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Bridging gap industry-academia_15062013_v1


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Bridging Gap between Academia and Industry

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Bridging gap industry-academia_15062013_v1

  1. 1. Industry Academic Role in  Nurturing Future Talent Session By – Rajiv Naithani Director – HR (Head HR & L&D) GlobalLogic India Pvt. Ltd. Email:
  2. 2. Did You Know? Besides the technology aspect industries  also evaluate competencies ranging soft  skills, team building, overall attitude, and  values. According to NASSCOM, each year over 3  million graduates and post‐graduates are  added to the Indian workforce What we have today is a growing skills  gap reflecting the slim availability of  high‐quality college education MNC finds only 25% of Indian Engineers  and Management graduates employable  (Survey by Mckinsey Global) Only 25 percent of technical graduates and  10‐15 percent of other graduates are  considered employable by the rapidly  growing IT and ITES segments At present, about 53% of employed  youth suffer from some degree of skill  deprivation which makes them  unemployable
  3. 3. Circle of Concern – A Reactive Focus Institutions are  overly focused on  theoretical  knowledge.  Industries seldom  has any student  interaction Circle of  Influence Industries hardly  have any role in  designing curriculum (Negligible  initiatives) Little learning and  updating knowledge  about changing  environment &  market Less conversant  with practical  knowledge Need more case  based studies *Circle of Concern shows  the Concerns of Industry  and institutions combined
  4. 4. Circle of Influence – A Proactive Focus Institutions are overly  focused on theoretical  knowledge.  Most of the  concerns can be  brought to the  circle of influence  by simple  interventions Industries hardly  have any role in  designing  curriculum Less conversant  with practical  knowledge Circle of  Industries seldom  Influence has any student  interaction Need more case  based studies Little learning and updating  knowledge about changing  environment & market
  5. 5. Therefore, With the Aim To Nurture The Future Talent, Industries  Will Have To Come Closer To The Academics Academics Industry
  6. 6. A Win – Win Situation Students If Institutes:  •Start working on skills  Institutions and attitudes apart from  knowledge • Use case Methodologies • Frequent industry  interactions Then:  Institutes’ will get a better placement record. Gain name in the society and therefore  better admissions. Overall Growth If Students :  •Start working on realistic expectations • Change belief that a degree will get me job Then: They will be able to focus more on  enhancement of skills They will be in a better position to be  hired Organizations If Industries: •Do Frequent learning and  development program • Visits Campuses and focus  on more interaction Then: They will get better workforce Industries will be able to hire more fresher
  7. 7. What can we do? Award  Students in  Universities Workshops Mentoring Project  Trainings &  Guidance Tie‐ups with  Universities Guest  Lectures More  Internships  programs Conducting  POC’s at  college level
  8. 8. Success Stories
  9. 9. GlobalLogic’s Success Story GlobalLogic has GlobalLogic Development Forum (GDF) which aims at promoting Industry‐ Institution interaction and removing inadequacy of the university syllabus in C.S., C.T. and I.T. In order to achieve the objectives of GDF, SETU Project (Bridging Academics and Industry) was launched in 2005 Few Objectives of the Project: • Identify the right talent during the academic tenure of the students and guide them to come up to the industry expectations. • Properly align the students resources to meet the industry standards. • Integrate the students technically, professionally and culturally with the IT industry • Build a pool of trained resources which are available as per requirement • • • Videocon’s Success Story • • Videocon started with Knowledge Sharing In Aurangabad, they introduced a curriculum based on industry requirement – areas which are a need but not a part of the academics
  10. 10. Reliance Fresh Store’s Success Story Reliance Fresh launched a “Train – and – Hire Model” to hire large numbers of non‐ supervisory sales staff, for their upcoming stores of Reliance Fresh. They have tie‐ups with local institutes, NGOs, universities like AIMA, IGNOU etc and ask them to run short‐term Retail Management courses where • The first month of the course be a Classroom Training; • Second month include 15 days of classroom training and 15 days of store training. • During the third month, each week contain 5 days of store training and 1 day of classroom training. After successful completion of the course, the institute would a training completion certificate to the students and best students according to their criteria are also hired by them. • • • Cognizant’s Success Story • Cognizant does two programs: • They identify prospective students in the 3rd year of their academics and provide them internships during last six months where they put these students on their module, projects and Trainings. Through this program by the time students complete their course they are ready for the company. • Mentorship Program where the employees of the Cognizant frequently visit the selected students and engage them. This done before on boarding of the candidates. A proper details of the mentors is maintained.
  11. 11. Initiatives Of The Future Idea Incubation Center Faculty Internships Industry and Institutions  Research work Publish Papers of Indian  Cases For Student Reference Experiments With The  Curriculum