SIX BASIC THINGS TO HAVE A SUCCESSFUL SUPPLY CHAIN MANAGEMENT

Dr.D.Sathishkumar Asst.Professor, SIMS

Supply Chain Management can be an extremely unpredictable game inside and out if not led in an all around arranged and coordinated way. This industry has seen even the greatest organizations wavering on numerous fronts of inventory network the executives. Enormous organizations have committed groups of experts who are continually occupied with keeping a legitimate harmony among supply and demand.

It’s not  equivalent with more modest organizations who can’t bear to utilize and have a group exclusively devoted to observing the missteps in store network the executives and to take remedial measures. Ordinarily such organizations have groups who are dispensed with numerous work obligations.

That makes it hard to monitor the operational complexities and thus potentially will either totally disregard or exaggerate certain parts of inventory network the executives. This is surely an alarming circumstance and consequently must be managed by appropriate asset arranging.

Let us take a look at the most critical aspect that can be considered to be on top of the game and avoids your supply chain run into any difficulties.

Single-Sourcing can be hazardous today:

One need to consider the current year’s pandemic and its antagonistic impacts on numerous organizations. One significant detract from this difficulty is that particularly in the production network industry one ought not commit the error of single sourcing. Organizations need to have a rundown of reinforcement providers as this can reduce the odds of not having any provider whatsoever in such unanticipated situations.

Efficient Process Management is the key:

Focus is on smoothing out inventory network measures by fusing productive interaction stream. One approach to do so will be to carry out innovation where it is well-suited and dispense with paper-based cycles quite far.

Valuable visibility for accurate insights:

Web based requesting has considered a to be flood as in light of the Corona Virus individuals have liked to remain at home and get every one of the basics, just as items, conveyed. Thus in such a situation as opposed to having constant information from various closures of the store network one necessities to have greater deceivability of products while on the way. This will certainly enhance your store network.

Get your inventory right:

Getting your stock wrong is quite possibly the most inconvenient missteps let it be for huge organizations just as little and medium-sized endeavors.

Supplier and Management Relationship:

Building up a sound and ideal relationship with providers may appear to be a tedious one, however it can end up being extremely useful over the long haul. Particularly in the midst of foes where things can go to the drawback, a solid provider the executives bond can assist you with defeating numerous challenges identified with the production network.

Avoid Uni-sizing for all deliveries:

Ordinarily you may turn to a typical size fit for every one of your items however that may appear all good just for the items you supply. When in the assistance business one should depend on divisions and in this manner make changes in the help levels for assorted clients.

Final Thoughts:

These are a portion of the fundamental focuses that should be carefully hidden as a primary concern particularly in the event that you need to up your inventory network activities and make it a triumph. All set up the organization can be on a pathway to a lot more grounded store network the executives.

ROLE OF HR IN BUSINESS VALUE CREATION

Dr.S.SUNDARARAJAN

Associate Professor-MBA

The state of the man’s evolution can be judged by the degree of value creation/addition  in any man-made systems like manufacturing, education, marketing, governance ,etc. Man is the prime source that creates other inanimate or animate resources. HR that has been passing through different  forms with the introduction of factory system in the 18th Century like  Time Office, Personnel Management,  Manpower Planning and Development, HRD,  HR, Talent Management, etc., helps create all these secondary resources  in general and human in particular. This underlines the significance of HR in all man’s activities. Hence value creation in HR business is more wanting than in other areas of functioning.Value addition by all to accommodate and handle change which is inevitable is the most urgent requirement of the day in business.

1. Value Creation by HR is a hot topic these days. Voices in the boardroom are loud and clear. Expectation is that, like marketing, sales or research and development, etc., HR has to start creating value in business and if it cannot create value than its best suited to sit outside the organisation with an outsourced service provider of transactional activities”.

2. HR Must Lead Change – It’s no longer debatable. To become better business partners, human resource management leaders must shed their tactical skins and transform into value-creating change agents.

3. “Grow people + Grow business = creating value”.

4. Non-stop unforeseen turbulence, straining organisational objectives, who will survive fittest, who will triumph, only the agile, in business it means sense-making, risk management , situational problem analysis, analytical sharpness for bank insurance acid management as technology becoming  disruptive so fast.

5. New capabilities, new qualities, in the way HR managers organise the people and the relationship among people, more strategic approach.

6. Business Strategy:- Going to the business teams – talking about the new capabilities – something imposing on the HR – Leaders focusing HR to add more value.

7 out of 10 not reaching full potentials….find why them excel so that new hires do not fail – HR Data – integration and analysis – Gold mine evidence based information – increase profitability –reduce uncertainity and master HR Processes – Cycle – job portal – screening – selection – on boarding – appraisal – evaluation – development – leaving.

8. HR analytics – we have data but mining what is important to take a call..

9. The future is VUCA. The future is now. Get ready to revolutionized.

10. Stop – treating people like paper clips – Remove cost – Remove work that doesn’t add any value – Remove waste – Remove admin – New breed of leaders who are adoptable, flexible, people leader – Working practices – remote working.

In this fast-evolving business world, corporates have a multiple challenges. But how they deal with them reveals their eagerness to embrace the future and their desire for real change. New challenges need newer solutions, not reprocessing the old resolutions or “doing more of the same”. Hence the roles of the HR need high emotional quotient to boost diversity at work.

COMPLIANCE STRATEGIES IN MARKETING

-Dr.K.THIRUGNANASAMBANTHAN, Asst.Professor, SIMS

Convincing a customer is very difficult one.  The marketer should be aware about the psychological behavior of the customers, based on this the marketer can formulate their marketing strategies.

FOOR IN THE DOOR TECHNIQUE (FITD)

The foot-in-the-door technique is a strategy used by salesperson to convince potential people to agree to buy a product or services. This can be done by requesting a potential customer with a small initial request then they will be more likely to agree to a later, moreover the request, which they would not have agreed to had they been asked it outright.

DOOR IN THE FACE TECHNIQUE (DIFT)

The door-in-the-face technique is a compliance method commonly studied in social psychology. The marketer attempts to induce the respondent to comply by making a large request that the respondent will more likely turn down, much like a metaphoric slamming of a door in the marketer’s face.

FOOT IN THE FACE TECHNIQUE (FITF)

The Marketer should ask the customer to complete a moderately difficult task. Depending on the customer’s response, ask them to complete a moderately difficult task. If they decline to do the first task, ask them immediately to do the second task. If they conform to the first task request, ask them to do the second task after a delay.   These techniques should be practiced by the marketers to achieve brilliance in convincing skills.

INCREASING VACCINE HESITANCY AMONG RESPONDENTS

Prof. V. Vidhya, Department of MBA, Sankara College of Science and Commerce

Covid 19 is the Pandemic situation prevailing still all over the world. We hear vaccines have come up and we also hear the side effects that are also shooting up in high degree among the public who had got the vaccine shots. Also we hear the side effects allergic reaction to the Astra-Zeneca- Oxford Covid 19 vaccine and more recently to the Pfizer-BioNtech vaccine. People are now confused if they really should do for vaccine or it will be better if they wait for herd immunity to build up.The problems in these vaccines are really hyped up through medias and it is the struggle of our people to really come back to normal life after months of physical distancing, sanitizing and loads of death due to Covid 19. Our Government is also striving hard to be more careful in the regulatory process of releasing the vaccine. DCGI (Drug Controller Government of India)has asked for more valuable information’s on other vaccine companies filling for Emergency Use Authorization (EUA’S). Also world wide EMA (European Medicine Agency) had planned a virtual meeting to discuss the effects and side effects of Covid 19 vaccines. Apart from this, two surveys revealed that general public and health care workers are becoming hesitant to get the vaccine shots by hearing information’s which were not proved to be true as far now.Among general public one survey says that nearly 48% of male population are willing to get vaccinated but remaining 42% of female population are reluctant to get shots. As this is the case in gender, expectedly with age the willingness to take vaccines is also got reduced. This may be due to the concerns about complications after taking the shots.To understand public perceptions another survey was done and when looking the results it was revealed that many of them believe that they are moving towards herd immunity, few of them say that Indians in general have high immunity and the rest say Covid 19 virus is weakening, cases are reducing by following Government norms and at last people also believe that cases are not been found out via testing.To conclude, it’s high time for the Government to convince the general public about the need to vaccinate and not to believe on rumors about the side effects of the Covid 19 vaccine. Any vaccine will have a mild side effect but it can be handled by our body metabolism. Many vaccines like Polio, MMR, DPT etc., are duly tested and we using it till now. It’s the time to find role models who will walk the talk. In US, 3 former Presidents have expressed their willingness to get vaccinated. Similar strategy can be adopted in India also so that general public will get confidence on the Covid 19 Vaccine.

UNHAPPY TOURISM & HOSPITALITY IN UNION BUDGET 2021

Ms.K.Sindhuja, Asst.Prof
Sankara Institute of Management Science

         “Don’t tell me what you value, show me your budget, and I’ll tell you what you value.”― Joe Biden

“Just multiple times has the Budget followed a compression in the economy? This time, not at all like previously, the circumstance is because of a worldwide pandemic. Financial plan 2021 gives each chance to the economy to catch the speed and develop economically.

It was very astonishing that the travel industry and accommodation area couldn’t discover a spot in the financial plan.

IGNORANCE….

            The tourism, travel & hospitality industry is fighting the worst from the impact of COVID 19 in the century crisis, a recovery from which will not be seen as a minimum for the next financial year before vaccination is completely undertaken in both source and destination markets with no observed side effects.

            “With the hypotheses of global travel remaining generally blocked off during most of 2021, we are genuinely idealistic about the homegrown travel blast this year. To stimulate domestic travel industry and make India an elite traveler objective, we expected that the budgetary assignment would be in any event expanded by half to 2250 crore in this financial plan.

The Center has sliced the budgetary designation for the Ministry of Tourism by 19% from Rs 2,500 crore in 2020-21 to Rs 2026.77 crore this year. The spending plan has dispensed Rs 1088.03 crore for improvement of the travel industry foundation for FY 2021-22 contrasted with Rs 1655 crore last financial.

Then, the spending plan has raised the exposure reserve from Rs 590 crores last financial to Rs 668.72 crore in FY 2021-22. Out of the ₹668.72 crore apportioned towards advancement and exposure, ₹524.02 crore is for the abroad market and ₹144.70 crore has been saved for homegrown travelers.

The business was anticipating a significant push as the movement, the travel industry and neighborliness industry is the most seriously hit because of COVID-19. The Hospitality and Tourism industry was looking forward to some relief measures to lift this most severely affected industry by COVID19. Instead, it has yet again completely and fully chosen to ignore.

Numerous introductions and suggestions have been submitted to the Finance Ministry by industry affiliation FAITH for the restoration and endurance of the travel industry. Be that as it may, the Budget 2021-22 didn’t surrender any of the interest of the business.

Conclusion:

At the consumer level, as tourism begins to recover from serious pandemic losses, it would be important to encourage foreign and domestic travel. By introducing an all-round GST reduction, one immediate way to boost. The present GST rates of 12 percent – 18 percent could demotivate recreational travel for the financially cautious post-pandemic consumer.

Dr. Priya Kalyanasundaram, HOD, SIMS

In today’s world AI and Big Data technology has changed the workplace trends. Thus organizations need to rethink the hiring, engaging, developing and leading the workforce.

Leadership The present digitalized world has found larger success with network organization. Leadership in this new world is about leading people and organizing the eco system of the work.

TransparencyOrganizations nowadays are going for job based pay and this allows employees to compare pay to those offered to others but with the advancement of social media digital platforms are more available to the public.

Product design thinkingThis process would help an HR to shift emphasis to the employees rather than focusing on the HR program. So organization can adopt product design thinking to improve the employee experience.

People AnalyticsThe use of people analytics and talent models enables HR to identify , develop and retain the right talent which in turn improves organization performance.
Targeted Recruitment Recruitment can be focused through digital tools such as social media and cognitive assessment.

AgileHr has become Agile doing more strategic work like professional analytics, robot trainer, virtual culture architect.

Highlights of Union Budget 2021-2022

Prof. S. Thilak, Assistant Professor, SIMS

              Finance Minister Nirmala Sitharaman presented the budget on 01/02/221 for the financial year 2021-2022.  The budget proposal  rest on six pillars like health and well- being, physical and financial capital and infrastructure, inclusive development for aspirational India, reinvigorating human capital, Innovation and R& D, and Minimum Government and Maximum Governance. The following were the highlights of the budget.

   GENERAL

• First digital Budget in the history of India
• Vehicle Scrapping Policy. Vehicle Fitness Test after 20 years in case of Personal vehicle and 15 years in case of commercial vehicles
• 64,180 crores allocated for New Health Schemes
• 35,000 crores allocated for Covid-19 Vaccine
• 7 Mega Textile Investment parks will be launched in 3 years
• 5.54 lakh crore provided for Capital Expenditure
• 1.18 lakh crore for Ministry of Roads
• 1.10 lakh crore allocated to Railways
• Proposal to amend Insurance Act. Proposal to increase FDI from 49% to 74 %. 
• Deposit Insurance cover (DICGC Act 1961 to be amended). Easy and time bound access of deposits to help depositors of stress banks.
• Proposal to revive definition of ‘Small Companies’ under Companies Act 2013. Capital less than 2 Cr. and Turnover Less than 20 Cr.
• Disinvestment: IPO of LIC, Announced Disinvestment of Companies will be completed in FY 2021-22

DIRECT AND INDIRECT TAX

• Senior Citizens: Reduced Compliance burden. 75 years and above. Proposal not to file ITR if only pension income and interest income. 
• Reduction in time for IT Proceedings: Reopening of Assessments period reduced from 6 years to 3 years except in cases of serious tax evasion cases
• Proposal to constitute ‘Dispute Resolution Committee’. (Taxable income 50 lakhs and disputed income 10 lakh).
• National Faceless Income Tax Appellate Tribunal Centre
• Relaxations to NRI: Propose to notify rules for removing hardship for double taxation.
• Tax Audit Limit: Proposal of tax audit increased from 5 Cr. to 10 cr. (Only for 95% digitized payments business)
• Propose to provide relief on advance tax liability on dividend income.
• Propose to include tax holidays for Aircraft leasing companies
• Prefiling of returns (Salary, Tax payments, TDS etc.)  Details of Capital gains from listed Securities, dividend income, etc. will be prefilled
• Small Charitable Trusts. Increased from 1 crore to 5 crores (Compliance limit)
• Late deposit of employee’s contribution by employer will not be allowed as deduction
• Incentive to startup: Tax holiday exemption for one more year
• Duties reduced on various textile, chemicals and other products
• Gold and Silver (BCD reduced)
• Agriculture Products: Custom duty increased on cottons, silks, alcohol etc.

 KEY IMPORTANT BUDGET TAKEAWAYS

1. An Expensive Budget:  Compared with a capex of Rs 4.12 lakh crore in Revised Estimate (RE) of 2020-21, capex has hiked 34.46 per cent to Rs 5.54 lakh crore in 2021-22.

2.  Improved Signal: Two public-sector banks and one state-owned general insurance company to be lined up for disinvestment. FDI in insurance to be hiked to 74% from 49% now. LIC will soon be in IPO.

3. No Populism, But Focus on Growth: The 2021-2022 budget has avoided giving any income tax relief. No increase in standard deduction, no raise in the tax slabs.

4. Health Gets Its Due: Due to Covid-19 Health Care get more attention in merited. Health allocation jumped 137% to Rs 2,23,846 crore in 2021-22 compared with Rs 94,452 crore in 2020-21. Budget provided Rs 35,000 crore for the Covid-19 vaccine, and promised to provide further funds, if required.

5. Bad Bank – A Good Idea: After wavering for almost six years, the government has finally decided to set up an asset reconstruction company that will take over the bad loans of banks, giving them flexibility to finance the economic recovery.

6. Development Finance Institutions (DFI) Reborn: The idea of merging IDBI and ICICI turning into banks. To provide debt to long development projects, a new DFI with a capital of Rs 20,000 crore. It will have statutory backing, but will be professionally achieved. Lending portfolio of Rs 5 lakh crore within three years.

7. Asset Monetization: National Monetization Pipeline of possible assets of NHAI, PGCIL, Railways, airports, warehouses, sports stadiums.

8. Eye on Elections: Four upcoming election states get major highway projects: Tamil Nadu (3,500 km – Rs 1.03 lakh crore), Kerala (1,100 km – Rs 65,000 crore), West Bengal (675 km – Rs 25,000 crore) and Assam (1,300 km – Rs 34,000 crore).

9. Strategic Disinvestment: After a poor show in 2020-21, the government has estimated disinvestment receipts at Rs 1,75,000 crore on NITI Aayog.

10. Growth Vs Prudence – Tilting Towards Growth: Fiscal deficit estimated at 6.8 per cent of GDP in 2021-22; it is estimated to touch 9.5% in 2020-21. It will be brought down to 4.5 per cent of GDP by 2025-26.

Dr.D.SATHISHKUMAR, Assistant Professor, SIMS

Indian Railways will give higher priority to iron ore being moved for domestic manufacturing activity and those that have their own loading and unloading infrastructure, says Indian Railway’s new iron-ore policy governing allocation of rakes and transportation of iron-ore.

The policy sets down clear guidelines on ways to fully meet the requirements of customers by leveraging infrastructure facilities available at loading and unloading ends, informed an official release. The priority preferences for the customers will be self-generated by the system. So, the rake (the entire train set) will be system-generated after the customer puts in details like name of manufacturer, consignor name, consignee name, siding or private freight terminal by the concerned zone.

“Within domestic movement of iron-ore traffic, priority preference given to steel/ pig iron/ sponge iron/ pellet/ sinter plant owning customers having their own private sidings at both loading as well as unloading ends, followed by customers with private siding at either loading or unloading end, followed by customers without any private siding of their own relying totally on public good sheds or sidings.

Export traffic shall be prioritized next. To differentiate rail-cum-sea traffic from export traffic, the former should be accompanied by a self-declaration that such traffic is meant for domestic consumption and the Railways will not be held responsible for any wrong declaration submitted by the manufacturer. Pellet, sinter traffic, dispatch of ‘low grade fines or iron ore rejects’ generated during the process of manufacturing have been freely allowed this priority to any location.

The provisions of the new policy will be updated in the Rake Allotment System module by CRIS, the IT arm of Indian Railways. All plants will be treated similarly as far as allotment/ loading of rakes is concerned.

Iron-ore is the second most important stream of traffic for Indian Railways, and along with steel, accounts for nearly 17 % of the total 1,210 million tones of freight loaded by it in 2019-20.

Customers are free to choose the priorities or combination of priorities for moving their traffic as per eligibility and necessity. No permission is required to be obtained for choosing priorities or combination of priorities, stated the release, adding that customers (not railways) will be responsible for not moving traffic based on regulations that govern such movement.

INDIAN RAILWAYS NEW POLICY ON IRON ORE MOVEMENT

Dr.D.SATHISHKUMAR

Indian Railways will give higher priority to iron ore being moved for domestic manufacturing activity and those that have their own loading and unloading infrastructure, says Indian Railway’s new iron-ore policy governing allocation of rakes and transportation of iron-ore.

The policy sets down clear guidelines on ways to fully meet the requirements of customers by leveraging infrastructure facilities available at loading and unloading ends, informed an official release. The priority preferences for the customers will be self-generated by the system. So, the rake (the entire train set) will be system-generated after the customer puts in details like name of manufacturer, consignor name, consignee name, siding or private freight terminal by the concerned zone.

“Within domestic movement of iron-ore traffic, priority preference given to steel/ pig iron/ sponge iron/ pellet/ sinter plant owning customers having their own private sidings at both loading as well as unloading ends, followed by customers with private siding at either loading or unloading end, followed by customers without any private siding of their own relying totally on public good sheds or sidings.

Export traffic shall be prioritized next. To differentiate rail-cum-sea traffic from export traffic, the former should be accompanied by a self-declaration that such traffic is meant for domestic consumption and the Railways will not be held responsible for any wrong declaration submitted by the manufacturer. Pellet, sinter traffic, dispatch of ‘low grade fines or iron ore rejects’ generated during the process of manufacturing have been freely allowed this priority to any location.

The provisions of the new policy will be updated in the Rake Allotment System module by CRIS, the IT arm of Indian Railways. All plants will be treated similarly as far as allotment/ loading of rakes is concerned.

Iron-ore is the second most important stream of traffic for Indian Railways, and along with steel, accounts for nearly 17 % of the total 1,210 million tones of freight loaded by it in 2019-20.

Customers are free to choose the priorities or combination of priorities for moving their traffic as per eligibility and necessity. No permission is required to be obtained for choosing priorities or combination of priorities, stated the release, adding that customers (not railways) will be responsible for not moving traffic based on regulations that govern such movement.

HR MANAGER’S ROLE IN POST COVID-19 ERA

Dr.S.Sundararajan, Associate Professor-MBA. SIMS

Managing the physical and emotional well-being of employees is important for corporations post COVID-19. The pandemic has changed the roots of the employee engagement mandate, HR leaders are playing a crucial role in this journey they must be flexible, agile and more innovative with the changing times.The COVID-19 crisis has accelerated several workplace changes related to work and workforce, such as a remote work culture, virtual workplaces and the increasing use of technology, which are happening all at once. The COVID-19 crisis also causes shifts in talent management.

In some organization with Managers support HR’s are working with the executive leaders to ensure policies are created and/or updated. They also ensure protective initiatives are integrated into the organization’s operations.The COVID-19 pandemic is challenging employee and managers. Thus, HR must also ensure the mental and physical safety and well-being of employees at all levels is integrated and effective. One of the key challenges faced by the organization is the survival of the business, while dealing with knowledge and social loss when people are laid off temporarily or permanently.

The hard part is to remember the soft side of the HR business: the employees are people and they need managers’ support. In the future, they may want to bring the people back to work and they also want the employees to remember the organization as a great employer, HR  also has  to remember that some changes in the workplace may also continue (i.e. remote work)

Building Resilience and Agility – Building resilience and agility in organizations is very important when change happens, both internally and externally. HR should play a key role in this.For example, IT/ITES organizations were quick to adapt to the remote and flexible working during the current lock down. The current lock down has forced these organizations to make a seamless transition from being office-based to home-based without affecting productivity or morale.In some cases, organizations needed to realign their company values. Similarly, restaurants adapted their business models by operating a take-away service, retailers shifted to an online-first model, and some companies started to manufacture their own hand sanitizers and face masks.

Innovating the Work Environment Post-Covid

In a post-covid environment, how will remote work be transformed permanently? HR Managers believe some manual operations may have been automated providing them to implement in a time when it was not thought of. HR professionals and leaders has revised job descriptions to incorporate more automated technologies by providing employees further opportunities for remote work while continuing to provide customer service without negatively impacting performance or the mission of the organization.

HR Managers must ensure the employee is emotionally balanced and remains psychologically connected to the organisation as well as the work being delivered.HR is confronted with developing strategies that will keep the employees engaged and attached to their job despite all that is going on around.The pandemic has given rise to a widespread and deep existential crisis.People are fearful, uncertain, isolated, fatigued, experiencing dysphoria on an unprecedented scale. They are being exposed to distancing and masking which ushers in (including at the unconscious level) seeing the other as a threat, a carrier of something dangerous, and thus to be avoided at all costs.

They are also typically subjected to a command – control – coerce leadership and management style that trickles down from governments to supermarkets and malls, to their own organisationsand the focus is on medical and economic factors. The psychological factor is either not understood or is paid slight attention.Many organisational leaders see clear productivity and cost-saving benefits in remote work-from-home and also emphasize technology.

Given this background, for me the primary role of HR (indeed – all leaders and managers) is to show understanding, empathy, compassion; to leave behind clever business jargon and corporate speak; and to introduce warm communication and support with and between employees (offline and online).

There are numerous way that this can happen – but the first steps are

1. Recognize the primary employee needs.

2. Be human and compassionate.

3. Act together with employees to address the needs.

This approach will impact healthy on the organisationor business requirements. Hence HR Managers or Professions have more responsible to protect their workforce for increasing their productivity and profit to raise the value of the organization in the post covid-19 era.

COVIGILENT APP FOR COVID 19 COUGH

Ms. V. Vidhya

Assistant Professor

Department of MBA, SIMS

Cancer care specialist HCG and technology specialist WIPRO had jointly developed an AI powered app called AIO cough analysis tool for COVID 19 which is launched for free globally. This AI app will be able to detect the early stage of COVID 19 and can be used on large scale screening of patients who are associated with cough as their primary symptoms.

As per HCG this app differentiate COVID 19 cough with that of the seasonal cough or bronchitis. It acquires cough signals by ‘do it yourself’ and it is analyzed by the experts without any interventions from healthcare professionals. It captures audio and demographic data’s and upload to the cloud server for analysis using AI technology. The signals are analyzed with an algorithm to identify the cough of the people who were infected with the virus. The app does not requires large investment or instruments. An android phone used by the patient serves as the recording device and risk factors are given to the user in few seconds

Covigilent app is developed by Wipro technologies in association with HCG cancer specialist supported by Government of Karnataka, Bhakthi Vedanta Hospital, Mumbai and BMRCI.

We have already anticipated the second wave of the infections this app will help us to identify the vulnerable category with high risk contacts who can be effectively isolated before they are diagnosed as COVID 19 positive patients. The mission of this app is to help the doctors and healthcare professionals to speed up the decision making in emergencies and to reduce the constraints. HCG is already in the forefront in fighting COVID 19 by starting plasma therapy and other clinical trials and this app is another initiative during this pandemic.

The app is user friendly and is made freely available to the common man as a screening tool for COVID 19 using AI algorithms and machine learning. Covigilent app is tailor made, cost effective and easily reproducible. It can screen large number of patients with greater accuracy which indirectly reduces the burden on confirmatory testing.

Majority of the COVID cases are either in early stage or asymptomatic. This can be interpreted in two ways the positive side being less health care burden and mortality.