How we worked with NASSCOM Foundation to improve employability of underpriviledged Youth.

  • Home
  • Case  Studies

Synopsis: The share of the service sector in the Indian economy is increasing at a rapid pace as the economy modernizes and evolves into a developed economy. Financial services are a critical part of the service sector which despite technology requires a large volume of manpower to provide and deliver the services. Graduates are a good source of manpower for financial services. The requirements for the job are minimal but many graduates are lacking in the same. To fill this skills gap a Business Correspondent training focused on BFSI was sponsored by a leading software multinational in association with Nasscom Foundation. Graduates from colleges from tier 2 and 3 towns were targeted for this course, thus helping them gain employable skills and achieve financial stability for themselves and their families. BFSI sector also benefited from the added pool of trained resources.

The Situation: Students from government and government-aided colleges, whose colleges have B or C accreditation are not on the radar of organizations looking for entry-level employees.The students lack awareness of the sectors, do not have the opportunities to learn, and the necessary skills are not imparted in their curriculum thus putting them at a disadvantage. These students typically end up being unemployed though a graduate. These students need to be provided 3 things to be gainfully employed – Skills specific to the sector, soft skills to manage their way in organizations, and the opportunity to be exposed to recruiting organizations. The need is for a training program, that is focused to impart the necessary skills specific to a sector and bring the job seeker and the job provider on a platform.

The Solution: We were appointed as the implementation partner to manage this program. Government and government-aided colleges with accreditation levels of B and C in North Karnataka were selected. 10 colleges were selected and TMI mobilized the candidates to join the course by sharing the benefits and opportunities it provides. A 100-hour training program was designed by TMI. Due to the pandemic, the entire program was online with a virtual instructor. The course content covered aspects of the banking industry, Reserve Bank of India, customer services, loans, sales, etc. A soft skills module was included to help increase the confidence of the students. Most of the students, both male & female, were from underprivileged backgrounds and had to scour for resources like smartphones to attend the training program. TMI worked closely with financial service firms, NBFCs, etc to help them recruit these students post completion of the program.

The Impact: The primary objective of this program was to provide job-oriented skills to underprivileged sections of society. A target of 60% job placement was set at the time of the launch of the program.

This program achieved multiple objectives: 1. Provided job-oriented skill development to graduate underprivileged youth in underdeveloped area 2. Added to the pool of skilled financial services manpower 3. Reduced unemployment in the area

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..