Empowering Future Tech Talent – The Altran ARISE Skill Development Program

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Empowering Future Tech Talent – The Altran ARISE Skill Development Program
  • June 5, 2025
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Empowering Future Tech Talent – The Altran ARISE Skill Development Program
In a region where engineering graduates often struggle to transition into meaningful employment, especially those from underprivileged and rural backgrounds, the Altran ARISE Program has emerged as a beacon of opportunity and transformation. This CSR initiative by Altran, implemented in partnership with the NASSCOM Foundation and TMI e2E Academy, was designed to uplift final-year engineering students—especially women—by equipping them with in-demand technical and employability skills.
Addressing the Challenge: The Situation on Ground
Engineering colleges across Telangana, particularly those with lower NAAC ratings and limited placement records, often see graduates finish their degrees without the skills or exposure required to secure jobs in the competitive IT industry. Students from below-poverty-line (BPL) families and rural areas are disproportionately affected, lacking both soft skills and access to industry-standard training. Women, in particular, face added barriers due to the gender gap prevalent in STEM education and careers.
The Solution: ARISE Program Design and Delivery
The Altran ARISE Program was carefully curated to meet these gaps through a structured and inclusive training model. Key highlights included:
  • Target Audience: Over 500 final-year engineering students from marginalized backgrounds, with more than 80% women beneficiaries.
  • Partner Institutions: Included Sphoorthy Engineering College, Sree Dattha Group, and Bhoj Reddy Engineering College for Women, among others.
  • Blended Training Format: Delivered 250 hours of training comprising:
    • 175 hours of Core Java and technical training
    • 75 hours of soft skills, English communication, and quantitative aptitude
  • Customized Learning Paths: Tailored curricula for IT and non-IT students, featuring real-world Software Development Life Cycle (SDLC) projects.
  • Assessment Framework: Multi-stage assessments—baseline, midline, and endline—executed via CoCubes to monitor learning progress.
  • Placement Preparedness: Included resume building, JAM (Just-A-Minute) sessions, group discussions, and mock interviews.
  • Industry Interaction: Altran engineers actively participated through mentoring and volunteering, enriching the students’ learning experience with real-world insights.
The Response: High Impact and Positive Outcomes
  • Training Reach and Completion: Over 600 students enrolled, and 554 successfully completed the program—an impressive 106% average completion rate.
  • Improved Learning Outcomes: Significant gains were recorded across communication, aptitude, and technical domains.
  • Job Placements: 334 students secured jobs, primarily with IT/ITES companies such as HCL, Wipro, Cognizant, and Techforce.ai.
  • Women Empowerment: More than 60% of those placed were women, many being first-generation graduates from economically disadvantaged backgrounds.
  • Institutional Strengthening: The program reinforced placement readiness across participating colleges, improving faculty engagement and student participation.
Conclusion: A Scalable, Impact-Driven CSR Model
The Altran ARISE Program successfully bridged the education-to-employment gap for marginalized youth in Telangana. Through a combination of focused technical training, soft skills development, and industry engagement, the initiative catalyzed career opportunities for hundreds of deserving students—particularly women in STEM.
Its high success rate, inclusive approach, and replicable design make it a model CSR initiative, setting a benchmark for skilling programs aiming to drive both economic inclusion and gender equity in the Indian workforce.

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Addressing Skill Gaps

Many industries face a mismatch between the skills that job seekers possess and those that employers need. By supporting skilling initiatives, corporates ensure a steady pipeline of talent that is equipped with relevant and up-to-date skills.

Future-Proofing the Workforce

As technology and industries evolve, the demand for new skills increases. Corporate support for continuous skilling helps to future-proof the workforce, ensuring that employees remain competitive in a rapidly changing job market.

Enhanced Employee Morale and Retention

Companies that invest in the skilling and development of their employees often see higher levels of job satisfaction and retention. This reduces turnover costs and builds a more committed workforce.

Innovation and Competitiveness

A skilled workforce drives innovation and competitiveness within a company. By supporting skilling as a CSR cause, companies can ensure they have access to the talent needed to stay ahead in their industry.

Community Development

Skilling initiatives can lead to the development of more self-reliant communities. When individuals are equipped with the skills to secure meaningful employment, they contribute more effectively to the local economy and society.

Reducing Social Issues

By providing people with the skills they need to succeed in the workforce, companies can help reduce social issues such as poverty, crime, and dependency on welfare.

Empowering Marginalized Communities

Skilling programs often target underserved and marginalized communities, providing them with opportunities for economic empowerment. This promotes inclusive growth and reduces inequality.

Gender Equality and Diversity

Corporate-supported skilling initiatives can focus on promoting gender equality and diversity by encouraging the participation of women and underrepresented groups in high-demand sectors.

Positive Social Impact

Supporting skilling initiatives demonstrates a company’s commitment to social responsibility and community development. This can enhance the company’s reputation, making it more attractive to customers, investors, and potential employees.

Brand Loyalty

Consumers are increasingly favoring brands that demonstrate social responsibility. Companies that invest in skilling as a CSR cause are likely to build stronger brand loyalty and customer trust.

Enhancing Workforce Quality

By investing in skilling programs, companies help create a more skilled and capable workforce. This contributes to overall economic growth by improving productivity and innovation within the industry.

Reducing Unemployment

Skilling initiatives can reduce unemployment rates by equipping individuals with the necessary skills to secure jobs, particularly in industries facing skill shortages.

Challenge

One-time training interventions lead to poor retention in the frontline.

Training Intervention

A Continuous Learning Journey combines digital learning with trainer support, providing ongoing, personalized development. This model uses multiple touchpoints to address individual performance gaps, ensuring continuous skill improvement and real-time application. By focusing on personalized learning paths, it drives long-term growth and measurable results, empowering employees to adapt and excel.

Challenge

Large companies with large frontline workforces require extensive trainer teams.

Training Intervention

Trainer Augmentation offers a scalable solution by outsourcing your trainer capacity. This model allows you to quickly scale your training efforts without overburdening your internal resources. By bringing in experienced, external trainers, you ensure consistent, high-quality training delivery while freeing up internal teams to focus on strategic priorities. It’s an ideal solution when you need to meet growing training demands or launch new initiatives without compromising on quality or capacity.

Challenge

Uniform training for all employees fails to address performance disparities.

Training Intervention

Analytics-driven, cohort-based training identifies skill gaps using performance data. By segmenting employees into cohorts based on performance, organizations can tailor training to address specific needs, driving higher engagement and measurable improvements. This targeted approach ensures that training is effective, efficient, and aligned with actual performance challenges.

Challenge

Supervisors prioritize high performers, leaving low performers unsupported and underdeveloped.

Training Intervention

Sustenance Training offers a blended, on-the-job approach to skill development, addressing gaps in supervisor bandwidth and ensuring consistent employee growth. By combining structured learning modules with real-time support, this program provides targeted training for all employees, including those who need additional guidance. It empowers the workforce to build skills, improve productivity, and thrive, fostering balanced development across teams.

Challenge

L&D teams cut induction training due to limited capacity/expertise.

Training Intervention

Role Induction Training delivers a structured onboarding experience during the first 7-10 days. Combining company culture, policies, and values with tailored role-specific training, it equips new hires with the skills to contribute effectively from day one. This program bridges gaps in training capacity, ensuring a seamless and productive induction process..