A

PROJECT REPORT
ON
“CHANGING SKILLS REQUIREMENT AND UPSKILLING
THE EMPLOYEES”
SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY
IN PARTIAL FULFILMENT OF THE COURSE
BACHELOR OF BUSINESS ADMINISTRATION
BY
SAKSHI SUHAS SHINDE
SEAT NO: BBA22-23605
B.B.A- Sem-VI

UNDER THE GUIDANCE OF PROJECT GUIDE

Asst. Prof. Gurmeet Kaur Rajpal
MARATHAWADA MITRA MANDAL’s COLLEGE
OFCOMMERCE, PUNE 302/A, DECCAN GYMKHANA,
PUNE-411004
YEAR 2022-23
 MARATHWADA MITRA MANDAL’S COLLEGE OF COMMERCE
202 A, Deccan Gymkhana, Pune – 411004.

DEPARTMENT OF BUSINESS ADMINISTRATION

CERTIFICATE

This is to certify that the project entitled Recent Trends and HR

Accounting is being submitted by Sakshi Suhas Shinde in partial fulfillment for
the degree of Bachelor of Business Administration (TYBBA) under the
guidance of Asst. Prof. Gurmeet Kaur Rajpal. As per syllabus laid down by the
Savitribai Phule Pune University during academic year 2022-23.

Date: -

Exam Seat No.: - BBA22-23605

Internal Examiner External Examiner

 DECLARATION

This is to certify that the project-work titled “Recent Trends and HR Accounting” has
been completed satisfactorily and submitted in partial fulfilment of Bachelor Degree
in Business Administration of Savitribai Phule Pune University for the academic year
2022-2023 by the following student of MARATHAWADA MITRA MANDAL’s
COLLEGE OF COMMERCE, PUNE 411004. My intention to understanding this
project lies towards enhancing my knowledge in the field of Human Resource
Management.

PROJECT GUIDE HOD PRINCIPAL

Asst. Prof. Gurmeet Kaur Rajpal Dr. Ashwini Kulkarni Dr. Devidas Golhar
 ACKNOWLEDGEMENT

I would like to express my sincere thanks to the Savitribai Phule Pune University and
Principal- Dr DEVIDAS GOLHAR, Head of Department- Dr. Ashwini Kulkarni, and
Marathwada Mitra Mandal’s college of Commerce for giving me the opportunity to
prepare and present this report.
“There is a good saying that the work is successfully completed if the person is guided
properly at the right time by the right person”, with that the good opportunities that we
receive as well as the efficient supervision and the most valuable the internal
guidance.
Hereby, I would like to express my deep gratitude towards our ‘Asst. Prof. Gurmeet
Kaur Rajpal, who helped and guide me in project work. Her encouragement and
whole-hearted co-operation throughout the progress helped me in completion of
project.
Last but not the least I would like to thank my family and friends for their
encouragement and direct or indirect support in completion of the project.

Sakshi Suhas Shinde

TYBBA (HR)
 Index

Chapter Content Page

Number
Chapter 1 Introduction

Meaning

Scope of Study

Limitation of Study

Objectives of Study

Chapter 2 Meaning

Definitions

Benefits

Methods

Limitations

Chapter 3 Company Profile

Company Logo

Company Information

Company Details

Chapter 4 Research Methodology

Chapter 5 Data Analysis

Suggestion

Conclusion

Bibliography

Annexure
❑ Chapter 1

CHANGING SKILLS REQUIREMENT AND

UPSKILLING THE EMPLOYEES

INTRODUCTION

There are many Human resource recent trends such as the shift to hybrid
work, focusing on worker well-being, digital transformation, need for
Cybersecurity, taking data-driven decisions, evolving hiring process, need for
equity, diversity, inclusion & belongingness, talent allocation & management.
And Changing skills requirement and upskilling and reskilling the employees
are one of them.
The world of work is changing in ways that make it increasing difficult
for a large proportion of the workforce to gain and maintain consistent
employment. More than ever, existing and future workers need to prepare for
the changing skills requirements of jobs. With advancements in technology, the
skills profiles within jobs, and the jobs themselves, are rapidly evolving, a
situation that places huge expectations on national vocational education and
training systems in servicing and responding to the rapidly changing needs of
employers, as well as the job aspirations of students. As demand for new
capabilities gathers pace, upskilling can enable organization to develop the
skills needed to remain competitive. Workplaces worldwide are currently going
through an upskilling revolution driven by digitalization. Professionals are
focused on upskilling their workforce. With significant global skills shortages,
especially in the tech sector, providing good learning opportunities in order to
fill talent gaps, should be high on companies’ priority lists. Upskilling refers to
the process of allowing employees to acquire new skills to help them do their
current jobs more effective creating a state of continuous learning. The
technology landscape evolves fast; choosing to implement upskilling initiatives
can enable companies to make sure employees possess the right key skills. In
this sense, upskilling refers to helping an employee, by looking at their core
skills, and identifying what additional skills they need to learn, in order to
continue to succeed in that current role and in the future. As technology
increases in everyday life, digital transformation drives initiatives for upskilling
and employee learning. Digital transformation requires technical skills like
Machine Learning, Data Analysis, and DevOps, all of which are seeing
deficiencies.
It can be used to describe an employee learning additional skills to add to their
existing skill set. Recruiting and developing skilled labor is important for any
company concerned about competitiveness, productivity, quality and managing
a diverse work force effectively. Skill deficiencies translate into significant
losses for the organization in terms of poor-quality work and lower productivity,
increase in employee accidents and customer complaints. Since a growing
number of jobs will require more education and higher levels of language than
current ones, HRM practitioners and specialists will have to communicate this
to educators and community leaders etc. Strategic human resource planning will
have to carefully weigh the skill deficiencies and shortages. HRM department
will have to devise suitable training and short term programmed to bridge the
skill gaps & deficiencies.
 MEANING

▪ Organization invests in worker upskilling to help accomplish its goals and

objectives in a highly efficient, quick, and productive manner. Employees are
also able to find new roles inside the company instead of a job switch.

▪ Organization need to direct investments in training, tuition reimbursement and

new approaches to upskilling so that employees are ready to step into new and
better jobs across a wider range of areas. Reskilling and upskilling help your
team meet the demands of the future.

▪ Upskilling refers to the process of allowing employees to acquire new skills to

help them do their current jobs more effective creating a state of continuous
learning.

▪ Improving employee engagement will ultimately increase productivity. Also, if

employees don't understand the technology they work with, then they will not
excel in their jobs. Therefore, upskilling employees in new technologies is
necessary for improving their productivity. Improved employee retention.

▪ Skills refers to the ability to apply knowledge, use know-how to complete tasks
and solve problems and carry out the tasks that comprise a particular job. As
multidimensional concept, skill can be also used as a proxy measure on
occupation, qualification, educational attainment.
 SCOPE OF STUDY

▪ The benefit of the study is that it helped to gain knowledge and experience and
also provided the opportunity to study and understand the new skills.
▪ The present research is confined to study the changing skills followed at Crazy
For Success Foundation.
▪ The study reveals the changing skills and upskilling the employees in the
organization.
▪ Whether employees are satisfied with the upskilling training?
▪ Is the organization is providing ethical upskilling training to employees?
▪ The organizational study of Crazy For Success Foundation was done with the
study of changing skills requirement and upskilling the employees.
 LIMITATIONS OF STUDY

▪ Collecting data properly from employees become difficulty due to the time
constraint.
▪ Busy schedule of the employees also effected to some extent.
▪ There is a chance for bias in the information given by the respondents.
▪ The study was based on sample hence results were not fully absolute.
 OBJECTIVES OF STUDY

▪ To study and analyze the changing skills followed at Crazy For Success
Foundation.
▪ To analyze the satisfactory level of the employees about upskilling training.
▪ To identify areas where there can be scope for improvement.
▪ To develop practical knowledge with theoretical aspects.
▪ To know about the importance of upskilling.
 ❑ Chapter 2
REVIEW OF LITERATURE

MEANING

 Upskilling refers to improving an individual’s skill set, making them a more

effective employee. Typically upskilling occurs through employee development
that is education or additional training, with organizations providing new
opportunities based on improving abilities.

 Upskilling is the process of allowing employees to acquire new skills to help

them do their current jobs more effective creating a state of continuous learning.
The technology landscape evolves fast; choosing to implement upskilling
initiatives can enable companies to make sure employees possess the right key
skills.

 Skills refers to the ability to apply knowledge, use know-how to complete tasks
and solve problems and carry out the tasks that comprise a particular job. As an
overarching/multidimensional concept/term, “skill” can be also used as a proxy
measure on occupation, qualification, educational attainment.

 Knowledge is no longer being thought of as something that is developed and

stored in the minds of students, experts, represented in books, and classified into
disciplines. Instead, it becomes more and more apparent that knowledge is now
seen more as a fluent, energy-like system of networks and flows.

 Organization need to direct investments in training, tuition reimbursement and

new approaches to upskilling so that employees are ready to step into new and
better jobs across a wider range of areas. Reskilling and upskilling help your
team meet the demands of the future.
 DEFINATION

 Change, alter, vary, modify mean to make or become different. change implies
making either an essential difference often amounting to a loss of original
identity or a substitution of one thing for another.

 A skill is the learned ability to act with determined results with good execution
often within a given amount of time, energy, or both. Skills can often be divided
into domain-general and domain-specific skills.

 When an employee undertakes learning to expand their existing skill set, that
learning is known as upskilling. These additional skills enhance the worker’s
performance in their current role, potentially advancing them along their career
path.

 Upskilling enables workers to adapt to changes in their job roles, whether due to
automation, adoption of a new software package, or a shift in how things are
done.

 Upskilling is a workplace trend that facilitates continuous learning by providing

training programs and development opportunities that expand an employee's
abilities and minimize skill gaps.

 Upskilling is the process of allowing employees to acquire new skills to help

them do their current jobs more effective creating a state of continuous learning.
 BENEFITS OF UPSKILLING EMPLOYEES

1. Increase employee retention –

Many people suffer from fomo, the fear of missing out on great opportunities. If
employees are not presented with a huge variety of opportunities for learning
and development in order to move up the corporate ladder, they believe that
other employers offer better career opportunities.
Job-hopping is not great for any company. But by investing in employees’
education, increase their value to the organization, on the one hand, but also
give them the feeling that they are worth the investment, on the other hand.
They truly feel they have a place in company’s future, then, and that there is no
better career opportunity out there.

2. Identify & fill skills gaps within organization –

Experts say the most lacking soft skills are, among others, critical thinking and
problem solving, leadership, and teamwork whereas data analysis is one of the
most lacking hard skills. Because it’s often easier and cheaper to address skills
gaps in company by training current employees, rather than going out and hiring
new ones.

3. Save money -
When employees are leaving organization, have to replace them. So, recruiting
and hiring processes start over again. But that also means that associated costs
arise
▪ cost of advertisement
▪ cost of salary and benefits
▪ cost of training
▪ cost of workplace integration
In fact, it can take up to six months or more for a business to break even on its
investment in a new hire. Especially with the highly competitive and tight labor
market we are currently experiencing, many companies cannot afford to lose
good people. Good upskilling programs are one thing can do something against
job-hopping and loss of talents and, thus, can also realize a high return on time
and money.

4. Be better prepared for contingencies -

The reasons for an employee leaving organization can be diverse. Therefore, not
all job-hoppers do so because of a lack of opportunities for growth. When key
employees depart suddenly or unexpectedly, it could jeopardize business
operations.

5. Foster a learning culture -

To remain an auspicious employer in today's challenging labor market,
companies need to change the way they develop and invest in their human
capital. One thing that can have a dramatically positive impact on this is a
supportive learning environment.

6. Attract new talents -

By having a unique upskilling training, communicate to candidates that they can
do just that in company. This will attract candidates who have a personal growth
mindset and, in turn, make a more attractive employer in industry.

7. Build a competitive advantage -

The worst loss of all could encounter in business is probably the loss of
knowledge and experience former employees took with them when they left
company.
Many people wonder why companies like Google, Facebook, and Amazon are
so powerful. This is for two reasons: On the one hand, it is the amount of data
they possess and, on the other, it is the workforce that can analyze and interpret
the data. In other words, these companies have all the knowledge they need to
succeed in their industry.

8. Improve employee productivity and efficiency -

One of the main reasons why should invest in upskilling programs is that want
to increase workers' productivity and, as a result, grow business success even
further. To get the best output from workers, they have to be the best in their
field. And to be the best in their field, they need the best workplace education
they can get.

9. Boost employee motivation & job satisfaction -

Many employees need the motivation to feel good about their jobs and perform
well. No matter what the motivation factors are for each employee, the
motivation within the workplace itself has a direct impact on employee
productivity. Any time invest in upskilling programs, workers feel more valued
and, in turn, grow more loyal to your business. Typically, these workers are
more excited about their jobs and, as a result, do better at increasing their
numbers.

10. Increase customer satisfaction & retention -

As already mentioned in the previous section, the more valued workers feel, the
better the results of business success can be. When employees are happy with
their work at company and truly believe in what they are doing, they do a better
job. And the better the job is done, the better the quality of the output will be.
And when the quality of products is good, customers will be satisfied and it's
more likely they retain.
 Increase
employee
retention
Increase Identify & fill
customer skills gaps
satisfaction & within
retention organization

Boost
employees Save money

Benefits

Improve
employees Be better
productivity prepared for
contingencie

Build a Foster a
competitive learning
advantage culture
Attract new
talents
 TYPES OF UPSKILLING TRAINING

Many employees naturally upskill throughout their career, learning as new

programs and systems are introduced to them. But upskilling needs to be
intentional to truly be effective.

1. Online Training –
From webinars and quizzes to podcasts and interactive games, there are more
ways than ever to learn online. Whichever method choose for upskilling training,
focus on creating an immersive and experiential learning ecosystem that’s easily
accessible to all workers, so they can learn where, when, and how they want.

2. In-Person Training –
In person training includes seminars, workshops or lectures from in-house or
external experts, as well as on-the-job training, which is the most popular
method of learning at work.
For upskilling purposes, in-person training can be especially helpful when
educating employees on industry trends or gaining expert insights from those
outsides of their regular sphere of influence.
Of course, lectures and seminars can also be recorded and converted into videos
or audio files and uploaded to online training system so employees can watch
them when and where they desire.

3. Blended Learning –
When it comes to employee training, need to provide team with the freedom to
choose how and where they learn. Some employees may thrive in a classroom
setting, learning from an instructor, while others learn best in an online
environment, reading text.
4. Formal Education and External Courses –
Upskilling employees may require formal education or certifications from
outside of company. While it can be more of an investment, most employers see
the value as they want their team members to receive high-quality and
accredited training.

5. Mentorship and Coaching –

One of the most cost-effective ways to help employees upskill is through
mentorships and coaching.
Mentorship and coaching are especially effective for employees looking to
improve their leadership skills or improve their soft skills, as they gain one-on-
one advice and real-world guidance from a senior staff member.

6. Community Upskilling –
Community upskilling is a peer-led approach to training. Community upskilling
could also include cross-training or reverse mentoring, where employees spend
time learning skills in a role similar to their own to help them gain hands-on
knowledge.

7. Learning and Development Spending Accounts –

Instead of assigning specific courses to employees instead provide them with a
corporate spending account that’s only to be used for learning and development.
By providing this support and remove financial barriers and make career
progression more accessible. Provide partial or full tuition reimbursement for
selected courses and classes taken, or leave it open for the employee to choose
what they invest in.
8. Hands-On Opportunities –
At the end of an employee’s upskilling training, give them the opportunity to
demonstrate their newfound skills. May be the employee takes the reins on a
new project, presents a marketing plan to key stakeholders or leads a strategy
call.

ONLINE TRAINING

IN-PERSON TRAINING

BLENDED LEARNING

FORMAL EDUCATION AND EXTERNAL COURSES

MENTORSHIP AND COACHING

COMMUNITY UPSKILLING

LEARNING AND DEVELOPMENT SPENDING ACCOUNTS

HANDS-ON OPPORTUNITIES
 LIMITATIONS OF UPSKILLING EMPLOYEES

1. Resistance to change –

Upskilling workers often mean that they will be required to do things

differently in the future. And many people, particularly those who have been
doing things in a certain way for a long time, might resist that.

2. High cost –

When done properly, an effective upskilling training program might require a

relatively large financial investment. In this regard, the only way to make a
logical decision is to compare apples with apples. This can be done by
calculating the Return on Investment of the two choices that are faced with.

3. Staff being pinched by competitors –

Once an employee has been equipped with the latest skills in his or her field at a
relatively high cost, they might be targeted by competitors - unless also upgrade
their remuneration package.

STAFF BEING PINCHED

BY COMPETITORS

LIMITAIONS

RESISTANCE TO
HIGH COST
CHANGE
❑ Chapter 3
COMPANY PROFILE

Company Name: Crazy for Success Foundation

Location: Other - Uttar Pradesh – India
Company Logo:
 COMPANY INFORMATION

Crazy for Success Foundation is a 3 years 4 months old Private Company

incorporated on 12 Jul 2019. Its registered office is in, India. The Crazy for
Success Foundation is listed in the class of company and classified as Non Govt
Company. This company is registered at Registrar of Companies (ROC). We
are Crazy is a non-profit educational organization that teaches personal
development and leadership skills through a worldwide network of clubs. We
are Crazy is helping people from diverse backgrounds become more confident
speakers, communicators, and leaders.

The Company's status is Active, and it has filed its Annual Returns and
Financial Statements up to 31 Mar 2021 (FY 2020-2021). It's a company
limited by shares having an authorized capital of Rs 1.00 lakh and a paid-
up capital of Rs 1.00 lakh as per MCA. CRAZY FOR SUCCESS
FOUNDATION 's Annual General Meeting (AGM) was last held on and as per
records from Ministry of Corporate Affairs (MCA), its balance sheet was last
filed on.

Organization depends on the generosity of donors and volunteers to achieve

our goals. There are different ways of supporting our cause and welcome
any help can get in the organization.

The company has 2 directors key management personal Himanshu Singh and
Prakash Virk Singh.
 COMPANY DETAILS

Corporate Identification Number U85100UP2019NPL119057

Company Name CRAZY FOR SUCCESS FOUNDATION

Company Status Active

Headquarters Mahamaya Nagar, India

Registration State Kanpur

Registration Number 119057

Company Category Company limited by shares

Company Sub Category Non-government company

Class of Company Private

Date of Incorporation 12 July 2019

Age of Company 3 years…

Activity Health and Social Work

Number of Members 10 – 50 Employees

Email Address his1792@gmail.com

Website www.wearecrazy.org
 ❑ Chapter 4
RESEARCH METHODOLOGY

About research:
Research means finding answers to questions. It is a systematic search for
truth. Through research new and original information is obtained. To get them
researcher has to think logically, combine theories and ideas and use their
creativity. This is done by following set rules and procedures and by repeating
steps so that the results obtained are reliable and valid. Thus, research is a
collection of methods used systematically to produce knowledge. Thus, research
starts off with the problem, collection of data or facts, analyzing them critically
and reaches decisions based on the actual evidence.

Definitions of research:

▪ “Research is a careful, patient, systematic, diligent enquiry or examination in

some field of knowledge undertaken to establish facts or principles.” –
Webster’s Twentieth Century Dictionary.

▪ “Research is a systematic, controlled, commercial and critical investigation of

hypothetical propositions about the presumed relations among natural
phenomenon.” – Kerlinger.

▪ “Research is defined as a careful investigation or inquiry especially through

search for new facts in any branch of knowledge.”- Advance Learner’s
Dictionary of Current English (Oxford)

▪ “Research is defined as the process which includes defining and re-defining

problems, formulating hypothesis or suggested solutions, collecting organizing
and evaluating data, making conclusions and at last carefully testing the
conclusions to carefully determine whether they fit the formulated hypothesis.”-
Clifford woody

Research Methodology

Definition of Research Methodology:

” It is the pathway or an approach to get the needed information by locating
the data from different sources which are primary and secondary.”

Primary data
Primary data is the data is the data which the researcher collects for himself, for
the first time which is original in nature. It is also known as basic or fresh data.
It is obtained through observation or direct communication or by performing
surveys or descriptive research. It is the data a researcher collects to address the
specific problem at hand.

Primary Data

Questionnare 5-point Scale Interview

1. Questionnaire or Schedule:

Questionnaire is the method commonly used for data collection in all branches
of social sciences.

Define:

“Questionnaire refers to a device for securing answers to questions by using a

form which the respondent fills himself.” – Good and Hatt

However, there is a minor difference between a questionnaire and a schedule.

Questionnaire is filed up by the respondent himself without any assistance from
the interviewer whereas in schedule the interviewer records the respondent’s
answers.

2. 5 Point Scale:

Point scale method is an innovative method used for primary data collection. It
is a rating in which various tangible and intangible aspects relating to one’s
study can be monitored with the help of this method. The main advantage of
this method is that is the ratings obtained for various parameters provide a scope
for comparative study. And the main limitation is that since it is based on
personal views the markings may be biased.

3. Interview Method:

Interview means ‘conversation with a purpose’ or ‘a process of social

interaction’. It is a face to face dialogue of the researcher with the respondent.
Interview method is useful for obtaining in depth information and knowledge on
qualitative variables.
◆ Advantages of Primary Data: -

The following are the advantages of primary data:

1) Primary data collection is more reliable as compared to secondary and

tertiary data.

2) Primary data is more suitable to the nature of the problem than secondary or
tertiary data.

3) Primary data is the first-hand information of the situation. It is unused and

unmodified.

4) Primary data is collected by the researcher himself and therefore chances of

occurrence of errors are very less.

5) Primary data is the only source for collection of qualitative data like personal
qualities and attitudes.

◆ Limitations of Primary Data

The following are the limitations of primary data:

1) Collection of primary data is more time consuming and costly procedure as

compared to secondary and tertiary data.

2) Primary data collection requires trained personnel for the purpose who are
dedicated towards field work.

3) Primary data alone cannot assist in a complete research process it requires

assistance from secondary data also.

4) Primary data collection may at times involve manipulation of data by the

researcher and fail to give true results.
5) Primary data collection is not always possible and has some constrains
pertaining to privacy.

Secondary data

Secondary data is the data collected processed and published by someone else
either for his personal use or for public use. This data is not originally collected
by the researcher but obtained from published or unpublished sources.

Secondary
data

Periodicals
Books Internet
& Journals

◆Advantages of Secondary Data: -

The advantages of secondary data are:

1) Secondary data collection is cost effective and less time consuming as

compared to primary or tertiary data.

2) Secondary data helps to understand the problem and become familiar with
the topic.

3) At times primary research is not possible due to time, cost constrains and
security reasons secondary data then aids the researcher.

4) Secondary data can help to relate with the social ethos of a particular period.
◆Limitations of Secondary Data: -

The limitations of secondary data are:

1) Secondary data is the data collected by others for their needs and may not
suit us.

2) It is also difficult to test the accuracy of the data as this data is always old and
may at times be outdated.

3) In case of over information and fake information authenticity of information

is questionable.

4) Compilation of secondary data is difficult as the previous researcher has

modified it to suit his needs.

❑ The topic for project study is Recruitment: -

A Study of Induction and Orientation of Employees at Crazy Success
Foundation.
For the purpose of the project Crazy Success Foundation was selected to
identify the work-life balance policies within the organisation.

❑The research methodology used for collection of data is: -

1) Questionnaires/schedule was filled by every employee within the shift of
10am to 6pm.

2) 5 – point scale method on which marks are given to each policy of work life
balance which shall help to identify which policies are more preferred by
employees.

3) Personal interviews with the Center Manager and Managing Director in order
to know about the upcoming changes in the existing work- life balance policies.

4) Books, references, periodicals internet for the theoretical background.

❑ Chapter 5

DATA ANALYSIS

The analysis of the data is done as per the survey finding. The data is
represented graphically in percentage. The percentage of the people opinion
were analyzed and expressed in the form of charts.

1. Are you familiar with the concept of upskilling?

Tabulation
Parameter No. of Response Percentage
Yes, definitely 22 75 %
Yes, slightly 6 20 %
Not at all 2 5%
Total 30 100 %

Inference
From the above table, 75 % of the respondents are definitely familiar with the
concept of upskilling, 20 % of the respondents are slightly familiar with the
concept of upskilling and only 5 % of the respondents are not familiar with it.
2. Do you think changing skills are important for the organization?

Tabulation
Parameter No. of Response Percentage
Very important 14 45 %
Important 16 55 %
Not at all 0 0
Total 30 100 %

Inference
In the above table, 45 % of the respondents are think changing skills are very
important for the organization, 55 % of the respondents are think changing
skills are just important and no one can think changing skills are not important
for the organization.
3. Is your current job role is satisfying?

Tabulation
Parameter No. of Response Percentage
Satisfying 21 70 %
Dissatisfying 9 30 %
Total 30 100 %

Inference
From the above table, 70 % of the respondents are satisfy of their job role and
30 % of the respondents are not satisfy of their current job role.
4. How well are you performing in your current job role?

Tabulation
Parameter No. of Response Percentage
50 % 8 25 %
80 % 12 40 %
100 % 10 35 %
Total 30 100 %

Inference
In the above table, 50 % of the respondents said their organization provide
upskilling training, 45 % of the respondents said their organization provide both
training and only 5 % of the respondents said their organization provide
reskilling training.
5. Do you feel challenging at work on a daily basis?

Tabulation
Parameter No. of Response Percentage
Yes 22 75 %
No 8 25 %
Total 30 100 %

Inference
From the above table, 75 % of the respondents are feel challenging at work on a
daily basis and 25 % are not feel challenging at work on a daily basis.
6. Does organization provides you upskilling and reskilling training?

Tabulation
Parameter No. of Response Percentage
Upskilling 15 50 %
Reskilling 2 5%
Both 13 45 %
Total 30 100 %

Inference
In the above table, 50 % of the respondents said their organization provide
upskilling training, 45 % of the respondents said their organization provide both
training and only 5 % of the respondents said their organization provide
reskilling training.
7. Do you like to learn new skills?

Tabulation
Parameter No. of Response Percentage
Yes 25 85 %
No 5 15 %
Total 30 100 %

Inference
In the above table, majority of the respondents are like to learn new skills and
few respondents don’t like to learn new skills.
8. How well does organization support you in exploring your interest and goals?

Tabulation
Parameter No. of Response Percentage
Supportive 22 75 %
Unsupportive 5 15 %
Neutral 2 10 %
Total 30 100 %

Inference
From the above table, 75 % respondents said their organization is supportive,
15 % respondents said their organization is unsupportive and only 10 %
respondents are neutral about it.
9. Does organization allows you to sharpen your skills?

Tabulation
Parameter No. of Response Percentage
Agree 25 85 %
Disagree 5 15 %
Total 30 100 %

Inference
In the above table, 85 % respondents said organization allows them to sharpen
their skills and only 15 % respondents said organization don’t allows them to
sharpen their skills.
10. Did you assign more courses to your upskilling initiative after the
coronavirus out break?

Tabulation
Parameter No. of Response Percentage
Yes 19 65 %
No 11 35 %
Total 30 100 %

Inference
In the above table, 65 % of the respondents assign more courses to upskilling
initiative after the coronavirus outbreak and 35 % respondents not assign more
courses to your upskilling initiative after the coronavirus outbreak.
11. How did you approach to upskilling program?

Tabulation
Parameter No. of Response Percentage
Upskilling 11 35 %
Reskilling 13 45 %
Both 6 20 %
Total 30 100 %

Inference
In the above table, 35 % of the respondent’s approach to upskilling program, 45%
respondents’ approach to reskilling program and 20 % respondents’ approach to
both programs.
12. When making hiring decisions, which skills are the most important for a
person to have?

Tabulation
Parameter No. of Response Percentage
Soft skill 21 70 %
Hard skill 9 30 %
Total 30 100 %

Inference
From the above table, 70% of the respondents think soft skills are important for
every candidate more than hard skills and only 30 % respondents think hard
skills are important for every candidate more than soft skills.
13. What are the most important soft skills you are lacking?

Tabulation
Parameter No. of Response Percentage
Leadership 1 5%
Communication, collaboration 18 60 %
Creativity 5 15 %
Proactive thinking 6 20 %
Quick learning 0 0%
Total 30 100 %

Inference
In the above table, 60% of the respondents think communication and
collaboration are the most important soft skills, 15 % respondents think
creativity is the most important soft skills, 20% respondents think proactive
thinking is the most important soft skills and only 1 % respondents think
leadership is the most important soft skills.
14. Since the coronavirus outbreak, have you pursued training in addition to
what your employer has provided you with?

Tabulation
Parameter No. of Response Percentage
Yes 25 85 %
No 5 15 %
Total 30 100 %

Inference
From the above table, more respondents pursued upskilling training during
covid-19 and some respondents not pursued any training during covid-19.
15. What are the most important hard skill you think?

Tabulation
Parameter No. of Response Percentage
Computer skills 3 10 %
Marketing skills 13 45 %
Analytical skills 5 15 %
Technical skills 9 30 %
Total 30 100 %

Inference
In the above table, 10 % of the respondents think computer skills are the most
important hard skill, 45 % of the respondents think marketing skills are the most
important hard skill, 15 % of the respondents think analytical skills are the most
important hard skill and 30 % of the respondents think technical skills are the
most important hard skill.
16. Do you believe your colleagues and superior need upskilling training?

Tabulation
Parameter No. of Response Percentage
Yes 27 90 %
No 3 10 %
Total 30 100 %

Inference
From the above table, 90% of the respondents are believe in colleagues and
superior need upskilling training and only 10 % respondents are not believing in
colleagues and superior need upskilling training.
17. Would you prefer to work for a company that offers upskilling opportunities?

Tabulation
Parameter No. of Response Percentage
Yes 25 85 %
No 5 15 %
Total 30 100 %

Inference
In the above table, majority of the respondents are preferred to work for a
company that offers upskilling opportunities and few respondents are not prefer
to work for a company that offers upskilling opportunities.
18. Which skills are desirable for organization?

Inference
In the above diagram, respondents state that benefit of a training needs
assessment is that it identifies opportunities for employees to upskill or reskill.
Without identifying areas where there is a need for training, there would be little
scope for employees to learn and grow. they say that it identifies performance
requirements and the knowledge, skills, and abilities needed by an organizations
workforce to achieve the requirements.
19. Do you think upskilling helping in personality development?

Tabulation
Parameter No. of Response Percentage
Agree 22 75 %
Disagree 8 25 %
Total 30 100 %

Inference
From the above table, 75 % of the respondents are think upskilling helping in
personality development and 25 % of the respondents are think upskilling not
helping in personality development.
20. Please mention the areas of your job in which you would like to receive
training?

Some respondents demanded that it would be better if there will regular sessions
for training about recent trends hence they can stay updated and carry out
productive work, hence getting good results of their hard work. Since
communication is the major factor in any industry some employees also
suggested to conduct training programmed to improve communication skills.
few also said that it will be great if there is training for handling technology like
digital upskilling etc.
 SUGGESTIONS

From the finding I can suggest Crazy For Success Foundation, following points
for the more effectiveness of recruitment process:

▪ Upskilling program must be done by analyzing the job firstly which will make it
easier and will be beneficial from the company’s point of view.

▪ The upskilling procedure should not be too lengthy and time consuming.

▪ Company should try to use the offline methods because it incurs less cost and
acts as a motivational factor to the employee.

▪ Provide training to employees so that they get better knowledge, skills and
attitude.

▪ Company should create some parts of their HR policies for better effectiveness.

▪ Company should pay give rewards to increase their knowledge and skills.
 CONCLUSION

• Most of the employees are familiar with the concept of upskilling and few
employees are not familiar with it.
• Some of the employees are thinking changing skills are important for the
organization and others are think changing skills are just important for the
organization.
• Majority number of employees saying they are satisfying of their job role and
only few employees are not satisfying of their current job role.
• Many employees are stating that they are performing their job very well and
only few employees are not performing their job well.
• Large number of employees are feeling challenging at work on a daily basis and
some employees are not feel challenging at work on a daily.
• All most employees are saying their organization provide upskilling training
and reskilling training both.
• Majority employees are like to learn new skills and few respondents don’t like
to learn new skills.
• Many employees are saying their organization is supportive and few employees
saying their organization is unsupportive.
• All most employees are saying their organization allows them to sharpen their
skills and only few employees said their organization don’t allows them to
sharpen their skills.
• Majority of employees are stating that they assign more courses to upskilling
initiative after the coronavirus outbreak and few employees are not assign more
courses to your upskilling initiative after the coronavirus outbreak.
• Large number of employee’s approach to upskilling program and some
employees approach to reskilling program and some employees approach to
both programs.
• Most of the employees think soft skills are important for every candidate more
than hard skills and only few employees think hard skills are important for
every candidate more than soft skills.
• Every employee has their own opinion that they think communication and
collaboration, creativity, proactive thinking is more important soft skills and
few think leaderships is the most important soft skills.
• More employees pursued upskilling training during covid-19 and some
respondents not pursued any training during covid-19.
• Every employee has their own opinion they think computer skills, marketing
skills, analytical skills, technical skills are the most important hard skill.
• Large number of employees are believing in colleagues and superior need
upskilling training and only some employees are not believing in colleagues and
superior need upskilling training.
• Majority of the employees are preferred to work for a company that offers
upskilling opportunities and few respondents are not prefer to work for a
company that offers upskilling opportunities.
• Some employees state that benefit of a training needs assessment is that it
identifies opportunities for employees to upskill or reskill. Without identifying
areas where there is a need for training, there would be little scope for
employees to learn and grow. they say that it identifies performance
requirements and the knowledge, skills, and abilities needed by an organizations
workforce to achieve the requirements.
• Most of the employees are think upskilling helping in personality development
and few employees are think upskilling not helping in personality development.
 BIBLOGRAPHY
Website:
➢ www.simplilearn.com
➢ www.upskill.com
➢ www.techtarget.com
➢ www.pathstream.com
 ANNEXURE

Questionnaire on Changing skills requirement and upskilling the employees

Name of employee:
Designation:
Department:
Age:
Qualification:

1. Are you familiar with the concept of upskilling?

• Yes, definitely
• Yes, slightly
• Not at all
2. Do you think changing skills are important for the organization?
• Very important
• Important
• Not at all
3. Is your current job role is satisfying?
• Satisfying
• Dissatisfying
4. How well are you performing in your current job role?
• 50 %
• 80 %
• 100 %
5. Do you feel challenging at work on a daily basis?
• Yes
• No
6. Does organization provides you upskilling and reskilling training?
• Upskilling
• Reskilling
• Both
7. Do you like to learn new skills?
• Yes
• No
8. How well does organization support you in exploring your interest and goals?
• Supportive
• Unsupportive
• Neutral
9. Does organization allows you to sharpen your skills?
• Agree
• Disagree
10. Did you assign more courses to your upskilling initiative after the
coronavirus out break?
• Yes
• No
11. How did you approach to upskilling program?
• Upskilling
• Reskilling
• Both
12. When making hiring decisions, which skills are the most important for a
person to have?
• Soft skill
• Hard skill
13. What are the most important soft skills you are lacking?
• Leadership
• Communication, collaboration
• Creativity
• Proactive thinking
• Quick learning
14. Since the coronavirus outbreak, have you pursued training in addition to
what your employer has provided you with?
• Yes
• No
15. What are the most important hard skill you think?
• Computer skills
• Marketing skills
• Analytical skills
• Technical skills
16. Do you believe your colleagues and superior need upskilling training?
• Yes
• No
17. Would you prefer to work for a company that offers upskilling opportunities?
• Yes
• No
18. Which skills are desirable for organization?
• Technological
• Management, leadership
• Role specific
• Problem solving
• Time management
• Presentation
19. Do you think upskilling helping in personality development?
• Agree
• Disagree
20. Please mention the areas of your job in which you would like to receive
training?
21. What are the benefits of the training needs assessments?