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Delivering the Workforce for Future: Skill India

Skill India

Skill India is part of Aatmnirbhar Bharat Abhiyan of PM Narendra Modi’s vision, promoting digital technology in classroom learning and making a step ahead in the process of self-reliant India. Digital technology is disrupting whole industries & altering the way establishments do business across all stages of the value chain: how they develop, market, produce, sell, & deliver products & services. Interactions & ways of working within organizations are being transformed, as are the ways they build, manage, & maintain relationships with customers.

The rate & scale of change is increasing, with advances in artificial intelligence & machine learning impacting work in profound ways. Additionally, it’s gradually become a challenge for organizations to recognizing & obtains the skilled talent they need to deliver new business models because of a myriad of issues, including aging populations, technological skills shortages, & unpredictable political contexts.

In the middle of this sea alteration, traditional jobs are being reconfigured & new skills are becoming critical to success, resulting in new requirements for the future workforce. The rate & scale of change is increasing, with advances in artificial intelligence[1] & machine learning impacting work in profound ways.

Once the preserve of science fiction, the idea of machines impinging on traditionally human skill domains is a reality. Further down certain circumstances, machines can make better choices than humans, interact in increasingly cultured ways, & even establish a new level of creativity. As companies transform their business models & strategies to realize the opportunities of the digital revolution, they are challenged with defining their workforce for the future. 3interconnected dimensions must be recognized for the future workforce.

As companies transform their business models & approach to realize the chances of the digital revolution, they are challenged with defining their workforce of the future. 3interconnected dimensions must be recognized as the future workforce:

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  • What size of the workforce is needed?
  • What skills are required?
  • What shape should it take?

For many companies, the path toward this future will require an essential evolution in the way they think about strategy, business models, HR, & their most critical resource their staff.

Expecting the Skill India[2][ obligatory for the future calls on us to consider the surrounding context. We see three related areas where the skills profiles will directly impact overall performance. There is a common theme technology becomes ever more modular & user-friendly, & takes over transactional tasks, differentiated performance will be achieved through uniquely human skills.

Skill India in Dynamism

Given the speediness of invention, companies require to target talent not only with the exact technical Skill India required but also with the capacity for adaptability & curiosity; commercial acumen to recognize innovative application opportunities; & the communication skills to tell a compelling story

Skill India for Customer devotion

Never previously have clients been so up-to-date & connected, leaving them with little tolerance for anything less than stellar experience. With routine activities increasingly being automated, customers’ expectations are even higher when they need help with sophisticated & complex issues. By offering superior customer service which requires an upgrade in capacity for difficult resolving, personal accountability, & empathizing organizations can safeguard contradiction of product & service commoditization.

Behavioral skills is part of Skill India

As organizations move from out-dated silos & hierarchies with strictly distinct roles to flatter structures & more agile ways of working, skills previously associated with top performance will now become standard or even “the minimum requirement.” Relationship-building will be critical to navigating less formal organization structures, as will influencing skills & the ability to thrive amongst diversity as workforces extend beyond traditional internal boundaries (see next section) & comprise talent across multiple generations.

The digitization of the establishment is not likely to allocate modest advantage unless it is attended by a corresponding “humanization.” The Skill India outlined here are not new, but their rise in importance is notable. What used to be a “nice to have” now becomes critical. Jobs that in history might be brought on the value of practical fineness will no longer be relevant if the job holder does not possess these critical human skills. It may seem counterintuitive given technology’s pivotal role in everything we do today, but in many ways, technology elevates behaviors & attitudes over technical skills. As one moves in the direction of advanced levels of technological accomplishment, technology will be considered with humans at the center, creation it more & more humane. In the future, work will be less about “using” technology (which implies a technical skill), & more about “interacting” with technology (which implies interpersonal skills). Put another way, technical skills become the “means to compete” & human Skill India become the “competitive benefit.

The increasing importance of scarce, higher-order, critical skills that can be implemented in multiple project-based settings combined with innovative new technologies that allow companies to reliably engage with talent beyond the immediate organization gives rise to a new trend: the extended talent ecosystem. This trend is driven by a number of converging factors, including the scarcity of skilled talent, cost imperatives, flatter organization structures, changing generational expectations, & technology platforms that seamlessly link talent to tasks.

Institutions have typically attentive on one battlefield for winning the war for aptitude: the interior workforce encompassed direct employees. The workforce for the future will have a markedly different shape. Handling only the internal personnel, the best businesses will generate& manage a lengthy talent ecosystem, encompassing manifold aptitude pools & straddling multiple generations. This ecosystem will provide premium access to the latest Skill India, ideas, & experiences, allowing companies to adapt quickly to changes in their external environment while efficiently managing their fixed costs. To be actual, all 4 talent ponds of this prolonged talent ecosystem essential to be preserved&achieved with the same emphasis, meaning that HR policies need to systematically cover all four talent pools, not only the internal workforce.

The challenge that companies face is managing multiple talent pools in an integrated way.

Internal Workforce

Energetic retentive enduring talent will last to bring the mainstream of the workforce but will be supplemented by members from extended talent pools.


Obtaining talent through Company Registration will upsurge in importance, as industries & capability fences blur & organizations seek a wider set of competencies to stay competitive.

A company-owned diagnostics center co-locating within & together run by a hospital, which inspires cross-pollination of talent across partners.


Obtaining talent through the self-employed market will upsurge, as societal tendencies like individualization impact the perception of work & large segments of the workforce prefer to work more flexible & on schemes that bring into line to their services & interests.

The ever-increasing use of freelance application developers by companies competing in the fast-evolving mobile-first marketplace.


Crowdsourcing talent will increase especially where the “wisdom of the crowd” generates more creative, innovative, & faster solutions.

Crowdsourced testing is an emerging trend in software testing, replacing hired professionals or consultants.

Emerging & executing a personnel plan that will safeguard admittance to dangerous skills will be 1 key, if not the determining factor, for business models to succeed & workforces to thrive in the future. To build & device this staff, HR, Business, & Strategy functions must partner & work together in an integrated fashion. Finally, workforce management will become a critical & integrated component of business strategy. For numerous companies, the pathway near this future will need an ultimate transformation in the way they think about strategy, business models, HR, & their most critical resource their staff. With additional digitization & Skill India, human beings & human Skill India will show an even larger role in serving organizations prosper sustainably

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Narendra Kumar

Experienced Finance and Legal Professional with 12+ Years of Experience in Legal, Finance, Fintech, Blockchain, and Revenue Management.

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