“To Study the problem of skills gap & its effect on attrition in brass industry of Jamnagar”

Author Name
Nanavati Kausumi ( Teaching Assistant, Atmiya University)
Dr. Reva Mishra (Asso. Prof. & Research Supervisor, Atmiya University)

Abstract : According to my research theme” To study the problem of skill gap & its effect on attrition in brass industry
of Jamnagar.” As we all know that the Jamnagar city of Gujarat state from India the great is very well known and
important tool for brass parts manufacturing and job work. Here at Jamnagar various types of industries are running.
This industrial estate is healthy with various types units having a small team of 5 persons to giant unit with more than
400 person working under one roof. Here, many units are working at international level since many years. Some are
the unit provide the job work of those bigger companies which leads the whole economy of our country. As we all know
that Jamnagar is the Brass city. Jamnagar is known as a reputed brass parts manufacturing centre for more than half
a century. At present there are 4,500 units engaged in brass parts and component manufacturing in Jamnagar. The
industry gives direct employment to nearly 50,000 workers and nearly 1, 00,000 persons indirectly.This study is
focusing on the skills gap of the workers in brass industry Jamnagar and how it impacts on the attrition of the workers.
This study will also show the loyalty of the workers is working in brass industry although there is a skills gap. In this
study one more thing has been included which is the relation between age and skills gap in brass industry. It will also
have the steps to overcome this problem of skills gap.

Keywords: sd, international level industry, skill gap, brass industry

Introduction : This research paper based on brass industry which is dealing with various Manufacturing sectors. In India Brass
metal industry are located mainly in the states of Gujarat, Haryana, Orissa, Assam and Uttar Pradesh. But there is a subtle
difference between the products manufactured in these states. The products manufactured in Haryana, Orissa, Assam & Uttar
Pradesh are mostly brass metal handicrafts and utility items made out of sheet metal components or single piece casting, whereas in
Gujarat it is mostly brass-machined components. From the point of view of its application or usage pattern, the products
manufactured in Uttar Pradesh, Orissa, Assam & Haryana are consumer products and are used as gift, utility or decorative items,
whereas the products manufactured in Gujarat can be classified as industrial product and consumed by industries as a
part/component of their final product. Unlike the above four states, the brass part products in Gujarat require a lot of machining
activities like turning, milling, grinding, drawing, boring, threading etc. Jamnagar known as the brass city of India, has been an
important industrial centre since long for brass related parts. Jamnagar is inhabited by a various types of brass related work units
which include Brass foundry; Brass parts manufacturing, Electroplating and Extrusion units. There are about 3500 brass related
units alone in Jamnagar. Majority of these Brass units in Jamnagar are in operation since last 15 to 20 years. All these units are
located in pockets of Shankartekri, MP Shah Udyognagar, Patel colony and Dared areas. Jamnagar Brass cluster like many other
clusters was in dire-straits with regard to the energy efficiency and conservation. In almost all units, whether big or small, there had
been no conscious effort to take up energy conservation and energy efficiency measures as a part of day to day operations. Many a
times, the small scale entrepreneur was not even aware of measures that could bring down the percentage energy cost, which
automatically brings down the manufacturing cost. Some of the bigger units had experimented with few parameters to improve
energy efficiency in the units, but the results and outcome was confined to them only. Jamnagar Brass cluster had been operating in
traditional conditions and most of equipments/utilities using in cluster were procured from the local suppliers. They are making the
equipments on their traditional expertise, which had remained unchanged over the years.Till now there has been very little focus on
energy conservation activities in the units. Also, there have been no concrete external interventions as well to help the small units
come out of their shell and rise up to the necessary energy efficiency benchmarks.
Review of Literature: After getting various studies of different researchers point of view, different researcher prospects and
views given in the form of review of literature.. According to Monika Aring1 Background paper prepared for the Education for All
Global Monitoring Report 2012 Youth and skills: Putting education to Work. 2012. CEOs from around the world consider skills
gaps one of their top five pressing concerns. In both developed and developing countries, skills gaps are constraining companies’
ability to grow, innovate, deliver products and services on time, meet quality standards and meet environmental and social
requirements in countries where they operate. Closing skill gaps directly impacts improved productivity, employment, and
enterprise creation, whether in the formal or informal sector (WEF, p.13). This report reviews the literature on 120 employer
surveys from developed and developing countries. It documents the extent of the skills gap in different countries, describes some of
the causes for the skills mismatch, and unpacks what employers mean when they say graduates are not “employable.” While the
impact of skills shortages (insufficient numbers) will be felt most heavily in the developed nations due to aging of the population,
closing skills gaps (insufficient skills) is especially important for the world’s young people aged 15-24, most of whom live in
Developing countries where there are few opportunities for productive employment. Kazutoshi Chatani2 August 2010 ILO Jakarta
Office. This paper analyzed a skills gap in Aceh from the view point of tapping into economic growth potential in a sustainable
manner. It examined economic sectors, the development plan and skills demand at the community level to gain insight into skills
demand in the near future. Labour market analysis and qualitative research complemented the skills demand analyses. The paper
then compared the anticipated skills demand against the current supply of skills training identifying the gap in which skills
development policy intervention is most desirable. Adding more value to agrarian and marine products is fundamental to improving
income in a sustainable manner. In fact, Aceh is endowed with fertile land and seawater rich in marine resources. Therefore, this
paper emphasized the importance of food processing, packaging and marketing skills. Skills training supply in these areas,
however, falls short of the necessary amount. As discussed in Section 5, a relatively well-educated workforce is another asset of the
region. Since enterprise development induces much needed employment creation in the region, fostering an enabling business
environment brings about multiple benefits. Skills training can play a role to this end. Provision of entrepreneurial skills and other
business skills is encouraged. Lee Clinton Green Gardner3 Determining the Skills Gap: A Study of the Perceptions of Entry-Level
Skills of Recent Career and Technology Education Completers -Webb University.This study examined the perceptions of
community employers as to the skill levels of graduates from Career and Technology Education (CTE) programs. This study also
examined the perceptions of former students of CTE programs. The skill level is the skills that the job market deem necessary to be
successful in a particular industry. This study also determined if the skills being taught in secondary schools meet the needs of
community employers.
Objectives of the study:
1. To identify the existence of skills gap in brass industry of Jamnagar.
2. To find out relation between skills gap and loyalty of employees.
Research Problem: This study is based on the skills gap and its effects on attrition in brass industry of Jamnagar.
Hypothesis and objective testing:
Objective: 1 To identify the existence of skills gap in brass industry of Jamnagar.

H0: there is no skills gap existence in brass industry Jamnagar.

H1: there is skills gap existence in brass industry Jamnagar.

Objective: 2 To find out relation between skills gap and loyalty of employees.

H0: There is skills gap but loyalty of employees is there.

H1: there is skills gap and not loyalty of employees is there.

Sample Design:

TYPES OF RESEARCH Exploratory research

DAT A COLLECTION METHOD Primary data

STASTICAL TOOLS Appropriate statically tools will be applied
DAT A COLLECTION INSTRUMENT Questionnaire

SAMPLE UNITS 100

METHOD Non probability convenient sampling

Analysis of the objectives

Strongly
Questions Strongly agree Agree Partially Disagree
Disagree
agree/dis.

agree
I am very well aware about my job. 29 15 24 20 12

I think that my job doesn't make good 2 11 9 44 34

use of my skills & ability.

Variety is there in my work/job. 22 11 21 22 24

I can analyse the problem in my work. 16 14 25 29 16

I found my task difficult. 3 8 15 33 42

Total 72 59 94 148 128

Applied One-way ANNOVA test on this data:

 Table:

ANOVA

Source of Variation SS df MS F F crit

Between Groups 1117.76 4 279.44 3.180514 2.866081

Within Groups 1757.2 20 87.86

Total 2874.96 24

Analysis and Interpretation:According to the calculation of annova test the calculated value is greater than tabulated
value so here the hypothesis is rejected. It clearly shows that there is a skills gap in the brass industry of Jamnagar.

Questions Strongly agree Agree Partially Disagree Strongly Disagree

agree/dis
.
agree
I am very well aware about my job. 29 15 24 20 12
I think that my job doesn't make good 2 11 9 44 34

use of my skills & ability.

Variety is there in my work/job. 22 11 21 22 24
I can analyse the problem in my work. 16 14 25 29 16
I found my task difficult. 3 8 15 33 42
Total- X 72 59 94 148 128
Strongly Partiall Strongly Disagree
Questions Agree Disagree
agree y agree/
Dis.agree
I follow through on things I have 42 3 28 16 11
said, I

would do.
I am encouraged. 29 17 17 20 17
I support every decisions taken 31 13 26 21 9
by my

supervisor.
I am satisfied with my work & 23 29 18 24 3
organisation.
Rate your job 54321 4 15 29 38 14
Total-Y 129 77 118 119 54

X Y Regression Statistics
72 129 Multiple R 0.073005
59 77 R Square 0.00533
94 118
Adjusted R Square -0.32623
148 119
Standard Error 37.17965
128 54
Observations 5

By analysing data with the use of regression the effect of skills gap is 0.005 very negligible on loyalty. If skills gap is there in the brass
industry loyalty should be less but here we conclude that Though there is a skills gap in brass industry, employees are loyal to their
organisation.

Findings and suggestions - Negative and Positive point of view:

There is a skills gap in brass industry. Low analysis skills and proper training centres are not there in the industry so, development
and growth of the employees are very less and also less opportunities Possitive Impacts also found there is a skills gap employees
are loyal to their work and there is no any impact of age on the skills gap workers are satisfied with their job
Suggestions: Management should know first that what is the problem and what is the reason, where they are lacking?
According to my research paper and findings proper training program should be conduct by the supervisors to their workers, proper
training facilities, centre, instructor within the organisation, prroper planning needed to perform a task management.
Conclusion: Overall we fund that the brass industry is having a skills gap which should be removed by the organisation
for the development of them as well as the industry as it is very big industry and have huge market around the world.
References:
1. www.brassindia.com
2. www.citehr.com
3. www.mbaschool.com
4. http://nist.gov/mep/upload/Bridging-the-Skills-Gap_2012.pdf
5. http://shodhganga.inflibnet.ac.in/bitstream/10603/2155/8/08_chapter%203.pdf
6. Adams, C. J. (2012, August 22). N.C. early-college model brings lessons, results. Education Week Spotlight on Dropout
Prevention, 1-3.
7. Agostino, B., & Reese, A. (2010, November). Does raising the compulsory school attendance age increase graduation rates?
Durham, NC: Duke University. Alliance for Excellent Education. (2006). Saving futures, saving dollars: The impact of
education on crime reducation and earnings. Washington, DC:
8. Alliance for Excellent Education. Ames, M. (2009, November). Solving the drop-out crisis. (S. McKibben, Ed.) NewsLeader,
57(3), 5.
9. Human Resource Development by WERNER/DESIMON