Download - Bridging gap industry-academia_15062013_v1
Industry Academic Role in Nurturing Future Talent
Session By –
Rajiv NaithaniDirector – HR (Head HR & L&D) GlobalLogic India Pvt. Ltd.Email: [email protected]
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
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
designing curriculum
Need more case based studies
Industries seldom has any student interaction
*Circle of Concern shows the Concerns of Industry and institutions combined
Circle of Influence – A Proactive FocusInstitutions 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
Therefore, With the Aim To Nurture The Future Talent, Industries Will Have To Come Closer To The Academics
Academics
Industry
A Win – Win Situation
Organizations
Institutions
Students
If Students : •Start working on realistic expectations• Change belief that a degree will get me job
If Institutes: •Start working on skills and attitudes apart from knowledge• Use case Methodologies• Frequent industry interactions
If Industries:•Do Frequent learning and development program• Visits Campuses and focus on more interaction
Then:They will be able to focus more on enhancement of skillsThey will be in a better position to be hired
Then: Institutes’ will get a better placement record.Gain name in the society and therefore better admissions.Overall Growth
Then:They will get better workforceIndustries will be able to hire more fresher
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
Success Stories
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 tocome 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
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 themto 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 theminternships during last six months where they put these students on their module,projects and Trainings. Through this program by the time students complete their coursethey are ready for the company.
• Mentorship Program where the employees of the Cognizant frequently visit the selectedstudents and engage them. This done before on boarding of the candidates. A properdetails of the mentors is maintained.
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