Diese Präsentation wurde erfolgreich gemeldet.
Wir verwenden Ihre LinkedIn Profilangaben und Informationen zu Ihren Aktivitäten, um Anzeigen zu personalisieren und Ihnen relevantere Inhalte anzuzeigen. Sie können Ihre Anzeigeneinstellungen jederzeit ändern.

Talent supply chain

647 Aufrufe

Veröffentlicht am

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

Veröffentlicht in: Bildung
  • //DOWNLOAD THIS BOOKS INTO AVAILABLE FORMAT ......................................................................................................................... ......................................................................................................................... //DOWNLOAD PDF EBOOK here { https://tinyurl.com/y8nn3gmc } ......................................................................................................................... //DOWNLOAD EPUB Ebook here { https://tinyurl.com/y8nn3gmc } ......................................................................................................................... //DOWNLOAD doc Ebook here { https://tinyurl.com/y8nn3gmc } ......................................................................................................................... //DOWNLOAD PDF EBOOK here { https://tinyurl.com/y8nn3gmc } ......................................................................................................................... //DOWNLOAD EPUB Ebook here { https://tinyurl.com/y8nn3gmc } ......................................................................................................................... //DOWNLOAD doc Ebook here { https://tinyurl.com/y8nn3gmc } ......................................................................................................................... ......................................................................................................................... ......................................................................................................................... .............. Browse by Genre Available eBooks ......................................................................................................................... Art, Biography, Business, Chick Lit, Children's, Christian, Classics, Comics, Contemporary, Cookbooks, Crime, Ebooks, Fantasy, Fiction, Graphic Novels, Historical Fiction, History, Horror, Humor And Comedy, Manga, Memoir, Music, Mystery, Non Fiction, Paranormal, Philosophy, Poetry, Psychology, Religion, Romance, Science, Science Fiction, Self Help, Suspense, Spirituality, Sports, Thriller, Travel, Young Adult,
       Antworten 
    Sind Sie sicher, dass Sie …  Ja  Nein
    Ihre Nachricht erscheint hier

Talent supply chain

  1. 1. India has manpower of 1.2437 billion
  2. 2. Still there is SHORTAGE for TRAINED MANPOWER
  3. 3. ONLY 10% of Management Graduates are Employable ONLY 17% of Engineering Graduates are Employable
  4. 4. The Challenge ahead
  5. 5. By 2026 64.8% of India’s population would be in the working age of 15-59 years
  6. 6. A Demographic Dividend ? ?
  7. 7. India will have skill gap of 70-80%across industries People will have SKILLS not required by Industry
  8. 8. SCARCITY of SKILLED & EMPLOYABLE Workforce INEFICIENT TALENT SUPPLY CHAIN
  9. 9. looking for Employment Opportunities
  10. 10. FRUSTRATION
  11. 11. Markets will GROW
  12. 12. Job Opportunities will GROW
  13. 13. Scarcityof SKILLED Workforcewill also GROW
  14. 14. In place of reaping Demographic DIVIDEND
  15. 15. We will be heading for Demographic Disaster
  16. 16. Great INDIAN Talent CONUNDRUM - Challenge
  17. 17. Skill Matching is ESSENTIAL
  18. 18. Desired Skills vs. Produced Skills
  19. 19. Matching Demand side of the Talent
  20. 20. Supply side of the Talent
  21. 21. Shortage & Excess of Active Population by 2025 Figures are in Millions
  22. 22. Skilled Man Power required by 2025 across Industries
  23. 23. Skill Matching is ESSENTIAL
  24. 24. Demand – Supply Gap is >>>>>>increasing
  25. 25. Companies facing greater difficulty in filing key positions
  26. 26. Right Skill set is ELUSIVE
  27. 27. Sources of Manpower – Talent Suppliers Destinationsof Manpower – Talent Absorbers
  28. 28. Sources of Manpower – Talent Suppliers – Institutes / Academia Destinations of Manpower – Talent Absorbers – Corporate / Employers
  29. 29. Processes at supply side of the Talent Manpower Planning Attracting the right Talent Screening Interview Management Offer Management Offer Acceptance
  30. 30. 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
  31. 31. OPTIMIZED Supply of Talent requires Efficient Processes at each stages of talent supply
  32. 32. STAKEHOLDERS in Talent Supply (SUPPLY SIDE ) Talent Suppliers – Institutes / Academia (Demand Side) Talent Absorbers – Corporate / Employers
  33. 33. STAKEHOLDERS of Talent (SUPPLY SIDE) The Seeker
  34. 34. Talent (SUPPLY SIDE) - The Missing Link
  35. 35. 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
  36. 36. 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
  37. 37. 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
  38. 38. 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
  39. 39. 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
  40. 40. 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
  41. 41. 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
  42. 42. 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
  43. 43. 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
  44. 44. 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
  45. 45. The Reality Check - The Employability ..? India Skill Report 2014
  46. 46. STAKEHOLDERS of Talent (DEMAND SIDE) The Giver
  47. 47. Talent (DEMAND SIDE) - The Missing Link
  48. 48. 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 ...?
  49. 49. 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
  50. 50. 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
  51. 51. Skill Deficit.
  52. 52. Skill Deficit. PROACTIVEPREMPTIVE Ability to VISUALIZE Composure of Thoughts Analytical Reasoning
  53. 53. Thought to Ponder... Demand – Supply matchmaking is the only possible measure that can resolve the - TALENT CONUNDRUM of our country.
  54. 54. AREAS of CONCERN
  55. 55. 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
  56. 56. Across all businesses, people need to add technology and problem solving skills to their existing skill sets.
  57. 57. Educational institutions and Organizations SHOULD synchronize skills development with skills demanded
  58. 58. Matchmaking of Demand and Supply of Talent seems promising
  59. 59. Bridging GAP
  60. 60. 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)
  61. 61. Students expectations Industry expectations Knowledge and skill sets Industry expectations Demand – Supply GAP (Area of Concern)
  62. 62. 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)
  63. 63. Different
  64. 64. 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
  65. 65. 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
  66. 66. 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
  67. 67. 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
  68. 68. To be QUALIFIED or To be SKILLED
  69. 69. CHOICE is yours!
  70. 70. Credits: India Skill Report 2014

×