At SMG Consulting & Training, under our brand “Skill-Mart” in 2013, we are dedicated to bridging the skills gap between academic institutions and the industry. Our extensive experience in designing and delivering technical skills programs has empowered thousands of candidates to excel in their careers. This case study highlights our successful skill development initiatives for engineering institutions in collaboration with government institutions and corporates.
Challenge:
Engineering graduates often face a significant skills gap when transitioning from campus to industry. There is a pressing need for practical, industry-relevant training to equip these candidates with the technical skills required by employers. Our goal was to design and deliver comprehensive technical skills programs to address this gap effectively.
Approach:
We collaborated with engineering institutions, government bodies, and industry experts to develop and implement tailored technical skills training programs. Our focus areas included piping design engineering, Non-Destructive Testing (NDT), Environmental Health and Safety (EHS) covering scaffolding safety, Behavior-Based Safety (BBS), fire and safety (B-F&S), and first aid.
Implementation:
- Customised Training Programs:
- We designed specific training modules to meet the industry standards and requirements for various technical skills. These programs were customised to align with the needs of our corporate partners and the government institutions involved.
- Extensive Coverage:
- Over 4,500 candidates received training through our programs, significantly enhancing their employability and technical proficiency.
- Hands-On Training:
- Emphasising practical skills, our training included hands-on sessions and real-world scenarios to ensure candidates were industry-ready upon completion.
Results & Learning:
Our skill development initiatives led to significant improvements in candidate readiness and employability. Key achievements included:
- Enhanced Employability: Over 4,500 candidates acquired industry-relevant technical skills, significantly boosting their job prospects and workplace performance.
- Unique Model: Unlike most skilling companies reliant on government-funded programs, our model was self-sustaining and revenue-generating for the government. Government institutions saw better utilisation of infrastructure and generated income while delivering high-quality industry training.
- Industry Recognition: We received offers from other industry players to conduct similar training and certification for their workers. The program expanded due to its rich content and effective delivery methodology.
- Broader Impact: We anticipated greater momentum when the Skill Ministry was established, and concepts like NSDC content and RPL (Recognition of Prior Learning) were introduced. The Labour Code of 2019 would have further supported these efforts. Unfortunately, it didn’t reach its full potential.
