RE: [MTC Global] Focused Discussion-- Skill Gaps

I agree. Individual institutions can have tie up with employers and introduce a crash course to prepare the student for that employer and students who are interested in the said employer can join such course. Such course can be conducted by the employers themselves also.

Regards

Virendra Goel

 

From: join_mtc@googlegroups.com [mailto:join_mtc@googlegroups.com] On Behalf Of Raj Mohinder Pal Verma
Sent: Saturday, July 28, 2012 9:48 PM
To: join_mtc@googlegroups.com
Subject: Re: [MTC Global] Focused Discussion-- Skill Gaps

 

Dear All,

 

Virenderji rightly said :

"Again, why management should limit to industry only. Do we not  need management in politics, in service sector, in art and entertainment , in research and development etc. etc…"

 

Applications of managements concepts are in all walks of life.Even common man uses management concepts in his day to day life. It is expected that a qualified MBA should do job better.

 

Corporate / Industry is not the only field , MBA can go for Entrepreneurship, NGO, Politics, and unlimited verticals of Industry say IT, Retail,Pharma, Agriculture etc etc. Each one require different skill sets which are part of Capability. College responsibility is only to built basic competency level which is being done good or not very good. Basic skills are taught in one way or the other.

 

We have to focus on basic skills which are common to all applications of MBA. Skills requirements are dynamic and will be changing from place to place and time to time.

 

Skill gaps like terms are coined by HR to show their importance. Colleges can not please every

section of the industry / business. With basic competency it is the responsibility of organization to provide necessary training to meet their business requirements

 

Management Colleges should focus on developing well only basic skills.

 

Regards.

 

Raj Verma 

 

On Fri, Jul 27, 2012 at 2:32 PM, Shaila <shaila@kfourmetrics.com> wrote:

Dear all,

 

As much as we deliberate 'skills' or the lack of it, it is the responsiblity of the colleges to churn out students fit to work, - 'productive',as much as the industry has an equal responsiblity to partner with the colleges to help identify the 'skills' required from students.

 

In the college I work as a visiting faculty, couple of organisations regularly visit the college for placement without fail, year on year. 

 

Can a solution be worked out with the college and the organisation sitting togather to work out what is required of the students to find jobs in their respective organisations?

 

If there is a boom in retail industry, there are any number of courses in retail management!!!

 

I suggest,  a student should be good at the fundamentals - be it HR, finance etc etc., the add ons courses comes in the form of what organisations require - communications, soft skills etc etc.,   This is what a college is supposed to do.  An organisation is suppose to train their employees to their respective needs.

 

Regards,

Shaila

 

 

 

----- Original Message -----

From: Imimarla@aol.com

To: join_mtc@googlegroups.com

Cc: Kamaltaori@aol.com

Sent: Thursday, July 26, 2012 4:58 PM

Subject: Re: [MTC Global] Focused Discussion-- Skill Gaps

 

Dear Virendra GoelJi,

that should go without saying, only: we have the deep-seated confusion in India that 'management' means only organizing, like basic administration, that's the trouble! In case you are referring to my deliberations, then there seems to be a misunderstanding: I don't think that academicians (I am one myself, albeit very much seasoned in practice-oriented activities combining knowledge & skills - and enjoying it) are 'afraid' of 'professionals' (a bit of it would do no harm, though), but they are contemptuous (to compensate 'fear'?), and that is  what stands in the way of holistic development in education.

Greetings and regards,

Irmel V. Marla (Sociologist/Anthropologist)
Chairperson: International Institute for Holistic Research and Voluntary Action (India-Germany) in collaboration with Rural Business Hub Foundation India
Germany Westenstrasse 2, 76297 Stutensee
India: Sigmund-Lehmann-Nivas, Mitraniketan, Vellanad - 695543, Kerala, India
Mob. 0091(0)9388957882

The International Institute provides overall guidance to RBHFI with international connectivity. This is to activise viable investment opportunities without grants, rebates and subsidies. By recognising performers and lobbying for people-oriented, humane policies, both institutions strive for an egalitarian society and a peaceful world.
Our main fields of action are HRD, cross-culture issues, Disaster Management, Panchayat Raj and grassroot empowerment, self-employment and enhancing employability, and bridging the gap between white and blue collar labour through holistic approach to education.

Publications in India:
Marla/Taori: Operationalising Holistic Human Development. Food for Thought and Ideas for Action in the Rural Context (Concept Publishing Company, New Delhi, 2007)
Marla/Taori: Misery of Leadership - Holistic Approach to Good Leadership (authorspress, New Delhi, 2011)
forthcoming publications: "Middle Class Bashing", Role of Religion, Analyses of Judiciary System, "India and Germany - What we can learn from each other", Disaster Prevention vs. Disaster Management, Development Aid - for whom?, Lessons from Right to Information Act - Case Studies and Analyses, Towards Good Governance

 

In a message dated 26-07-2012 13:47:40 India Standard Time, goel.virendra@gmail.com writes:

I beg to differ that academicians are afraid of the professionals coming from industry or vice versa. There may be individual experiences but that does not define the true picture. It all depends on effectiveness of the person on a particular job on one side job satisfaction and monetary satisfaction for the individual on the other side.

Again, why management should limit to industry only. Do we not  need management in politics, in service sector, in art and entertainment , in research and development etc. etc…?

Regards

Virendra Goel

 

From: join_mtc@googlegroups.com [mailto:join_mtc@googlegroups.com] On Behalf Of velayudhan nair
Sent: Thursday, July 26, 2012 11:29 AM
To: join_mtc@googlegroups.com
Subject: Re: [MTC Global] Focused Discussion-- Skill Gaps

 

Dear Suresh
                       Academicians are really afraid of people from industry.It is a threat to them.
                                                with regards
                                                                 dr. a v v nair
          

On Thu, Jul 26, 2012 at 9:59 AM, SURESH ABHYANKAR <drsureshabhyankar@gmail.com> wrote:

Dear All

The Syllabi will not be revised for many more years to come by any University as the academicians have a major problem “WHO WILL TEACH THE UPDATED SYLLABUS?”

The academicians do not want people from industry to join education field (They feel threatened) and have created N no. of obstacles for industry experienced persons to join academics and they themselves cannot teach because they do not know the latest in the corporate world.

Dr. Suresh Abhyankar

Director

Sai Sinhgad Business School Pune

 

From: join_mtc@googlegroups.com [mailto:join_mtc@googlegroups.com] On Behalf Of Imimarla@aol.com
Sent: Wednesday, July 25, 2012 11:23 PM
To: join_mtc@googlegroups.com
Cc: Kamaltaori@aol.com
Subject: Re: [MTC Global] Focused Discussion-- Skill Gaps

 

Dear All,

we should focus on the root causes which are responsible for the fact that our academically educated youths are not sufficiently prepared for successful employment (individual exception granted):

• traditionally, there is a the mindset & attitude of separation of "white" and "blue" collar work; it applies to students and teachers (which is all the more deplorable) and, of course, to our society as a whole
• Universities and Colleges don't provide sufficient opportunities for real-life practical experiences, the curricula are hopelessly outdated and contain lots of superfluous subjects which should be eliminated in favour of longer-time internships
• majority of our teachers have no practical experiences in their fields themselves, thus we face an 'over-academisation', useless for creating the necessary positive spirit for work
• exams are conducted along non-practical lines, and 'project work' (again alien to real-life workplaces) is oriented on what is theoretically stuffed in - marks are everything!

These are the main reasons why most companies are not at all satisfied with the quality and work ethics of our career aspirants.

According to our research results, so called internships hardly overstep more than a few weeks. Obviously, the students cannot become integrated in any workplace which only would make sense. During internships, they observe what is done, and they dutifully fill their report books with that - does it make any sense?

 

We had the opportunity to study the "Fachhochschul"-system in Germany (mainly science- and technically oriented Universities) where precondition for admission is a minimum of 100 workdays in a respective company or public undertaking related to the intended studies, and they have to show a report on their own work and also, a detailed certificate from the employer. They are employed during their internship, and they are paid.

I have been Head of Dept. of HRD in a German company (for 28 years), and these interns were employed and evaluated by my Dept. Many of them worked with us during their holidays, and we gladly employed many of them after completion.

Also, we had many University teaching staff (including full-fledged Professors - in Germany, professorship is only held by the lighest level of staff, and that not after seniority!) working with just 'normally' with us during holidays (without payment) to stay in touch with practice.

I wish, this dreamwould come true in India!

Now, let us not try to put some bandaid onto the already open wounds, but start tackling the root causes. Let us fight complacency and larmoyance and do the only thing which will promise success: change the system + mindset & attitudes.

 

Irmel V. Marla (Sociologist/Anthropologist)
Chairperson: International Institute for Holistic Research and Voluntary Action (India-Germany) in collaboration with Rural Business Hub Foundation India
Germany Westenstrasse 2, 76297 Stutensee
India: Sigmund-Lehmann-Nivas, Mitraniketan, Vellanad - 695543, Kerala, India
Mob. 0091(0)9388957882

The International Institute provides overall guidance to RBHFI with international connectivity. This is to activise viable investment opportunities without grants, rebates and subsidies. By recognising performers and lobbying for people-oriented, humane policies, both institutions strive for an egalitarian society and a peaceful world.
Our main fields of action are HRD, cross-culture issues, Disaster Management, Panchayat Raj and grassroot empowerment, self-employment and enhancing employability, and bridging the gap between white and blue collar labour through holistic approach to education.

Publications in India:
Marla/Taori: Operationalising Holistic Human Development. Food for Thought and Ideas for Action in the Rural Context (Concept Publishing Company, New Delhi, 2007)
Marla/Taori: Misery of Leadership - Holistic Approach to Good Leadership (authorspress, New Delhi, 2011)
forthcoming publications: "Middle Class Bashing", Role of Religion, Analyses of Judiciary System, "India and Germany - What we can learn from each other", Disaster Prevention vs. Disaster Management, Development Aid - for whom?, Lessons from Right to Information Act - Case Studies and Analyses, Towards Good Governance

 

In a message dated 25-07-2012 22:41:25 India Standard Time, bnath.dutta@gmail.com writes:

Dear All,

We had initiated a discussion on Skill Gaps few days back pertaining  to student community with respect  to job trends as well as skill gaps in specific industries and functional roles. Having worked in the Corporate Affairs and Placement Bureau for sometimes and based on the interactions with HR team and their feedbacks , few areas where gaps exist:

 

1.  Fundamental subject knowledge and clarity in concepts are very much required. Few questions are generally asked like (a) Define marketing in two words ( creating demand) (ii) Difference between Finance and Accounting (c) What is up-selling and cross-selling? It holds good for all specializations. I have never seen that recruitment team is asking difficult questions to student.

 

2. Analytical and Conceptual skills—Many companies exercise case studies in the interview process to understand the conceptual and analytical skills amongst students.

 

3. Logical Thinking—Specific situations are given and students are asked to give solutions for it. Efforts are put to understand the analogy and structured thinking leading to logical solutions to a situation.

 

4. Group Discussions—Simple topics are discussed to understand the areas like group dynamics, team spirit, communication, body language, leadership.

 

5. Right attitude and positive energy – These are very important for any candidate.

 

6. General Business Awareness—Another area of high importance.

 

7. HR teams try to find out whether students have these basics al right. Having these qualities, It is very easy to train the students on the given job-description /role.

 

8. If we talk about specific industries and functional roles---It differs to some extent ( Not in great extent). Like Oracle visiting campus for their B2B operations taking care of USA market –In this case emphasis is more on communication. But basics as mentioned above (KSA—Knowledge Skills Abilities) must be alright. On the similar line a student seeking a job and advertising/branding company must have the creative thinking – A student seeking a job in B2B company selling engineering products must have the technical/engineering knowledge ( BE Background).

 

What is seen that at entry level KSA factors play important role but definitely industry and role specific job demands ‘KSA + Knowledge related to the job’.

 

These are few inputs based on my experience. Request Esteemed MTCians to give their views. This is an important area and needs to be explored further.

 

Warm Regards,

Bholanath

 

 

 

 

 

Dear All,

Hon. VC-ICFAI University, Jharkhand, Prof. ORS Rao has advised to initiate few focused discussions. Let us concentrate first on the area of “Skill Gaps”. MTCians are requested to share their views on the same with respect to job trends as well as skill gaps in specific industries and functional roles. We make a sincere request to MTCians representing corporate to share their views on the same.

 

The inputs will be recorded and presented in a form of report for the purpose of stake holders in Management Education. It will be highly useful and a great contribution.

 

Request wide participation. Your views are very important and will definitely contribute to address the situation.

 

EDUCATE, EMPOWER, ELEVATE

Bholanath Dutta

Before we train the students on various skills... and insist them on developing skills...... the faculty must get the right attitude and exposure on the concept. but in most of the institutions we faculty ride on the ignorance of the students....... i request the forum to offer some practical solutions to faculty problem when we receive e response from corporate......

Dr.R. Subramaniya Bharathy,
Periyar University, Salem.TN

We need to first identify the skill gaps at the faculty level. However, the difficulty I foresee is that these gaps will vary from region to region and person to person. This difficulty, of course, will be faced with identifying the skill gaps of the students.

Regards

Virendra goel

I agree. Skill gap varies role to role, function to function ,region to region and Institution to Institution .

Generally, HR Managers and Functional Managers of the companies , involved in campus recruitment (or recruiting fresh MBAs from open market) at Pan-India level, know the skill gaps (in the
areas of soft skills and functional skills) , on the basis of their experience. Placement Managers of the leading B Schools also are aware of it, as they get feedback from the recruiters. They may share their
views not only the gaps but also their suggestions on remedial measures. This may form the back plane for discussion.

Rgds
Prof ORS Rao

I would like to suggest that we start listing the skills required to be an effective teacher and then try to carry out survey among our members to identify the general scenario with regards desirable level and existing level of particular skill.
Regards

Silos and the silo mentality in industry and other areas that thrive on competition should be encouraged  - but only if they are bedded in a common, vibrant and easy to map unity of invincible strengths in terms of primary, secondary, tertiary and further education and skill development and continuing educational activities.  (Holding these two ideas together may be seen as a form of cognitive dissonance, a state of mind producing considerable discomfort and mental disorder. )

Marrying the collective wisdom of HR Managers in Industries, Functional Managers, Recruiters and Placement Managers with a common longer term vision - a "decadal vision", perhaps, spanning two consecutive five year plans (2012 to 2022) of improving skills in school children is a noble goal and will yield changes of mammoth scales.

"Need Analysis": The attached a document provide a few key points.  The document, provide by Prof. Vishnu Jogelakar, Department of Agadtantra, Tilak Ayurved Mahavidyalaya, Pune (tilakayurved.org/) - Coordinator of the Vaidya-Scientist Programme, Institute for Ayurveda and Integrative Medicine - www.iaim.edu.in/ has come up in ongoing deliberations about developing curricula for different subjects for the 4-year BAMS (Ayurveda course) to be ratified and implemented by CCIM (Central Council of India Medicine;www.ccimindia.org/).  

The problems and difficulties faced by teachers and students in later life is a problem with origins that can be traced back to schools and teachers - assume the same in issues one sees in all other educational establishment including management education.

The seeds for a healthy and sustainable solution to this problem surely must begin with introducing such needs and skills in the youngest of minds possible.  The challenges of developing effective teaching methods and skills and most of all to instill confidence in all involved - captains of industry, HR managers, educational institution management, teachers, students, parents is a formidable task but one that can be readily achieved with more minds involved.

Madan Thangavelu

 

 

 

 

EDUCATE, EMPOWER, ELEVATE

Bholanath Dutta

Founder, President & Convener: MTC Global

Web Link: www.mtcglobal.org Email: bnath.dutta@gmail.com/president@mtcglobal.org

Cell: + 91 96323 18178

 

 

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