The business and work ecosystem is undergoing a major upheaval, creating many challenges and hitting SMEs particularly hard. Regulatory environment. Access to funds. Skills Shortages. Digital disruption. How far are SMEs prepared for these challenges? Are they equipped to translate these challenges into opportunities? What support do they seek? How are SMEs dealing with the economic changes and responding to the shifting priorities of business and talent? What capabilities do they need to scale & sustain business impact? 

The SMEs are still on the journey of change with the potential to create a huge impact on the economy and employment sector. To benchmark the current state of work in SMEs and to chart its roadmap towards the future, People Matters and Keka present to you the much-needed research on the state of the Indian MSME Sector 2022. The research will especially focus on the big business disruption and challenges and the implications of them on talent management.

Does your company have less than 2,000 employees? Then this study is for you.
 
Participate and grab the exclusive copy of the research study!
 
Participate today and get a chance to win an Amazon voucher worth Rs 5000 

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* 1. Please share the following:

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* 2. Business email ID

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* 3. Organisation strength

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* 4. Total HR staff in your organisation

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* 5. What best describes your organization type?

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* 6. In which industry does your organization operate?

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* 7. What are some of the key challenges that you have faced since 2020? (Please note them in order of impact, 1 being the most important and 9 being the least important)

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* 8. What are your key priorities for 2022? (Please note them in order of importance, 1 being the most important and 6 being the least important)

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* 9. On a scale of 1 to 5 with 5 being very positive and 1 being not all, how confident are you about your company’s prospect for business growth in 2022?

0 5
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i We adjusted the number you entered based on the slider’s scale.

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* 10. Which of these factors do you identify as major threats to your business growth? (Please rank them in order of impact, 1 being the most important and 5 being the least important)

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* 11. On a scale of 1 to 5 with 5 being very satisfied and 1 being not at all, how satisfied are you with the current state of tech adoption in your company?

0 5
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i We adjusted the number you entered based on the slider’s scale.

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* 12. In which areas has your organisation adopted technology? (Select all that apply)

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* 13. What are the core objectives of your HR tech investments? (Please note them in order of importance, 1 being the most important and 5 being the least important)

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* 14. Which factors do you consider when selecting HR tech solutions? (Please rank them in order of impact, 1 being the most important and 6 being the least important)

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* 15. Which of these best defines your current approach to HR tech adoption?

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* 16. How do you plan to invest in HR technology for 2022?

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* 17. What is the approximate budget you will be spending in 2022 on HR Technology?

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* 18. How would you describe the current state of HR practices, policies, and processes? (1-Strongly disagree; 5-Strongly agree)

  1 2 3 4 5
Aligns with overall business vision & priorities
Establishes KPIs for various initiatives & connects to business outcomes
Reshapes with changes in the industry landscape
Transforms with shifting priorities of talent
Integrates employees’ expectations across diverse talent segments and employee lifecycle

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* 19. Which stakeholders have the most influence on your talent strategy development? (Please rank them in order of influence, 1 being the most important and 5 being the least important)

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* 20. To what extent is the HR team involved in the execution of transformation projects?

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* 21. Which of the following roles exist in your HR teams? (Select all that applies)

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* 22. Which of these HR capability gaps will you be addressing in 2022? (Please note them in order of importance, 1 being the most important and 8 being the least important)

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* 23. How are you future-proofing your HR teams on the following parameters?

  Not structured but consistent investment or effort Planning but not yet implemented We have not started Yes we have a structured program
Training HR in digital, new technologies and ways of working
Including specific projects in goals of HR team members
Providing rotation programs to HR team members to non-HR functions
Investing in exposing HR team members to HR technology, digital & other future-focused events
Investing in training & development programs for HR team members

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* 24. On a scale of 1 to 5 with 5 being extremely prepared and 1 being not at all, how ready are your HR teams and processes for the evolving landscape of SMEs?

0 5
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i We adjusted the number you entered based on the slider’s scale.

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