More than half of India’s population is younger than 25; by 2020, nearly 500 million young people will need to be trained in order to enter the country’s workforce. However, it’s not clear that India’s organizations and institutions are prepared to meet this training demand.
According to ATD’s research report India Talent Development Snapshot, 2015, the top training topics for leaders in India were interpersonal skills, managerial and supervisory content, and executive development. But if India intends to build a sustainable workforce, it may need to shift its training priorities to meet the needs of younger, less-experienced generations.
Practical Training Trumps Theory
In India, there is a growing need for workers with specific vocational skills; unfortunately, many colleges and universities are not equipped to teach these skills to students. Thus, while young adults in India often seek out a college education, many choose to take additional courses outside their university in practical fields such as computer repair and accounting. They recognize the importance of having this practical knowledge, which is in short supply in the current workforce.
Organizations, not just education providers, should also take a more proactive role in helping close skills gaps. Where colleges fail to meet this training need, talent development professionals will have to step in by creating on-the-job training programs.
Talent develop professionals should also keep in mind that many students drop out of school at a very early age in India. When entering the workforce, this group will need not only training in job-specific skills, but also additional training in basic work skills such as professionalism and punctuality. Yet ATD’s research shows that basic skills is one of the content areas that is emphasized the least in India.
If you are a talent development professional who recognizes the importance of closing skills gaps, you are not alone. According to ATD Research, 58 percent of Indian organizations consider this to be an important topic. Talent development officers should consider making two objectives a priority in their five-year plans:
- Build a culture that supports talent development initiatives.
- Create training programs that will address the skills gaps of the incoming workforce.
With growing concerns in the talent development sector in India, it will be critical to understand how your organization compares with similarly sized companies. Purchase the full report for a complete analysis of India’s talent development function.
