This document presents a summer project presentation on employability standards of technical and commercial graduates/post-graduates in India. It discusses the research methodology used, which included a questionnaire distributed to 17 HR managers. The data analysis finds that communication and interpersonal skills are the most important for employability. Industry respondents said interpersonal skills will be most important for future employment. When recruiting, 45% look for interpersonal/communication skills. Most industries prefer graduate-level candidates. The findings suggest improving practical experience and sector-specific placements in academic programs.
Perception of Micro Enterprises Employers towards demonstrated Employability ...IJAEMSJORNAL
To ensure their graduates are prepared and employable, the significance of developing skills suitability and attitude among students should be considered vital. This paper determined the expected employability skills and attitudes of on-the-job-training/intern students. The descriptive method of research was used in this study. The researcher distributed survey questionnaires to a total of 50 micro enterprise employers were surveyed around Nueva Ecija which are composed of mostly restaurant-type businesses. Based from the data gathered and calculated results of expected skills, it can be implied that the on-the-job-training/intern students totally demonstrated the skills categorized as lifelong learning and understanding professional, social and ethical responsibilities. On the contrary, the on-the-job-training/intern students totally undemonstrated the skills categorized as business system approach. Summing up, the on-the-job-training/intern students demonstrated the expected employability skills. Further, the data gathered and calculated results of expected attitudes implied that the on-the-job-training/intern students totally demonstrated the attitudes categorized as motivated and cooperation. Meanwhile, the on-the-job-training/intern students totally undemonstrated the attitude categorized as commercial awareness/awareness of the industry. Summing up, the on-the-job-training/intern students demonstrated the expected employability attitudes.
Perception of Micro Enterprises Employers towards demonstrated Employability ...IJAEMSJORNAL
To ensure their graduates are prepared and employable, the significance of developing skills suitability and attitude among students should be considered vital. This paper determined the expected employability skills and attitudes of on-the-job-training/intern students. The descriptive method of research was used in this study. The researcher distributed survey questionnaires to a total of 50 micro enterprise employers were surveyed around Nueva Ecija which are composed of mostly restaurant-type businesses. Based from the data gathered and calculated results of expected skills, it can be implied that the on-the-job-training/intern students totally demonstrated the skills categorized as lifelong learning and understanding professional, social and ethical responsibilities. On the contrary, the on-the-job-training/intern students totally undemonstrated the skills categorized as business system approach. Summing up, the on-the-job-training/intern students demonstrated the expected employability skills. Further, the data gathered and calculated results of expected attitudes implied that the on-the-job-training/intern students totally demonstrated the attitudes categorized as motivated and cooperation. Meanwhile, the on-the-job-training/intern students totally undemonstrated the attitude categorized as commercial awareness/awareness of the industry. Summing up, the on-the-job-training/intern students demonstrated the expected employability attitudes.
A Global Citizen Leader (GCL)
is a self and socially aware individual who is able to work courageously and collaboratively to take on complex, boundary-spanning challenges. A GCL is someone who can transform organizations—be they small family businesses, large global corporations, or emerging social enterprises—while transforming themselves. A GCL is a continual and agile learner who is able to step into new environments and empathize from multiple perspectives. A Global Citizens Leader (GCL) is someone who seeks to transform the world from a positive and collaborative mindset. A GCL acts as a representative of the global community—someone not confined by local paradigms –when developing solutions.
The study focuses on human resource development through employee training and development practices. This research sheds light on the relationship between employee training and development practices with employees’ performance and job satisfaction. The purpose of training and management development programs is to improve employee capabilities and organizational capabilities. The aim of the present research is to study employee training and development practices followed in selected public and private hospitals in Pimpri Chinchwad Municipal Corporation area. It gives idea about various training and development programs carried in the hospital, type of training provided to hospital employees and its benefits. It also focuses on employees’ expectation and involvement in such type of training program. The objective of the study is to analyze the implementation of training and development practices in selected hospitals and its impact on perception of employees which leads to performance improvement and job satisfaction. J. Naveena | Dr. P. Basaiah "A Study on Training and Development" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33160.pdf Paper Url :https://www.ijtsrd.com/management/hrm-and-retail-business/33160/a-study-on-training-and-development/j-naveena
A Study on “Job Satisfaction of Employees” was conducted in Cube Engitech Consultant Pvt. Ltd. The Primary objective of this research was to find the level of satisfaction of employees in the organization. The study was done as a part of descriptive research. Convenience sampling technique was used for selecting the sample. The primary data was collected by the means of a questionnaire. The secondary data was poised from the company records and websites. A structured questionnaire was circulated within fifty employees and the data collected was based on the same. Chi-square test and Likert scale method was used to analyze the data. Supreme care has been taken from the beginning of the preparation of the questionnaire up to the analysis, findings and suggestions. The analysis conducted lead to the conclusion that majority of the employees are satisfied. Dissatisfaction with locus to some of the factors was also reported. It was also found that dissatisfaction among employees will adversely affect the work performance and productivity of the organization. Valuable suggestions and recommendations are also made to the company for the better prospects based on the results derived.
The project entitled “A Study on Training and Development Program in Airport Authority of
India, Chennai” is our study. During the completion of the project, I had the honor of meeting more than 100
employees of the Airport Authority of India and studied the various training and development procedures they
went through from that we inferred that knowledge based training and development procedures escalate the
performance and overall efficiency of the employees. Training improves changes and moulds employee’s
knowledge, skills, behaviors, aptitude and attitude towards the requirement of the job and organization. The
research design adopted in this study is descriptive analysis. The opinion of the employees in the training
programme was obtained through the structured questionnaire and interaction with them. A questionnaire is
prepared for the employees, to suit their expectation and needs.
Godwin's Law for JavaScript: as people discuss a proposed extension to JavaScript syntax, the likelihood of someone saying "Stop trying to turn JavaScript into Java!" approaches 1.
For years I've tried to understand this perspective. Why are there so many people out there for whom present-day JavaScript is Good Enough™? What crucial aspect of JavaScript's identity are they trying to defend? Why do they get so scared when someone suggests new syntax? Can we figure out how to evolve the language without incurring the wrath of their pitchforks and/or torches?
A Global Citizen Leader (GCL)
is a self and socially aware individual who is able to work courageously and collaboratively to take on complex, boundary-spanning challenges. A GCL is someone who can transform organizations—be they small family businesses, large global corporations, or emerging social enterprises—while transforming themselves. A GCL is a continual and agile learner who is able to step into new environments and empathize from multiple perspectives. A Global Citizens Leader (GCL) is someone who seeks to transform the world from a positive and collaborative mindset. A GCL acts as a representative of the global community—someone not confined by local paradigms –when developing solutions.
The study focuses on human resource development through employee training and development practices. This research sheds light on the relationship between employee training and development practices with employees’ performance and job satisfaction. The purpose of training and management development programs is to improve employee capabilities and organizational capabilities. The aim of the present research is to study employee training and development practices followed in selected public and private hospitals in Pimpri Chinchwad Municipal Corporation area. It gives idea about various training and development programs carried in the hospital, type of training provided to hospital employees and its benefits. It also focuses on employees’ expectation and involvement in such type of training program. The objective of the study is to analyze the implementation of training and development practices in selected hospitals and its impact on perception of employees which leads to performance improvement and job satisfaction. J. Naveena | Dr. P. Basaiah "A Study on Training and Development" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33160.pdf Paper Url :https://www.ijtsrd.com/management/hrm-and-retail-business/33160/a-study-on-training-and-development/j-naveena
A Study on “Job Satisfaction of Employees” was conducted in Cube Engitech Consultant Pvt. Ltd. The Primary objective of this research was to find the level of satisfaction of employees in the organization. The study was done as a part of descriptive research. Convenience sampling technique was used for selecting the sample. The primary data was collected by the means of a questionnaire. The secondary data was poised from the company records and websites. A structured questionnaire was circulated within fifty employees and the data collected was based on the same. Chi-square test and Likert scale method was used to analyze the data. Supreme care has been taken from the beginning of the preparation of the questionnaire up to the analysis, findings and suggestions. The analysis conducted lead to the conclusion that majority of the employees are satisfied. Dissatisfaction with locus to some of the factors was also reported. It was also found that dissatisfaction among employees will adversely affect the work performance and productivity of the organization. Valuable suggestions and recommendations are also made to the company for the better prospects based on the results derived.
The project entitled “A Study on Training and Development Program in Airport Authority of
India, Chennai” is our study. During the completion of the project, I had the honor of meeting more than 100
employees of the Airport Authority of India and studied the various training and development procedures they
went through from that we inferred that knowledge based training and development procedures escalate the
performance and overall efficiency of the employees. Training improves changes and moulds employee’s
knowledge, skills, behaviors, aptitude and attitude towards the requirement of the job and organization. The
research design adopted in this study is descriptive analysis. The opinion of the employees in the training
programme was obtained through the structured questionnaire and interaction with them. A questionnaire is
prepared for the employees, to suit their expectation and needs.
Godwin's Law for JavaScript: as people discuss a proposed extension to JavaScript syntax, the likelihood of someone saying "Stop trying to turn JavaScript into Java!" approaches 1.
For years I've tried to understand this perspective. Why are there so many people out there for whom present-day JavaScript is Good Enough™? What crucial aspect of JavaScript's identity are they trying to defend? Why do they get so scared when someone suggests new syntax? Can we figure out how to evolve the language without incurring the wrath of their pitchforks and/or torches?
Comprendre la programmation fonctionnelle, Blend Web Mix le 02/11/2016Loïc Knuchel
Vous commencez à en entendre parler de plus en plus mais vous avez encore du mal à voir ce que c’est et à comprendre de que ça change concrètement, ce talk est fait pour vous !!!
La programmation fonctionnelle est une manière de programmer basée sur les fonctions qui permet de faire du code vraiment modulaire, améliorer la qualité et limiter les bugs. Vous ne me croyez pas ? Venez voir cette session !
The SlideShare 101 is a quick start guide if you want to walk through the main features that the platform offers. This will keep getting updated as new features are launched.
The SlideShare 101 replaces the earlier "SlideShare Quick Tour".
Chegg talked to educators, employers and current college students to examine why a current skills gap exists. The report reveals an important perspective to the ongoing skills gap and extends the narrative on Chegg’s findings from last year’s “Bridge That Gap” study (www.chegg.com/pulse).
The following presentation was shared at the ASU/GSV Education Innovation Summit on April 22nd, 2014. Presented by Chegg CEO Dan Rosensweig.
Chegg is publishing a brand new data report detailing the growing skills gap and a culture of complacency – educators, employers and students acknowledge the gap exists, but they each believe other parties are responsible. The report comes from a new study of university educators, college students, and hiring managers and brings a new, important perspective to Chegg’s findings from last year’s “Bridge That Gap” study.
Redefining Workplace Learning For The 21st CenturyBy Jenny Dearb.docxsodhi3
Redefining Workplace Learning For The 21st Century
By Jenny Dearborn, Vice President, Chief Learning Officer, SuccessFactors – an SAP company
Forbes, October 2013
Disruptive technologies and shifting demographics are redefining the workforce. In response, smart companies are reinventing workplace learning in an effort to make their programs more relevant and effective, and to create a culture that encourages continuous learning and develops innovative leaders at all levels of the organization.
“Today, workplace learning has achieved mission-critical status,” says Sam Herring, CEO of Intrepid Learning. “Global CEOs face an environment that is more competitive than ever—one in which they live or die by their ability to lead innovation, which can only be realized by having world-class talent that is highly competent, motivated and engaged. Top companies understand this connection, and they know that success requires more than waging a war to acquire talent; it requires that they strategically develop the talent they need to envision and execute the business strategies that will make them successful in the future.”
Get out of the classroom
For most of the last century, workplace learning had a familiar look and feel: students sat in rows taking notes as an expert stood at the front of the room and dispensed information. Technology offered new ways to communicate and learn, but all too often technology-based learning programs turned out to be little more than upgraded versions of the same traditional K-12 model.
Today, that is changing rapidly. New advances in mobile devices and cloud technology, a deeper understanding of neuroscience and how humans learn best, and the emergence of the millennial workforce—the tech-savvy generation that is the largest in U.S. history—is creating a growing demand for more innovative and informal approaches to workplace learning.
“Employees no longer see their careers as the function of a single organization, but as the culmination of a purposeful set of development experiences they own themselves,” says Mary Slaughter, senior vice president and chief talent officer at Sun Trust. “When you combine their motivations with ubiquitous, on-demand access to skills and knowledge, and the unrelenting pressure to increase workplace productivity, it’s fruitless to maintain traditional, static learning architectures.”
How workplace learning is changing
In the very near future, workplace learning will be about social collaboration, team-based activities, and decentralized peer-to-peer learning. Learning will be mobile, and access will be continuous and instantaneous. Workers will attend fewer scheduled classes and online training sessions. Instead, short videos, game-like simulations, and peer communities that offer networking, information sharing and informal coaching will engage and motivate workers by delivering “anyplace, anytime learning.”
In the future, workplace learning will be increasingly experiential and relationsh ...
Most employers recognize the fact that their staff is their greatest asset, and the right
Recruitment and induction processes are vital in ensuring that the new employee Becomes
Effective in the shortest time. The success of an organisation depends on having the r light
Number of staff, with the right skills and abilities. Organisations may have a dedicated
Personnel/human resource function overseeing this process, or they may devolve these
Responsibilities to line managers and supervisors. Many people may be involved, and all
Should be aware of the principles of good practice. Even it is essential to involve other s in
The task of recruitment and induction.
IMT, Hyderabad was established in the year 2011 and since then the institute has been contributing
to Management Education through its full-time, residential PGDM programs. Right from its inception the underlying philosophy of IMT, Hyderabad has been to create well balanced
individuals who would be the change agents of future and carry forward the legacy of IMT brand.
The analytics education market in India is exploding with analytics institutes providing a slew of instructional courses that are in line with the industry demand. This study aims to provide an overview of the analytics education landscape in India, the type of learning models offered and how online learning has become an inherent part of the analytics ecosystem in India.
Key Takeaway:
Colleges today face specific and unique challenges as they help their students out of the classroom and into the workforce. This session offers practical and strategic tools to help bridge the “Skills Gap” that students coming out of college face today as well as tools which help engage everyone’s participation in improving employment outcomes for your Graduates.
Description (paragraph form)
With an increased pressure on Institutions of Higher Learning to substantiate their course offerings with respect to employability; now more than ever, programs designed to specifically address soft-skills are the only viable way to prepare the student and close the “skills gap” that exists in the job market today.
More and more recent college graduates struggle to gain entry into their field due to what employers claim is a lack of hands on experience, professionalism and business acumen in students coming directly out of college.
Join highly-rated speaker Ann Cross for this interactive and engaging presentation about the benefits of incorporating soft-skills training through experiential learning into the student experience. For those who already have soft-skills training as part of your course offerings, this workshop will share some of the best practices from around the country.
The Sparrow Group has visited dozens of campuses in the last five years, and has seen what works, as well as the common mistakes and missed opportunities. This is not a theoretical workshop, but rather a workshop that focuses on practical, tactical programs that you can implement immediately. You’ll hear stories of success, see data that supports outcomes, and leave with tools that you can take back to the campus and use to improve employment outcomes.
Talent management a solution to brain drainTapasya123
Over the years, India has become a major supplier of skilled and talented young people to the
developed countries the skilled Indians prefer US Green Cards and EU Blue Cards over the notso-
attractive pay checks and average living conditions of a developing country like India
Talent Management is a strategy which serves as a solution to Brain Drain, that a company
employs to attract, retain and develop employees in order to achieve objectives of the
organization .Most of the organizations are planning ahead to handle an inevitable talent
crisis, to ensure that they have the right people to do the right jobs, when needed. Many
challenges are associated with the changing and competitive nature of work and the
workplace environment are very real for every organization. Rapid changes require a skilled,
knowledgeable and talented workforce with employees who are adaptive, flexible and focused
on the future.
1. •SUBMITTED BY
Prachi Ghoghari Prachi Ghoghari
•(STUDENT NAME) (STUDENT NAME)
[ENROLLMENT NO.: 2081] [ENROLLMENT NO.: 2081]
A
SUMMER PROJECT PRESENTATION
ON
“A STUDY ON “Employability Standard of Technical and
Commercial Graduates / Post Graduates in India.”
SUBMITTED TO
(Oakbrook Business School)
GUJARAT TECHNOLOGICAL UNIVERSITY
(MBA PROGRAMME)
2. Index
INTRODUCTION OF INDUSTRY
INTRODUCTION OF COMPANY
STATEMENT OF THE PROBLEM
INTRODUCTION OF THE TOPIC
LITERACTURE REVIEW
RESEARCH OBJECTIVE
RESEARCH METHODOLOGY
DATAANALYSIS
FINDINGS
SUGGESTIONS
CONCLUSION
BIBLOGRAPHY
3. Introduction to Industry
Human Resource Industry: - Human resources (HR) are a general term meant to
cover a wide range of activities. The work falls into HR professions are as below:
• Hiring and firing employees,
• Creating organizational charts and shaping corporate culture after a merger or
acquisition,
• Managing employee communications,
• Settling employee disputes,
• Creating benefits programs,
• Navigating government regulations,
• Dealing with legal issues such as sexual harassment and occupational safety,
• Setting up policy and programs for measuring performance, compensating,
recognizing, and training employees.
4. Company Introduction
• Ethos HR Consultancy is established in 2002.
• They are specialized in:-
• talent acquisition
• deployment & outsourcing
• corporate learning & development
5. Various industries catered by Ethos
• Information Technology,
• Pharmaceuticals,
• Engineering,
• Capital Goods,
• Chemicals,
• Agro Chemicals,
• Petrochemicals,
• Oil & Gas,
• Biotechnology,
• Power,
• Infrastructure,
• Banking,
• Financials,
• Services,
• FMCG,
• Textiles,
• Logistics,
• Telecom,
• Education etc.
6. Problem statement
• Ethos HR wanted to understand why industries are facing difficulty
in getting employees. Though there are thousands of students who
are graduating every year still industries are not getting proper
employees. On the other hand students are saying that they are not
getting jobs according to their degree. This study will help to answer
all the questions related to employability.
8. • Employability refers to a person's capability for gaining and
maintaining employment. For individuals, employability depends on
the knowledge, skills and abilities they possess, in addition to the
way they present those assets to employers.
• According to Professor Mantz Yorke who had written a book (2004)
'Employability in Higher Education: what it is - what it is not',
Higher Education Academy/ESECT
• ‘a set of achievements – skills, understandings and personal
attributes – that make graduates more likely to gain employment and
be successful in their chosen occupations, which benefits
themselves, the workforce, the community and the economy’
9. Literature Review
Author Company Conclusion
Atul Bhatnagar
(COO)
NSDC ‘Your skills, not degree, will get you a job'
Dr. Sandhya
Chintala
(Director)
NASSCOM It is found that less than 10% MBA
graduates are employable and only 19% of
engineering students are employable. Only 5
per cent graduates from other streams are fit
for employment, says a recent survey on
graduate employability in India.
Sujith Kumar HRD expert This is the result of a vicious cycle
Dhiraj Mathur
(Director)
PwC India “The MBA diploma has lost a bit of its
lustre because not everybody gets a job
these days”
Prof. S. Ganapathy
Dean (Placement)
SRM University “As academicians, it is our job to produce
good clay and not beautiful dolls for the
industry; It is for the respective industry to
shape the right dolls suiting its need and
preferences.”
10. Objectives
• Find the actual gap between industrial expectation and skills of
student.
• What changes institutes should do in their curriculum to place
their students.
• To suggest the best possible solution for this problem.
11. Research Methodology
• Research Design
- Research Approach:- Mixed approach ( Qualitative and Quantitative)
- Type of Research : - Cause and effect research.
• Sample Design: convenient sampling
- Sample Unit: HR managers, or any one who is responsible for recruitment
- size :- 17
- Technique:- Questionnaire
-
12. Continue
- Data Collection
• Utility and contribution of project:- As Ethos is a recruitment firm this study
will help them to understand the industries demand and will also help. This
survey also helps institutes to prepare their students in such a way that they
could easily employed. It also help me as a student to understand that on which
area I need to improve.
• Limitation: - The main limitation I believe of this research is the duration of
SIP which was of only 7 weeks. Because my study demands to build rapport
with only HR manager Cadre and being a fresh intern it was quite difficult to
first understand the complete business scenario and then build the rapport in
such a short span. Moreover Ethos wants to do the research on their own
clients. Still while working at ethos i tried to manage to get responses by my
own and also got little success. But still I feel the quantum of sample is less and
if I could have more time I may get accurate results and could suggest best
possible solution by studying large sample size than current sample size of 17
HR managers.
14. How many people you interviewed in last 15 months have
following skills in percentage?
skills 10 to 19 20 to 29 30 to 39 40 to 49 Other
a) good with numbers 12 12 18 35 23
b) Good reading/writing skills 6 6 35 12 29 12
c) Foreign language skills 17 42 6 6 29
d) computer skills 17 12 24 23 24
e) sector specific skills 6 17 30 30 17
f) Communication skills 29 12 35 12 12
g) Analytical and problem to
solving skills.
6 29 23 18 6 18
h) Ability to adapt to and act in
new situations
6 6 40 30 12 6
i) Decision making skills 6 17 42 12 17 6
j) Planning and organisational
skills
12 48 23 6 12
k) Team working skills 18 17 23 30 12
0 to 9
15. Communication skills and interpersonal skills are majorly
required skills for employability .
0
10
20
30
40
50
60
Percentage
Skills
Employability skills in interviewed people in Percentage
0 to 9 10 to 19
20 to 29 30 to 39
40 to 49 other
16. In your opinion, in the next 5-10 years, which skills and competencies will be
the most important for futuristic employment?
5%
45%
20%
20%
10%
Important Skills and competencies
for the Futuristic Employment
leadership skill
interpersonal and
communication skill
teamwork
critical reasoning and
analytical skill
other
45% industrials said that Interpersonal skills and communication skills are
competencies for the futuristic employment.
Skills
No. of
respondents percentage
Interpersonal skills 4 23%
willingness to learn 3 18%
Critical Reasoning and
Analytical Skills 4 23%
Awareness of how business
works. 2 12%
Willingness to take
instruction and responsibility 2 12%
others 2 12%
17. When you are recruiting what priority skills you are
looking for?
5%
45%
20%
20%
10%
Skills looked for recruitment
leadership skill
interpersonal and
communication skill
teamwork
critical reasoning and
analytical skill
other
Maximum 45% employers prefer the person who is having good
interpersonal and communication skills while only 5% are looking for
leadership skills.
skills No. of respondents percentage
leadership skill 1 5%
interpersonal and
communication skill 9 45%
teamwork 4 20%
critical reasoning and
analytical skill 4 20%
other 2 10%
18. At entry level what kind of education standards you prefer?
There more than 65% industry people who said they want at least graduate
student. And the least 6% respondent said that they would like to have
student with higher secondary school examination.
6%
65%
17%
12%
Education Standard looked for at
Entry level
HSC
Graduate
Post Graduate
Masters
Education Standards No. of respondents percentage
HSC 1 6%
Graduate 11 65%
Post Graduate 3 17%
Masters 2 12%
19. Do you think lack of employability skills plays an important role in unethical practices
in colleges, corporate and society?
80%
20%
yes
no
80% industrialists accept that lack of employability skills plays an
important role in unethical practices in colleges, corporate and society.
Reply No. of Respondents percentage
Yes 12 80%
No 3 20%
20. How frequently do you cooperate with higher education institutions to
discuss curriculum design and study programmes?
12%
47%12%
29%
every year once in a year quaterly never
47% industries once in a year discuss the curriculum design
and study programmes with higher education institute.
29% industries never discuss the curriculum design and study
programmes with higher education institute.
Responses No. of Responses Percentage
every year 2 12%
once in a year 8 47%
Quarterly 2 12%
never 5 29%
21. What do you think about the teacher’s quality in
Gujarat for higher education?
40%
53%
7%
Excellent
Fair
Poor
Very poor
53% industrialists accept that the teacher’s quality in Gujarat for
higher education is fair.
40% industrialists accept that the teacher’s quality in Gujarat for
higher education is poor.
Quality No. of Responses percentage
Excellent
Fair 6 40%
Poor 8 53%
Very poor 1 7%
22. Do you think changing teaching method is a
good idea?
56%
6%
38%
yes no may be
56% industrialists thinks that changing teaching method is a good
idea. While only 6% think that it should not be changed and 38% are
not sure about it.
Reply No. of responses percentage
Yes 9 56%
No 1 6%
May be 6 38%
23. What is more effective option from the following by which
higher education institutions will get more recruitment?
19%
31%31%
19%
make course more relavent to the need of employers
include practical experience in courses
Include sector specific work placements as an integral part of the study
programme
Provide better post graduation support (facilitate relations between
graduates and companies)
31% each said that by including practical experience in course and
including sector specific work placement as an integral part of the
study program is more effective for higher institutions to get more
recruitment.
Options No. of responses Percentage
make course more
relevant to the need of
employers 5 19%
Include practical
experience in courses 8 31%
Include sector specific
work placements as an
integral part of the study
programme 8 31%
Provide better post
graduation support
(facilitate relations
between graduates and
companies) 5 19%
24. According to you what kind of problem society faces due to
this employability issue?
• All the respondent has different perspective of looking at the
problem hence in nutshell all the respondent were very clear that it
leads to –
• Poverty, stress in youth, low employment and poor value system,
Dissatisfaction in job, frequent changes in jobs, stability issues,
unemployment, lack of loyalty etc.
• Shortage of employable people and poor quality of employees affect
the quality and profitability of business (in any sector).
25. What do you think is the solution for improving
employability skills?
• Government should bring in awareness for improvement in the Small and Middle
Enterprises.
• Better Communication skills, more confidence and presentation skills, Better skills
on subject of interest.
• Improvise education system through skill development and improvise industry
academia interface
• Teachers quality.
• Parents should be motivated to fill the vitality in their children for higher education.
• More exposure of industries/market
• Skill based learning initiatives right from school level.
• Feasibility survey of the employment requirements and provide need base training
or education as per the requirements of the employer or the industries.
• Institute should provide multi skilling opportunity to student will help in improving
employability skills.
• Improve quality of education / training.
26. What is your take on SOE (school of Employability) for this
solution?
• It should not convert into profit centres.
• Working on many Youth employability projects like Saksham etc. It
will be a good initiative to ensure livelihoods and employment to
youth is a focus.
• It Could be a solution.
• A choice must give to every student that what he would like to
achieve in the life. What are his special interests?
• Should teach the behavioural aspects, soft skills, more on flexibility
along with the job profiles and technical knowledge.
• The idea of SOE should be implemented.
• Frequent interaction of industry leader with students for create skill
based learning environment.
• Can be worked out as a parallel option.
27. Findings
• By this survey it is found that good reading and writing skills, foreign language
skills, Analytical and problem to solving skills, Ability to adapt to and act in new
situations, Decision making skills are the areas which are the matter of concern.
• Sector specific skills, computer skills, Team working skills are comparatively good.
• It is also found that 40% of industrialist said that interpersonal communication is
most important skill for futuristic employment and this skill is under the area of
concern.
• 53% industrialists accept that the teacher’s quality in Gujarat for higher education is
fair.
• 47% industries once in a year discuss the curriculum design and study programmes
with higher education institute.
• 80% industrialists accept that lack of employability skills plays an important role in
unethical practices in colleges, corporate and society.
• There more than 65% industry people who said they want at least graduate student.
28. Suggestions
• Focus on teachers quality
• Rather than approving new Post Graduate colleges Government need to focus on
the quality education in current colleges.
• Each and every school should provide counselling lessons for students and parents
for this they can call industry persons.
• In school there has to extra classes on skill development where the students will
learn interpersonal skills and soft skills which help them in corporate world it also
includes corporate attiquates.
• Government can emphasis more and more on School Of Employability, this
school will help out the students to explore their hidden skills and also improve
those skills which are essential to be placed in the corporate with most suitable
skills.
29. Conclusion
• At the end of 45 days internship now I am able to understand that
what the basic requirements of being employed.
• consequences of unemployment what prevention should be take, on
the student’s part Interpersonal skills are the major skill industry is
looking in the futuristic employees.
• They also have to understand that the degree will not guarantee the
job but the skills will defiantly.
• Quality education needs to be taken care of.
• The possible solution for this problem is to build SOE.
• Interpersonal skills and communication skills need to be taken care
of.