talent supply chain

India has manpower of 1.2437 billion

Still there is SHORTAGE for TRAINED MANPOWER

ONLY 10% of Management Graduates are Employable

ONLY 17% of Engineering Graduates are Employable

The Challenge ahead

By 2026 64.8% of India’s population would be in the working age of 15-59 years

A Demographic Dividend ? ?

India will have skill gap of 70-80% across industries

People will have SKILLS not required by Industry

SCARCITY of SKILLED & EMPLOYABLE Workforce

INEFICIENT TALENT SUPPLY CHAIN

looking for Employment Opportunities

FRUSTRATION

Markets will GROW

Job Opportunities will GROW

Scarcity of SKILLED Workforce will also GROW

In place of reaping Demographic DIVIDEND

We will be heading for Demographic Disaster

Great INDIAN Talent CONUNDRUM - Challenge

Skill Matching is ESSENTIAL

Desired Skills vs. Produced Skills

Matching Demand side of the Talent

Supply side of the Talent

Shortage & Excess of Active Population by 2025

Figures are in Millions

Skilled Man Power required by 2025 across Industries

Skill Matching is ESSENTIAL

Demand – Supply Gap is >>>>>>increasing

Companies facing greater difficulty in filing key positions

Right Skill set is ELUSIVE

Sources of Manpower – Talent Suppliers

Destinations of Manpower – Talent Absorbers

Sources of Manpower – Talent Suppliers – Institutes / Academia

Destinations of Manpower – Talent Absorbers – Corporate / Employers

Processes at supply side of the Talent

ManpowerPlanning

Attracting the right Talent

ScreeningInterview

ManagementOffer

Management

Offer Acceptance

ManpowerPlanning

Attracting the right Talent

ScreeningInterview

ManagementOffer

Management

Offer Acceptance

Job Seeker – The Supply Side

Job Giver – The Demand Side

Processes at supply side of the Talent

OPTIMIZED Supply of Talent requires

Efficient Processes at each stages of talent supply

STAKEHOLDERS in Talent Supply

(SUPPLY SIDE ) Talent Suppliers – Institutes / Academia

(Demand Side) Talent Absorbers – Corporate / Employers

STAKEHOLDERS of Talent (SUPPLY SIDE)

The Seeker

Talent (SUPPLY SIDE) - The Missing Link


“ Though industrial training has been made a part ofthe course, real impact would be visible only whenthe course curriculum includes recent technological

advancements and their practical implications. Attimes when you have industry interactions you

realize that what you are being taught was writtenoff long back by the industry ”

Irrelevant Course Contents


“Preparation for most of the courses requiresmemorizing the notes and answering the

questions. As most of the times we cram the notesto score well, retention of the concepts is not

long lasting”

Too much focus on THEORY


Course curriculum is not progressive and the course delivery methods are aged. In today’s times when world is employing more and more “Technology” backed methods most of the educational institutes still use the age old classroom delivery models which are geared towards teaching and not learning

Focus is on Teaching and NOT on Learning


“All our student life deviances are discouraged,risk taking is mocked then how can one expect from us

to be innovative and creative all of sudden when we join our jobs?”

More CONTROL and Less Experimentation


The evaluation system is flawed, instead of testing the application of concepts, the power to memorize the concepts is tested. Most of which is forgotten as the academic year ends. Perhaps this is the reason, why there are lot of educated graduates, who are unskilled.

Qualified vs. Skilled Manpower


“Understanding old concepts and their usage is interesting and useful, but the curriculum should include how these concepts can be applied in real corporate scenarios.”Merely replicating the case studies won’t help.Simulation method for developing alternative scenarios would help in increasing job readiness..

From Case Methods to SCENARIOS


Education system MUST ensure that the chosen stream matches the aptitude of students. No time is spent in assessing interest. Effort should be made to create a system that enables, proper decision making

in this regard.

Matching the Aptitude


Academicians and Corporate should coordinate and collaborate. If colleges are not producing right talent then probably right communication is not going to the colleges from the Corporate. Academicians and Corporate should get involved with each other and communicate from time to time. Corporate should take Internship and project seriously.

Co-Creation - Academicians and Corporate

The Reality Check - The Employability ..?

Businesses around the world are reporting a skills shortage epidemic (39 percent) businesses around the world are struggling to recruit the right people.Lack of talent dampen business productivity, ultimately threatening future growth andprofitability

The Desired Employability Skills

1. Cognitive Abilities / Skills - ability to acquire, retain, organize and apply information

2. English Language Abilities / Skills - ability to organize thoughts & Vocabulary

3. Basic IT Abilities / Skills - ability to organize and work with computer based applications

4. Behavioural Attributes / Skills - ability to Learn, Unlearn and Relearn

RETENTION & APPLICATION of KNOWLEDGE

COMPOSURE of THOUGHTS

SYSTEMATIC ORGANIZATION

ATTITUDE

The Reality Check - The Employability ..?

India Skill Report 2014

STAKEHOLDERS of Talent (DEMAND SIDE)

The Giver

Talent (DEMAND SIDE) - The Missing Link


Demand – Supply gap for talent is a big challenge.Despite various initiatives the availability of READY

TALENT is a problem. A lot of TIME and INVESTMENT has to be done to get the results from the students

Industry Readiness ...?


Herd Mentality and approach for professional and technical skills is NOT good. The illiterate of the 21st

century will not be those who cannot READ, WRITEBUT those who AVOID risk of DIFFERENTIATION and cannot LEARN, UNLEARN and RELEARN that too very

FAST.

HERD Mentality.. Avoid Risk


Difference between the “Qualified” and “Skilled” talent pool is a common problem across sectors.We do create lakhs of QUALIFIED student with extremely LOW required SKILLS.

Qualified NOT Skilled

Skill Deficit.

Skill Deficit.

PROACTIVEPREMPTIVEAbility toVISUALIZE

Composure of Thoughts

Analytical Reasoning

Thought to Ponder...

Demand – Supply matchmaking is the only possible measure that can resolve the - TALENT CONUNDRUM

of our country.

AREAS of CONCERN

Indian Education System is under QUESTION MARK...

Ineffective Course Design – Regulatory Bodies

Ineffective Teaching Methods - Pedagogy

Higher educational institutions are not up to the mark

Poor Selection & Recruitment norms for the Faculty

Weak and Ineffective Assessment procedure

Focus is on Teaching and NOT on Learning

Across all businesses, people need to add technology and problem solving skills to their existing skill sets.

Educational institutions and Organizations SHOULD synchronize skills development with skills demanded

Matchmaking of Demand and Supply of Talent seems promising

Bridging GAP

Industry Expectations :

Learning ability to communicate and present (ATTITUDE)

Adaptability to Work Environment and Culture ( TEAMWORK)

Accountability and Responsibility (PERFORMANCE)

Integrity and Commitment to work (RESPONSIBLE)

Etiquettes & Mannerism (BODY LANGUAGE)

Students expectations Industry expectations

Knowledge and skill sets Industry expectations

Demand – Supply GAP (Area of Concern)

Student Employee

Exams are the major qualifying criteria Each day performance is qualifying criteria

Minimum marks to pass. Excellence is the norm .Survival of fittest.

Maximum effort can fetch 100% marks Maximum effort: increment, elevation.

Hours per day flexible Productivity is important

Individual Efforts Highly interlinked – Team Work

Memorize and remember Understand, Remember, Utilize.

Practical 25% Practical 100%

Mind yourself Need versatility.

Less Competetive Highly competitive

Reasons for the GAP (Area of Concern)

Different

Bridging the GAP – Fes Suggestions

1. Education is not a Commercial ActivityFocus on Quality and not on Quantity

2. Transparency in Education SystemEducational norms to be clear and simple

3. Recruitment Norms for Faculty to be redefined 5 yrs. Industry experience prerequisite to be a Faculty

4. Comprehensive Student Admission processSkill based aptitude test & weight age to work exp.

5. Student Assessment Process at multiple levels Students assessment process should be continuous

6. Industrial Training & Projects More Research based assignments and activities


7. Redefine Hiring ProcessHire students based on capabilities & skills, NOT the college’s name

2. Internship and Research projects – Serious BusinessSerious Supervision required

3. Industry InterfacingInteraction with Industry Experts


4. Training & DevelopmentMDP – Management Development Programs

5. Research Based ConsultancyEncourage interactions with academicians

6. Industry SponsorshipSponsor students for their higher studies


To be QUALIFIED or To be SKILLED

CHOICE is yours!

Credits: India Skill Report 2014

talent supply chain

Education

talent supply supply

stakeholders of talent

stages of talent supply

optimized supply of

talent manpower planning

demand supply gap

trained manpower

missing link course