I have tracked the employability enhancement steps certain automobile companies have taken to bridge the skills gap in the Industry. This is a continuation of my initial steps to move towards creating blueprints for other entities across industries to get ideas to do their bit for employability enhancement and thereby contribute to Nation Building

1. Automobile Technical Training –
A report 1.0
An auto maker set up a Technical Training Academy . The initiative has been taken as
South India is one of the most crucial markets of the company. As per this initiative,
They are providing technical training for their after-sales support workers.
A SHRAVAN SHETTY RESEARCH
REPORT
Companies tracked in this report
Include : 3

4.  A Automobile player referred to as Company # 1 has partnered with industrial and
technical training institutes all across India to create the A Technical Education
Program (TEP). Over 1000 students from these institutes have benefited from this
Program so far, with over 400 students undergoing training on the latest automotive
technology and service techniques every year.
 The curriculum of this Program includes on-the-job training at Their dealerships. With
the help of TEP, training institutes will be able to develop a highly skilled technical
workforce.
 Professionals are not trained for the repair and diagnostics of the latest models of
vehicles available in the market. TEP aims to correct this imbalance by partnering with
local training institutes and industry bodies. These highly qualified students then have
the option to join the Dealers, where they get the opportunity to consistently provide
“ Q Service” customers.
 2009 saw the widening of this program to include Automotive Body and Paint Repair.
This first of its kind curriculum in India in partnership with State Government provides
the students with unique skills in automotive accident repair.
TEP program is fast becoming a benchmark in imparting vocation technical training
and looking at the immense benefits to the automotive service industry and the
society at large.

5.  A Technical Academy (TA) has been
set up by Company #2 is set up in
order for the company be ahead
of the auto industry needs and
update the existing college
syllabus.
 This well-resourced teaching
school is imparting multi-level
technical knowledge to the
technicians from Kerala and
Karnataka.
 The classroom lectures are
intermixed with practical training
which is given on the shop floor.
Up till now the academy had
trained 110 students in seven
batches, each batch consisting of
15 students.

6. Steps Details Certificate
Awarded
Step 1 13 Training Certified
Days Technician  Scheduled continuous in-house
theoretical and practical training
Step 2 3-5 Training Expert are imparted.
Days Technician  They also many times take the
assistance of Vendors and other
Step 3 Written Master experts for these training sessions.
Test, Technician
Practical
and Viva
 In Step 1, the candidates are selected by the respective dealers and are sent to
Regional Transportation Commission (RTC) for training.
 On the other hand, in Step 2, the certification is divided in three divisions namely
Engine, Chassis, and Electrical.
 The training period of each is of three to five days.
 While Step 3 mainly focuses on defect diagnosing skills of the trainees on the car.

7.  The representatives from , to make amendments in the syllabus of the technical
institutions, participated and recommended additions of budding technology for
periodic revision of course outline.
 This course is perfect for the students who have done ITI courses in diesel and
automobile engineering.
 As far as the job nature is concerned, the applicants with automobile engineering
background are trained as either Trainee Technicians or Trainee Service Advisors.
The selected candidates are extended on both practical and theoretical job
training.
 Recruiting process is quite simple here. The ground level candidates in the
company, if found appropriate are considered for the post of trainee service
advisor. The new trainees are given training for one year maximum until and
unless he/she is prepared to perform duties as a service advisor.

8.  In spite of all this, there are certain challenges that the company is facing. As
per the estimates, the basic problem is that 40 to 50 percent of rural institute
students are BE candidates. Secondly, 10 to 15 percent students have some
back subjects to clear before getting into a job.
 Thirdly, 15 percent of the candidates hope to join traditional family business.
Fourthly, 10 to 15 percent of good students are taken by manufacturers for
field services or for production purpose. Lastly, 5 percent are girl candidates
who have problem in relocating.

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