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Industry Academic Role in Nurturing Future Talent Session By – Rajiv Naithani Director – HR (Head HR & L&D) GlobalLogic India Pvt. Ltd. Email: [email protected]

Bridging gap industry-academia_15062013_v1

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Bridging Gap between Academia and Industry

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Page 1: Bridging gap industry-academia_15062013_v1

Industry Academic Role in Nurturing Future Talent

Session By –

Rajiv NaithaniDirector – HR (Head HR & L&D) GlobalLogic India Pvt. Ltd.Email: [email protected]

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Did You Know?MNC finds only 25% of Indian Engineers and Management graduates employable 

(Survey by Mckinsey Global)

According to NASSCOM, each year over 3 million graduates and post‐graduates are 

added to the Indian workforce

Only 25 percent of technical graduates and 10‐15 percent of other graduates are considered employable by the rapidly 

growing IT and ITES segments

Besides the technology aspect industries also evaluate competencies ranging soft skills, team building, overall attitude, and 

values.

At present, about 53% of employed youth suffer from some degree of skill 

deprivation which makes them unemployable

What we have today is a growing skills gap reflecting the slim availability of 

high‐quality college education

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Circle of Concern – A Reactive Focus

Circle of Influence(Negligible initiatives)

Institutions are overly focused on 

theoretical knowledge. 

Less conversant with practical knowledge

Little learning and updating knowledge about changing environment & 

market

Industries hardly have any role in 

designing curriculum

Need more case based studies

Industries seldom has any student interaction

*Circle of Concern shows the Concerns of Industry and institutions combined

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Circle of Influence – A Proactive FocusInstitutions are overly focused on theoretical 

knowledge. 

Little learning and updating knowledge about changing environment & market

Need more case based studies

Industries seldom has any student interaction

Industries hardly have any role in 

designing curriculum

Less conversant with practical knowledge

Circle of Influence

Most of the concerns can be brought to the 

circle of influence by simple 

interventions

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Therefore, With the Aim To Nurture The Future Talent, Industries Will Have To Come Closer To The Academics

Academics

Industry

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A Win – Win Situation

Organizations

Institutions

Students

If Students : •Start working on realistic expectations• Change belief that a degree will get me job

If Institutes: •Start working on skills and attitudes apart from knowledge• Use case Methodologies• Frequent industry interactions

If Industries:•Do Frequent learning and development program• Visits Campuses and focus on more interaction

Then:They will be able to focus more on enhancement of skillsThey will be in a better position to be hired

Then: Institutes’ will get a better placement record.Gain name in the society and therefore better admissions.Overall Growth

Then:They will get better workforceIndustries will be able to hire more fresher

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What can we do?

Project Trainings & Guidance

Mentoring

Workshops

Award Students in Universities

Tie‐ups with Universities

Guest Lectures

More Internships programs

Conducting POC’s at 

college level

Page 8: Bridging gap industry-academia_15062013_v1

Success Stories

Page 9: Bridging gap industry-academia_15062013_v1

Videocon’s Success Story• Videocon started with Knowledge Sharing• In Aurangabad, they introduced a curriculum based on industry requirement – areas which are

a need but not a part of the academics

GlobalLogic’s Success Story• GlobalLogic has GlobalLogic Development Forum (GDF) which aims at promoting Industry‐

Institution interaction and removing inadequacy of the university syllabus in C.S., C.T. and I.T.• In order to achieve the objectives of GDF, SETU Project (Bridging Academics and Industry) was

launched in 2005• Few Objectives of the Project:

• Identify the right talent during the academic tenure of the students and guide them tocome up to the industry expectations.

• Properly align the students resources to meet the industry standards.• Integrate the students technically, professionally and culturally with the IT industry• Build a pool of trained resources which are available as per requirement

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Reliance Fresh Store’s Success Story

• Reliance Fresh launched a “Train – and – Hire Model” to hire large numbers of non‐supervisory sales staff, for their upcoming stores of Reliance Fresh.

• They have tie‐ups with local institutes, NGOs, universities like AIMA, IGNOU etc and ask themto run short‐term Retail Management courses where

• The first month of the course be a Classroom Training;• Second month include 15 days of classroom training and 15 days of store training.• During the third month, each week contain 5 days of store training and 1 day of

classroom training.• After successful completion of the course, the institute would a training completion certificate

to the students and best students according to their criteria are also hired by them.

Cognizant’s Success Story• Cognizant does two programs:

• They identify prospective students in the 3rd year of their academics and provide theminternships during last six months where they put these students on their module,projects and Trainings. Through this program by the time students complete their coursethey are ready for the company.

• Mentorship Program where the employees of the Cognizant frequently visit the selectedstudents and engage them. This done before on boarding of the candidates. A properdetails of the mentors is maintained.

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Initiatives Of The Future

Idea Incubation Center

Faculty Internships

Industry and Institutions Research work

Publish Papers of Indian Cases For Student Reference

Experiments With The Curriculum 

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