NASSCOM HR Summit 2013: Special Session II: From Industry Ready to job Ready: Risks and Challenges

IT-ITeS Sector Skills Council NASSCOM

From Industry Ready to job Ready: Risks and Challenges

July 2013

Objective of the National Skills Mission

National Skill Development Agency

Role: Policy direction and review of spectrum of skill development efforts

Central Ministriies

Role: Implement skill development in the ministry

Up-skilling 500 million people in India by 2022

23 such high growth sectors have been identified by NSDC for formation of SSCs…

National Skills Mission

80% of the entrants into the workforce do not have the opportunity for skill training

Only 10% of the total workforce in the country receive some kind of skill training

Though 12 million people join the workforce every year, current skill capacity of the country is about 4 million

In India, about 12 million people join the workforce each yearCurrent skill capacity of the country is about four millionIndia requires to enhance skilling and technical education capacity to about 15 million

The overall labor productivity in India is much lower ($ 5.45 per person per hour while the figure for Mexico is $ 20.51)

Only ~6% of the total workforce (459 million) is in the organized sector

Difficulty in finding a suitable candidate for available jobs due to:

• lack of available applicants• shortage of hard skills• Shortage of suitable employability, including soft skills

India Scenario

Sector Skill Councils in India

National Skills Development Corporation

(NSDC)

National Council on Skill

Development

SSCs (Sector Skills Councils)National level bodies feeding into development- based on employer

needs & industry standards.

National Skill Development

Coordination Board

SSCs Formalized

Approved Under Formation

In the Pipeline

Security

Organized Retail IT-ITeS Telecom

Rubber

Media & Entertainment

Gems & Jewelry

Plumbing

Healthcare

Construction

Logistics

Food Processing

Leather

Capital Goods

BFSI

Aeronautics

Health & Beauty

Life SciencesPharma

Textiles Apparels & Handicrafts

Education & Skills

Mining

Steel

Oil & Gas

Manufacturing Building Hardware

Automotive

Electronics

Agriculture

Hospitality & Tourism

Beauty & Wellness

SSCs in India

Approved by NSDC Approved by NSDC SSC Proposals under Diligence with NSDC

Auto Electronics Hardware Power

Security Life Sciences Mining

Retail Food Processing Construction Equipment

IT/ITES Aerospace & Aviation Beauty & Wellness

BFSI Iron & Steel Apparels & Textiles

Leather Domestic Workers

Media SSC Proposals in Pipeline

Healthcare Handicrafts & Handlooms

Gems & Jewelry Hospitality

Rubber Chemicals

Telecom Oil & Gas

Agriculture Building Hardware

Plumbing Manufacturing

Construction and Real Estate Furniture & Furnishing

Logistics & Transportation Sports (Special Sector)

Capital Goods FMCG

Priority Sectors Large Workforce Informal Sector

NASSCOM

IT-ITes Sector Skills Council NASSCOM

Vision:

• Create a sustainable industry- ready talent pipeline by scaling quality capacity

Mission:

• Develop occupational standards for the industry

• Develop workforce MIS offering a single portal for all related activities

• Conduct faculty development and subsequent student training

• Promote employability assessments;standardize OS assessments and certification

• Develop foundation and specialisation courses across industry verticals

• Develop QA, accreditation norms and processes for occupational standards & related certifications, relevant programs / courses, training institutions;

• Recommendations on standardization of affiliation and accreditation process in collaboration with relevant stakeholders

IT-ITeS SSC - Mission

Key Deliverables from the OS Project

Occupational Analysis

• Occupational Analysis has the following for the four sub-sectors of IT Services, BPM, R&D and Software Product Development

• Growth and talent trends • Key Occupations• Key Tracks within each Occupation• Unique entry level job-roles under each occupation/track

Functional Analysis

• Functional Analysis identifies the following for each job-role:• Key Purpose of the job-role• Sub-functions• Tasks/OS• Knowledge and Understanding• Skills

Qualification Packs

• A Qualification Pack, identifies the relevant occupational standard required for that job-role, plus the following:

• Educational Qualifications, Experience, Training and Certification

Occupational Analysis – Organizations Researched

Cities Number of companies in the sample set that have offices in this

city Ahmadabad 9

Baroda 5 Bengaluru 45

Bhubaneswar 5 Chandigarh 5

Chennai 32 Coimbatore 6 Delhi NCR 35 Hyderabad 32

Jaipur 5 Kochi 9

Kolkata 17 Mumbai 31

Pune 30

Category representation City representation

Developed through engagement of a broad section of companies and professionals from across segments through sessions in various cities

Category of companies Target Numbers

Actual Inputs Received

ITS BPM ER&D SPD Total

Multi-national companies 31 27 12 11 12 62

Small and Medium Enterprises 36 30 19 9 32 90

Global In-house Centers 13 4 4 6 3 17

Total 80 61 35 26 47 169

‘Unique job-roles’ identified at the entry levelOccupation Entry level ‘unique’ job-roles

10

Key Definitions:

Occupation is a set of job roles, which perform similar/related set of functions in an industry. Tracks are a sub-set of occupations having similar set of functions under the larger gamut of the occupation they belong to Unique Job-roles defines a set of functions that together form a unique employment opportunity in an organization Entry Level: 0-2 yrs.Middle Level: 2-10 yrs.Leadership Level: >10 yrs.

Occupational Standards Summary

13 unique ‘Occupations / Horizontals’

39 unique ‘Tracks’

17 unique Job roles at the Entry Level

91 unique Job roles at the Middle Level

25 unique Job roles at the Leadership Level
















Engineering and R&D (ERD) Software Products (SPD)

IT Services (ITS) Business Process Management (BPM) -

Total Occupations, Tracks and Roles

Total Occupations / Horizontals

48

Total Tracks 104

Total Unique Entry Level Job Roles

67

Total Unique Middle Level Job Roles

313

Total Unique Leadership Level Job

Roles

130

11

12

ITS Sub-sector- Illustrative Career Map

UKCES journey

Employers leveraged the NOS to meet their skills needs

Source : http://www.ukces.org.uk/ourwork/standards-and-frameworks/nos

Organization C: National Occupational Standards are making the petroleum industry safer and more efficient

Organization B : uses National Occupational Standards to maintain its status as a brand leader

Organization A: using National Occupational Standards (NOS) to assist in delivering high cost medical screening in Scotland

Stakeholder discussions

• The CSCSC took help from stakeholders to prioritize its work, identifying seven functional areas and 26 occupations of the sector, these were generally high-demand occupations and those with immediate need for renewed training or skills development—needs that may have been driven by technological changes.

Model Development

• Then, using a model based on standards development in other jurisdictions and for other applications, standards were developed and then validated through consultations with key stakeholders from across the country

Phased Implementation

• The first phase of the project, completed in 2009, led to 15 national occupational standards. Each occupational standard includes required qualifications in terms of education, training and related work experience, a list of tasks in the role, tools and technologies used on the job, a catalogue of the knowledge, skills and personal attributes needed to succeed in the position, and an essential-skills profile.

• The second phase, was started in 2010, and aimed to develop standards for the remaining occupations in the sector

A framework for best practices - Canada

Source :http://www.supplychaincanada.org/en/NOSCSCSC : Canadian Supply Chain Sector Council

• The sector involves about 745,000 workers in Canada.

• Amid emerging technologies and an expanding base for distribution and manufacturing, the need for national occupational standards was reflected in recommendations of a 2005 study that touched all aspects of the supply chain—from employers, organized labor and learning-system providers to career seekers and those already employed in the sector

Benefits for Stakeholders

Training Institutes /

Accreditation Agencies

Policy Makers and

Government Academia

Talent / workforce

Industry

Stakeholders and the Benefits for each Stakeholder

• Ensure supply of skilled manpower

• Reduce talent acquisitions and training costs

• Drive growth towards low cost Tier 2 and 3 cities

• Ensure suitable interventions in the skilling domain

• Growth in economy by generating revenues and exports

• Provide opportunities to people

• Profitable growth for the education sector

• Training programs to be demand driven ensuring sustainability

• Provide credible and reliable content

• Develop employability of graduating students

• Develop relevant curriculum for the requirements of the sector

• Visibility of career options

• Capability building for vertical and horizontal growth

• Better standard of living

SSCs value chain to develop the skill ecosystem in the country

Next Steps: Deployment of Qualification Packs

The Qualification Packs (QP) for the 67 identified entry level job roles have been

published by SSC NASSCOM.

The proposed deployment for QPs is as follows:

Availability/Preparation of Courses w.r.t QP/OS

Course Conformity to QP/OS Certification

Identification & Certification of relevant Training Providers + specific sectors

Certified Trainers/ Certification of the Personnel based on QP/OS

Assessor, Assessment & Certification of Proficiency based on QP & OS

Maintenance of information on SSC NASSCOM website

8 Actions you can take to transform the skills landscape

1. Participate in the SSC2. Hire only SSC certified persons going forward

– If the occupation standard is deficient please change it go for HCF not LCM!3. Get all employees certified by SSCs in a period of two years.4. Align your training programmes with NOS and partner with SSC to certify5. Make it a condition that training partners, suppliers, contractors and service

providers also hire certified persons.6. Encourage your employees to work with the SSC to become trainers and

assessors.7. Incentivise employees to get certified

– Pay a placement fee– Reimburse training fees after specified period of employment– Pay more for certified persons

8. Participate in the skill competitions

21 SSCs approved and a strong pipeline

20 of the high priority sectors covered, move towards large and informal sectors

Approved by NSDC Approved by NSDC SSC Proposals under Diligence with NSDC

Auto Electronics Hardware Power

Security Life Sciences Mining

Retail Food Processing Construction Equipment

IT/ITES Aerospace & Aviation Beauty & Wellness

BFSI Iron & Steel Apparels & Textiles

Leather Domestic Workers

Media SSC Proposals in Pipeline

Healthcare Handicrafts & Handlooms

Gems & Jewelry Hospitality

Rubber Chemicals

Telecom Oil & Gas

Agriculture Building Hardware

Plumbing Manufacturing

Construction and Real Estate Furniture & Furnishing

Logistics & Transportation Sports (Special Sector)

Capital Goods FMCG

Priority Sectors Large Workforce Informal Sector

ii

Thank You