HR summit output for HR executives and students

HR Summit Output

Why 'Re-define Employability'?

India has the largest youngest population in the world. But it is also the most unemployable.

According to a survey conducted by FICCI-Ernst & Young Paper 80% of the Indian workforce does not possess identifiable marketable skills. The survey found that only 25% of the Indian professionals are considered “employable” by multinationals and the difficulty of employers in India to fill job vacancies has increased to 67% in 2013 compared with 16% in 2012.

There are available jobs. There is available youth. Then where is the problem?

Process and Research To understand the local reality, we conducted a survey across different cities of India to find out what the youth wants from their employers and vice-versa.

Survey on youth (Multiple responses recorded per person):      

95% chose ‘scope of growing in an organization.

89% chose to be faithful to a job and organization that gives them diverse and interesting job roles.

76% of survey takers appreciated positive culture and energetic work environment.

42% showed interest in jobs where their employers trusted in them.

34% preferred a good Brand Name over other factors.

Only 21% survey takers are looking for good salary and compensation perks in a job

Survey on managers:   

Only 17% satisfied with their company’s workforce 87% expect young recruits to be technologically sound, humble and honest to their jobs.

72% expect their employees to be problem solvers and have a willingness to learn.

HR Summit 2014 Speakers: 1. Mr. Bhupesh Chowdary, Vice-President Business Development, Adani Ports and SEZ Contact: bhupesh.chowdary@adani.com 2. Mr. Haresh Chaturvedi, Zonal HR Head, Hindustan Coca-Cola Beverages Pvt. Ltd Contact: haresh.chaturvedi@gmail.com 3. Mr. Shubhomoy Saha, Director, SOE and SME, Ethos HR Solutions Contact: shubho.saha@ethoshr.net

4. Mr. Bhaktidev Gupta, CMD, Bhakti Consultancy Contact: cmd@bhakticonsultants.com 5. Mr. Sahil Nair, President, AIESEC Ahmedabad Key Note Speaker.

Contact: sahil.nair@aiesec.net 6. Sanjay Dave, Co-Founder, H.R. Milestone Key Note Speaker.

Contact: sanamdave92@gmail.com

How to Bridge the Gap? Summit Output: For employers: 1. Define Job description for the employee.

2. All work and no play can make anyone feel crabby, but this generation in particular has no desire to work 80+ hours a week and miss out on things like weekend getaways and music festivals. Not only that, but too much work can be counterproductive.

3. Give various opportunities of diverse roles to the employee.

4. Offer challenging projects with learning components. And trust.

5. Coaching: Gen Y is raised with constant coaching and feedback and expect it to continue in the workplace. Coaching will keep Millennial engaged in their work. Coaching does not need to be time consuming or overly formal. Coaching can be as simple as a quick email response, a text or a two-minute conversation.

6. Measures: Gen Y is raised with a lot of structure and measuring systems and are accustomed to understanding how they will be judged and assessed. They expect these metrics to continue in the workplace, so employers should define clear and consistent job assessment criteria.

7. Develop initiatives that foster mutual support and understanding among the generations.

Training on intergenerational dynamics will help build rapport and a stronger sense of community. For Gen Y, offer soft-skills training like how to assimilate into a new workplace culture, how to work with team members assertively and diplomatically, how to process feedback, how to approach a supervisor for coaching and mentoring, and how to set longterm career goals.

8. Offer collaborative discussions like roundtables that encourage innovative thinking across generations.

9. Foster an appreciation of diversity within the organization. This will help all generations avoid the stereotyping that gets in the way of valuing the skills sets of each employee.

10. Creating an organizational culture that is flexible and relaxed, has open communication, encourages sharing and innovation and offers flexibility is a good step to keeping Millennial engaged. Millennial want fun and a less formal atmosphere may help foster it. Open and honest Communication is highly valued by Gen Y and they expect it from their leaders, so when

focusing on creating a comfortable culture, consider not just the formal surroundings but also the nature and tone of organizational communication.

For Gen Y: 1. Learn new things Learning new and diverse skills will enable you to adapt to competitive situations and environments. Employers want to see you have a capacity to grow, but they're also looking for well-rounded candidates who can get the job done.

2. Manage your expectations The job may not meet your specific requirements or qualifications, but could allow you to get a foot in the door and access new opportunities 3. Work on honing your skills like Verbal, Problem Solving, Behavioral, Teamwork, Language, Subject knowledge, Business Intelligence, Adaptability, Integrity, Reasoning, Initiative, and Ownership.

4. Education alone is not going to guarantee you a placement.

Become technologically savvy and acquire generic IT skills such as typing skills, online research skills, familiarity with operating systems and Microsoft Office. Play around with different features in presentation software, excel spreadsheets and word documents available on most computers today.

5. Don't let unemployment win.

Do part-time work, apply for internships or engage in volunteer work to gain experience.

Employers want to see what you’ve done to get yourself ‘job-ready’. Being productive helps to develop a positive work ethic and show employers that you’re able to take initiative.

6. Work as an Intrapreneur of your job. Be passionate about your work.

What is AIESEC? What is AIESEC? AIESEC is a global, non-political, independent, not-for-profit organization run by students and recent graduates of institutions of higher education. Its members are interested in world issues, leadership and management. AIESEC does not discriminate on the basis of race, color, gender, sexual orientation, creed, and religion, national, ethnic or social origin.

AIESEC is the global youth network impacting the world through leadership development experiences. AIESEC has been facilitating youth leadership activities as well as international internships & volunteer experiences for over 65 years, developing a global learning environment across 124 countries & territories. With over 100,000 members, AIESEC is the world's largest youth run organization.

Our Mission: AIESEC develops responsible, global leaders.

Our Vision: Peace and Fulfillment of Humankind's Potential.

Our Impact: Our International Platform enables young people to explore and develop their Leadership Potential for them to have a Positive Impact on Society.

How we do it: AIESEC Provides its members with an Integrated Development Experience compromised of Leadership Opportunities, International Internships and participation in Global Learning Environment.

Sahil Nair Local Committee President sahil.nair@aiesec.net +917600029234 Aashima Agarwal VP Corporate Relations, Incoming Exchange aashima.agarwal@aiesec.net +919978814047 Khush Vachhrajani VP Student Sector, Outgoing Exchange khush.vachhrajani@aiesec.net +919426465070 Aniket Gupta VP Development Sector aniket.gupta@aiesec.net +91919033901468 Manu Arya VP Corporate Sector, Outgoing Exchange manu.arya@aiesec.net +919998586831

Kishan Panchal VP Corporate Relations, Incoming Exchange kishan.panchal@aiesec.net +917878088700 Nikita Koka VP Student Sector, Outgoing Exchange nikita.koka@aiesec.net +919173596016 Mahir Bhatt VP Development Sector mahir.bhatt@aiesec.net +919904237067

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