Challenges

There are 7 different streams in which the teams can create a project. Form a team and pick one challenge to work on. 

1. Involvement
   1. Fresh Hiring and Forecasting: fresher hiring and HR forecasting techniques typically include using past data to predict future staffing needs to opportunities. Build solutions that can use surveys, benchmarking and modeling techniques to estimate workforce staffing numbers. You may offer solutions in mapping opportunities.
   2. Opportunity Planning: university career fairs are going online, internships are run remotely, and the government is rolling out wage and training subsidies to hire locals. Offer solutions to digitize and transform the processes in Opportunity discovery and matching.
2. Inclusion
   1. Corporate Culture: often, corporate culture is implied, not expressly defined, and develops organically over time from the cumulative traits of the people the company hires. Solutions to identify, map and align corporate culture with organizational goals.
   2. Corporate Diversity: We live in a complex, interconnected world where diversity, shaped by globalization and technological advance, forms the fabric of modern society. Solutions to support, measure and promote a diverse and inclusive workplace.
3. Introspection
   1. Talent Appraisal: many organizations use the annual performance appraisal as a tool to inform employees of the value added by their work throughout the year. Often this is the only feedback employees receive from a manager all year. Propose Solutions to a dynamic, conversational Talent Appraisal mechanism.
   2. Talent Intervention: many times there is no value in appraisals if the improvement actions are not taken. Present solutions on identifying interventions and PIP techniques that can help make effective strategies towards talent intervention.
4. Insight
   1. Attrition Risks: some of the reasons that are creating attrition risk issues are job hopping, employee low job satisfaction, low compensation, disputes with colleagues and supervisors etc. The word 'attrition' refers to gradual loss of employees over time. Any solution that improved employee engagement and well being can be considered.
   2. Career Planning: career planning is non-linear and short lived in the current fast changing times, what could be the short- and long-term career goals to set, and the actions you can take to achieve them? Devise solutions supporting career planning customized to market, interests and ambitions.
5. Innovation
   1. Learning and Development: recent years have witnessed a growing interest in life-long learning (LLL) as an indispensable element of policy responses to the future of work. Develop solutions as response to concerns surrounding economic competitiveness, globalization, unemployment and theimplications they held for human capital development.
   2. Succession Planning: succession planning is the strategy for passing on leadership roles, and often the ownership of a company, to an employee or group of employees. Despite its undeniable relevance, it seems to be luxury strategy for organizations. Offer solutions that could be of great value to organizations even the ones with fewer resources available for knowledge management programs and the formal, structured development of employees.
6. Impact: 
   1. Corporate Social Responsibility (CSR): CSR is a type of business self-regulation with the aim of being socially accountable. There is no one "right" way companies implement this. Propose solutions to quantifiably measure social impact of such activities.
   2. Primary Education: solutions around primary education and learning continuity in the times of disruptions.
7. Imagination: open proposals in the domain of people development or social impact: Education, Human Resources, Circular Economy, Social Communication, Open Sciences.