New generation in employment

In this age of social-media savy and tech-savvy generation, there is drastic change in requirements of employers/companies and expectations/ambitions of employees. Today’s youth have been more vigilant and careful towards their career. More youth prefer joining new companies instead of old and established firms. Future employees of this new generation of India have started thinking beyond security of job and higher pay. Now, these expectations-ambitions of this new generation need to be taken care in Corporation India. This youth of new generation consider themselves to be distinct and they hope and expect that they be treated distinctly. The venture combination of mitigating high risk with basic security. All these aspectd pause a challenge for contemporary employers and owners.

There is drastic change in expectations of employees from company. Even for an average employee also, handsome salary, and balancing quality of life and the job, spirit of participation etc. are essential. In today’s knowledge-based world, the matter of hunting and maintaing skilled workforce has become a key factor. This is envitable to survive in competitive edge. New windows have opened in rich work culture of company and organizations. Now, transparent and motivating work environment, taking care of employee’s health and their skill improvement and opportunity to serve the society etc. have become important.

Attitude for companies have also changed. Instead of Managers, now companies search for future leaders. The companies have now bought a new philosophy that very sharp thinking, creativity, commuication skills and cooperative are the factors which may leader the company towards success. Now, the companies hunt for leaders which help company to grow. Individual’s inspirational qualities, desire for development and ability to challenge the current system are the prime factors for appointment of employee.

Looking to current and future trends, 2015 will be a very promising year for job seekes. There is growing demands in sectors like FMCG, Consumer Durables, Retail, Hospitality, Pharmaceutical, Health Care and banking. New opportunities are knocking in the e-Commerce and retail sector. Companies are now opting out of traditional methods of selection and appointments and diversity at work place gets encouraged. For example, for the posts in Human Resources Department, the candidates holding degree in Pschology will be given equal weightage at par with candidate holding degree of MBA in HR. Now, opportunities have become brighters even for graduates of Arts and Commerce compared to earlier time.

Further, with a view to ascertatin worth of a future employee for their company, the companies now a days resort to analyse their online behavior and investigation is conductely deeply on social networking site about them. Equal importance is accorded to the fact about real life skill of a first class candidate having 4.0 GPO score. In short, merely score on paper is not enough now. Many companies use social networking sistes such as Linked In, Facbook, Twiter and Glasswork etc. to keep live its contacts with present and future employees.

Of course, traditional recruitment methods have not enitred ceased to exist and still the practice of securing and offering jobs through mutual references is there. However, this new dimension is added to it. Recruitment through references, more particularly on junior and middle level management is important and effective. In such recruitments, it is also observed that rate of steady employment is high.

In fact, India is considered to be gold mine for skill and skilled manpower, however, it is a matter of great concern that at the same time the facts of candidates – fresh graduates do not meet with expectations of the corporate sector. Technical skill is of equal importance with right approach.

Tendency of joining newly set up and upcoming companies has remarkably increased in freshers and job seeker youth. Population of a working class of certain age group in India has been increasing at a very fast pace and in next two decades, there will be addition of 10 lakhs of workmen every month. According to a report of United Nation, there will be increase of 497 million people in urban population of India between 2010 and 2050. Still, however, the corporate India is struggling badly to get employess having requsite skill for growth of the company. 81% of the CEOs of India indicated lack of skilled employees on key posts as a proabable threat against their business. Of course, significant efforts are being made to bridge the different between abundant supply of workforce and lack of employees having requisite skill. In a research titled ‘Adopt to Survive’, outlook to analyse skill adjustments of various countries has been suggested. Netherlands, UK and Canada were at top in Talent Adaptability whereas India was at tenth rank amongst 11 countries, with score of 34. Interestingly, use of social media in recruitment process of Indian companies is very high.

Under these circumstances, Government need to adopt factual approach in framing skill development policy for improving employability of education. Initiative in the form of setting up National Skill Development Council and Planning Commission have been taken in this direction. Efforts need to be made for balancing education and job-oriented training for shortening the distance by closely working with industrial sector along with education sector. It is essential that corporate sector provide infrastructure and motivation for creating more adaptable skill. Similarly, at individual level, every person must think for his career with foresightedness and by mastering more than one skill, one should increase adaptability and safeguard his future.

Companies plan job security of women

It is a matter of past now that marriage, motherhood and domestic affairs were the issues detrimental to career of working woman. Now, increased number of companies adopting policies to ensure that women can maintain her family life without compromising her career. For example, while effecting transfers, family conditions of female employees are kept in view. Even in one company, it has happened that a senior management level women officer has been allowed to work from America and visit her office in Indian only when and where it is so necessitate.

Several companies play active role to reinstate or re-employ female workers who would have left the job due to personal life’s obligations. Apart from long maternity leave and change in working hours, the Managrs have been asked to take specific care of needs of women employees. There are several companies which make efforts to protect career of their women employees from repurcussons of incidents of their personal life. It has happened in one company that they have designed guidelines for vetting mothers. As a result, the ratio of women resuming their job after delivery has gone up while at some other companies, they even call spouse of their woman employee for conciliation and pursuation, if it is so required. Not only that, methods for search and upkeeping of women employees are developed under guidance of high level women employees.

According to a survey, pattern of selection for various sectors for job was seen to be as under :

Sector of employment Male (%) Female (%) Sector of employment Male (%) Female (%)
Banking and Finance 26 26 Retail 4 2
Information and Tech. 17 16 Healthcare 2 4
Hospitality 8 8 Telecom 2 3
Manufacturing 7 5 Fashion and lifestyle 5 5
Construction 7 4 NGO 2 1
Advertising 6 4 Fitness 1 2
Education 3 8 Toursim 1 2
Entertainment-media 5 5 Insurance 1 1
Aviation 3 3      
  • Compared to previous year, there will be 35% more recruitment of entry level candidates by H.R. Managrs.
  • 42% of them will prefer recruitment of experienced persons.
  • 80% of people are of the opinion that availability of skilled employes in the country is satisfactory.
  • 48% of the people are of the opinion that social media helps finding out proper candidates. 

Job opportunities will be made available in following sectors during the current year

  • Banking sector 50,000 to 60,000
  • I. T. Sector 1,25,000
  • Retail sector 90,000
  • Education sector 50,000
  • Entertainment-media 35,000 to 40,000
  • Healthcare sector 1,00,000
  • Hospitality sector 80,000