Arresting Attrition in Manufacturing Sector
Introduction:
“Anyone who can spell Java aspires to be a software professional in India.” This paper aims at finding the impact of this phenomena on the traditional industries such as automotive industry, steel industry and infrastructure industry such as Tata Motors, Tata Steel and the efforts they are putting to arrest the attrition in the sector. We have tried to look at the problem through the eyes of HR Personnel at Tata Motors who are leaving no stones unturned to make the best of the talent pool at their disposal.
The paper also looks at the problem of the laterals movements of the employees in Tata Motors as a lot of mid level managers move to pursue higher study and join industries such as software and Knowledge Processing Outsourcing companies where in they tend to earn more because of the salary.
Background
India produces more than 750,000 engineers every year. Almost 40 per cent who are interested in job search for one almost a year, while around 22 per cent take almost two years before bagging a job, according to HR firms.
China alone does not suffer from the great disease called skill shortages. In May 2006, in New York Times Somini Sengupta, wrote an article titled “Skills Gap Hurts Technology Boom in India”, reports an acute shortage of engineers in the skilled sector.
In India, technology companies have brought a revolution. This has made India ready for growth with young engineers from all functional area flocking to software sector to make a career.
India which was earlier regarded as a country with a large number of talent pool especially mechanical engineers is now in midst of problems. The infrastructure sector, steel sector and auto sector bgoast of companies which are expanding at break neck speed through both . But their competence has become the issue. The rest were deficient in the required technical skills, fluency in English or ability to work in a team or deliver basic oral presentations.
The skills gap reflects not
“Anyone who can spell Java aspires to be a software professional in India.” This paper aims at finding the impact of this phenomena on the traditional industries such as automotive industry, steel industry and infrastructure industry such as Tata Motors, Tata Steel and the efforts they are putting to arrest the attrition in the sector. We have tried to look at the problem through the eyes of HR Personnel at Tata Motors who are leaving no stones unturned to make the best of the talent pool at their disposal.
The paper also looks at the problem of the laterals movements of the employees in Tata Motors as a lot of mid level managers move to pursue higher study and join industries such as software and Knowledge Processing Outsourcing companies where in they tend to earn more because of the salary.
Background
India produces more than 750,000 engineers every year. Almost 40 per cent who are interested in job search for one almost a year, while around 22 per cent take almost two years before bagging a job, according to HR firms.
China alone does not suffer from the great disease called skill shortages. In May 2006, in New York Times Somini Sengupta, wrote an article titled “Skills Gap Hurts Technology Boom in India”, reports an acute shortage of engineers in the skilled sector.
In India, technology companies have brought a revolution. This has made India ready for growth with young engineers from all functional area flocking to software sector to make a career.
India which was earlier regarded as a country with a large number of talent pool especially mechanical engineers is now in midst of problems. The infrastructure sector, steel sector and auto sector bgoast of companies which are expanding at break neck speed through both . But their competence has become the issue. The rest were deficient in the required technical skills, fluency in English or ability to work in a team or deliver basic oral presentations.
The skills gap reflects not