CRITICAL ASSESSMENT OF COMPETENCIES AND ITS RELATIONSHIP WITH THE WORKFORCE

DEVELOPMENT IN INDIA: THE PROJECTION FOR INDUSTRY 4.0 IN THE NEXT DECADE

SYNOPSIS

submitted in fulfillment of the requirement of the degree of

DOCTOR OF PHILOSOPHYto

Manav Rachna International Institute of Research & Studies

By

RAJIV MATHURRegistration Number: 15/Ph.D./024

Under the supervision of

Prof.(Dr.) PRIYANKA SRIVASTAVA FMS, Manav Rachna International Institute of Research & Studies

&Prof.(Dr.) ANAND PRAKASH

Department of Psychology, University of Delhi, Delhi

Faculty of Management Studies

Manav Rachna International Institute of Research & Studies

Sector 43, Faridabad, India.

MANAV RACHNA INTERNATIONAL UNIVERSITY

FACULTY OF MANAGEMENT STUDIES

CERTIFICATE

This is to certify that this synopsis titled “CRITICAL ASSESSMENT OF COMPETENCIES AND ITS RELATIONSHIP WITH THE WORKFORCE DEVELOPMENT IN INDIA: THE PROJECTION FOR INDUSTRY 4.0 IN THE NEXT DECADE” by RAJIV MATHUR, submitted in fulfillment of the requirement for the Degree of Doctor of Philosophy in MANAGEMENT under the Faculty of Management Studies of Manav Rachna International Institute of Research and Studies, Faridabad during the academic year 2015-16 is a bona fide record of work carried out under our guidance and supervision.

Signature of the Supervisor:- Signature of Joint Supervisor:-Name:- Dr. Priyanka Srivastava Name:-Dr. Anand PrakashDesignation:-Professor Designation:- Professor Department:- Management, MRIIRS Department:- Psychology, DU

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TABLE OF CONTENTS

Certificate…………………………………………………………………………………I

Table of contents…………………………………………………………………………. 3

1. Introduction……………………………………………………………………………..4

1.1 Background of the study………………………………………………………..4

1.2 Statement of the Problem……………………………………………………….5

1.3 Research Questions……………………………………………………………..5

1.4 Goals and Objectives of the Research.…………………………………………6

1.4.1 Research Goals………………………………………………………………6

1.4.2 Research Objectives ……….………………………………………………..6

2. Literature Survey……………….…………………………………………………….7

3. Description of the research work ……………………………………………………12

4. Research Methodology………………………………………………………...…….13

4.1 Data Collection………………………………………………………………...14

4.1.1 Primary Data Collection…………………………………………………….14

4.1.2 Secondary Data Collection………………………………………………….14

4.2 Questionnaires…...……………………………………………………………..14

4.3 Sample Selection……………………………………………………………….15

4.4 Data Analysis…………………………………………………………………...16

5. Proposed Outcomes…./………………………………………………………………16

6. References………...…………………………………………………………………..17

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1. Introduction

1.1 Background of the Study

The ever-increasing population bulge has always been a challenge for policy makers

in India. As per the current census projections, by 2022, India will become the most

populous country in the world with a population at 1.21 Billion and with

approximately 50% of this number in the age below 29 years. Thus, making India the

youngest country in the world. In this backdrop, National Skills Policy 2015 [1]

estimates that by 2020, India will see 47 Million surplus youth who will not have

enough employment related competencies to be meaningful employed. Thus, the

question constantly grappling the policy makers, at present, is to find workable

solutions on creation of jobs, imparting them the required job-related competencies

and thus making the youth employable.

This emerging demographic situation poses a bigger challenge as the initial reports

(BCG -CII on Next Generation Manufacturing at CII 15th Manufacturing Summit

2016) [2] estimate that with advent of Industry 4.0, which has started descending

gradually from year 2013, there is huge risk of loss of competencies required at entry

level job roles by the automation of Industry 4.0. The report also talks of current entry

level job roles with current competency aggregation getting lost and emergence of

new job roles with new and re-aligned competency aggregations.

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However, the policy makers, currently in India, at present are totally engrossed in

finding workable solutions of the eminent problem of imparting competencies and

skills that will make youth employable today and have yet to give their focused

mindshare and evaluate the impact on jobs on a systematic timescale mapped to the

advent of Industry 4.0.

Thus, if we see the picture holistically, the country may face a double whammy in a

very near future – a large number of young unemployed Indians keep increasing the

population bulge, the competencies of the current entry level jobs on which the youth

is being currently trained on being siphoned by Industry 4.0 and as of today the policy

makers are unable to make the correct assessment of the competencies that will be

required with advent of Industry 4.0 and hence no skill trainings even being planned

or even though off in that direction.

1.2 Statement of the Problem

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To tackle this issue, in twilight cusp of Industry 3.0 and emergence of Industry 4.0,

policy makers will have to tread carefully by way of not only tackling the, at hand

eminent issue of skilling with required competencies the unskilled unemployed youth

and making them employable but in parallel make an estimate of the new emerging

job roles and the associated competencies that will be required in the workforce that

will be deployed in Industry 4.0 work environment, which otherwise is known with

conviction to annihilate the bulk of current entry level job roles. This also means the

need to strike the right balance of skilling youth with competencies that are in need

currently and map their utility and relevance on a broad timescale, before they come

redundant. In addition, it is equally important to skill youth to transit into Industry

4.0 relevant competencies – or else there will be a huge risk of having surplus

unemployed youth skilled and certified as per todays’ job market required

competencies and on the other side Industry 4.0 implementing organizations will

starve for skill sets and competencies they would need.

However, to peep into the near future and do projections of emerging jobs and its

associated competencies by policy makers is a difficult proposition as not enough

studies have been done so far in this direction in India.

This study, thus aims to do a critical assessment of Competencies and its Relationship

with the Workforce Development in India and the Projection for Industry 4.0 for the

Next Decade.

1.3 Research Questions

This Research Study will aim to find answers to the following questions, over next

one decade, in the backdrop of advent of Industry 4.0:

Q1: Will the existing competencies of the current workforce employed in organized

and unorganized sectors be significantly lower than the desired level for them to be

meaningfully employable or will there be a sufficient balance?

Q2: Will the differences between required and desired competencies would be

significantly different in unorganized sector in comparison to organized sector.

Q3: Will the Public Private Partnership (PPP) model of skill development be

significantly better in comparison to standalone public or private sectors efforts in

competency building programs?

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Q4: With Make in India campaign active to attract foreign companies to set up their

manufacturing bases in India, will the traditional low-cost floor manufacturing from

large manufacturing countries shift to India while they transit into implementing

Industry 4.0 – thus India, in a short run, will still need traditional Industry 3.0

manufacturing competency ready workforce?

1.4 Goals and Objectives of the Research

1.4.1 Research Goals:

To identify the emerging competencies needed in Industry 4.0 in India over next

decade

1.4.2 Research Objectives:

1. To identify Competencies required in various priority sectors by 2024 to

enhance employment according to industry 4.0 needs.

2. To Identify the existing level of competencies in the priority sectors of

Industry 4.0 of the country for domestic needs.

3. To highlight the modalities / strategies through which required competencies

can be developed according to domestic industry 4.0 requirements.

4. Propose a model of training and recommendation for an effective industry 4.0

implementation.

2. Literature Survey

India traditionally has been a country with society giving high focus on education and

skill development being considered as the last option. Even for successive Governments,

post-independence skills development was not on priority agenda. The first “National

Skills Policy [3] on Skill Development was notified in year 2009 by Ministry of Labor

and Employment and was approved by Cabinet in the same year. Government through

this policy document expressed concern on shortage of industry required relevant

P a g e | 7 1. http://www.skilldevelopment.gov.in/assets/images/NationalSkillDevelopmentPolicyMar09.pdf 2. http://planningcommission.nic.in/plans/planrel/fiveyr/11th/11_v1/11th_vol1.pdf

competencies in the workforce in India, estimating it to be with mere 2% of the total

workforce. To support this concern on skilled workforce population NSSO (68th Round)

2011-12 [4], did an independent study and put a dismal figure of only 4.69% of the total

workforce in India that has acquired the required competencies through a process of

formal training and certification, in line with what the industry requires as compared to

68% in UK, 75% in Germany, 52% in USA, 80% in Japan and 96% in South Korea.

However National Skills Policy 2009 [3], tried to tackle the issue on a positive note by

suggesting that India should reap the benefits of the demographic dividend by actively

skilling the workforce with required competencies and set the target to skill 500 Million

youth by 2022. To give institutional structure to this mammoth activity and to reap the

benefits of “demographic dividend”, the 11th Five Year Plan [5] spoke of creation of a

comprehensive National Skill Development Mission. As a result, a “Coordinated Action

on Skill Development” with three-tier institutional structure was created consisting of (i)

PM’s National Council (ii) National Skill Development Coordination Board (NSDCB),

(iii) National Skill Development Corporation (NSDC). The responsibility of each tier

starting with Prime Minister’s National Council on Skill Development was to spell out

policy advice, and direction in the form of “Core Principles”. It gave a Vision to create

500 million skilled people with relevant competencies by 2022 through a channel of skill

systems (which must have high degree of inclusivity), NSDCB took upon itself the task

of coordinating the skill development efforts of many Central Ministries/Departments and

States. NSDC [6] started its activity by preparing comprehensive action plans and

activities which would promote PPP models of financing skill development to create

linkage on competency transfer from Industries into Education and Training system. To

boost the skill development activities further - the National Skill Certification and

Monetary Reward Scheme, known as STAR (Standard Training Assessment and Reward)

[7], was operational between August 2013 and September 2014. It aimed to skill and

certify 1 Million youth during the period based on National Occupational Standards

created by various Industry led Sector Skill Councils. NSDC was the designated

implementing agency of the scheme and it operated the scheme through various Sector

Skill Councils (SSCs), Training Providers (TPs) and independent Assessment Agencies

(AAs). There is no formal review done on the outcomes of the National Skills Policy

2009.

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In 2014, to further boost the skill development activity in a coordinated manner, Ministry

for Skill Development & Entrepreneurship (MSDE) [8] was formed to focus on

enhancing employability of the youth through skill development. Since inception, the

Ministry has rolled out two versions of flagship scheme of Government of India called

Pradhan Mantri Kaushal Vikas Yojana (PMKVY) [9] which as on date has skilled over 2

Million youth on trainings aligned to National Occupational Standards. The activities of

skill development in the country are now governed by new policy on Skill Development

– National Skill Policy on Skill Development – 2015 [10]. The new policy aims to meet

the challenge of skill development at scale with speed and standard (quality). It objectives

are to provide an umbrella framework to all the skill development activities happening in

the country by all the Central Ministries, States and by Private players and to align them

to common standards and to link the collective skilling outputs to the demand centers.

The new policy, apart from laying down the objectives and expected outcomes, also gives

direction to identify the various institutional frameworks which can act as the vehicle to

reach the expected outcomes. The new National Policy also provides lucidity and

coherence on how skill development and competency transfer efforts across the country

can be aligned within the existing institutional arrangements. Thus, this new policy

clearly aims to link skills development to impart right competencies thereby improving

employability and productivity.

The current scenario of skill development in India and its anticipated outcomes is so

intricate that policy makers are totally engrossed to tackle the immediate issues at hand

and struggling to have a viable and effective skill development mechanism with scale,

speed and quality. Apparently, the ecosystem seems to have overlooked another

dimension that may make their efforts even more intricate– it is the advent of Industry 4.0

which is already transitioning and replacing the prescribed tenets of Industry 3.0 since

2013. As per the initial studies from across the globe, Industry 4.0 is likely to make the

current competencies required to do the entry level jobs completely lost, practically in all

sectors. The studies also point to new competencies that will be required resulting in new

types of jobs but fails to predict them as of now – however what is emerging are the

pointers to competencies which will be required in the unforeseen future jobs.

In India, BCG-CII report, CII 15th Manufacturing Summit 2016 NEXT GENERATION

MANUFACTURING [11] evaluates the Indian Manufacturing sector over last three P a g e | 9

decades and puts the growth at 13%, being second highest in world after China. The

report however expresses concern on very low number of new jobs getting created –

pointing at jobless growth considering the government initiatives for the manufacturing

sector. The report also evaluates the learnings of other fast-growing economies across the

world. The report predicts arrival of Cobot (Collaborative Robot) which is designed to

co-work with humans on the shop floor which will transfer the current human shop floor

competencies to them. Such technologies are already in adoption by firms to compete

with known human competencies led manufacturing. The report talks of many more such

technologies under the banner of Industry 4.0 which will make current human

competencies redundant from the shop floor thereby pointing the current competency sets

being taken over completely by Machines in a very near future. BGC-CII report also

studies the Industry 4.0 adoption by the Indian manufacturing and how is it relevant in

the current context. It states that 50% of Indian manufacturers have either already

invested in or in the process of investing in the Industry 4.0 technologies and goes on to

claim that over 80% of Indian Manufacturing will switch over to Industry 4.0

technologies over next decade. The report is upbeat on tremendous reduction on

manufacturing cost and incremented productivity. The report also advises that as

Industry 4.0 technologies descend, it is the responsibility of adopting organizations to

also invest in lifelong learning of their workforce so that it adapts and transform its

current competencies to the new requirements. The report also categorically states that

Government should play a lead role in creating Industry 4.0 ready workforce.

The CII report on ‘Future of Jobs in India: Enterprises and Livelihoods’ published in

2016 [12] goes into in-depth study on the drivers responsible for India’s jobs creation and

sketches possible scenarios which could realistically guide our actions, both in terms of

policy as well as business strategy, in the next decade. The report essentially outlines

eight drivers of job creation and seven imperatives on ‘how’ and ‘what’ aspect of it.

Human Development Report (2016) published by UNDP [13] states that India will face

tremendous challenges over next few decades as working age population has soared to

300 Million whereas the current capacity of the economy can employ just 50% of that.

The report attributes that one of the primary reasons being because of manufacturing

sector is not creating enough jobs in the organized sector and one of the key reasons cited

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is that the current competencies available with the workforce either through formal

training or an informal acquisition are getting redundant with arrival of Industry 4.0.

World Economic Forum [14] in its report “The Future of Jobs” talks of impact of

Industry 4.0 on future of jobs. It says that the developments in artificial intelligence,

robotics, 3D printing, nanotechnology, biotechnology etc. are getting interdependent and

laying the foundation of smart systems that will work comprehensively in our homes,

manufacturing units, farms etc. thereby announcing the arrival of new competencies to be

able to work along with them and probably manage them as well. These systems will

concurrently have direct impact on socio-economic, geo-political and demographic

drivers in multiple directions and catalyzing each other. This change will see a

transformation in lots of competencies required for entry level jobs go into redundancy

(estimated 5.1 Million jobs across 15 major economies by 2020), and new ones with new

competencies growing rapidly and quite a few of existing job competencies transitioning

into new ones. The deliberation on these changes is often divided between those who

predict emergence of limitless new opportunities and others who foresee massive

displacement of jobs. As a matter of fact, the reality is likely to be very specific to the

industry, region and occupation. The report has introduced a new measure – “Skills

Stability” to quantify and gauge the amount or degree of skills/competency disruption

within any occupation in an industry. It also studies and provides an outlook on gender

dynamics as to how the benefits and burdens of Industry 4.0 will get distributed. The

report, overall presents a modest positive outlook for employment across most industries

propelled by job growths in multiple sectors. It further states with conviction that certain

job categories will require higher talent or competencies that what they demand today.

The impact of this has started appearing on the horizon already - major recruitment

challenges and talent/competency shortages now common in most organizations. The

report thus recommends that to avert a worst-case scenario of technological change being

accompanied by shortages of talent/competency, mass unemployment and growing

inequality, it is time now to start re-skilling and up skilling of today’s workforce with

competencies that will be required in near future with advent of Industry 4.0.

The report “Future of Work skills 2020” [15] analyzes the key drivers that will reshape

the landscape of work and identifies key work skills or competencies that will be required

in the coming decade. The report refrains from considering the jobs that will emerge in P a g e | 11

the near future but focuses on future work skills or competencies, its associated

proficiencies and abilities.

Another study worth mentioning is by European Parliament’s Committee on Industry,

Research and Energy (ITRE) [16] This study analyses the Industry 4.0 initiatives which

incorporates the digitalization of production processes based on devices that

automatically communicate with each other in the set value chain. It takes into

consideration the potential of the initiative and business architype changes and impacts of

this transformation. The pointers in this report are very similar to other on the subject –

that current competencies getting lost or getting transformed into new ones and arrival of

new competencies not know today.

Study by Carl Benedikt Frey and Michael A. Osborne in September 2013 – titled “The

Future of Employment: How Susceptible are Jobs to Computerization?” [17] examines

on susceptibility of jobs to computerization and does an estimation on 702 occupations

using a Gaussian process classifier. The study examines’ and estimates impact of future

computerization with prime objective to analyze the number of jobs and the associated

competencies at risk and its relationship between an occupations probability of

computerization, wages and educational attainment. The study predicts approximately

47% of total current occupations and the associated competencies being at risk of being

eliminated or getting transformed into new ones.

EY report “The upside of disruption – Megatrends shaping 2016 and beyond” [18] talks

of eight megatrends for future and one of them being – “The future of work. When

machines become workers, what is the human role?”. This megatrend states that

displacement of labor competencies by technology has been happening from first

industrial revolution. Globalization, trade liberalization and emerging markets have also

been replacing jobs – but predicts that next wave of technology which includes AI,

Robotics, Virtual Reality etc. will make the competencies owned by the blue-collared

labor redundant to levels never seen before. The report further predicts that this time the

displacement impact will be felt greatly even for white-collar and creative worked

competencies like in financial sector, healthcare, robotic surgery and so on and so forth.

Another disruption that is predicted is transformation of current gig-economy (in which

non-employee freelancers provide labor in temporary assignments) to machine economy P a g e | 12

completely driven by AI and robotics, in which the options of human labor will be very

negligible – thus predicting heavy job losses. Thus, future of work that is eminent will be

the one that will disrupt business, government and society. This dismal picture however

takes recourse to history and states that previous experience of automation has resulted in

emergence of new sectors and new forms of employment requiring new competencies–

that we are not able to envision today.

3. Description of Research Work

The World started to rapidly industrialize from the year 1760, labelled as “First

Industrial Revolution” [19], thereby transitioning from age-old traditional hand-

production methods into neo-manufacturing processes that used steam power to run the

machines producing various goods, thereby giving rise to factory system. Thus the “First

Industrial Revolution” saw the competencies developed by mankind over generation to

do hand production fading away and giving way to new job roles and associated

competencies required to operate and produce goods via steam-powered run machines.

The trend has continued for over 250 years from “First Industrial Revolution” to the

now fading “Third Industrial Revolution” [20] in which consistently new job roles and

associated competencies have replaced the earlier ones. However, in upcoming Industry

4.0, the technological advancements have led to very high industrial automation by

imbibing Artificial Intelligence into the manufacturing process – thereby passing off the

manufacturing competencies almost completely from humans to machines. This trend is

a happy moment for the industry as it will lead to heavy reduction in manpower cost but

poses a big question-mark on its impact on employment scenario, as the competencies

required in Industry 4.0 production are still under the wraps and therefore workforce

cannot be skilled on them. It is therefore, feared to have a great unemployment

repercussion due to arrival of Industry 4.0. The impact would be felt most in developing

economies like India which are already grappling with problem of huge unemployed

unskilled youth population. The worry is therefore having no or little knowledge on

emergence of Industry 4.0 jobs with new or re-aligned competencies, for which India

now is not adequately prepared. Thus, on one side new jobs with Industry 4.0

competencies are likely to grapple for takers and on other side India may run the huge

risk of treading into future with fading/ redundant Industry 3.0 competencies skilled

workforce with practically no jobs in hand.

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In this context, as is currently seen, most of the developed economies have formulated

their own strategies to skill their workforce in tandem with emerging technologies to

keep au fait and by being competitive in global markets. Thus, they can maintain their

competitive edge and are able to meet the human and social needs of their small numeric

populace. The economies like India which in-spite of impressive growth in industrial

sector are likely to face a huge employment problem if the re-deployment or

enhancement or acquisition of new competencies does not happen timely in alignment

with descending of Industry 4.0 spread.

Today most research and development in Industry 4.0 is happening in the Western

worlds. India does not have or has a limited pre-view to what technologies are

forthcoming and therefore unable to predict and prepare its workforce to Industry 4.0

automation related competencies.

This thesis, is an attempt to do analysis of Industry 4.0 Framework, Challenges and

Perspectives, in context of India. It will also do analysis of Indian preparedness for the

future challenge in this theme, the sensitization on acquisition of the Industry 4.0

competencies - that will be required to sustain both in domestic market and future global

markets and will propose recommendations for an effective Industry 4.0 implementation

strategy for the Indian decision makers.

4. Research Methodology

The Research Methodology will comprise of comprehensive review and strategic

analysis of existing global literature on the topic, either directly or indirectly, in parallel

with the analysis of questionnaires and data analysis performed by entities representing

the Industry 4.0, both on national and on global fronts. The results found by this

multilevel analysis, will help do critical assessment of the competencies and their

relationship with workforce development in India over next decade.

Broadly the Research Methodology will comprise of four components viz. Data

Collection, Questionnaire, Sample Selection and Data Analysis.

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4.1 Data Collection

Data collection would be done under two categories – primary and secondary.

4.1.1 Primary Data Collection: To study the competencies currently required

both by the Manufacturing and Services sector in India, a survey study

will be conducted of an estimated 250 to 300 respondents. In addition,

they will also be surveyed on kind of investments they see happening

pertaining to Industry 4.0 in the irrespective organizations over next

decade and kind of new competencies they expect that workforce should

have to match the modern technology. For this purpose, an appropriate

competency survey tool will be developed keeping in view the surveys,

domestic needs and project made by various authorized agencies like

Ministry of Skill Development and Entrepreneurship and Industry bodies

like CII, FICCI, ASSOCHAM etc. or leading consulting organization like

EY, KPMG etc. This tool will also be used to assess the effectiveness of

PPP model of skill development. This survey tool will also cover a

comprehensive framework of existing and required dimension of

competencies from industry 4.0.

4.1.2 Secondary Data Collection: The information to do assessment of the

efforts being done on workforce development in India will be done via

secondary data scanned from various Government websites, like that of

Ministry of Skill Development and Entrepreneurship (MoSDE), National

Skill Development Corporation (NSDC), various State Skill Missions,

Also, to do a critical assessment of Competencies Projection for Industry

4.0 for the Next Decade would also be done out of researching the

secondary data available on various national and international studies done

of Industry 4.0.Papers presented by CII, FICCI and various consulting

organizations like BCG, EY, KPMG etc. and those of multilateral

organizations active in the space like ADB, World Bank, UNESCO etc.

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4.2 Questionnaires

Questionnaires would be both of quantitative and qualitative types. Under the quantitative

category the questions would - close-ended with multiple choice answer options,

dichotomous questions having yes or no options or scaling/ranking questions. The

answers obtained from this type would be typically analyzed using pie-charts, bar-charts

and percentages. On the other hand, the qualitative category will have open ended

questionnaire and will involve discussions and critical analysis would be done without

the use of any numbers or any calculations. Expected number of questions in the

questionnaire would be in the range of approximately 30 to 40 which will appear in a

logical order and will be formulated in an unambiguous and straightforward manner.

Mix of methods will be used to capture data for the questionnaire – the prime method will

be online – using Survey Monkey as it has ease of use, offers flexibility in presentation of

the questions in varied formats and advanced data analysis capabilities. Alternatively,

some of the key respondents for qualitative survey will be either met in person or called

telephonically to gather responses to the questionnaire.

4.3 Sample Selection

Sample selection will be via “Cluster Sampling” method, as the targeted clusters

are heterogenous. Herein, each cluster will be representative of the population that

is being targeted for the survey. Within cluster sampling, two-stage sampling

method will be adopted wherein a subset of elements within selected clusters will

be randomly selected for inclusion in the sample.

Broadly three clusters will be looked for sample selection – viz. Industries

transiting from Industry 3.0 to Industry 4.0, Academia and Policy Makers. The

Industry cluster will be further sub-divided into Manufacturing and Services

segment. In both the segments – the new ones of foreign origin who are setting

manufacturing bases in India as part of “Make in India” call and the existing ones

in the country will be included. The second cluster comprising of Academic and

Training Organizations will cover both the ones in India and the ones which are

P a g e | 16

overseas. The third cluster comprising of policy makers and direct implementers

thereof in the country responsible for “Make in India” [21] and “Skill India” [22].

This cluster will comprise the sample both from Center and from State

Government.

4.4 Data Analysis

The final discussion in the Methodology chapter will be about the methods of data

analysis comprising of both the qualitative and quantitative data. In the qualitative

research which will comprise of one-on-one interviews, focus group discussions,

telephonic interviews etc. data analysis will involve identification of common

patterns within the responses and then analyzing them critically to evaluate them

in context of achievements of the aims and objectives set in this research. On the

other hand, data analysis pertaining to quantitative research will comprise of

critical analysis of various figures and numbers leading to logical interpretations

and attempt to establish the rationale behind the emergence of primary findings.

Once the primary findings are established – both for qualitative and quantitative

data, then a comparison of them with the findings of the literature review will be

done. To achieve the correct data analysis for validating the findings, following

requirements will have to be fulfilled:

The description of objectives is well articulated, variables are defined in detail

and conclusions well evaluated

The objectives chosen for the study are adequately reasoned and documented

with necessary explanation.

Necessary clarification with precise estimate and explicit acknowledgement of

bias, if any, in identification and selection of the objectives in the research

A comprehensive description and evaluation on the quantum of heterogeneity

in the reviewed sample size during the study

P a g e | 17

Finally, a well-articulated elucidation of the techniques identified for

deployment get evaluated for the varied studies done during the research

5. Proposed Outcomes

This thesis proposes two clear deliverables – first one being to critically evaluate the

prevailing workforce development in India in the backdrop of current competencies

requirement and the gaps between the required and what is available. The second

deliverable being examination of current skill development requirement and its

preparedness for preparing for competencies that will emerge in future in relevance to

Industry 4.0 in India.

Thus, the proposed outcome of this thesis will be more strategic than operational as it

will critically examine existing eco-system of competency development and clarify on

the existing weakness in the backdrop of fast approaching Industry 4.0, so that a

roadmap could be developed for developing Industry 4.0 competencies in context of

India.

6. References: 1. National Skills Policy 2015 - http://www.skilldevelopment.gov.in/National-Policy-

2015.html2. BCG-CII Report – Next Generation Manufacturing – CII 15th Manufacturing Summit

2016 - https://media-publications.bcg.com/BCG-CII-Report-Next-Gen-Mfg-Nov-2016.PDF

3. National Skills Policy 2009 - http://www.skilldevelopment.gov.in/assets/images/NationalSkillDevelopmentPolicyMar09.pdf

4. NSSO 68th Round - http://mail.mospi.gov.in/index.php/catalog/1435. 11th Five Year Plan –

http://planningcommission.nic.in/plans/planrel/fiveyr/11th/11_v1/11th_vol1.pdf6. National Skill Development Corporation - www.nsdcindia.org/7. STAR scheme - http://www.skilldevelopment.gov.in/star.html8. Ministry of Skill Development and Entrepreneurship -

http://www.skilldevelopment.gov.in/9. PMKVY scheme - http://www.skilldevelopment.gov.in/pmkvy.html10. National Skills Policy 2015 - http://www.skilldevelopment.gov.in/National-Policy-

2015.html11. BCG-CII report, CII 15th Manufacturing Summit 2016 NEXT GENERATION

MANUFACTURING - http://image-src.bcg.com/Images/BCG-CII-Report-Next-Gen-Mfg-Nov-2016_tcm21-109385.PDF

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12. The CII report on ‘Future of Jobs in India: Enterprises and Livelihoods’ published in 2016 - http://ciiblog.in/cii-report-on-future-of-jobs-in-india-enterprises-and-livelihoods/

13. Human Development Report (2016) published by UNDP - http://hdr.undp.org/sites/default/files/2016_human_development_report.pdf

14. World Economic Forum - https://www.weforum.org/reports/the-future-of-jobs15. Future of Work skills 2020- http://www.iftf.org/futureworkskills16. European Parliament’s Committee on Industry, Research and Energy (ITRE).

http://www.europarl.europa.eu/RegData/etudes/STUD/2016/570007/IPOL_STU(2016)570007_EN.pdf

17. Study by Carl Benedikt Frey and Michael A. Osborne in September 2013 – titled “The Future of Employment - https://www.oxfordmartin.ox.ac.uk/downloads/academic/future-of-employment.pdf

18. EY report “The upside of disruption – Megatrends shaping 2016 and beyond” - http://www.ey.com/gl/en/issues/business-environment/ey-megatrends

19. The Industrial Revolution - https://firstindustrialrevolution.weebly.com/index.html20. Welcome to the Third Industrial Revolution -

http://whartonmagazine.com/issues/summer-2015/welcome-to-the-third-industrial-revolution/#sthash.jneQQWBy.dpbs

21. Make in India - http://www.makeinindia.com/about22. Skill India - http://www.narendramodi.in/pm-s-remarks-at-the-launch-of-skill-india--

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