Talent Acquisition, Engagement and Retention
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The document discusses a proposed solution called the JOJOE (Jointly Owned Job Oriented Education) model to address the problems of unemployed and underemployed graduates in India as well as skills shortages faced by corporations. The model involves corporations partnering with skills training institutes to jointly fund skills development programs, with corporations able to hire graduates and the institutes receiving retention bonuses. Initial details provided on the proposed TMI e2E Academy which aims to train 88,755 graduates annually by 2020 to fulfill an estimated 5-6% of corporate hiring demand.
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India ranks among the lowest in percentage of students enrolled for Skills Education. To get some perspective China has about 10 times, and Germany 14 times the percentage of students undergoing vocational training every year.
In the 15-29 year age group, among those in the hands-on labourforce, only 2% would have been formally trained and 8% acquire skills on the job. And of those that receive formal training only 3% secure employment. The starkness of the picture is apparent when one considers the numbers at hand – 12.8 million people entering the workforce every year.
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This document proposes a solution to boost the employability of Indian youth by encouraging business startups. It notes high unemployment rates in India due to a lack of skills taught in education. The proposed solution is for students to start their own businesses in small groups after graduation rather than searching for jobs. This would utilize their skills, reduce brain drain, and increase employment. Challenges include a lack of funding, training, and support systems for youth entrepreneurs. The document discusses implementing support for student business startups through collaboration with industry and government resources and policies.
State of Workplace Learning and Development -2018
Most organizations have structured L&D programs focused on improving employee performance. However, getting employees to attend training is a major challenge. While over 50% of organizations increased their L&D budgets in 2018, spending varies between departments and employee levels. Senior level employees receive over 3 times the L&D spending of entry level employees. Blended learning is considered the most effective delivery method, but proving the ROI of L&D to leaders remains difficult. Pre- and post-training assessments are seen as the best way to measure L&D success.
Jetking prospectus 2016-2017
One of the Best Hardware & Networking Institute in India, Jetking, an ISO 9001:2008 certified company has trained more than 6,00,000 students who are constantly driving growth in the IT sector in India and abroad. Our IT training with centers spread all around India including Delhi, Mumbai, Pune, Kolkata, Chennai, Bangalore, Chandigarh etc.
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TeamLease Times
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LinkedIn India recruiting trends for 2015!
The document discusses key talent acquisition trends in India for 2015 based on a survey of over 4,000 talent leaders globally including 300 in India. Some of the main trends highlighted include:
- Hiring volumes and budgets are increasing in India indicating positive sentiment among organizations.
- Social recruiting is growing as a source of quality hires, with professional networks like LinkedIn closing the gap with job boards and referrals.
- Employer brands are getting more engaged on professional networks, which are replacing traditional channels like company websites.
- Sourcing skilled talent remains the top priority for recruiting leaders in India and globally. Compensation and competition are the biggest obstacles to attracting talent.
Improving Employability - Preeth C
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The human resource industry can be divided into several key segments: permanent recruitment, temporary recruitment/staffing, and other services like recruitment process outsourcing, payroll processing, and training. Permanent recruitment includes executive search and recruitment of middle to junior level positions. Temporary staffing involves professional staffing for engineering and IT roles and general staffing for white and blue collar jobs. Recruitment process outsourcing is a growing trend where firms outsource their entire recruitment function. Payroll processing handles tasks like salary computation and tax filing. Training focuses on developing capabilities through gamification and continuous learning.
ITM brochure mba admissions, best colleges in india
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VICTORIOUSsecret-01
The document discusses India's unemployment problem and lack of job-ready skills among graduates. It notes that unemployment has risen from 8.8% to 9.9% from 2002 to 2012. Only 25% of graduates are considered work-ready for technology jobs and 75-85% of technical and general graduates respectively are unemployable. This is due to lack of proper training and specialized skills development. The document proposes a model for industry-based training of students throughout their college education to bridge this skills gap. It details how the government can collaborate with industries and institutions to provide different types of training to over 6 million students and professionals annually at low cost.
Resume
This document contains a resume for Ranjeet Prasad Yadav. It summarizes his educational qualifications including a B.Com, MBA, and ICWAI intermediate. It details his work experience in finance and accounting roles for CompuGain Solutions and Jain Seth & Co. It also lists his computer skills and hobbies which include cricket, football, and traveling. The resume concludes by providing his personal details and a declaration that the information provided is accurate.
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A person with a very high level of a competence is able to work
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f h /hi k l d ll h /hi l l d k
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Tomorrow's Leader discusses the qualities needed in future leaders. It notes that the current environment of VUCA (Volatility, Uncertainty, Complexity and Ambiguity) plus countervailing forces means a new normal. It emphasizes that human beings are the source and discusses the need for leaders to have purpose, a whole new mind, mindfulness, a global mindset, innovation by leveraging failure, and creating a transformational work culture through engagement, dialogue and a win-win approach. It also discusses the importance of CSR, shared value, leadership development, teamwork and connecting to one's self. In closing, it outlines the key qualities of leaders as being led by purpose, touching a deep inner chord, asking
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