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How is SkillForce going to create and run the FACTree model

SkillForce has researched and analysed the reasons behind the ‘unemployability challenge’ or the ’employability gap’ facing the youth and industry alike. This aspect is known to all stakeholders including the academic institutions such as engineering colleges and universities that award the degrees. The moot cause for this situation is lack of industry experienced faculty to teach what is needed by the industry and provide a base platform for the youth to become employable.

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Recent layoff’s at a IT major is indicative that unless the engineering graduates possess the needed skills, they could be rendered as unemployed sooner or later. Should they realise that the critical skill development is needed over and above their engineering degree, they would invest few months more for a good and successful career. That is the mantra that SkillForce would utter in the ears of every interested engineering graduate and create the needed awareness. SkillForce would initiate the skill development process that is industry-fit after certain evaluation including learnability and attitudinal inclination to build a long career in the IT/Sofware industry. This means that SkillForce would further sieve and filter to get to a good set of potential youth who could be made ’employable’ and this would resolve a 3 way challenge – Talented resources made available for the IT/Software industry, A career build for the young engineers and placement challenges faced by the academic institutions.

FACTree model in detail

The approach that is considered for FACTree model to be implemented is ENABLEMENT. This means that graduating engineers consider that their degree acquired through their academic process is not comprehensive enough for direct employement and further skilling is required to become ’employable’. This applies for everyone, whether they get a confirmed job offer to join the industry or not. For those who have got a confirmed job offer, till they actually join, there is a question on their EMPLOYABILITY hangs over their heads.

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Recent layoff’s at a IT major is indicative that unless the engineering graduates possess the needed skills, they could be rendered as unemployed sooner or later. Should they realise that the critical skill development is needed over and above their engineering degree, they would invest few months more for a good and successful career. That is the mantra that SkillForce would utter in the ears of every interested engineering graduate and create the needed awareness. SkillForce would initiate the skill development process that is industry-fit after certain evaluation including learnability and attitudinal inclination to build a long career in the IT/Sofware industry. This means that SkillForce would further sieve and filter to get to a good set of potential youth who could be made ’employable’ and this would resolve a 3 way challenge – Talented resources made available for the IT/Software industry, A career build for the young engineers and placement challenges faced by the academic institutions.

Build

This internship stage may be for a duration of about 1 year and depending on the progress made, the time duration could be lesser. The prime objective of "True Internship" is to learn all aspects of software development in a practical environment (as in a software company) and become ready for an active role in the industry with the needed skills. During this time, the fresh engineers are provided with significant learning on software development processes and methods that are industry standard with universal acceptance. Alongside the methodologies, the interns are coached through intensive learning of various tools and technologioes using a comprehensive hands-on approach to software development. A rigourous working model following the SDLC processes are pursued in real-time and real-life product development / project execution scenario's. Actual production oriented work becomes the practice ground to hone the skills learnt during the internship and not 'academic', 'practice' or 'simulation' projects. Apart from hands-on technical knowledge being imparted, the interns also go through a series of self-development, charecter building as future software professional and importantly 'soft-skills' including communication skills learning to acquire all-round skills. This is a pure play skill development exercise that makes the "interns" fully equipped and ready to take up "individual contributor" roles.

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Operate

This is the second stage in the program, generally reached after successfully completing the "True Internship" stage, is the real beginning of a career ladder that each aspiring software professional needs to climb. During this stage, each of the successful resources of the "True Internship" program would be assigned to various client facing roles and project work, depending on the skills set they possess at that time and opportunities at hand. Which means, each resource is fully 'employable' in generic perspectives, but needs to get 'real' experience under their belt to move onto the next stage in their career. During this stage, each resource would be enrolled in the CLP (Continuous Learning Program) where they would benefit from ongoing training initiatives, including learning of advanced technology topics. This stage not only provides for quality work execution related experiences, but also consolidates the learning for accelerated growth in the next stage.

Transfer

This is the third and final stage of the program that typically provides for a platform for the budding software professionals, who have become experienced indiviidual contributors, to ascend and accelerate their professional growth in the industry. Each of the resources at this stage would have the option to take up the next career step and get the transition to full time roles with any company in the industry that would value their skills. A comprehensive transfer program akin to a placement service would be available for the benefits of the individual and industry.

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