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Filling the gap with industries process and techniques

Why the present scenario of skill enhancement needs to be replaced with the one used by industry and tech companies!! Time to focus more on performance rather only to learning.

Tuesday December 06, 2016,

3 min Read

Here I am going to discuss about the training and skill enhancement strategy for engineering graduates in details.

Lets start our discussion with with a scenario of two prospective resources.

1.Resource A- passed Engineering and joined a tech company.

2.Resource B - Passed Engineering and joined a technical training/skill development center.

Now both will undergo through a specified amount of training to being fit for specific/general work.

Analysis of there training:


Resource A as per my experience and understanding will complete this training in less than a month whereas resource B will complete it in more than 3 month approximately.


Obviously the resource A will be far more superior than resource B. There are many reason for this.Some of the reason are the quality of trainer, responsibility,Accountability,and seriousness which a technical training/skill development center lacks.

Cost :

On this front Resource B is loosing a lot of hard earned money and getting very less.So here Cost to Output Ratio is very less(can be said its nil).There are many points which contrast these two resources.In every contrast Resource B fairs far behind Resource A.So the point here,what is the module or process of the training of these tech companies which makes them to train there resources so fast and with a better quality good to say usable!The Main point of discussion here will be the process and strategy of these technical companies for making there new recruits work ready.

Can it be provided to college students?

If there process and module of training is followed the cost will be less than one tenth of the market rate for the same module.The time will also get reduced to one tenth with higher quality and employ-ability. These process do not cost much and are less disruptive, training is given on the same machines and experience would be on already approved standards.

Some of the commonly used procedures are:

1. One-to-One:

It helps in identifying the low side/point and tries to work on those side/point. It also provide the benefit of transferring book learning to practice/performance.

2. Nurturing:

The focus in this training is on the development of attitude. Nurturing is always done by a senior inside person. It is also one-to- one interaction, like coaching.

3. Training evolution/shifting:

It is the process of training employees by shifting them through a series of related task. shifting not only makes a person well aware with various tasks, but also develop interest and allows to develop networking with a number of other people. evolution/shifting must be logical.

4. Instructional Technique (IT):

It is a structured training method in which a suitable trainer ensures(a) Trainee get prepared with an overview of the task, its purpose, and desired result, (b)Task demo or the skills to the trainee, (c)trainee will demonstrate task on his or her own(d) Provide feedback and help.This method is a valuable tool for all assessor and trainer.

It helps us:

a. To deliver step-by-step instruction

b. To know when the learner has learned

c. To be due diligent (in many work-place environments)

5. Observation:

This method ensures, a trainer provide training to a student as his observer. The students learns through experience and observation by participating in live tasks. The purpose behind this is to prepare student for assuming the full responsibilities and duties

The advantages of this method are:

a) Pro-actice feedback on performance

b) Reduces employee boredom

c) developed skills

d) Create new opportunities to employees

e) cultivate employee interests

f) One-to-one training is often personalized

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