Employability Gap Among Engineering Graduates

EMPLOYABILITY GAP AMONGST ENGINEERING GRADUATES-

GROWING DISPARITY BETWEEN GRADUATE SKILLS AND MARKET (EMPLOYER) NEEDS IN GUJARAT

Research Project Report

Submitted to

Ahmedabad Management Association

And

California State University, San Bernardino

Under

Joint Certification Program in HRM (June – December 2014)

By

Ms. Bhumi Vala Mrs. Neeti Mittal Ms. Simran Kaur

ACKNOWLEDGEMENT

Our special thanks to all faculty members, who gave us important insights by sharing their professional experiences. We would also like to thank them for guiding us throughout our project work.

We thank Mr. Jayesh Ganatra, Dr. Sameer Pingle and Dr. P. V. Desai, for their suggestions and guidance during the project, reviews and presentations.

We are also obliged to Mr. Janardhanan, Mr. Deep Mehta and entire AMA staff for their great support during our entire program.

We are thankful to CSUSB and AMA for jointly offering this program which has enhanced our skills in HRM and provided us platform to learn.

We feel deeply regards to our family members, friends and our classmates who gave us encouragement during the project work.

We are finally thankful to all who have helped us directly or indirectly during the project.

Bhumi Vala Neeti Mittal Simran Kaur

TABLE OF CONTENTS

Sr No. Content Page No.

1. Executive Summary I-II

2. Project Outline

Introduction

Background: Need and Justification

Objective

Scope

Significance of the Study

Methodology

1

2

3

4

4

4

3. Literature Survey 5-7

4. Employer Data Analysis and Interpretation 8-40

5. Employee Data Analysis and Interpretation 41-52

6. Significant Findings and Observations 53-55

7. Recommendations 56-57

8. References 58

LIST OF ABBREVIATIONS

IT-Information Technology

ITeS - Information Technology enabled Services

EC – Electronics and Communication

MECH- Mecahnical

CE- Computre Engineering

EE- Electrical Engineering

IC- Instrumentation and Control

KPO- Knowledge Process Outsourcing

BPO- Business Process Outsourcing

GIL- Gujarat Informatics Limited

GIPL- Gujarat Information Petro Limited

GSPC LNG- Gujarat State Petroleum Corp Liquefied Natural Gas

GTU- Gujarat Technological University

PRL- Physical Research Laboratory

ISRO- Indian Space Research Organization

ONGC- Oil and Natural Gas Corporation

KSA- Knowledge, Skills, Attributes

US- United States

Govt- Government

Pvt- Private

HR-PR- Human Resource- Personal Relationships

GD- Group Discussion

MS Office- Microsoft Office

LIST OF TABLES

Sr No. Title Page No.

1. Employability Percentage of Engineering Graduates in Different Roles

2

2. Size of the Company 8

3. Degree of importance for employers to hire graduates from reputed institutes

9

4. Satisfaction with newly hired graduates 10

5. Qualities Importance for the Job - Employer Perspective 13

6. Weighted Average Mean for Qualities Importance for the Job - Employer Perspective

14

7. Qualities Satisfaction for the Job - Employer Perspective 15

8. Weighted Average Mean for Qualities Satisfaction for the Job - Employer Perspective

16

9. Importance & Satisfaction – Knowledge Of Subject 18

10. Importance & Satisfaction – Knowledge Of Contemporary Issues

19

11. Importance & Satisfaction – Knowledge Of Computers 20

12. Importance & Satisfaction – Ability To Apply Knowledge 21

13. Importance & Satisfaction – Ability To Analyze 22

14. Importance & Satisfaction – Ability to Solve Problems 23

15. Importance & Satisfaction – Creative And Innovations 24

16. Importance & Satisfaction – Entrepreneurial Skills 25

17. Importance & Satisfaction – Interpersonal Skills 26

18. Importance & Satisfaction – Written Communication 27

19. Importance & Satisfaction – Verbal Communication 28

20. Importance & Satisfaction – Willingness To Learn 29

21. Importance & Satisfaction – Team Work 30

22. Importance & Satisfaction – Flexibility 31

23. Importance & Satisfaction – Reliability 32

24. Importance & Satisfaction – Integrity 33

25. Importance & Satisfaction – Self Discipline 34

26. Importance & Satisfaction – Self Motivated 35

27. Importance & Satisfaction – Empathy 36

28. Employees Qualification 41

29. Sector Specification 42

30. Type of Organization 42

31. Duration And Experience of Employees 43

32. Recruitment Selection Criteria 44

33. No of Interviews Attended by the Employees 44

34. Importance of the Qualities for the Successful Performance in the job

45

35. Importance of the Qualities for the Successful Performance in the job - Weighted Average Mean

47

36. Confidence on the Qualities for the successful performance in the job

48

37. Employees Qualities Confidence Weighted Average Mean 48

38. Most Common Responses 50

LIST OF CHARTS

Sr No.

Title Page No.

1. Employer sector specification 8

2. Size of the Organizations responded 9

3.Degree of importance for employers to hire graduates from reputed institutes

10

4. Satisfaction with newly hired graduates 11

5. Govt sector- Satisfaction with newly hired graduates 11

6. Pvt sector- Satisfaction with newly hired graduates 12

7. Mfg sector- Satisfaction with newly hired graduates 12

8. Service sector- Satisfaction with newly hired graduates 13

9.Degree of Qualities Importance for the Job - Employer Perspective

14

10.Weighted Average Mean for Qualities Importance for the Job -Employer Perspective

15

11.Degree of Qualities Satisfaction for the Job - Employer Perspective

16

12.Weighted Average Mean for Qualities Satisfaction for the Job -Employer Perspective

17

13. Importance- Knowledge of subject 18

14. Satisfaction- Knowledge of subject 18

15. Importance- Knowledge of contemporary issues 19

16. Satisfaction- Knowledge of contemporary issues 19

17. Importance- Knowledge of computers 20

18. Satisfaction- Knowledge of computers 20

19. Importance- Ability to apply Knowledge 21

20. Satisfaction- Ability to apply Knowledge 21

21. Importance- Ability to analyse 22

22. Satisfaction- Ability to analyse 22

23. Importance- Ability to solve problems 23

24. Satisfaction- Ability to solve problems 23

25. Importance- Creativity and Innovations 24

26. Satisfaction- Creativity and Innovations 24

27. Importance- Entrepreneurial skills 25

28. Satisfaction- Entrepreneurial skills 25

29. Importance- Interpresonal skills 26

30. Satisfaction- Interpresonal skills 26

31. Importance- Written communications 27

32. Satisfaction- Written communications 27

33. Importance- Verbal communications 28

34. Satisfaction- Verbal communications 28

35. Importance- Willingness to learn 29

36. Satisfaction- Willingness to learn 29

37. Importance- Teamwork 30

38. Satisfaction- Teamwork 30

39. Importance- Flexibility 31

40. Satisfaction- Flexibility 31

41. Importance- Reliability 32

42. Satisfaction- Reliability 32

43. Importance- Integrity 33

44. Satisfaction- Integrity 33

45. Importance- Self discipline 34

46. Satisfaction- Self discipline 34

47. Importance- Self motivated 35

48. Satisfaction- Self motivated 35

49. Importance- Empathy 36

50. Satisfaction- Empathy 36

51.KSAs which are most lacking and need to improve in engineering graduates

37

52.Actions should be taken by higher institutes as per employer’s perception

38

53. Recommendations for Institutions by the Employers 40

54. Employees Qualification 41

55. Employee Sector Specification 42

56. Type of Organization 43

57. Duration And Experience of Employees 43

58. Recruitment Selection Criteria 44

59. No of Interviews Attended by the Employees 45

60.Importance of the Qualities for the Successful Performance in the Job

46

61.Importance of the Qualities for the Successful Performance in the job - Weighted Average Mean

47

62.Confidence on the Qualities for the successful performance in the job

48

63. Employees Qualities Confidence Weighted Average Mean 49

64. How to Acquire the Skills Lacking in the Graduates 50

EXECUTIVE SUMMARY

India needs to re-engineer the development of engineers.

- Times Ascent

Although almost 6 lakhs engineering graduates are passing out every year in India, however their employability remains a cause of concern. According to a recently released report by Aspiring Minds, of the six hundred thousand engineers that graduate annually, only 18.43% of them are employable for the Software Engineer-IT services role. Despite the gravity of the situation, little research has been conducted to identify the kinds of skills/attitudes demanded by employers amongst engineering graduates and measure in which skills/attitudes they meet employers’ expectation.

There is an increasing demand for such information from universities, administrators, and policy makers. On the supply side, the quantity of the fresh engineering graduates has increased by leaps and bound, due to mushrooming of several new engineering colleges. However, while catering to the quantity, the quality has been compromised thereby leading to very low employability of these graduates. Hence there is a need to study the area.

The study aims to find out the deficiency in the quality of engineering graduates called employability gap. The study seeks to explore the employer’s perceptions of the employability skills/attitudes that technical students need to possess, as well as assessing the employer’s level of satisfaction with the student’s employability skills. It also seeks to explore the perception of newly recruited engineering graduates as to which are the skills in which they felt confident when they joined their first job and where they felt that their university education was lacking. The scope of the study is restricted to the geographical limits of Gujarat.

The study is exploratory in nature. Research is based on Secondary as well as Primary data. Two sets of questionnaires have been developed, one for the employer and the other for the newly recruited engineering graduates with 6-12 months of work experience. Sample size for employers is 32. Approx 210employees from the organizations, from which the employer’s data was collected, were made to fill the questionnaires.

The study found out that the overall satisfaction of the Employers was at somewhat level. 43% Government sector employers are satisfied and 28%Private sector employers are satisfied. Manufacturing sectors employers satisfaction level is 35%, whereas in service sector it is 25%.Most desirable skills while recruiting engineering graduates are willingness to learn, self discipline and self motivation. The least significant skill as perceived by the employers was Entrepreneurial skills. Satisfaction level was least on written communication, ability to analyse and problem solving skills. Technical knowledge with its application and Skill development are equally deficient. Major reasons for these

are obsolete technologies, content of the curriculum, and teaching methods.Practical exposure with applied knowledge and learning was not found up to the mark.

Corrective actions that should be taken by higher institutions in order to improve the employability of their graduates as suggested by employers are as follows: (i) 41% employers feel the engineering curriculum courses need to be more relevant to their needs (ii) More practical exposure needs to be included (iii) Include sector specific work placements as an integral part of the study program.

With respect to employee perspective, maximum priority was given to Interviews in recruitment selection. Employees feel that knowledge is the most important criteria for successful performance of the job followed by skills and personality traits. Technical skills and problem solving are considered to be very important by the employees for successful performance. Employees were most confident on technical skills and emotional intelligence. They were least confident on critical and analytical reasoning.

The engineering graduates suggested the following ways to acquire the skills that they are lacking in (i) Through continuous practice and learning through experience (ii) Taking help from seniors and colleagues (iii) Attending various training programmes (iv) Acquiring technical skills and industrial knowledge (v) Acquiring communication skills.

Areas identified by the employees that need to be included in the university curriculum to make it more market worthy are (i) Updation of the curriculum and practical orientation (ii) Increased industrial exposure (iii) Training on communication and soft skills (iv) Change in examination pattern (v)Mock interviews.

To summarise we can say, that there is employability gap among the fresh engineering graduates and there is a need to reduce this gap. It can be done by focusing not only on the quantity but also quality of the education in the ever mushrooming engineering institutes. The faculties of these institutes should be well versed with the latest technological advancements and there should be due emphasis on periodic revision of the course content to make it more relevant to the market needs. More practical orientation is what is desired by the engineering students that they find lacking in the present set up. Similarly, due emphasis should also be laid on acquisition of interpersonal and communication skills during the four year degree program. All these steps would increase the satisfaction level of the employers to a great extent and thereby reduce the employability gap.

CHAPTER-1

INTRODUCTION

“Employability is the possession by an individual of the qualities and competencies required to meet the changing needs of employers and customers and thereby help

to realize his or her aspirations and potential in work.” (Confederation of British Industry, 1999)

Deriving from the above definition of employability, the absence of such qualities, competencies and skills can be referred to as the employability gap. Employability skills are defined as skills required not only to gain employment, but also to progress within an enterprise so as to achieve one’s potential and contribute successfully to enterprise strategic directions. Skill shortage remains one of the major impediments to continued economic growth in India. Over the past 5 years the growth of Indian economy was more than 8% on an average, including the year of the financial crisis in 2009. However, insufficient supply of quality skills is one of the major constraints in most industries in India (World Bank, 2009). In recent times, it has also been found that the employers find the newly recruited employees lacking not only in knowledge and skills but also their attitude. The problem is acute in engineering graduates.

Classification of employability skills

Employability skills can be categorized in different sets. The competence model divides them into three major groups viz. Knowledge, Skills and Attributes (figure 1). While Knowledge and skills are clearly visible and measurable, attributes like attitude, motivation, values are less visible and less easy to measure.

Employability Skills (figure 1)

Knowledge Skills Attributes

1

Knowledge of the subject

Knowledge of contemporary issues

Knowledge of computers like spreadsheets, databases

Ability to apply knowledge of math and engineering

Ability to analyze and interpret data

Creativity and innovation Entrepreneurial skills Interpersonal skills Communication skills

Integrity Reliability Team work Willingness to

learn Self discipline Self motivated Flexibility Empathy

Background: Need and Justification

Different sectors where engineers play a crucial role have been particularly in difficult situations when there is unmet demand for skills. IT, infrastructure and power sectors to name a few, are facing the most serious problem of lack of skills. For example, the exporting IT sector reported that the major obstacle for growth is lack of skills in newly hired graduates (World Bank, 2009). Similarly, according to a recently released report by Aspiring Minds, of the six hundred thousand engineers that graduate annually, only 18.43% of them are employable for the Software Engineer-IT services role. For core jobs in mechanical, electronics/electrical and civil engineering only a mere 7.49% are employable (see Table 1).

Employability Percentage of Engineering Graduates in Different Roles

IT ROLES

Software Engineer – IT Product 3.21%

Software Engineer – IT Services 18.43%

Associate – ITeS Operations (Hardware and Networking ) 35.37%

ENGINEERING ROLES

Design Engineer – Non IT 7.49%

Sales Engineer – Non IT 16.54%

NON-TECH ROLES

Business Analyst – KPO 11.53%

Associate – ITeS/BPO 39.84%

Creative Content Developer 15.36%

Technical Content Developer 10.81%

Table no.1, Employability Percentage of Engineering Graduates in Different Roles

Source: Aspiring Minds, National Employability Report-Engineers 2014

The power sector is also facing severe shortages of qualified engineers and the sector needs more skills and knowledge at all levels of the workforce (Ministry of Power, 2007). In the infrastructure sector as well, the focus is on shortage of qualified manpower. The sector needs to increase its hiring by at least 2-3 times of the 2008 level where 6,000 –7,000 fresh engineers and diploma holders joined the infrastructure sector workforce (World Bank, 2008).

2

Despite the gravity of the situation, little research has been conducted to identify the kinds of skills/attitudes demanded by employers amongst engineering graduates and measure in which skills/attitudes they meet employers’ expectation. There is an increasing demand for such information from universities, administrators, and policy makers. For example, Government of India is implementing a program with World Bank co-finance, to improve quality of engineering education and increase learning outcomes of engineering education graduates. For this program as well as other initiatives, it is crucial to identify specific bottlenecks in skills/ attitudes demanded by employers in the engineering graduates, and provide detailed information and practical suggestions to overcome the skill shortages and skill gap.

In today’s scenario, the jobs for engineering graduates are highly technical and sophisticated. 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. This requires highly professional candidates for increased productivity who can thereby contribute to increase in the value of an organization. On the supply side, the quantity of the fresh engineering graduates has increased by leaps and bound, due to mushrooming of several new engineering colleges. However, while catering to the quantity, the quality has been compromised thereby leading to very low employability of these graduates. Hence there is a need to study the area.

The topic has been extensively studied worldwide while there is little research available in India on the subject. In this study we would strive to cover the government as well as the private sector. Similarly, our endeavor would be to collect data from both manufacturing and service sector industries and then find out the trends in employability gap amongst engineering graduates in various sectors. The study aims to find out the deficiency in the quality of engineering graduates called employability gap. Once, the reasons for gap are identified and specific skills deficient in the engineering graduates found, the corrective steps need to be taken to reduce this gap can be enumerated.

Objectives

The aim of this research is to find out the gap in skills/attitude which the employers look for in the fresh engineering graduates while recruiting them and to identify the skill gap amongst engineering graduates. The encompassing objective of the project is also to work with engineering graduates hired with 6-12 months experience in order to identify the skills where the engineering graduates themselves feel that they are lacking, when they take up their first job.

The following are the objectives of the study:

To identify the skills/attitudes which the employer considers important when hiring new engineering graduates.

To identify the extent to which the employers are satisfied with the skills/attitudes of engineering graduates.

3

To identify the key skills/personality traits that are lacking in engineering graduates as per the perception of employer.

To identify the areas in which newly recruited engineers find themselves confident. To identify the areas where newly recruited engineers find themselves lacking. To identify the gap between the perceptions of employer and employee.

As most of the studies target on the employer’s perception, we try to give due emphasis on the perception and attributes of the newly recruited employees as well.

Scope

The study seeks to explore the employer’s perceptions of the employability skills/attitudes that technical students need to possess, as well as assessing the employer’s level of satisfaction with the student’s employability skills. It also seeks to explore the perception of newly recruited engineering graduates as to which are the skills in which they felt confident when they joined their first job and where they felt that their university education was lacking. The scope of the study is restricted to the geographical limits of Gujarat.

Significance

The study will help the engineering graduates to know as to which skill sets/attitudes are their prospective employers looking for in which they are lacking so that they can improve on them. It will also throw light on the areas in which the university education is lacking and which other skill sets can be made part of the curriculum for the engineering graduates so that their employability increases. Through the above two, it will also benefit the prospective employers in finding the right candidates for the job.

Methodology

The study is exploratory in nature. Research will be based on Secondary as well as Primary data. Two sets of questionnaires have been developed, one for the employer and the other for the newly recruited engineering graduates with 6-12 months of work experience. The questionnaire has both quantitative and qualitative type of questions. Various skills/attitudes have been identified on which employers would be required to rate the employees with respect to the importance of that skill/attitude and their satisfaction level. Random Sampling method has been used. Sample size for employers would be 30. Approx 250 employees from the organizations, from which the employer’s data will be collected, will be made to fill the questionnaires. Sampling unit would be the recruiters and employees in Ahmedabad city. Being the capital of Gujarat, Ahmedabad is representative of the entire state. Moreover, the employees in Ahmedabad would also have come from different parts of the state. Therefore the data would be representative of the Gujarat state. For data analysis, MS Office tools and Pivot tables will be used.

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CHAPTER-2

LITERATURE SURVEY

Three research papers have been studied in depth to better understand the complex issues and concept of employability and further used to clarify the investigation, research methodology and tools to carry out the research. The survey also gave us clarity on framing the objectives of our study.

Research Paper I – Sustainable Employability Skills for Engineering Graduates in India

According to V. Saravanan (in a study conducted on Sustainable employability skills for engineering graduates in India in 2009) the students who acquire soft skills like positive attitude, effective communication, problem solving, time management, team spirit, self-confidence, handling criticism, flexibility, have much better chances to survive in the tough corporate world compared to the students who are lacking in those skills. He identified a set of seven skills required for sustainable employability of engineering graduates in India. The seven soft skills are, i) Communicative skills ii) Critical thinking and Problem Solving skillsiii) Team work iv) Life-Long Learning & Information Management Skills v) Entrepreneurship skills vi) Ethics, Moral & Professional vii) Leadership skills.

The necessary data for the study was collected through interview schedules. The researcher prepared two different interview schedules, one for the students and the other for the placement officers. Around 15 students and 15 placement officers were contacted for collection of data.

He came to know that majority of the placement officers are concerned more about soft skills which are a prerequisite for campus placements. But actually for being successful professionals, the engineering graduates must acquire the combination of the technological skills and soft skills. That’s why the soft skills should be imbibed with the curriculum. According to student’s perceptions, the skills like communicative skills, critical thinking and problem solving, lifelong learning & information management, leadership etc are essential for sustainable employability in the reputed companies. More thrust should also be given for role play, group discussion, seminar, presentation, questioning, brain storming, book reviews, interaction etc. to develop the required soft skills.

The placement officers remarked that in most of the leading engineering colleges, soft skills training is outsourced and such training and personality development programmes are conducted once in every year for only 2 to 3 days. The placement officers suggested that soft skills training should be incorporated in the curriculum and it should be spread over all the four years of their B.E. /B.Tech degree program. This would enhance the students’ performance in the campus interviews. Both the technological skills and soft skills were found to be equally important for a successful engineering professional.

5

Research Paper II – Employability and Skill Set of Newly Graduated Engineers in India

A study was conducted by Andreas Blom and Hiroshi Saeki on Employability and Skill Set of Newly Graduated Engineers in India in 2010. The study found that there is a huge dissatisfaction with the quality of engineering graduates. Further, the satisfaction of Indian employers is much less as compared to US employers with their engineers. The skills set for engineering graduates are categorized in three skills - Core Employability Skills, Communication Skills and Professional Skills. The Engineers who acquired all these skills are in high demand. FICCI and World Bank conducted an on-line employer satisfaction survey from September to November, 2009. 157 employers across sectors and regions in India fully completed the questionnaire.

In employer’s perception, the professional skills are important and are present in the engineering graduates. However, soft skills like communication skills and core employability skills are lacking in engineering graduates. Further employers feel that the graduates are strong in knowledge and understanding but lacking in higher order thinking skills like analyzing, evaluating and solving the problem. The survey found that the skill gap in English communication is the smallest among all other skills as colleges are doing very well in meeting the demand for English skills.

The study concluded that other employability skills like higher order thinking skills, analytical ability, problem solving ability and leadership skills should also be emphasized during the degree courses at University level. It suggested that engineering education institutions should: (i) seek to improve the skill set of graduates; (ii) emphasize Soft Skills, (iii) refocus the assessments, teaching-learning process, and curricula away from lower-order thinking skills, such as remembering and understanding towards higher order skills such as analysis and creativity; and (iv) interact more with employers to understand the particular demand for skills in that region and sector.

Research Paper III – Employability Skills – A Study on the Perception of theEngineering Students and their Prospective Employers

Chithra. R studied the perception of Employers as well as Employees of employability skills required for Entry level engineering graduates in multinational software companies in Tamil Nadu, India in between December 2012 and January 2013. She developed two questionnaires one each for the employer and employee. 25 skill sets were identified as skill inventory. Questionnaires were filled by 90 students and 35 employers.

She found that the perceptions of the students and their employers are significantly different. Employers give importance to personal and behavioral attributes and attitude of a candidate whereas students give more importance to their technical skills. Also the students who are having work experience and the students having no work experience are having further significantly different perceptions. In studying the gap between employer and graduates perception, the difference was found very high with respect to the importance of skills like empathy, reliability, integrity, willingness to learn, knowledge in contemporary

6

issues and advanced computer skills. Similarly, in attributes, there was significant difference in integrity; and in professional skills, there was significant difference found in problem solving, creativity, customer service, knowledge in contemporary issues. Further, the research reveals that the students having work experience are having better awareness of the employability skills required in global market than the students having no work experience.

This study concluded that the awareness of employability skills demanded by the global talent market among the Indian graduates is strongly needed. The curriculum must be updated at regular interval for catering the needs of the industry. For that industry-academia relationship must be improved. Specific training should be provided to the candidates for enhancing the skills and application of knowledge so that they can perform their jobs in the best possible manner.

7

EMPLOYER DATA ANALYSIS AND INTERPRETATION

Sector Specification:

Chart no.1, Employer sector specification

Sector wise percentage of the employers is shown in above figure. Approx 47% of employers (15 in no.) were from Private Manufacturing sector and 16% (5 in no.) were from Government Manufacturing from Private and 6 % (2 in no.) were from Government firms.

Size Of The Company:

Size Of the Organization No. Of Employers

Small 4

Medium 10

Large 19Table no.2, Size of the Company

Size of the organization was based on the number of employees working in the company. The reference range for small, medium and large organizations is as follows:

Small: 1-49 employees

Medium: 50-249 employees

CHAPTER-3


Specification:

Chart no.1, Employer sector specification

Sector wise percentage of the employers is shown in above figure. Approx 47% of employers (15 in no.) were from Private Manufacturing sector and 16% (5 in no.) were from Government Manufacturing sector. While in Service sector 31% (10 in no.) were from Private and 6 % (2 in no.) were from Government firms.

The Company:

No. Of Employers

4

10

19o.2, Size of the Company

organization was based on the number of employees working in the company. The reference range for small, medium and large organizations is as

8


Sector wise percentage of the employers is shown in above figure. Approx 47% of employers (15 in no.) were from Private Manufacturing sector and 16% (5 in no.) were

sector. While in Service sector 31% (10 in no.) were

organization was based on the number of employees working in the company. The reference range for small, medium and large organizations is as

Large: 250 + employees

Chart no.2, Size of the

The above figure shows that most of the organizations surveyed had more than 250 employees working with them.

Degree of Importance for Employers to hire Graduates fReputed Institutes

Degree of Importance for Employers to hire Graduates From Reputed Institutes

Very Important

Important

Rather Important

Rather Unimportant

Not important at allTable no.3, Degree of importance for employers to hire graduates from reputed institutes

Chart no.2, Size of the Organizations responded

The above figure shows that most of the organizations surveyed had more than 250 employees working with them.

Importance for Employers to hire Graduates fReputed Institutes

Degree of Importance for Employers to hire Graduates From Reputed Institutes No. Of Employers

22

5

6

0

0Table no.3, Degree of importance for employers to hire graduates from reputed

9

The above figure shows that most of the organizations surveyed had more than 250

Importance for Employers to hire Graduates from

Table no.3, Degree of importance for employers to hire graduates from reputed

Chart no.3, Degree of Importance for Employers to hire graduates from reputed institutes

Interpretation – the above Bar Chart represents cases, it was found that it is very important Reputed Institutes.

Satisfaction with newly hired Graduates

Satisfaction with newly hired Graduates

Extremely

Very

Somewhat

Not Very

Not at allTable no.4, Satisfaction with newly hired graduates

Degree of Importance for Employers to hire graduates from reputed institutes

the above Bar Chart represents that in majority i.e., 66.7% of the very important for the employers to hire Graduates

ith newly hired Graduates

Satisfaction with newly hired Graduates No of Employers

4

7

19

3

0Table no.4, Satisfaction with newly hired graduates

10

Degree of Importance for Employers to hire graduates from reputed institutes

in majority i.e., 66.7% of the Graduates from

Chart no.4, Satisfaction with newly hired graduates

The above Chart represents that majoritysomewhat satisfied with the newly hired graduates

Satisfaction with newly hired graduates with respect to

Government sector:

Chart no.5, Govt sector

no.4, Satisfaction with newly hired graduates

The above Chart represents that majority of the employers (57.6%)with the newly hired graduates in the last one year.

Satisfaction with newly hired graduates with respect to specific sector.

Government sector:

Chart no.5, Govt sector- Satisfaction with newly hired graduates

11

(57.6%) are only year.

specific sector.

Private sector:

Chart no.6, Pvt sector

Manufacturing sector:

Chart no.7, Mfg sector

Chart no.6, Pvt sector- Satisfaction with newly hired graduates

Manufacturing sector:

Chart no.7, Mfg sector- Satisfaction with newly hired graduates

12

Service sector:

Chart no.8, Service sector

Qualities Importance for the Job

Qualities Importance for the Job Employer Perspective

Knowledge

Skills

Personal TraitsTable no.5, Qualities Importance for the Job

The above data shows that 37.5 % of the employers responded that the newly hired graduates is extremely important for the job. 34.4 % of the employers found personal traits to be extremely important for successful completion of the job. Only 25% of the employers rated skills to be extremely important for th

Chart no.8, Service sector- Satisfaction with newly hired graduates

Qualities Importance for the Job - Employer Perspective

Qualities Importance for the Job –Extremely Very Somewhat Not Very Not at all

12 12 7 1 0

8 15 8 1 0

11 15 6 0 0Qualities Importance for the Job - Employer Perspective

The above data shows that 37.5 % of the employers responded that knowledge of the newly hired graduates is extremely important for the job. 34.4 % of the employers found personal traits to be extremely important for successful completion of the job. Only 25% of the employers rated skills to be extremely important for the job.

13

Employer Perspective

Not at all

0

0

0

knowledge of the newly hired graduates is extremely important for the job. 34.4 % of the employers found personal traits to be extremely important for successful completion of the job.

e job.

Chart no.9, Degree of Qualities Importance for the Job

Weighted Average Mean for Employer Perspective

Qualities Importance for the Job - Employer Perspective

Knowledge

Skills

Personal TraitsTable no.6, Weighted Average Mean for Qualities Importance for the Job Perspective

This shows that the employersuccessful completion of the job. Knowledge and skills follow personal traits in that order.

Chart no.9, Degree of Qualities Importance for the Job - Employer Perspective

Weighted Average Mean for Qualities Importance for the Job

Qualities Importance for the Job Weighted Average Mean

26

25

27Table no.6, Weighted Average Mean for Qualities Importance for the Job

This shows that the employers find personal traits to be most important for successful completion of the job. Knowledge and skills follow personal traits in that

14


Qualities Importance for the Job -

Table no.6, Weighted Average Mean for Qualities Importance for the Job - Employer

find personal traits to be most important for successful completion of the job. Knowledge and skills follow personal traits in that

Chart no.10, Weighted Average Mean for Qualities Importance for the Job

Qualities Satisfaction for the Job

Qualities Satisfaction for the Job Employer Perspective

Knowledge

Skills

Personal TraitsTable No. 7, Qualities

Although the employer found personal traits, knowledge and skills (in that order) to be extremely important for the job, their satisfaction with the newly hired graduates on these parameters was very low. with the knowledge and person6.25%.

Chart no.10, Weighted Average Mean for Qualities Importance for the Job - Employer Perspective

Qualities Satisfaction for the Job - Employer Perspective

Qualities Satisfaction for the Job –Extremely Very Somewhat Not Very

3 10 15 4

2 8 14 8

3 12 13 4Table No. 7, Qualities Satisfaction for the Job - Employer Perspective

Although the employer found personal traits, knowledge and skills (in that order) to be extremely important for the job, their satisfaction with the newly hired graduates on these parameters was very low. Only 9.34 %employers were extremely satisfied with the knowledge and personal traits while on skills, the figure stood at even low of

15



Not at all

0

0

0Employer Perspective

Although the employer found personal traits, knowledge and skills (in that order) to be extremely important for the job, their satisfaction with the newly hired graduates

Only 9.34 %employers were extremely satisfied l traits while on skills, the figure stood at even low of

Chart no.11, Degree of Qualities Satisfaction for the Job

Weighted Average Mean forEmployer Perspective

Qualities Satisfaction for the Job Employer Perspective

Knowledge

Skills

Personal TraitsTable No. 8, Weighted Average Mean for Qualities Satisfaction for the Employer Perspective

On calculating the weighted average mean also it was found that satisfaction was least on the skills sets for the newly hired engineering graduates.

Chart no.11, Degree of Qualities Satisfaction for the Job - Employer Perspective

Weighted Average Mean for Qualities Satisfaction for the Job Employer Perspective

Qualities Satisfaction for the Job –Weighted Average Mean

22

20

22Table No. 8, Weighted Average Mean for Qualities Satisfaction for the

On calculating the weighted average mean also it was found that satisfaction was least on the skills sets for the newly hired engineering graduates.

16


Qualities Satisfaction for the Job -

Table No. 8, Weighted Average Mean for Qualities Satisfaction for the Job -

On calculating the weighted average mean also it was found that satisfaction was

Chart no.12, Weighted Average Mean for Qualities Satisfaction for Chart no.12, Weighted Average Mean for Qualities Satisfaction for the Job - Employer Perspective

17


Degree of Importance and Satisfaction of Individual Key skills/ Personality traits for the job

1. Knowledge of Subject

Knowledge of subject

Importance

Extremely 13

Very 13

Somewhat 6

Not very 0

Not at all 0

Table no.9, Importance and Satisfaction

Chart no.13, Importance-Knowledge of subject

The above pie charts show that although knowledge extremely or very important by majority of the employers, the satisfaction level on this criterion was not very good. Majority of the employers were only somewhat satisfied with their employees as far as knowledge of subject

Degree of Importance and Satisfaction of Individual Key skills/ Personality


Importance Satisfaction

1

11

17

3

0

Table no.9, Importance and Satisfaction- Knowledge of subject

Knowledge of subject Chart no.14, Satisfaction- Knowledge of subject

The above pie charts show that although knowledge of subject is considered to be extremely or very important by majority of the employers, the satisfaction level on this criterion was not very good. Majority of the employers were only somewhat satisfied with their employees as far as knowledge of subject is concerned.

18

Degree of Importance and Satisfaction of Individual Key skills/ Personality


of subject is considered to be extremely or very important by majority of the employers, the satisfaction level on this criterion was not very good. Majority of the employers were only somewhat

is concerned.

2. Knowledge of contemporary issues


Importance

Extremely 6

Very 15

Somewhat 9

Not very 2

Not at all 0


Chart no.15, Importance-Knowledge of contemporary issues Chart contemporary issues

The above pie charts show that although knowledge of contemporary issues is considered very important by the very dismal. Only 9 out of 32 (28%) employers are satisfied with their employees on this skill.




1

8

16

7

0

Table no.10, Importance and Satisfaction- Knowledge of contemporary issues

Knowledge of contemporary issues Chart no.16, Satisfaction

The above pie charts show that although knowledge of contemporary issues is considered very important by the employer, the satisfaction level on this criterion is very dismal. Only 9 out of 32 (28%) employers are satisfied with their employees on

19

6, Satisfaction-Knowledge of

The above pie charts show that although knowledge of contemporary issues is employer, the satisfaction level on this criterion is

very dismal. Only 9 out of 32 (28%) employers are satisfied with their employees on

3. Knowledge of computers

Knowledge of computers

Importance

Extremely 16

Very 9

Somewhat 5

Not very 2

Not at all 0


Chart no.17, Importance-Knowledge of computers Chart no.18computers

With respect to the knowledge of be extremely important, only 19% were extremely satisfied. 50% of the employers were either somewhat or not very satisfied with their employees on this criterion.

Knowledge of computers


6

10

13

3

0

, Importance and Satisfaction- Knowledge of computers

Knowledge of computers Chart no.18, Satisfaction-

With respect to the knowledge of computers, while 50% employers considered it to be extremely important, only 19% were extremely satisfied. 50% of the employers were either somewhat or not very satisfied with their employees on this criterion.

20

-Knowledge of

computers, while 50% employers considered it to be extremely important, only 19% were extremely satisfied. 50% of the employers were either somewhat or not very satisfied with their employees on this criterion.

4. Ability to apply knowledge

Ability to apply knowledge

Importance

Extremely 8

Very 14

Somewhat 10

Not very 0

Not at all 0


Chart no. 19, Importance-Ability to apply Knowledge Chart

With respect to ability to apply knowledge, 68.75% employers found it to be extremely or very important for successful completion of the job, however, only 43.75% were extremely or very satisfied on this criterion, leaving a lot of scope for improvement.

apply knowledge


3

11

13

5

0

, Importance and Satisfaction- Ability to apply Knowledge

Ability to apply Knowledge Chart no. 20, Satisfaction-Ability to apply Knowledge

With respect to ability to apply knowledge, 68.75% employers found it to be extremely or very important for successful completion of the job, however, only

ly or very satisfied on this criterion, leaving a lot of scope for

21

Ability to apply

With respect to ability to apply knowledge, 68.75% employers found it to be extremely or very important for successful completion of the job, however, only

ly or very satisfied on this criterion, leaving a lot of scope for

5. Ability to analyse

Ability to analyse

Importance

Extremely 9

Very 15

Somewhat 7

Not very 1

Not at all 0


Chart no. 21, Importance- Ability to analyse Chart

The above bar charts show that with respect to ability to analyse, the skill was considered extremely or very satisfaction level (extremely/very) on this criterion was as low as 25%.

Ability to analyse


2

6

19

5

0

, Importance and Satisfaction- Ability to analyse

Ability to analyse Chart no. 22, Satisfaction- Ability to analyse

The above bar charts show that with respect to ability to analyse, the skill was considered extremely or very important by 75% of the employers. However, the satisfaction level (extremely/very) on this criterion was as low as 25%.

22

Ability to analyse

The above bar charts show that with respect to ability to analyse, the skill was important by 75% of the employers. However, the

6. Ability to solve problems

Ability to solve problems

Importance

Extremely 9

Very 15

Somewhat 7

Not very 1

Not at all 0


Chart no. 23, Importance-Ability to solve problems Chart no. 2

The situation was equally dismal as far as is clear from the above bar chart. There is an acute need to impart more training to the engineering graduates on these skill sets.



3

5

18

6

0

, Importance and Satisfaction- Ability to solve problems

Ability to solve problems Chart no. 24, Satisfaction-Ability to solve problems

The situation was equally dismal as far as ability to solve problems is concerned as is clear from the above bar chart. There is an acute need to impart more training to the engineering graduates on these skill sets.

23


ability to solve problems is concerned as is clear from the above bar chart. There is an acute need to impart more training to

7. Creativity and innovation

Creativity and innovation

Importance

Extremely 8

Very 16

Somewhat 7

Not very 1

Not at all 0


Chart no. 25, Importance-Creativity and Innovations Chart no. 2Innovations

Creativity and innovation is one skill set, where not only the satisfaction level of the employer with his employees was 25% but also, in 34% responses, the employers were not very satisfied, thereby reflecting the skill gap.

Creativity and innovation


1

7

13

11

0

, Importance and Satisfaction- Creativity and innovations

Creativity and Innovations Chart no. 26, Satisfaction-

Creativity and innovation is one skill set, where not only the satisfaction level of the employer with his employees was 25% but also, in 34% responses, the employers were not very satisfied, thereby reflecting the skill gap.

24

-Creativity and

Creativity and innovation is one skill set, where not only the satisfaction level of the employer with his employees was 25% but also, in 34% responses, the employers

8. Entrepreneurial skills

Entrepreneurial skills

Importance

Extremely 5

Very 9

Somewhat 14

Not very 4

Not at all 0


Chart no. 27, Importance- Entrepreneurial skills Chart no. 2

In case of entrepreneurial skills, a similar situation prevailed. 41%of the employers were not very satisfied with the employees on this skill set. Only 22% employers were extremely or very satisfied with the newly recruited engineering graduates on this criterion. However, a major difference, as compared to creativity and innovation, was that less than 50% (43%) employers found entrepreneurial skills to be extremely or very important for successful completion of the job.



1

6

12

13

0

, Importance and Satisfaction- Entrepreneurial skills

Entrepreneurial skills Chart no. 28, Satisfaction- Entrepreneurial skills

In case of entrepreneurial skills, a similar situation prevailed. 41%of the employers were not very satisfied with the employees on this skill set. Only 22% employers

or very satisfied with the newly recruited engineering graduates on this criterion. However, a major difference, as compared to creativity and innovation, was that less than 50% (43%) employers found entrepreneurial skills to be extremely

t for successful completion of the job.

25


In case of entrepreneurial skills, a similar situation prevailed. 41%of the employers were not very satisfied with the employees on this skill set. Only 22% employers

or very satisfied with the newly recruited engineering graduates on this criterion. However, a major difference, as compared to creativity and innovation, was that less than 50% (43%) employers found entrepreneurial skills to be extremely

9. Interpersonal skills

Interpersonal skills

Importance

Extremely 3

Very 23

Somewhat 5

Not very 1

Not at all 0


Chart no. 29, Importance- Interpersonal skills Chart

81.25% of the employers consider interpersonal skills to be extremely or very important, while the satisfaction level (extremely/very) was only employers were not very satisfied on this criterion while 34% were only somewhat satisfied.



3

11

11

7

0

, Importance and Satisfaction- Interpersonal skills

Interpersonal skills Chart no. 30, Satisfaction- Interpersonal skills

81.25% of the employers consider interpersonal skills to be extremely or very important, while the satisfaction level (extremely/very) was only 43.75%. 22% employers were not very satisfied on this criterion while 34% were only somewhat

26


81.25% of the employers consider interpersonal skills to be extremely or very 43.75%. 22%

employers were not very satisfied on this criterion while 34% were only somewhat

10.Written communication

Written communication

Importance

Extremely 11

Very 14

Somewhat 7

Not very 0

Not at all 0


Chart no.31, Importance-Written communications Chart no. 32, Satisfaction

Similarly, with respect to the written communication skills, 78% employsomewhat or not very satisfied with the newly hired engineering graduates, thereby reflecting the need to improve upon the skill set

Written communication


1

6

16

9

0

, Importance and Satisfaction- Written communication

Written communications Chart no. 32, Satisfaction-Written communications

Similarly, with respect to the written communication skills, 78% employers were only somewhat or not very satisfied with the newly hired engineering graduates, thereby reflecting the need to improve upon the skill set.

27

Written communications

ers were only somewhat or not very satisfied with the newly hired engineering graduates, thereby

11.Verbal Communication

Verbal Communication

Importance

Extremely 9

Very 17

Somewhat 5

Not very 1

Not at all 0


Chart no. 33, Importance-Verbal communications Chart no. 3

The situation is somewhat better with 81.25% employers, 50% were extremely or very satisfied with this skill set among freshly hired engineering graduates.

12.Willingness to learn

Verbal Communication


3

13

8

8

0

, Importance and Satisfaction- Verbal communication

Verbal communications Chart no. 34, Satisfaction-Verbal communications

The situation is somewhat better with respect to verbal communication where out of 81.25% employers, 50% were extremely or very satisfied with this skill set among freshly hired engineering graduates.

28

Verbal communications

respect to verbal communication where out of 81.25% employers, 50% were extremely or very satisfied with this skill set among

Willingness to learn

Importance

Extremely 16

Very 11

Somewhat 5

Not very 0

Not at all 0


Chart no. 35, Importance-Willingness to learn

Willingness to learn was also one of the skill set which was rated as extremely or very important by large number of the employers (84.4%). 50% of the employers were extremely or very satisfied on this skill set. Only 12.5% employers were not very satisfied with their employees on



4

12

12

4

0

, Importance and Satisfaction- Willingness to learn

Willingness to learn Chart no. 36, Satisfaction-Willingness to learn

also one of the skill set which was rated as extremely or very important by large number of the employers (84.4%). 50% of the employers were extremely or very satisfied on this skill set. Only 12.5% employers were not very satisfied with their employees on this criterion.

29


also one of the skill set which was rated as extremely or very important by large number of the employers (84.4%). 50% of the employers were extremely or very satisfied on this skill set. Only 12.5% employers were not

13.Team Work

Team Work

Importance

Extremely 14

Very 11

Somewhat 5

Not very 2

Not at all 0


Chart no. 37, Importance-Teamwork

Team work was one trait where a large number of employers were very or extremely satisfied (56%) with the newly recruited engineering graduates while 78% considered it to be extremely or very important fo

14.Flexibility


3

15

6

8

0

, Importance and Satisfaction- Teamwork

Teamwork Chart no. 38, Satisfaction-Teamwork

Team work was one trait where a large number of employers were very or extremely satisfied (56%) with the newly recruited engineering graduates while 78% considered it to be extremely or very important for successful completion of the job.

30

Team work was one trait where a large number of employers were very or extremely satisfied (56%) with the newly recruited engineering graduates while 78% considered

Flexibility

Importance

Extremely 8

Very 17

Somewhat 7

Not very 0

Not at all 0


Chart no. 39, Importance-Flexibility

On this personality trait, 78% of the employers felt it was extremely or very important to be flexible in the work settings, however, only 47% were extremely or very satisfied with respect to it.


4

11

13

4

0

, Importance and Satisfaction- Flexibility

Flexibility Chart no. 40, Satisfaction-Flexibility

On this personality trait, 78% of the employers felt it was extremely or very important to be flexible in the work settings, however, only 47% were extremely or very

31

On this personality trait, 78% of the employers felt it was extremely or very important to be flexible in the work settings, however, only 47% were extremely or very

15.Reliability

Reliability

Importance

Extremely 10

Very 16

Somewhat 5

Not very 1

Not at all 0


Chart no. 41, Importance-Reliability

With respect to reliability, while 81.25% employers considered it to be an extremely or very important personality trait, only 47% wecriterion. Majority of the employers (53%) were either somewhat or not very satisfied as far as reliability of the newly recruited engineers is concerned.

16. Integrity


4

11

14

3

0

, Importance and Satisfaction- Reliability

Reliability Chart no. 42, Satisfaction-Reliability

With respect to reliability, while 81.25% employers considered it to be an extremely or very important personality trait, only 47% were extremely or very satisfied on this

. Majority of the employers (53%) were either somewhat or not very satisfied as far as reliability of the newly recruited engineers is concerned.

32

With respect to reliability, while 81.25% employers considered it to be an extremely satisfied on this

. Majority of the employers (53%) were either somewhat or not very satisfied

Integrity

Importance

Extremely 13

Very 13

Somewhat 6

Not very 0

Not at all 0


Chart no. 43, Importance-Integrity

While 41% of the employers perceived integrity to trait to be considered while hiring fresh engineering graduates, only 6% were extremely satisfied on it.

17.Self discipline


2

15

12

3

0

, Importance and Satisfaction- Integrity

Chart no. 44, Satisfaction-Integrity

While 41% of the employers perceived integrity to be extremely important personality trait to be considered while hiring fresh engineering graduates, only 6% were

33

be extremely important personality trait to be considered while hiring fresh engineering graduates, only 6% were

Self discipline

Importance

Extremely 11

Very 17

Somewhat 4

Not very 0

Not at all 0


Chart no. 45, Importance-Self discipline

Self discipline was one personality trait where, while 87.5% of thewas extremely or very important, only 37.5% of the employers were extremely or very satisfied. This shows the lack of self discipline in freshly hired engineering graduates.

18.Self motivated

Self discipline


4

8

15

5

0

, Importance and Satisfaction- Self- discipline

Self discipline Chart no. 46, Satisfaction-Self discipline

Self discipline was one personality trait where, while 87.5% of the employers felt it was extremely or very important, only 37.5% of the employers were extremely or very satisfied. This shows the lack of self discipline in freshly hired engineering

34

employers felt it was extremely or very important, only 37.5% of the employers were extremely or very satisfied. This shows the lack of self discipline in freshly hired engineering

Self motivated

Importance

Extremely 13

Very 14

Somewhat 5

Not very 0

Not at all 0


Chart no. 47, Importance-Self motivated

84.4% employers considered self motivation to be an extremely or very important personality trait required for successful completion of the job, however, only 41% were extremely or very satisfied with respect to this personality trait. Almost half of the employers were only somewhat satisfied as far as self motivation of the employees is concerned.

Self motivated


5

8

15

4

0

, Importance and Satisfaction- Self motivated

Self motivated Chart no. 48, Satisfaction-Self motivated

employers considered self motivation to be an extremely or very important personality trait required for successful completion of the job, however, only 41% were extremely or very satisfied with respect to this personality trait. Almost half of

yers were only somewhat satisfied as far as self motivation of the

35

employers considered self motivation to be an extremely or very important personality trait required for successful completion of the job, however, only 41% were extremely or very satisfied with respect to this personality trait. Almost half of

yers were only somewhat satisfied as far as self motivation of the

19.Empathy

Empathy

Importance

Extremely 4

Very 19

Somewhat 9

Not very 0

Not at all 0


Chart no. 49, Importance-Empathy

Although 72% employers felt that the newly recruited engineers should have an empathetic attitude at work place, 41% were this personality trait.


1

12

15

4

0

, Importance and Satisfaction- Empathy

Chart no. 50, Satisfaction-Empathy

Although 72% employers felt that the newly recruited engineers should have an empathetic attitude at work place, 41% were actually extremely or very satisfied on

36

Although 72% employers felt that the newly recruited engineers should have an actually extremely or very satisfied on

Key skills/ personality traits that are lacking in engineering graduates as per Employer’s perception

Chart no.51, KSAs which are most lacking and need to improve in engineering

As shown in chart above, According to the Employers the most lacking skill is written and verbal CommunicationCreativity and innovativenessits application and skill developmentdevelopment etc are equally important to be improved at third priority. Later on Good attitude such as being a good listener, service oriented attitude, Positivity and Personality traits in general graduates. Some other KSAs observed by the employers to be improved are skills like, Data interpretation and analysis, Logical reasoning and problem solving ability, Knowledge on contemporary issues, knowledge of indPR skills like Self management, time management, self discipline, Interpersonal skills, teamwork, Integrity, and Entrepreneurial skills and Documentation.

Key skills/ personality traits that are lacking in engineering graduates as per Employer’s perception

Chart no.51, KSAs which are most lacking and need to improve in engineering graduates

As shown in chart above, According to the Employers the most lacking skill is written and verbal Communication. The second most important skill lacking is Creativity and innovativeness. Whereas Technical knowledge with ability of

and skill development such as computer literacy, software development etc are equally important to be improved at third priority. Later on

such as being a good listener, service oriented attitude, Positivity in general have found to be lacking in engineering

graduates. Some other KSAs observed by the employers to be improved are skills like, Data interpretation and analysis, Logical reasoning and problem solving ability, Knowledge on contemporary issues, knowledge of indPR skills like Self management, time management, self discipline, Interpersonal skills, teamwork, Integrity, and Entrepreneurial skills and Documentation.

37

Key skills/ personality traits that are lacking in engineering graduates as per

graduates

As shown in chart above, According to the Employers the most lacking skill is . The second most important skill lacking is

Technical knowledge with ability of such as computer literacy, software

development etc are equally important to be improved at third priority. Later on such as being a good listener, service oriented attitude, Positivity

have found to be lacking in engineering graduates. Some other KSAs observed by the employers to be improved are skills like, Data interpretation and analysis, Logical reasoning and problem solving ability, Knowledge on contemporary issues, knowledge of industry, HR-PR skills like Self management, time management, self discipline, Interpersonal skills, teamwork, Integrity, and Entrepreneurial skills and Documentation.

Corrective actions that improve the employability of their graduates

Chart no.52, Actions should be taken by higher institutes as per employer’s perception

Above graph shows the perception of the employers for corrective actions to be taken by the higher education institutes in order their graduates. 41% employers feel the engineering curriculum courses need to be more relevant to their needs at first preference. Secondly more practical exposure need to be included in study period, which helps the studenwork scenario in industries and getting knowledge about industries. Actual application and implementation of their conceptual knowledge can be learnt effectively only by practical exposure. Third preference is to include sector spwork placements as an integral part of the study program as 23 % importance is given to this suggestion.

Other Suggestions discussed by the Employers during the interviews in order to improve the employability of Engineering graduates:

Up gradation of Content of Curriculum:skills are the basic obstacles in making the engineering graduates able to deliver in current global market trends. The theories in the books and being taught in classrooms extremely need to be upgdevelopment. The classroom teaching should include the solved which are obtained from various organisations and are based on current scenario in the industries. Same approach should be taken for project work also. Latest technologies and skills development has to be incorporated in curriculum. Same is the case with Laboratories.

Updated Engineering labsand instruments to provide the students the real exposure of pComputer labs also need to be updated, make the students connected with global innovations and better learning.

that should be taken by higher institutions in order to the employability of their graduates.

Chart no.52, Actions should be taken by higher institutes as per employer’s perception

Above graph shows the perception of the employers for corrective actions to be taken by the higher education institutes in order to improve the employability of their graduates. 41% employers feel the engineering curriculum courses need to be more relevant to their needs at first preference. Secondly more practical exposure need to be included in study period, which helps the student be familiar with actual work scenario in industries and getting knowledge about industries. Actual application and implementation of their conceptual knowledge can be learnt effectively only by practical exposure. Third preference is to include sector spwork placements as an integral part of the study program as 23 % importance is

Other Suggestions discussed by the Employers during the interviews in order to improve the employability of Engineering graduates:

of Content of Curriculum: Obsolete knowledge and technical skills are the basic obstacles in making the engineering graduates able to deliver in current global market trends. The theories in the books and being taught in classrooms extremely need to be upgraded with global need and development. The classroom teaching should include the Case studiessolved which are obtained from various organisations and are based on current scenario in the industries. Same approach should be taken for project

so. Latest technologies and skills development has to be incorporated in curriculum. Same is the case with Laboratories.

Updated Engineering labs: The labs need to be having latest technologies and instruments to provide the students the real exposure of practical work.

also need to be updated, Online classes and emake the students connected with global innovations and better learning.

38

should be taken by higher institutions in order to

Above graph shows the perception of the employers for corrective actions to to improve the employability of

their graduates. 41% employers feel the engineering curriculum courses need to be more relevant to their needs at first preference. Secondly more practical exposure

t be familiar with actual work scenario in industries and getting knowledge about industries. Actual application and implementation of their conceptual knowledge can be learnt effectively only by practical exposure. Third preference is to include sector specific work placements as an integral part of the study program as 23 % importance is

Other Suggestions discussed by the Employers during the interviews in

Obsolete knowledge and technical skills are the basic obstacles in making the engineering graduates able to deliver in current global market trends. The theories in the books and being

raded with global need and Case studies to be

solved which are obtained from various organisations and are based on current scenario in the industries. Same approach should be taken for project

so. Latest technologies and skills development has to be incorporated

The labs need to be having latest technologies ractical work.

Online classes and e-library can make the students connected with global innovations and better learning.

Good & Dedicated faculty members: As we improve the curriculum and labs, the delivery of these benefits can be possible only by the faculty members who are familiar with these latest changes and innovations and dedicated to teach the students as well. Then only the purpose of these all can be achieved.

Interaction with Employers on business-related services should be provided by the university.

A Business Observatory to carry out studies on the requirements of local businesses, the skill profiles required by them in their hiring trends and to monitor the characteristics of graduates, both employed as well as unemployed.

Management and Market exposure subjects should be included as an important part of the curriculum that can provide the knowledge of current market trends and also improve managerial capabilities and set of behavioural characteristics in graduates. The students need to learn Organisation management. Training in Planning, coordination and organization, oral and written Communication skills, Conflicts resolution and Negotiation skills should be provided to the graduates during their study courses.

Overall Personality Traits should be improved by providing various training programs and seminars periodically on Motivation, Willingness to learn, developing Good attitude and values such as loyalty, honesty, decision-making, taking responsibilities, dedication, problem solving and written communication etc. Socialisation in Graduates is very important for improving the personal values and interpersonal skills. This improves the personal values, positive attitude, good interpersonal skills, feeling to work in a team, integrity, empathy, sensitivity, taking initiative etc. Socialization can be improved in graduates by including Sports and other extra curricular activities in regular activities in colleges. Further Trainings in dealing with others: Team work, taking initiatives, leadership and other interpersonal skills should be provided during the graduation courses.

Job centre within the University to match graduates with the employers.

Labour tackling ability, this is demanded and recommended by the employers of manufacturing sectors where Engineers have to tackle the labourers on daily basis.

39

Chart no.53, Recommendations for Institutions by the EmployersChart no.53, Recommendations for Institutions by the Employers

40

EMPLOYEE DATA ANAYSIS AND INTERPRETATION

Employee Qualification

Branch No of Employees

EC 55

IT 36

MECH 36

CIVIL 26

CE 18

EE 14

CHEMICAL 17

ICTable No.28, Employees Qualification

Chart No. 54, Employee Qualification

It shows specialization of the engineering graduates in various

CHAPTER-4


Qualification

No of Employees

55

36

36

26

18

14

17

1, Employees Qualification

Chart No. 54, Employee Qualification

It shows specialization of the engineering graduates in various branches.

41


branches.

Employee Sector Specification

Data was collected from 54GIL, GIPL, GSPC LNG, 19 organizations were from service sector. This implies that the data is fairly representative of both the private sector and government sector as well as both manufacturing and service sector.

Sector No. of Organizations

Govt 7

Private 47

Table No. 29, Sector Specification

Chart No. 55, Sector Specification

Table No. 30, Type of Organization

Sector No of Organizations

Manufacturing 19

Service 30

Education 4

Sector Specification

was collected from 54 organizations in total. 7 were govt organisations GIL, GIPL, GSPC LNG, ISRO, PRL, ONGC, GTU and 47 were private companies.

organizations were from manufacturing sector, 4 from education sector, and 30. This implies that the data is fairly representative of both the

private sector and government sector as well as both manufacturing and service

No. of Organizations

, Sector Specification

Chart No. 55, Sector Specification

Table No. 30, Type of Organization

42

Organizations

govt organisations viz. –private companies.

from education sector, and 30. This implies that the data is fairly representative of both the

private sector and government sector as well as both manufacturing and service

Chart No. 56, Percentage of Organizations in

Duration And Experie

Duration No of Employees

1- 3 43

4- 6 62

7- 12 84

13- 18 14 Table No.31, Duration And Experience of Employees

Chart No. 57, Experience of Employees

Approx 41% of the employees were having work experience of 7were with 4-6 months experience, 22 % were of 1employees were having 13employees had work experience of 7

Chart No. 56, Percentage of Organizations in Manufacturing, Service and Education Sector

Duration And Experience of Employees

No of Employees

, Duration And Experience of Employees

Chart No. 57, Experience of Employees

41% of the employees were having work experience of 7-12 months, 32 % 6 months experience, 22 % were of 1-3 months and rest 5% of

employees were having 13-18 months of work experience. Thus, majority of the employees had work experience of 7-12 months.

43

Manufacturing, Service and Education Sector

12 months, 32 % 3 months and rest 5% of

Thus, majority of the

Recruitment Selection Criteria

Source of Selection

College Grading

Academic Qualifications

Aptitude Test

Personality Test

GD

Interviews

OthersTable no.32, Recruitment Selection Criteria

Chart No.58, Recruitment Selection Criteria

As shown in above figure, maximum priorityrecruitment selection.Academic Qualificationscriteria. Other criteria were College grading, GD and Personality test.

No of Interviews Attended

No of InterviewsAttended No. of Employees

1- 3

4- 6

7- 12

13- 18 Table no. 33, No of Interviews Attended by the Employees

Selection Criteria

No of Employees

45

68

96

28

37

112

9, Recruitment Selection Criteria

Chart No.58, Recruitment Selection Criteria

As shown in above figure, maximum priority was given to Second priority was given to Aptitude Test

Academic Qualifications were found to be the third very important selection criteria. Other criteria were College grading, GD and Personality test.

Attended

No. of Employees

167

26

10

0, No of Interviews Attended by the Employees

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given to Interviews in Aptitude Test and the

were found to be the third very important selection criteria. Other criteria were College grading, GD and Personality test.

Chart No. 59, Number of Interviews attended by the Employees

It shows the number of interviews faced by the engineering graduatesemployed. Most of the employees (167 in no.) faced 1their first job.

Importance of the Qualities for the Successful Performance in the job

QUALITITES IMPORTANCE

Knowledge

Technical skills

Problem Solving /Lateral Thinking

Critical & Analytical Reasoning

Interpersonal & Communication Skills

Emotional Intelligence/Aptitude/PassionTable no. 34, Importance of the Qualities for the Successful Performance in the job

Chart No. 59, Number of Interviews attended by the Employees

nterviews faced by the engineering graduates before Most of the employees (167 in no.) faced 1-3 interviews before getting

the Qualities for the Successful Performance in the job

Extremely Very SomewhatNot Very

65 93 40

77 103 20

Problem Solving /Lateral Thinking 63 118 20

Critical & Analytical Reasoning 42 113 46

Interpersonal & Communication 76 94 30

Intelligence/Aptitude/Passion 31 107 53Importance of the Qualities for the Successful Performance in the job

45

before getting 3 interviews before getting

the Qualities for the Successful Performance in the job

Not Very

Not at all

5 0

3 0

2 0

2 0

3 0

11 0Importance of the Qualities for the Successful Performance in the job

Chart No.60, Importance of the Qualities for Successful Performance of the

The above Chart shows that a large chunk of engineers felt it was important to have knowledge of the subject. However, they rated other skill sets to be very important for successful performance of the job.

Chart No.60, Importance of the Qualities for Successful Performance of the Job

shows that a large chunk of engineers felt it was to have knowledge of the subject. However, they rated other skill sets to

for successful performance of the job.

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shows that a large chunk of engineers felt it was extremely to have knowledge of the subject. However, they rated other skill sets to

Importance of the Qualities for the Successful Performance in the job

Qualities Importance

Knowledge

Skills

Personal TraitsTable no. 35, Importance of the Qualities for the Successful Performance in the job - Weighted Average Mean

Chart No. 61, Importance of Qualities for Successful

Average Mean

The above Pie Chart shows that the employees feel that knowledge is the most important criteria for successful performance of the job follwed by skills and personality traits.

Importance of the Qualities for the Successful Performance in the job Average Mean

Weighted Average Mean

169

167

153Importance of the Qualities for the Successful Performance in the


Chart No. 61, Importance of Qualities for Successful Completion of the Job

The above Pie Chart shows that the employees feel that knowledge is the most important criteria for successful performance of the job follwed by skills and

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Importance of the Qualities for the Successful Performance in the job - Weighted

Importance of the Qualities for the Successful Performance in the

Completion of the Job-Weighted

The above Pie Chart shows that the employees feel that knowledge is the most important criteria for successful performance of the job follwed by skills and

Confidence on the Qualitiesexplains the level of confidence amongst the newly recruited engineers on the Knowledge, Skills and Attributes (KSA) parameters. They first had to rank the importance of these parawere asked to rate their confidence level on the same KSA set.

QUALITIES CONFIDENCE

Knowledge

Technical skills

Problem Solving /Lateral Thinking

Critical & Analytical Reasoning

Interpersonal & Communication Skills

Emotional Intelligence/Aptitude/PassionTable no. 36, Confidence on the Qualities for the successful

Chart No. 62, Confidence on the Qualities for Successful Performance of the Job

Employees Qualities Confidence Weighted Average Mean

Qualities Confidence

Knowledge

Skills

Personal TraitsTable no. 37, Employees Qualities Confidence Weighted Average Mean

ualities for the successful performance in the jobexplains the level of confidence amongst the newly recruited engineers on the Knowledge, Skills and Attributes (KSA) parameters. They first had to rank the importance of these parameters for successful completion of the job and then they were asked to rate their confidence level on the same KSA set.

Extremely Very SomewhatNot Very

16 103 71

26 129 47

Solving /Lateral Thinking 26 106 69

Critical & Analytical Reasoning 25 100 74

Interpersonal & Communication 45 109 44

Intelligence/Aptitude/Passion 22 122 52Confidence on the Qualities for the successful performance in the job

Chart No. 62, Confidence on the Qualities for Successful Performance of the Job

Employees Qualities Confidence Weighted Average Mean


152

155

154Employees Qualities Confidence Weighted Average Mean

48

for the successful performance in the job- This explains the level of confidence amongst the newly recruited engineers on the Knowledge, Skills and Attributes (KSA) parameters. They first had to rank the

meters for successful completion of the job and then they

Not Very

Not at all

11 2

1 0

1 1

4 0

5 0

7 0performance in the job

Chart No. 63, Employees Qualities Confidence

As regards the level of confidence on the same skill sets, majority of them felt verysomewhat confident, while a very few number felt extremely confident on those skill sets.Thus, while they thought knowledge to be most important, they were least confident on it. Similarly, while they rated personality traits to be least important, thmost confident on them.

Chart No. 63, Employees Qualities Confidence-Weighted Average Mean

As regards the level of confidence on the same skill sets, majority of them felt verysomewhat confident, while a very few number felt extremely confident on those skill sets.Thus, while they thought knowledge to be most important, they were least confident on it. Similarly, while they rated personality traits to be least important, they were found to be

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As regards the level of confidence on the same skill sets, majority of them felt very or somewhat confident, while a very few number felt extremely confident on those skill sets.Thus, while they thought knowledge to be most important, they were least confident on it.

ey were found to be

How to acquire the skills that the engineering graduates are lacking

The most common responses to these questions were:

Through continuous practice and learning through experience

Taking help from seniors and colleagues

Attending various training programmes

Acquiring technical skills and industrial knowledge

Acquiring communication skills

Table no. 38, Most common response

Chart No.64, How to Acquire the Skills

How to acquire the skills that the engineering graduates are lacking

The most common responses to these questions were:

Through continuous practice and learning through experience 35

help from seniors and colleagues 35

Attending various training programmes 25

Acquiring technical skills and industrial knowledge 14

Acquiring communication skills 15

ost common responses

Chart No.64, How to Acquire the Skills Lacking in Graduates

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How to acquire the skills that the engineering graduates are lacking in

35

35

25

14

15

Other responses were:

Reading and taking help of self help books: Some of the employees responded that taking help from the reading material available in the company and referring to self help books helped them in acquiring the skills they lacked.

Learning material provided by the company: In some of the cases the company itself provided some reference material for better understanding in the work setting.

Taking help of internet: Some of the fresh engineering graduates took help of the internet to solve the problems that they initially faced in their jobs.

Attempting problem solving quizzes: The newly hired employees also practiced on problem solving quizzes in their free time so that they could then use the skills acquired in their work settings.

Getting enrolled in online certification courses: Some of the engineering graduates got themselves enrolled in online certification courses to get trained on desired skill sets.

Attending seminars: Attending seminars on relevant topics also helped some of them to get a better understanding of the job requirements.

Being more self aware: This helped them in identifying the problem areas and where there is scope for improvement.

Areas needed to be included in the university curriculum to make it more market worthy

Updation of the curriculum and practical orientation: Most of the engineering graduates felt that there needs to be more emphasis on practical training than theoretical knowledge which should also include field training. A hands-on approach to teaching rather than curriculum target should be adopted in engineering colleges. There is a requirement to upgrade the technology part in the curriculum. New techniques and processes need to be included in the curriculum for engineering degree programs. There is also a need to design the curriculum according to the market requirements. The employees also responded that there is a need for lab upgradation and software development training module to be included in the curriculum.

Increased industrial exposure: The employees opined that there should be more lectures on the basics of industrial management and industrial knowledge. Industrial visits should be organized wherein experts’ sessions by industry experts can be held to give them first hand information. Case studies from industries should be included in the curriculum. Before the final placements, internships with the industries should be done so that they get a fair idea of the work environment. A basic knowledge about the government set up should also be provided to them during the engineering program.

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Training on communication and soft skills: The employees also suggested that there should be more training on communication, interpersonal and soft skills. Some more sessions should be kept for personality development and training in management skills.

Change in examination pattern: Exams should be based on understanding rather than rote memory and there should be aptitude based exam pattern. More short assignments should be given to bring greater conceptual clarity.

Mock interviews: To improve the chances of fresh engineering graduates of getting selected in job interviews, the placement cells of the engineering institutes should organize mock interviews.

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CHAPTER-5

SIGNIFICANT FINDINGS AND OBSERVATIONS

1. Employer Perspective:

Overall satisfaction of the Employers with the newly recruited engineering graduates is at Somewhat level.

While bifurcating the Satisfaction level in different sectors, it shows that the 43% Government sector employers are Satisfied and 28%Private sector employers are satisfied.

Similarly the Satisfaction level varies in manufacturing and service sectors, as in manufacturing sectors employers satisfaction level is 35%, whereas inservice sector it is 25%.

So overall, the employability skills in engineering graduates are lacking and there is a need for significant improvements.

As per the data collected from the employers, the three most significant skills/traits identified as most desirable while recruiting engineering graduates are willingness to learn, self discipline and self motivation.

The satisfaction level was found to be highest on teamwork, willingness to learn and verbal communication.

The least significant skill/trait as identified by the employer is Entrepreneurial skills.

The satisfaction level was found to be least on written communication, ability to analyse and problem solving skills.

Written communication skills are lacking most in engineering graduates.

Technical knowledge with its application and Skill development are equally deficient in these graduates as they move into actual practical work.

Obsolete Technologies, Content of the curriculum and Teaching methods are the major reasons for Employability gap amongst graduates. The present curriculum is not significantly satisfying the global needs and also the local employer and industrial needs.

Practical exposure with applied knowledge and learning is not up to the mark in the university institutions programs.

Personality traits are also equally important for better performance at workplace.

Lack of management skills and other soft skills exposure is found to be the reason for the same according to most of the employers view.

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2. Employee Perspective:

Maximum priority was given to Interviews in recruitment selection.

Employees feel that knowledge is the most important criteria for successful performance of the job followed by skills and personality traits.

Technical skills and problem solving are considered to be very important by the employees for successful performance.

Employees were most confident on technical skills and emotional intelligence.

They were least confident on critical and analytical reasoning.

The engineering graduates suggested the following ways to acquire the skills that they are lacking in:

Through continuous practice and learning through experience

Taking help from seniors and colleagues

Attending various training programmes

Acquiring technical skills and industrial knowledge

Acquiring communication skills.

Areas identified by the employees that need to be included in the university curriculum to make it more market worthy are

Updation of the curriculum and practical orientation: More Practical Exposure should be provided to the students for gaining the industrial knowledge and real work experience.

Increased industrial exposure

Training on communication and soft skills

Change in examination pattern

Mock interviews

3. Gap between Employer and Employee Perspective

The weighted average mean of the importance of qualities, from employer’s perspective viz-a-viz employees’ perspective, revealed that while the employers perceived personal traits to be most important for successful completion of job, employees felt that knowledge was most important. Similarly, when satisfaction and confidence of the employers and employees was measured respectively, the weighted average mean disclosed that while employers were satisfied with Knowledge and Personal Traits, employees felt most confident on Skills.

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4. Others:

Most of the Employers observed that as the employees gain work experience above one year then only they become able to exactly identify their KSA areas need to be improved and by what efforts they can improve their performance. So the experience criteria for the employees suggested by the employers was 1-1.5 years.

Engineering students who are hired in the government sectors are having very low willingness to learn and lack of motivation observed by the employers.

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Recommendations

Corrective actions that should be taken by higher institutions in order to improve the employability of their graduates as suggested by employers are as follows: (i) 41% employers feel the engineering curriculum courses need to be more relevant to their needs. (ii) More practical exposure needs to be included(iii) To include sector specific work placements as an integral part of the study program.

The engineering graduates suggested the following ways to acquire the skills that they are lacking in (i) Through continuous practice and learning through experience (ii) Taking help from seniors and colleagues (iii) Attending various training programmes (iv) Acquiring technical skills and industrial knowledge (v) Acquiring communication skills.

Areas identified by the employees that need to be included in the university curriculum to make it more market worthy are (i) Updation of the curriculum and practical orientation (ii) Increased industrial exposure (iii) Training on communication and soft skills (iv) Change in examination pattern (v) Mock interviews.

In nutshell, the following recommendations emerged

Suggestion for more focus upon industrial training and more industry aspects oriented projects

Practical training including Industrial visits

Designing the curriculum according to current market needs and problems

Focus on Soft skills like interpersonal skills and communication skills

Teaching faculty should update their subject knowledge with current scenario in industry

Making e-learning and online libraries available

Interactions with industry specific people

To summarise we can say, that there is employability gap among the fresh engineering graduates and there is a need to reduce this gap. It can be done by focusing not only on the quantity but also quality of the education in the ever mushrooming engineering institutes. The faculties of these institutes should be well versed with the latest technological advancements and there should be due emphasis on periodic revision of the course content to make it more relevant to the market needs. Universities should developed new standards for engineering faculty appointments emphasising experience as practicing engineers and create new development programmes to support the professional growth of the engineering faculty.

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More practical orientation is what is desired by the engineering students that they find lacking in the present set up. In addition to delivering engineering principles, engineering schools must teach engineering students to think analytically, define feasible problems from ambiguous situations, integrate across multiple technical and non technical disciplines, collaborate within global teams, and adopt an entrepreneurial mind set. Similarly, due emphasis should also be laid on acquisition of interpersonal and communication skills during the four year degree program. Student evaluation should focus on demonstration of real world competencies rather than tests of theory and exercises containing sterile contrived problems sets. All these steps would increase the satisfaction level of the employers to a great extent and thereby reduce the employability gap.

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REFERENCES

Aspiring Minds’ National Employability Report – Engineering, 2011 and 2014

Education, Employment and Graduate Employability, Jane Andrews, Astron University, September 2007

Employability in higher education: what it is - what it is not, Mantz Yorke, Learning and Employability

Employability and Skill Set of Newly Graduated Engineers in India, Andreas Blom, World Bank, Nov 1, 2010

Employability Skills- A Study on the Perception of the Engineering Students and their Prospective Employer, Chithra R., Global Journal of Management and Business Studies, Vol.III, 2013

Employers’ perception on engineering, information and communication technology (ICT) students’ employability skills, Mohd Shamsuri Md Saad, Global Journal of Engineering Eduacation, Vol.15, No.1, 2013

English for Engineering Graduates to enhance Employability Skills, International Journal on English Language and Literature, Vol.2, Issue 1

Enhancing individual employability: the perspective of engineering graduates, Staffan Nilsson, Education + Training, Vol. 52, Issue 6/7, 2010

Evaluating Employability Skills: Employer and Student Perceptions, Nurul Hana, Vol.15, July 2010

Improving Students’ Employability, R. Creasey, Engineering Education, Vol.8, Issue 1, July 2013

India’s educational awakening, The Financial Express, February 10, 2014

Need to Focus on Developing Employability Skills in our Engineering Graduates, Dr G. R. Sinha, India Education Review.com

Sustainable Employability Skills for Engineering Professionals, V Sarvana, The Indian Review of World Literature in English, Vol.5, No. II – July 2009

The Economic Times, June 25, 2012

The skill development landscape in India and implementing quality skill training, FICCI ICRA, Management Consulting Services Limited, 2002

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Documents

Employability Gap Among Engineering Graduates