India has manpower of 1.2 billion and it is ironic that still we suffer from dearth of talent? Only 10% of MBA graduates of the country are employable 17& of Engineering graduates are employable. The enormity of the challenge that India will face in year 2026 can be imagined when 64.8% of India’s population would be in the working age of 15-64 years. Impact of rising demographics on employment By 2020 out of 1.3 billion people in India we will have about 0.8 billion in the working age and that is surely something the world can look forward to. Quality of workforce is more important than quantity. In fact having a lower head count of skilled manpower is much better than a manpower whose larger portion is unemployable. India will heading for a skill gap of 75-80% across Industry sectors. There will be people but with skills that corporate do not require, and jobs for which the right fit is not available. The economic impact of this vicious cycle is something like powerhouse of educated yet frustrated youth who are directionless with no jobs in hand is unimaginable. Matching the skill levels of the supply side and the demand side of Talent Supply Chain

2. India has manpower of 1.2437 billion

3. Still there is SHORTAGE for TRAINED MANPOWER

4. ONLY 10% of Management Graduates are Employable
ONLY 17% of Engineering Graduates are Employable

5. The Challenge ahead

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

7. A Demographic Dividend ? ?

8. India will have skill gap of 70-80%across industries
People will have SKILLS not required by Industry

9. SCARCITY of SKILLED & EMPLOYABLE Workforce
INEFICIENT TALENT SUPPLY CHAIN

11. looking for Employment Opportunities

12. FRUSTRATION

13. Markets will GROW

14. Job Opportunities will GROW

15. Scarcityof SKILLED Workforcewill also GROW

16. In place of reaping Demographic DIVIDEND

17. We will be heading for Demographic Disaster

18. Great INDIAN Talent CONUNDRUM - Challenge

19. Skill Matching is ESSENTIAL

20. Desired Skills vs. Produced Skills

21. Matching Demand side of the Talent

22. Supply side of the Talent

23. Shortage & Excess of Active Population by 2025
Figures are in Millions

24. Skilled Man Power required by 2025 across Industries

25. Skill Matching is ESSENTIAL

26. Demand – Supply Gap is >>>>>>increasing

27. Companies facing greater difficulty in filing key positions

28. Right Skill set is ELUSIVE

30. Sources of Manpower – Talent Suppliers
Destinationsof Manpower – Talent Absorbers

31. Sources of Manpower – Talent Suppliers – Institutes / Academia
Destinations of Manpower – Talent Absorbers – Corporate / Employers

32. Processes at supply side of the Talent
Manpower
Planning
Attracting the
right Talent
Screening
Interview
Management
Offer
Management
Offer
Acceptance

33. Manpower
Planning
Attracting the
right Talent
Screening
Interview
Management
Offer
Management
Offer
Acceptance
Job Seeker – The Supply Side
Job Giver – The Demand Side
Processes at supply side of the Talent

34. OPTIMIZED Supply of Talent requires
Efficient Processes at each stages of talent supply

35. STAKEHOLDERS in Talent Supply
(SUPPLY SIDE ) Talent Suppliers – Institutes / Academia
(Demand Side) Talent Absorbers – Corporate / Employers

36. STAKEHOLDERS of Talent (SUPPLY SIDE)
The Seeker

37. Talent (SUPPLY SIDE) - The Missing Link

38. Talent (SUPPLY SIDE) - The Missing Link
“ Though industrial training has been made a part of
the course, real impact would be visible only when
the course curriculum includes recent technological
advancements and their practical implications. At
times when you have industry interactions you
realize that what you are being taught was written
off long back by the industry ”
Irrelevant Course Contents

39. Talent (SUPPLY SIDE) - The Missing Link
“Preparation for most of the courses requires
memorizing the notes and answering the
questions. As most of the times we cram the notes
to score well, retention of the concepts is not
long lasting”
Too much focus on THEORY

40. Talent (SUPPLY SIDE) - The Missing Link
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

41. Talent (SUPPLY SIDE) - The Missing Link
“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

42. Talent (SUPPLY SIDE) - The Missing Link
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

43. Talent (SUPPLY SIDE) - The Missing Link
“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

44. Talent (SUPPLY SIDE) - The Missing Link
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

45. Talent (SUPPLY SIDE) - The Missing Link
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

46. The Reality Check - The Employability ..?
Businesses around the worldare 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 threateningfuture growthand
profitability

47. The Desired Employability Skills
1. Cognitive Abilities / Skills - ability to acquire, retain, organizeand 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

48. The Reality Check - The Employability ..?
India Skill Report 2014

49. STAKEHOLDERS of Talent (DEMAND SIDE)
The Giver

50. Talent (DEMAND SIDE) - The Missing Link

51. 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 ...?

52. Talent (DEMAND SIDE) - The Missing Link
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, WRITE
BUT those who AVOID risk of DIFFERENTIATION and
cannot LEARN, UNLEARN and RELEARN that too very
FAST.
HERD Mentality.. Avoid Risk

53. Talent (DEMAND SIDE) - The Missing Link
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

54. Skill Deficit.

55. Skill Deficit.
PROACTIVEPREMPTIVE
Ability to
VISUALIZE
Composure of Thoughts
Analytical Reasoning

56. Thought to Ponder...
Demand – Supply matchmaking is the only possible
measure that can resolve the - TALENT CONUNDRUM
of our country.

57. AREAS of CONCERN

58. 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
Weakand IneffectiveAssessment procedure
Focus is on Teaching and NOT on Learning

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

60. Educational institutions and Organizations SHOULD
synchronize skills development with skills demanded

61. Matchmaking of Demand and Supply of Talent seems promising

62. Bridging
GAP

63. 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)

65. Students expectations Industry expectations
Knowledge and skill sets Industry expectations
Demand – Supply GAP (Area of Concern)

66. Student Employee
Examsare the majorqualifying criteria Eachday performanceis qualifyingcriteria
Minimummarks to pass. Excellenceis the norm .Survival of fittest.
Maximumeffort can fetch100%marks Maximumeffort:increment,elevation.
Hoursper day flexible Productivityis important
IndividualEfforts Highlyinterlinked– TeamWork
Memorizeand remember Understand,Remember,Utilize.
Practical25% Practical100%
Mind yourself Needversatility.
LessCompetetive Highlycompetitive
Reasons for the GAP (Area of Concern)

68. Different

69. Bridging the GAP – Fes Suggestions
1. Education is not a Commercial Activity
Focus on Quality and not on Quantity
2. Transparency in Education System
Educational norms to be clear and simple
3. Recruitment Norms for Faculty to be redefined
5 yrs. Industry experience prerequisite to be a Faculty

70. 4. Comprehensive Student Admission process
Skill 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
Bridging the GAP – Fes Suggestions

71. 7. Redefine Hiring Process
Hire students based on capabilities & skills, NOT the college’s name
2. Internship and Research projects – Serious Business
Serious Supervision required
3. Industry Interfacing
Interaction with Industry Experts
Bridging the GAP – Fes Suggestions

72. 4. Training & Development
MDP – Management Development Programs
5. Research Based Consultancy
Encourage interactions with academicians
6. Industry Sponsorship
Sponsor students for their higher studies
Bridging the GAP – Fes Suggestions

73. To be QUALIFIED or To be SKILLED

74. CHOICE is yours!

75. Credits: India Skill Report 2014