Skilling is a cornerstone of India's growth story, playing a crucial role in transforming the nation's workforce and driving sustainable economic development. As India strives to become a global leader, equipping its vast youth population with the right skills is imperative to bridge the gap between education and employment and foster inclusive growth.
In this interview, Mr. Sumit Kumar, Chief Strategy Officer at TeamLease Degree Apprenticeship, shares insights into how they are optimising Corporate Social Responsibility (CSR) funds to address existing skill gaps. Through strategic collaborations with government bodies, educational institutions, and a wide array of corporate partners, they are creating an ecosystem that enhances employability and promotes inclusive growth. The discussion also touches on the challenges companies face in implementing effective training programs and the need for alignment between CSR initiatives and government skill development projects for broader reach and impact.
With a focus on integrating apprenticeship programs into CSR strategies, Mr. Kumar sheds light on how these efforts contribute to reducing unemployment, promoting diversity and inclusion, and ultimately driving innovation and economic growth through a skilled and adaptable workforce.
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Q. Please give us an idea of how TeamLease helps in optimising CSR funds channelled towards vocational training.
A. Our commitment to Corporate Social Responsibility (CSR) is exemplified by the TeamLease Foundation, which executes vocational training and education project initiatives. The Foundation leads efforts at the intersection of the 3Es - Education, Employability, and Employment, aiming to skill the underserved and optimise the use of CSR funds in these areas. By aligning our efforts with national skill development and job creation goals, we significantly contribute to India's sustainable development objectives. Our initiatives foster public-private partnerships, creating a collaborative ecosystem that transforms vocational training and enhances workforce skills.
The TeamLease Degree Apprenticeships program is crucial by facilitating apprenticeships and channelling 2.5% of CSR funds from companies into these vital programs. This ensures that our programs are comprehensive, inclusive, and aligned with industry needs. By partnering with government bodies, educational institutions, and the private sector, we prepare individuals for the competitive job market. Our focus on practical, on-the-job training bridges the gap between education and employment, enhancing employability and skill development.
Q. What are the major organisations that TeamLease has partnered with?
A. We have partnerships with a broad spectrum of organisations, including prominent business conglomerates, multinational and international companies, global enterprises, Fortune 500 firms, and micro, small, and medium enterprises (MSMEs). These collaborations demonstrate our commitment to embedding social, environmental, and human development concerns into the corporate value chain, supporting a diverse range of business types and contributing to national development objectives.
Q. Is there any particular successful project that you would like to share with us- what factors do you think contributed to its success?
A. The TeamLease Foundation has made significant strides through various CSR programs. Our extensive programs, including Whirlpool CSR Retail, the Women’s Diversity and Training Program, Skill Development & Semberp, and the Modular Vocational Training Program, have been instrumental in enhancing vocational skills, promoting gender inclusivity and professional development, and creating rural skilling initiatives.
In addition, our dedication to promoting inclusive growth and addressing skill gaps is evident through our comprehensive apprenticeship programs and impactful CSR initiatives. Since our inception in 2014, TeamLease Degree Apprenticeship has empowered 1,000,000 young individuals across 24 industries in all 29 states of India. By blending learning with practical learning, our innovative approach has achieved a remarkable 98% transition rate into formal employment, with nearly 40% of apprentices being retained by their original organisations.
Q. What are the major challenges that organisations face in designing and implementing effective training programs?
A. Companies today find themselves between a rock and a hard place when crafting effective training programs that marry apprenticeship models with CSR goals. It's not merely about upskilling the workforce; companies are grappling with a multifaceted challenge rooted in skill deficits and the gap between education and employment. They're striving to stay ahead of the curve, identifying skill gaps and keeping pace with rapid technological advancements to ensure their training remains cutting-edge and relevant. This is just the beginning of their uphill battle. Organisations are also tasked with raising awareness about the importance of continuous learning and apprenticeships, which remains low among many youth. Maximising their return on investment without compromising quality and ensuring targeted delivery of training initiatives adds to the complexity.
Additionally, companies must demonstrate tangible outcomes, both in terms of individual career progression and overall organisational performance, while adhering to regulatory requirements and industry benchmarks. The challenge extends to creating inclusive learning environments that cater to diverse needs, balancing standardisation with personalisation, and cultivating a culture where ongoing skill development becomes second nature across all organisational tiers. Localisation of training content is crucial to address regional disparities and ensure relevance, while diversity and dexterity in program design help cater to varied learner profiles. Moreover, companies must effectively channel resources to underserved areas, contributing to rural skilling and bridging regional skill gaps as part of their CSR efforts. A significant aspect of this challenge is developing robust talent pipelines and strengthening the overall skill ecosystem. This involves creating sustainable frameworks for continuous skill development and aligning training programs with industry demands to ensure a steady supply of qualified talent. Companies must integrate strategic planning, innovative approaches, and collaborative efforts to utilise CSR and degree apprenticeships as a way forward, ultimately cultivating a skill ecosystem that enhances employability, drives inclusive growth, and supports sustainable development.
Q. How can companies integrate apprenticeship programs into our broader CSR strategy to maximise social impact?
A. Companies can strategically align their CSR efforts with the goals of apprenticeship programs by utilising funds to cover essential aspects such as stipends, training materials, and infrastructure improvements. This financial support not only alleviates the burden on apprentices and training institutions but also ensures the creation of high-quality training environments. Companies can further bolster their impact by incorporating degree apprenticeships into CSR initiatives. These programs combine academic learning with practical work experience, offering students industry-relevant skills while they pursue higher education. Supporting degree apprenticeships through CSR funding allows companies to influence curriculum development in line with industry needs, thereby addressing sector-specific skill gaps and enhancing graduate employability.
Moreover, forging strategic partnerships with educational institutions and industry stakeholders can amplify the effectiveness of CSR initiatives. Collaborations with universities and vocational training centres can lead to creating and implementation work-integrated learning programs that align with academic and industry requirements. As work-integrated programs gain prominence, with a projected 30% of enrollments in higher education expected to be in such programs over the next five years, CSR strategies can be crucial in promoting and expanding these opportunities. Companies can leverage their CSR platforms to raise awareness, share successful apprenticeship stories, and advocate for the benefits of these programs. By focusing on sectors with high skill demand—such as IT, manufacturing, and healthcare—CSR strategies can drive substantial progress in skill development and employment. Embedding apprenticeships into CSR efforts creates a more skilled, industry-ready workforce and fulfils corporate social responsibility goals, contributing to sustainable development, economic growth, and societal well-being.
Q. Which particular CSR goals can be directly supported through your apprenticeship initiatives?
A. We at Teamlease Degree Apprenticeship have been at the forefront of revolutionising the country's apprenticeship ecosystem. Our Work Integrated Learning Programs address critical issues such as reducing unemployment, enhancing education, and promoting diversity and inclusion. Over the past year, there has been a substantial rise in the demand for apprenticeships. According to the economic survey, only 51% of the youth is deemed employable, highlighting the need for practical solutions to bridge the gap between education and the job market. Apprenticeship programs provide practical, hands-on experience directly relevant to students' fields of study, aligning education with industry needs. This approach reduces unemployment and addresses skill gaps in the workforce, ensuring that graduates are both academically proficient and industry-ready. The NAPS program's success, with the number of apprentices trained increasing from 35,000 in 2018 to over 3 million in the past six years, underscores the effectiveness of these initiatives.
Apprenticeships also play a crucial role in promoting diversity and inclusion, especially by enhancing female participation in the workforce and supporting financial independence for women. Despite India's workforce exceeding 500 million, only 158 million are women, reflecting a mere 24% female labour force participation rate (LFPR) as of Q2FY24. Currently, women constitute 21% of apprentices in India, signalling progress but indicating significant room for growth. By offering structured pathways for individuals from underrepresented groups to gain valuable skills and experience, apprenticeships help women and other marginalised groups enter and succeed in sectors where they have been historically underrepresented. Degree-embedded apprenticeship programs provide hands-on experience and support educational advancement, facilitating career growth and financial independence for women. This approach fosters a more inclusive and diverse workforce, contributing to social equity and enhancing organisational performance and innovation while aligning with broader goals of promoting sustainable and equitable economic growth.
Q. How can CSR projects be aligned with skill development projects of the government for better reach and impact?
A. Aligning Corporate Social Responsibility (CSR) projects with government skill development initiatives in India presents a powerful opportunity to enhance reach and impact. The Companies Act 2013 mandates that companies allocate a portion of their profits to CSR activities, including apprenticeship training. This aligns with the Apprentices Act, requiring companies with over 30 employees to engage apprentices at 2.5% to 15% of their workforce. CSR initiatives can partner with government programs like the Pradhan Mantri Kaushal Vikas Yojana (PMKVY) and the National Skill Development Mission, providing infrastructure, resources, and expertise to enhance their effectiveness. These projects can focus on sector-specific skills, particularly in high-demand areas like IT, manufacturing, and healthcare. Rural and women-focused initiatives can support schemes like the Deen Dayal Upadhyaya Grameen Kaushalya Yojana (DDU-GKY) and the Support to Training and Employment Programme for Women (STEP). By integrating with the Skill India Mission and aligning with the United Nations Sustainable Development Goals, companies can significantly contribute to building a skilled, equitable workforce. This collaboration ensures that skills development aligns with national priorities and market demands, leading to better employment outcomes and addressing critical skill gaps. While challenges like implementation gaps and impact measurement exist, this integrated approach strategically contributes to India's skill development ecosystem, fostering a more skilled, employable, and innovative workforce.
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