Can you expound on those recommendations?
The first and the foremost point is to strengthen the internal Training & Placement Cell. Train and reskill them fully to have professional practices, business analysis practices, psychology and organizational practices. They must ensure to have these practices before they fine-tune others.
My second point in this row is to involve external trainers with the domain expertise from the industry after evaluating their practical practices.
The third point is to prepare a full-fledged analytical report to the management on campus. It has to talk about the quality of companies, their need analysis, number analysis in terms of gender, geographical locations, CTC or salary range, specific skills, core career domains, specialization, and the time-span in recruitment.
Do you say that transitory suggestions and cost-cutting factors have pulled the quality training out?
Certainly yes! Because, the chairperson of the college or the board relies on the final reports from T&P Cell. Unfortunately, they don’t have any yardstick to count on it; so the college management gets a ‘false promise’ sometimes from the T&P Cell. However, I won’t say all T&P Cells deport in the same manner.
Can you elaborate on the change in the training part that you mentioned now?
Until the last ten years, colleges used to invite industry professionals as trainers to make the students ‘Corporate Ready’. Those obligers met the demands and needs within the deadline. They professionally trained the students to bring out the employability factor. That helped such colleges.
Later, low skilled training companies found that market and started the business with their lowest proposals. They continued to offer low-quality training, which the T&P Cell could not analyze the training results within a time. That has set the ‘out-of-favour’ for external trainers, as the colleges formed their internal training teams making some faculty members as the head of the training team.
How are you suggesting to set them right?
My first suggestion is to train every student levelling them to face any type of interviews. Let it be out of campus interview too! The student should be able to clear it.
My second suggestion is to keep ‘skill development’ as a separate program in an effective way with the best training quality. Evaluate the result of every student at the end of the program. Focus mainly on the employability factors. You must be through.
Can we not find similar responsibilities from the students too?
As I said earlier, students are the customers of T&P Cell. As customers, the students need to understand where they are heading to and what are the opportunities ahead of them. That’s their homework. Nevertheless, the T&P Cell should involve right from creating the opportunities till the end of placing the right person in the right place.
As you are aware, “Right person in a wrong place and wrong person in a right place would be a pain.”