objection. But still now the current system is much better. My current certification process in SAP, right? So that's definitely we talk about that in our sessions and all. And other than that, we do have so many other tracks also. So you can pick up any, any of your priority track, okay? And if you are confused, you can always connect with me. I will be guiding you which are the tracks ideally you should go depending upon which stages of your entire career you are in, right? So according to that, I will be able to guide you. And so I have guided many people in the past also. Okay, it doesn't matter. So in this way you can go for— so I'd recommend 3 to 4, not too much in the beginning. Okay, and if you're already a veteran, let's say already have gone through everything, you can go for a little bit of advanced topics like emerging trends or industry research, right? So research is something also my favorite being a doctor student earlier. Okay, so this is something very close to my heart. I always do— even I invest a lot on the research side of it, what is going on. Maybe it doesn't matter if Suckers Factor can do today or not, doesn't matter, but that wish list you should be having, right? That is how product managers should be, okay, busy always, you know, prioritizing their features, prioritizing their deliveries and all values, right? So in this way you can pick up everything. So in step number 3, and then you can confirm, and here you'll be, you know, so you'll be seeing your, you enter your entire full name, email address, and your any additional comments if you're having, your aspirations and goal, then you submit it. Then only I'll be getting this record will go to my AI database, and AI will be triggering. And so I will be aware of who will be handling, okay, which sector. And according to that, our case studies also will be getting updated, okay. So we'll be updating which case study you have to pick up. Suppose you have many students coming for real estate, so we'll be having for that particular season or particular boot camps, we will be delivering a real estate sector. Because no, none of the case studies are, you know, repeating, okay. Every time we give, some changes will be there, some additional changes, some maybe geographical changes, maybe complexity, okay, and stuff. So, so that is something you'll be enjoying the center process, right? But this is what, how we do, okay? Then you put all of these things in this. So this is the applications which is publicly available. You can always, uh, go for it and you submit your, you know, interest. We call it expression of interest. You express your interest and based on that we will be designing the boot camp case studies for you, okay? So that is what exactly the start of Sari. Okay, then coming to here, we're talking about, uh, the CDs, right? So next is your third one. Third one is all about the goals and objectives, right? So this is already, um, PMGM, part of a PMGM, that is the Performance Management and Goal Management organization. They are following career performance, your continuous performance management. They will, they will go for that. Then day 2, as I talk about, there are performance evaluation blueprints. So you have to have, uh, evaluation templates. So there are annual, mid-year template, project-based evaluation template, depending on the organization structure, organization policy and process, right? Then also there are different kind of roadmap. That is nothing but a kind of, you know, workflow, OK, how the workflow will work and the feedback loop, everything. OK, so this is what exactly we have. The third one is calibration. So calibration is a multi-rater calibrations and all kind of performance scoring and everything will be there. OK, so that is exactly we do have in the day number 2. Then similarly, day number 3 will be having all about calibration and performance culture. And here again, so similar frameworks, we will talk about that. Okay, and that is all about the boot camp number 3. That's for performance management, goal management. Okay, so now the 4th boot camp is which already have completed. Okay, that is exactly based on our demand, we already completed it, one cycle of it. Yeah, but again, boot camp to boot camp, we also improvise our— based on the feedback and everything. So boot camp 4 was all about architecting growth and leadership. Yeah, and here we have covered entire succession planning and career succession management and career development planning. And how does it work? Actually, I have already shown you, right? So basically, if you go to our boot camp service, okay, so we do have a boot camp Every bootcamp we do have a dedicated page. Okay, so this is how we plan and section planning point of view, if you ask. So this is the section planning. Okay, so I will show you. Yes, so this is a bootcamp and structure, and we just over a period of 3 days, uh, we are having this structure. And so this is how it was plot. Okay. So we already set the context and we, we had a typically concept-wise we covered and also we have given them some task. So you can see that everything from here, okay. So D1 S1 stands means stands for our day 1, okay. So day 1 and skill number 1, okay. Day 1 skill number 1, okay. So this is actually series 1. So you will see this entire series like this. Okay, this is how a typical structure looks like for our typical 3 days boot camp. You see D2, that is day number 2, right? So this is how you'll be understanding. Day number D3 means day number 3. Okay, so in this way we structure the boot camp, and these are different 20 labs which I was talking about. Your Discover Lab, Flow Lab, Design Lab, Run Optimization Lab, the operations, all kind of operations, builders, where exactly the maximum time you'll be spending Implementation Intelligence Lab, Move Migration Lab, Connect Means Integration Lab, Validate Means all kinds of testing will be happening in this lab. Okay, support means people— this is not immediately required, but people who want to continue on their journey with us, they will be also having AMS Lab, Application Management Services Lab, certification preparation. There's a dedicated lab for that. Then we do have a dedicated lab for your all of job target, people are targeting for jobs and and also any kind of internship, fellowship like that, we do dedicated preparation lab for that. We call it a School of Career Acceleration Lab for Excellence, SCaLE. Okay, we call it a SCaLE. Okay, S-C-A-L-E. SCaLE stands for School of Career Acceleration Lab. Irrespective of your background, irrespective of your which stage of the career you are in, right, we are talking about your position, okay. So we have Influence Lab, is for mostly for pre-sales people, okay? And similarly, Lead Lab is actually for project management. But again, I'm not saying project management is only should be responsible for SAP Activate or similar methodologies. Rather, you are a consultant or a solution architect, you should be also targeting to learn the basics of it, okay? Because in the future we are going to be in this direction, right? And then we have a Product Development Lab because this is something also very important because yeah, most of the organization did not create a product ourselves, right? We use a leverage product, okay? It may be SAP, Oracle, or Vantage, something like that. But how does it actually in the ecosystem works? Okay, so generally there is a lot of demand for particular features, a particular request, particular business value. Okay, so definitely the product team is going ahead and they are actually, uh, developing all those things. Okay, so that's of scale lab. Okay, similarly we have Evolve, so all about future technologies which you may or may not be knowing this, okay? There are different technology trends every time, okay? And most of the product company, consulting companies, they use to promote that, right? But this is what exactly we have in the typical, uh, boot camp style. And you'll be having access to not all the labs, some selected labs which you'll be entering, and for a limited time, okay? And people who are into Diamond, they have unlimited access to the unlimited all of these things. Okay, we call it multi-intent learning dashboard, MIL dashboard. For every modules we are having this kind of a dashboard, right? So that you can track your learning, track your what is exactly you're supposed to do. And these are all pretty much doable, okay? It is not like theoretical, so you'll be able to do that, right? So this kind of a MIL dashboard for every module we have created, okay? Multi-intent, with all intent, discover, flow, design, run,, right? All of this, it's 20. So all this will be available and our platform. And so stay tuned on that and you'll be having access to the possible, what are possible in your, based on your membership and all, you'll be getting all these things. Okay? So that is what exactly I talking about right now. Next is your next lab is all about the fourth one. Fourth one is all about the architecting growth and which I already talked about, right? I'm not going to repeat.. And already we talked about full structure and what does the succession planning looks like and how does the career pathing development planning works from the point of view or it's a career boxes point of view or leadership profiles point of view, right? This is what exactly we do have. And definitely, uh, you, you've already gone through the boot camp, okay? I recommend share your, submit your assignments, whatever has been assigned to you, those things you must complete it. Okay, so now we will be going for the next one. It's day 2, it's all about competency architecture, career walks, and leadership profiles. And here we do have a day 3, is all about mentorship, all this mentorship matching programs. Okay, then we have talent reviews, emergency replacement strategy. Okay, so all this is a very high level, as I say, but in details already we have covered this boot camp. Okay, and you all know how to— what is the rigor of it, right? So that is something we'll be talking about in the upcoming So the next boot camp is for boot camp, that is your Rewards and Performance Excellence. So how does it matter? So reward and performance, uh, basically covers your topics like your compensations, variable pay, okay? So any kind of bonuses and all those things, whatever you're getting it, right? That is part of a compensation and rewards, we call it, okay? That is covering— we call it the boot camp name is Architecturally Rewards and Performance Excellence, okay? And the code is ARP5. Okay, if you're interested in compensation variable pay boot camp, just type ARP5, that's the code. Okay, and similarly for succession planning and all, that's the AGL4. Okay, that is your typically Architecting Growth and Leadership program. And similarly, if you go for ATA2, that's the Talent Acquisition and Workforce Center. This is your typical, you know, uh, recruiting and on what you already talked about, smart recruiters and all. Okay, so now if you see compensation variable pay, that's ARP 5. So this will cover the entire— so do not have a separate module for variable pay and compensation. We'll be combining, and 3 days boot camp we're covering that. We're calling it a Reward and Performance Excellence. Okay, and what are the topics we're going to cover? So you'll be seeing here briefly. So salary structure, married variable pay modeling, Okay, reward governance framework. So we coming across these terms. Okay, so, so this is all about global salary and compensation structure we are talking about. Then similarly, we will be having merit and variable pay modeling based on all these things— bonus plans, budgeting guidelines, validation alerts. Okay, all these things will be right. So these are the different, uh, variable pay modeling, I will say. Bonus plan, budget guidelines and validation. That's whatever planning you're doing, it, right, is also very, very important here so that your budget is not overrunning, right? That is why it is very, very important here. So this is also we covered in day number 2. So the day number 3 is called total rewards and governance, governance point of view, okay? So any kind of, uh, total reward statements if you're having it we have to design it, okay, accordingly. Okay, and, uh, I think that's it. So let's, uh, talk about what exactly we have. So next is a boot camp number 6. So this is— they all about the LMS, right? So pretty much, you know, learning, learning, learning. So learning never stops and you should never stop learning, right? So learning areas and internal mobility. So this is also— we have modules like sort of learning module, we have opportunity marketplace, okay? And the boot camp name is Architecting Continuous Learning. And mobility. Okay, so this is your typical module like ALM 6, right? So this is the, the 6th one. The 7th one is a payroll administration. So it covers entire EC payroll, HCM payroll, payroll control center. Okay, if you're having any ADP or third party, right, you can also do that. So you just check, okay, and it is doable, it is doable definitely, but you're seeing the current pictures and all that, a little tricky. OK, so this is where we cover your typically APE 7 stands for payroll administration. So basically, my end user point of it, but actually technically it's the EC payroll and payroll control center. We as a consultant or architect, we talk about it. That is called the architecture name is, the topic name is architecting autonomous payroll enterprises. OK, so that is the payroll administrative point of view. Similarly, we do have a workforce time and operations point of view, dedicated time tracking module and we have now, those are active. So workforce analytics, we do have workforce analytics for people. Okay, that's called People Analytics. Okay, we do have SAP, you know, Analytics Cloud, HR Analytics. That is also part of your this, and then we call it code number is AWI9. Okay, because we covering SAP Analytics Cloud and People Analytics part of it. And we call it Architecting Workforce Intelligence. So that is what we are having. All right, so I think this is good and we are good here. So you can see we will go to the next series here and let me check. So if you talk about it, let me little bit now go about it. Huh. So now let's go to the presentation. So I will talk about that boot camp number 6. OK, just listen carefully. So learning and mobility boot camp. And here we talk about LMS. So if you're using SuccessFactors, you must be aware of it. Items, curricula, catalogs, classes, so many elements we talk about, right? And how does it connect with each other, right? That is the most important part of it. And we'll be configuring in the sense dynamically all this thing, location, all these things, all these things we talk about it. Right? So I think this is good. And, uh, the next day we'll talk about regulatory compliance and certification. This is all about your curriculum, right? And wherever you require any kind of a curriculum where exactly the certification track is applicable, where you require retraining again and again, right, every year, right? And that is covered here in this particular boot camp, day number 2. So we have both long path, short path, programmatic path, depends based on your requirements, right? So you can connect and we can discuss this. The next one is your day 3. We have something called Opportunity Marketplace. So this is exactly designed in a way people will be posting the jobs as well as, uh, applying for jobs in a single platform. So we have a gig economy portals, right? Multiple things, right? And they have a option. Okay, so basically they can go and— so that entire thing we can discuss in the book— in this boot camp. It's a day number 3, and next is a day— boot camp number 7. Boot camp number 7 is all about payroll, my favorite topics. Okay, so payroll we have almost every day. We are not going country-wise because very difficult to cover in 3 days. Okay, so we have already the materials Okay, we are still in the process of developing, completing those things. Okay, but meanwhile you'll be finding the entire 3 days covering payroll engine design, PCC, your, and post processing with automated bank transfers. Okay, that's fine. Right now, next is your core payroll engine and V-Step design. All right, so whenever doing any kind of a gross net calculations, payroll configurations and all, we take care of it and the entire foundational data. So we can do that. So core payroll engine and V-Step design, right? And how does it actually work and all. So let's, uh, this is the payroll engine I talk about. We use your typical EWA step design, that part of it, and integrating those foundational master data. So this is a day 1. Day 2 will be covering PCC, pre-migration audit, all those factors. And day 3 will be all about post-run processing, any kind of, you know, bank transfer filings we're doing it., right? That is what exactly we talk about here. Okay, so that is the bootcamp number 7. Okay, now bootcamp number 8. So bootcamp number 8 is all about your, uh, we have a workforce time and operation. So time tracking, people who are already registered for time tracking modules and all, I will highly recommend to finish this bootcamp. Okay, once it is live, okay, I'll talk about it. Okay, and this is called workforce time and operations. And it will cover your typical accrual rules, account balances, validation checks, if you're having anything new, right? So they can go through. So that is what exactly we mean to say. We have to have awareness of entire thing. Okay, now let's see. So you have designed accrual rules, accounting balances, any kind of account balances and validation checks, okay, for district globally ties, you should be able to see that., right? So we will be doing that. So now we can say— so you can always design your holiday calendars, corporate time-off profiles, and all of these things. So it's already— we have planned for it. Day number 2 is all about positional and negative time tracking architecture. So we'll talk about how do you actually configure your time sets, okay? Then any premium pay rules are applicable for you. So we can also decide that. So if it is really applicable for your organization, okay, that is something you can do. Overtime is triggering and if it is automated, okay, so it will check. So overtime triggers, so structuring automated overtime calculations trigger. So you don't have to go through in that route. All right, so that is pretty much you have to take, take care. So if you talk about here the architecture point of view, this is good. And now the next one is the day number 3. Here we talk about dynamic rostering and workforce planning. So in details we talk about it. So let us stay tuned for that. And next is your bootcamp number 9. 9 is all about workforce intelligence. What does it cover? So it will be covering primarily your analytics side of it, SAP Analytics. So if you are already starting something new, you don't have to worry. It will take some time. Once you're— all the models are live, we can connect to a third-party system. Okay, so that is the way actually it works. Okay, and I think this is good. And so we can basically— here what we generally do, so you will be seeing all the detail structure. Architecting the Workforce Intelligence, we're talking about, right? The 9th boot camp. Okay, so 9th one is all about analytics. Okay, whether it's SAP Analytics Cloud or People Analytics or whatever the modules you're having there, I'm sure they must be having their own analytics module, right? So that is something you can do, right? Similarly, Wargio and Qualtrics, they are now part of the same family. Okay, and we see that So this is the entire structure I was talking about, and we will be going deep dive into it. And if you want to participate in any of the one of the boot camp, just to ping in the WhatsApp or ping in the comment section so that I will give you the right access, okay? Whichever boot camps you want to join, and definitely I will give you. So this is what exactly we do have, especially we are focusing on the architecture side of it, let me say, right? So this is the 9th one. So 9th one is Architecting Workforce Intelligence. It's all about analytics. You can see that, right? Most of the data modeling, everything you'll be finding, OK, strategic HR modeling, HR data modeling, and dashboard reports, turnover, time to fill, OK? So there are key, you know, parameters for KPIs usually. You can follow, right? So pay equity distributions, so it will be— so gender pay equity. So we have all the things you will be having in your assignments, okay? And day number 3 was all about the workforce forecasting and storytelling advanced one, right? So this is what exactly we talk about here, and we continue. And digital employee experience nowadays Everybody's joining. Okay, so this is the way you have to go through. So I'm not going to read out, okay, but this is all kind of journey mapping and all these things you can do. So I think this is good, role transitions and all of this thing. Day 3 is all about experience automation and Collaboration channels. So you have to go to the collaboration channels and check it out what is new there. And you can also connect with any other fellow members also. And so I will be assigning them to write, you know, members and all. So you can access to all, okay, all the 30 Maxes we are having it, okay. So you have to submit it, okay. So now actually I think I've already started and What's the question? I'm just trying to understand. Linking collaboration workspace. Yeah, this is what exactly we will be also doing it. Okay, so this is the plan, the layer number 3. And we have also integrations, you know, AI, all of these things will be coming into picture. Okay, I think this is good. Oh, this is the way we have to go through. Now if I go here for the So I think this is also a good one. I take Connected HR Enterprises. So every now and then people are, you know, updating these diagrams. Okay, so this is something you can also pick up. Okay, as I take AI Agent Governance and Ethical Guardrails. Okay, so you follow the guidelines and all the thing, right? So this is good. I think this is good. This is the triggers we're talking about, the closed, you know, all kind of patterns we're talking about. In this boot camp, we talk about the entire automation collaboration channels, okay?. And here we talk about, you know, we'll be covering that. So 11th boot camp is all of AI, everything, jewels starting from other modules and whatever the new things coming up and AI tools and all. We have pretty much almost every major tools like here including ChatGPT Cloud, Perplexity, NotebookLM, Gemini, and some aggregator tools also I'm using it for ease. Okay, but, uh, this is the planning we are having for the AI, okay? And if you go further, you will be having all the details about it, about testable AI classifications. And this is what exactly we meant to say, right? Why, why we do what we do. So we have all the details you'll be finding here, the entire Agentic AI point of view. So similarly, we do have a landscape and identity and Okay, so this is good. This is okay. Identity and access governance, we are already having a separate topic for it. Okay, but in general, we talking about in this topic primarily from HR point of view, right? So stay tuned for that. This is not going to be scientific now. Okay, so this is what exactly day 1, day 2, day 3. So I'm not going to read out, but mostly this is the total high-level topics we'll be covering. Okay, and people who are coming the route, so basically you can refer this still and talk about it, you know, which module we are starting and which boot camp you're talking about, right? That is really, really good. Okay, so this is what exactly like we have divided everything from HR capability area point of view, examples and boot camp thing. They also have following APGs, the standard for HR process area, right? So this is what how exactly we do. So now I will be sharing this, maybe that will be easy. And let me— so this is what I already— we have already gone through all the slides and everything, right? So what you can do, you can basically go here, this one you submit it. Okay, and any of these things will be— so I think this is good. And, uh, here what we can do, offerings. So in Hero itself we are having all offerings. Okay, so Diamond membership, you are going for a 3-level, 3-year program, so we have a dedicated for that. So we have all the sets you'll be finding, and this is the membership which you can go for. And so all the possible memberships that we are having, having here, available here, and all offerings also you find which curriculum which is you want to go for and all. And all are designed based on the 60 principles, 60 mantras which we believe. That is your— there are courses which you already having, your typical standard courses and recorded videos and everything. Communities already I have shown to you. There are so many communities, relevant communities you can join. Coaching is exactly the kind of session. So currently we are doing it, right? It's a coaching kind of a model, right? You can do that. Then certifications, you go for certifications unless you're able to complete everything. So I think this is good. 6 mantras, and we'll follow in that. And the individual format of your boot camp she's talking about, all right? 3 days boot camp or whatever boot camp, so again completely revamping, redesigning everything, okay, based on the current trend, okay, current, you know, features and everything, right? But any of these things you go, any of the principle-based learning, and you'll be finding the details about it, right? Basically you will be having going through all the things, okay? We will be talking about in slowly all the sector of it, okay? I think that's all about the bootcamp series which I was supposed to tell, and the mind map which I have shared with all of you. This is exactly the mind map which you'll be also looking at. I think this is good. Now we can enter details and you'll be getting, you know, notifications out of that. So let's see, I will go for it. I think this is good. Then you write down your thoughts, questions, your aspiration and goal if you're having at this moment of time, right? You can enter it and you have to submit it. Okay, so this is how it will be work, and we call it architecting, or a better word, the journey map. Okay, so I think this is good. Now let's move on to the next part of it. So these are TD's boot camp we're talking about, right? We have already designed, almost on a track, okay? And you'll be able to get all those accesses in your respective school platform, okay? And I think this is good, okay? And we will be getting through all of this activity, but in 10, whatever you're having, okay? So if you're getting stuck anywhere, you can always reach out to us. And if you're not registered for our upcoming boot camps, you can also register. If you are already part of, uh, Center, things will be available and you will be able to access, uh, entire thing in our platform. Okay, the aspirational curriculum. So it is pretty much similar, but a little bit slightly less. Okay, so still we have like entire 20 tracks in every track having— so this is what we have. Okay, so this is what exactly we will be going through for entire stages. I know this is a little challenging, okay, but still we will be able to achieve it, right? So in a unique way, okay? I know there are so many people are doing so many ways, right? I have gone through those literally and just checking it out if it is possible to do something better than that, okay, whatever existing in the market, right? So with that note, I think we will stop here. And thank you for joining in, and we will see you in the next sessions. And stay tuned, just to comment in the section which module you want, okay, or which product or industry you want it, right? And according to that, we will be planning for it, okay? So thank you for