This document discusses workforce competency and talent shortages that are expected between 2020-2050. Some key points: - There will be shortages of skilled workers globally, with estimates of 1 million shortage in Canada by 2020, 3.1 million in the UK by 2050, and 25 million additional workers needed in the US by 2030. - India produces over 5.5 million graduates annually but only about 36-37% are employable. Engineering and management courses in India are seeing high vacancy rates of 40% and two-thirds respectively. - There are mismatches between the skills of unemployed workers and the needs of industry, with 75 million unemployed youth globally. - Companies need to focus

1. WORKFORCE COMPETENCY SHAPING
FOR 2020- 2050
NEENA REDDY

2. Quick facts ….. NASSCOM July 2014
Talent India Output
5.5 million annual out
turn of graduates.
World's largest
employable graduates -
36-37%
India
Indian Employees
11.12% domain experts.
more than 1.70,000
foreign nationals
employed. 45% of toal
head count of Global
MNC'c
Young Dynamic
workforce population
more than 50% of total
by 2020, Second largest
in the world - English
speakers,

3. War for Talents- World wide
The Conference Board of Canada predicts a shortage of 1
million skilled workers by 2020.
The UK’s workforce will have a 3.1m person shortfall by
2050. Appointment of Mark Carney to the Bank of England
proves immigration of skilled professionals is vital to the UK
economy. Yet work related emigration has risen 16% since
2007 while immigration has fallen 24% ( UK employment source
data 2013)
In the US, 25 million extra workers will be needed by 2030
to sustain economic growth. In Europe, we are looking at a
potential shortfall of around 35 million workers–15% of total
labour demand–by 2050. ( OECD)

4. Current trends@ AICTE India on Education
Are engineering and management courses losing their
appeal, or is the growth of institutes outpacing that of
students? Maharashtra, once considered a safe bet by
thousands of students, is today grappling with massive
vacancies in engineering, management and other courses
that come under the All India Council for Technical
Education.
Of 1.35 lakh engineering seats in Maharashtra, 53,264 or
nearly 40 per cent are vacant, according to data provided
by the Directorate of Technical Education, Maharashtra for
current year. In MBA, 24,213 of 36,447 seats, or two-thirds,
are vacant. Pune has the most vacancies in either stream,
with Nagpur and Mumbai close behind. And it is part of a
nationwide trend in race are TN, AP state as runner ups

5. SKILL
Skill Gaps
Almost 200 million people around the world (40 million of
which are in the advanced economies alone) are
unemployed. Yet global businesses are struggling with
jobs that remain vacant. Seventy five million of these
unemployed are youth.
The inability to fill jobs despite massive unemployment is
not only due to geographic imbalances in demand and
supply, but also due to large skill gaps between the
needs of the industry and the output of the education
systems.
(G20 magazine by Ana C. Rold.)

6. Get ready to face the war of Talent..
Future to be shaped on continuous basis………………………..
Breakthrough social media technologies— people born between
1977 and 1997. –The actual workforce to be developed for war of
Talents by 2020- 2050. Top organizations are moving beyond the
vanilla “employer of choice” concept to a more rigorous strategy of
attracting and retaining the right employees through branding
Most of the Public sector or base Industries worldwide has
employees working for them till retirement or for more than 15 to 20
years as loyal workforce. This attitude or sense of belonging to the
company needs to be inbuilt in current workforce. Companies are
ready to invest in training and development of these workforce on
emerging technology.
Well life balance needs to be maintained.. instead we have burned
out employees working at a stretch … with proper Project planning
and Sales force presenting realistic data to the client.

7. Continue…..
Instead of inducting specialized skilled employee, the
planning should be for multi skilled/tasked workforce.
Retrenchment/ lay-offs/ right sizing workforce can be changed
to recycling or reskilling the employees for next pipeline, as
the cost of rehire is more than the cost of firing.
Selection criteria – Can they do the job? (Competencies) Will
they do the job? Motivation) Can we offer them what they are
looking for? (Cultural Fit) recruitment to be ongoing process,
tapping the raw talent in advance.

8. If There’s a Shortage for Talent, Why are Companies Still
Downsizing?
Downsizing or rightsizing to be precise is not happening now in great
numbers, but can hit back.
All they do is re-churn or rehire the same numbers perhaps, as per the
business needs.
Many companies compete for the same skills or talent- rat race.
Skill shortage are high in the following domain ( Health care, IT, customer
service etc)
Will industry be open for double employment of employee or getting them
contractual…
Will the Company stick to work timings of 8 hours, and pay overtime as per
company Act of 1947 in Information technology sector also instead of
having burned out employee
Why not go for Adoption of Govt. colleges by IT firms and fix a section of
curriculum on the skills required well ahead in second year… raw
resources will form 40% of your workforce Pyramid… cost of training them
after induction will be Zero.

9. If There’s a Shortage for Talent, Why are Companies Still
Downsizing?
Developing leaders :
We cannot develop the leaders merely through courses or sponsoring their
certification. We need to spot the talent amongst the employees at any level
or grade and nurture it.
If the Leaders are people- person friendly ,transparent, empowering their team
members the culture or climate of the organization is matured.
Safe, Healthy And Happy Workplace, Performance Linked Bonuses, 360-Degree
Performance Management Feedback System, Gallup study, Knowledge
management, Potential Highlight Performers program, Open House Discussions And
Feedback Mechanisms, rewards and recognition programs, Participative committees
by the employees . diversity program, CSR, etc keep the employees grounded.
Leaders have do focus on branding in order to retain the core people, focus more on
reskilling.then layoffs