NEED FOR RE-SKILLTRAINING TOWARDS MAKE IN INDIA INITIATIVE

With rapid change in global environment and technology, Indian corporate and industry is facing a big hurdle to fill existing jobs due to shortage of skilled manpower. To fill this gap the government has taken ‘Make in India’ initiative for skilling and re skilling manpower. Most of the Indian IT companies have shifted their focus from hiring to training and re skilling their employees at every level to match the needs of their client and make the organization cost effective. Training brings about attitudinal changes, improves skill, and there by improves job performance. The study attempts to understand attitude of employees towards imparting Re Skilling Training program, whether employees feels that re-skilling training is necessary or they are burdened by it. The basic focus of this paper is to identify the factor that influence employees attitude towards re-skilling. A survey is conducted to attain the objectives of the research. Respondents are the employees working in IT sector. Finding of the study includes that employees agree that re-killing is important for job growth and it also helps them in learning new technology and skills .They are of the opinion that re skilling provides them with better growth opportunities and enhances overall performance of the organization.


INTRODUCTION
Growth of any economy depends on having a competent workforce.And competence of the workforce is directly linked with the skills.Though India is one of the youngest countries with high working population in terms of demographics but this alone is not enough.For the growth of the country workforce has to be made productive by providing them with the right set of skills.
Indian Government 'Make in India' initiative to make India a 'human resource capital' of the world, has launched number of schemes to train 40 crore people in various skills by 2022 as part of "war against poverty."Government taking into consideration the vast changes in global environment and technology are putting emphasis on having futuristic vision and preparing plans to face this challenge for the next 10 years and for this they are advocating the need for regular interaction between industry and technology experts, as the objective of the skill development initiative is not only to meet the domestic demands but also to cater with international markets.
The effectiveness of skill initiative depends on providing better employment opportunities to the trainees.The skill initiative in India is largely government driven exercise, but observing the rate of failure of number of the projects the only way NSDC can cross its milestones is to involve private companies and institutions, which have means and infrastructure, in connecting with industry, mapping demand and linking trainees with jobs.
In a competitive global economy trained manpower is an asset for employers.
Today Indian IT Companies are performance driven and they are involved in building skills for better performance.Earlier, IT companies used to largely focus on hiring, today the focus for most of the companies, has shifted to training and re-skilling to match client requirements in a highly changing and dynamic environment.Re-skilling of employees helps organizations to focus on the future rather than the past.
Appropriate re-skilling of the employees, ensures a strong match between company needs, employee skills, and long-term goals.

INDEPENDENT JOURNAL OF MANAGEMENT & PRODUCTION (IJM&P)
http://www.ijmp.jor.br v. 7, n. 4, October -December 2016ISSN: 2236-269X DOI: 10.14807/ijmp.v7i4.469Employees training tries to improve skills so that employee is better equipped to do his present job or to prepare him for a higher position with increased responsibilities.The study attempts to understand attitude of employees towards imparting Re Skilling Training program and to identify the factor that influence employees attitude towards re-skilling.

Literature Review
Nowadays in organizations, work is characterized by rapid changes, an increasingly diverse workforce and competitive business environments (CASCIO, 1998;GOLDSTEIN, 2002;SMITH et. al 1997).Employee's development, and more specifically training, can help individuals and organizations work more effectively adapt to the changing environment and achieve individual and organizational goals (KINDSLEY, 1998) Training is defined as "the planned and systematic modification of behavior through learning events, programmes and instruction which enable individuals to achieve the levels of knowledge, skill and competence needed to carry out their work effectively", whereas, development as "the growth or realization of a person's ability and potential through provision of learning and educational experiences" (ARMSTRONG, 2003).

Employee Motivation and Training
Employees

INDEPENDENT JOURNAL OF MANAGEMENT & PRODUCTION (IJM&P)
http://www.ijmp.jor.brv. 7, n. 4, October -December 2016 ISSN: 2236-269X DOI: 10.14807/ijmp.v7i4.469 Elangovan And Karakowsky (1999) are of the opinion that employees will be motivated to learn if they perceive the importance of training with respect to their expectation in the form of improved performance, reward, bonuses and promotion.. Research suggests that employees who perceive training beneficial will be more committed to organization (AL-EMADI; MARQUARDT, 2007).
And Brinkerhoff (2006) views that employees who perceive training effective means of satisfying their lower level needs together with high level needs such as self esteem or self actualization will be more effective performers..

Relevance of skill Training
Training is important because it sets the tone for how the employee views the company, it helps ease the transition during the new hire process, and it builds a foundation for employees.Research has shown that it takes nearly ninety days to get a clear picture of how an employee will succeed in their job.However, the first thirty days of employment are the most important in developing the employee.
Research has also shown that new hires will decide within the first two weeks whether their new workplace is what they want or they decide to stay on until they find a better job (ANDERSON, 2007).A comprehensive training and development program helps in deliberating on the knowledge, skills and attitudes necessary to achieve organizational goals and also to create competitive advantage (PETERAF 1993).

Re skilling IT Professionals
According to Allison (2002) "unlike some professions that require long years of study, in IT many skills can be developed relatively quickly-over a period of weeks or months instead of years.Unfortunately, not a lot of research exists about how long it takes to develop an employable level of proficiency, so IT managers need to rely on their own experience (or anecdotal evidence) in other organizations."Allison (2002) is of the opinion that The managers who are involved in planning ,must consider the issues like assessment of which skills the organization needs , assessment of the individual's current skills (technical and nontechnical), the gap relative to the desired state, Who will be doing the training, coaching, or mentoring , How much re skilling is formal classroom training as opposed to other

PURPOSE OF THE STUDY
From foregoing literature review it is observed that there is much research conducted in the area of re-skilling of the employees in IT Companies .Few research is there suggesting the importance of re skilling from employers perspective but research contribution towards gauging the employee perspective towards re skill training is not so prominent.

RESEARCH METHODOLOGY
An empirical study is conducted in IT Companies located in Delhi and NCR.
The research is Exploratory in nature.A structured questionnaire was administered to the executives in the organization.The instrument was administered to 10 or more employee in an organization drawn from different functional areas.The employees in these organizations were given a list of 18 statements that measured their extent of agreement towards the variable.The items were measured on a 5 point Likert scale with 1 representing strongly agree and 5 representing strongly disagree.These statements were selected after pilot testing in two organizations and modified accordingly.

ANALYSIS AND DISCUSSIONS
After data editing a total of 100 questionnaires was included for further analysis ' motivation towards training programmes is an important factor in the effectiveness of such programmes, (TSAI; TAI, 2003) , whereas, (KAR, 2012) is of the opinion that job utility and career utility greatly affects employees' motivation towards training and development programmes.Well-motivated employees are more likely to have a positive perception of the training environment in their organizations.This has been shown to lead to greater participation in training activities, (KHAN; KHAN; KHAN, 2011).Empirical research also indicates that those motivated to learn tend to apply learnt skills more effectively in their work (CANNON-BOWERS; SALAS; TANNENBAUM;MATHIEU, 1993).According to Facteau,Dobbins, Russell, Ladd and Kudisch (1995), the benefits resulting generate positive feelings towards the organization, and enhance affective commitment.
It is very important for the managers to understand the attitude of employees towards re skilling, what kind of re-skill training is required; what are the factors which influence their attitude.This will help the organization to make their program cost effective and productive.The purpose of the present study is to identify the factors affecting the employee's attitude in an organization towards skill training.

Table 1 :
Demographic Profile of the Respondents