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Human Resource / Building a Workforce for Digital
« Last post by monowarkamal on October 18, 2018, 01:00:46 PM »
Building a Workforce for Digital
Increasingly, companies must understand that the needs of employees are not all the same.

By Greg Caimi and Ouriel Lancry

September 13, 2018   5 min read
 
 
ARTICLE  Building a Workforce for Digital
 
 
 
At a recent World Economic Forum workshop on the topic of successful digital transformations, a group of executives passionately debated the challenges of managing their most important resource, human capital. The participants ranged from major global retailers employing everyone from store clerks to AI gurus, to Silicon Valley tech companies, and even a start-up about to open its European headquarters.

All face the challenge of building a digital-ready workforce in an ever-evolving business environment. To do that, they agreed, any company must get two things right. First, they have to fill a clear talent gap in technological skills vital to digital strategy. Second, they must develop the 80% of their workforce already in place today who will still be there tomorrow.

The war for talent is not new, but the workplace is changing (see Figure 1). Employees today increasingly demand more than a paycheck. They want to believe that their work matters, to be part of a culture that fits their values, and to be engaged and inspired by their jobs. At the same time, companies have changing needs as well. They want to operate in a nimbler fashion with a more fluid, flexible workforce, and they need employees with contemporary skills. Talent strategy needs to balance the needs of both the employees and the employers.

Figure 1
Digital technologies have changed the needs of both employers and employees

Successfully acquiring, developing and deploying talent starts with a strategy that dictates what work will be done in-house (rather than by partners), how it will get done (by people or technology) and by whom (full-time employees, contractors or partners). Next, companies need to create a compelling value proposition for talent that includes training in new skills as well as development opportunities—a New Deal for Talent. This new deal isn’t just about training and development, but also about rewards: financial, developmental, and tied to mission and purpose. From there, firms can design modern talent management systems that smartly integrate digital tools to identify, recruit, engage, compensate, deploy and develop talent.

The group had a robust discussion about what motivates modern employees and what type of “deal” is required to attract and retain them. To appeal to the best and brightest, do you need to offer nap rooms, free lunches, a Foosball table and a corporate mission to save the world, or will a steady paycheck suffice? The answer likely varies significantly by sector, generation and skill set, but some themes are emerging.

Today’s employee still values security, predictability and status, but the form those attributes take is changing. Security becomes less about lifelong employment and more about lifelong employability, achieved through constant acquisition of new and relevant skills. Employees are not giving up predictability, but their timelines are shortening and their willingness to experiment in different roles and functions is growing. They do still value status in the form of fair compensation, benefits and rewards for outperformance, but in today’s flatter organizations, that status often comes from increasing responsibility and impact, rather than a march through a hierarchy of job titles.

These changes create a new set of challenges and opportunities for employers. A renewed emphasis on development will likely entail investments in training, apprenticeship and cross-functional rotations. Employers will benefit from creating strong, clear links between employees’ work and the purpose it serves. New systems reflecting these changes will need to be developed. Pay, for example, was historically keyed to things like revenue growth and profitability targets, both based on what an individual or team had accomplished. Now, different metrics must capture an individual’s contribution to a cross-functional group, or, in some cases, to nonquantifiable goals that span the entire company.

A big idea emerged from the conversation, that increasingly, companies must understand that the needs of employees are not all the same. Employee “segments” likely exist in the same way that customer segments do.

In the customer realm, we have moved to mass personalization down to the individual “segment of one." We anticipate customer needs, rather than simply react to them. Why can’t we apply the same logic to our employees? Can we identify unique needs among our employees and differentially serve them—offer individualized learning plans, tailored recruiting messages, even personalized rewards? Can we apply the same types of data and tools we use with our customers to our internal talent?

HR executives have already begun moving toward this nuanced approach. Recent research led by our Bain colleague Michael Heric found this group using sophisticated digital tools to fine-tune their understanding of each employee and improve career management, career planning and performance measurement.

In talent acquisition, digital technologies can personalize the experience of recruiters and candidates while expanding the talent pool, filtering for candidates with the right skills more effectively and helping identify future talent needs earlier. In workforce planning, it helps identify ideal team compositions and enhance collaboration among team members. In performance management and motivation, technology helps identify the metrics that truly matter for performance, and supports continuous feedback among employees, their peers and supervisors. In the realm of learning, it pinpoints training needs earlier, and improves reach, engagement and information retention through hands-on, accessible methods.

Early results of applying data-driven insights to talent management are strong. Studies have found machine learning can be up to 17 times more accurate than other methods at predicting who will resign, for example. Natural-language processing has helped recruiters at Johnson & Johnson, Atlassian, Twitter and other companies improve the quality of their job listings in order to enhance the inclusivity of their workplaces. Google’s dedicated People Analytics team is working on a wide range of challenges, from determining the best size and shape of a given department to reducing defections after maternity leave.

Companies creating a digital-ready workforce may find that the digital technologies that have forced them to consider new approaches to talent management become an important part of how they solve the talent challenge. We have only scratched the surface of what is possible.

Greg Caimi leads Bain & Company’s Digital practice in the Americas and is a partner in the firm’s San Francisco office. Ouriel Lancry coleads Bain’s Global Digital practice and is a partner in the Chicago office.

https://www.bain.com/insights/building-a-workforce-for-digital/
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AI / How artificial intelligence is shaking up the job market
« Last post by monowarkamal on October 15, 2018, 03:48:35 PM »

How artificial intelligence is shaking up the job market

Image: Dylan Nolte/Unsplash
17 Sep 2018
Igor Perisic
Chief Data Officer, LinkedIn Corporation, US
 
 
 
Key moments from Annual Meeting of the New Champions
What just happened? 10 highlights
20 September, 2018 08:46
Jack Ma says "be yourself"
20 September, 2018 02:30
Follow the liveblog Further reading arrow  white
Our Impact
Tackling the Gender Gap
 
Our impact Further reading arrow  grey
Explore context
Workforce and Employment
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Explore the latest strategic trends, research and analysis Further reading arrow  grey
This article is part of the Annual Meeting of the New Champions
The future of work is usually discussed in theoretical terms. Reports and opinion pieces cover the full spectrum of opinion, from the dystopian landscape that leaves millions unemployed, to new opportunities for social and economic mobility that could transform society for the better.

The World Economic Forum’s The Future of Jobs 2018 aims to base this debate on facts rather than speculation. By tracking the acceleration of technological change as it gives rise to new job roles, occupations and industries, the report evaluates the changing contours of work in the Fourth Industrial Revolution.

One of the primary drivers of change identified is the role of emerging technologies, such as artificial intelligence (AI) and automation. The report seeks to shed more light on the role of new technologies in the labour market, and to bring more clarity to the debate about how AI could both create and limit economic opportunity. With 575 million members globally, LinkedIn’s platform provides a unique vantage point into global labour-market developments, enabling us to support the Forum's examination of the trends that will shape the future of work.

Our analysis uncovered two concurrent trends: the continued rise of tech jobs and skills, and, in parallel, a growth in what we call “human-centric” jobs and skills. That is, those that depend on intrinsically human qualities.

       
Tech jobs like software engineers and data analysts, along with technical skills such as cloud computing, mobile application development, software testing and AI, are on the rise in most industries and across all regions. But a number of highly “automatable” jobs fall into the top 10 most declining occupations - ie, jobs that have seen the largest decreases in share of hiring over the past five years. These occupations include administrative assistants, customer service representatives, accountants and electrical/mechanical technicians, many of which depend on more repetitive tasks.

Three growing trends

The impact of AI is not just theoretical any more; it’s very much part of our present. So we took a closer look at how the growing presence of AI skills in the workforce is impacting different industries and job functions globally. Our research into emerging skills around the world shed light on a number of growing trends:

● AI skills are among the fastest-growing skills on LinkedIn, and saw a 190% increase from 2015 to 2017. When we talk about “AI skills”, we’re referring to the skills needed to create artificial intelligence technologies, which include expertise in areas like neural networks, deep learning and machine learning, as well as actual “tools” such as Weka and Scikit-Learn. LinkedIn data shows that all types of technical AI skills are growing at a rapid pace around the world.

       
● While we see AI skills growing in every industry, our data also shows that industries with more AI skills present among their workforce are also the fastest-changing industries. If we consider “change” to be a proxy for innovation, then this indicates that the presence of AI skills correlates strongly with innovation within an industry. It also means there’s an opportunity for many industries to invest more heavily in their AI capabilities.

     
● AI skills are global, and the countries with the highest penetration of AI skills are the United States, China, India, Israel and Germany.

     
Have you read?
What if AI is coming for jobs faster than we thought?
The jobs of the future – and two skills you need to get them
There’s a global learning crisis and it’s leaving millions without basic skills
As the recent report makes clear, the anticipated impact of AI on the labour market fits neither of the polarized narratives that tend to hog headlines. It's estimated that by 2025, the amount of work done by machines will jump from 29% to more than 50% - but that this rapid shift will be accompanied by new labour-market demands that may result in more, rather than fewer, jobs. As the report notes, these predictions “[provide] grounds for both optimism and caution”.

While AI is unlikely to replace human workers, uncertainty remains regarding what types of jobs will be created, how permanent they will be, and what kind of training they may require. Preparing the workforce for these changes will depend on a data-driven approach to understanding the trends that are shaping the future of the labour market, and a commitment to investing in lifelong learning opportunities that can help workers adapt to rapid economic shifts.

As the world continues to invest in AI technologies, we’ll continue to assess their externalities and impact on the workforce, especially as they connect to opportunities for more effective reskilling and education initiatives. As new skills emerge, governments, educational institutions and employers should consider how they can most effectively develop learning programmes that equip people with the skills they will need to keep up with the modern economy.
https://www.weforum.org/agenda/2018/09/artificial-intelligence-shaking-up-job-market/
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Investment Process / Agro investment
« Last post by Mahfuj on October 14, 2018, 10:58:06 AM »
Agro investment



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Investment Process / Investment Process
« Last post by Reyed Mia (Apprentice, DIU) on October 14, 2018, 10:54:10 AM »
Investment Process

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Investment Process / Giving poor people cash is a good idea
« Last post by Reyed Mia (Apprentice, DIU) on October 14, 2018, 10:51:50 AM »
Giving poor people cash is a good idea. Giving entrepreneurs cash might be a great one



Give the people money
The idea of giving poor people people cash, no strings attached, has gotten increasingly popular over the past several decades. Rather than offering education, job training or food, mounting evidence shows that simply handing people money and letting them decide what to do with it, is usually a more impactful poverty alleviation option. Experiments find that people are far less wasteful with that money than you might think, using it almost entirely on food, health, and education.

This evidence has buoyed the movement for a taxpayer-funded universal basic income (UBI)—an amount of money that would ensure every person can purchase their basic needs. It has also led the US Agency for International Development to benchmark many of their programs against a cash transfer that costs the same amount as the intervention. While giving people cash isn’t a panacea to all the world’s problems, unlike many more complex programs, it is clearly effective at giving people a boost.

But for all the good giving people money has done, there is research that suggests there might be an even better way to give that cash away. Instead of giving money to just any anybody, governments and philanthropists can give it to entrepreneurs who have ideas for creating or expanding a business, but don’t have access to financing. When their businesses succeeded, they create jobs that allow people to provide for themselves, and governments to spend less on direct welfare. That was the big idea behind YouWin.

Nigeria Wins
All sort of companies emerged from YouWin. Almost 30% were manufacturing companies, 15% were agricultural and another 15% were in information technology. A number of education startups also won grants, including several private schools, as well as a company that made educational comic books.

The World Bank conducted an impact analysis on the first phase of the program,, in which 1,2000 entrepreneurs out of 24,000 applicants were awarded $50,000. Of the the 2,500 finalists in first phase, the 480 best business plans were selected based on the assessments  of independent judges from the audit and consulting company PricewaterHouseCoopers and Nigeria’s Enterprise Development Center. Among the other 1,920 top-rated plans, 720 were chosen at random for grants.

To see whether the grant made any difference, the World Bank would compared those 720 randomly-selected winners to the 1,200 finalists that received nothing.

YouWin seems to have been an astonishing success. Based on follow-up surveys three and six years after the program, a study by the World Bank economist David McKenzie, published in the American Economic Review (paywall), found that grant winners were far more likely to have businesses with over 10 employees, and that their businesses were both more innovative and profitable than businesses created by those who weren’t selected. In other words, that $50,000 grant made a huge difference—not just to the entrepreneurs, but to the people they hired.

McKenzie estimates that program generated a little over 7,000 new jobs, costing the government about $8,500 per job. This is an excellent return on investment compared to other job-creation programs, which typically cost between $11,000 to $80,000 per job, according to McKenzie’s research. These other programs include business training, wage subsidies, and smaller grants (pdf). The result is so impressive that the development economist Chris Blattman wondered on his blog if this was the “most effective development program in history.“

Unfortunately, politics doomed YouWin’s future. In 2015, then-president Goodluck Jonathan lost an election to Muhammadu Buhari. Jonathan was a major proponent of YouWin, and Buhari was not interested in extending a program he wouldn’t get credit for. Rather than conducting more business plan competitions, YouWin has been reorganized into an education program for entrepreneurs, not just those who won the competition. There is little evidence that such capacity building programs work.

Business-plan fever
Though YouWin may be essentially dead, the program’s results didn’t go unnoticed. It’s caught the interest of both development economists and leaders across Africa facing youth unemployment issues. And YouWin’s results are not an aberration. Although the Nigerian competition is the most powerful evidence in favor of the business-plan competition, another smaller study of a competition held in Ethiopia, Tanzania, and Zambia also had promising results.

Several countries across the continent have since held, or are going to hold, competitions for entrepreneurs. The biggest of these competitions is set to be held in 2019 in Kenya. Over $20 million will be disbursed to Kenyan entrepreneurs. The program will be primarily funded by the World Bank.

Kenya’s competition shares many similarities with YouWin. Quartz spoke with Joseph Kanyi, an entrepreneurship specialist in Kenya’s department of trade who helped get the program off the ground. He said the evidence of YouWin’s success was an essential factor in gaining support from the World Bank and Kenya’s government to implement the program. Through the Kenyan competition, researchers hope to learn even more about what makes these programs effective. For the Kenyan program, 250 applicants will have their business plan randomly selected with only the most minimal screening and no additional support. (In the Nigerian competition, by contrast, once applicants passed the first threshold, they  got help developing their business plans.)

If these unscreened Kenya applicants are successful, it would demonstrate that business-plan competitions might work with little administrative cost. The Kenyan competition will also be testing the impact of grants of $9,000 and $36,000. If smaller grants work nearly as well as big ones, that could also make the program less costly.

All of these tests are being done with the intention of making future business competitions, in Kenya and elsewhere, more efficient.

The economics
The most interesting aspect of these programs is that they suggest that there are a lot of good ideas out there that are not getting financed. Economic theory holds that people with good ideas should be able to get the money to make it happen. Banks and investors exist to make loans and get equity to promising businesses.

In the US and other rich countries, the financial system generally works well at funneling financing to people with sound business plans. But in many African countries, that isn’t the case. World Bank economist Francisco Camarate de Campos notes that African entrepreneurs often face serious capital constraints because the financial sector isn’t large and sophisticated enough to identify the best loan candidates.

https://qz.com/africa/1327833/kenya-is-following-nigeria-in-running-a-massive-business-plan-competition/
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Newspaper / Bangladesh will make the biggest jump in global GDP ranking by 2030
« Last post by monowarkamal on October 06, 2018, 10:44:32 PM »
Bangladesh will make the biggest jump in global GDP ranking by 2030
 FE Online Report | Published:  October 03, 2018 15:47:05 | Updated:  October 04, 2018 09:34:05



Bangladesh is likely to make the biggest jump in the global rankings of the size of the economies by the next 12 years, according to a long-term projection of the HSBC Global Research.

The country’s current global ranking of the Gross Domestic Product (GDP) is 42nd and it is set to become the 26th largest economy in the world by 2030, as per the projection.


 
Titled as ‘The World in 2030,’ the research report contains long-term projection for the current 75 top economies of the world.

“China is set to continue to be the single biggest contributor to global growth over the next decade and by 2030, will have become the world’s largest economy,” said the report.

“India is set to become the world’s third-largest economy in just over a decade, up from seventh today – leapfrogging the second- and third-largest developed economies of Germany and Japan,” it added.

Bangladesh is placed as one of the five fastest growing economies in Asia. Other countries are: India, Philippines, Pakistan and Vietnam.

But by jumping the biggest steps within a decade and two years, Bangladesh is set to replace Austria, which is now the 26th largest economy of the world, as per International Monetary Fund (IMF) estimation.

According to the HSBC projection, Bangladesh will outnumber Philippines, UAE, Malaysia, Pakistan, Austria, Nigeria, Ireland, Israel, Colombia, Hong Kong, Taiwan, South Africa Denmark, Singapore and Finland.

http://thefinancialexpress.com.bd/economy/bangladesh/bangladesh-will-make-the-biggest-jump-in-global-gdp-ranking-by-2030-1538560025
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Solar Energy Startup SOLshare Raises US$1.66M To Improve Access To Clean Energy For Rural Bangladesh
Future Startup InsightOctober 2, 2018 0 
SOLshare, the Dhaka-based solar energy company that enables P2P electricity trading, has raised a US$1.66M investment in series A led by IIX Growth Fund, a Singapore-based organization that seeks to support high-impact enterprises, according to a report from Singapore based Deal Street Asia. The other investors participated in the round are Silicon Valley-based Innogy New Ventures LLC (the venture capital investment arm of the German utility firm Innogy SE), and Portuguese utility firm EDP.

SOLshare plans to use the fund to expand its operation, increase access to clean energy for over 19,000 rural households and 14,000 micro-entrepreneurs in Bangladesh.

What you need to know:
SOLshare, founded in 2015 by Sebastian Groh, enables customers to produce, trade, and consume solar energy using a local microgrid. It has developed a peer to peer solar electricity trading platform that allows customers to sell their excess energy.
It uses an internally developed energy meter connected to solar panels called SOLbox that enables electricity trading between households and micro-enterprises
Bangladesh has five million solar home systems installed, SOLshare told Deal Street Asia. More than half of the country’s population has no access to electricity, and demand has reached nearly double the country’s generating capacity.
This offers an incredible opportunity for companies like SOLshare to grow and build a business at scale.
Sebastian Groh, Managing Director of SOLshare told Deal Street Asia that SOLshare’s aim is to create efficient and dynamic local energy markets that empower households and encourage solar entrepreneurship. After Bangladesh, the startup aims to replicate the model in India, and eventually go global.

https://futurestartup.com/2018/10/02/solshare-raises-us1-66m/
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Startup / 3 Mistakes Every Startup Makes
« Last post by monowarkamal on September 28, 2018, 03:26:49 PM »
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Startup / The 10 Hottest Bangladeshi Startups To Watch In 2018
« Last post by monowarkamal on September 28, 2018, 02:48:48 PM »

The 10 Hottest Bangladeshi Startups To Watch In 2018
With over 170 million people and around 147 million mobile subscribers, Bangladesh is one of Asia’s largest marketplace. This makes Bangladesh a land of opportunity for entrepreneurs.

A good number of entrepreneurs have already started experimenting with their ideas. And the results are stunning. We have already seen $100 million valued startup here in Bangladesh. That being said, Bangladesh has a growing number of startups to watch.

Here I’ll be sharing a list of 10 Hottest Bangladesh Startups To Watch In 2018.

Note: This post was first published in 2014. After watching a documentary by Startup Dhaka, I got excited and quickly published a post on Bangladeshi Startups. After 4 years, things have changed a lot. And so the list of Startups.

1. Pathao


Pathao is the fastest growing tech startup in Bangladesh. Founded in 2015, it has already become the leading ride-sharing platform with on-demand food & parcel delivery. It also provides logistics supports to eCommerce businesses. Pathao has recently launched ride-sharing service in Nepal.

Pathao is valued over $100 million. This year, they received $10 million from GO-JEK, an Indonesian tech startup. Pathao may come up with more services in the future like GO-JEK.

2. Sheba.xyz


Sheba.xyz is the largest services marketplace in Bangladesh. From AC repairing to Laundry service, Sheba.xyz has every kind of services one needs to make day to day life easier. It offers on-demand services like appliance & gadgets repair, beauty services, electrical & sanitary, home shifting and renovation, cleaning & pest control, car rental and many more. And all of these services can be found in one app – Sheba.xyz.

Sheba.xyz was one of the first five startups graduated from GP Accelerator Program. Now it’s valued over $10 million. It has investments form Grameenphone, GRUS, SD ASIA, Razor Capital, etc.

3. Shohoz


Shohoz is a leading online ticket booking service provider in Bangladesh. It offers bus tickets, launch tickets, events tickets, movies tickets, etc. Recently, it has started a ride-sharing service named “Shohoz Rides” in Dhaka.

Shohoz has raised $15 Million investment recently led by Singapore-based Golden Gate Ventures. It also has investment from FENOX VC, a California based venture capital company.

4. Chaldal


Chaldal is an online Grocery platform based on Dhaka, Bangladesh. It sells fruits & vegetables, meat & fish, snacks, dairy products, baby products, home appliances, and more. It has become very popular in Dhaka because of its one-hour delivery. Founded in 2013, Chaldal is already considered as the best online grocery shop in Bangladesh.

Chaldal was on the list of world’s top ten startups in 2015 selected by Y Combinator. It received investments from IFC, World Bank, and many other angel investors and venture capitalists.

5. Repto


Repto is a leading online education platform in Bangladesh. It has over 90 courses in Programming, Digital Marketing, Graphic Design, English Language, Entrepreneurship, Science & Technology, and more. It’s like a Bangladeshi version of Udemy.

Repto was one of the top 5 startups graduated from GP Accelerator Program. With the financing from GP, it also has received a good amount of investment from angel investors.

6. KhaasFood


KhaasFood is a Dhaka based safe food startup that aims to build a healthy food habit in Bangladesh. Started in 2015, it has already become the ultimate destination for pure and organic foods. Currently, it sells products like honey, milk, brown sugar, fruits, meat & fish, beverage, grocery items, etc.

KhaasFood started its journey with a capital of just 2 lac and now become a million dollar company. It has raised a good investment from some angel investors.

7. Doctorola


Doctorola is the first online doctor appointment booking service platform in Bangladesh. It has more than 8000 verified doctors from 63 districts. Besides appointment booking, it also helps users to find blood donors and hospitals. It has recently introduced e-sastho to make health care services easier. Another great initiative of Doctorola is Cancer Care.

Doctorola is one of the few local startups that has raised 20 million BDT from BD Venture Ltd.

8. HungryNaki


HungryNaki is the first online food delivery service provider in Bangladesh that covers Dhaka, Chittagong, Sylhet, and Narayanganj. With over 800 restaurants, HungryNaki makes it easier to get food delivered at home.

Started as a bootstrap company, HungryNaki has raised the first investment recently.

9. HandyMama


HandyMama is a service platform that provides services like cleaning, plumbing, electrical, home appliances, painting, pest control, pack & shift, and more. Launched in 2015, it has more than 1000 verified experienced handymen with over 30 service vendors.

HandyMama has received investment from Fenox Venture Capital.

10. CMED Health


CMED is one of the most promising health tech startups in Bangladesh. It’s a cloud-based health monitoring system for preventive health care. It offers a bunch of smart healthcare devices that include Smart Blood Pressure Monitor, Smart Glucometer, Smart Pulse Oximeter, Smart Weight Scale, Temperature Scale, etc. All of the data collected from these devices can be stored on a cloud service via a Smartphone app.

CMED Health has won the Innovation Prize at Seedstars Global in Switzerland. They will receive $50k investment from Seedstars. CMED was also one of GP Accelerator graduates in the second batch.

Conclusion
So these are the hottest Bangladeshi startups that are doing great.

Quick Navigation [show]
Now I’d like to hear from you. Which is your favorite deshi startup? Let us know in the comment.

And in the meantime, I want you to encourage to implement your ideas. Your idea may not be as big as above them. But real innovation starts off small. Start experimenting with your ideas.

https://roadtoblogging.com/startups-from-bangladesh/
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Startup / Look for Mission, Culture and Growth in Your Next Startup
« Last post by Reyed Mia (Apprentice, DIU) on September 25, 2018, 01:19:25 PM »
Look for Mission, Culture and Growth in Your Next Startup

New startups are popping up everywhere. Bloomberg suggests private technology companies and VC investment is already 28% higher this year. These new companies are doing incredible things, in everything from blockchain to fashion.

Whether you’re looking to launch your career or take it to the next level, finding the right position at a startup can be incredibly exciting and rewarding. But, it’s important to not get distracted by the hype around disruption and perks.

Before you join a startup, assess its culture, mission and plans for growth:

1. Find a startup that’s mission driven. Understand the long-term mission of the company. Beyond the cool product or fancy announcements, determine if the company has clear goals in five, or even ten years. Next, make sure the company is connecting its mission with its end game. This will help you gauge the startup’s long-term viability and ensure you’re a culture fit. If you find an inspiring startup with a bold, audacious mission and a clear path to achieve that mission, it likely means that you’ll be working with like-minded, passionate people who are building a company for the future.

2. Learn how they spell culture. Culture is not always easy to evaluate. Many startups will tout theirs as amazing, but you need to look deeper. Culture is the foundation of any business. It’s important that startups map out tenets of culture and truly believe that these concepts are central to building for their future. One way to test this is to check if people who you interview with can easily characterize company culture. Do they talk about it in the same way? Does it seem important to people at all levels? If so, you’re a step closer to understanding if the company has a strong sense of culture and if it’s the right culture for you.

3. Uncover avenues for professional growth. Many new startups don’t invest resources in opportunities for professional development. This makes it difficult when they scale quickly because leaders aren’t properly trained to assume their expanding role. The number one reason why people leave an organization is because they don’t feel they have strong mentorship by their direct manager. Attrition can be greatly reduced if startups help train their people to be strong mentors from the very beginning. With this in mind, it’s important you ask questions about how a startup invests in the development of its people. You want to look for a place where you can learn not just your day-to-day job, but where you’re challenged and provided the right training to take on new responsibilities. This is a sign that your leaders are also receiving training as well. It’s a way to ensure the company is shaping leaders who can adapt to the changing demands of the business. It’s a way to ensure that your leaders don’t just care about their own future, but yours as well.

As you assess your options and market yourself to different startups, don’t forget to look past the shiny lettering and bright lights. You need to make sure that wherever you end up is a culture fit with structure growth opportunity. Ask questions and do your research, and I promise you’ll be able to find the right startup to move forward in your career.

Source- https://goo.gl/dD9MRg
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