Escolar Documentos
Profissional Documentos
Cultura Documentos
MASTER OF PHILOSOPHY
in
BUSINESS MANAGEMENT
Submitted by
KEERTHI MENON
(Enrolment No.: DYP-M.Phil-11002)
Research Guide
Prof. Dr. R. GOPAL
DIRECTOR, DEAN & HEAD OF DEPARTMENT
D.Y. PATIL UNIVERSITY, NAVI MUMBAI,
DEPARTMENT OF BUSINESS MANAGEMENT,
CBD Belapur, Navi Mumbai 400 614
July 2014
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A STUDY ON EMPLOYABILITY
OF ENGINEERING STUDENTS IN
MUMBAI AND PUNE REGION
To be employed is to be at risk
To be employable is to be secure
- Peter Hawkins
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DECLARATION
Date:
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CERTIFICATE
Place: Mumbai
Date:
_____________
Signature of the Guide
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ACKNOWLEDGEMENT
The present work has been completed with active assistance and guidance of various
persons. Many of them have rendered valuable help at various stages. Although it is
not possible to mention all names that rendered their valuable and generous help in
their own way, but it would be ungrateful if I do not acknowledge those without
whose assistance it wouldnt have been possible to conduct this study.
In the first place, I am indebted to the D.Y. Patil University, Navi Mumbai,
Department of Business Management which has accepted me for M. Phil program
and provided an excellent opportunity to carry out this research project.
It is my profound privilege and immense debt of gratitude to acknowledge the
guidance provided by Prof. Dr. R. Gopal, Director, Dean and Head of the
Department at D.Y. Patil University, Navi Mumbai, Department of Business
Management. It is primarily his encouragement and guidance, which has been a
source of deep and heartfelt inspiration for me.
Also it is a matter of utmost pleasure to express my sincere gratitude to persons
like Mr. Anil Deshmukh (Dean, D.Y. Patil, Lohegaon, Pune), Mr. Ajay Saraf (Data
Analyst), who extended their maximum help to supply information for the present
thesis which became available on account of their selfless co-operation.
I would also like to thank my family members, friends and my students for helping
out in some of the aspects of data collection. Being around them made it easier to
solve the problems effectively.
Place: Mumbai
Date:
____________
Signature of the Student
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CONTENTS
CHAPTER
No.
PRELIMINARY
TITLE
PAGE
No.
TITLE
DECLARATION
CERTIFICATE
ACKNOWLEDGEMENT
LIST OF TABLES
LIST OF FIGURES
LIST OF ABBREVIATIONS
10
EXECUTIVE SUMMARY
13
CHAPTER 1
Introduction
1.1Overview of Indias Higher Education System
1.2 Recent trends in the Higher Education Sector in
India
23
CHAPTER 2
34
CHAPTER 3
CHAPTER 4
62
70
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CHAPTER 5
88
CHAPTER 6
106
CHAPTER 7
Conclusion
148
CHAPTER 8
153
CHAPTER 9
Appendix I Bibliography
158
Appendix II Questionnaires
165
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LIST OF TABLES
Sr. No.
Table no.
Title
Page no.
1.
Table 1.1
05
2.
Table 1.2
07
3.
Table 2.1
Employability Skills
17
4.
Table 2.2
20
5.
Table 3.1
46
6.
Table 4.1
55
7.
Table 4.2
57
8.
Table 4.3
62
9.
Table 5.1
72
10.
Table 5.2
72
11.
Table 6.1
96
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LIST OF FIGURES
Sr. No.
Figure
no.
1.
Figure 6.1
2.
Figure 6. 2
Title
Respondents according to city
Employability skills among Engineering
Page no.
85
96
3.
Figure 6.3
Academic Respondents
112
4.
Figure 6.4
5.
Figure 6.5
Figure 6.6
Figure 6.7
Figure 6.8
Figure 6.9
10.
Figure 6.10
11
Figure 6.11
114
6.
115
7.
8.
9.
116
117
118
119
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LIST OF ABBREVIATIONS
AICTE- All India Council of Technical Education
ALTC- Australian Learning and Teaching Council
BEM- Board of Engineers Malaysia
BHU- Banaras Hindu University
BSR- Basic Scientific Research Programme
BTE- Bureau of Technical Education
CAS- Centre for Advanced Study
CBI- Confederation of British Industry
CPE- Colleges with Potential for Excellence
DEST- Department of Education, Science and Training
DRS- Departmental Research Support
DSA- Department Special Assistance
EAC- Engineering Accreditation Councils (Malaysia)
ECPD- American Engineers' Council for Professional Development
GSA- Generic Student Attributes
HEIs- Higher Educational Institutes
ICT- Information and Communication Technology
IIITs- Indian Institutes of Information Technology
IIM- Indian Institutes of Management
IISERs- Indian Institutes of Science Education and Research
IISCs: Indian Institute of Science
IIT- Indian Institute of Technology
ISM- Indian School of Mines
ITGI- Information Technology Governance Institute
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United
Nations
Educational,
Scientific
and
Cultural
Organization
UPE- Universities with Potential for Excellence
WDA- Workforce Development Agency
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EXECUTIVE SUMMARY
Education and training create assets in the form of knowledge and skills which
increase the productive capacity of manpower and this is referred to as human capital.
Education is considered to be a process of skill formation and in this aspect it is
treated at par with the process of capital formation. While on the one side we have the
worlds large stock of scientists, engineers and management graduates, we have been
unable to derive full economic benefit from this talent base because of the mismatch
between industry needs and university output. Skillful management of the intellectual
capital could be the driver for growth and is imperative for Indian economy.
Todays highly technical and sophisticated jobs demand a highly professional
candidate who can increase productivity and thereby increase the value of an
organization (Busse, 1992).Shift from production oriented engineering jobs to service
oriented engineering jobs demands professionals with both sound technical and
behavioral skills to attain and retain the job (Hillage J, 1999).
Without a quality human capital, a nation will be weak as there is no human factor
that is capable to embark on new initiatives and perspectives. A quality human capital
comes from a quality education process. A carefully designed and well planned
education system is critical to developing such human capital. Thus, institutions of
higher learning play a very important role and the teaching and learning processes.
Institutions of higher learning should provide such knowledge and skills to future
graduates.
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India with more than a billion residents has the third largest education system in the
world after China and USA. Education in India falls under the control of both the
Union Government and the State Governments, with some responsibilities lying with
the Union and the states having autonomy for others. As per the latest (2013) report
issued by the All India Council of Technical Education (AICTE), there are more than
3524 diploma and post-diploma offering institutions in the country with an annual
intake capacity of over 1.2 million.
However this rapid scale in the number of colleges has appeared to impact the quality
of education as a result of which academic standards are not up to par by International
Standards. Todays diversified student body ranges from first generation learners who
attended publicly funded schools to those from professional and higher income
families who patronized private institutions. Many educational experts feel that the
quality of higher education has declined in an effort to serve the wide variety of
students entering today.
Curriculum content is criticized as outdated, with much reliance on rote teaching
methods. Students complain of too little connection to work related opportunities or
career preparation. Many feel they study for irrelevant degrees and are unprepared for
the world of work as a result. Today graduate unemployment is rising; in fact the
unemployment level of the educated workforce defined as secondary and above
level of education, is almost six times that of the workforce educated only up to the
primary level. The total number of registered unemployed topped 40 million Indian
residents, with many more unregistered but still interested in finding employment.
When trying to appreciate the potential of higher education to contribute to economic
well-being it is important to distinguish between the formations of subject specific
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understandings and skills and the promotion of other valued skills, qualities and
dispositions. On one side where the world of employment has by and large, been
satisfied with the disciplinary understanding and skills developed by graduates, it has
been less happy with their development of what have been termed generic skills,
such as communication, teamwork and time-management. The two greatest concerns
of employers today are finding good workers and training them. The difference
between the skills needed on the job and those possessed by applicants, sometimes
called the skills-gap, is of real concern to human resource managers and business
owners looking to hire competent employees. While employers would prefer to hire
people who are trained and ready to go to work, they are usually not willing to
provide the specialized, job-specific training necessary for those lacking such skills.
Today employability is far bigger a challenge than unemployment. Industry leaders
feel that the skills and quality of the workforce need a lot of improvement.
Plagued with problems like curriculum, lack of qualified faculty, poor quality of
content, and not-so-effective examination system, technical institutions do not provide
signaling value in the job market. And hence a disparity exists in the types of skills
taught at colleges and those that are demanded in industry.
The purpose of this study is to identify the employability skills required by young
Engineering graduates and assess how there can be a value creation through effective
knowledge management in terms of pedagogy, evaluation process and feedback
mechanisms.
The globalization emphasize on the knowledge economy thats why employability
becomes the central driver of the thinking business. This approach increases the
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attention for universities and they in turn are also focusing on producing employable
graduates through the development of skill and abilities in graduates.
The study is also aimed at identifying the new innovative methods adopted by the
Institutions of Higher Learning as an approach to imbibe employability skills among
the students and make them resourceful for serving the nation at large.
Employability of Engineering Graduates and their ability to deliver to industry
expectation after they are hired has been a matter of concern and engaging the
attention of academics and industry alike. A survey cum test conducted by EC
Council, a global leader in InfoSec certifications and training, highlights an alarming
crisis of talent gap in IT industry. The survey conducted in November 2013 shows
that less than one per cent of Indian IT students are skilled in secure programming,
while only 13 percent of engineering students were found trainable in the InfoSec
domain and around 86 per cent are unskilled even in its basics. As a major of number
of Indian students are unprepared and somehow hence unemployable, the role of
industry and academia becomes all the more challenging.
Such low readiness of fresh hires has resulted in long duration training programs
affecting both productivity and cost of operations in highly competitive industry. On
the other side educational institutes are facing diverse challenges like shortage of
skilled faculty and lack of clarity on what the Industry requires. Inability to make
students more professional team player and better communicator is only adding to the
problem.
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Research Methodology
The study is the result of information collected from both Primary and Secondary
sources. News journals and various websites on Engineering and AICTE (the
Governing Body of Technical Institutes in India) formed the source of Secondary
Data.
Primary Data emphasized on a 360 degree study covering the final year Engineering
Students, Academicians of Engineering Institutes and IT/ Manufacturing Company
recruiters as the respondents. Using questionnaire as a research instrument,
information was collected from Engineering Students and Corporate recruiters on
employability skills. The questionnaire for Academicians comprised of questions on
quality of Faculty Members, Curriculum, Placement and Assessment pattern of their
respective Institutes.
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The survey was conducted in selected colleges of Mumbai and Pune Universities. The
sample size consisted of 255 final year engineering students comprising of 143 and
112 students each from Mumbai and Pune region respectively. Similarly the sample
size for academicians was 30 and 18 for Mumbai and Pune region respectively. The
respondents for the survey were taken from 8 engineering colleges of Mumbai and 4
colleges of Pune University. The total number of respondents from corporate house
constituted to 15.
The sample size was derived using Judgmental Sampling as the sampling method,
keeping in mind the convenience and proximity of the researcher.
The overall data thus obtained through survey was analyzed using SPSS software,
resulting in accurate and precise information. The data collected from engineering
students was analyzed using z-test and ANOVA. The data obtained from corporate
being less than 30, it was analyzed using t-test. Lastly the responses of the
academicians were presented using frequency table and Pie diagram. In order to
determine the association between the initiatives taken by academic institutions of
Mumbai and Pune region, Pearson Chi-square test and ANOVA was used.
Findings
There is no doubt that the Higher Education sector in India is witnessing exponential
growth both in terms of number of institutions and the rate of enrollment. From just
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30 universities and 700 colleges in 1951, today there are over 600 universities and
33,000 colleges. Similarly, with over 21.4 million enrolments in 2012, India has
become the third largest education system in the world, after China and U.S.A.
However, ensuring quality in higher education is amongst the foremost challenges
being faced in India today with few institutes having achieved global recognition for
excellence.
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Recommendations
Employability is a complex and subjective matter and something of a slowly moving
construct. The present research work has made an attempt to address the
employability dearth among the engineering students. Although it would not be
appropriate from this limited study to suggest wholesale changes to higher education
system, particularly one that necessarily recommends more emphasis on employment
skills, especially in competitive job market. Nevertheless in order to capitalize on the
intellect asset of the nation and to control skills- shortage it is essential to gear up the
system through innovative initiatives.
Following are the measures to be taken at Academic, Industry and at Student level in
order to make the human capital an asset to the nation.
At education level, institutes should take initiatives to build employable engineering
talents by:
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Conveying their expectations from the would -be graduating students during
campus recruitment
Join hands with educational institutes and share their expert service with
institutes through seminars and workshops
Provide more opportunities to students in the form of internship and short term
courses
At student level, one is expected to learn fundamentals and develop soft skills on his
own through the situations one encounter and experience he gain out of it. Also it is
expected from the students to be career oriented which can be one of the driving force
to develop employability skills.
Conclusion
In the wake of rapid growth in higher education and increased competition, graduates
are forced to equip themselves with more than just the academic skills traditionally
represented by a subject discipline and a class of degree.
The study conducted in Mumbai and Pune colleges reveals that employability skills
like personal attributes; decision making skills etc are not influenced by the grade or
level of the educational institute. Perhaps these are the skills developed by the student
on his own through the situations one encounter and experience he gain out of it. On
the other hand the study highlights that some skills like technical know- how and high
order skills are majorly developed by academics towards which the educational
institutes have a major role to play.
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At the institute level the study reveals that most of the academicians in both Mumbai
and Pune region are not satisfied with the engineering curriculum since they believe it
is not at par with the industry needs however they are also of the opinion that
understanding of the fundamentals is more important since without a strong
knowledge foundation the new methodologies of the industry cannot be adopted
easily.
The study has also taken into consideration the industry perspective which has
emphasized on academic- industry alliance. According to the corporate recruiters the
educational institutes while providing knowledge of fundamentals should also focus
on internship and interaction with industry experts since that would help in grooming
the prospect candidates for industry.
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CHAPTER 1
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INTRODUCTION
Education in its general sense is a form of learning in which the knowledge, skills,
and habits of a group of people are transferred from one generation to the next
through teaching, training, or research. It frequently takes place under the guidance of
others or may also be autodidactic. Any experience that has a formative effect on the
way one thinks, feels, or acts may be considered educational. It is really a means to
discover new things which we don't know about and increase our knowledge.
Education is also regarded as one that contributes to social, political and cultural and
economic transformation of a country. The social sector of a country, namely, health,
rural development, education and employment generation has assumed great
significance in the new economic regime. The prosperity of any nation is intrinsically
linked to its human resources. Human capital is one of the most important assets of a
country and a key determinant of a nations economic performance. An increase in the
human development index would lead to high levels of economic growth of the
country. Adam Smith (1776) pointed out that a man educated at the expense of much
labour and time may be compared to one of those expensive machines (Smith) and
other classical economists observed that expenditure on education could be regarded
as a form of investments that promised future benefits. The strength of a nation is
dependent on its intellectual and skillful citizens. It can be observed that education is
an essential tool for achieving sustainability. Only a quality future human capital can
envision development of its nation to meet the needs of the present without
compromising the ability of future generations to meet their own need.
A quality human capital comes from a quality education process. A carefully designed
and well planned education system is critical to developing such human capital. Thus,
24 | P a g e
institutions of higher learning play a very important role and the teaching and learning
processes in institutions of higher learning should provide such knowledge and skills
to future graduates.
Governments around the world have drawn upon human capital theory (Becker 1975)
in the formulation of policy in respect of higher education. Human capital theory links
economic success to the education of the workforce. The development of
employability in graduates has thus become significant. When considering higher
educations potential for contributing to the economic well being it is helpful to
distinguish between the formation of subject specific understandings and skills and
the promotion of generic achievements. Where the world of employment has, by and
large been satisfied with the disciplinary understanding and skills developed as a
consequence of participation in higher education, it has been less happy with
graduates generic attainments like literacy and numeracy, self efficacy and metacognition.
Also to keep pace with global competition, fresh graduates need to adapt to the new
business environment and workplace demands. The key element to enable graduates
to keep up with those demands seems to be the employability skills and traits that are
imparted during tertiary education. It has also become a common belief in industry
that higher education institutions should equip graduates with the proper skills
necessary to achieve success in the workplace (Robinson & Garton, 2007).
Over the last five and a half decades, the technical and management education system
in the country has grown enormously. The system has built large capacities both in
conventional disciplines as also in many emerging fields. It is technology that lies at
the core of spiraling economic growth. India with more than a billion residents has
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the second largest education system in the world after China. Education in India falls
under the control of both the Union Government and the State Governments, with
some responsibilities lying with the Union and the states having autonomy for others.
As per the latest (2013) report issued by the All India Council of Technical Education
(AICTE), there are more than 3524 diploma and post-diploma offering institutions in
the country with an annual intake capacity of over 1.2 million.
1.1 Indias Higher Education System
Education is recognized as one of the critical elements of the national
development effort and Higher education, in particular, is of vital importance for
the nation, as it is a powerful tool to build knowledge-based society of the 21 st
century. The Indian education system has conquered a strong position in
international circuit. India is today recognized as a world centre for higher
education amongst foreign students as the country has an unparalleled variety of
academic courses. The present education system in India mainly comprises of
primary education, secondary education, senior secondary education and higher
education. Elementary education consists of eight years of education. Each of
secondary and senior secondary education consists of two years of education.
Higher education in India starts after passing the higher secondary education or
the 12th standard. Depending on the stream of graduation it can take three to five
years. Postgraduate courses are generally of two to three years of duration. After
completing post graduation, scope for doing research in various educational
institutes also remains open.
India possesses a highly developed higher education system which offers facility
of education and training in almost all aspects of human creative and intellectual
endeavors: arts and humanities; natural, mathematical and social sciences,
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Engg.
Mgmt.
MCA
Pharma
Arch
HMCT
Total
Added in
Year
2006-07
1511
1132
1003
665
116
64
4491
171
2007-08
1668
1149
1017
854
116
81
4885
394
2008-09
2388
1523
1095
1021
116
87
6230
1345
2009-10
2972
1940
1169
1081
106
93
7361
1131
2010-11
3222
2262
1198
1114
108
100
8004
643
2011-12
3393
2385
1228
1137
116
102
8361
357
2012-13
3495
2450
1241
1145
126
105
8562
201
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IISERs, NITs, SPAs) are regulated by All India Council for Technical Education
(AICTE). It is mandatory for all institutions to be recognized by the appropriate
national level statutory bodies established by the Government of India for compliance
to quality standards.
Higher Education: Department of Higher Education of the Ministry of
Human Resource Development is the highest authority in Indian Central
government which is responsible for secondary and tertiary education
system. More than 100 bodies having different
functions and
responsibilities fall under Department of Higher Education, for instance University Grants Commission and All India Council of Technical
Education, besides Central Universities and reputed Institutions like IITs,
IIMs, IISCs, IISERs, NITs, SPAs.
University
Grants
Commission
(UGC):
The
University
Grants
social, economic, technical, scientific, and environmental. Thus, the higher the quality
of university education in a country, the more prosperous and competitive are the
people.
The UGC has allocated a general budget of Rs. 5244 crores for the year 201112 to be distributed under different categories
GER has increased to 15% in 2009-10from 11.5% in 2005-06. GER for the
year 2010-11 was estimated at 16%
Faculty wise the figure of enrollment of higher education for the year 2010-11
has been increased in certain streams which include arts (17.88%), science
(31.68%),
commerce/
management(38.98%),
medicine
(77.82%)
and
agriculture (38.33%).
12th Five Year Plan and scope for Public Private Partnership
The 12th Five Year Plan focuses on Expansion, inclusion and quality to achieve the
national goals in education. In the 12th plan, the Planning Commissions focus is on
instilling inclusive growth in making headway. The plan is expected to be one that
encourages the development of Indias education sector through government
spending.
The emergence of India as a service based, knowledge- driven economy has put the
spot light on human capital. Higher Education is essential to build a workforce
capable of underpinning a modern, competitive economy. The process of broadening
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access, making higher education inclusive and promoting excellence initiated during
the 11th Plan was expanded further during the 12th Plan.
On the whole, with new regulatory arrangements and focused actions in key areas,
particularly expansion and quality improvement, a robust higher education system
must be built such that it would sustain rapid economic growth, promote International
competitiveness, while at the same time meet the rising expectations of the young
enterprising Indians.
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CHAPTER 2
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REVIEW OF LITERATURE
2.1 Literature Review
The term Employability Skills was coined by the Conference Board in 1992 to
describe those skills which provide the basic foundation, the combination of skills,
attitudes and behaviors to get, keep and progress on a job, to work with others on a
job, and to achieve the best results. In ensuing years we have come to realize that
these skills are the skills needed for much more than employability. They are, in fact,
the generic set of skills that are needed throughout all career and life development
activities. They are not limited in their applicability and may be used in all
environments
What is Employability?
1. The Confederation of British Industry (CBI) (2009) defines employability as:
A set of attributes, skills and knowledge that all labour market participants
should possess to ensure they have the capability of being effective in the
workplace to the benefit of themselves, their employer and the wider
economy.
2. Employability refers to a person's capability for gaining and maintaining
employment (Hillage and Pollard, 1998).
3. Manchester
Metropolitan
University
defines
Employability
as
the
get
Employability is not the same as finding employment but is more about the
capacity of the graduate to function in a work environment (although the more
employable graduates will probably be quicker to settle into work)
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Chosen occupation may mean different things to different people: this could
include full or part time work, portfolio careers, or blended lifestyles.
Skills and knowledge should not be seen in narrow terms, but rather could
be looked at as skilful practices and understandings, or capabilities
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competencies and enabling skills or even key skills (DEST 2007; Yorke, 2006;
Knight, P. and Yorke, M., 2002; Hiroyuki, 2004).
5. Employability skills are about defining a theoretically ideal employee from an
employers perspective (ALTC Report, 2009).
Employability skills are all about the ability of individuals to exhibit their skills to the
prospective employers and the ability to execute the tasks thereby achieving
organizational goals and objectives. Besides, it also talks about the ability to switch
over to other jobs comfortably. Employability skills refer to specific skills essential
for employment. These are the critical tools and traits required to perform tasks at
workplace. These skills are much sought after these days by employers. The needs of
employability skills differ from country to country and from sector to sector and from
time to time. However, certain qualities such as communication skills, interpersonal
skills, integrity, right attitude, problem solving, decision making and team building
skills can be taken as a few common skills of employability skills. In simple
Employability skills are the 'ready for work' skills vital to do the job!
Table 2.1: Employability Skills
Sr. No.
Employability skills
1.
2.
3.
4.
5.
6.
Lifelong learning
7.
Global mindset
8.
Self-management
9.
Workplace-related life skills
10.
Health & workplace safety
Source: Employability Skills identified by Workforce Development Agency (WDA),
Singapore (2006)
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What is Engineering?
According to Barker (1993), Engineering is, the art of directing the great source of
power in nature for the use and the convenience of humans. In its modern form
engineering involves people, money, materials, machines and energy. The difference
between a scientist and an engineer is that a scientist discovers and formulates into
acceptable theories, whereby an engineer requires the creative imagination to innovate
useful applications of natural phenomena.
Engineering is the creative application of scientific principles to design or develop
structures, machines, apparatus, or manufacturing processes, or works utilizing them
singly or in combination; or to construct or operate the same with full cognizance of
their design; or to forecast their behavior under specific operating conditions; all as
respects an intended function, economics of operation or safety to life and property
(ECPD, 1947).
It is the application of scientific, economic, social, and practical knowledge in order to
design, build, maintain, and improve structures, machines, devices, systems, materials
and processes. The discipline of engineering is extremely broad, and encompasses a
range of more specialized fields of engineering, each with a more specific emphasis
on particular areas of technology and types of application.
In simple words, Engineering is directed to developing, providing and maintaining
infrastructure, goods and services for industry and the community. It is therefore
essential for engineering graduates to have certain skills to help them apply and
practice the knowledge effectively in workplace.
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The EAC Manual was prepared keeping in mind the criteria followed by developed
countries across the world. The framework of The United State of America (USA),
United Kingdom (UK), Australia (AUS), Japan and European Union (EU) was used
as a reference for framing engineering employability skills in Malaysia
According to study done Malaysian employers agreed that more than 70% of the
attributes for engineers in EAC manual (Table 4) are important.
Table 2.2: Engineering Attributes Required by EAC (Malaysia)
Sr.
No.
ATTRIBUTES
1.
2.
Ability to communicate effectively, not only with engineers but also with the
community at large
3.
4.
5.
6.
7.
8.
9.
10.
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Globalization has altered the business world indefinitely, as well as the skills needed
by employees to excel in this new work environment. The global business mindset
drastically increases the likelihood that a business has customers or suppliers abroad
(Crossman & Clarke, 2010). This rise in multinational corporations is directly linked
with U.S. citizens being sent abroad on foreign work assignments. Clearly businesses
are adapting to optimize performance in the era of globalization. However, this leads
to several questions of interest to academia. Is the same adaptation exhibited by
businesses also changing the way future employees are being educated? How are
universities reacting to the changing work environment, specifically in regards to
international exposure to increase the employability of their graduates?
Effects of vocational choice and practical training on students
employability
Computers, communication systems have highly modernized industrial processes,
requiring highly trained and multi-skilled manpower (Walakira, 2000). Since the early
1990s the common wisdom has been that mergers, re-engineering, and downsizing in
industries/organizations have led to retention of core staff and sub-contracting most of
the jobs causing job insecurity for employees (Benson, 2006).
According to Moss and Frieze (1993), switching of career paths and fields of study is
natural among young adults as they discover their strengths, weaknesses, and realistic
demands of various careers. Feldman (2003) contributed that switching of career
paths is becoming common among teenagers and young adults. However, Dunegan
(1993) observed that young adults are slow starters in their identification of earlycareer goals in the process they build many criteria to maximize in a career, in so
doing no career seems particularly attractive. These young adults rather than
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satisfies with an option that at least minimally meets all relevant criteria (Simon,
1997) instead keep their options open for longer and longer periods (Feldman and
Whitcomb, 2005).
Consequently, employers observe and question the motivation and commitment of
applicants with noticeable delays in college graduation, numerous gaps in their
employment history, and frequent changes in jobs (Feldman, 2002).
Employability Skill among Professionals Chagrin of HR Executives in
Indian Labor Market
According to the study, students employability skills as a whole are at the moderate
level. When it comes to the High Order Thinking skills, Learning item has the
lowest mean score, which is truly significant to make consistence performance in ones
job. The study reveals the need for improvement in the employability status of the
respondents. Being good at the one skill cannot facilitate the competency in other. So
todays scenario is that the applicant who is multi tasking can sustain and gain in the
employment. The base of the entire career and its growth lies on the primary
education and its further hierarchical stages; hence the focus towards the learning
should start from the primary education and then should go further till the end of the
learning.
The redesigning of the university curriculum with more apprenticeship and live
industry projects will facilitate the pre job training which will surely enhance the
employability among graduates. The Indian educational governance is the one which
is in earnest need of reforming. Besides that, instructors should practice employability
skill during teaching and learning session so that it could assist students to understand
ways of applying the skills by themselves.
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However, Dunegan (1993) observed that young adults are slow starters in their
identification of early-career goals in the process they build many criteria to maximize
in a career, in so doing no career seems particularly attractive. These young adults
rather than satisfies with an option that at least minimally meets all relevant criteria
(Simon, 1997) instead keep their options open for longer and longer periods (Feldman
and Whitcomb, 2005).
Consequently, employers observe and question the motivation and commitment of
applicants with noticeable delays in college graduation, numerous gaps in their
employment history, and frequent changes in jobs (Feldman, 2002). Recognizing
these gaps, The UNESCO Educational Policy report (1998) recommended that career
guidance and counseling be significantly strengthened because of its utmost
importance for all clients of the education and training systems. That career guidance
should take into account the needs of industry, the individual and the family and be
sensitive to each learners requirements and circumstances. Furthermore that its role
should be extended to prepare students and adults for the real possibility of the
frequent career change, which could include periods of unemployment and
employment both in the formal and informal sector (The UNESCO Educational
Policy report, 1998). In todays economy, lifetime employment is not guaranteed and
individuals need to be resigned to involuntary career change at least once in a career
particularly due to lack of security of employment that puts the onus on the individual
to take control of his/her future employability (ODonoghue and Maguire,2005).
Employability: Is it Myth or Rhetoric?
Traditional categories of skills determining employability (mirrored by this papers
questionnaires) as examples, emphasize the practicalities and didactic nature of who
should get a chance of employment, typically; Qualifications, Experience, I.Q,
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relying on engineers, where employers complain that most newly graduated engineers
lack suitable skills. Many attribute that lack to shortcomings in the education system.
Responding to a surge in demand for engineers, Indias higher education system
massively expanded the enrollment of engineering studentsand that expansion is
widely perceived as having led to a decline in the average quality of the students
enrolled, the teaching and, consequently, the graduating engineers.
The study conducted in 2009 of 157 employers across sectors and regions in India,
rated graduates relatively high on lower-order thinking skills (remembering,
understanding) but low on higher-order thinking skills (analyzing, evaluating, and
creating). These higher-order thinking skills are among the most important
professional skills for engineers. Unlike for soft skills, employers demands for
professional skills differ across sectors, company sizes, and regions.
Developing Soft Skills for Enhancing Employability of Engineering
Graduates
One of the challenges in engineering education in India today is to improve the soft
skills of the young engineers and prepare them for the workplace. The modern world
expects, along with hard or technical skills and latest knowledge in emerging areas,
cool and competent engineers who can acquit themselves well in the workplace. But
the reality is that in the increasingly globalised world and the internationalized nature
of workplaces, only 25% of the Indian engineering graduates are employable. They
need to improve dramatically in the areas of communication, language skills, team
work, learning new subjects and leadership.
Developing Generic Skills in Classroom Environment
Generic skills are employability skills used in the application of knowledge. These
skills are not job specific, but are skills which cut horizontally across all industries
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and vertically across all jobs from entry level to chief executive officer. The degree to
which students develop these skills determines how they solve problems, write
reports, function in teams, self assess and do performance reviews of others, go about
learning new knowledge, and manage stress when they have to cope with change.
Todays engineering graduates are not lacking in technical competency or in their
understanding of science, math, and physics. These graduates lack competency in the
generic skills that enable them to use their technical skills most effectively. Generic
skills enable them to use their technical abilities as a part of a team, to understand
conflict as a means for discussion instead of an angry confrontation, and to respect
difference as a creative opportunity rather than an obstacle. To achieve success,
todays engineers must be team members who thrive while working with a variety of
people having differing social, educational, and technical skills.
Graduates lacking of generic skills is a global issue. Employers worldwide found far
too many entry level job applicants deficient in generic skills, and want the public
schools or institutions of higher learning to place more emphasis on developing these
skills. Valuing generic skills-to the point of assigning them an even higher priority
than job-specific technical skills-employers are understandably distressed to find so
many entry-level job applicants lacking these skills.
Charner identified and catalogued the reasons given by employers for not hiring
young people for entry-level jobs, including:
Low grades and low levels of academic accomplishments
Poor attitudes, lack of self-confidence
Lack of goals, poorly motivated
Lack of enthusiasm, lack of drive, little evidence of leadership potential
Lack of preparation for the interview
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one of the economic superpowers has increased the demand for quality management
education which will help to bring out managers who can effectively supervise,
manage and increase the growing business of India.
The changing drivers that influence the Higher Education System includes
Information
In order to excel, institutions need to benchmark themselves with the best in the
industry. There is an urgent need to create a stimulating and challenging environment
of the equivalents of the Harvards and Stanfords in India.
Employability of engineering graduates alarming: Survey by PurpleLeap
Only one out of ten students graduating from tier 2, 3 and 4 engineering colleges is
readily employable, pointing to the yawning gap between education and
employability of the much-in-demand graduate pool, according to a latest survey.
An even more alarming fact is that one third of this group is unfit for employment,
even with external intervention in the form of training. And these findings are about
students who have done well academically; with at least 60% marks, said the
PurpleLeap IRIX (Industry Readiness Index) survey. The findings of the study have
posed a big challenge for small and medium sized companies that straddle the need to
increase capacity with the training imperative. The study looks into the reasons why
most organizations usually have to spend 3 to 4 months on technical training to make
these students workplace ready. It revealed that 62% of the students do not meet the
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requirements on the problem solving /analytical skills, challenging the popular notion
that engineering students are naturally good at these things. It also tried to intervene in
the quality of education in tier 1 institutes and perhaps the only silver lining in the
current situation is that the share of readily deployable talent in tier 2/3/4 colleges is
equal to the total talent pool in tier 1 engineering colleges. The study however
concluded with a need for systematic intervention to prevent the possible failure of
the technical education system in the country.
Many engineering students lack employable skills
Lack of skills forcing students to settle for non-technical jobs after engineering 36
per cent of all surveyed have no chance of an engineering job.
The study Employability Skill Index was done by PurpleLeap, a talent management
institute, among 9,000 students across 95 colleges in the country, including 600
students from 15 engineering colleges in Andhra Pradesh. It tested three key
employability skills - communication, problem solving and technical skills.
The study found that more than 80 per cent of the students do not meet the
requirements on the problem solving skills. The average score of State students was
less than 25 per cent against national average of 35 per cent. There are more than 50
per cent of the students who have scored less than 25 per cent in problem solving,
making them fall in the hard-to-train segment.
Need to Focus on Developing Employability Skills in our Engineering
Graduates
The industry requires new graduates who understand the part they play in building
their organizations, and have the practical skills to work effectively in their roles. It
means engaging with the organization and its goals, understanding the dynamics of
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the workplace, and taking up a job role with an informed knowledge of all of its
requirements. These are the skills, attitudes and actions that enable workers to get
along with their fellow workers and supervisors and to make sound, critical decisions.
Unlike occupational or technical skills, employability skills are generic in nature
rather than job specific and cut across all industry types, business sizes, and job levels
from the entry-level worker to the senior-most position.
If colleges want to improve the employability of their graduates, they have to focus on
reducing these important skill gaps through improvements in curriculum and teaching
methods. The Universities are required to play a significant role for the same so that
graduates have to be able to formulate, analyze, and solve a real life problem using
standard engineering techniques
Clueless
engineers:
National
Employability
Report
reveals
how
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rate, getting ready- to- use students resulting in improvement in productivity, joint
working with business schools in areas of training & consultancy thus being able to
carry out applied / fundamental research at a lower cost.
Thus, though the collaboration between the two is dynamic and complex. A
synergistic relationship has to be carved between the business schools and the
industry so that both can benefit and contribute to enhancing the entire teachinglearning process. The growth of some major economies like Germany and USA is
built on the edifice of a strong corporate academia relationship. Hence it is high time
that Indian business schools do the same and build and sustain similar long-term and
mutually fruitful relationships
Analysis of factors determining graduate employability
Despite some progress in extending access to higher education to various
disadvantaged groups (e.g. ethnic minorities, lower socio-economic groups) and a big
political as well as academic interest in this process, little is known about how these
non-traditional students will fare in the graduate labor market. Some empirical
findings (usually carried out for other purposes) and also anecdotal evidence suggest
that graduates from such groups do relatively poorly on entry to the labor market. The
project utilized the results of existing studies carried out by the research team to
address. The findings of the report were success in the labor market for graduates is to
some extent associated with the background characteristics of graduates. Socioeconomic background, ethnic background and age all have indirect effects upon
employment through their association with factors such as institutional type, subject
of study, entry qualifications and degree classification. But they also appear to have
direct effects.
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characterized
by
sharing
of
responsibilities,
knowledge,
Teacher skill: The skills which a teacher must possess to guide graduates in
problem solving and good communication skills, and must have the awareness
of practices used in industry.
attention for universities and universities in turn are also focusing on producing
employable graduates through the development of skill and abilities in graduates
(Gracia, 2009). To manage this entire scenario the role of higher education is also get
importance and governments are now more focusing on higher education to make the
graduate employable (Mason et al., 2009; Gracia, 2009).
Despite of the fact that education is growing enormously and quick changes are taking
place around the world in every field at the same time the stakeholders are not
satisfied with the curriculum and teaching staff and students skills and abilities. They
have the reservation regarding outdated curricula, lack of staff and neglecting the
students skills. Students are also complaining about the system which is sort of a
teacher centered and exam oriented due to which their chances to acquire the job are
less because they dont have practical knowledge (Zhiwen, Beatrice, & Heijden,
2008). Employers are very much concerned with the performance of the graduate and
also not satisfied with it and criticize the system that graduate can get the good scores
in the exam but they are not performing well on the job because of they dont have
transferable skills and their ability is low (Zhang, & Liu, 2006).
Improved education systems have resulted in motivation of developing young people
for labour market. The interest for education in working age (15-64 years) has
increased. The share for tertiary education has increased to 3.6% and for at most
secondary education; it is down by 5.3% (Employability, n.d). Higher education is
gaining interest of policy makers in many countries, in education-to-work transition
of graduates and the extent to which they are employable. Universities are offering
lots of courses to attract the viable number of students, but due to complex academic
structure it is difficult to involve employer in course validation and design process.
Due to which the gap create between demand of an employer and the graduates come
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into the market (Rae, 2007). The other thing is that the number of students entering
into the market after passing their degree increase massively and job opportunities are
less.
Understanding of the world of work which means how organization works, how an
employee does his job, and what are organization objectives (Coopers & Lybrand,
1998). To fulfill those requirements universities have to make modifications in course
content introduce new courses and teaching methods and expand opportunities for
work experience. All these procedures should be adopted to enhance the development
of employability skills and lifelong learning. Some universities try to embed these
skills within the course, and other offer stand-alone skill courses (Coopers &
Lybrand, 1998).
2.1Research Gap
There exist differences in the expectation of the Company executives from the
undergraduates pertaining to corporate skills and what is been imbibed in them at
educational level.
Employers and Academicians jointly agree that there is need to develop highly skilled
professionals who are ready to take the challenges of Global competition. However on
the real grounds fewer efforts have been taken by the educational Institutes in this
arena.
Moreover there are no studies available which looks specifically into the
employability of Engineering Students especially in the area of Mumbai and Pune.
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CHAPTER 3
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education sector, the Government has increased its focus to introduce a number of
reforms to iron out some key irritants
In the last six decades, the higher education sector in India has witnessed exponential
growth, both in terms of the number of institutions and the rate of enrolment. From
just 30 universities and 700 colleges in 1951, today there are over 600 universities and
33,000 colleges. Similarly, with over 21.4 million enrolments in 2012, India has
become the third largest education system in the world, after China and the U.S. Also
between 2010 and 2015, the market size of the higher education sector is expected to
register a compounded annual growth of 25%, thus making it worth $57 billion by
2015. Indian students have been one of the top spending groups when it comes to
pursuing higher education overseas, with a collective spend of over $14 billion, as
recorded in the year 2010.
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3.3 Hypothesis
a) H01: There is no significant difference between mean scores of various
employability skills for Mumbai and Pune.
H11: There is significant difference between mean scores of various
employability skills for Mumbai and Pune.
b) H02: There is no significant difference between expected and actual levels of
employability skills perceived among Engineering students
H12: There is significant difference between expected and actual levels of
employability skills perceived among engineering students
c) H03: There is no association between City and the initiatives taken by
institutes to enhance the employability of students
H13: There is association between City and the initiatives taken by institutes to
enhance the employability of students
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RESEARCH METHODOLOGY
The study concentrated on information collected from both Primary and Secondary
sources.
3.4 Data Description
Secondary Data: Secondary data was collected from different news journals in order
to understand the views of corporate recruiters on the quality of Engineers being
graduated.
Also information on Engineering Syllabi, the curriculum pattern and AICTE (the
Governing Body of Technical Institutes in India) policy pertaining to Engineering
studies was collected from their respective websites. A detailed literature review was
conducted from all the available material.
Primary Data: After the identification of gaps and finalization of research objectives
a questionnaire was prepared and a 360 degree study was conducted as part of the
Primary Data collection. It included the final year Engineering Students,
Academicians of Engineering Institutes and IT/ Manufacturing Company recruiters as
the respondents.
The survey of Engineering Students and Academicians was done from selected
colleges of Mumbai and Pune Univeristies.
The method of conducting survey was through
Structured Questionnaire
Informal Interviews
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ENGINEERING ACADEMICIANS
CORPORATE
STUDENTS
Mumbai
143
30
Pune
112
18
Total
255
48
15
318
Through the findings arrived after analysis and with the help of comparative
derivations from the available secondary data, an appropriate conclusion was drawn
and suitable recommendations were suggested.
3.8 Limitations of the Research
The study is confined to selected colleges of Mumbai and Pune Region, which is the
hub of many industrial activities and is also the hub for large number of educational
institutes.
3.9 Future scope of the study
The present study which is limited to Mumbai and Pune region can be further taken to
PAN India level where the employability of the Indian graduates can be studied on a
larger scale. Also the since the study is limited to engineering course, it can be further
studied for other undergraduate courses as well.
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CHAPTER 4
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According to the 2011 census, the total literacy rate in India is 74.04%
compared to the world average of 83.4% (2008)
The female literacy rate is 65.46 % and male literacy rate is 82.14 %
FDI inflows in the education sector during May 2012 stood at $31.22 mn
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The Indian education space is evolving, which has led to the emergence of new niche
sectors like vocational training, finishing schools, child-skill enhancement and elearning among others. Growth is driven by the increasing propensity of the middle
class to spend on education and more aggressive initiatives by private entrepreneurs.
4.2 The Higher and Technical Education of India
India possesses a highly developed higher education system, which offers the facility
of education and training in almost all aspects of human creativity and intellectual
endeavors like: arts and humanities; natural, mathematical and social sciences;
engineering; medicine; dentistry; agriculture; education; law; commerce and
management; music and performing arts; national and foreign languages; culture;
communications etc.
Education is a concurrent subject under the purview of the Central Government as
well as the State Government. In addition, statutory bodies like (AICTE) and the
University Grants Commission (UGC) have their empowerment by the Acts of
Parliament to regulate Higher Education. Professional bodies like Council of
Architecture, Pharmacy Council of India and the Institution of Engineers (India) have
their roles, some of which are well defined and some others not so. The Universities
and deemed-to-be Universities exercise various controls arising out of their statutes.
The Bureau of Technical Education (BTE) in the Ministry of Human Resource
Development provides grants to centrally funded institutions such as the Indian
Institutes of Technology (IITs), Indian Institutes of Management (IIMs), School of
Planning and Architecture (SPA), New Delhi, Technical Teachers Training Institutes
(TTTIs), Indian School of Mines (ISM), Dhanbad, and Indian Institutes of
Information Technology (IIITs). BTE processes the programmes of these centrally
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funded institutions, monitors and evaluates them. AICTE was originally constituted as
an advisory body in 1945 for all matters relating to technical education. Although
AICTE had no statutory power, it played an important role in the development of
technical education in India.
There are three principal levels of qualification within the higher education system in
the country:
Graduation level
Post-graduation level
Doctoral degree.
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In our view, the higher education sector can be divided into 4 broad categories as
listed below:Table 4.1: Classification of Indian Higher Education Sector
Formal
Technical &
Skill
Vocational
Education
Professional
Development
Training
Education
Composition
Institutes of
national
importance
Universities
Colleges
Polytechnics
Engineering
colleges
Management
Schools
Law, Medical,
Pharmacy
etc.
ITCs
Private Skill
Development
Centers
Finishing
schools
English training
Airhostess
academies
Key Regulators
UGC
State
Government
IGNOU
AICTE
Bar Council of
India
Medical Council
of India
ICAI
DGET incase of
No regulator
ITIs/ITCs
Unregulated for
others
Accreditation
NAAC
NBA
None
None
IITs/IIMs/IISc
Amity
University
SRCC
MDI Gurgaon
K.J. Somaiya
College of
Engineering
ITIs/ITCs
Private centers
VETA
Frankfinn
bodies
Key Players
system) has been reported to be 16 mn in academic year 2010-11*. This does not
include enrolment in higher education offered through ODL. India is acknowledged to
have the largest higher education systems in the world in terms of number of
institutes. The university and higher education system comprises 610 universities and
in addition, there are 33,023 colleges. An estimated $13bn is spent outside the
country. Higher education is the second largest opportunity in the Indian education
sector.
There has been phenomenal growth of higher education in India since Independence.
There were only 20 universities and 500 colleges at the time of independence. These
numbers have increased by 26 times in the case of Universities and 66 times in the
case of colleges. Some of the other factors acting as growth drivers to the Higher
education sector are:
Low GER in higher education (15%) the target GER of 30% by 2020 would
mean 24mn new enrollments
Increasing share of the services sector further emphasizes the role of education
in developing manpower to global standards
Several reforms by the government including the Education Bill are on the
anvil to give a push to the education sector
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Quality
There are various dimensions of quality in education, including content, mode of
delivery, infrastructure and facilities, employability, etc. Ensuring quality in higher
education is amongst the foremost challenges being faced in India today, with few
institutes having achieved global recognition for excellence.
Faculty: Faculty shortages and the inability of the state educational system to
attract and retain well-qualified teachers have been posing challenges to
quality education for many years. The quality of teaching is also often poor
and there are constraints faced in training the faculty Accreditation: As per
the data provided by the NAAC, as of June 2010, not even 25% of the total
higher education institutions in the country were accredited. And among those
accredited, only 30% of the universities and 45% of the colleges were found to
be of quality to be ranked at 'A' level
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Employability: The Indian education system on the whole is not aligned to the
skill and manpower needs of the market. Skills shortage across sectors is
accompanied by high levels of graduate unemployment, highlighting the need
to include employment-linked modules in courses. In addition to job-related
skills, graduates are often reported to be lacking adequate soft-skills such as
communication and inter-personal skills.
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mix of these two components would be followed in order to attain optimum results.
While the existing interventions would be consolidated, a few new ones, especially in
the area of demand side interventions are proposed to be launched. Focus would be
also on the non-financial reforms, in the shape of institutional re-structuring,
imperative in order to keep the Indian higher education in sync with rest of the world.
Institutional reforms at the highest level, including regulatory structures at the apex
level are essential if India has to occupy a position of leadership in the comity of
nations and transform into a real knowledge society.
Table 4.3: Enrollment of Students in Higher Education in India
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recommendation of the Scientific Advisory Committee of the Prime Minister (SACPM) pursuant to that the MHRD had established a Task Force for implementation of
the SAC PM's recommendation. The objective of the Programme has to give a big
boost to scientific research. The Scheme provides for:
Improvement
Doctoral Fellowship
Post-Doctoral Fellowships
Faculty Recharge
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CHAPTER 5
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Engineering students developed and sharpened the requisite skills by working through
numerous laboratory exercises and industry-designed case studies and by participating
in cooperative industrial work-study programs and practice schools. The primary
values of engineering practice at the time were functionality and profit. A good
process was one that did what it was supposed to do in as profitable a manner as
possible. Both the engineering curriculum and the faculty reinforced these values.
The circumstances facing practicing engineers today are considerably different from
those of the past, and the circumstances of the future will be even more different.
Significant changes in engineering education will be required if we are to meet the
needs of our graduates in preparing them for the challenges of the coming century.
Let us consider in somewhat greater detail the knowledge, skills, and values that will
be necessary for engineers to deal successfully with these challenges.
Knowledge
The volume of information that engineers are collectively called upon to know is
increasing far more rapidly than the ability of engineering curricula to cover it.
Until the early 1980s, for example, most chemical engineering graduates went to
work in the chemical or petroleum industry. Now they are increasingly finding
employment in such nontraditional (in engineering) fields as biotechnology, computer
engineering, environmental science, health and safety engineering, semiconductor
fabrication technology, and business and finance. To be effective across this broad
spectrum of employment possibilities, our graduates should understand concepts in
biology, physics, toxicology, fiscal policy and computer and software engineering that
are well beyond the range of the traditional chemical engineering curriculum. Many
who work in companies that have international markets will also need to be
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conversant with foreign languages, which have been phased out of both undergraduate
and graduate engineering curricula in recent decades. At the same time, the work done
by any one engineer tends to occupy a relatively narrow band in the total spectrum of
engineering knowledge. Unlike their counterparts of several decades ago, today's
engineering students may never be called upon to work with basic elements of the
traditional curriculum such as phase equilibrium, thermodynamics, separations,
reactions and process design.
For these reasons, structuring a four-year or even a five-year engineering curriculum
that meets the needs of most engineering students appears to be an increasingly
elusive goal. One solution is to abandon the traditional one-size-fits-all curriculum
model and instead to institute multiple tracks for different areas of specialization,
relegating some traditionally required courses to the elective category. Designing such
tracks and keeping them relevant is a challenging task, but it can be and is being done
at many institutions. No matter how many parallel tracks and elective courses are
offered, however, it will never be possible to teach engineering students everything
they will be required to know when they go to work. A better solution may be to shift
our emphasis away from providing training in an ever-increasing number of specialty
areas to providing a core set of science and engineering fundamentals, helping
students integrate knowledge across courses and disciplines, and equipping them with
lifelong learning skills. In other words, the focus in engineering education must shift
away from the simple presentation of knowledge and toward the integration of
knowledge and the development of critical skills needed to make appropriate use of it.
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Skills
The skills required to address the challenges to future engineers raised in the first
section may be divided into seven categories:
Communication skills;
Self-assessment skills;
From another perspective, ABET Engineering Criteria 2000 requires that future
graduates of accredited programs should possess
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College at Roorkee was first made a University and then as the seventh IIT (2001). In
2008, four more IITs were established at Patna, Jodhpur, Hyderabad and Gandhinagar
followed in 2009 by four more at Ropar, Bhubaneswar, Mandi and Indore, making a
total of 15 IITs. The older IITs are mentoring the newer ones. The intake of students
at different levels into the IITs in 201011 is given in Table 3. The degrees awarded
(in brackets) and faculty strength in 200910 is also indicated in Table 3. The recent
eight IITs have limited UG enrolments (about 100 each) and only nominal admissions
at the Masters and Ph D level at present. In the next few years, when they grow to
their full size, the 15 IITs will admit about 15,000 UG, 10,000 Masters and at least
8,000 Ph.D. students per year. The Institute of Technology at BHU has been elevated
as an IIT; thus there are 16 IITs now. Clearly, IITs contribute a small fraction of
engineering graduates in India.
Table 5.1. Intake and graduation in IITs
Undergraduate
Masters
Ph D
Faculty Strength
7 Older IITs
6681
7082 (3930)
1660 (959)
2943
15 IITs
7678
7152
1799
3138
200809
Colleges
562
2,388
Intake
134,894
820,000
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In the next tier institutions, there are 20 RECs which were recently renamed National
Institutes of Technology (NITs) with Central Government funding and greater
autonomy. It is proposed that 10 more NITs will be set up shortly, making a total of
30 NITs. The 20 NITs admitted 9297 UG and 4569 postgraduate (mostly for a
masters degree) students in 200708. Then, there are a large number of State
Government Engineering Colleges, often affiliated to a University and having a
limited or no autonomy about curriculum, examinations, degree granting, etc. The
great demand for engineering and technical education has led to the mushrooming of
the large number of private engineering colleges, many started by politicians or as
money-making ventures (Table 4).This phenomenal growth has led to a steep
decrease in quality, though some of them are accredited by the All India Council of
Technical Education (AICTE) or other bodies but lack autonomy in most matters and
do not have adequate number of qualified teachers and infrastructure. According to
the National Association of Software and Services Companies (NASSCOM), only
1520% of the graduate engineers are employable. Recently, the India Government
has taken fresh initiatives to increase the number of Indian Institutes of Information
Technology (IIITs), Indian Institutes of Science Education and Research (IISERs) and
enable government departments such as Defence Research and Development
Organization, Department of Atomic Energy, Indian Space Research Organization
and Council of Scientific and Industrial Research to train people at the postgraduate
level and award their own degrees.
During the last two decades Indian engineering education has undergone exponential
growth in terms of number of students admitted. At present there are more than 2400
engineering colleges with total intake capacity of about 8.5 lakhs students. This
quantitative growth has occurred primarily due to inland and global requirements of
95 | P a g e
average. At present the production of technologist per million per year in USA, China
and India are 700,500 and 200 respectively.
Attributes for Global Engineers:
For facing the challenges of the future, the engineers working globally will need to
acquire the following attributes:
Ability to integrate the solutions and work processes with environmental and
human factors.
The world today needs good engineering talent to find solutions to global challenges
facing humanity such as energy, environment, health and socio-economic well being.
Partnership of the signatory countries through the Washington Accord has amazing
potential. Indias role in this context becomes more vulnerable due to its young large
population of graduate engineers.
Existing Scenario of Engineering Education in India
As mentioned above India possesses huge potential of the youth power which is now
being engaged in higher education including engineering. However, the resulting
97 | P a g e
quality of the engineering graduates does not fully satisfy the requirements of the
global market. Self financing private engineering colleges are churning out about 87%
of the engineering graduates in the country. The poor quality of the graduation is due
to the following reasons:
Shortage of faculty.
two batches of pass out, only 718 colleges have attained accreditation for one or more
course running there.
Obstacles to change
In the traditional approach to teaching, the professor lectures and assigns readings and
well-defined convergent single-discipline problems, and the students listen, take
notes, and solve problems individually. Alternative pedagogical techniques have
repeatedly been shown to be more effective and much more likely to achieve the
objectives set forth in the preceding section. Among these techniques are cooperative
(team based) learning, inductive (discovery) learning, the assignment of open-ended
questions, multidisciplinary problems and problem formulation exercises, the routine
use of in-class problem-solving, brainstorming, and trouble-shooting exercises, and
other methods designed to address the spectrum of learning styles to be found among
students in every class. The superiority of the alternative methods at achieving desired
both cognitive and affective educational outcomes has been demonstrated in
thousands of empirical research studies, and is heavily supported by modern cognitive
science. Nevertheless, straight lecturing and convergent problems continue to
predominate in engineering courses at most institutions. A substantial number of
engineering professors are still unaware of alternative educational methods, and many
who are aware of them choose not to incorporate them into their approach to teaching.
There are several likely reasons for this inertia, aside from the inevitable human
resistance to change.
Modern universities have, with few exceptions, become totally dependent on research
funds to support most of their functions, including educational and administrative
functions only marginally related to research. This circumstance has dictated the
establishment of research achievement as the primary criterion for advancement up
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the faculty ladder, and the potential for research achievement as the primary criterion
for faculty hiring. In consequence, many young faculty members either have little
interest in doing high quality teaching or would like to do it but feel that they cannot
afford to invest the necessary time.
Individuals in both categories tend to put minimal effort into teaching so that they can
concentrate on research, which they view (generally correctly) as the key to their
career success. Moreover, most professors begin teaching without so much as five
minutes of training on how to do it. Even those who are genuinely concerned about
their students and would like to be effective teachers automatically fall back on
straight lecturing, which is the only instructional strategy most of them have ever
seen.
Another obstacle to change is the fear of loss of control. Lecture classes in which
student involvement is essentially limited to passive observation (perhaps broken by
occasional questioning) and out-of-class problem solving is safe: the professor is in
almost complete control of what happens in class.
On the other hand, it is hard to predict what might happen in a student-centered class.
Digressions may occur, making it difficult to stay with the syllabus, and the
discussion may wander into areas in which the professor is not all that comfortable.
Perhaps worst of all, the students may simply not buy into the program, remaining
indifferent, uncooperative, or perhaps sullen in their refusal to get involved in the
planned activities. Like any other skill, directing student-centered classes is an ability
that can be learned and improves with practice. Unless some training is provided and
feedback given on initial efforts, however, professors courageous enough to try the
new teaching methods are likely to become discouraged, give up, and revert to
straight lecturing. In short, no matter how effective they may be, the new approaches
100 | P a g e
to teaching will not automatically replace the old approach. The university
administration must take steps to establish a suitable climate for change before any
significant change can take place.
5.4 Challenges Ahead
Pressure on delivering quality transferable skills or generic skills to prospective
engineering graduates has been a debate since long time. Employers expect and
demand good quality engineering graduates from Higher Educational Institutes
(HEIs). Therefore these institutes, within their constraints try to fulfill the high
requirements of employers. According to Skills Dialogues (2000), a range of new and
specific technical skills is required to meet the demands of technology and of
business. Also of importance is the greater emphasis employers put on personal and
generic skills in all areas of work.
The engineering curriculum has been criticized (Skills Dialogues, 2000) for not
developing personal and transferable skills sufficiently amongst graduates. As a result
engineering graduates opt for alternative jobs in non related areas leading to failure of
industry to use their acquired skills and knowledge and also a failure to further
develop their engineering skills. Employers have also reported other shortages in
generic and interpersonal skills. For technicians, IT and software skills are frequently
mentioned, whilst among managers there appear to be difficulties finding people with
good management skills (Skills Dialogues, 2000; National Employers Survey 2003)
Quality:
The rapid expansion of engineering institutions has led to a steep deterioration in the
quality of education due to acute shortage of numbers and qualification of the faculty,
poor laboratory and library facilities and other infrastructure as well as limited or
101 | P a g e
absence of autonomy. These problems may be severe enough in the case of IITs, but
are major road blocks for the other institutions. Though an accreditation by the All
India Council of Technical Education and other bodies exists, it has proved totally
inadequate and is reported or suspected to harbor malpractices.
Skill Gaps in Engineers
The skills gap or skills deficiencies are problems in filling vacancies due to shortage
of people with the relevant skills and experience (Skills Dialogue, 2000). There is
evidence from engineering employees that they have difficulty in filling the vacancies
with related skills and there are also areas of skills deficiency within the existing
engineering workforce.
Employers commonly have hard to- fill vacancies in the engineering area such as
craft, technicians, professional and managerial occupations. It is understood, that twothirds of all vacancies at craft and skilled operative level are hard-to-fill ones. The
National Employers Skills Survey, (2003) reported 2,70,000 unfilled vacancies that
were described as hard to fill by respondents. Over half of all vacancies at engineering
professional level came from design and electrical engineers as well as craft and
technical field.
A survey conducted by the Information Technology Governance Institute (ITGI)
focusing on IT employees reported that 700 Chief Executive and Chief Information
Officer at companies in 23 countries including UK found that 38% reported problems
relating to inadequate skills in the workforce (Ashford, 2008).
It is reported by Engineering Employers that it is more difficult to recruit people with
technical and practical skills than other skills. These technical skills are often used in
102 | P a g e
generic terms such as electrical and design. One in four engineering employers
considers there is a gap between the skills of
needed to meet their business objectives. These skill gaps place difficulty for those
involved in recruitment. They have to emphasize practical and technical skills and
also have to take into consideration the generic and personal skills.
Employability:
The increasing emphasis on employability skills of potential engineers has
caused a significant increase in the unemployment among engineering
graduates. As a result the institutions of higher learning around the world
also are very much concerned on their graduate employment. Employability
upon graduation is a major priority for most of engineering students.
According to Mohammad (2004), new and fresh engineering graduates these
days confront with more challenges and competitions in getting employed
compared to previous graduates. He points out that the excellent academic
degrees alone are inadequate as employers require potential engineers for
competencies and capabilities in generic skill since globalization demands
the companies to be more competitive in their management system.
Because of the mushroom growth of engineering colleges the quantity of out coming
engineering graduates is raised. But the quality is questionable. Graduates have
educational eligibility but lack in capability and suitability to execute job related
activities despite being the availability of employment opportunities. According to
McKinsey Global Institute survey results, India produces 360,000 engineering
graduates, 600,000 graduates in arts/science/commerce. And only 25% of
engineering graduates and 10% of other graduates are employable.
103 | P a g e
In view of the continuously increasing demand of the technical manpower all over the
world, expansion of the technical education institutions and facilities is needed.
However, this should not lead to deterioration of quality otherwise such growth will
become in sustainable. Therefore, the need of the hour is to build quality into the
technical education systems so as to produce the technical manpower which will
handle not only the task of nation building efficiently, but will also be able to perform
successfully at the international level. The global understanding is that accreditation
of educational programme is a successful and viable means of ensuring adequacy of
the professional towards job performance. Washington Accord therefore is a right step
in the right direction. It is a great opportunity for technically qualified youth of India
to showcase their competencies for fetching the jobs across the national boundaries.
In this respect the responsibilities of engineering education provides greatly increase
to impart the quality education as per the principles and practice of TQM.
Perhaps the Corporate agencies can play a proactive role in changing the present
scenario of Indian Engineering education characterized by unemployable product in
the market to that technologically updated; soft skilled and goal oriented empowered
engineering graduates to assume the leading role in emancipating the World
Economy.
5.5 The New Economy
Setting Priorities
New models of cooperation between industry, government and educators will be
needed to transform the politics of production because the prerequisite for this
economic refocus is a radical transformation of our national skills base. Over years,
much commendable, and in certain areas fruitful, focus, effort and investment have
been expended on the drive to create a stronger skills base in science, technology,
104 | P a g e
engineering and mathematics, all of which are clearly key to a successful technologybased future. However, this must now go much further. However if the nation needs
to compete in the global high technology economy, we must be prepared to prioritize
those skills that can power the new industries and jobs for the future. At a time of
financial constraint, we need to be prepared to make hard decisions about what higher
education choices we can and cannot afford to fund.
Engineering skills
The engineering skills base is one of the priority elements needed to bring about this
economic transformation. If we are to compete in the new global economy, we will
require an adequate supply of high-quality, flexible engineering skills at all levels,
developed through a range of routes including the 14-19 diploma, apprenticeships,
foundation degrees, undergraduate degrees and postgraduate qualifications.
Engineering degrees aim to provide a firm grounding in the principles of engineering
science and technology, while inculcating an engineering method and approach that
enable graduates to enter the world of work and tackle real world problems with
creative yet practical results. The best engineering degrees achieve the right balance
between scientific and technical understanding and their practical application to
problem-solving. This synthesis calls for such skills as communication and
negotiation; teamwork and inter-disciplinary working; and planning, costing and other
key business process skills. Graduates with these skills are highly attractive to
industry, having the relevant, quality skills with real market value that government
is seeking to promote.
105 | P a g e
CHAPTER 6
106 | P a g e
Frequenc
y
Percent
Valid
Percent
Cumulative
Percent
Mumbai
143
56.1
56.1
56.1
Pune
112
43.9
43.9
100.0
Total
255
100.0
100.0
Above table indicate that out of total 255 respondents 143 are from Mumbai and
remaining 112 are from Pune. This information is presented using pie diagram as
shown below.
Figure 6.1 Respondents according to city
Mumbai
44%
56%
Pune
The diagram indicates that of the total respondents 56% of them belonged to Mumbai
city and the remaining 44% belonged to Pune.
107 | P a g e
b) Study of Variables:
a) Personal Attributes: Personal attributes are simply the properties that
describe a person as to how they are. It includes the quality of self
discipline, being organized, taking initiative and responsibility etc.
Qst.
Question details
No.
Strongly
Somewhat
Neither agree
Somewhat
Strongly
Disagree
disagree
nor disagree
Agree
Agree
35
42
58
81
39
12
23
38
90
92
12
67
111
60
18
26
91
116
Engineering Programs
help to develop self
discipline and orderly
skills
Engineering Programs
help to develop the skill
of being flexible with
plans
Engineering Programs
help to develop the
skills of taking initiative
and responsibility
Engineering Programs
help to develop
planning and organizing
skills
Ratings
Strongly Disagree = 1
Somewhat disagree = 2
Somewhat Agree = 4
Strongly Agree = 5
108 | P a g e
Descriptive Statistics
N
Minimum Maximu
m
Personal attribute
score
255
20.00
Mean
100.00 75.2941
Std.
Deviation
15.69304
Above table indicate that mean score for Personal attributes is 75.29 and standard
deviation is 15.69. All 255 respondents are classified into three groups according to
level of possessing Personal attributes.
Frequency
High
Medium
Low
Total
22
201
32
255
Percent
8.6
78.8
12.5
100.0
Valid Percent
8.6
78.8
12.5
100.0
109 | P a g e
b) Interpersonal Skills: Interpersonal Skills are the social skills that facilitate
interaction
and
communication
with
others.
It
includes
basic
Qst.
Question details
No.
Strongly
Somewhat
Neither agree
Somewhat
Strongly
Disagree
disagree
nor disagree
Agree
Agree
17
48
83
102
16
57
76
99
43
56
82
66
41
55
97
53
Engineering Programs
help to develop the
ability to communicate
effectively within the
team and at large
Engineering Programs
help to develop the
ability to function
effectively in the
capacity of a leader or
manager
Engineering Programs
help to develop the
ability to function with
multidisciplinary teams
Engineering Programs
help to develop the
ability to resolve
conflicts within team
Ratings
Strongly Disagree = 1
Somewhat disagree = 2
Somewhat Agree = 4
Strongly Agree = 5
110 | P a g e
Descriptive Statistics
N
Minimum Maximu Mean
m
255
20.00
100.00 75.1176
Std.
Deviation
18.41093
Above table indicate that mean score for Interpersonal Skills is 75.11 and standard
deviation is 18.41. All 255 respondents are classified into three groups according to
level of possessing Interpersonal Skills.
45
162
48
255
Percent
17.6
63.5
18.8
100.0
Valid Percent
17.6
63.5
18.8
100.0
111 | P a g e
Question details
No.
Strongly
Somewhat
Neither
Somewhat
Strongly
Disagree
disagree
agree nor
Agree
Agree
disagree
Engineering Programs
help to develop the ability
to design a system,
15
14
53
86
87
21
20
45
71
98
31
25
50
47
102
12
29
60
97
57
component, or process to
meet desired needs
10
Engineering Programs
help to develop the ability
to identify, formulate, and
solve engineering
problems
11
Engineering Programs
help to develop the ability
to apply knowledge of
mathematics, science and
engineering practically
12
Engineering Programs
help to develop in-depth
technical competence in a
specific engineering
discipline
Ratings
Strongly Disagree = 1
Somewhat disagree = 2
Somewhat Agree = 4
Strongly Agree = 5
112 | P a g e
Descriptive Statistics
N
Minimu Maximu
m
m
Technical Know How
Scores
255
20.00
Mean
Std.
Deviation
100.00 74.5686
19.86693
255
Source: Researchers Analysis
Above table indicate that mean score for Interpersonal Skills is 74.56 and standard
deviation is 19.86. All 255 respondents are classified into three groups according to
level of possessing Interpersonal Skills.
Frequency
Percent
Valid Percent
High
Medium
Low
68
149
38
26.7
58.4
14.9
26.7
58.4
14.9
Total
255
100.0
100.0
113 | P a g e
d) High order thinking skill: Higher order thinking skills include critical,
logical, reflective, metacognitive, and creative thinking ability of
individuals.
Qst.
Question details
No.
13
Strongly
Somewhat
Neither agree
Somewhat
Strongly
Disagree
disagree
nor disagree
Agree
Agree
29
46
69
105
12
56
60
125
33
47
73
95
14
11
61
65
104
Engineering Programs
help to develop the
capacity for creativity
and innovation
14
Engineering Programs
help to develop
Strategic Thinking skills
15
Engineering Programs
help to develop the
ability to understand
Professional and Ethical
responsibilities, and
commitment towards
them
16
Engineering Programs
help to develop the
ability to understand
social, cultural, global
and environmental
responsibilities
Ratings
Strongly Disagree = 1
Somewhat disagree = 2
Somewhat Agree = 4
Strongly Agree = 5
114 | P a g e
Descriptive Statistics
N
Minimum Maximum
High Order thinking
Skills Scores
255
25.00
Mean
100.00 79.2549
Std.
Deviation
17.50798
Frequency
Percent
Valid Percent
High
Medium
Low
55
158
42
21.6
62.0
16.5
21.6
62.0
16.5
Total
255
100.0
100.0
115 | P a g e
d) Problem Solving Skills: Problem solving skills involves both analytical and
creative skills. It consists of using generic or ad hoc methods, in an orderly
manner, for finding solutions to problems and decision making.
Qst.
Question details
No.
17
Strongly
Somewhat
Strongly
Disagree
disagree
nor disagree
Agree
Agree
Engineering Programs
help to develop the
ability to manage
13
39
80
116
36
142
67
18
24
107
103
12
50
95
95
information and
documentation
18
Engineering Programs
help to develop the
ability to undertake
problem identification,
formulation and
solution
19
Engineering Programs
help to develop risk
taking ability
20
Engineering Programs
help to develop the
ability to pick up new
skills and adapt to new
situations
Ratings
Strongly Disagree = 1
Somewhat disagree = 2
Somewhat Agree = 4
Strongly Agree = 5
116 | P a g e
Descriptive Statistics
N
Minimum Maximum
Problem Solving/
decision making Skills
Scores
255
20.00
Mean
100.00 81.5098
Std.
Deviation
13.41255
38
179
38
255
Percent
14.9
70.2
14.9
100.0
Valid Percent
14.9
70.2
14.9
100.0
117 | P a g e
The below table gives a consolidated view of the various employability skills
observed among the Engineering students of Mumbai and Pune College.
City
Problem
Solving/
Decision
making
Skills Scores
Mumbai
Pune
75.8392
74.5982
78.7762
70.4464
74.5804
74.5536
81.3287
76.6071
82.1678
80.6696
Total
75.2941
75.1176
74.5686
79.2549
81.5098
81.33
75.84
74.60
74.5874.55
76.61
Axis Title
Problem_Solving
70.45
Technical_Know How
Mumbai
Pune
80.67
78.78
Interpersonal skill
84.00
82.00
80.00
78.00
76.00
74.00
72.00
70.00
68.00
66.00
64.00
Personal attribute
Axis Title
Figure 6.2 Employability skills among Engineering Students of Mumbai and Pune
118 | P a g e
Number of
Respondents
Mumbai
143
Pune
112
Mean
SD
75.83
15.25
74.59
16.27
SE of
diff of
Mean
Difference
of Mean
Calculated
z-value
Table
zvalue
Null
Hypothesis
2.01
1.24
0.62
1.96
Accepted
119 | P a g e
Above table indicate that calculated value (0.l62) is less than table value (1.96).
Therefore z-test is accepted and hence null hypothesis is accepted.
Conclusion: There is no significant difference between mean scores of Personal
Attributes for Mumbai and Pune.
ANOVA
Personal Attribute Score
Sum of
Df
Mean Square
Squares
Between Groups
96.721
Within Groups
62456.220
Total
62552.941
Source: Researchers Analysis
96.721
253
254
246.863
F-cal
p-value
0.392
.532
Above table indicate that p-value (0.532) is greater than standard value 0.05.
Therefore F-test is accepted. Therefore null hypothesis is accepted.
Conclusion: There is no significant difference in mean personal attribute score of
Mumbai and Pune respondents.
120 | P a g e
City
Mumbai
143
Pune
112
SD
78.77
18.47
70.44
17.31
SE of
diff of
Mean
Difference
of Mean
Calculated
T-value
Table
Tvalue
Null
Hypothesis
2.26
8.33
3.69
1.96
Rejected
4357.953
Within Groups
81738.518
Total
86096.471
Source: Researchers Analysis
4357.953
253
254
323.077
F-cal
p-value
13.489
.000
Above table indicate that p-value (0.00) is less than standard value 0.05. Therefore Ftest is rejected. Therefore null hypothesis is rejected.
Conclusion: There is significant difference in mean Interpersonal skills score of
Mumbai and Pune respondents.
121 | P a g e
Number of
Respondents
Mean
SD
Mumbai
143
74.58
21.8
Pune
112
74.55
17.17
SE of
diff of
Mean
Difference
of Mean
Calculated
T-value
Table
Tvalue
Null
Hypothesis
2.45
0.03
0.01
1.96
Accepted
.045
.045
Within Groups
100252.504
Total
100252.549
Source: Researchers Analysis
253
254
396.255
F-cal
p-value
.000
Above table indicate that p-value (0.991) is greater than standard value 0.05.
Therefore F-test is accepted. Therefore null hypothesis is accepted.
Conclusion: There is no significant difference in mean Technical know-how score of
Mumbai and Pune respondents
122 | P a g e
.991
City
Number of
Respondents
Mumbai
143
Pune
112
Table
T-value
Null
Hypothesis
1.96
Rejected
1400.165
1400.165
Within Groups
76458.267
Total
77858.431
Source: Researchers Analysis
253
254
302.207
F-cal
p-value
4.633
Above table indicate that p-value (0.32) is less than standard value 0.05. Therefore Ftest is rejected. Therefore null hypothesis is rejected.
Conclusion: There is significant difference in mean High Order thinking skills score
of Mumbai and Pune respondents.
123 | P a g e
.032
City
Mumbai
Pune
Table
Tvalue
Null
Hypothesis
1.96
Accepted
Between Groups
Sum of Squares
df
Mean Square
F-cal
p-value
140.977
140.977
.783
.377
253
254
180.050
Within Groups
45552.749
Total
45693.725
Source: Researchers Analysis
Above table indicate that p-value (0.377) is greater than standard value 0.05.
Therefore F-test is accepted. Therefore null hypothesis is accepted.
Conclusion: There is no significant difference in mean Problem solving/ Decision
making score of Mumbai and Pune respondents
124 | P a g e
Descriptive Statistics
N
Std.
Deviation
15
45.00
100.00
82.00
17.29988
15
45.00
100.00
81.66
17.99471
15
35.00
90.00
70.00
17.32051
15
35.00
100.00
76.00
22.13594
15
35.00
100.00
79.66
19.03631
Personal Attributes
Minimum is 45
Maximum is 100.
125 | P a g e
b) Interpersonal Skills
Minimum is 45
Maximum is 100.
Minimum is 35
Maximum is 90
Minimum is 35
Maximum is 100
Minimum is 35
Maximum is 100
Mean
Std. Deviation
15
40.00
80.00
65.33
14.45024
15
35.00
80.00
62.00
14.85646
15
30.00
100.00
73.00
19.98213
15
30.00
80.00
65.33
14.07463
15
25.00
95.00
71.00
18.43909
126 | P a g e
Personal Attributes
Minimum is 40
Maximum is 80
b) Interpersonal Skills
Minimum is 35
Maximum is 80
Minimum is 30
Maximum is 100
Minimum is 30
Maximum is 80
Minimum is 25
Maximum is 95
To test whether the difference between expected level and actual levels are significant
or not T-test is applied for all five skills.
127 | P a g e
128 | P a g e
Std.
Std. Error
Deviation
Mean
82.00
15
17.29
4.46
65.33
15
14.45
3.73
81.66
15
17.99
4.64
62.00
15
14.85
3.83
70.00
15
17.32
4.47
73.00
15
19.98
5.15
76.00
15
22.13
5.71
65.33
15
14.07
3.63
79.66
15
19.03
4.91
71.00
15
18.43
4.76
Pair 1
Pair 2
Pair 3
Pair 5
129 | P a g e
Df
pvalue
Result
Mean
Std.
Deviation
Std. Error
Mean
Expected Personal
Pair Attributes Scores Actual Personal
1
Attributes Scores
16.66
20.84
5.38
3.09
14
.008
Significant
Expected Interpersonal
Pair skills scores
Actual Interpersonal
2
skills scores
19.66
17.47
4.51
4.36
14
.001
Significant
Expected Technical
Pair Know How Scores
-3.00
Actual Technical Know
3
How Scores
19.34
4.99
-.60
14
.558
Not
Significant
19.16
4.94
2.15
14
.049
Significant
18.27
4.71
1.83
14
.088
Non
Significant
130 | P a g e
Results of pair-2:
Mean scores of Inter Personal Skills are tested. P-value is 0.01 which is less
than standard value 0.05. Therefore T-test is rejected. Therefore null
hypothesis is rejected. Alternate hypothesis is accepted.
Findings of test: Expected mean Inter Personal Skills score is (81.66) which
is significantly higher than actual score (62.00).
Conclusion: In order to be employable the young Engineers need to improve
their Inter Personal Skills.
Results of pair-3:
Mean scores of Technical Knowhow are tested. P-value is .558 which is
more than standard value 0.05. Therefore T-test is accepted. Therefore null
hypothesis is accepted. Alternate hypothesis is rejected.
Findings of test: Expected mean Technical Knowhow score is (70) which is
lower than actual score (73).
Conclusion: It is clear that the young Engineers are strong in their Technical
knowledge which is developed through their curriculum and hence should be
continued the same way.
131 | P a g e
Results of pair 4:
Mean scores of High Order thinking Skills are tested. P-value is .049 which
is less than standard value 0.05. Therefore T-test is rejected. Therefore null
hypothesis is rejected. Alternate hypothesis is accepted.
Findings of test: Expected mean High Order thinking Skills score is (76)
which is significantly higher than actual score (65.33).
Conclusion: In order to be employable the young Engineers need to improve
their High Order thinking Skills.
Results of pair-5:
Mean scores of Problem Solving/ Decision Making Skills are tested. P-value
is .088 which is more than standard value 0.05. Therefore T-test is accepted.
Therefore null hypothesis is accepted. Alternate hypothesis is rejected.
Findings of test: Expected mean Problem Solving/ Decision Making Skills
score is (79.66) which is significantly higher than actual score (71.00).
Conclusion: It is evident that the young Engineers are better in analytical
aspects and can take sound decisions using generic or ad hoc methods.
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Frequency
Mumbai
Pune
Total
City
Percent
30
18
48
62.5
37.5
100.0
Valid
Percent
62.5
37.5
100.0
Cumulative
Percent
62.5
100.0
Above table indicate that out of total 48 respondents 30 are from Mumbai and
remaining 18 are from Pune. This information is presented using pie diagram as
shown below.
Figure 6.3 Academic Respondents
Academic Respondents
38%
Mumbai
62%
Pune
133 | P a g e
Frequency
23
17
8
48
Percent
47.9
35.4
16.7
100.0
Valid Percent
47.9
35.4
16.7
100.0
25-50%
48%
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Response
Frequency
Percent
Valid Percent
48
100.0
100.0
YES
Source: Researchers Analysis
Above table indicate that out of total 48 respondents all the departments/ Institutes
have a placement cell within the institute to cater to the placements needs of the
students. This information is presented using pie diagram as shown below.
Frequency
100%
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d) Satisfaction of Curriculum
Frequency
Percent
Valid Percent
NO
33
68.8
68.8
YES
Total
15
48
31.3
100.0
31.3
100.0
Above table indicate that out of total 48 respondents 15 are satisfied with the
curriculum of Engineering course thus prescribed by their respective Universities and
33 are not satisfied with the curriculum being taught in Engineering class. This
information is presented using pie diagram as shown below.
Satisfaction of Curriculum
31%
NO
YES
69%
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YES
Cumulative
Percent
100.0
Frequency
100%
137 | P a g e
Frequency
16
Percent
Valid Percent
33.3
33.3
32
66.7
66.7
48
100.0
100.0
Above table indicate that out of total 48 respondents 16 institute/ department contact
Industry through the Alumnus and 32 makes direct contact with the HR Manager.
This information is presented using pie diagram as shown below.
33%
67%
Contact through
Alumni
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g) Percentage of Placement
Frequency
None
Fewer than 25%
25-50%
51-75%
Greater than 75%
Total
Source: Researchers Analysis
6
2
8
24
8
48
Percent
12.5
4.2
16.7
50.0
16.7
100.0
Valid Percent
12.5
4.2
16.7
50.0
16.7
100.0
Above table indicate that out of total 48 respondents 8 institute/ department have a
good placement record of more than 75%, 24 institutes/ department have a placement
record of 51-75% and 8 institute/ departments have a weak placement record of 2550%. This information is presented using pie diagram as shown below.
Figure 6.9 Placement among Mumbai and Pune colleges
Percentage of Placement
12%
17%
25-50%
51-75%
17%
4%
50%
None
139 | P a g e
NO
YES
Total
Cumulative
Percent
20.8
100.0
21%
NO
YES
79%
140 | P a g e
4
48
8.3
100.0
Cumulative
Percent
91.7
8.3
100.0
Above table indicate that out of total 48 respondents 44 institutes/ department have
Internal Institutional Assessment every 1-3 yrs and 4 institutes/ department do not
have Internal Institutional Assessment. This information is presented using pie
diagram as shown below.
92%
To test whether there is association between City (Mumbai and Pune) with that of
other variables Pearson chi-square test and ANOVA was applied.
141 | P a g e
100.0
City
Crosstab
Proportion of Faculties with
Industry Background
25-50%
Count
Mumbai
Expected
Count
Count
Pune
Expected
Count
Count
Total
Expected
Count
Source: Researchers Analysis
Fewer than
25%
8
14
Total
None
8
30
10.6
14.4
5.0
30.0
18
6.4
8.6
3.0
18.0
17
23
48
17.0
23.0
8.0
48.0
Above table indicate that out of 48 respondents 30 are from Mumbai and remaining
18 are from Pune.
142 | P a g e
Chi-Square Tests
Value
df
Pearson Chi-Square
6.555a
P-value
.038
Above table indicate that p-value is 0.038 which is less than standard value 0.05.
Therefore Chi-square test is rejected. Hence Null hypothesis is rejected and alternate
hypothesis is accepted.
Conclusion: There is association between City and Proportion of faculties from
industry Background.
To test the hypothesis ANOVA was applied
ANOVA
Industry Faculty availability score
Sum of
Squares
Between Groups
Df
Mean Square
2.813
2.813
Within Groups
20.500
Total
23.313
Source: Researchers Analysis
46
47
.446
p- value
6.311
.016
Above table indicate that p-value (0.016) is less than standard value 0.05. Therefore
F-test is rejected. Therefore null hypothesis is rejected.
Conclusion: There is significant difference between City and Proportion of faculties
from industry Background.
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Crosstab
Satisfaction of
curriculum
Mumbai
City
Pune
Total
Count
Expected Count
Count
Expected Count
Count
Expected Count
NO
19
20.6
14
12.4
33
33.0
YES
11
9.4
4
5.6
15
15.0
df
1
p-value
.296
Total
30
30.0
18
18.0
48
48.0
Pearson Chi-Square
Value
1.093a
144 | P a g e
.235
Within Groups
10.078
Total
10.312
Source: Researchers Analysis
.235
46
47
.219
p-value
1.071
.306
Above table indicate that p-value (0.306) is greater than standard value 0.05.
Therefore F-test is accepted. Therefore null hypothesis is accepted.
Conclusion: There is no significant difference between City and Satisfaction of
Curriculum among faculties.
Crosstab
Mumbai
City
Pune
Total
Count
Expected Count
Count
Expected Count
Count
Expected Count
Up gradation of
curriculum
NO
YES
10
20
12.5
17.5
10
8
7.5
10.5
20
28
20.0
28.0
Total
30
30.0
18
18.0
48
48.0
145 | P a g e
Pearson Chi-Square
Value
2.286a
df
1
P-value
.131
CMumbai
i
t
yPune
Total
Count
Expected Count
Percentage of Placement_
25-50% 51-75% Fewer Greater
than
than
25%
75%
8
16
2
4
Total
None
30
5.0
15.0
1.3
5.0
3.8
30.0
18
Expected Count
3.0
9.0
.8
3.0
2.3
18.0
Count
Expected Count
8
8.0
24
24.0
2
2.0
8
8.0
6
6.0
48
48.0
Count
Pearson Chi-Square
Chi-Square Tests
Value
df
a
16.711
p- value
4
.002
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Above table indicate that p-value is .002 which is less than standard value 0.05.
Therefore Chi-square test is rejected. Hence Null hypothesis is rejected and alternate
hypothesis is accepted.
Conclusion: There is association between City and Percentage of Placement
Count
Expected Count
Count
Expected Count
Count
Expected Count
4
6.3
6
3.8
10
10.0
Total
YES
26
23.8
12
14.3
38
38.0
30
30.0
18
18.0
48
48.0
Pearson Chi-Square
Value
2.728a
df
1
p- value
.099
CHAPTER 7
148 | P a g e
CONCLUSION
Human resources, in terms of quality and quantity, are Indias biggest assets. A
favorable demographic structure (with about 50 percent of the population below 25
years of age) adds to this advantage. However, to capitalize fully on this opportunity
and not face the possibility of a skills-shortage, it is essential to gear up the education
system through innovative initiatives.
The two greatest concerns of employers today are finding good workers and training
them. The difference between the skills needed on the job and those possessed by
applicants, sometimes called the skills-gap, is of real concern to human resource
managers and business owners looking to hire competent employees. While
employers would prefer to hire people who are trained and ready to go to work, they
are usually not willing to provide the specialized, job-specific training necessary for
those lacking such skills. Finding workers who have employability or job readiness
skills that help them fit into and remain in the work environment is a real problem.
The term employability signals a connection to the world of work that is dynamic
and long-term in nature
The present research work has made an attempt to address the employability dearth
among the engineering students. The study conducted in Mumbai and Pune colleges
reveals that employability skills like personal attributes; decision making skills etc are
not influenced by the grade or level of the educational institute. Perhaps these are the
skills developed by the student on his own through the situations one encounter and
experience he gain out of it. On the other hand the study highlights that some skills
like technical know- how and high order skills are majorly developed through
academics towards which the educational institutes have a major role to play.
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At the institute level the study reveals that most of the academicians in both Mumbai
and Pune region are not satisfied with the engineering curriculum since they believe it
is not at par with the industry needs. However they are also of the opinion that
understanding of the fundamentals is more important since without a strong
knowledge foundation the new methodologies of the industry cannot be adopted
easily.
In the wake of rapid growth in higher education and increased competition, graduates
are forced to equip themselves with more than just the academic skills traditionally
represented by a subject discipline and a class of degree. According to a survey, 64%
of employers are only somewhat satisfied with the quality of fresh engineering
graduate's skills. It is clear that the booming problem in front of Indian youth is not
unemployment but employability. India possesses huge potential of the youth power
which is now being engaged in higher education including engineering. However, the
resulting quality of the engineering graduates does not fully satisfy the requirements
of the global market. Self financing private engineering colleges are churning out
about 87% of the engineering graduates in the country. The number of students
enrolled in engineering education increased to 800% from 1998 to 2008 (MHRD
2009). Because of the mushroom growth of engineering colleges the quantity of out
coming engineering graduates is raised. But the quality is questionable. Graduates
have educational eligibility but lack in capability and suitability to execute job related
activities despite the availability of employment opportunities.
There is a complete mismatch between the knowledge gained by the students in
engineering colleges and current practice in the field. Industry often finds engineering
graduates weak in professional practice thus necessitating long duration on the job
training for making them professionally useful. Emphasis has shifted from learning
150 | P a g e
and acquiring skills to passing the examination. This has resulted in an overemphasis
on theory at the cost of practice.
The study has also taken into consideration the industry perspective which has
emphasized on academic- industry alliance. According to the corporate recruiters the
educational institutes while providing knowledge of fundamentals should also focus
on internship and interaction with industry experts since that would help in grooming
the prospect candidates for industry.
In other words there is considerable interest in the notion of employability in
contemporary Higher Education Institutions (HEIs). This can be seen as the outcome
of a complex historical process of interaction and debate between the state and HEIs
on their role and purpose, and a current view that HEIs have much to contribute to the
economic development of (particularly advanced) nations through the fostering of
intellectual property and human capital formation, gives room for improvement in this
context. Though most of these engineering colleges are producing graduates since
more than two decades, only a fraction of them have so far got the courses accredited
from NBA. They do not seem to be serious about subjecting themselves to the
accreditation process. Out of about 2400 private engineering colleges already existing
and churning out graduates every year, only 718 colleges have attained accreditation
for one or more course running there.
Research shows that formative assessment can exert a powerful effect on student
learning, yet the complexity of formative assessment is not well understood and some
curriculum structures and practices do not fully exploit its potential.
Engineering graduates are expected to be employable and ready for the workplace
when they complete their studies. It is generally expected that graduates should be
151 | P a g e
equipped with a balance of technical knowledge in addition to the relevant soft skills
required in the workplace. This balance is what gives one graduate competitive edge
over another. Engineering students are often equipped with technical knowledge, but
lack of soft skills leave them not prepared for the contemporary requirements of
workplace.
Studies indicate that the base of the entire career and its growth lies on the primary
education and its further hierarchical stages; hence the focus towards the learning
should start from the primary education and then should go further till the end of the
learning. And learning is continuous; not actually gets over by completion of the
curriculum. Hence to this regard individual centric approach is needed. The
redesigning of the university curriculum with more apprenticeship and live industry
projects will facilitate the pre job training which will surely enhance the employability
among graduates. The Indian educational governance is the one which is in earnest
need of reforming.
152 | P a g e
CHAPTER 8
153 | P a g e
lead universities to the same charges as those cast at schools, i.e. their curriculums
have changed too broadly in order to accommodate so many requirements, they have
given a back seat to the fundamentals.
Curriculum mapping is a tool to make explicit that how employability skills and
graduate attributes addressed in the content of a given course or program. Curriculum
mapping is a foundation stone for employability skills, which needs to be supported
by quality delivery and assessment strategies. It ensures that students develop an
understanding of employer expectations and skills to meet those expectations.
Developing the students employability skills requires teaching staff with suitable
skills, resources and awareness of current industry practice. Students employability
skills will also be strengthened where students have access to relevant work
experience through quality work-integrated learning programs, cooperative learning
or mentoring programs. Graduate must also be provided the opportunity of career
counseling. Career counseling is a technique which should be considered at the
university level, because it makes them well-informed and help a lot for graduates in
deciding their career. Some other initiatives that can lead to building of employable
engineering talents are:
155 | P a g e
At Industry Level
Employability is far bigger a challenge than unemployment. Industry leaders feel that
the skills and quality of the workforce need a lot of improvement. Plagued with
problems like curriculum, lack of qualified faculty, poor quality of content, and notso-effective examination system, technical institutions do not provide signaling value
in the job market. A disparity exists in the types of skills taught at colleges and those
that are demanded in industry.
Campus Recruitment is commonly viewed as an element in the socialization process
prior to organizational entry. During this stage, employers should attempt to convey
their expectations from the would -be graduating students rather than trying to attract
the type of employee who is most likely to be successful in the organization.
Employability of graduates can be enhanced, if industry works in connection with
Universities. The corporate house is therefore expected to participate and
communicate their needs to the educational world than simply passing on the blame
onto academicians regarding failure in the development of employability skills.
156 | P a g e
At Student Level
Every child is born unique. However there is a failure on the part of the child to
understand that the skills expected from him at the workplace are perhaps common.
There is lack of knowledge among the young graduates regarding the expectation of
the industry. It is not mere a graduation certificate from Tier 1 college that can fetch a
job for him. Today a graduation certificate is of no value if it cannot imbibe the basic
soft skills among the employees. Academic studies can take the student to the
fundamentals of the subject but developing the soft skills is more or less with the
student to take it to the next level.
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CHAPTER 9
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BIBLIOGRAPHY
Andreas Bloom, H. S. (2011). "Employability and Skill Set of Newly
graduated Engineers in India". World Bank
Atif Anis Rao, (August 2011). Employability in MNCs: Challenge for
Graduates. IJCRB, Vol 3, No. 4.
Azami zaharim, e. (2009). "Employers perception towards engineering
employability skills in Asia
Basri H., Omar M.Z.., Zainal M., Abang Abdullah A.A., Badrulhisham A.A.,
Abdul Hamid H., Nik Abdullah N.M., Azmi H. & Zaidi M.R., (2007) The
Future of Engineering Education in Malaysia, report by the Department if
Institutions of Higher Education Management, Ministry of Higher Education,
Malaysia.
Becker, G.S., (1962). Investment in Human Capital: A Theoretical Analysis.
Columbia University and National Bureau of Economic Research Journal
Political Economy 5, pp.9-49.
Bianca Kubler and Peter Forbes, (2004). Student Employability Profiles
Engineering,
Enhancing
Student
Employability
Coordination
Team
159 | P a g e
from:
http://indiatoday.intoday.in/story/national-employability-report-on-
engineering-graduates-net-java-hcl-technologies/1/248970.html
D. H.Ssekasi and H. Wright. (2013). Employability: Is it Myth or Rhetoric?
International SAMANM Journal of Marketing and Management. Vol. 1, No.2.
ISSN 2308-2399
Denis Hyams-Ssekasi, (July 2013). Employability: Is it Myth or Rhetoric?
International SAMANM Journal of Marketing and Management, Vol. 1, No.2.
ISSN 2308-2399
Department of Higher Education. (September 2011) Ministry of Human
Resource Development. Working Group On Higher Education For The XII
Five Year Plan
DEST, 2006. Employability skills from framework to practice, an
introductory guide for trainers and assessors, a report by the Australian
Chamber of Commerce and Industry and the Business Council of Australia for
the Department of Education, Science and Training, Canberra.
Divya Shukla. (2012). Employability Skill among Professionals, VSRD
International Journal of Business & Mngt. Research Vol. 2 (8).
Dr. G.R. Sinha, (n.d.) Need to Focus on Developing Employability Skills in
our Engineering Graduates. India Education Review. Retrieved from:
http://www.indiaeducationreview.com/article/need-focus-developingemployability-skills-our-engineering-graduates
Dr R Gopal. (2010), Towards an educated India: Academia- Industry
Partnership, Free Press Journal, Vol. May.
Dr R Gopal. (2012), Towards an educated India: Transforming the
Unemployable MBA into an employable MBA, Free Press Journal, Vol. Dec.
160 | P a g e
(June 2008).
161 | P a g e
James R.K. Kagaari, (2007). Evaluation of the effects of vocational choice and
practical
Lynne Heslop. (2014). Understanding India: The future of higher education
and opportunities for international cooperation. British Council. February
M. Z. Kamsah, (n.d.) Developing Generic Skills in Classroom Environment:
Engineering Students Perspective. Malaysia.
Mantz Yorke, (2005). Formative assessment in higher education: its
significance for employability, and steps towards its enhancement. Tertiary
Education and Management, 11:219238
Many engineering students lack employable skills, (Feb 11, 2009). The
Hindu,
Andhra
Pradesh-
Hyderabad.
Retrieved
from:
http://www.hindu.com/2009/02/11/stories/2009021159130300.htm
Morgan Stanley economist Chetan Ahta, (February 4 2004). India appending
itself to the Global Labour Supply Chain. Global Economic Forum.
Moss, M.K. and Frieze, I.H. (1993), Job preferences in the anticipatory
socialization phase: a comparison of two matching models, Journal of
Vocational Behavior, Vol. 42, pp. 282-97
National Association of Careers Advisory Services & Australian Teaching and
Learning Council, (June 2009).Career Development Learning: Maximizing the
contribution of work-integrated learning to the student experience.
Psacharopolous, G. and Sanyal, B. (1987), Higher Education and
Employment: The IIEP Experience in Five Less Developed Countries,
UNESCO, Paris.
PurpleLeap, (July 26, 2012). Employability of engineering graduates alarming.
IBNS, Bangalore.
162 | P a g e
163 | P a g e
WEBLIOGRAPHY
http://en.wikipedia.org/wiki/All_India_Council_for_Technical_Education
http://mhrd.gov.in/
http://web.anglia.ac.uk/anet/student_services/careers/whatisemployability.pht
ml
http://www.aicte-india.org/
http://www.iisc.ernet.in/insa/ch6.pdf
http://www.naac.gov.in/
http://www.ugc.ac.in/
http://www.worc.ac.uk/adpu/1115.htm
www.dtemaharashtra.gov.in/
164 | P a g e
I, Ms. Keerthi Menon, am the student of Padmashree Dr. D. Y. Patil Institute (Department of Business
Management, Mumbai). This survey is part of the research work being carried under MPhil. Course.
The aim of this research is to study the Employability of Engineering Students.
The research intends to abide by all commonly acknowledged ethical codes. All data and measurements
obtained from this research study will be stored confidentially.
Your participation should take approximately 20 minutes of your valuable time. I request you to fill it
out with as much accuracy as possible.
Male
____________________
Female
165 | P a g e
Personal Attributes
Skill- 1: Self Discipline
Engineering Programs help to develop self discipline and orderly skills
Skill- 2: Flexibility
Engineering Programs help to develop the skill of being flexible with plans
Interpersonal Skills
Skill- 5: Effective communication
Engineering Programs help to develop the ability to communicate effectively within
the team and at large.
Skill- 6: Leadership
Engineering Programs help to develop the ability to function effectively in the
capacity of a leader or manager
Skill- 7: Teamwork
Engineering Programs help to develop the ability to function with multidisciplinary
teams
_______
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167 | P a g e
168 | P a g e
1.In your opinion is your course grooming you as a Valued Engineer? Kindly
justify your answer.
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
_______________
169 | P a g e
170 | P a g e
As a Corporate Recruiter how would you rate the parameters mentioned below as an
essential Skill/ Attribute to be possessed by an Employee (Entry level Engineers).
Skills/ Attributes
171 | P a g e
Skills/ Attributes
Engineering Programs help to develop the skill of being flexible with plans
172 | P a g e
1. In your opinion what are the challenges faced by amateur/ fresh Engineering
recruits in the corporate world?
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
2. Do you think academic education suffices the need to meet these challenges?
Kindly justify your answer.
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
3. In what ways, if at all, do you feel that Industry can contribute towards
improvement of quality of Engineering Programs?
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
173 | P a g e
I, Ms. Keerthi Menon, am the student of Padmashree Dr. D. Y. Patil Institute (Department of Business
Management, Mumbai). This survey is part of the research work being carried under MPhil. course. The
aim of this research is to study the Employability of Engineering Students.
The research intends to abide by all commonly acknowledged ethical codes. All data and measurements
obtained from this research study will be stored confidentially.
Your participation should take approximately 20 minutes of your valuable time. I request you to fill it
out with as much accuracy as possible.
Kindly provide the following information about yourself and your organization
1. Name of the Respondent:
2. Gender:
Male
____________________
Female
FACULTY MEMBERS
51-75%
25-50%
174 | P a g e
CURRICULUM
11. In your opinion is the Engineering curriculum satisfactory enough to secure
education based employment?
Yes
No
12. Has the curriculum been updated in the last 3 years?
Yes
No
13. Does your Institute participate in the revision of Syllabi conducted after
regular intervals?
Yes
No
PLACEMENT
14. Does your Institute have Placement cell to provide the students with
placement assistance?
Yes
No
15. If your Institute has a placement cell, what are the methods adopted to contact
Corporate Houses?
Direct contact with HR manager
16. What is the percentage of final year students securing placement (Last 3yrs)?
None
51-75%
25-50%
No
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ASSESSMENT
18. How often does your Institute conduct an in-depth assessment of Engineering
Program with regard to how well the course addresses the employers needs?
Never
7-10 Yrs
4-6 Yrs
19. If your Institute does conduct an in-depth assessment of your course programs,
then who all are included in the process?
Administrators
Faculty Members
Employers
Students
Alumni
Satisfactory
Not Accredited
21. In your opinion what are the challenges put forth by the Business House to the
amateur/ fresh Engineering Graduates?
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
22. Do you think academic education suffices the need to meet these challenges?
Kindly justify your answer.
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
23. In what ways, if at all, do you feel that quality of Engineering Programs
should be improved to address these challenges?
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
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