Beruflich Dokumente
Kultur Dokumente
Engineering Graduates
Annual Report
2011
Table of Contents
Introduction ....................................................................................................................................................2
Executive Summary.........................................................................................................................................4
Methodology...................................................................................................................................................6
I.
II.
b.
III.
a.
b.
c.
d.
IV.
a.
b.
c.
Appendix .......................................................................................................................................................31
Page 1
Introduction
The importance of higher education in relation to the progress of the individual and the nation
cannot be overstated. In todays world, the intellectual capital of a nation is its biggest strength in
driving socio-economic growth. For an individual, higher education is not only a means of
intellectual pursuit, but also a catalyst to become self-dependent financially to lead a respectable
life. We as a Nation have been the beneficiaries of the new knowledge based world economy and
so has been the consistently growing Indian middle class. To continue on this growth path and
allow its advantages to trickle down to the masses, we need to continue to audit the quality of our
higher education system, identify gaps and implement constructive interventions for a better
tomorrow.
In 2009, Aspiring Minds released the first National Employability Report for technical graduates.
The report, for the first time, defined employability for different corporate sectors and profiles,
and analyzed the percentage of technical graduates employable in each sector. The reported low
employability served as an eye-opener, suggesting a pressing need for education and policy
reforms. It also detailed how a major proportion (70-80%) of employable engineering graduates is
outside the top 100 engineering colleges. Given that most corporations hire only from the top-tier
campuses, this creates an artificial fall in the supply of employable engineering graduates and
deprives many talented individuals from even getting an opportunity to a hiring process. Covered
widely by national and international media, the report successfully identified key problems
affecting the education-employment ecosystem in India, and led to a constructive debate.
The present edition is an expanded and more detailed report based on most recent data more
than 55,000 engineers who graduated in 2011. It goes deeper to identify patterns in employability
across different regions and kinds of colleges, analyzing in detail the distribution of
employability. Herein, it studies how employability varies across different groups:
How many employable females vs. males graduate every year?
Which regions exhibit high employability, and why?
How different is employability in private and government colleges?
Page 2
Are most colleges producing the same percentage of employable candidates, or is there a
wide variation?
Such results are indispensible to enable targeted intervention in different groups and kinds of
colleges. At the same time, it is a first step toward hypothesizing the causes for low
employability.
Such an analysis allows one to measure some key drivers of economic and intellectual growth.
This measurement provides a tracking mechanism to see how India is progressing year on year
toward building a powerful, enlightened and equitable nation. Aspiring Minds is committed to
actively provide feedback about employability and higher education to all stakeholders through a
yearly report card.
With commitment to the development and progress of higher education in India!
Varun Aggarwal
Co-founder and Director
Aspiring Minds Assessment Pvt. Ltd.
Page 3
Executive Summary
The key findings of the present study are as follows:
The percentage of ready-to-deploy engineers for IT jobs is dismally low at 2.68%.
Even though India produces more than five lakh engineers annually, only 17.45% of them are
employable for the IT services sector, while a dismal 3.51% are appropriately trained to be
directly deployed on projects. Further, only 2.68% are employable in IT product companies,
which require greater understanding of computer science and algorithms. An economy with a
large percent of unemployable qualified candidates is not only inefficient, but socially
dangerous. The right training, at one end, and employability assessments acting as feedback at
the other, will help both in goal-setting and tracking progress to make a larger proportion of
engineers in India employable.
There are considerably more males than females in engineering, but with equal
employability.
The ratio of male-to-female engineers is 1.96, which is higher than the population ratio (1.06),
but much lower than that of other countries, such as United States of America (4.61). The
percentage of employable male and female engineers is similar across sectors, yet the current
ratio of females to males employed in IT industry is lower than that of the engineering
population. Efforts are required to encourage more females in engineering education and jobs
across the nation.
Page 4
The report found that the top 100 colleges have higher employability as compared to the rest
of the colleges (as much as two to four times). Despite this, more than 70% of employable
candidates for any sector are in campuses other than the top 100. It was found that 50% of
employable candidates for IT services companies and 28% of employable candidates for IT
product companies are not even in the top 750 colleges, and thus form invisible pool to most
employers. This signals that a large proportion of employable engineers are ending up without
any opportunity, which is a dangerous trend for higher education.
The quality of education varies drastically, with only a very few colleges at the top of the
quality ladder.
With regard to employability distribution among campuses, it was found that the quality of
education falls steeply among the top-ranked colleges, implying that even colleges ranked
very closely have very different quality of education. A large number of colleges are at
exceptionally low employability: bottom 45 percentile campuses have less than 1 in 100
candidates employable in an IT product company, while the bottom 20 percentile campuses
have none. This means there is an urgent need to reduce the quality-gap between colleges and
get them above a minimum threshold.
Page 5
Methodology
The report is based on a sample of more than 55,000 engineering students from 250+ engineering
colleges across multiple Indian states. All these candidates graduated in 2011.1 The analysis and
findings of this report are based on the results of these students on AMCAT: Aspiring Minds
Computer Adaptive Test, which is Indias largest and only standardized employability test.
AMCAT covers all objective parameters for determining employability in the IT/ITeS sector such
as English communication, Quantitative aptitude, problem-solving skills and Computer Science
and Programming skills. The test was conducted under a proctored and credible environment
ensured by Aspiring Minds.
Employability has been quantified based on the benchmarking studies done at various companies
in different sectors by Aspiring Minds. Currently, AMCAT is used by more than 120 companies,
including five of the top-ten IT services companies in India, for their assessment and recruitment
solutions. The benchmark for employability in a profile and sector is defined by a theoretical
understanding and empirical validation of the knowledge, cognitive skills and domain expertise
required. The benchmarks established for different profiles ensure both elimination of
unsuccessful candidates for a job (type I error) and inclusion of all candidates who will be
successful in the given job (elimination of type II error). The same has been validated among
multiple companies in various sectors.
Together with the AMCAT scores, the various demographic details of the candidates are also
captured by Aspiring Minds testing platform, which has enabled a comprehensive and
meaningful analysis provided in the report.
The sample was statistically balanced across various parameters to be representative of the true technical graduate population. A
Page 6
I.
Employability by Sectors
Engineers are absorbed in many different job profiles and sectors in the industry. The major
sectors employing engineers in large numbers were identified and studied to determine the
percentage of employable engineers across the nation. The criteria for employability are based on
the studies conducted with various corporations in these sectors, benchmarking their current
employees in various profiles through objective assessment based on AMCAT and establishing
feedback through on-job performance data. These benchmarks serve as a standard for several
large-sized companies across the nation.
Employability
IT Services
17.45%
IT Product
2.68%
Knowledge Process
Outsourcing
9.22%
Hardware
Networking
36.57%
Business Process
Outsourcing
40.69%
Graph
45.00
40.00
35.00
30.00
25.00
20.00
15.00
10.00
5.00
0.00
Employability
Sector
40.69
36.57
17.45
9.22
2.68
IT Services IT Product
KPO
Sectors
Hardware
Networking
BPO
Calculated across only those branches that have computer programming as a subject.
Page 7
companies at the entry-level are very much a part of the curriculum of engineering colleges,
which is a worrying sign for higher education.
IT Services Companies: The employability in IT services companies is 17.45%. It should be
noted that this has been calculated according to the current hiring philosophy of IT services
companies, where the candidate is not expected to already possess the required software skills
or soft skills, but is imparted the training over a period of 3 to 6 months. The hiring criterion
for this industry, thus, is that the candidate should be trainable in technical and soft skills.
This requires both a basic command of language and technical skills, together with requisite
cognitive skills to respond to training in a short period of time. Considering these rather lax
requirements, the fact that only 17.45% of the graduates are trainable into software engineers
within a period of 3 to 6 months, is alarming to say the least.
The research further shows that approximately 54% engineers are rejected because they are
not soft-skill trainable in a short period of time, whereas around 46% lose on technical
trainability.
Apart from focus on core technical skills, technical trainability can be improved by adopting a
quantitative approach to engineering problems. Bridging courses to hone English skills of the
candidates is a definite step toward improving soft-skills trainability.
Small and Medium Sized Enterprises: Whereas large companies invest considerably in
trainings, small and medium sized enterprises (SMEs) do not find it viable to build training
facilities or invest time in it. They want to hire ready-to-deploy manpower. For them, the
engineering graduates should be able to learn on the job and start contributing effectively as
soon as possible, typically in a months time. This requires substantial competence in domain
skills. Whereas these companies do not expect the person to bring in in-depth knowledge of
computer science, the minimum expectation is to be able to write a decent piece of code for a
given problem, and the ability to debug and submit a working program. Such candidates, who
are software-industry ready, are just 3.25%. This explains why SMEs find it so hard and timeconsuming to hire.
If not corrected, this trend is poised to become a major impediment to the growth of
entrepreneurship and IT companies in India. One may recognize that the best economies in the
world are sustained by a strong SMEs sector, which in India is likely to suffer because of the
lack of right skills.
Aspiring Minds National Employability Report Engineering Graduates, 2011
Page 8
Page 9
II.
Employability by Gender
It has been said that the progress of a society can be measured by the condition of its women. This
makes it imperative to study womens position in the higher education and technical revolution in
India. It is also important to understand whether there is any evidence for the traditional belief
that men make for better engineers!
This section tries to answer two questions:
How many women are opting for higher education in the technical domains in India?
Are men and women equally employable?
http://it-jobs.fins.com/Articles/SB130221786789702297/Women-Engineering-Graduates-at-15-Year-Low
http://www.engineeringschools.com/women-in-engineering.html
Page 10
Ratio
8.00
7.00
6.00
5.00
4.00
3.00
2.00
1.00
0.00
7.58
Male:Female Ratio
4.61
3.95 3.81
3.12 2.85
2.48 2.45
0.85
The gender-ratio changes with respect to the state of the campus were studied. The MFR (Male to
Female Ratios) are shown in Figure 2.
It may be observed that the southern states have a more balanced gender ratio than their
northern counterparts. This is in line with the population gender ratios across the nation,
where northern India has higher male-female ratio than southern India. Kerala emerges as an
outlier, being the only state having more females than males in engineering colleges.
The regional comparison4 is shown in Figure 3.
3
2.71
2.5
Ratio
1.88
1.88
1.49
1.5
1
0.5
0
North
East
West
South
Zone
Figure 3: Male-Female Ratio across Regions
Page 11
An analysis was done to identify the states where the population MFR was not in line with that of
engineering campuses. Such a comparison is necessary to acquire some interesting insights: in
which states, inspite of a lower female to male ratio, more females go to engineering schools; and
for which states, even though the female to male ratio is more balanced, lesser females end up
becoming engineers. Given that the population MFR and engineer MFR are quite different in
magnitude, a direct correspondence cant be hypothesized. However, a high correlation between
population and engineer MFR should indicate that similar causes are responsible for both.
A scatter-plot of engineering population MFR vs. total population MFR (data from Census 2011)
is shown in Figure 4. Engineering MFR vs. Population MFR shows a correlation of a 0.34,
whereas after removing the three outliers, the correlation shifts to 0.58. This shows that the total
population MFR and engineer MFR do have some common variance and probably some common
causes. But given that the correlation is only moderately high, it shows there are independent
factors influencing the two ratios.
It can be observed that even though Bihar, Jharkhand and Gujarat have a moderate population
MFR as compared to other states, these states possess a very high engineering MFR. This
suggests that for some reason, fewer females become engineers in these states with respect to their
population statistics. On the other hand, Delhi and Haryana, even though they have a moderately
high MFR, have more females becoming engineers. The reasons for such a variance are beyond
the scope of this report, which could be lower education levels for girls, socio-economic
considerations, etc.
Page 12
Bihar +
Jharkhand
Engineering MFR
7
6
Gujarat
5
4
3
Delhi
Haryana
Rajasthan
Maharashtra
1
0
0.9
0.95
1.05
1.1
1.15
1.2
1.25
1.3
Population MFR
b. Employability by Gender
The analysis shows that employability for males and females is almost equal, with the maximum
difference being a single percentage point for IT Services and KPO. The employability of males
vs. females is depicted in Figure 5.
Males
Females
IT Services
17.81%
16.75%
IT Product
KPO
2.88%
9.63%
2.29%
8.41%
Hardware
Networking
36.51%
36.69%
BPO
40.57%
40.91%
Graph
50.00
Employability
Sector
Males
40.00
36.51 36.69
Females
40.57 40.91
30.00
20.00
10.00
17.81 16.75
9.63 8.41
2.88 2.29
0.00
IT Services IT Product
KPO
Sectors
Hardware
Networking
BPO
Page 13
This slight difference in the employability of males vs. females is majorly due to the difference in
Quantitative Ability scores (see Figure 6 for average AMCAT scores of males vs. females). The
35-point difference in scores corresponds to 12 points of percentile difference. Though these
results show the same trends as observed globally, they need to be interpreted from a nuanced
perspective, given the debate on the bias of standardized testing scores with regard to gender.
Note that no significant difference in scores is observed in any other modules.
Males
Females
Difference
English
474
474
Quantitative
Ability
Logical Ability
505
461
470
459
35
Graph
535
Male
505
Mean Scores
Gender
495
474 474
Female
470
461 459
455
413
415
406
2
375
Computer
Programming
English
413
406
Modules
Inspite of the equal employability of males vs. females, the ratio of males-females in software
industry is not same as that in campuses. Industry Statistics in 2009 showed an MFR of 2.33 for
IT services. This is higher in comparison to the ratio found in engineering campuses. This shows
that fewer proportion of female engineers are employed in the IT industry as compared to males.
The reasons for thisan analysis of which is beyond the scope of the reportcould be many,
such as lower proportion of females opting for a professional career; females not being
comfortable with relocation; preference of males by corporations; biases in hiring processes; etc..
In summary, we find that the ratio of male-to-female engineers is 1.96, which is almost twice the
population ratio (1.06), but much lower than that of other countries such as United States of
America (4.61). It was found that states with higher male-to-female engineer ratio also show high
population gender ratio, indicating that both these factors may have common influence/cause.
Finally, the employability of male and female engineers is similar, yet the current ratio of
employed males to females in IT industry is higher than that of the engineering population.
Page 14
III.
Employability by Region
Population
5-25 lakh
0-5 lakh
Table 1: Tier of Cities
For the analysis, the top 100 campuses were removed from the data set, since these have their
own brand presence attracting students from across the country, and are therefore outliers in their
respective cities. Most of these colleges are the IITs and the NITs, which source candidates
through a nationwide exam.
The results of the analysis are presented in Figure 7.
Page 15
Employability
Sector
Tier 1 Cities
Tier 2
Cities
% decrease
(T1 to T2)
Tier 3
Cities
% decrease
(T2 to T3)
IT Services
17.23%
16.53%
4.06%
12.29%
25.65%
IT Product
2.48%
2.02%
18.55%
1.54%
23.76%
BPO
41.23%
40.38%
2.06%
35.64%
11.74%
KPO
9.02%
7.99%
11.42%
6.13%
23.28%
Hardware
Networking
36.93%
36.26%
1.81%
30.77%
15.14%
45.00
40.00
35.00
30.00
25.00
20.00
15.00
10.00
5.00
0.00
Tier 1 Cities
Tier 2 Cities
41.23 40.38
35.64
36.93 36.26
30.77
Tier 3 Cities
17.23 16.53
12.29
9.02 7.99
6.13
IT Product
BPO
Sectors
KPO
Hardware
Networking
One may observe a consistent drop in employability in all sectors according to the tier of city of
the campus location. Whereas the difference in employability from Tier 1 to Tier 2 is generally
low, the decrease from Tier 2 to Tier 3 city colleges is drastic. Among different sectors, the drop
in employability from Tier 1 to Tier 2 cities is maximum in the IT products and KPO sector. This
shows that when higher-level skills are required (English, in case of KPOs, and technical ability
in case of IT Products), there is a larger variation between talent quality in Tier 1 and Tier 2 cities.
On the other hand, requirement of a lower skill-level tempers this difference.
Page 16
The employability in different sectors apart from IT Services is quite similar in absolute terms
across cities. This clearly shows that Tier 2 and Tier 3 cities cannot be neglected from a
recruitment perspective. The data shows that at least one out of every six engineering colleges is
in a Tier 3 city. This means that at least 12% of engineers employable in IT Services are in Tier 3
cities an absolute number of approximately 13,000. These candidates could possibly fill up
entry-level hiring needs of several IT Services companies.
English
467
455
Graph
12
550
500
Quantitative
Ability
486
Logical
Ability
456
485
456
459
430
34
26
Mean Score
Average
Scores
Tier 1 Cities
476
Tier 2 Cities
486 485
467
Tier 3 Cities
459 456 456
455
450
430
405 402
400
391
350
Computer
Programming
English
405
402
391
11
Modules
The study investigated the skills deficient among students in Tier 3 cities (see Figure 8). Contrary
to popular opinion, English language skills do not create the major difference in employability. It
is rather the quantitative ability and analytical skills, which make these students ineligible for
employment. This points towards better teaching practices through problem solving and analysis.
It is also surprising to see that the difference in ability in Computer Programming and Algorithms
is not too much. Teaching in colleges across tiers of cities though similar, but is inadequate as far
as Computer Programming and Algorithms is concerned.
Page 17
IT Services
Employability
40.00
30.00
20.00
10.00
0.00
Figure 9: Employability in IT Services across States and Union Territories. (Some states omitted due to low sample
size)
Page 18
45
40
35
30
25
20
15
Chattisgarh
10
Orissa
5
1
1.5
2.5
Figure 10: Scatter Plot between Employability Percent and Logarithm of Number of Colleges
Interestingly, a very high correlation of -0.834 was found between IT services employability and
the number of colleges in the state. If the two outliers are removed, the correlation becomes -0.91!
This means that employability falls logarithmically with the increase in number of colleges in a
state. Further, the result is not improved by normalizing the count by population or size of the
http://www.thehindu.com/news/states/tamil-nadu/article2337603.ece
http://studyplaces.com/articles/411338-1-2-lakh-mba-b-tech-seats-remain-vacant-in-up-technical-institutes
http://ibnlive.in.com/news/engineering-seats-remain-vacant/191073-60-114.html
Page 19
state. The simplicity of the result is indeed intriguing, and shows how adding more engineering
colleges leads to a fall in the percentage of employable engineers.
Even though the number of colleges is a major factor in guiding employability in a particular
state, it does not explain it completely. For instance, even though Tamil Nadu has lower number
of engineering colleges (~600) as compared to Andhra Pradesh (~750), it has a lower
employability percentage (8.33 as compared to 12.73). Similarly, Delhi has more colleges than
Bihar, but a higher employability. Employability for a state is a complex interplay of several
socio-economic and developmental factors. However, this does call for a greater thrust on
improving the quality of engineering education than just the number.
Analysis of IT product sector employability: The IT products employability was analyzed to
find out whether the same trends and hypotheses are valid for this sector too (see Figure 11).
Employability
IT Product
14.00
12.00
10.00
8.00
6.00
4.00
2.00
0.00
Figure 11: Employability in IT Product Companies across States and Union Territories
Page 20
Three states, i.e.,Uttarakhand, Kerala and Chhattisgarh, show largely different ranks with
respect to employability in IT services and IT product companies. Whereas Kerala and
Chhattisgarh better their position with regard to IT Product employability, Uttarakhand slips
down. This is strongly indicative of better education within colleges in Kerala& Chhattisgarh.
The correlation of logarithm of number of campuses to employability is -0.72,down from 0.83 in the case of IT services companies. One hypothesis is that whereas the quality of intake
is a major factor in IT services employability, it is tempered by quality of education at
college-level in case of IT Product sector, which requires considerable knowledge of
computer science. The number of colleges being a proxy for intake quality has a lesser impact
on IT product employability, as compared to IT services employability.
Employability in other sectors across states shows similar trends. Their respective trends are
documented in Appendix B.
IT Services
IT Product
KPO
Metros
NonMetros
%
Decrease
18.87%
16.74%
11.29%
2.91%
10.41%
2.56%
8.62%
12.03%
17.20%
Graph
50.00
Employability
Sectors
40.00
37.71%
BPO
41.88%
36.00%
4.53%
37.71
Non-Metros
20.00
40.08
36.00
18.8716.74
10.41 8.62
2.912.56
0.00
IT Services IT Product
40.08%
41.88
30.00
10.00
Hardware
Networking
Metros
4.30%
KPO
Hardware
Networking
BPO
Sectors
Page 21
As it may be noted, even though colleges in non-metro cities have lower employability, the
difference is not too much. Only the decrease in employability in KPOs is much higher, for which
English comprehension and writing skills are very important. This is in line with the earlier
analysis which showed that there wasnt much difference in the employability of candidates from
colleges in Tier 1 and Tier 2 cities.
Metros
NonMetros
%
Decrease
IT Services
20.18%
17.63%
12.64%
IT Product
KPO
3.85%
2.78%
12.02%
9.25%
27.79%
23.04%
Graph
50.00
Employability
Sectors
Metros
Non Metros
40.00
35.97%
36.90%
-0.19%
BPO
39.31%
40.89%
-0.76%
39.31 40.89
30.00
20.18
20.00
17.63
12.02
10.00
Hardware
Networking
35.97 36.90
9.25
3.85 2.78
0.00
IT Services
IT Product
KPO
Sectors
Hardware
Networking
BPO
In contrast, when the employability of candidates with permanent residence in metros and nonmetros was compared (see Figure 13), the trends came out to be quite different. There is an
appreciable gap in employability for IT product companies, and the gap in employability for
KPOs increases further. There are two potential hypotheses to explain this. Firstly, candidates
who born and brought up in metros have better exposure to computers and in particular, computer
programming, and thus they are more employable than their non-metro counterparts. If the
colleges were imparting computer programming education adequately, this gap due to intake
impact should have narrowed. Secondly, English language skills are very important for
Knowledge Process Outsourcing companies, and candidates born and brought up in metros seem
to acquire better English skills due to day-to-day exposure to a larger English speaking
population. This clearly shows that students coming from non-metros are disadvantaged to a
certain extent. Thus, there is a requirement of better school education and exposure to computers
and English to students in non-metros. Secondly, colleges need to improve education
methodology to be able to erase such differences. On the other hand, as noted earlier, there is no
Page 22
merit to the argument that colleges in the metros automatically produce more employable
candidates.
Employability
Metro Cities
60.00
50.00
40.00
30.00
20.00
10.00
0.00
IT Services
IT Product
KPO
Hardware
Networking
BPO
Delhi
39.78
10.91
27.59
53.37
54.78
Kolkata
25.30
4.51
14.98
44.33
47.31
Bengaluru
16.79
2.93
8.62
36.59
40.92
Hyderabad
16.52
1.70
8.28
35.94
40.64
Mumbai+Pune
16.12
1.17
7.45
38.34
42.62
Chennai
8.35
0.53
3.40
26.60
32.19
Page 23
The reason for this skew in employability is explained again by the trend in number of
colleges in each of these cities (see Table 2). The proliferation of engineering colleges in
Southern and Western India has brought down the employability figures. In comparison, there
are far fewer engineering colleges both in Delhi and Kolkata. This is despite the fact that the
population of Delhi is much more than Southern cities, being comparable to that of Mumbai
(see Table 2).
City
Approximate number of
engineering colleges
Population
Bangalore
78
5,438,065
Chennai (including
Thiruvallur)
84
4,616,639
Delhi
35
12,565,901
Hyderabad
86
4,068,611
Kolkata
54
5,138,208
145
17,277,214
In summary, the study found that employability trends show significant variation with respect to
the location of the campus. Whereas employability percentage was found to be similar in Tier 1
and Tier 2 cities (classified by population), the employability in Tier 3 cities fell significantly.
The major gap in skills was observed in quantitative ability and logical reasoning skills, rather
than command of the English language. With regard to employability percent in different states, it
was found that employability decreases logarithmically with the number of colleges in the state
(in sync with Arrow's hypothesis). Also, whereas there was no appreciable difference in
employability of students coming out of colleges in metros and non-metros, there was a
significant difference in employability of candidates born or living in metros, versus the rest. This
clearly shows that candidates who have spent a significant part of their life time in metros get
better exposure to English and computer education, helping them become more employable.
The key learning of this study is that as a Nation, we need to emphasize more on quality than
number of colleges.
Page 24
IV.
Sector
Top 100
Colleges
Rest of
the
Colleges
IT Services
30.95%
16.32%
Graph
40.00
IT Product
8.44%
50.00
2.16%
21.69%
8.22%
Hardware
Networking
45.05%
35.88%
BPO
47.29%
20.00
35.88
47.29
40.18
30.95
30.00
KPO
45.05
21.69
16.32
8.44
10.00
8.22
2.17
0.00
40.18%
IT Services
IT Product
KPO
Hardware
Networking
BPO
Page 25
(ii). Given that the ratio of the number of top 100 campuses to the rest is more than 10, one
can conservatively estimate that more than 70% of the employable engineers for IT product
sector, and more than 80% for IT services and KPO, are in the so-called Tier 2 campuses.
According to current trends, IT product and KPO companies do not source from Tier2
campuses, which creates a large artificial dip in the supply of eligible candidates. This is in
line with what was reported in the2009 annual employability report by Aspiring Minds.6
Modules
Computer Programming
Logical Ability
Quantitative Ability
Percentile Difference
English
10
20
30
Percentile Points
Figure 16: Skill Gap: Top 100 vs. Other Campuses
The study also investigated what skills are lacking in students of Tier 2 campuses (see Figure 16).
There is a gap of 22, 16 and 22 percentile points in English Communication, Logical Ability and
Computer Programming, respectively, whereas the gap in Quantitative ability is 27 percentile
points (see Figure 16). This clearly shows that the maximum effort is required to hone
mathematical skills of the students, whereas consistent effort is needed in other areas as well.
Page 26
decrease in employability was around 35.1% for IT services and 58.06% for IT product
companies.
Govt.
Pvt.
%
Decrease
IT Services
25.67%
16.66%
35.09%
IT Product
5.64%
2.36%
58.06%
KPO
16.23%
8.59%
47.07%
Hardware
Networking
42.61%
BPO
45.38%
36.02%
Graph
50.00
Employability
Sector
40.00
30.00
20.00
Government
Private
42.61
36.02
40.30
25.67
16.66
16.23
5.64
10.00
8.59
2.36
0.00
15.46%
IT Services IT Product
40.30%
45.38
KPO
Hardware
Networking
BPO
Sectors
11.19%
Figure 18 depicts the difference in skills of students from government and engineering colleges. It
was observed that there is significant difference in skills in all areas, with the maximum gap being
in quantitative ability. This clearly indicates that government colleges attract better students and
probably impart better education as well. This is in contrast to the trends worldwide, where some
of the best institutions (such as MIT and Stanford) are private.
English
Quantitative
Ability
Logical Ability
Govt.
Pvt.
Difference
Colleges Colleges
504
541
485
471
487
453
Graph
600
33
54
32
Mean Scores
Average
Scores
550
500
Govt. Colleges
541
504
471
Pvt. Colleges
487
485
453
450
443
403
400
350
English
Computer
Programming
443
403
40
Quantitative
Ability
Logical Ability
Computer
Programming
Modules
Page 27
Employability
IT Services
60
50
40
30
20
10
0
0
25
50
75
100
Rank Percentile
Figure 19: Employability Percentage of Students across Colleges for IT Services Companies
Page 28
(~750)
(~1750)
IT Services Employability
28%
12%
50%
50%
IT Product Employability
5.81%
0.97%
72%
28%
Page 29
Employability
IT Product
30
20
10
0
0
25
50
75
100
Rank Percentile
Figure 20: Employability Percentage of Students across Colleges for IT Product Companies
Page 30
Appendix
A. States included in each region
The report provides various comparisons across regions. For these comparisons, the country was
divided into four major regions: North, East, West and South. The constitution of each of these
regions is given below:
North
East
West
South
Delhi
Assam
Gujarat
Andhra Pradesh
Haryana
Chhattisgarh
Maharashtra
Karnataka
Himachal Pradesh
Meghalaya
Rajasthan
Kerala
Orissa
Goa
Tamil Nadu
Jharkhand
Tripura
Madhya Pradesh
West Bengal
Punjab
Uttar Pradesh
Uttarakhand
Table 4: Categorization of states across different regions
Page 31
B. Employability by state
Employability variation of the state of campus residence has been explored in detail for IT
services and IT product companies in Chapter VI. Here, the trends for the Knowledge Process
Outsourcing Sector, Business Process Outsourcing Sector and Hardware and Networking
companies are reported. They follow similar trends as discussed in the chapter, and are presented
here for completeness.
Employability
KPO
30.00
25.00
20.00
15.00
10.00
5.00
0.00
Figure 15: Employability in KPO Companies across States and Union Territories
Employability
Hardware Networking
60.00
55.00
50.00
45.00
40.00
35.00
30.00
25.00
20.00
Figure 22: Employability in Hardware Networking Companies across States and Union Territories
Page 32
Employability
BPO
60.00
55.00
50.00
45.00
40.00
35.00
30.00
Figure 23: Employability in BPO Companies across States and Union Territories
Page 33