India Skill Report 2020

emerging tech is changing the way business is done but it alone cant ul the economy to 5 trillion $ target
talent has to go hand in hand. lot of jobs are created due to increase in ecomm and infra spending by
the gov.
we are in industry 4.0 which focusses on cyber physical system , internet of things, networks, leading to
big data analysis is a core area which nearly all the sectors in the economy are adopting.
even if the economy is growing the employability has remained stagnant to 46% lead by Maharashtra,
tamilnadu, uttar pradesh having the most employable population further if we categories by cities then
mumbai, hyderabad, pune are leading the list.
ecomm and bfsi are expected to increase their hire with the max demand being around 1-5 years
regardless of the sector. gender party in haring 71:29 m:f respectively.
problem for stagnant employability are

 dated curriculum

 lack of practical knowledge

 attitude(chasing pay cheque)

 emphasis on theory based learning

suggestions by the think tank of hr

 for gov- policies to support women in blue collared jobs, monitoring state run institutes and to
make them truly effective, incentives for corporates providing internships, women friendly
training programs for advance tech

 for Industry - reskill workforce, collab with colleges and skill people, equal employment
opportunities for both male and female.

 for academia - curriculum as per industry norms, better infrastructure for hands on knowledge,
more guest lectures and internships, promote continuous learning and unlearning.

Indian millennials contribute to the global consumer market and are the key targets apart from this they
have been contribution to 47% of the Indian workforce and is likely to stay in the same ratio for the next
10 years. ministry of overseas Indian affairs has conceptualized bilateral agreements with several
countries to simplify the immigration process for the indian professionals. Having proficiency in English
has helped the indians i hassle free business comm giving them an edge which has even lead to 1 of 2 in
fortune 500 companies to outsource software development to indian firms, however at present only 2.3
% of the indian workforce is formally trained to be in the global employability whereas in south Korea its
96%. skilling upskilling and reskilling in required in the tech ecosystem.
if the country is able to keep 48% of the women n india in work force for the next 10 years it would lead
to addition of $ 700 billion. to reach such goal some steps need to be taken being-
safety and friendly policies
flexible working hours
upskilling programs for sr roles
mentorship

countries that have been able to overcome the women workforce problems

 Brazil- with free childcare services helped mothers buy more time to work hence leading to
increase in share in workforce.

 Nepal- community based childcare program "PRAVESHDWAR", here the women take turns in
taking care of the children and being bread earners.

Gigs or task based Workforce

as per white paper published by master card gigs generate $200 billion which is projected to be at $455
billion y 2023.
india contributes to 24% of the total gig force in the world in forms of software developers, data entry,
creative professionals. having such a labor force the county is shifting from the traditional model to the
gigs but with this the country need to even adapt to- change in mindset, flexibility in usage of
organization systems.
not only will the county need the change there will be a need for skills improvement like,

 working in isolation yet in collab

 networking and interpersonal communication,

 ability to do project based roles

 working efficiently without supervision

 agile setup not an issue

the global freelancers comprises of 60% female workforce and they can even help bring a positive
impact in india on gender parity

The Supply Story

India is one of the youngest countries in the world with a median age of 29.wheebox national
employability test survey was conducted where 30000 student from over 28 states and 9 ut took part
the results are as follows
 46% were job ready .
 management graduates most employable followed by engineers 54% and 49% respectively, the
decline in engineers is a bad sign as there is growing need of ai and data analysis ,robotics ar/vr
meaning that the productivity in these areas will take a hit.
 top 10 places for employability were mumbai hyderabad pune delhi banglore chennai manglore
vishakhapstnam lucknow coimbatore
 further based on skill sets like business communication, numerical, critical thinking, computer
skills states that topped them were telangana,telangana, rajasthan, west bengal respectively.
 gender parity for employability score is almost at par for both being 46-47 m-f in 2018
mumbai ,gaziabad, hyderabad(m) hyderabad, vishakahpatnam, ghaziabad (f)
 student expectation 55%< expect more than 2.6 lakhs &< annually , companies ready to pay
more for desired skills in the long run .
 skills investment vs outcome - andra pradsh had the best utilization of funds compare to other
states if skills investment vs employment as outcome is to be considered, having 65% of their
short term training people got placed .
maharastra being the worst almost all with just 35%.
all the academia on the supply side spoke about the need to change it curriculum as per the industry
standards and very rightly said by
 mr anil sachdev founder and ceo of SOIL Indian "our higher education system needs to be
reimagined".
 Mr. Chandrasekhar sripada sad "make analyst and investors to ask and review what skills a
company has identified as obsolete and how is skill upgradation being provided for those who
will lose jobs due to old skills.

the demand story

it is imp to understand the changing job landscape and the new roles that are needed for the future so
as to the leaders can come up with solutions to develop new skills. to understand the scarcity of
appropriate workforce an online survey was conducted where 150 employers had taken part from over
9 sectors of the economy.
  positive hiring outlook was seen regardless of the sluggish ecomm with the highest demand by
the cm and the bfsi sector but the decline was seen in the automobile and manufacturing
sectors.
 smaller organization based on the no of people working had higher intent to hire more people
with the %of 67% and as the company size grew the intent for the same decreased.
 people with 1-5 years of work experience were sort after the most by the employers and the
demand for freshers was high in the it sectors ecom and bfsi. overall the trend for freshers didnt
look that positive.
 most sort after skills were positive attitude, adaptability, domain knowledge , learning agility
and interpersonal skills skill with increasing demand were data science and analysis, social
media marketing, robotics, human centric designs etc.
 knowledge bsed work saw more female participation than the labor driven sectors.
 employers refers permancancy over short term engagement and recruiters prefer internal ref,
job portals, consultancies, and social network for hiring.
 near about 50% of people hired from gov. initiative programs had the required skill set.

problems as per industry with the available workforce

 people are looking for safer career and dont follow there passion almost 1/2 the respondents
online in a survey done my monster admitted their jobs didnt aline with their true passion and
further 1/3 of them agreed to the fact they we working for paychecks. there has been an
inclination towards white collar jobs and dur to millennials culture job hoping in become very
famous giving them the name of job hoppers.
 quality of educational institutes have degraded and the curriculum has become obsolete and to
tackle this AICTE revised their courses as per industry standards after 7 years in 2018-2019 and
this should be followed y other institutes as well. there is a lack of focus on practical/life skills
and more on theoretical knowledge and scoring.
 "there is a need to bridge the gap between the Indian demographic dividend ,less participation
of women in workplace should be treated as an economic agenda rather than a societal one"-
chitali mukherjee (pwc India and india digital upskilling leader). there needed to be a sync
between the institutes in india as out of the top 100 institutes 67 institutes are just from 8
states. furthermore the salary structure and policies need a change as the sales revenue of the
org had fallen for the first time in the 7 years leading to a push for the youth away from the low
paying job markets. there is a need to incentivize the workforce. I need for a credible source for
the job seekers to know the skills and courses for the specific job roles.

means to increase the employment opportunities.

 the universities platform for delivery of real time data and insights o jobs and talents, promote
online learning, restrict stereotypes, increase supportive programs for women and learning,
constant monitoring and controlling the implementation of any programs, policies etc.
  need to increase in opportunities and duration for internships and apprenticeships for fresh
graduates.
 Co create curriculum and support training programs
 Standardize compensation for each job role , incentivization for companies who are creating
mass jobs and for organization with 100% woman workforce and build awareness of the gov.
initiatives.

Message for the industry

 A Ganesh – HR – Shriram Transport Finance- there is a need to upskill the technology without
thinking about immediate returns.
 Amar Deepika Kashyap- Group Hr, Ashok Piramal Group- automotive sector has bought in new
technological advancements leading to change in the smaller partners as well making the supply
chain stronger .institutes haven’t been that effective and there are startups engaged in
upgrading skills for application of new technologies.
 Amit Malik- chief People, Operation And Customer services officer- Aviva Life Insurance India
LTD- life insurance would get investments in the future leading to research in the consumer
behavior to tap into the largely untapped people. there is a need to develop products that cater
to the millennials where they can select features that best suit their needs.
 Archana Bhaskar- CHRO and Head Corporate Communications- Dr. Reddy’s Laboratories Ltd-
ratio of medical rep to doctors will increase leading to more employment in the sales sector and
currently there is a lack in the innovation space.
 Dr. P.v.Ramana Murthy – Executive Vice President and global hear hr – Taj group of hotels – he
quoted jack welch , general electrical “rate of change of outside > rate of change of inside then
the end is near”.
 Gautam kar – Head talent Acquis ion – Wipro LTD – pointed at talent pool in the tier 2&tier 3
cities.
 Kannika sagar – Chief People Officer – HCL Infoystems ltd – automation without skills not
possible skills like innovative mindset, problem solving and change in mgt structure also
required to unlock its true potential. There is a need for flatter hierarchies, employee
entrapreneurships, self mgt and design thinking.
 Manoj Tibrewal – group head HR, distribution, marcom and branding – AU Small Finance Bank –
Believes being able to deal with diverse culture, Ambiguity and learning to manage intellect will
be must for hiring managers. Internal mobility of the work force is Imp for wider Exposer and
helps in enhancing employee performance.
 Mehraz Balporia – Head Talent Acquisition & business Partnership – RBL Bank – there is increase
in employment opportunities in the microfinance domain as it is one of the most profitable and
human capital-intensive Sector.
 Nirav Jagad – Chief people Officer – Nykaa.com – they follow the buddy system in the org where
they pair up relatively new employees with the existing ones giving them an exposer to live
assignments and guidance and the existing employees learn about the new tech.
 Ssandip kulkarni – CHRO – Brinks India - online learning and certifying employees which is
conducted by CURRENCY CYCLE ASSOCIATION and are also in collab with national skill
development corporation to certify employees based on qualifications and skills required to
 perform their duties. CRA is also facing lack of skilled manpower as there are a lot of norms that
need to be followed.
 Srikanth Karra – CHRO – mphasis – they have created a personalized and gamified platform
which curates to the needs of the new age.
 Sriram T.V – Vice President - Hr – robert Bosch Engineering and Business – in 2022
o 10-20 % will be deployed in new skill that don’t even exist today
o 60-65% deployed to change skillsets.
o 20-35% facing existential threat to their jobs.

No more it is study-work-retire it now study-work-relearn- reskill.

 Sriram v – CHRO – Bankbazaar.com – service industry alone cannot alone push the economy to
$5 trillion and unless we invent and innovate a quantum jump is difficult.
 Prashant Parashar – President Global CHRO – emcure Pharmaceuticals – the pharma industry is
highly dependent of their overseas partners for maintenance, troubleshooting causing for delay
& loss of productivity.

Supply and demand Equilibrium

 Talent availability and hiring Intent
o State wise – Maharashtra topped the list
o Gender wise – hiring intent for male was more
 Educational Domain – Employability and Demand
o Engineers
o BCA / BBA/ BCOM Graduates
o MBA / PGDM or equivalent.

What to do to improve the gap

A new point that made to the list was 2 years internship a mandate for students.