An Inner-view into the Little known Secrets of the IT
With innumerous criteria for selection and along with the number of ways graduates prepare themselves to get hired; it would only be an ignominy of the ordeal of them not making the cut to get recruited. There is a career opportunity knocking at every graduate's doorstep and is ready to be grabbed. It only turns out to be stagnant than a progressive growth when the ones who grab it cannot live up to its demands. This is generally because there are craters in getting them job ready by organizations.
During recruitments, the first few points that are evaluated are related to the proximity of the region a company is located. To illustrate, a Gurgaon based company would look at the institutes in the NCR with assumptions that the people hired are necessarily based in and around of the National Capital Region so they do not have to relocate from another place to come in. On the other hand, most organizations that are not technology product development companies also look out for candidates on the technology side whom they can train so that they could support the systems and processes that happen in the organization. So on a preferable scale; institutions which help in giving multi-disciplinary exposure like developing students' communication skills and personality development are primarily looked at. These are organizations and institutions which have evolved and incorporated these practices. Furthermore, tenure is also a considered aspect. Institutions must be established for a period of time for them to offer quality education along with a pipeline of students to look at.
Since engineers today are a major facet among the type of personnel required in corporate. For recruiting them, the candidates are put through a three month intense training program which is called an "orientation schedule". It is broken down into various aspects like information about the company and organization. It consists of modules such as soft skills, business communication skills, personality development and specific technical skills that organizations instruct the new employees. But not infrequently do people come out of a technology institute where they may have only read the concepts of software like Java language to illustrate, without actually working on it. Consequently companies put such employees through a training program which gives them a better appreciation and accessibility to it; while providing an ability to work on the software that they get in.
In provision for freshmen the current opportunities are likely to qualify those who pass out of the three year graduation program or the engineers who pass out of the four year engineering program. There is opportunity for them to evolve as process specialists for capitals because of the support there is today.
But today; despite factors like open and walk-in interviews and large scale recruitments, most of today's engineering and MBA institutions in the country lack employability skills. A remedy for it could be the need for educational institutions to prepare candidates who are more employment market ready. On the contrary what is usually got is good quality raw material; wherein the complete objective results in making ready the new recruits for the job market for being productive with software in an organization. In that way companies would have to put in a lot of effort and investment.
Towards the end page of final year of academics; institutions need to introduce new technologies, operating systems, software, and help create an urge amongst students to come up and utilize those so as a way of getting them employment market ready.
It would be a remedial aid if institutions partnered with industries. If they go to organizations like NASCOM, CII, and the like, and worked with their members; then it could help in defining and detecting the lacking factors that the industry requires and execute changes in the curriculum consequently. This crucial curriculum change would be essentially required in the final year because the first 2-3 years is basic skill building and understanding through the time tested teaching methodology. When students are ready to be graduated, they need to be attuned with the world they are going to get into. This is essentially important because 90 percent of them choose employment over higher studies. The ones who go for the former should be employment market ready.
To produce such students is the responsibility of both the industry and the educational institutions and not just colleges' alone. In accordance, it is a responsibility that is shared with the industry and the market. If the mechanism of making it happen could be figured out, we would then be accelerating our growth to a developed economy much faster.
Rajeev Bhardwaj
With more than 20 years of experience in the field of Human Resource Management in India. Mr. Rajeev Bhardwaj is a name to reckon with in the HR industry. Key expertise in HR policy management, capability building, talent development, HR M&A, succession planning, employee relations and coaching & leadership hiring, Mr. Bhardwaj has handled a larger employee base, multi site multi geography.
During recruitments, the first few points that are evaluated are related to the proximity of the region a company is located. To illustrate, a Gurgaon based company would look at the institutes in the NCR with assumptions that the people hired are necessarily based in and around of the National Capital Region so they do not have to relocate from another place to come in. On the other hand, most organizations that are not technology product development companies also look out for candidates on the technology side whom they can train so that they could support the systems and processes that happen in the organization. So on a preferable scale; institutions which help in giving multi-disciplinary exposure like developing students' communication skills and personality development are primarily looked at. These are organizations and institutions which have evolved and incorporated these practices. Furthermore, tenure is also a considered aspect. Institutions must be established for a period of time for them to offer quality education along with a pipeline of students to look at.
Since engineers today are a major facet among the type of personnel required in corporate. For recruiting them, the candidates are put through a three month intense training program which is called an "orientation schedule". It is broken down into various aspects like information about the company and organization. It consists of modules such as soft skills, business communication skills, personality development and specific technical skills that organizations instruct the new employees. But not infrequently do people come out of a technology institute where they may have only read the concepts of software like Java language to illustrate, without actually working on it. Consequently companies put such employees through a training program which gives them a better appreciation and accessibility to it; while providing an ability to work on the software that they get in.
In provision for freshmen the current opportunities are likely to qualify those who pass out of the three year graduation program or the engineers who pass out of the four year engineering program. There is opportunity for them to evolve as process specialists for capitals because of the support there is today.
But today; despite factors like open and walk-in interviews and large scale recruitments, most of today's engineering and MBA institutions in the country lack employability skills. A remedy for it could be the need for educational institutions to prepare candidates who are more employment market ready. On the contrary what is usually got is good quality raw material; wherein the complete objective results in making ready the new recruits for the job market for being productive with software in an organization. In that way companies would have to put in a lot of effort and investment.
Towards the end page of final year of academics; institutions need to introduce new technologies, operating systems, software, and help create an urge amongst students to come up and utilize those so as a way of getting them employment market ready.
It would be a remedial aid if institutions partnered with industries. If they go to organizations like NASCOM, CII, and the like, and worked with their members; then it could help in defining and detecting the lacking factors that the industry requires and execute changes in the curriculum consequently. This crucial curriculum change would be essentially required in the final year because the first 2-3 years is basic skill building and understanding through the time tested teaching methodology. When students are ready to be graduated, they need to be attuned with the world they are going to get into. This is essentially important because 90 percent of them choose employment over higher studies. The ones who go for the former should be employment market ready.
To produce such students is the responsibility of both the industry and the educational institutions and not just colleges' alone. In accordance, it is a responsibility that is shared with the industry and the market. If the mechanism of making it happen could be figured out, we would then be accelerating our growth to a developed economy much faster.
Rajeev Bhardwaj
With more than 20 years of experience in the field of Human Resource Management in India. Mr. Rajeev Bhardwaj is a name to reckon with in the HR industry. Key expertise in HR policy management, capability building, talent development, HR M&A, succession planning, employee relations and coaching & leadership hiring, Mr. Bhardwaj has handled a larger employee base, multi site multi geography.
