IT/ITeS Certification Presentation at World Bank SSLEV Mumbai, 9 th February,2008
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Transcript of IT/ITeS Certification Presentation at World Bank SSLEV Mumbai, 9 th February,2008
IT/ITeS CertificationIT/ITeS Certification
Presentation at World Bank SSLEVPresentation at World Bank SSLEVMumbai, 9Mumbai, 9thth February,2008 February,2008
India’s Largest Skills Assessment CompanyIndia’s Largest Skills Assessment CompanyInvestee Company of Manipal Education GroupInvestee Company of Manipal Education Group
About usAbout us
Over 3 Million candidates tested | Assessing 125,000 candidates/month
350+ Clients across IT, BPO, Engineering, Banking, Healthcare, etc.
Tests in over 300 areas | Item bank of 75,000+ questions
Web based Testing Engine – OnTrac
MeritTrac Assessment Zones : 16 cities, 1300 terminals
400+ Employees | 1000+ MeritTrac Certified Test Administrators
Exclusive Global Assessment Partners to NASSCOM for NAC-Tech & NAC-
BPO
Assessment Partner to Govt. of Gujarat for Gujarat Knowledge Society
Online Tests delivered in Brazil, China, Costa Rica, Mauritius & Philippines
Winner of the NASSCOM Innovation Award 2007 for Online Testing
Partial List of BPO Partial List of BPO CustomersCustomers
Alignment Acquisition Management
Creation
School/College Examinations Talent
Management
Employability Enhancements
Right-fit Recruitment
Sourcing Intelligence
Delivery & Administration
Talent Assessments
& Methodologies
Validated Suite of Tests
Talent Pool Analytics & Intelligence
TracSkills: Individual
Certifications
Recruitment Process
Management incl. Test Admin
Education Assessment
s
Integrated Talent Engagement Model
Talent Pool Reports
The Demand Side:The Demand Side:
Exponential growth across all sectors –
including IT & BPO
Future growth is tightly linked to
availability of quality manpower
The “War for Talent” – fight for the right
profile
Low conversion rates – due to lower input
quality and higher customer expectations
Increasing processing loads & pressure to
lower costs
The Supply Side:The Supply Side:
A large Graduate Population spread across Tier 1,2 & 3 cities
Low career orientation & lack of awareness of industry
Myths & misconceptions – esp. about the emerging industry
No structured feedback on skillsets to students to help bridge gaps
Diverging industry-academia requirements
Faculty!!
Shortfall in Manpower Supply…Shortfall in Manpower Supply…
1,120
140
520
460
885
525
360
Total supply (2009)
Supply expected based oncurrent trends
Current pool
Total demand (2009)
Products and Technologyservices
Domestic IT services
IT services exports
Shortfall:235
IT Manpower gap (2009)
Number (000s)
BPO Manpower gap (2009)
Number (000s)
Source: Institute of Applied Manpower Research. NSSO. NASSCOM. KPMG. 2003.
1,003
413
1,416
741
581
160
Total supply (2009)
Supply expected (net of attritionat current levels)
Current pool
Total demand (2009)
Industry productivityenhancement (product mix,
structural changes)
ITeS market demand (currentproductivity)
Shortfall:262
-
Conversion Funnel: Engg Skills
ABI
L
I
T
I
E
S
25(lower
threshold)
Interviews
D
O
M
A
I
N
18(Technology/Domain
Knowledge)
Offers
12100
candidates
Joining
10
Conversion Funnel: Comm. Skills
C
O
M
M
N
S
K
I
L
L
S
15(lower,
trainable scale)
Interviews
A
B
I
L
I
T
I
E
S
9(various abilities & skills
parameters)
Offers
6100
candidates
Joining
4
Some Number Some Number Crunching…Crunching…
Total number of additions in 2007BPO Industry: ~ 100,000 agents
IT Industry : ~ 125,000
Average Conversions Rates (from Eligible Applicant -> Offer)
BPO- Voice-based process : 4-8%
IT – Freshers/0-1 years : 10-15%
Number of Applicants Required/Annum:
BPO Industry : > 2.0 Million
IT Industry : > 1.25 Million
The State of the Talent Pool : BPO Voice
All India (% Conversions)
62%
70%
38%
30%
20%
15%
4%
2%
0% 20% 40% 60% 80%
2006
2007
Timeframe
%
Sco
res
4/3.5/3.5/3.5 & above
4/3/3/3 & above
4/2/2/3 & above
< 4/2/2/3Dec
Dec
Current ChallengesCurrent Challenges
• Selecting the “Right” people
• Optimized Assessment tool – proven validity & reliability
• Reaching out to the talent pool
• On-demand, multi-location presence
• Standardizing processes across locations
• Predictable quality of hires, reduce cost of bad hire
• Improving efficiencies in recruitment processes
• Focus on core, build the brand & SLA the rest!
• Reaching the next level in Talent Engagement
• Continuous Assessments to funnel people into areas of interest
The Challenge of Employability!The Challenge of Employability!
A Report by NASSCOM-KPMG estimates a short-fall of 500,000 “employable” graduates for the jobs that the IT & the BPO industry will create by 2009
Several Talent Pool reports, including those by MeritTrac & McKinsey indicates that only 10-25% of graduates in India are “employable”
Awareness of industry requirements, structured feedback on strengths & weaknesses and connecting employable talent to the Industry are some of the key aspects of enhancing employability
Scientific & Structured feedback aids in designing modular training programs
The need for a common definition of skills and create a standardized assessment & index to measure employability
Students Ability to identify their strengths and areas of improvement and self-
assess training needs A common assessment endorsed by multiple companies, which
obviates the need for candidates to appear for multiple tests for the same skill sets.
An opportunity to get certified at the national level and get noticed by all endorsing companies
Colleges/Universities Helps bridge the gap between academia and industry expectations Provides specific insights for creation of training programs to make
students “industry ready” Helps in reaching out to a larger set of companies, beyond the normal
placement network
The Industry Creation of a national standard for assessment & recruitment of
entry level talent Significant cost savings on sourcing & assessment costs Ease of benchmarking for individual processes with industry
standards Ability to create visibility and reach out to a larger audience
Benefits of Employability CertificationsBenefits of Employability Certifications
Partnership with Partnership with NASSCOMNASSCOM
NAC-TechNAC-TechExclusive Assessment Partner: Exclusive Assessment Partner:
MeritTracMeritTrac
NAC-Tech for Engineering Industry
• Launched in February 2008
• Conceived as an industry standard assessment and certification program – To ensure the transformation of a “trainable” workforce into
an “employable” workforce– To create a robust and continuous pipeline of talent for the IT&
Engineering Industry.
• Two forms of NAC-Tech:– NAC-Tech Diagnostic: aimed at II/III year Students, mainly for
feedback and gap identification. Unproctored, Online, Structured Feedback only on Part A
– NAC-Tech Certification: at III/Final Year Students for submission of scores to endorsing companies. Proctored, Online, Structured Feedback & Certification based on both Part A & Part B
• NAC-Tech will identify the level of talent which is available across India, especially in Tier II and Tier III cities & provide feedback on specific areas to enhance employability
NAC-Tech: Initiative by NAC-Tech: Initiative by NASSCOMNASSCOMNAC-Tech: Initiative by NAC-Tech: Initiative by NASSCOMNASSCOM
NAC-Tech Advisory Council
The NAC Tech Assessment Framework has been designed by NAC-Tech Advisory Council – with representatives from:
1. TCS
2. COGNIZANT
3. INFOSYS
4. SATYAM
5. HCL
6. PATNI
7. ACCENTURE
8. MINDTREE
9. WIPRO
10. IBM
NAC Tech Assessment Framework
Competency Tests
Grammar and Comprehension
Verbal Ability
Analytical Ability and Logical Reasoning
Analytical Ability
Eye for Detail Attention to Detail
Programming Ability
Programming Fundamentals
Learning Ability Learning Ability Test
Written English Written English Test
Part A- Mandatory Tests Part B – Choice of one of the
following Tests Tests
IT Concepts Test
Electrical Engineering
Electronics & Communication Engineering
Mechanical Engineering
Civil Engineering
Chemical Engineering
Textile Engineering
Bio Technology
Telecommunication Engineering
IT Services: AIG Systems, Convergys, Cognizant, Hexaware ,HSBC
Software, Impiger, Logica, Microland, Mphasis, Patni, Polaris, Sasken, Silverline Technologies, Sierra Atlantic, Sundaram Infotech, SunGard, UBS, Tanla Solutions, TESCO, Value Source Technologies
IT Products: Core Objects, Delphi, Tata Elxsi
Core Engineering: APC(Schneider Electric), Areva, Cable & Wireless,
Cambridge Solutions, CCI Valve, Harita TVS, Nokia Siemens Networks, Sundaram Fastners, Weir Minerals
Active Endorsers
ObjectiveProgram Snapshot
• 15,000+ candidates have received NAC-Tech certification since Feb 2008
• 159 colleges across 61 towns and cities locations covered
• Program Success Parameters:-1 student out of every 9, who has appeared for the test gets short-listed-1 student out of every 3 interviewed gets an offer (33% met-to-offer)
• Program has received interest from MHRD: Faculty Development Programs and Finishing school Programs are being linked to NAC-Tech
• TARGET: 1000 colleges and 1,00,000 engineering graduates by in 2009
Summary of Inferences
1.NAC-Tech scores are the most important factors distinguishing offered candidates– Academic scores by themselves are very feeble
differentiators of employable talent– NAC-Tech improves throughput by effectively capturing
parameters that influence hiring
Ac
ad
em
ic
Sc
ore
s
0%
10%
20%
30%
40%
WrittenEnglish Test
AnalyticalAbility
Attention toDetail
ProgrammingFundamentals
Others
Difference in average score of Offered vs Non-Offered
candidates
Summary of Inferences
2. Written English Test & Analytical Ability are the best differentiators amongst NAC-Tech Scores
Correlation 10th 12th Grad.VerbalAbility
Anal.Ability
Attn.to Details
Prog.Learng Ability
Written English
Overall & Interviewed
25% 22% 21% 11% 44% 25% 18% 8% 17%
Overall &Offered
17% 14% 8% 8% 25% 16% 15% 5% 21%
Interviewed. & Offered
9% 3% -9% 4% 1% 6% 12% 1% 24%
NAC by NASSCOMNAC by NASSCOMAssessment Vendor: MeritTracAssessment Vendor: MeritTrac
The Model:
NAC for the BPO Aspirants
Our Advisory Board
Skills Note/Description
Speaking Parameters assessed will be Voice Clarity, Fluency, Accent Neutrality and Grammar.
Listening Conversation in neutral English will played online followed by questions which the candidates can answer online
Analytical and Quantitative Reasoning
Analytical and Logical Reasoning questions like puzzles, data sufficiency, inductive and deductive logic will have to be solved by the candidate. Numerical Reasoning
will include Percentages, Averages, Profit and Loss type of questions
Writing (multiple choice) Candidates will attempt questions on Grammar, Reading Comprehension, Vocabulary
Writing (essay) Test will assess candidate on Content, Relevance, Grammar, and Vocabulary.
Learning Ability Checks is a person has ability to learn new things
Keyboard Skills Checks if the candidate is comfortable in using the keyboard and also if the candidate can enter data into fields accurately.
NAC Assessment Framework
• NAC BPO was launched in mid-2006• Since its launch, over 25,000+ Graduates have
been assessed in various States
• MeritTrac has delivered NAC in the following states in India, for NASSCOM:– Rajasthan– 7 North-East States– West Bengal– Currently being rolled out in Gujarat & Orissa
• Total Tested Candidates: 19,000+
NAC & MeritTrac
Learnings
• Talent is wide-spread and not just restricted to only to Tier I Colleges and to Metros
• Exposure to industry (requirements, thinking) is very important
• Feedback mechanism is critical to get the focus on gaps
• Create Success Stories in Tier II colleges and smaller towns
• Colleges and Universities will need to allocate sufficient resources for post-assessment training to help students improve their employability
• Training on industry readiness needs to be customized/modularized at individual student/group level, rather than the current “one size fits all” approach
• Need to move away from a “Quality Control” mode into “Quality Assurance” mode
The Principles
Everyone is “employable”
Play to the strengths
Shortest-distance to
employability
PRE-TRAINING ASSESSMENTS
SKILLS TRAININGPOST
TRAINING ASSESSMENTS
Define Objective
& criterion measure
Define Content
Design methods
and training material
Training Program
Post-TrainingAssessment & Certification
Diagnostic Tests
Feedback of Performance
and curriculum framework
design
Employable Students
Trainable Students
The Model for Talent Pool Development
Endorsing Partners Mid-course
Assessments
Proposed Model
Phase I: Awareness & Benchmarking
Roll out a Nation-wide Assessments to measure skills – for benchmarking
Initiate a career awareness campaign across colleges in the Country
Identify customization requirements for the test framework and sample groups within existing ITO/BPO companies
Proposed Model
Phase II: Training Programs
Initiate specific training programs to bridge gaps and up-skill candidates
Post-Training Assessments to ensure quality of output from Training
Assess skills on a regular basis and classify people into “Recruit-able” & “Trainable” pools
Showcase the talent pool in the Country and provide this to Corporates to recruit
Proposed Model
Phase III : Curriculum & Certifications
Basic Skills Training programs at the College level
Focussed training programs to cater to each segment of the outsourcing services spectrum
Segment- specific certification programs to continuously funnel candidates into interest areas
Thank [email protected]