siliconindia | | December 201919EducationAs the rate of business transformation increases, the importance of keep-ing the workforce current and relevant has become paramount. It is almost foolhardy to ex-pect someone to be at the cutting edge of their craft without having a strict regimen of continuous refresh and renewal.Today in India, executive education is being used to address the following gaps as perceived by the individual/organization or both:1. Campus to orporate Gap: Finishing schools/bootcamps from campus to corporate2. Retention Gap: Getting talent that will stay with you3. Growth(renewal) Gap: Addressing the renewal issues of the mid career executive4. Skill Obsolescence Gap: Dealing with disruption-The workforce up-skilling issue5. Technical Training: To address the within organization current skill gap6. Leadership Education: To address leadership transitions and create a pipeline1. Campus to Corporate: It is well known that 80% of our campus graduates are unemployable in the absence of basic corporate skills both soft and hard that are required for the person to be effective in a corporate setting. Instead of struggling to get such training included in the curriculum of the universities, many organizations in the customer facing sectors of IT,Pharma, Retail have started their own finishing schools that equip these young minds with the necessary skills within a 6-12 weeks boot camp program. For example, in the IT sector with the demand of technology talent returning, most of the recruiters are hiring for potential even fromnon-relatededucational streams like humanities or mechanical engineering and then training them in software development, coding and digital skills. Similarly, in the pharmaceutical sector, the pharma sales representative is taken through a four to six weeks suite of behavioural and pharma domain programs to get them ready to face the physicians. In most cases, the organizations have an inhouse academy to train such resources or partner with an external service provider in the event they want to remain asset light.2. Retention Gap: In most of the sectors in India, the entry level talent turnover is in the late twenties. This essentially leads to huge losses in productivity and pushes up the wage cost as companies fish for the same talent. To address this issue, many progressive organizations have changed their talent sourcing paradigm. Instead of trying By Anindya Kumar Shee, Vice President - Organization Development, CiplaVP and Global Head- Organization Development, Cipla, Anindya has led HR transformation exercises across sectors for over 20 years.EXECUTIVE EDUCATION IN INDIA - CURRENT STATE AND WHAT NEXT?Anindya Kumar Shee, VP & Global HeadVIEW POINT
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