This document discusses the importance of campus to corporate initiatives to help students transition successfully from academia to careers. It notes that currently, a large percentage of graduates in India lack employability due to skills gaps. Campus to corporate programs can help address this by providing students industry exposure, training, mentorship and internship opportunities to make them job ready. The document outlines several successful existing programs run by companies like Videocon, GlobalLogic, Reliance and Cognizant. It argues that closer collaboration between industries and academics is needed, with industries playing a role in curriculum design and faculty development to ensure students gain both theoretical and practical knowledge.

1. CAMPUS to CORPORATE
INITIATIVE
Mithileysh Sathiyanarayanan
Head of Talent Transformation
TalentBiz, USA
mithileysh.s@srishtibiz.com

2. Campus to Corporate
– a very big jump!

3. Why Campus to Corporate?
• Toguide an individual to prove his mettle.
• make them ready for the industry by understanding the
industry needs.
• Transformation of the students into individuals ready for the
corporate world.
• An insight to the present scenario of any industry on a whole.
• “Necessity is the mother of invention”
• “First Impression is the Best Impression”

4. Transition
• Sense ofAchievement
• Making it up to company
• Regular income and new found freedom
• New environment
• New Learning
• Change of locations – adapting
• Anxiety
• Managing new expectations
• Meeting the goals
• Elaboration of the 6 H Model (Honesty, Human Values,
Hunger, Hard Work, Humility, Health)

5. Did You Know?
MNC finds only 25% of Indian Engineers
and Management graduates employable
(Survey by Mckinsey Global)
According to NASSCOM, each year over 3
million graduates and post‐graduates are
added to the Indian workforce
Only 25 percent of technical graduates and
10‐15 percent of other graduates are
considered employable by the rapidly
growing IT and ITES segments
Besides the technology aspect industries
also evaluate competencies ranging soft
skills, team building, overall attitude, and
values.
At present, about 53% of employed
youth suffer from some degree of skill
deprivation which makes them
unemployable
What we have today is a growing skills
gap reflecting the slim availability of
high‐quality college education

6. Circle of Concern – A Reactive Focus
Circle of
Influence
(Negligible
initiatives)
Institutions are
overly focused on
theoretical
knowledge.
Less conversant
with practical
knowledge
Little learning and
updating knowledge
about changing
environment &
market
Industries hardly
have any role in
designingcurriculum
Need more case
based studies
Industries seldom
has any student
interaction
*Circle of Concern shows
the Concerns of Industry
and institutions combined

7. Circle of Influence – A Proactive Focus
Institutions are overly
focused on theoretical
knowledge.
Little learning and updating
knowledge about changing
environment & market
Need more case
based studies
Industries seldom
has any student
interaction
Industries hardly
have any role in
designing
curriculum
Less conversant
with practical
knowledge
Circle of
Influence
Most of the
concerns can be
brought to the
circle of influence
by simple
interventions

8. Therefore, With the Aim ToNurture The Future Talent, Industries
Will Have ToCome Closer ToThe Academics
Academics
Industry

9. A Win – Win Situation
Organizations
Institutions
Students
If Industries:
•Do Frequent learning and
development program
•Visits Campuses and focus
on more interaction
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
If Institutes:
•Start working on skills
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
Then:
They will get better workforce
Industries will be able to hire more fresher

10. What can we do?
Project
Trainings &
Guidance
Mentoring
Workshops
Award
Students in
Universities
Tie‐ups with
Universities
Guest
Lectures
More
Internships
programs
Conducting
POC’s at
college level

11. Success Stories

12. 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
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

13. 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.

15. 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