Software architecture comes under design phase of software development life cycle. It is one of initial step of whole software development process. Without software architecture proceeding to software development is like building a house without designing architecture of house.

So software architecture is one of important part of software application development.

When we are building web or software applications, we constantly look for ways to improve our code and use better tools to get the best experience, performance, and many other things, not just on the final client-side but also in the development and deployment process.

we discuss Monolithic architecture ,Microservices and Modular Monolithic Architecture.


A monolith application is the one where the application is a single unit, which means that all the  logic is in one place and if a change is applied to the application, it affects the whole application and needs to be fully deployed again to include the changes working in the production server. Also, this kind of application usually uses only one type of database and one programming language for development.



An application built using the microservices architecture is one where the whole application is divided into different pieces of software, each independent of the other, using different programming languages, libraries and frameworks, and even different databases. The changes applied to one of these pieces don’t affect the others, making the development process more flexible.

  • Services are completely independent; each one has its own dependencies and logic.
  • Each service could have a different database (this is optional because they can share the same database, but it’s preferred).
  • Each service can use a different programming language and technology.
  • When there is a change in the code, you can deploy only one service without interrupting or affecting the others.
  • More scalable .


Modular Monolith Architecture is a software design in which a monolith is made better and modular with importance to re-use components/modules. It’s often quite easy to transition from a Monolith Architecture to Modular Monolith. The modular monolithic architecture consists of dividing our logic first into modules, and each module will be independent and isolated. Then, each module should have its own business logic — and, if necessary, its database or schema. In that way you can build and modify the layers of each module without affecting the others.

Communication must be done  between the modules through public APIs, allowing access to the logic of each module from the other using public methods, and not using the internal functions and logic of each one.

  • Modules are interchangeable.
  • Code is reusable.
  • Better organization of the dependencies compared to traditional monolithic apps.
  • Easier to maintain and develop new versions than traditional monolithic apps.
  • You can keep the whole project as a single unit, without needing different servers for deployment.

Integrating Intelligence will be the Key to HR’S Future Relevance and Success

As the world of work continues to evolve, the role of Human Resources Management is becoming increasingly important. From managing a diverse and flexible workforce to promoting employee wellness and engagement, HR is at the forefront of shaping the way that organizations operate. At the same time, the integration of technology and artificial intelligence into HR is changing the way that HR is managed, presenting both opportunities and challenges.

Technology is critical for HR:

As technology continues to develop at a rapid pace, it is crucial for HR professionals to stay abreast of the latest trends and developments in the field. The future of human resource departments is likely to involve a greater emphasis on technology, data analysis, and strategic decision-making. Human Resources, in particular, have become a technologically advanced sector, one that is increasingly streamlined and working smarter. The following lines aim to provide an overview of the future of HR, examining the key trends that are shaping the field and the challenges and opportunities that these trends may present for HR professionals as they navigate the complex and rapidly changing world of work.


The Impact of Artificial Intelligence on HR:

As AI becomes more prevalent in the workplace, it will be important to understand how it is changing the way that HR is managed. This will enable HR departments to automate and streamline HR tasks such as recruiting, on-boarding, and performance management, as well as to analyze data to drive decision-making and measure the effectiveness of HR programs. Additionally, there may be an increased focus on employee engagement and retention, as well as on developing the skills and capabilities of employees
Another trend that is likely to shape the future of AI in HR is the increasing use of virtual assistants and chatbots. These technologies can be used to assist employees HR-related questions and tasks with more convenient and efficient access, freeing up HR professionals to focus on more strategic and value-added activities.

Where in HR has AI actually been deployed?

AI in Human Resources (HR) is typically deployed in the following area:

  • Recruitment and Hiring: AI-powered tools can be used to screen resumes, conduct initial interviews, and even predict which candidates will be the best fit for the company, this is known as AI-assisted recruiting. AI can help companies find the right talent at the right time.
  • Training and development: AI-powered tools can be used to personalize training and development programs optimize learning administration, and encourage collaborative learning for each employee, based on their skills and career goals, this is known as Learning management systems (LMS). Employees from different departments should learn together and exchange knowledge, and AI can help them pair up.
  • Performance management: AI can be used to monitor employee performance, providing managers with real-time feedback and helping them to identify patterns and trends that can help improve the overall performance of the organization. AI can also be used to optimize the setting of goals and the tracking of progress, by analyzing data and making recommendations based on the individual needs of the company and the employees.
  • Compensation and benefits: AI algorithms can be used to analyze data on employee performance and skills, and to make recommendations for appropriate levels of compensation and benefits. AI can also be used to optimize the design of benefit plans, by analyzing data and identifying the most effective options for the organization.
  • Employee retention: AI algorithms can be used to identify employees who may be at risk of leaving the company and to develop strategies to retain them, this is known as Employee retention AI.
  • Diversity and inclusion: AI algorithms can be used to identify and address unconscious bias in recruitment and hiring, as well as in performance evaluations and other HR processes. Diversity, equity and inclusion will play an even more prominent role in the future of HR.

Will AI Replace HR professionals?
Nothing can replace humans – and most times, even one human cannot replace the other. Therefore, saying that AI can replace HR professionals goes in vain. Undoubtedly, there are many benefits of accommodating Artificial Intelligence in the HR technology ecosystem to make the HR process easy. Still, it goes beyond words when it’s said that humans are necessary to make the final decision. In essence, AI is also the work of a human, where a human puts in the data, and the information is later collected by a human.

The evolution of AI has gone a long and thorny path. However, its development resulted in beneficial AI implementation in our daily life. AI is becoming increasingly integrated into the field of Human Resources, and can be used to improve many aspects of the HR process.
It is evident that the role of HRM in the future will be of vital importance. As the nature of work continues to change, HR professionals will be instrumental in assisting organizations in adapting to new challenges and navigating the evolving landscape. It will be important for HR professionals to understand how it is changing the way that HR is managed. This includes tasks such as attracting and retaining top talent, fostering diversity and inclusion, and implementing employee engagement and retention strategies. HR professionals will be vital in ensuring that businesses have the necessary human capital to thrive in the future. Therefore, it is essential for companies to invest in the development of their HR professionals and ensure that they possess the skills and knowledge required to successfully address future challenges.

“Combined efforts can turn into happy workplace.”

As human resource professional, my experience teaches me that combined efforts of employers and employees are the foundation of best workplace. The key role of organizations is to support employees in a way that they become inspired to work together as in a productive zone: highly engaged and committed to their work and their purpose, while mastering their abilities as a professional.

Every employer wants to make their company the best place to work and every employee wants to work for their dream company. However, many people do not fully understand that creating a positive work environment and making a company a great place to work is a combined effort of both employers and employees. Unless there is a combined effort towards this mutual objective, we shall not succeed.

Employer and employee both are equally responsible for achieving the organization goals. As many positive efforts you do, the better effect it will have, even if we don’t realize it. We should strive to create positive, measurable and powerful outcomes. More efforts will make people take notice of your deeds and inspire them too.

Employee can add value to their organization by focusing on several key areas listed below:

• Committed to their work: Dedication, hard work, show up on time, meet deadlines, and follow through on commitments. This will demonstrate your level of enthusiasm towards the task assigned to your employer that you are a responsible and reliable employee.
• Be a problem solver: Being able to find ways to solve problems demonstrates initiative and enable the company to achieve more or meet deadlines faster will give the company a competitive edge. Instead of complaining about the problem with a product or service, spend that time trying to come up with a solution.
• Build healthy connections: Develop strong relationships with your colleagues, superiors, and clients. This can help improve communication, collaboration, and teamwork within the organization.
• Set clear expectation: Be familiar with your goals, targets and about a plan. It will provide a clear direction and plan-of-action for your work. This will create fewer problems as you will be very clear about your goals, you will be focused and will decipher what you exactly need to do.
• Self growth: Developing new skills, behaviors, actions, attitudes, habits and seeks out opportunities to learn new skills. This will make you a more valuable and versatile employee and can lead to promotions and career advancement.
• Active engagement: Active role in you work may help you learn more from your colleagues, superiors. This helps you learn more about their experiences and concerns so that you’re able to meet needs efficiently and effectively. Being willing to contribute to the success of your organization, you can add value and become an asset to your company.

Similarly, an employer can add value to their organization in following ways:

• Prioritize a work life balance: Ensuring that employees have a healthy and balanced work-life balance at workplace that reduce stress, prevent burnout and promote a considerate company culture.
• Offer good compensation packages: Employees are more likely to be attracted to and stay with an organization that offers competitive or industry-leading compensation packages. It is a great way to ensure employees feel satisfied and valued.
• Invest in their professional development: Providing employees with opportunities for continuous learning, skill-building, and competency development. Employers can offer training and development programs, as well as support employees in pursuing professional certifications and degrees.
• Create positive employee experiences: Cherish employee dedication to bridge by recognizing and rewarding them. Employers can create a positive culture by promoting transparency, openness, recognizing and rewarding employees, and fostering a sense of community within the organization.

Employer by focusing on these areas, can improve their ability to attract and retain top talent, leading to a more successful and sustainable organization.

To summarize both employer and employee should realize that creating a best place to work is not a one-sided effort. Both employers and employees efforts play an important role in creating an amazing, positive and strong work culture. By working together, employers and employees can create a work environment that is rewarding, fulfilling, motivating and beneficial for everyone.

Pay-cuts and Job-cuts are on the horizon

Business world is shaking. Recession is coming. Funding is drying. Companies are executing layoffs. Organizations are entering into cost cutting mode.

Tech sector is tightening its belt, it is expected to get a little tighter in the next year. To protect the business’s finances from the effects of the economic crisis, Companies are adopting this unavoidable but harsh action. Therefore, if the current trend is maintained, there will unavoidably be significant layoffs in the corporate sector in 2023. These are a few businesses where layoffs may still occur in 2023.

  1. Meta, one of the main big-tech businesses, sacked 11,000 employees or around 13% of its workforce.
  2. Twitter owned by musk has already lost a major mass of its workforce and going by his statements it abundantly clear that there would be additional mass layoffs lasting until 2023.
  3. Netflix, after cutting down its employees by 300 in June, it went for 150 more job cuts claiming to make adjustments in line with the revenue costs. In February it lost around 20,000 subscribers at the beginning of 2022 and is expecting a further decline in its audience base.
  4. Microsoft laid off 1800 employees in July, 200 employees in August, and a staggering 1,000 more recently as part of the realignment, according to Axios reports. If the economic condition worsens in 2023, it may lay off more employees.
  5. Better, having started trimming its workforce in 2021, by relieving 900 employees, in April this year, relieved another 1,200 to 1,500 employees and 3,100 more working in India and US in the next few months. As TechCrunch reports, it is expected to lay off 250 or more employees in the coming months.

Layoffs by Giant companies due to upcoming recession creates a fearing environment for the employees and somehow its ripple effect will soon be seen in the market where securing a job would be difficult and specifically for freshers or new bee’s to find a job in their dream companies. However, some organizations look at it from different perspective and consider it as finding an opportunity in disguise to hire the experienced candidates laid off from these Giant’s. Sooner lor later tech industry will evident such slowdowns.

Remembering the 2008 recession – according to a govt. study Five lakh people were rendered jobless between October to December 2008 due to the recession. More details here –

Glimpse of Mega Job fair attended by Zonixsoft

A mega Job fair organized on 25 th November 2022 by Skill Development Department in collaboration with Desh Bhagat University (DBU), Mandi Gobindgarh Punjab at Government Polytechnic Bikram Chowk, Jammu.

About 5000 candidates registered themselves through online and offline mode while around 25 reputed Multi-National, National and Local companies and Industries participated to hire the candidates.

Zonixsoft also attended the mega Job fair. The students were apprised about the company work environment, culture, the selection process and various opportunities offered. Among all the brilliant candidates we have selected 7 candidates who match our expectations. All in all a great day full of experiences and learnings.

SMS Integration Completion


“All around he is BEYOND PROFESSIONAL. He is for the client. He response back ASAP. He speaks English very very well. He is the best worker I had on here. He completes the job at task, he is very understanding and I would LOVE for him to work on any project I have on oDesk. Without doubt. Kanav and his team will work for hard for your business!!!! Excellent JOB Kanav!!!”

Dotnetnuke module


“First job contracted via elance and one regret: I wish I had known the website sooner. The DNN module the contractor had to build ended up much more complex that expected but he sticked with what had been agreed, even though that implied (a lot of) extra work. A second stage is already planned with this contractor. Highly recommended.”

Experienced C# .Net SQL developer required


“Kanav and the team are reliable and dedicated, working on tasks assigned are completed to our satisfaction. They took the time and patience to understanding requirements in advance. We’ve been happy with the quality of work and level of service and would recommend the team if you are looking to hire. The jobs done have been error free and we’re hiring again for future work.”