12. Tier II and Tier III cities – current education scenario Primary / Secondary Education Basic subject and language related knowledge and basic general awareness Higher Secondary Education Basic subject and language related knowledge and basic general awareness Graduation Students select subjects of their choice and specialize in a particular stream; Cross stream courses rarely available Post Graduation Theoretical specialization in subject of choice. Gradual shift to applied studies Emphasis on theoretical knowledge fuelled by ‘marks’ system, where lesser attention is given to the application of knowledge acquired. Low emphasis on communication and life skill upgradation. Lack of usage of knowledge acquired in the society owing to the education status of the society in general. Much of regional content and low emphasis on flair and skill acquisition correlation Lack of usage of knowledge acquired in the society owing to the education status of the society in general. Non industry related content and low emphasis on flair and skill acquisition correlation Lack of opportunity for application of knowledge. Low degree of preparedness to enter a practical and performance driven society. Low practical communication and adaptability skills. Lack of awareness about current trends and industry requirements
15. Industry need v/s delivery capability Skill Capability of existing education system (in Tier II and III cities) to deliver Industry Requirement Spoken English Low High Written English Low High Foreign Languages Nil Low Accent Comprehension Low High Logical Reasoning Low High Problem Solving Low High Numerical Ability Medium Low Comprehension / Creativity Nil High Key board skills Low High Internet skills Low High Technical Skills pertinent to job Medium - High High Listening skills Low High Initiative / enthuasiasm Low High Team Working Low High Multi Tasking Low High Time Mangement Low High Assertiveness and confidence Low High Integrity / values and discipline Low High Motivation / Drive Low High Sociability Low High Dependability / Reliability Low High
18. Opportunities & industry based challenges, industry liaison Recruitment partners Assessment partner Mentors Industry faculty & industry Relevant training Employable talent pool DIFR would utilize its understanding of industry base – arrived at by conducting workshops, seminars, communication programs and surveys to customize talent management solutions for organizations. Solutions created will be covering the entire gamut of talent management cycle starting from manpower planning till retentrition. The requirements would be then fed to collaborative partners for action. Role of recruiters is to identify trainable and suitable talent pool, solicit their participation in the program of DIFR for the purposes of livelihood advancement Recruiters will also be building a database of candidates, administering assessments and referring them to mentors for re-skilling & up skilling Assessment partner would be developing specific assessments based on generic requirements and specific requirements Mentors, as the name indicates, will be dealing with guiding the candidates referred by the recruitment partners, assessing them on potential capabilities (with the assistance of assessment results derived from the assessment partner), nominating for possible positions and related training Industry faculty and industry association of DIFR would assist DIFR in creating sector, industry and company specific training curriculum and guidance plan. They would also act as absorbers, absorbing candidates generated by recruitment partners and mentors Trainers would be proving training to candidates on specific and generic curriculum designed by industry experts. The goal of this training will be to re-skill / up-skill and provide employability capability to individuals
