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“Cloud enables SMEs to compete in the global market”

by Paul Joseph October 31, 2011 Featured

Where are the chances in cloud computing for Indian startups and SMEs? And what barriers do they face? We at YourStory.in talked to Shree Parthasarathy, Senior Director of Enterprise Risk Services at Deloitte Touche Tohmatsu India Pvt. Ltd., about opportunities and risks in the cloud space. What do Indian clients want in terms of cloud computing? I would place Indian clients into two different categories, one category consists of the large enterprises, and the other category consists of the SME segment. The large enterprises are more interested in keeping an eye on cloud adoption and the hybrid-cloud-environment; they are currently in testing mode with private clouds. On the other hand, in the SME-segment, the adoption-rate has been significantly higher since the risk-to-reward-ratio is much higher for them. And, also the entry barriers have changed; technology which was previously not available to them is now available on the cloud. But even for them there are challenges like actual costs and SLAs. Yet I still believe that more and more of the SME segment will get into the cloud. Who are the big cloud computing players in India? All of the large enterprises are playing significant roles; e.g. Microsoft and IBM. You can segment providers into three categories: those who provide software, those who provide infrastructure services, and those who I would call solution providers and consulting organizations. But there has not been a very detailed market segmentation in terms of who has a better offering or who has a better market share; it is still too early to tell. How do Indian startups benefit from the cloud? A lot of SMEs who previously did not have the ability to scale due to their lack of IT-infrastructure now have the ability to do so because of the cloud. But the number of businesses that actually end up scaling will depend on the grade of innovation. Many Indian startups, like travel and education portals, are already moving to provide services in the cloud. Should startups focus more on infrastructure-as-a-service (IaaS), platform-as-a-service (PaaS,) or software-as-a-service (SaaS)? I believe that they should focus on a combination of infrastructure-as-a service and software-as-a-service. They should concentrate on IaaS to enable their business processes to have better outreach, and on SaaS to support the software-platform, that way it is available on the cloud. How can Indian companies, especially startups, differentiate from the big players in terms of USP and competitive advantage by utilizing cloud? One advantage for the start-ups and the SMEs is that they now have the opportunity to compete in the same market as the big players. For that, they need to have their business model in place, be able to think big, and be able to scale to that size. They are not going to be successful just by utilizing the cloud; it’s more about how they are able to scale their business model, scale their operations, and expand to a larger segment. If an organization in the SME-segment is doing very well, they will not only be competing inIndia, but in a global market as well. Security and redundancy of data are always important topics when it comes to cloud computing. Are there any barriers which Indian companies face while moving on to the cloud? The barriers that Indian companies face are also same as global companies. Once companies are properly established, their appetite for taking risk is significantly lower because it affects their existing market base. So the software and infrastructure providers are taking care of those barriers. They are especially looking at things related to contracts. Today, cloud contracts are still very complex; most of the risk is being pushed to the client, whereas it should actually be shared more equally. And when you take a look at the current model of cloud computing, people are looking at the consequences of data-sharing and what will happen to the particular space? Who owns the data? Where is it going to reside? Whereas, if you take the SMEs who previously did not have access to infrastructure, they do not have that much resistance. Without the cloud they wouldn’t be able to enter the market. Now that they are able to take the opportunity, they will take it, even though there is a certain risk in terms of security. Google is now planning to move some of their servers to Finland because the cooler weather will decrease cooling costs. Is the hot Indian climate a disadvantage compared to cooler northern countries? I don’t think so. Even if the infrastructure is positioned inFinland, they still need people to operate it. From that perspective, it doesn’t matter if the cloud is located inFinland,India, orChina; you need people to enable it. The last mile is still going to be people; cloud computing reduces the number of people required, but as new businesses enter the cloud, more people are needed to operate the infrastructure. And what about the threat of energy shortage? Yes, there are infrastructure considerations that need to be taken into account. But I think a significant number of large enterprises have been operating for a number of years inIndiaand they have not really faced many challenges concerning infrastructure. With the adoption of nuclear energy and other approaches in the near future, I think the situation will ease. But I also totally agree with you, the industry has to watch the energy-situation very closely, because if the infrastructure costs rise, then the overhead costs obviously rise as well. What are your views on this story? Share with us by leaving a comment. Well, if you are Cloud Enthusiast, then do register now to attend Cloud Conclave 2011 with Dr. Werner Vogels, CTO, Amazon, 19th November, IIM Bangalore . You may also like to read: Latest Trends in Cloud Computing : YourStory Exclusive Approach towards Cloud Computing For Startups Entrepreneurs : Its raining computing–YourStory Exclusive Interview with LNV Samy, Vice President of Engineering, Global Technology Center – Australia, China and India, Unisys

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Freescale opens R&D center in Hyderabad’s Special Economic Zone

by Paul Joseph July 27, 2011 Featured

HYDERABAD, India – July 27, 2011 – Freescale Semiconductor [NYSE: FSL] today announced the opening of a research and development (R&D) center in the Special Economic Zone (SEZ), Gachibowli, Hyderabad, India. Networking & Multimedia Group Senior Vice President & General Manager Dr. Lisa Su inaugurated the R&D center, where Freescale plans to drive innovation and development of… (Visit Yourstory.in for full news, other content, and much more!)

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Freescale opens R&D center in Hyderabad’s Special Economic Zone

by Paul Joseph July 27, 2011 Featured

HYDERABAD, India – July 27, 2011 – Freescale Semiconductor [NYSE: FSL] today announced the opening of a research and development (R&D) center in the Special Economic Zone (SEZ), Gachibowli, Hyderabad, India. Networking & Multimedia Group Senior Vice President & General Manager Dr. Lisa Su inaugurated the R&D center, where Freescale plans to drive innovation and development of… (Visit Yourstory.in for full news, other content, and much more!)

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Where is My Money Going? Into Bad Apples.

by Paul Joseph May 27, 2011 Featured

Maintaining an effective and friendly staff is one of the most complicated challenges I’ve encountered as a young entrepreneur. As Chief Operating Officer of AKT Enterprises, I oversee the coordination and collaboration of over sixty employees spread over five departments and three facilities. With an average employee age of twenty-four years old, the company falls victim to the many drawbacks of workplaces consisting of Generation Y employees. As food for thought, here are a few published common pitfalls of hiring “Millennials,” as they’re called: Heightened sense of entitlement Take credit for good outcomes, point the blame for bad Unrealistic expectations of the common workplace I’m extremely proud of every single employee at AKT and acknowledge that we didn’t get here without making a few “bad hires” along the way. The truth is, sometimes it’s more work to try to teach someone how to be a great employee than it is to take a gamble on bringing in someone new and training them up to speed. Over time, I’ve naturally developed a few common categories for red flag situations.  These red flags, more often than not, indicate the need for an immediate firing.  Note that these are listed in no particular order, someone can possess more than one of these qualities and, please, forgive the names I chose. 1. The Supposedly-Qualified, Busy Body When you interviewed this person, you couldn’t have been more excited– a perfect match, right? This person is constantly working hard, putting in extra hours and bringing up countless ideas without being forced to. Their analysis of problems is accurate and their proposed solutions all make sense to you. This individual is incredible on paper, but you just can’t put your finger on why their magic isn’t working at your company. The reality is that some people are just full of it. They know what you’re looking for and they know how make it appear that they’ve been working hard–just enough to keep you guessing where the problem in your company is. Trust me, this type of employee may be professional and intelligent, but they cause more problems than they fix. 2. The “Yes” Man (or Woman) Through my experience, it takes a little while to figure out that you’ve hired a “Yes” man. Once you spend a few sleepless nights trying to pinpoint why certain things just aren’t getting done around the office and you get completely fed up with someone agreeing with you but never following through, you’ll realize you’ve hired one. There is nothing worse than someone telling you what you want to hear all the time. It accomplishes nothing, unless your goal is to constantly waste time. 3. Captain “Just Enough” It’s difficult to justify letting one of these people go. Why? Well, they do just enough work to fly under the radar. What most people don’t tell you is that there are more of these in your organization than you even realize. I recently read a quote somewhere (most likely retweeted by my director of business development) that said most employees will stretch two hours worth of work into an eight hour day out of fear of–get this–looking like they’re slacking! I am a huge advocate for a positive and effective work culture.  Losing red flag employees does more than just save you money and produce better products, it’s a sigh of relief to your other employees. Of the hundreds of random factoids my father emails me on a regular basis, he sent a gem recently. This one came in at 6AM and said, “Hire slowly, fire quickly.” I forwarded the email to everyone on my executive and admin staff that day. If you happen to realize that you’ve hired an employee that fits one of the types profiled above, I recommend you take that advice. Jared Mendelewicz is the Vice President & Chief Operating Officer of AKT Enterprises, an Orlando, FL based marketing and merchandising powerhouse. Read more about Jared here .

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