Ep.2 Architecting Workforce in AI Era by Talent Density

Thanks for, thanks for joining in. So, so welcome, welcome, welcome. So let's get started, uh, today's webinar. And this is our primetime webinar. Every days we have a topic to share. If you have seen our previous sessions, so for every day we have a theme. Sunday, yesterday, we had a leadership theme. Monday, today's workforce theme related to the HR and workforce transformation. Every Tuesday we have a Revenue Tuesday, Wednesday Finance, Thursday Procurement, Friday Supply Chain, and Saturday is all about Business Transformation. So today's focus is on Workforce Monday, is it is, and we will focus on primarily how the HR transformation, HR tech, and the what is going on, what is the megatrend, and based on that So today we will be discussing a topic called as a why workforce is a new strategy and how HR can create value. He then, from an architectural point of view, think about it. And also at the same time, people who are staying till the end in this webinar, they will be getting a very good gift voucher. It's a playbook from my site and that is called Hire to Retire Playbook. Okay, so this is the Cloud Playbook which you'll be getting, and I'm sure that will be very much helpful for your day-to-day work. Okay, so with that note, let's then get started with today's topic. And let's— yeah, so here, let me get started. So this is the second episode. Last Monday we have started the debut session, and every Monday we'll talk about different aspect of it. Today we focus on the value creation from HR point of view, architecting the workforce for the future, reimagining the talent leadership and enterprise value creation in the AI era. So this is coming from, as a purely from an enterprise architecture point of view, but we will be talking about different angle to it. So talent leadership and HR point of view, all the perspective we talk about it, then we will see practically how it can be applicable. So this is not a typical HR webinar. You might have seen a lot of HR webinars and typical HR conclave, so and so forth, but this is a business transformation webinar, okay? It's all about the workforce strategy and design for the leaders who want to save the intelligent enterprise, autonomous enterprise, not a typical managing the people, managing resources, okay? So as we say that, uh, future of Competitive advantage is no longer capital alone, it's all about the talent density. You will be coming across a new term. I know people who have seen this term— how many of you really heard about the term talent density? Okay, so today we'll be focusing on that keyword and that will drive for the entire session, the talent density. Okay, so you can Google it, you can check in any of the AI tools what is the meaning of talent density. Okay, and how the talent density plus AI and intelligent work design it will be coming to picture. And more already there are companies who are following it, they are pioneering this. But think about that direction. For talent density, we will focus about what is that talent density. I will disclose shortly in this webinar. And typically that there is a transformation shift, how it is going. So it is all about having a better systems, higher talent density. The exponents is equal to exponential, but not typical you are having an old school, old world. More employees is equal to growth of the organization, but that is not the case today, okay? And typically headcount was the measure of the scale, okay? But today is not the case. Super workers, AI augmentation, we'll talk about it. And if you've attended any of my, uh, webinars in our learning platform, I talk all— we recently finished one boot camp, uh, on succession planning and, uh, career development. We talked about skill intelligence, okay, how skill intelligence is leading, uh, actually career development space in most of the companies. They can develop entire thing, okay. How we talk in terms of workforce ecosystems, no more typical organization, rather also no more annual reviews or slow HR cycles, rather it's a continuous learning process, agile design. That is a shift is happening these days. Right, so today, as I say, that we'll set the context and we'll talk about workforce strategies. About today's agenda, we'll talk about first understand what the typical problem in the workforce, then we will focus towards how human transformation can happen in this case, and then we will be having, uh, 3 secret, whatever actually the workforce architecture. So how many of you really want to know those 3 secrets, okay, for this entire workforce architecture, right? We'll talk about that towards the end. And also towards the end, we'll be having some special offer. People who are joining and people who are staying till the end, you will be getting that offer. And if you're watching in the YouTube and all, so you can always reach out to me that if you already completed that entire video, uh, to get the offer, definitely you can reach out to me. Know how to reach out to me. You better know LinkedIn and other platform also. I'm pretty much, uh, active. You can reach out to me to claim the offer. Okay, so with that note, let's talk about the part 1. So part 1 for the story today is the AI era. AI is everywhere. Okay, and traditionally, whenever studying and people were talking about when it started, right, so company was scaling to the machines. Okay, that was a typical industrial era, right? Industrial era, any examples? Anyone like to say that what is the example of industrial era? Anyone? Okay, so you can use, uh, any of the AI, but if you forgot what is exactly the thing, right? So we can do the parallel exercise. Industrial, who actually got profit? Okay, so examples, examples of Industrial era. Okay, you can do a comparison, by the way. Examples of industrial era. What is actually the digital era? What are the product? What are the, you know, comparison? We will see a holistic comparison and AI era compare, and we will making a note of it using Notion, using Notion tabular format, we will see the comparison, okay? Detailed comparison. Who got benefited in which era? We will see that. Who got benefited in which era? Pros and cons of each And also we'll try to understand here, uh, basically, uh, what is the core mantra of that particular era to serve, you know, for a higher impact era. And let's see. So we will see this, uh, so the workforce, as I say, that is no longer support function these days, okay? There's a complete paradigm shift is happening. And workforce design is business strategy, okay? It is no longer a typical HR strategy or finance strategy, it's a business strategy. You have to think about like a business, okay? So if you see that, uh, the core mantra, primary driver of that, who got benefited, and pros and cons. So let's export it to our Notion, and I will explain you in our this thing, we will see how does it work, right? So today's topic, as I said, this is the episode number 2. If you have not, uh seen the previous episode, actually I recommend to go to our platform and you will be able to access all the past episodes as well. Okay, it is also available— some of the episodes are— will be also available in the YouTube as well, depending upon the requirements. So this is the example. So we'll try to understand, decode the difference among all the three here today. Okay, so core mantra in industrial era was what? Standardize, mechanize, and scale your physical output. Okay, that was the core mantra of the, uh, industrial era. But in digital era, automate, digitize, and scale via software. That is the digital era. AI era, workforce is no longer support function. Workforce design is business strategy. So you design workforce, that is a business strategy. Okay, and what the primary driver point of view— primary driver point of view in the industrial era machine, steam power, assembly lines, factory. Still the factory model is going on. So some of the cases, okay, I see that currently most of the education still that bell system, you know, you know, like people are going in a batch. That batch concept still there, right, in the current education system. People go like batch 2020, 2021. So it's like a batch concept. Still that is the industrial era. So our education has not changed. Still we are in the industrial era, right? So same concept was there. That is where exactly it is coming from. Digital era, the software, the internet, cloud computing, mobile devices. This is already we have seen, at least we have seen as a people who are from '90s like me. Okay. And we have in what current generative AI era, this is where all kind of autonomous agents, intelligent workforce design, those are actually the primary driver. Okay. So people who have not seen, especially as we were following SAP and all recently, people who have attended the Sapphire, okay, whether you're virtually or you're in the US and Spain, the entire week is happening Sapphire, okay. You will be seeing that there is a new announcements everywhere. They're talking about autonomous, okay, autonomous agents and autonomous enterprise, okay. So you might be wondering that what is difference between intelligent enterprise and autonomous enterprise, right? So let's do an AI activity here. So SAP previously, because being an SAP consultant, I will not be here, you know, talk without anything about SAP. So basically I will continue, but that doesn't mean that we are primarily focusing the session on SAP. It could be any ERP. So we are technology agnostic and vendor agnostic. So, but primary example, most of the examples I will be giving coming from SAP because my background is that. Currently also I'm focusing more on that only. So we will see, we'll try to understand difference between an intelligent enterprise, okay? Difference between intelligent enterprise and autonomous enterprise. What is the difference, okay? Intelligent enterprise and auto Autonomous Enterprise. Is SAP started using autonomous, using AI agents? These these days from Sapphire. Okay, so you'll be seeing a lot of branding in that directions. Okay, so I want these things in a table format. Okay, so let's see. Meanwhile, I will be also having a task for you. So if you have not seen that, you can go and go to learn.sap.com, learning.sap.com. And there's a nice course recently SAP has launched, okay? It's not irrespective of your background, you can go. It's a very preliminary course. I will say the introductory course on Autonomous Enterprise, okay? So whatever, irrespective of your background, you can go and check it out. So here we have a program called, even if you go for browse here, certificate. Go to Human Capital Management, and the first course you'll be seeing is called— they have positioned in a way you have to go through this first, okay? And you'll be also getting leads to achievement. How many of you are actually interested to get the achievement certificate from SAP? Okay, the badge. Okay, now you have to tag in the— me in the LinkedIn, right? So you can see that this is a SAP 2026 strategy demonstrates how AI enhanced application integrated processes and human-AI collaboration Supported by SAP's AI portfolio tools and governance frameworks, enable context, all these things. Okay, so it's a very comprehensive course. It will not take more than 1 hour. In one sitting you can complete it, but you would understand exactly overall how the autonomous suite of SAP looks like. Okay, and what kind— we talk about value, right? Today, say enterprise value. So how we can get those value? Okay, it's not about investing on AI, rather how we're getting the you know, like value out of whatever investment we are doing it on that, right? So also try to understand all of this. So this is a homework for all of you people who are watching this YouTube or you are online or watching the webinar. You can go and check, search for learning.sap.com and you search, simply go to browse any of this thing. You go to product Human Capital Management. The first thing which you'll be seeing now is this is the course, okay? If you scroll down, discovering the autonomous enterprise, then how positioning enterprise. This is actually an optional, but it's an intermediate level. So if you finish it, you'll be completing it. Okay, so the next stage is this one, right? So positioning of it. Again, this is a 40-minute course. You'll find very interesting this thing. Okay, so this is the what exactly I thought of sharing with all of you. How many of you are going to finish today? Okay, so committed, right? So type committed, I will be completing it, right? Okay, so now you will be seeing that the difference is coming up, right? So you can see the Intelligent Enterprise, Autonomous Enterprise. So it, so previously it was all kind of decision-making, efficiency through visibility, prediction, and everything we talk about, okay? Humans still remain the main operator there, but in Autonomous Enterprise, agents handle routine execution. If anything is to be done, that will be done by the agents. But humans are shifting to supervisor and exception handler. If any issue is happening, if the AI agent is doing something mistake, okay, or something wrong, they are— so then humans will be shifting to that role, okay. This is more, more of agent-led decisions within the DeFi. There is guardrail, definitely there will be guardrail, like your policies, approval, risks, those will be definitely there. But you can see that there are different dimension of your difference between intelligent and autonomous enterprise here. Execution point of view, as I say that automation is mostly rule-based in case of intelligent enterprise. But in case of autonomous enterprise, it's agent-driven. Agents can dynamically assemble. They can call any of the APIs. They can coordinate with the multi-agent environment. We call it one agent can take help from another agent. They can complete tasks together, just like colleagues. So they can do that. That is an autonomous enterprise. Then human— so operating model point of view, we talk about, we've already discussed. Human remains the operator in the intelligent enterprise, but in autonomous enterprise, they will talk about— they will sit to the supervisor role and exception handler like that. Okay, so if you talk about human involvement, the more frequent is intelligent enterprise, they will be interpreting the dashboard, they will be deciding actions, executing anything. But in the autonomous enterprise, they're targeted. So they will set the target, set the goals, review if any exceptions are happening. They would be— if any high-risk actions happening, they will check it out. And also, also they will check the audit outcome. Okay, so this is what exactly the human involvement will happen there. Okay, similarly, the control governance point of view. So in the intelligent enterprise, governance is focusing more on the data quality and model performance, how the model is performing, right? But here in autonomous enterprise, governance expands to check which agent has what permission, okay? What tool access they're having. They will check all the action audit, policy enforcement. They will also doing all kind of safety measures, okay? That is what exactly the control and governance point of view you talk about. Then key enabler. So in the intelligent enterprise, we always talked of the clean data. You must have heard about the clean core concept, right? Right? And standardized process analytics, machine learning models, integration, everything. But in autonomous enterprise, your key enablers are you have to have agent frameworks, okay? Secure tools, API access, orchestration about the entire thing, right? Process guardrails, continuous evaluation. That is actually, you are the key enablers in the autonomous enterprises, okay? So that is what exactly we have to understand. Then we talk about the risk part of it. So here in Intelligent Enterprise, you would be having insight without any action. The model can be biased, that could be low adoption, there could be data issues. Okay, but in case of Autonomous Enterprise, you will be having— sometimes you may have over-autonomy, you are getting more autonomous things, right? So sometimes it may happen you may have some incorrect actions. Okay, security permission that can be leaked. So you have to be very, very careful Especially if you're a security consultant, it's time, it's your time, right? So you have to be involved, and you have to also— the HR, anyone actually have to understand the basics of security, different security, different risk management, right? All those things actually we have to talk about. So in this context, that's very, very interesting to understand all of these things, what kind of risk, what kind of security measure you take, okay? All those things you'll be talking about, okay? So in this context, as I say, I have a small announcement here. So very soon we'll be starting the the GRC, the risk management related boot camp. If you're interested, you can enroll, and the process would remain the same, and you have to be a silver member in our platform. And we will be talking about it towards the end. But as I say, risk management, security, this is again a hot topic, okay? So people who are actually coming from a developer background, if you are starting a career or you want to navigate your pivot, your career into another domain Right, security, cybersecurity, or security architecture, infrastructure, this is also very important in those who are interested. Okay, so that is something we'll be finding more detail, and we will be also have designed a curriculum for you, and you will be finding those shortly. Okay, so we are planning for that very soon. So next one is success metric. Success metric in the intelligent enterprise, you can take better decision, faster cycle, reduced cost, improve KPI. But here, how we measure success in autonomous enterprise, whether your end-to-end automation rate is perfect or not, is higher or not, whether your— how much exceptions you are having is low or not, right? How much time it takes to resolve any of the issues, okay? Whether they're doing a faster resolution or not. And also measurable outcomes, okay, for employee. I know very few organizations have already have implemented and also already got the results, right? But it will take some time to This would be, uh, the starting point. And many of the organizations have already implemented this AI agents in their different process, not only limited HR but across their business, okay? Your finance, supply chain, procurement, CRM, all these things, okay? So this is the difference between intelligent and autonomous enterprise, a very important questions. So, okay, you may be having this query, okay? So now coming to the back to the one era we're talking about, the three eras, right? So the model point of view, the key example in industrial era your Ford model, that will still means, you know, steam power, textile means, okay. But in digital era, it's all about to start with the Google search, okay. So it was amazing thing at this point of time, Google search, Google data, right? Amazon e-commerce, okay. How many of you really actually started the, uh, Amazon? Where I remember that you started the books, right? So a few books also initially I ordered from Amazon when I started in India. The SaaS platforms, it could be SAP, Salesforce, Notion, whatever it can be. So we cannot ignore SAP, by the way. So all those things you'll be seeing here, SAP, Oracle, Workday, all those topics. Similarly, AI era, it is the key examples. It could be a small team doing a lot of things. Capability, it's all about talking about the capability. AI-assisted code generation, GitHub Copilot. Gemini. Okay, so all this NotebookLM, autonomous customer operation agents, AI agents, right? So who got benefited in which era? So you will see that in industrial era, all capitalists, they took all the advantages. Okay, and also the middle class has actually raised in that era because it created a lot of jobs, blue-collar jobs in that era, right? But in digital era, it's all about different, uh Tech entrepreneurs, so developers, because it is actually has increased and many people have started going to abroad and different place to talk about that. In AI era, now we are having talked about AI era, it's all about the high density talent. Those are actually creative, highly adaptable, who can know how to orchestrate to the AI. And they are also having agile lean enterprise, having a 5-member, 7-member teams, but they are earning crores, right? So in the USD, or, you know, typically 5-7-member teams I have seen, okay, earning, having earning of 100 crores plus business, right? So those kind of business happening, right? So that is the AI era, who got benefited and all, right? So are you a high-density talent? So we'll talk about the talent density shortly, but still I will keep that surprise towards the end. So to understand what exactly it is and how actually it can be used. Then what are the pros and cons? So in AI era, I'm not going to read out everything. So this is anyway you'll be getting it in our platform. But the pros is mostly we will see that global connectivity in the digital era, we already know that. Unmatched operational efficiency and speed on-site model, off-site on-site model. Then AI era actually eliminating all kind of mundane repetitive cognitive tasks. Humans are actually focused towards the strategy, empathy, and creative direction, which is really, really required. And also personalized, hyper-personalized products and service at the scale. Okay, that is what exactly the pros of it. Okay, but there are also cons of it. Basically, in the digital era, it was more like, um, trying to do the short attention span, information overload. Okay, displacing the white-collar jobs, massive digital monopolies we have seen. But in AI era, what is the cause? So still, as I said, security, privacy, intellectual property challenges. Everybody is copying each other, right? So risk of deepfakes already, misinformation, ethical biases, right? Workers who fail to adapt to AI, they will be falling into rapid obsolescence. So you are seeing that impact right at this moment as we speak. A lot of firings happen, a lot of layoffs are happening across the organization. 8,000 10,000, 30,000. Okay, those kind of layoffs are happening, right? But who will survive? The talent density. So talent density is the key term for today, for the entire today's session. So just to meditate upon one word today, one theme, talent density, which we'll be talking about today in detail. Okay, so practical rule is here: intelligent is equal to AI helps people work better. Autonomous is actually AI agents do the work with the guardrails and people manage the outcome and exception. That is the difference. Okay, so that is when I say intelligent enterprise and autonomous enterprise. AI was already there in intelligent enterprise as well. It was helping to people to work better, but now agents are doing the work within the guardrails and all, and people are managing the outcomes and exceptions. So that is actually the difference among these two. So hope it was helpful and understanding is clear for everyone. Okay. So now with that note, we will be going to the next part of today's presentation. And whatever we have understood from here, let's continue from that. So this is what exactly the AI activity we ourselves, we have done that. So with that note, the part 2. So part 1, we have seen that the AI era context, we already understood the 3 era: industrial era, digital era, and the AI era. So now let's understand the workforce, how workforce is a new strategy, right? So we'll try to understand here. So how many of you have seen the Formula 1 pit crews, right? So they are like becoming that, right? So if you have seen that Formula 1 pit crew, search for it. The smaller, faster, but it's more capable, right? That means small teams but high capability. Extreme coordination, and nobody is actually, you know, uh, like in traditional companies. If still it's happening, people are actually asking the manager monitoring from the beginning, from the morning to evening, tracking everybody's micromanagement, right? Those things are not relevant, okay? So if you're still doing that So your job is on, you know, danger, right? So small team but high capability, okay? Extreme coordination under pressure, just AI-assisted execution. You are having a trust, trusting each other, right? So nobody knows wherever you're working, even if the remote, if people trust each with each other, so that the deliverables are actually given, you know, on a proper way, okay? So now let's talk about today's term, talent density, which you are actually focusing. And this term actually I came across last year, and whenever I was exploring, this is actually in one of my learning programs which I have subscribed, that is from Joe's version. Okay, so in his, uh, learning platform, in his premium learning platform, you will be finding this. And also, if you search it, also you'll be finding that, okay, the outside also, the talent density. Okay, so talent density, actually, if you search— let me do a search for you today. Once again, so the talent density, if you saw here, general search, if you do also talent density, you search it, okay, you will be getting a lot of talent density, Jaws Wilson, okay. It is actually term used in your typical, uh, started with Netflix, okay. So quality and density of skills, so how to create, it is actually not very new concept, but actually it is the solution to a tough labor market, okay. So I will recommend these 3 things. There is a podcast also So this podcast, definitely you should listen today, okay? So this is a task for all of you, understanding the talent density and ditching the integrated talent management, so-called, okay? So SAP or any other talent management module, they will be unhappy with it, okay? But they don't know how to actually implement all of this thing, right? So today is the first time in human history we agreed to pay one person a trillion dollars for his skills, Elon Musk, okay? So Elon Musk example, they talk about it. You will listen to this podcast, I have not been disclosing. This is our 2025 podcast, okay? And it is just 22 minutes, okay? Just listen to it and what is your thing, you will let me know, right? But this is something, uh, yeah, so SAP also is coming actually, okay? So you can see that the 17th of May, just yesterday I think, yeah, so Autonomous Enterprise, okay? This is actually, yeah, rightly, so we are on the right track, okay? Because this is actually the yesterday only SAP has, uh, you know, last week SAP has launched it, right? So even we are talking about today only, right? The autonomous enterprise, they're calling it, right? It includes unified AI as a platform, building, contextualizing, governing the AI and autonomous suite that executes the core business operations and new user experience that redefine how people work the enterprise. Okay, so this is actually the part even I see for the first time. Okay, so I'm just looking at and you can see that is talking about that. Okay, this is the recent stuff, right? So this is what exactly, um, they're talking about, and 25+ industries across. And this is how exactly from Asia point of view, okay. So here, whatever they have is they are having more than 224+ agents now, okay. SAP is having that, okay. And the big theme is autonomous, okay. Um, SAP said, okay, so run out without your help at some point, but in reality— so you can see all of this here, agents you defining, okay. And this is what exactly from a typically from HR point of view you can see. I think this picture is, uh, let me open in a new tab. Okay, you will be finding is much easy. Autonomous HCM, what we have, plan to plan and hire, it is not very clear, manage and pay, develop and grow, right? And under that we have what kind of an assistant you'll be having, people intelligence assistant, intelligent, everywhere you can see, right? For everywhere we have an agent, full of agents and agents suggestions like that, right? So they are actually bringing in all by this end, end of the year 2026, okay? For everything we have an agent— pay equity agent, compensation planning agent, compensation guidance agent for compute your compensation. Similarly, for, right, people intelligence assistant, you'll have a people intelligence agent, recommendation agent, analytic reasoning agent, okay? So that is for recruiting point of view, interview agent, recruiting Q&A agent, integration, migration, interview scheduling reverse matching CRM agent, your agent connect, right? Similarly, onboarding point of view, orientation agent, task management agent, right? Payroll point of view, payroll explanation, what is my salary, why there's a discrepancy, if I want to do that. Payroll validation rule agent, payroll alert resolution employee data integration. For everything we have an agent, okay? Similarly, performance point of view, performance and goals point of view, goal creation, goal progress agent, feedback discovery agent, feedback request agent, calibration equity agent. Everywhere agents are agents, okay? Performance intelligence agent, performance preparation agent, right? Similar career and talent development point of view, succession planning agent, career development agent, development goal creation agent, mentoring agent, talent scout agent, okay? Similar learning point of view, learning assistant point of view, learning compliance management agent, learning assignment agent, learning skills agent, learning Q&A agent, skill point of view, learning journey agent, right? Similarly, skills assistant point of view, skills governance, job architecture maintenance agent, skills evidence agent, jobs and skills architecture creator agent, workforce upskilling point of view, microlearning agent, adaptive learning journey agent, scheduling as in delivery agent, AI tutor you have. Okay. Similarly, a lot of things are here. It is happening across and there are across HR system, go across at same point of time, configuration agent, rule-based permission, RBP agent, right? Configuration transport agent, right? So even that is also doable. Okay, HR knowledge assistant, Galileo. Okay, so there's so many things are here, right? And HR service point of view, you have payroll explanation, I already have talked about, right? Timesheet service, pending. This is growing, growing, growing, you can see. So there are so many agents are here. Okay, so that is what exactly assistants and agents for every HR processes that happening. Okay. So, and they have various naming, they are fairly specific in nature, okay? So this is the blueprint for it, HR 2030. You can have a look into this also. There is a 2030 vision for agentic human resources they published on the earlier this year, okay? Systemic HR, they're calling it, okay? And this is actually how AI agents will be having, you know, all of these things, okay? So you will be getting in detail about it, right? So this is very interesting, and, uh, you would be finding a lot of, uh, insightful things here, okay? So I would recommend, uh, go through this podcast and keep yourself updated, okay? Okay, so now let's go back to the talent density which you're talking about. So this concept was actually pioneered by Netflix, okay? But very, very simple. Okay, it is not like, like your mathematics density formula. I will not be asking to you. Rather, it is the quality and density of skills, capabilities, and performance you have in your company. Okay, so suppose I will be trying to understand this. So what I will do, I will be just like do a small exercise here. Explain talent density like IMF 5. Okay, so how we'll talk about that, let's say explain talent density as if I am fun. Very simple, the understanding we will be having. Let's see that, then we will go to the detail part of it. What is the talent density and what exactly they are talking about? This is actually the operating model point of view. So this is exactly, you see So what exactly they are saying, okay? So you can having a big box of crayons, you want to draw the most beautiful pictures, but in a box has 100 crayons, but 20 of them are bright and shiny and other 80 are broken, muddy, and don't color well, okay? So it takes a long time to find the good ones. So box is not very dense with the awesome crayons, okay? But what if you trade away all the broken ones, you remove all the broken ones and fill your box only with the brightest, sharpest, and best crayons? That is Every single crayon you grab is amazing, whatever you're picking up, right? Everything is good, okay? That is why the concept— this is the same concept, okay? Uh, in a company also, that means whenever hiring a giant crowd of people to fill their chair, we do not rather talking about only everyone, whoever I'm picking up, everybody is superstar, right? But how it will be, right? Superstars love working with superstars, right? Good crayons love drawing together, right? So this is a very good example. When everyone around you is amazing, right, you try harder, lean, learn faster, and have more fun. Okay, so there are also less clutter people, actually similar kind of people, people who are of the same mindset I talk about, right? So even if you attend any of the webinar seminars in the past also, you'll be seeing that people, like-minded people coming together, learning something, right? So those are really, really good. Okay, so small teams can do giant things. Okay, small team of high performers can build something incredible faster than a huge, uh, having people having 800 means 8,800 people that they cannot do, but 5-10 people can do amazing job, right? So that is actually the very simple concept known as a talent density. It is actually pioneered by Netflix, and there is a very detailed, uh, you know, case studies you'll be finding, and you can read. There's a book actually, so there is a Netflix has a computer-rated book Those who love reading books and all, I would recommend go and check it out. This particular audiobook also is free. You can listen to this audio. It's one of the New York Times bestseller also. Okay, so this is something you can read out. No Rules, Netflix and the Culture of Reinvention by Reed Hastings and Erin Meyer. So this is actually pioneered by this concept of talent density, pioneered by Netflix. Okay, so this is very, very interesting to know about it. Okay, so increase the value created per worker, more capability, more intelligence, more ownership, more impact. That is a very, very simple definition of the talent density. Okay, so that is what exactly we try to understand today. Now let's, let's come to the part 3. So part 3, we talk about 6 workforce problems at present organizations are facing today. Okay, so first thing first is all about the headcount. Still people are actually, whenever they are actually, even they are doing layoff, right, they're trying to optimize the body, bodies, not skills and value creations. Okay, so they are actually overcome, uh, you with your headcount. Okay, they focus more on the headcount than the capability. Yeah, second thing is HR very, very slow. Traditional HR processes cannot keep pace with AI, right? It is very much true, right? The way the HR operates still, if you see, you go to any other organization, very refining, they still work in the last 5-10 years the way they used to work last, for the last 5-10 years, okay? Very few organizations, they have adopted new technology, new innovation, but still the processes are actually very— it is not the fault of the HR It's the fault of the processes, those, uh, archaic, old, traditional processes, okay? They are— they have to redesign the processes, okay? Third thing is disconnect employees. Workers feel detached from a purpose, but the growth and impact, they just come and go like that. Salary to women still waiting for salary credited and all those things, but they're disconnected, disengaged employees. Fourth one is skills obsolescence. So capabilities go stale faster than organization can retrain, right? By the time you train something, there's a new concept coming out, okay? So that is actually really happening. So how do you manage those things? The skills are also very short lifespan these days, okay? So especially the technical skills I'm talking about, right? Whatever you're learning today, maybe another 3, 6 months you will not be having, okay, new skills, okay, over a lot. Then AI without redesign. If you have not— you already, let's say, just to have a checklist in your company, we have implemented AI, you are implementing AI, but you are not thinking redesigning of processes, values, culture, okay? Then that is— you may be— might have adopted, but your models are still the old school traditional model, okay? And last but not the least, very, very important, siloed thinking. Okay, so you are operating from your own cubicle, own silos. You're not in state of talking to business or finance, your supply chain, your other departments, about how is it unified way. So that is not happening because that is all silo thinking, right? So the what is here, so we have to understand, the takeaway is the future belongs to organization that redesign work, that not automate. Automate is not only the solution You have to also redesign your work, redesign your process, redesign your policy, redesign your culture. Okay, but those soft elements are also very, very important, right? So these are 6 workforce problems. Unless you actually solve it, there will be bigger problems in the future, right? So that is actually— we have to understand in this way. So the next one, the part 4, is human transformation. So what is it? So the turning point is here. I realize the future of enterprise is not only digital transformation, it's human transformation enabled by the intelligent systems. So here, traditionally, we used to have to use a term called, even in also SAP, you might have seen that traditionally in 2010 and all, people, you are still calling the SAP HR, okay, or a general HR, okay. So they were still— we used to term resources, human resources, okay? Then after that, you might have seen that, uh, the rebranding happened. They started calling human capital management, then they started calling human experience management, right? So that is what actually it also evolved. So people are actually— how do you consider? They're value creators, they're value givers, okay? Not resources, okay, like any other materials, you know. Or your money, all those things, right? AI, in the AI era also, it has to augment with your human potential. Not— it is not at the cost of we are reducing our humanity, our empathy, our innovations, whatever our— what makes human human, right? That we are not sacrificing here. That's the second meaning here, okay? So similarly, the transformation, any kind of a transformation. So in Sunday, I was taking a session on inner Transformation. So actually what happens is Monday to Saturday we take a session of different other transformation, business transformation topic, but on Sunday we have dedicated one session the same time for inner transformation. That is really, really important, seeking your identity, seeking your purpose. This more aligned with spirituality, but we make it more practical way. So instead of other, you know, irrespective of your religion path your faith. Okay, we discuss that, that is already in our YouTube, can watch that. So human transformation starts with awareness, self-awareness. Who are you, right? Who you are. Okay. And systems thinking. Okay, so that's the practical aspect of it. So there, from a human transformation point of view, this is actually really, really understandable. So we have to understand all of these things. Then how talent density works. Okay, so this is something you might— people who are coming from other backgrounds, uh, you may find little technical, but it is not so technical. I will try to simplify these things and, uh, much better way. So here, as I say, talent density— I was telling, right? We are having your high-performing organization. They do not just hire more people, rather they hire differently they hire, develop them differently, lead them differently, design the work differently. So they are differently different, right? That is the term, okay? That is, that is actually the new competitive advantage here. Just like Netflix has done an amazing job in the pioneer— they're the pioneer of this concept, whatever you will discuss today. So this is our secret number 1. This is no more a secret, I've already disclosed that. This is actually coming from again, uh, Netflix as they are the pioneer and also had been endorsed by leading research analysts like Joseph Burzin and all. And this is actually when I was reading that book PDF of that, that the Amazon, the book which I was talking about from Netflix, so much it has the insights, right? You will find me amazing. So whenever you get some time, just have a look into this. This is the book, okay? And you will find it very much interesting, okay? Practical also, okay? How the talent density actually you're applying, right? So that is something, uh, you have— somebody's asking me like how I can implement talent density, okay? So how do I implement talent density? Let's see that if AI can answer that, okay? So talent density we talked about, right? So talent density is reference material I'm putting here so that, uh, this text also we will go with you, okay? Whenever we'll be sharing this content and we publishing our learning platform Okay, so you'll be getting it. Okay, so that is the how to create talent density. I mentioned it here. And also, people who are interested, uh, I will be sharing this, uh, example also, like how to understand the talent density like as if you are 5 years old. Okay, so that is what exactly I have maintained here. And also, there is a talent density, uh, Okay, this is a blog also. You'll be finding very nice blogs, uh, Tough Level Market and First Place. So you'll be finding it is coming from an employee from Salesforce, right? Is again based on CEO of Netflix. They have written about it. They have actually— so this is also all the materials, all the resources. I'll put it together so that it will be very much easy for you to navigate through, which you can refer at a point of time. Right. So this is— I'm putting here, I will mention it, Talent Density. Then this is done, this ebook also, which you can refer at a point of time, right? So all the resources I'm mentioning so that you may find it very easy to understand. Okay. And Autonomous Enterprise, which actually just this week only they have announced Okay, by the time this last week, okay, the entire week actually people are still figuring it out what it is, right? And we are actually updating that today. So talent density, this is the mention and how actually autonomous enterprise people are talking about. And this course, this is your homework for all of you. You finish this before we come to the next session. Okay. And this is your positioning the autonomous enterprise. Another one is your, the second one which I was talking about. The previous one was, uh, uh, Discovering Autonomous Enterprise. Okay, these are the two course. Okay, self-paced course. I think within one sitting you should be able to finish it. Okay, and we'll be having a quiz next time. Okay, so you should do this. Okay, this is the Benson here, Discovering the Autonomous Enterprise and Positioning the Autonomous Enterprise. Okay, so these two things you ideally should do it. Okay, so now with that understanding So I think this is already— we have understood how to create all of these things. So you can search for it. And also we talked about the different agents, okay, assistants and agents in every HR process, okay. So this is actually a part of this only, okay. So maybe I will be having a higher resolution picture of it at a point of time, and I will be sharing with all of you. It's already there in the HR, but also 2030, 2030 vision of agenting human resources, that is also very good, right. What is going to happen by 2030. These are all predictions, okay? We will see how much actually practical it will be, okay? And how organizations are going to adopt it, that is the key, okay? We will have to understand slowly, okay? So now with that note, let's, uh, expand our ideas. So, so in the ACROSS architecture, so this is actually, uh, I have not taken from any sources, based on my understanding, because we focus primarily on enterprise architecture in our platform, right? I will talk about 12 streams of architecture, okay? So starting with enterprise architecture, business architecture, data architecture, we talk about your AI, so security, technology architecture, integration architecture, industry architectures, there will be sector-specific models in the industry architecture, application, cloud infrastructure, your UX and domain. So if you see it at every point here, so across the 12 streams, okay, of this enterprise architecture, which is our architecture we're talking about, right? How it is actually supporting, okay, for the talent density. So this is a talent density architecture and how the 12 streams can contribute towards the talent density architecture. So it can be also PhD topic, okay? People who want to pursue, uh, very much, okay, or research, you want to publish the papers and all in this area, it can be a very good topic. And you're just, you know, taking an idea which is already tested, okay? That is, your Netflix has already pioneered on that, how you can scale it up across your organizations in a more systematic way, more agile way, with a structure and framework, right? So let's see that, okay? So that is exactly— so I'm not talking about more about it, but It requires a lot of time to explain all of these things, but we're just giving a hint for now. Today you understand only the concept of talent density and how does it work. Then we'll talk about later. The secret one was all about that. So how we can navigate to talent density and, okay, and capability, culture, alignment, AI enablement, continuous learning will be the key culture here. And the second thing is here, the secret number 2 here today, the 4 are workforce model: recruit, retain, risk, redesign. Okay, recruit in the talent density era, find, attract high potential, high potential talent, and learn your future company interests. Okay, so hiring process also has improved, hiring process also changed recently. And also retain people, create meaningful employee experiences for them that they will be committing, they will What could be purposeful, right? And also do not ignore the reskilling initiative. Do not think it's like a cost, okay? So build all kind of adaptive capabilities continuously to stay ahead in your market, stay ahead in your industry, right? At the same time, reinvent your jobs, okay? So I know there are so many jobs, uh, which are repetitive in nature is going away. You may have, uh, AI agents to do that, but ensure there's a thing how we can reinvent jobs using AI and automation. Think about it, right? So you can think about— so maybe you might be having question, how do I redesign a job, right? So let's say you're in IT, right? So let's say, let's say we're doing an exercise here, okay? How do I redesign a job? Okay, and how do I redesign— maybe I'll talk about a design a job which is repetitive, like customer care or BPO, KPO, because that is where exactly a lot of, uh, layoffs is happening these days, okay? And also coding also, right? Code, because coding is also done by AI, a lot of large piece of it, right? So I will say that from different industry, from different industry, give a notion table for me, right? So we try to understand how exactly these things are happening, okay? And how as an HR you can redesign a job, right? So we'll try to understand, instead of firing people, how you can add more values to your organization without firing. Okay, so redesigning highly repeated across roles involves moving away from the old industrial mindset to AI era. Humans is the orchestrator, AI is the execution engine. Okay, so we will capture these notes and we will see that how we can practically do this, right? So we'll try to understand this also today's session. So So let's see, and today, uh, we will be having this one is redesigning. So how we can redesign across the industry? So let's see this example, okay? So let's say, uh, you're having customer care. We start with the customer care, right? So from a ticket solver to experience architect, okay? So everywhere we have an architect, I will say the people are redesigning the jobs, okay? And so typically, all kind of FAQs frequently asked question, definitely the AI can answer, okay? It can initiate the trials and everything, okay? But in case of anything is happening in a, you know, like, uh, escalations, or you're having any premium clients, okay? So those things, uh, definitely it has to be done by a super worker, okay? Super worker in the human role, they have to do that, okay? Lot of things, those things cannot be done by AI. It's okay. So because you also empathy, you have to also understand the VIP clients, their background, you train and fuel the AI service, those kind of things. So you have to work along with AI. Okay, so if it's normal mail, definitely you can standard chart, you can do that with AI, right? But how can analyze the customer sentiment data? How can fix your root cause? If any product is happening, right? So those in-depth knowledge required superhuman, okay? Super worker here, okay? So here the answer is 24/7 instant response for basics, definitely I can do that. But to ensure that retention is there for those, your typical employees and all, your empathy also required, deep human empathy. Applying precisely wherever it is, where it matters a lot, right? So this is your customer care example. Now coming to coding example, okay? So coding example, if you see that, um, what AI will do and what your human coder or developer, they will do. So definitely if it is a standard program, standard basic unit test, all those things, the codebase system is definitely Yeah, you can do that. But to understand your, your typical, uh, business process, business process to a technical logic, those algorithm and system architecture, complex database design, understanding those, uh, code for logic, security, scalability point of view, right? Those things will be human will be doing. Okay. So those are actually from a coding point of view. And also you'll be having micro teams producing the plus software at the speed of thought. And Hocus is also shifting from fixing bugs to building features. So new features you can build in a few seconds, few minutes, like that. Okay, so your key thing is whenever you're designing any of the role, there are 4-step deconstruction method you have to follow. Audit. First of all, deconstruct your whatever exactly cognitive or repetitive task. Okay, whatever actually creative and empathetic. It is creative and empathetic, that will be definitely for a human. And if it is a repetitive cognitive load, a lot of cognitive load, it can be given to the AI, right? So you have to separate them into all two buckets and you have to do that. So now offload, deploy AI tools to handle 100% of the cognitive repetitive bucket. So you're having two buckets, cognitive bucket or repetitive bucket, and there's a creative or empathetic bucket. Whatever the cognitive bucket, repetitive bucket, you can take it for, uh, by AI. Another bucket, whatever you're having, your creative and empathetic side of it, which you can— which one can do the best— that you do that. For mentoring, handling angry clients, okay, you are— so negotiating, okay, brainstorming, okay, those kind of things, definitely you have to— human would be doing that better, okay. So third thing is elevate or redesign, rewrite your job description. Whatever was working 10 years ago, it will not work today, right? So Do rewrite your performance metrics also. You might have written, you know, typical, uh, performance management that even I have also written long back, even though I was working the support project. I resolved, uh, 10 tickets, okay, in 2 weeks, okay. Or maybe I counted like 78 tickets in 3 months, okay. Instead of that, resolving 50 tickets a day to outcome-based, volume-based, no more volume-based, and the outcome is improved customer satisfaction. So, so what if I solved 50 tickets? So what? So basically the client satisfaction increased, right, by so-and-so percentage. That is your outcome. That actually you have to write in your performance goals, okay? What is your performance, right? So that is the way you can also redesign your job, redesign your performance evaluation based on that. And reskilling, training the employee on how to prompt, prompt engineering by coding, all these things, audit, direct the AI system. So that human become supervisor of the digital workforce rather than doing any kind of manual labor themselves. So that is a key step-by-step guides by which you can redesign your work properly, right? So that is what exactly I thought of presenting. And the 4R workforce model we talked about— recruit, retain, reskill, and redesign. Okay, and AI handle would be definitely lingua repetitive tickets, but no one will handle the empathy escalation and employees evolve toward higher value strategic roles. So that is the context here. So now moving on to secret number 3. So secret— what is the secret number 1? Again, we will be doing a recap. Secret number 1 is the talent density, that is the new competitive advantage. Secret number 2 is the 4R workforce model: recruit, retain, reskill, redesign. Okay, in the AI era Then the super worker organization. Okay, so AI plus talent density, they will be creating magic. Okay, they will amplify. Okay, AI will amplify exceptional people. AI will not replace exceptional people. They will amplify, definitely. Okay, so small team, fast execution, higher innovation. So this is what exactly would be happening in the— that is so-called super worker organization. Okay, so that is secret number 3 here. Okay, so the future of enterprise leadership formula, how to be— so it will be depending on 3 things. You'll be having human creativity, which you cannot ignore, imagination, empathy, judgment, system thinking. You're all about strategy, design, and integration. And then your AI intelligence, speed, scale, and pattern recognition, right? So the leaders, tomorrow's leaders who will be setting up tomorrow's enterprise This will be orchestrating all these three forces. They're combining both human depth, your— he is a human, and AI capability and strategic system design, not tactical, strategic system design, end-to-end. You're thinking from every angle. All right, so now the part 6. Part 6 will talk about the workforce readiness self-evaluation. So what you will be doing that So now it is time to reflect. So we have talked about 6 parts almost now, and also talked about 3 secrets. Now it's the time to reflect. How many of this can you think that you can confidently say yes, you are thinking like beyond traditional HR, your kind of people strategy? So just think about it. Are you leading workforce transformation, convergent confidence or not? Are you understanding AI-enabled work design, its organizational implications or not? Are you able to explain the talent density? So notice, which is actually the term which you— many of you might not have heard about it— to a business leader. Okay, are you able to explain? Okay, so just to type your level, whether you're Explorer, you're a Builder, or you're a Workforce Architect. Okay, so just if you're watching in the YouTube, you just comment what is your level. Maybe you're exploring your building or your architect. They're already there, right? So everybody's in the progress. I see that everybody's in the process. So, so that is not something we reached. We have not reached other. We are in the work, always work in progress. Okay, so that is what exactly I will say. Now the part 7, the transformation guild. So we are having a, let's say, we have to catering to those kind of roadmap and this kind of thing. We have our own ecosystem We have our own, uh, where we have the transformation, all kind of modules we are doing it. Weekly sessions were happening. So today, as I said, Monday, we are focusing on HR topics, workforce strategy, but with a lens of enterprise architecture, right? So that is a uniqueness, that is the bringing. We are being, uh, I myself as an enterprise architect for last, uh, almost close to 8 years, and with a 18 years of plus total corporate experience and across geographies. And whatever I'm learning, I'm just sharing with you in this forum, okay? And also people are sharing with each other in our community. We do that, those kind of case studies, we do system thinking, those structured learning path we're having it. So we have more than 2,600+ learning paths depending upon your roles, depending upon your— in which path career you are in. And also we're developing a mindset Okay, as an enterprise architecture mindset, even if you're not having a designation of architect or leaders, right? So that mindset shifting is really, really required. So that is what exactly we're trying to build. And, uh, we are also not preparing for any of the old HR careers, rather to prepare leaders for the future autonomous and intelligent enterprises. Okay, so that is the, uh, appeal here. So that is the things we are doing it. So your journey is starting now. So if you are actually need, you're looking for such kind of infrastructure path, and, uh, we are open. To— you're open to learn. We are to— you will make— we have a strong community and accountability in our platform. We have also beginner-friendly, business-driven, all this kind of learning path we have. And this is how system will work. And they always say that system work, people fail. Okay, so we have built a system for you. So this is the way the enterprises that win in the AI era will not simply have the better technology, rather they have better designed human system. So that is the human system we are creating for you, we're architecting for you, so that you can transform. And we will be inspiring you to take that step. Okay, so if you're till the end, as I promised, and we will be counting the basically the people who are still till the end from our database, from our AI, and you'll be getting your gift within 24 to 48 hours in your email box, okay, or in your WhatsApp will be sending to you. So now, as we say, I will also taking this opportunity to explain little bit about the platform. So which you will be having, so simply you can go to successlabsacademy.com and in that forum, in that website, you will be finding the details, uh, about our programs and all the offering. Okay, so we have, we have been revamping the entire thing. Okay, so you will be finding this one. So let me log in, successlabsacademy.com. So if you go there, this is the website, and you will be finding almost the community platform. We say that join a leading Community for super architects and leaders, okay? Turn your knowledge and skills into super profitable consulting and coaching. That is how which our priority basically, and we offer different services for different— and what problem we are solving here is to try to what education system, what the employment system is not able to do that today, we are trying to equip with them, okay? Students, graduates, and We keep with them industry-relevant skills, what are really needed in the market. And also the corporates are collapsing these days with the layoffs happening every now and then. And we are also having people, they do not have a— we've heard about people not having a proper mentoring within the organization so that— so there is always a match, mismatches happening, the talent and opportunity. So talents are there Opportunity is also there, but there's a mismatch of that happening. So that is what exactly we're trying to solve it in our platform. We have a strong reason, uh, where equal individuals architect their success through system thinking, balancing both technical and life skills. So for the reason we kept one day for life skills, that's a Sunday. We call it a Source Sunday. Okay, you might have seen that the— even the flyer which you have sent, you seeing that is called a Source Sunday. Okay, in speed. Okay, so that is actually— we one day we focus on the life skills also. Okay, identity, leadership, inner transformation we are talking about, right? So we'll— I will welcome to also this session. So this, irrespective, you can send this, uh, invite to anyone and everyone. So Sunday is for everyone, by the way. Okay, who wants to develop their mindset, purpose, human skills, soft skills— not soft skills, the power skills rather. Okay. So this is what exactly we talk about, and definitely it will be really, really powerful for them, empower them rather, I will say. Okay, so this is what exactly we are trying to leave those experiences, whatever you are seeing, we're trying to apply that. And also the organization will be having a faster growth through those kind of robust mentorship. Okay, so many are now, um, many of the organizations also they're contacting us to collaborate and more than happy to collaborate with them in their activities. Uh, okay, our mission is architecting experiences for a better world. So we curate, create those experiences for students, individual students, working professionals. This has been— we are doing for almost, uh, officially for the last 5 years, 5+ years we have been doing unofficially more than, I think, 7-8 years, uh, we have been doing that. And we're offering personalized learning plan for each and every individual based on their background, based on their aspirations, based on the market trend. And we are also curating the entire learning journey with the 20 tracks and different themes. Okay. And very simple membership model. We, we are not selling courses like others, like, uh, typically Coursera, Udemy. We do not do that. So basically we have a simple membership model. And we also conducted hackathons, okay, multiple bootcamps also every year. Just we finished the one bootcamp the last weekend, and we conduct those bootcamps often. It's a 3-day intensive program, almost 12 to 18 hours, and basically people will be finishing this entire end-to-end particular topic, okay, from scratch, okay. So they will be able to completed in a live environment. Okay, then when they want to extend that, they want to go deep dive into that in the next level, then usually they go to it, go through it. The next level is a 90-day program. Okay, so that exactly they go through in the hackathon process. So in the hackathon process, we talk about that. And what is it for universities and colleges? I know that part of our curriculum, they are having it in this, at this moment. Okay, most of the universities and all. So those are of no use, okay, to be honest, okay. So even if you have brought in the AI, even if you brought in the AI agents in the curriculum, but how exactly you're applying, how are you able to implement those things properly? I know there are colleges and universities, they are actually superb and doing— they are actually partnering with the industries and all, they're doing those things, but very few, okay. So we're also happy to partner with any kind of hackathons, any kind of boot camps you're conducting in your colleges and university, the virtual way. You can do that. And a lot of courses, it's pretty much affordable courses you can learn from anywhere. And we do not believe like a typical course, like, uh, it is a journey program. Mostly we have a journey. Based on the journey, we decide, okay, we have a system, everything, everything is a track, okay? And we're taking a product agnostic approach. So today it should not happen that you're learning one technology, tomorrow it is going to be, you know, obsolete, okay? So then you're losing your entire thing, right? So we are understanding in a way is remains evergreen, right? Your principle-based learning strategy, your best learning, right? So that those remain evergreen. Tools and technology will come and go, but those kind of mindset we are sifting. That is what exactly, uh, we are doing. And for corporates, definitely we are having, uh, generally what happens, problem I have seen, especially the mid-level managers and all, they always, uh, like sandwich, okay? So they have people to support, and then so who are actually having, uh, depending upon them, but they don't have bandwidth there because they are into multiple things, right? They are into delivery, delivery manager, they are into pre-sales, pre-sales, because some RFP has come from the senior manager, they have to submit it, right? A lot of things happen, so they do not have a proper time to groom you. They are mentees or those your employees for their internal resources, internal people, right? So that is why you can outsource that, the entire thing. So from an external, uh, organization like us, you can say that, and we can have a— we know you better. And based on your— especially Big Four is coming because I've spent a lot of time, almost more than a decade in the Big Four. And I understand those pain points, you know, the kind of struggle they have in their own way, right? So those kind of external things you can always outsource. And again, we can customize those learning in a real-world scenario, in a group coaching format, in a project-based support format. And also we extend that in a subscription-based model. They're all subscription-based model. We do not follow course-by-course like approach. Okay, so those are the 3 different segment: professional students, individual students, retail students, and we have academia, universities, we have corporates. So these are different, different testimonials from different— also you can go through that, I'm not going to read out. Now coming to the offering part of it, we have a— here, as I said, so program part of it, we have Architect with AI. So this is a prime premium program, but we are having actually for everything we have now using AI, AI-powered architecture implementers. When I say architecture, architecture could be any of the architecture streams which I talked about, like 12 streams of architecture where talking about, right? So you're typically, whether it is solution architecture, enterprise architecture, business architecture, so those are things we talked about and we literally do those things in a practice, okay? Enterprise architecture, business architecture, data architecture, application architecture, technology architecture, AI, security, UI/UX, infrastructure, integration, domain, industry. So everybody will not be going to master everywhere. It's like, uh, entire à la carte. So you have to have which is your main meals, okay? Then others are your side dishes, okay? And the main meal also will be changing depending upon your— where you stay, right? In the sense, where is— which stage of your career you are in, right? So if you're coming from data background, data architect can be your main role, right? If you are a techie like Avapar, or this is a kind of a technical coder, the technology can be a choice. If you are functional consultant, you can start the application architecture, then you will navigate, pivot your career into business architecture, then followed by enterprise architecture. That is what exactly I did it. So I was in ABAP initially, then technically technology, those kind of roles. Then I moved towards SAP HR, SuccessFactors. Then I did my MBA in HR and postgraduate diploma in supply chain, multiple skills, multiple learning, but that is actually all added up. Later point of nothing, virtually went west. Okay. And recently, last year, I finished my doctorate program in strategic management. Okay. So it gives me more confidence. Okay. And more research skills I have added into my portfolio. The business architect, enterprise architecture, actually at present, uh, primarily I'm focusing, but other skills are also equally— I can guide people and all. And it is across the industry, because if there is no industry, there is no job, there is no growth, right? So focus on World of Work theme, WOW theme, we call it WOW theme. Energy materials across all 11 GICS sectors. People who do not know GICS sector, search for GICS sector. This is kind of industrial taxonomy, and you will be finding almost every jobs across, even though every— it's a kind of a global taxonomy, okay? So you will be finding all the details there. So this is the GICS model. Taxonomy. So all of the jobs, okay, whenever— this is from an investment point of view also, but globally. But it is actually— I use it for my learning point of view. Whenever I designing any case studies, I have to ask the question, it is falling into which sectors, which industry groups, under which industry and which sub-industry, okay? Then only I start the case study and I say that case study validated or case study with the students, okay? So this is the kind of an approach we take in our learning. It's more practical, industry-oriented. And so if you're already at the platform, you can start learning today, whatever you are actually learn today. Otherwise, if you're not a part of the platform, if you want to join our platform, join soon. And we have 4 stages. You can directly also go for Diamond. There's nothing wrong. There is no— it's not sequential. But this is actually the considering the level. If you want to only learn few things and Maybe you can go with Discover with what exactly we're doing, some of the flagship program we have, and the bootcamp which really, really required, Learn with AI. Okay, so which is actually happening every week almost. So this is for the offer you can go for and you can directly take the membership. So these are all Bronze and Silver, these two level of membership, these are lifetime, but the Gold and Diamond requires a lot of commitment from both students and from my side. So these are yearly subscriptions. So we can go for that. And, uh, if you want to go for Gold, then you can go for this. And this is the technical line you'll be getting through the— it's a 1-year program. So you'll be learning unlimited learning in the center, unlimited boot camps, unlimited, um, you know, hackathons. Okay, all these are guided execution and all. But when you go to Diamond, it is not about more courses but more precision. Okay, so you'll be getting a advice and all this kind of things, okay? Support, even in the project support you'll be getting. This is more about how precisely we talk about. So I think, hope that helped. So that is all about our programs and offerings. And also we have a journey program, okay? Whenever you're starting a journey with us, we always tell like how you can start your journey and at what point of career it makes best, you know, stages and pages of your career. You can talk about that, and based on that, we do an analysis. And this journey has been designed, curated in a different way. So there are 2,600+ curated journeys we have curated across all the 11 GIC sectors which I talked about, the 20 streams of architecture, and there are so many specialized tracks. Okay, so based on that, you can start your journey with us. So depending upon whichever sector you're working in, okay, and you can choose. And let's say you are working with financial banking, maybe currently you are working in more of a business side of it, or a data side of it, or an infra side of it, integration side of it, or if you are simply domain architecture. So maybe it could be HR, finance, or any of this industry. So you are simply business side of it, right? So you can pick up any of these things, and after that you can simply pickup the next step. So we have to explain. So there are 20, uh, tracks we are having. As I said, uh, it could be research, or suppose you're a PhD student, we have everything for everyone, right? So we can— let's say you are to go more into research side of it, you can go for research, pre-sales. If you are targeting job preparation, certification preparation, you can just mention that I need— I already have done training. Many times students come to me So they're already certified. Okay, so when I ask them that why you're still coming, so no, I have got certification, but I'm, I'm not confident about. So in that case, definitely that building confidence will happen here. Okay. And if you're looking for only implementations and all, and then you can go for the implementation track or any other track. So depending upon your interest, you can pick up any of this thing, right? So it can, you can also choose multiple, but you stay focused based on the priority. Choose 2 to 3 at one time. So you can fill up this form multiple times, but anytime whenever submitting, okay, you're also getting a track number like this, okay, which module, that means which industry sector, okay, and which streams and which track, okay. So in this way you'll be getting a pointer like this. Enter your full name and registered email ID. If you're not registered, going to register, then enter that email ID. And also share your thought, question, anything, goals you are having in your mind. So then you submit it and I will be getting a notifications and I will be helping you in that regard. Okay, but for that you require a membership and the priority, the way you have to prioritize. So we will prioritize the people based on the membership. So that is how we— it works and happy to help you in this learning journey and your community. And we have— we'll talk about more about it. So it also can be verifiable. So basically, people who are qualifying the internship or fellowship— fellowship is for the working professionals, internship is for the freshers, okay, who are already but not graduated or not completed their degrees and colleges and all. So you'll be receiving a credential in your certificate, and that credential also can be verified in our platform, right? So that is the way the validity— it's We made it little challenging also so that everybody will not be getting a certificate or not. So they have to go through a process, okay? And this grinding entire thing will happen there. So they have to complete so that they will happily do those activities in their actual project. So I have seen lots of feedback, students saying that the case study project which you are doing in our platform is little challenging compared to their actual projects. Yeah, we do that. In a way so that, you know, people, you will be able to do anything and everything in your project. So that is the intention. So you qualify, you know, you can do all of those things confidently. So that is our intention of setting up this entire lab. Okay, so as I say, this is how we are pursuing. And so all the details are here. So signing off here, see you in the next sessions and next episode. In the next episode, we will go deep dive into this topic, and we will talk about another topic. We'll bring in another topic in the next Monday. And what we have in store is, uh, as I said, um, so these are the different ideas. If you're having an idea, if you want to expand that, if you want to talk about that, definitely we will be working on that. So in the next session, we'll talk about the culture as an operating system. So that is the— stay tuned for that particular topic. And so this is what exactly we talk about culture and how I can actually measure that, right? So technically, uh, culture architecture, culture operating system, we talk about that. Okay, so stay tuned and looking forward to see you in the next session. So take care, God bless, take— bye-bye. Record stopped.