Availability of Skilled Human Resources in India

<<–2/”>a >p style=”font-weight: 400;”>Availability of Skilled Human Resources in India

Skilling the youth is the new buzzword in the government, and all the experts agree that it clearly needs a more skilled approach to implement what has been drawn up in a policy paper. It was roughly a year ago the government rejigged the UPA’s Skill India policy to announce the National Skill development Mission with a mandate to train 300 million Indians by 2022.

The good news is the programme has been chugging along. But it requires a substantial amount of tweaking to actively push towards the goals.

The task, no doubt, is a humongous one. The government has estimated an incremental requirement of 110 million additional skilled personnel across 24 sectors, with the highest demand coming in from sectors such as retail, security, real estate, transport, beauty, Health and wellness.

These numbers may Sound overawing but is not surprising considering the demographic reality of the country. As much as 50 per cent of the Population is below 27 years and 700 million in this age group will constitute part of the national population in 2020. That means that the task at hand cannot be taken lightly as a routine work in progress.

It was Prime Minister Narendra Modi who drew up the broad contours of the Skill Development Mission last year. Envisaging India as the “world’s human resource capital” he said that the country should ready itself to replace the diminishing workforce in other countries. This means we must ready our human resources to cater to the global market and that necessarily entails a greater Stress on the quality of training imparted.

Towards that goal the Pradhan Mantri Kaushal Vikas Yojana, skill loan scheme and the national policy for skill development and Entrepreneurship 2015 were launched. In all, 25 organisations including key ministries are currently involved in the daunting task of skilling youth for jobs. Their effort seems more visible in rural India dominated by youth with less educational qualifications and very few jobs going around. In urban slums, awareness about the programme is limited and the youth still seem to be looking around for skilling opportunities.

A skilling mission of this scale and magnitude is bound to have its share of teething troubles. Though there has been an effort to converge all the government projects under an umbrella, there is also need to standardise on quality, inputs and outcomes.

For that stringent standard operating procedures need to be put in place. Some organisations have them, but most do not. Till uniform standards are established, the mission may not gain the required acceleration although those associated with it are confident that the required correctives will be incorporated sooner than later.

According to experts, the mission faces many challenges. One of the major concerns has been the high drop-out rate among trained candidates — which is close to 70 per cent. It has been observed that though trained for three months, of which the last month is on-the-job orientation, and provided EMPLOYMENT in industrial townships or metros, candidates from the hinterland tend to return home, intimidated by urban culture and expectations.

Keeping them

To reverse this trend, some steps have been taken. For instance, on April 1, the government issued Common Norms for all skilling programmes, which according to programme implementing agencies (PIAs) may help the situation to an extent, though it is too early to tell whether these are effective enough.

Under the Common Norms, PIAs are now offered an incentive up to ₹3,000 per candidate if he or she retains a job for over 12 months and ₹5,000 per candidate for progression to a salary of ₹15,000 per month. One-third of the incentive paid to the PIA goes to the candidate in addition to his or her salary.

To help candidates retain jobs, the PIAs seem to have formulated their own methods. They persuade companies to hire in batches from the same training centre to cut costs and increase support and safety of candidates. Skilled migrants are also helped with accommodation and encouraged to live together to enhance the sense of camaraderie.

I saw the PIA intervention at work when I interacted with three sales assistants in HyperCITY, a department store in Noida. The sisters Baghe — Anita and Banita — and their friend Rupali Samal all hail from Odisha’s Koraput district. They were trained at a centre in Bhubaneshwar and joined work seven months ago.

Though placed in different sections of the store, they keep common working hours, live, cook and travel together to and fro from work. They share the rent of the room where they stay and pitch in with all the domestic chores.

Every few months they send home a few thousand rupees, spending only a fraction of the over ₹7,000 they earn per month. They even mange to put aside a small sum in their bank accounts. “It is our first job and our first time here in the big city. But because we have each other, it is easier to cope,” Rupali says. From a single parent family she had to persuade her mother to allow her to go to distant Delhi.

Recently, the Deen Dayal Upadhyaya Grameen Kaushalya Yojana (DDU-GKY) introduced a Migration support framework to address homesickness and cultural alienation. This may be a good strategy. It has envisaged migration support centres in every State that will serve as “a home away from home” for the recruits. State governments are also supported with a fund of ₹10 lakh per centre per annum.

Apart from the high dropout rate, the Skilling India initiative has another impediment. It has not been able to create a buzz about itself. Nor has it excited the Industry enough for its candidates to be picked up on a priority basis.

There are still questions being asked about the quality of some of the training being imparted. To make its mark, the programme needs to not only scale up but adhere to international benchmarks and build a better skilling reputation.

The availability of skilled human resources in India is a major concern for the country’s economy. The skills gap is widening, with employers struggling to find workers with the skills they need. This is due to a number of factors, including the rapid pace of technological change, the changing nature of work, and the mismatch between the skills that are being taught in schools and colleges and the skills that are in demand in the workplace.

The skills gap is having a negative impact on India’s economic Growth. Businesses are finding it difficult to expand and compete in the global marketplace, and workers are struggling to find jobs that match their skills and qualifications. The skills gap is also contributing to income inequality, as those with the most in-demand skills are able to command higher salaries.

There are a number of things that can be done to address the skills gap. One is to improve Education and training. Schools and colleges need to do a better job of preparing students for the jobs of the future. This means providing them with the skills that are in demand by employers, such as critical thinking, problem solving, and Communication. It also means providing them with the opportunity to gain hands-on experience in the workplace.

Another way to address the skills gap is to attract and retain talent. This means creating a more attractive work Environment for employees, such as offering competitive salaries and benefits, providing opportunities for career development, and creating a positive Work culture. It also means making it easier for employees to balance their work and personal lives.

Upskilling and reskilling are also important in addressing the skills gap. Upskilling is the process of Learning new skills to improve your current job performance. Reskilling is the process of learning new skills to prepare for a new job. Both upskilling and reskilling can be done through formal education and training, on-the-job training, or self-learning.

The future of work is changing rapidly, and the skills that are in demand are constantly evolving. It is important for workers to be able to adapt to these changes and to develop the skills that are needed for the jobs of the future. This can be done through education and training, on-the-job training, or self-learning.

The skills gap is a major challenge for India, but it is one that can be overcome. By improving education and training, attracting and retaining talent, and upskilling and reskilling workers, India can ensure that it has the skilled workforce it needs to compete in the global economy.

In addition to the above, here are some other things that can be done to address the skills gap:

Invest in research and development. This will help to develop new technologies and create new jobs.
Promote entrepreneurship. This will help to create new businesses and new jobs.
Improve Infrastructure-2/”>INFRASTRUCTURE. This will make it easier for businesses to operate and create jobs.
Reform the education system. This will ensure that students are prepared for the jobs of the future.
Provide job training and placement Services. This will help workers to find jobs that match their skills and qualifications.
Support lifelong learning. This will help workers to keep their skills up-to-date and to adapt to the changing needs of the workplace.

What are the top skills in demand in India?

The top skills in demand in India are:

Artificial Intelligence (AI) and machine learning (ML)
Data science
Cloud computing
Cybersecurity
Software development
Digital Marketing
Project management
Business analysis
Human resources
Sales and marketing
Customer service
Accounting and finance
Supply Chain Management
Operations management
Engineering
Healthcare
Education
Law
Media and entertainment
Tourism and hospitality
agriculture
Manufacturing
Construction
Retail
Transportation and Logistics

What are the challenges in the availability of skilled human resources in India?

The challenges in the availability of skilled human resources in India are:

The mismatch between the skills that are in demand and the skills that are being taught in educational institutions.
The lack of skilled workers in certain sectors, such as IT and manufacturing.
The brain drain, as skilled workers move to other countries for better opportunities.
The high cost of training and upskilling workers.
The lack of awareness about the importance of skills development.

What are the solutions to the challenges in the availability of skilled human resources in India?

The solutions to the challenges in the availability of skilled human resources in India are:

There is a need to bridge the gap between the skills that are in demand and the skills that are being taught in educational institutions. This can be done by introducing new courses and programs that focus on the latest technologies and trends.
There is a need to increase the number of skilled workers in certain sectors, such as IT and manufacturing. This can be done by providing incentives to companies that hire and train workers in these sectors.
There is a need to stop the brain drain, as skilled workers move to other countries for better opportunities. This can be done by providing better opportunities for skilled workers in India, such as higher salaries and better working conditions.
There is a need to reduce the cost of training and upskilling workers. This can be done by providing government subsidies for training programs.
There is a need to increase awareness about the importance of skills development. This can be done through public awareness campaigns and by providing information and resources to workers and employers.

What are the benefits of having a skilled workforce?

The benefits of having a skilled workforce are:

Increased productivity and efficiency.
Improved quality of products and services.
Increased innovation and creativity.
Reduced costs.
Improved customer satisfaction.
Increased competitiveness.
Improved national economic growth.

India is the world’s second most populous country, with over 1.3 billion people. It is also one of the fastest growing economies in the world. What is the main challenge facing India’s economy?
(A) The availability of skilled human resources
(B) The lack of infrastructure
(C) The high level of Corruption
(D) The low level of education
India has a young population, with over 60% of the population under the age of 35. This means that India has a large pool of potential workers. However, many of these workers are not skilled. What is the main reason for this?
(A) The lack of Investment in education
(B) The lack of job opportunities
(C) The lack of motivation
(D) The lack of access to training
The Indian government has made a number of efforts to address the issue of the lack of skilled human resources. One of these efforts is the National Skill Development Mission (NSDM). What is the goal of the NSDM?
(A) To train 500 million people in skills by 2022
(B) To create 100 million new jobs by 2022
(C) To reduce the Unemployment rate to 5% by 2022
(D) To increase the number of people with post-secondary education by 20% by 2022
The NSDM has been successful in training a large number of people in skills. However, there are still a number of challenges that need to be addressed. One of these challenges is the lack of quality training providers. What is the government doing to address this challenge?
(A) It is providing financial assistance to training providers
(B) It is setting up standards for training providers
(C) It is accrediting training providers
(D) It is providing training to trainers
The NSDM is a long-term initiative. It is expected to take several years to achieve its goals. However, the government is committed to addressing the issue of the lack of skilled human resources. What are some of the benefits of having a skilled workforce?
(A) It can lead to higher economic growth
(B) It can lead to higher productivity
(C) It can lead to higher wages
(D) All of the above
The government is not the only organization that is working to address the issue of the lack of skilled human resources. There are a number of private sector organizations that are also working on this issue. What are some of the things that private sector organizations are doing?
(A) They are providing training to their employees
(B) They are setting up their own training centers
(C) They are partnering with government agencies to provide training
(D) All of the above
The issue of the lack of skilled human resources is a complex one. There are a number of factors that contribute to this issue. One of these factors is the lack of investment in education. What are some of the other factors that contribute to this issue?
(A) The lack of job opportunities
(B) The lack of motivation
(C) The lack of access to training
(D) All of the above
The issue of the lack of skilled human resources is a challenge for both the government and the private sector. However, there are a number of things that can be done to address this challenge. One of these things is to invest in education. What are some of the other things that can be done?
(A) Provide training to workers
(B) Create more job opportunities
(C) Improve access to training
(D) All of the above
The issue of the lack of skilled human resources is a serious one. However, it is not insurmountable. There are a number of things that can be done to address this challenge. If the government and the private sector work together, they can make a real difference. What are some of the things that the government and the private sector can do together?
(A) Invest in education
(B) Create more job opportunities
(C) Improve access to training
(D) All of the above
The issue of the lack of skilled human resources is a complex one. However, it is also an important one. If India wants to achieve its economic goals, it needs to address this issue. The government and the private sector need to work together to make this happen.