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Improving Employability - Preeth C
 

Improving Employability - Preeth C

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Preeth Cavery, CEO, Symbio Consults, spoke with passion at the ASQ Bangalore event at Ramaiah Institute of Management, on 8 October 2011.

Preeth Cavery, CEO, Symbio Consults, spoke with passion at the ASQ Bangalore event at Ramaiah Institute of Management, on 8 October 2011.

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    Improving Employability - Preeth C Improving Employability - Preeth C Presentation Transcript

    • Enhancing Employability
      - Academia to Industry Integration
    • India and Emerging trend
      • India has emerged as the 2nd fast growing economy after China
      • India to become world's fastest growing economy by 2013-15: Morgan
      Stanley
      • With the continuing structural reform and globalization, India is poised to
      accelerate its growth rate to 9-9.5% over 2013-15
    • India and Emerging trend
      9.0
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      6.7
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      1950-70 1980 1992-97 1997-2002 2002-03 2003-04 2006-07 2009 2010
      Sustained acceleration is needed to provide opportunities for India’s growing population and its even faster-growing workforce.
    • India and Emerging trend - Opportunity
      Approximately 75 to 80 million jobs will be created in India over the next 5 years, 50% more than today…
      • The Reports state that, In the next 2 years, India needs to find 500 to 750 CEOs and
      10,000 functional leaders in various capacities
      • Very high growth rates have the potential of creating around millions of jobs across the country
      across sectors
      • As of 2009, about 300 million people—equivalent to the entire population of the United
      States—have escaped extreme poverty
    • India and Emerging trend
      Few High Growth Sectors and their Manpower Requirement
      * Doctors and nurses estimates are not considered in this dataset.
      ** Estimated only for Organized Retail
      Source: Technopak Analysis
      According to the National Skill Development Mission, the high growth sectors are automobile and auto components, transportation and logistics, warehousing and packaging, travel and tourism, media and entertainment, healthcare services and retail.
    • Qualities expected by the organization
      • Highly competent, motivated, innovative approach, negotiating skills
      • Excellent public relations and inter personal skills, pleasing personality, smartness, good academic records
      • Creativity, exceptional conceptual, analytical, extremely good and active contacts within the industry
      • Good track records of success, go-getter, dynamic in nature
      • Quality of people is a key determinant of success in a rapidly changing world”.
    • Business Needs
      Generic skills
      What Do Employers Look For In New Hires:
      An upbeat attitude
      Enthusiastic both for work assignments and for their companies.
      A willingness to learn
      There is a learning curve that is involved in all jobs.
      The ability to take criticism
      Must also be willing to accept constructive criticism with grace and style.
      Original thinkers
      In today's highly competitive workplace, it is also essential that new hires be original thinkers.
      Strength of character
      It is important for a business to have a workforce who have good, strong characters. They need to
      be able to demonstrate trustworthiness, commitment, and compassion.
      Flexibility
      Another key ingredient for success on the job is flexibility. Because of the pressing demands of today's
      workplace, it is important for employees to have the ability to adapt to changing circumstances.
    • Industry Expectations
      Industry skills
      1.Soft Skills:
      This factor has emerged as the most important determinant of the research.
      • Possess good communication skills
      • Meeting with the soft skill criteria of the industry
      • Industry correlate the soft skills of a new entrant with its performance
      2. Leadership Qualities
      • Is the Industry is satisfied with the leadership qualities
      • Possess effective leadership qualities
      3. Suitability:
      • Fulfils the industry Requirement , Are suitable for the industry
      • Possess high professional standards
      • Current academic output is technically competent
      • Are graduates adaptable to the changing conditions of the Industry
      4. Analytical Power:
      • Ability to in analyzing the critical condition and possess strong analytical skills
      5. Ethical Component:
      • Industry expects high ethical norms in the profession
      6. Dressing Sense:
      • Understand the requirements of the industry environment
    • Industry Expectations
      Industry skills
      7. Language:
      • Industry expects English as basic communication language
      8. Manageability:
      • Are easy to manage and Industry expects docility in the graduates
      10.  Training Needs:
      • Graduates are pre-nurtured with professional norms
      11. Professional Commitment:
      • Are committed to their profession
      • Appropriate usage of communication tools
    • Leaders Voice
      There is a growing awareness in the UK of the importance of higher education to the development of a knowledge-based economy in an increasingly competitive global market.
      Pronounced Skill Gaps
      “We will need to ensure far greater availability of educational opportunities at the higher education level so that we have not just a literate youth but a skilled youth, with skills which can fetch them gainful employment. As our economy booms and as our industry grows, I hear a pressing complaint about an imminent shortage of skilled employees. As a country endowed with huge human resources, we cannot let this be a constraint.”
      Prime Minister Manmohan Singh, Independence Day
      speech-2006
      As APJ Abdul Kalam, Former President of India said, "It is not unemployment that is the major problem; it is the question of unemployability that is the major crisis in this competitive arena…"
    • Business Scenario - Reality
      • Interviewing candidates based on their current knowledge as compared to skills required .
      • Due to lack of the right skills , Businesses invest six to twelve months to train the resource.
      • Having the right people in place and ready to execute a company’s business plans as and
      when required - serious competitive advantage.
      • Limited talent pool , hence high attrition, leading to additional costs for hiring and training.
      • Need professionals who are responsive to economic, social, cultural, technical and
      environmental change and can work flexibly and intelligently across business contexts
      • Organizations want the new workforce to apply more creativity at work,
      • “set your own targets, achieve your own goals”
      • Create opportunities for yourself
      • The present day companies are willing to give you the freedom to work creatively.
      • The company give freedom for growth and benefit of the company for which you work.
      <iframe width="420" height="315" src="http://www.youtube.com/embed/I4DAWn1P0WE" frameborder="0" allowfullscreen></iframe>
      11
    • Hard Facts
      India's economic expansion was supposed to create opportunities for millions to rise out of poverty, get an education and land good jobs. But as India liberalized its economy starting in 1991 after decades of socialism, it failed to reform its heavily regulated education system.
      Globalization and market forces are creating these opportunities across countries on a scale never seen before. Unfortunately, there is also a widening skills gap.
      How can a country with a billion people be facing such a severe talent crunch?
      NASSCOM predicts that India's IT sector will face a shortfall of half a million professionals , while a recent IDC report suggests India will experience a shortfall of 118,000 skilled IT networking professionals.
    • Current Stats
      700,000 engineers graduate
      Employable - 25%
      2 million general graduates
      Employable < 15%
      • A leading BPO is desperate to find new recruits who can answer questions by phone and
      email. It wants to hire 3,000 people this year. Yet in this country of 1.2 billion people, that is
      beginning to look like an impossible goal.
      • India’s largest private sector company, is using 40,000 blue-collar workers from abroad for its Jamnagar
      project work
      • The Indian Industry will face its biggest challenge ever: a talent shortage of 3.1 million
      knowledge workers, across Industry
      Approximately 75 to 80 million jobs will be created in India over the next 5 years; 75% of these new jobs will require occupational training to enhance the employability wrapper
      • 90% of the current jobs in India are ‘skill-based’ and require vocational training but only 6% of the population receive any form of vocational training
    • Graduates from Colleges – Skills accomplished
      • Graduates come out of college, polished in academic skills. While their academic skills definitely
      count, various other skills such as communication, interpersonal skills, situational behaviour, and
      so on play a pivotal role in helping the graduate take the plunge in industry.
      • Skill-development was regarded as a second-order activity for academics
      who were more concerned with broadening and deepening their subject
      knowledge and understanding
      • Surveys indicate that , the nature of graduate employment is changing
      and diversifying and many students are realizing the needs develop
      other skills
      • Employers want potential employees to have a variety of skills
      • Students want to know that training programs will provide a job or
      career possibilities
    • So where is the GAP?...
      There is a pronounced ‘skill gap’ both in terms of quality and quantity; and the current system are not geared to meet the industry requirements.
      Employability
      The key emphasis here is on
      On one hand there is high growth with a strong demand for labor and on the other hand there is a large pool of labour, majority of it unemployable
      There is a need for greater interaction between industry, government and academia, to develop curriculum that matches the industry needs.
      Enhancing Employability
      Industry
      Academia
      Better Integration
      15
    • Employability Factors..
      Employability is about making closer links between education and the world of work.
      ‘Employability skills are defined as skills required not only to gain employment, but also to progress within an enterprise so as to achieve one’s potential and contribute successfully to enterprise strategic directions.’
      • Communication skills that contribute to productive and harmonious relations between
      employees and customers
      • Teamwork skills that contribute to productive working relationships and outcomes
      • Problem solving skills that contribute to productive outcomes
      • Self-management skills that contribute to employee satisfaction and growth
      • Planning and organizing skills that contribute to long-term and short-term strategic planning
      • Technology skills that contribute to effective execution of tasks
      • Life-long learning skills that contribute to ongoing improvement and expansion in employee and
      company operations and outcomes
      • Initiative and enterprise skills that contribute to innovative outcomes.
      A set of achievements, understanding and personal attributes that make individuals more likely to gain employment and be successful in their chosen occupations
    • What can we do?..Quality...Enhance Employability..
      Representative employer and professional organizations to encourage employers to offer more work-experience opportunities for students.
      Higher education institutions and the world of work co-operate in many ways, such as knowledge and technology transfer, consultancy services, research collaborations and employer input into courses.
      Employability is enhanced by:
      • bringing employers into the course design process
      • modifying courses to match industry’s needs
      • using guest lecturers from business
      • building links with local employers
      Work Integrated Learning
      • Identified industry needs and expectations and integrate into the curriculum
      • Introduce work component as part of the curriculum design
      • Provide workplaces for students to gain experience
      • Formal framework to assess the students’ work and experience.
      17
    • Skill Gaps Observed in some Sectors..
    • Current Measures..
      • Corporate India has taken the leadership role and initiated steps to tackle this issue through various initiatives like hiring of skilled labor from overseas, in-house training,
      • Partnerships with government, non-government industry organizations and educational institutions
      • In-house training facilities
      • Create own training and development company
      • Corporate and Government Partnership
      • Corporate and Academic Institution tie-up
      • India’s largest private-sector bank, has joined hands with Manipal University to create the learning academy.
      • Non-government industry organization and Corporates
    • Measures Taken .... Internationally
    • Readiness for Future...Continous Journey
      • Higher Collaboration between Industry and Academy
      • Identification of skill gaps specific to each industry.
      • Identification of skills development needs with an emphasis on ‘employability’ and training sector-wise.
    • ASQDelivering Value, Impact and ResultsThank you!www.asq.org