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Forbes
10-07-2025
- Business
- Forbes
Human Resources 3.0: The Paradigm Shift To People-First Culture
Lindsey Garito is a senior human resources leader, career coach, and speaker. The human resources function has experienced significant transformation since its implementation. In the early 1900s, the National Cash Register Co. created one of the first HR departments—called personnel at the time. A response to the emergence of worker strikes and walkouts following the Industrial Revolution, personnel departments helped manage labor issues, compliance and payroll. By the 1980s, technological and social change meant organizations needed stronger support for managing people, leading to the term "human resources" and the function as we know it today. Recent workforce shifts indicate we're primed for another HR revolution. According to Gallup's 2025 "State of the Global Workplace" report, employee engagement has dropped for the first time in four years. The lost productivity from these disengaged employees costs the global economy $438 billion. On top of that, Qualtrics' "2024 Employee Experience Trends Report" found that 39% of employees "who have been with a company for less than six months plan to leave within the next 12 months." These trends highlight the need to prioritize employee experience and engagement to address rising turnover and declining morale. By focusing on the holistic needs and expectations of employees, HR departments help their organizations retain talent, boost productivity and mitigate costs. This is likely why we're in the midst of another rebrand. HR is now the people function, which prioritizes employees' well-being—not paper or process—and cultivates a strong workplace culture. HR Version 3.0 Is The People Era In most organizations, human resources departments were traditionally a back-office function that processed paperwork and payroll. Some companies didn't even have a dedicated HR team or role. While compliance and documentation will always be part of our work, it's not what we stand for or what we should be known as. As more organizations start to evolve their human resources departments, they're strategically dropping the term 'HR' in favor of "people" as a new way to define the function and its professionals. For example, more than 20% of Fortune 50 companies now have a chief people officer, and some organizations have updated the department name to things like People and Culture or People Enablement. This is a critical shift toward recognizing individuals are more than 'employees,' 'human resources' or 'human capital.' They're an integral part of everything we do. Acknowledging them as a person—not just a number, a body or a position—will foster a forward-thinking, compassionate and human-centered approach to engaging our people as part of the organization. It's a commitment to putting people first. We're at a critical turning point in defining how we hire, grow and retain employees. The people team plays a pivotal role in enabling the strategic direction to foster a great place to work and define culture-building initiatives. 2 Key Components For Building A People-First Function Making this paradigm shift to prioritize people and culture within an organization requires two things: strong leadership buy-in and budget reallocation. Moving away from outdated HR processes often requires a cultural transformation that realigns values, norms and behaviors to a more human-centric approach. Leadership buy-in is essential for driving this cultural change and ensuring that it permeates through all levels of the organization. When leaders actively champion and promote initiatives that prioritize employee well-being, engagement and development, it sends a clear message that developing a people-first culture is integral to organizational success. To gain executive buy-in, start by presenting a data-driven business case that clearly links employee well-being and engagement to improved profitability and reduced turnover. Aligning these initiatives with the organization's strategic goals helps demonstrate their direct impact on growth and competitive advantage. Collect data through sources like employee surveys, focus groups, online reviews or metrics from technology systems. Another option is launching a pilot program, which can provide quick wins and measurable results that build momentum and credibility. Finally, conducting market analysis on industry trends and competitor practices can emphasize the need for investment in new programs and benefits to remain competitive. Without adequate investment in the people function, it will be difficult to ultimately implement meaningful change that delivers an elevated people experience. HR leaders must review where current investments are being made, determine if they're the right investment to advance stronger people and culture initiatives, and consider whether the people team is properly structured to support this shift in how the function operates within the organization. It's also likely that a successful transformation will call for new technology, employee development programs, engagement initiatives or social impact activities. So conduct a request for proposal process to explore and compare new solution partners on the market. Driving The People Era Forward By putting people at the forefront of our decision-making, we can become more engaged and tuned in. This will shift our organizations from a perpetually reactive environment to a proactive and progressive workplace that people are proud and happy to be part of. With a new talent strategy and focus on the people experience, organizations can move forward with an overall strategic formula for competitive advantage and optimal success. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
Time Business News
30-06-2025
- Business
- Time Business News
Optimising Hybrid Workflows: Must-Have Hardware & Connectivity Upgrades
The modern workplace has undergone a significant transformation, with hybrid work models becoming the new norm. According to the Office for National Statistics, around 29% of employed adults in Great Britain now work in hybrid roles, reflecting a major shift in how organisations think about location, flexibility, and the structure of the workday. This shift has necessitated strategic investments in technology and infrastructure to support distributed teams and ensure seamless collaboration between remote and in-office employees. The right hardware and connectivity solutions can eliminate friction points in hybrid workflows, enhancing productivity across teams. As organisations look to optimise their operations in this new paradigm, understanding the critical role of technology infrastructure is essential. This article will explore the must-have technology upgrades that enable efficient collaboration and productivity in hybrid work environments. Hybrid work environments have evolved substantially, driven by technological advancements and changing workforce dynamics. This shift has transformed the way organizations operate, collaborate, and maintain productivity. Research by Qualtrics shows that employees supported by effective hybrid workplace technology are 230% more engaged and 85% more likely to remain with their organization. The right tools help teams collaborate seamlessly, fostering a productive work environment. Technology infrastructure is critical for successful hybrid work models, connecting distributed teams and facilitating collaboration. Organizations with robust technology frameworks report higher employee engagement and retention rates. Effective infrastructure eliminates friction points, allowing teams to focus on productive work. The right technology infrastructure is essential for hybrid work success. It should integrate with existing systems, offer intuitive interfaces, and remain flexible to adapt to evolving needs. Beyond productivity, effective technology infrastructure supports company culture and team cohesion, creating equitable experiences for all employees. By prioritizing technology investments, organizations can reap the benefits of hybrid work while maintaining a connected and engaged workforce. As hybrid work continues to reshape the modern workplace, investing in the right hardware upgrades becomes crucial for productivity and collaboration. To support the evolving needs of hybrid teams, organizations must focus on acquiring the most effective tools that enhance communication, facilitate seamless calls and meetings, and foster a productive hybrid work environment. High-quality webcams and video equipment are vital for effective virtual communication. They ensure that participants in meetings are seen clearly, promoting better engagement and understanding. Recent data from Mordor Intelligence indicates that the UK office furniture market is expected to reach USD 3.43 million by 2025, driven by the demand for ergonomic and flexible home office furniture. Investing in ergonomic furniture is crucial for employee well-being and productivity. Dual monitor setups significantly enhance productivity by allowing employees to multitask efficiently. This hardware upgrade is particularly beneficial for tasks that require multiple screens. Active noise-cancelling headphones have become essential for hybrid workers dealing with unpredictable acoustic environments. High-quality microphones and wireless audio solutions also play a critical role in ensuring clear communication during virtual calls and meetings. Seamless collaboration in hybrid work settings hinges on robust connectivity solutions that enable teams to work together efficiently, regardless of their physical location. As organizations continue to adopt hybrid work models, the need for reliable and secure connectivity tools has become paramount. Businesses are turning to enterprise-grade VPN solutions to ensure secure and encrypted connections for their remote workers. NordVPN Teams is a prime example, creating encrypted tunnels for remote workers' internet traffic and protecting data even on unsecured networks. Mesh Wi-Fi systems are becoming increasingly popular for providing reliable home connectivity. These systems ensure that remote workers have a stable and fast internet connection throughout their workspace. Mobile hotspots with 5G capabilities are essential for providing backup connectivity for hybrid workers when primary internet connections fail or during travel. Organizations are also developing contingency plans that include mobile data allowances and backup solutions for employees in critical roles. Other connectivity solutions include dual-WAN routers that can automatically switch between different internet sources, ensuring continuous connectivity even during service provider outages. Satellite internet options like Starlink are also emerging as viable alternatives for hybrid workers in remote locations with limited traditional broadband access. The rise of hybrid work has led to an increased demand for smart meeting room solutions that enhance collaboration and productivity. As organizations strive to create more flexible and efficient workspaces, smart meeting room technology has become a vital component of modern offices. Microsoft Teams Rooms is a comprehensive meeting room solution that integrates with Microsoft Teams, allowing for seamless video conferencing, content sharing, and collaboration. This integrated solution enables teams to work more effectively together, regardless of their location. Digital whiteboards and collaborative displays are transforming the way teams brainstorm and collaborate. These interactive tools enable teams to share ideas, annotate content, and work together in real-time, enhancing the overall meeting experience. Room booking and space management systems, such as UnSpot, are essential for managing limited office space in hybrid environments. These systems enable teams to book spaces equipped with the necessary technology, such as whiteboards or video conferencing equipment, and provide valuable insights into space utilization and amenity demand. Advanced space management platforms collect utilization data, helping organizations optimize their real estate investments based on actual usage patterns. Mobile booking applications allow employees to reserve appropriate spaces before coming to the office, ensuring productive in-office days. Cloud platforms and unified communications are at the forefront of enabling seamless collaboration in today's hybrid workspaces. These technologies provide the backbone for modern businesses to operate efficiently across different locations. Unified communications platforms integrate various communication tools into a single, cohesive system. This integration enhances collaboration and productivity by providing a seamless experience across different devices and locations. Google Workspace offers an intuitive suite of collaborative apps like Docs, Sheets, and Drive, enabling instantaneous real-time collaboration without the need to email attachments, all made easily accessible through its cloud-based platform. Key features include: Cloud-based file sharing platforms that provide secure access to documents from any location while maintaining version control. Real-time co-authoring capabilities that allow multiple team members to collaborate simultaneously on documents, spreadsheets, and presentations. Permission management features that ensure sensitive information remains protected. Integration between file sharing platforms and project management tools that creates centralized information hubs for distributed teams. Productivity and project management tools are the backbone of successful hybrid team collaboration. These tools enable teams to work efficiently, manage projects effectively, and maintain high levels of productivity. Task management software is essential for hybrid teams, allowing them to organize and prioritize tasks effectively. Tools like Trello and Asana provide visual boards and lists to track progress and deadlines. Time tracking software helps remote teams monitor how much time they spend on tasks, providing valuable insights into productivity. Tools like Toggl and Harvest offer detailed analytics to optimize work processes. Knowledge sharing platforms like Notion create centralized repositories for organizational information, making critical knowledge accessible to all team members. These platforms help preserve institutional knowledge and reduce dependency on specific individuals for information. Key benefits include: – Centralized repositories for organizational information – Structured wikis and documentation systems – Quick search capabilities – Integration with communication tools – Regular contributions and updates to maintain information accuracy Ensuring the security of hybrid work environments is crucial for protecting sensitive information and maintaining business continuity. As organizations adopt hybrid models, they face unique security challenges that require robust and adaptive solutions. Implementing a Zero-Trust Security Framework is essential for hybrid work environments. This approach verifies the identity and permissions of users and devices before granting access to company resources. Zero-trust security solutions minimize the risk of data breaches by limiting access to sensitive information. Effective password management and multi-factor authentication are critical components of hybrid work security. Solutions like LastPass provide enterprise-grade password management, storing passwords securely and enabling safe sharing. Multi-factor authentication adds an extra layer of security, verifying user identities before granting access to company data. Endpoint security is vital for protecting company data across the diverse range of devices used by hybrid teams. Key features include remote device management, data loss prevention, and automated patch management. These measures ensure that all devices, whether corporate or personal, maintain up-to-date security protocols. Endpoint security solutions protect company data across various devices. Remote device management enables IT teams to enforce security policies and deploy updates. Data loss prevention technologies prevent sensitive information from being transferred to unauthorized locations. As the modern workplace continues to evolve, companies that invest in future-proof hybrid work infrastructure will be better positioned for success. The move to hybrid work is not just a trend, but a fundamental shift in how businesses operate. By adopting the right technology and tools, organizations can create a more connected and productive work environment, regardless of physical location. To achieve this, businesses must prioritize strategic investments in both hardware and connectivity solutions. This includes implementing enterprise-grade VPN solutions, mesh Wi-Fi systems, and cloud platforms that enable seamless collaboration. By taking a holistic approach to hybrid work technology, organizations can create a more cohesive and productive work experience. The key to successful hybrid work implementations lies in striking a balance between standardization and flexibility. This means providing employees with the tools and platforms they need to work effectively, while also allowing for diverse work styles and job requirements. Regular assessment and refinement of hybrid technology stacks are also crucial to ensure continued alignment with evolving business needs. By developing clear policies and best practices around technology usage, organizations can maximize the return on their hybrid work investments. Leadership commitment to supporting hybrid work through appropriate technology resources is also essential, as it signals organizational values and strengthens workplace culture. As hybrid work continues to evolve, organizations that create adaptable, employee-centered technology frameworks will gain significant competitive advantages in both productivity and talent retention. To ensure a seamless hybrid work experience, consider investing in high-quality webcams, noise-cancelling headphones, and ergonomic furniture to enhance productivity and comfort. Microsoft Teams offers a unified platform for messaging, video conferencing, and file sharing, enabling teams to stay connected and collaborate effectively regardless of their physical location. Implementing room booking and space management systems can help optimize meeting room utilization, reduce conflicts, and improve overall productivity by ensuring that teams have access to the resources they need. Cloud platforms like Microsoft Azure and AWS provide scalable and secure infrastructure for hybrid work environments, enabling businesses to deploy a range of applications and services that support collaboration and productivity. When implementing hybrid work solutions, it's essential to consider security measures such as zero-trust security frameworks, password management, and multi-factor authentication to protect against potential threats and data breaches. Project management tools can help teams stay organized and focused by providing a centralized platform for task management, time tracking, and knowledge sharing, enabling them to work more efficiently and effectively. TIME BUSINESS NEWS
CNBC
26-06-2025
- Business
- CNBC
CEOs share the 3 traits they want the most in job candidates: You ‘won't be around very long' without them
Many CEOs know what kinds of employees they want at their company, and can point out the top character trait they seek in job candidates. For Wisp CEO Monica Cepak, that trait is the ability to collaborate with your colleagues, especially when there's a problem to be solved. To find out if a job candidate has the soft skill, she asks a particular interview question: What's the hardest problem you've ever solved at work, and how did you reach a solution? If an interviewee's answer is "cross-functional in nature" — showing how they worked with other team members to solve an issue — they're probably a team player who regularly seeks insights from their coworkers, Cepak told CNBC Make It on April 24. An answer like, "'Oh, I did everything myself. Myself, myself, myself'" is a telltale sign that a person "can't work well in an environment like ours because nobody can solve every problem [on their own.] We're a team at the end of the day, and your ability to problem solve by working with others is key," said Cepak, who has nearly 10 years of experience in executive-level roles. Cepak isn't the only company leader who seeks out specific traits in employees. Here are two more examples of CEOs' biggest employee green flags: Zig Serafin, the CEO of experience management company Qualtrics, appreciates an employee who can contribute big ideas without losing sight of their day-to-day job duties. Highly successful people know how to balance "having your head in the clouds and your feet on the ground," Serafin told CNBC Make It on April 14. People who constantly pitch new projects without seeing them through, don't show any ambition at all or can't multitask "won't be around very long," he added. "Good luck."During interviews, hiring managers can gauge this trait by asking behavioral questions like "Tell me about a time when you had to juggle a long-term goal with an immediate task. How did you prioritize your time?" or "Describe a situation where you had to change your routine to better align with company goals. Was it hard adapting to your new normal?" You can effectively answer behavioral questions with the STAR (Situation, Task, Action and Result) method, according to Harvard career advisor Gorick Ng: Briefly describe the situation or problem, explain the task you had to complete, describe the actions you took to reach a solution and explain the outcome of your efforts. Michael Ramlet, CEO of global data intelligence firm Morning Consult, looks for intellectual curiosity in his employees and job candidates, particularly against the backdrop of the rapidly growing artificial intelligence industry. As people and businesses increasingly rely on AI, employees who voraciously search for answers to questions and actively find solutions to problems will become more essential than they already are, Ramlet told CNBC Make It on April 1. "You think about [generative AI] chat prompts and ... [humans] still have to ask the question," Ramlet said. "So that intellectual curiosity is, I think, going to be a distinguishing trait, not just for those of us at Morning Consult, but across the board."
Harvard Business Review
30-05-2025
- Business
- Harvard Business Review
HBR's Best Practices for Supporting Employee Mental Health
When the Covid-19 pandemic hit, people across the globe faced new anxieties about their health, families, income, and stability. For company leaders, all that upheaval put worker mental health into the can't-ignore category of issues affecting their organizations. External forces affecting employee mental health have continued to proliferate since: The fast pace of AI implementation is changing the shape of many careers, geopolitical tumult brings worry about stability, and murky and shifting economic outlooks can lead to cost-cutting measures like layoffs. In short, your people have a lot to worry about right now. A new survey from the workplace wellness consultancy Mind Share Partners in partnership with Qualtrics of over 1,100 U.S. employees found that 90% of participants reported 'at least minor levels of one mental health challenge,' with the top three stressors being U.S. politics, global events, and personal finances. As a leader, you're likely feeling it, too: A 2024 Businessolver survey of 3,000 CEOs, HR professionals, and employees found that 55% of CEOs reported experiencing a mental health issue (such as anxiety, depression, loneliness, burnout, and obsessive compulsive disorder) in the past year. It's time for leaders to recommit to supporting their employees' mental health—and their own. HBR's archive has plenty of strategies for how to do it right. Change Systems, Not Individuals Companies are making larger investments in employee wellness programs than ever; however, data suggests those programs aren't actually resulting in better well-being outcomes for employees. According to a trio of authors drawing on a wide body of workplace wellness research, individual-level interventions like well-being apps and employee assistance programs are likely to be ineffective unless paired with systemic interventions. To take a more holistic approach to workplace well-being, the authors suggest leaders become 'behavioral architects' by embedding well-being strategies—and support—into all levels of the organization. Consider changes like increasing flexibility (even trying a four-day workweek) to give employees more control over their work-life balance, putting together volunteer-led 'well-being champion networks' to provide them with peer support, and training managers to support their team members' mental health. Consider Identity Workplace mental health expert Morra Aarons-Mele points out that 'work is about people, and people are messy and difficult.' That may appear obvious at first glance, but identity —the interrelated elements that make up our concept of ourselves—is a critical dimension of how people experience and talk about mental health challenges. Employees from younger generations may be more comfortable discussing mental health than their older counterparts, for example, and men may feel more stigma around mental health than women do. Aarons-Mele has a few suggestions for how to counter these differing perspectives: Create an organization-wide shared language and baseline of knowledge about mental health. Ensure men are visible in mental health conversations. Create opportunities for people who share lived experiences and dimensions of identity to connect with one another. Look to Your Own Leadership Behaviors As a leader, your day-to-day behaviors can inadvertently cause your employees undue stress and anxiety. Tomas Chamorro-Premuzic put together a list of five common behaviors to watch out for. For example, are you adding unnecessary complexity by making employees guess at what you'll do next? Are you telegraphing pessimism, leading them to assume a situation is worse than it is? Being more aware of how your actions affect your employees can help you 'bring out the best in people even in the worst of times,' according to Chamorro-Premuzic. And while many conversations about mental health have moved out of the shadows and into the open over the past few years, both stigma and concerns about repercussions persist. As a leader, you have influence, and discussing your own mental health can make your employees feel more comfortable discussing theirs. As Kelly Greenwood, founder and former CEO of Mind Share Partners, puts it, telling your own story 'reduces stigma and normalizes the ups and downs of being human—especially as a high-performing professional' and 'positions vulnerability as a strength instead of a weakness and shows it's possible to succeed and thrive with a mental health challenge.' Greenwood offers a guide to crafting an authentic, compelling story for employees in a way that's both inclusive and protective of your own boundaries. Improve Uptake of Programs Storytelling may also help increase employee participation in the mental health programs you've invested in. A team of behavioral scientists and organizational behavior scholars recently conducted a study of 2,400 employees at the Swiss pharma company Novartis to test their participation in the company's peer-to-peer Mental Health First Aid support program. While plenty of employees had volunteered to be mental health first aiders (i.e., a source of support for colleagues), overall uptake in the program remained low. The authors presented participants with various anonymous stories of their colleagues accessing the program, varying in severity from work-related stress and anxiety to depression and panic attacks caused by external factors. Their initial findings showed that 'simply hearing about colleagues' struggles [could] normalize access to mental health support at work and increase uptake of an existing peer-to-peer support mental health program by as much as 8%.' That might not sound significant, but the authors note that at a large corporation like Novartis (comprising approximately 78,000 employees), the increased uptake could translate to 2,000 employees making use of the resource. Don't Neglect Your Own Mental Health To be effective at leading others, it's critical that you take care of yourself. If today's roller coaster of uncertainty is (understandably) making you anxious, Morra Aarons-Mele emphasizes how important it is that you address it: 'If you don't look your anxiety in the face at some point, it will take you down.' Instead of ignoring it or trying to push through it, she offers a four-stage process for managing your anxiety. First, you'll do some reflecting, looking inward to better understand what you're feeling and why. Then, you'll start developing tactics for managing your anxiety, including (healthy) compartmentalizing and connecting with others. Next, you'll learn how to be vulnerable with peers and employees—without oversharing or letting the conversation go off the rails. Finally, you'll put together a support system outside the organization to help gut-check your decision-making and advise you on more sensitive situations. Doing this, Aarons-Mele notes, 'means you'll have better workdays, both when things are status quo and during transitions and tough times.' . . . The past few years have taught us a couple things: It's not reasonable to expect employees (or yourself) to check their emotions at the door when they come into work, and simply spending money on interventions like wellness apps isn't sufficient on its own to support them. As a leader, taking a more holistic view of your employees' mental health—and working through and sharing your own experiences—can make them feel more engaged and improve the health of your organization. More Resources
Business Standard
28-05-2025
- Business
- Business Standard
Sonata Software and Qualtrics Partner to Transform Customer Experience for Global Brands
PRNewswire Bengaluru (Karnataka) [India]/ London [UK], May 28: Sonata Software (NSE: SONATSOFTW) (BSE: 532221), a leader in Modernisation Engineering, today announced a partnership with Qualtrics the leader and creator of the Experience Management (XM) category, aimed at delivering a comprehensive, technology-driven customer experience management solution for global enterprises. This collaboration combines Qualtrics' best-in-class XM for Customer Experience™ suite with Sonata Software's global systems integration services and extensive consulting, measurement and implementation capabilities powered by Sonata CX. The end-to-end offering is designed to help enterprises meet rising customer expectations, deliver hyper-personalised experiences and reimagine customer-brand relationships while enhancing operational efficiency and service quality. By integrating deep technological capability with human-centred insight, this partnership enables organisations to effectively listen, understand and act on customer feedback across all touchpoints. Combining the Qualtrics AI-powered experience management platform that enables organisations to collect and analyse customer feedback in the moment across multiple channels with Sonata Software's proven delivery expertise and Sonata CX's field-based measurement solutions - including mystery shopping, compliance audits, and strategic CX consulting - clients can evolve their customer experience operations and foster a culture of continuous improvement at scale, by combining best in class digital and physical evaluations. "Organisations stand to gain an estimated $1.3 trillion by using AI to better understand and improve the experiences they deliver to customers," said Sean Holcombe, Global Head of Strategic Sales, Partner Ecosystem and GTM Excellence at Qualtrics. "Combining Qualtrics innovative AI-powered CX platform with Sonata CX enables organisations to build industry leading experience management programs that ensure consistency, efficiency, and loyalty at every stage of the customer journey." "The global customer experience management market size is expected to grow significantly in the coming years, driven by a fundamental shift in customer behavior and heightened competition for delivering superior experiences across physical and digital touchpoints," said Anthony Lange, Chief Revenue Officer at Sonata Software. "Our collaboration with Qualtrics offers clients a powerful fusion of technology, insight, and execution, enabling them to not just listen to their customers but to truly understand and respond meaningfully across physical and digital customer touchpoints in real-time." With a global reach of more than 80 markets, this partnership supports cross-industry clients in their quest to deliver exceptional experiences that distinguish their brands in an increasingly competitive landscape. Both companies bring decades of experience managing complex, global programmes, by a shared commitment to innovation, scalability, and impactful outcomes. About Sonata Software In today's market, there is a unique duality in technology adoption. On one side, extreme focus on cost containment by clients, and on the other, deep motivation to modernise their Digital storefronts to attract more consumers and B2B customers. Sonata Software, with $1 Billion Revenue, is the leading Modernisation company. Its unique Modernisation approach through helps create efficient and agile digital businesses to drive intelligent ecosystems of the future. Its suite of Modernisation Engineering Services cuts across Data, Cloud, Dynamics, Automation, Cyber Security, and around newer technologies like Generative AI, Microsoft Fabric, and other modernisation platforms. The company's unique and innovative responsible-first AI offering Sonata is a comprehensive platform powered by GenAI and encompasses a variety of industry solutions, service delivery platforms, and accelerators. It is distinguished by its embedded ethics, privacy, security, and compliance, enabling clients to leverage AI in three different ways: i) driving efficiencies, ii) driving higher consumer experience/modern sales, and iii) driving innovative business models. Headquartered in Bengaluru, India, Sonata Software has a strong global presence, including key regions North America, UK, Europe, APAC, and ANZ. It is one of the fastest growing IT Services companies and a trusted partner of Fortune 500 companies in Banking, Financial Services and Insurance (BFSI); Healthcare and Lifesciences (HLS); Telecom, Media, and Technology (TMT); and Retail, Manufacturing and Distribution (RMD) space. Sonata Software boasts of a very strong partnership with Microsoft, AWS and many others. The company is a proud member of Microsoft AI Partner Council, holds the AWS Generative AI Competency status, and is a member of the prestigious Inner Circle for Microsoft Business Applications and Featured and Launch Partner for Microsoft Fabric. For more information, please visit
