After careful assessment against the statistics
of unemployment in the country in the urban sector. A majority of graduates (at
approximately 20%) are unemployed in the country with the gap in unemployment
set to increase further.
Fig 1: Cluster of countries in the
Asia, NA, EU and BRICS cooperative showcasing expenditure vs researcher volume
in each country. India is not one in the list despite being a nuclear capable
country.
For India to rise as a global superpower,
She must identify the following as a reason for her absence in the statistic
presented by the OECD and UNESCO on gross national development index:
- 1. Upskilling
- 2. Innovation
- 3. Investment
- 4. Marketing and promotion
- 5. Educational reform
- 6. Forward Policy and administrative reform
- 7. Employee support infrastructure
- 8. Promoting interactive businesses
Herein we discuss the potential areas of
development and modernization with regards to R&D support to improve India’s
position not just as a manufacturer but as a thinktank and a creator. This pilot
study is meant to indicate the inspirations taken from other countries and the
benefits of developing a cluster. A cluster would optimize the resources of
manhours, money, material and manpower (MMMM’s) available to improve the
efficiency of working and reducing the overall time to achieve desired results.
Herein we discuss two points as are highlighted
in the above section
1.
Upskilling:
a.
Collaborate with government and
organisations with an intent to provide upskilling to their existing pool of
skilled employees. Improved training and exposure.
b.
Anticipating areas that
requires more training by the employee under the study/program
c.
Promoting employee growth and
development, removing the risks of job stagnation
d.
Collaborating with funding agencies
to promote upskilling in areas of:
i. STEM
ii. Logistics
iii. Operations
iv. Finance
v. Quality (QA/QC)
vi. Sales
vii. HR
viii.
Data Analysts
ix. Other (as may be deemed necessary by the organisation or leaders of
the pilot study)
e.
Recommendations, Include:
i. Reviewing existing second and third level education to prepare
outgoing employees for the global job market
ii. Focus on one professional area at a time. Requirements of every division
vary
iii. Design and deliver competency models to identify accurately between knowledge,
skills and competencies of staff.
iv. Competency mapping to identify individuals who have the potential to
go further. In the scale upgradation chart where just an aptitude is not
enough, an attitude to execute is equally important.
v. Promote opportunities of interaction between different professional
divisions to incubate and to allow growth of an individual through exposure and
simultaneously promoting organic growth.
vi. Promote training model, out of the existing objective pattern to an
essay-based assessment for two reasons:
1.
The employer’s benefit:
a.
An essay-based assessment
improves the companies understanding of where it lacks with regards to training
an individual candidate, be it soft skills or core skills.
b.
Feedbacks on the same can improve
employee satisfaction in the role they are employed to and promote better
working standards for the company to retain staff for longer terms
2.
The employee benefits: The
essay-based system, provides the employee with an opportunity to sharpen their
communication skills, to be articulate and concise in describing the errors and
benefits of having undertaken a project. Measure what you can and learn from
what you measure.
vii. The same model can then be supported for incorporation upstream in
the educational levels of College/University, better preparing candidates for a
global job role
2.
Innovation
a.
Connecting the needs of the
existing market to the pool of researchers and skilled workers.
i Allowing for better communication between clinicians, researchers
and manufacturers/engineers
ii. Reducing the overall time to develop a project/concept/result
b.
Commercialisation of R&D
i. Promoting new capabilities for interaction inter industry, inter-academia
and between academy, industry and clinicians
ii. Can be promoted through Industrial PhD/masters programs that
onboards clinicians as visiting faculty to the program and offers the research
question based on candidate interests. Candidates may then be clustered into
groups based on the industry specific targets.
c.
Align industry support using an
aggregator platform where companies who have clinicians, academics and/or
industries can join together to form a productive cluster with an aim to
achieve mid to long term objectives.
d.
Promoting the increase in intensity
and quality of R&D in India.
e.
Improving India’s reputation as
a global hub for R&D
***
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