Blue-collared move up the ladder
Ravi Kumar is pleased at a new turn his career is taking. A process associate at SRF’s film packaging plant, Kumar recalls the day he joined the company as an ordinary technician. But today, thanks to the company’s ‘Self Education’ policy, he hold...
By Shreya Biswas, TNN |
NEW DELHI: Ravi Kumar is pleased at a new turn his career is taking. A process associate at SRF’s film packaging plant, Kumar recalls the day he joined the company as an ordinary technician. But today, thanks to the company’s ‘Self Education’ policy, he holds a diploma in mechanical engineering. He takes pride in calling himself an engineer and is all praise for SRF — a company that helped him chase his dream.
While companies flaunt their career development policies for their executives, little is known about those that are helping blue-collar workers to upgrade themselves through education. Scores of companies including NTPC, SRF, ONGC and Tata Steel are funding education for the blue-collar workforce, helping them graduate to the next level, or in some cases, even take the leap to assume white-collar roles. Some like Spentex Industries and Aditya Birla Group are working on such schemes for their young and aspirational blue-collar workforce.
All this seems logical. The drivers of growth for these companies couldn’t be left behind if their counterparts in the white-collar positions are bettering their careers with employers’ help. The positives are many, feel industry leaders. In a high-crunch situation when companies are struggling to keep workforce intact or raise their headcount, helping blue-collar workers with education is an sure-fire tool as well as a must. “Improving the education level of blue-collar workers will not only benefit them, but also employer and the country gets a better and well-informed workforce,” says, SRF president-HR Suresh Dutt Tripathy explains.
On the other hand, shop-floor workers, who were unable to complete their education due to poor financial situation, are increasingly looking at their employers for help and opportunity. Employers don’t have a choice but to respond for the fear of losing them to those who promise better career growth. “People like us deal with several problems before we see the better side of life. So, only those who would help us fulfill our aspirations will get our loyalty,” declares Kumar of SRF. The enrolment for such company funded courses just proves the point.
Starting 2004 with an enrolment of 20, SRF had 58 candidates availing the scheme in 2006-07 and the number has already crossed 46 half way through this year. In NTPC, around 90 workers are enrolled in ITIs while 400 are pursuing diploma in engineering after completing ITI training. Interestingly, there are another 50 diploma-holders who are now aiming for engineering degrees. The company says engineering staff has raised the aspirations amongst the workers who lacked the opportunity and were left behind. Since they have a company platform and resources now, they want to go ahead in life, says NTPC executive director-HR G K Agarwal. “The companies that support these workers are sure to get repaid in terms of service and loyalty.”
This is a trend that may well strengthen following the recruitment of several such young and fresh workmen. According to Aditya Birla Group director-HR Santrupt Misra, besides some forward-looking employers, such initiatives will find more ground in the companies that have a manageable workforce. “The interest and demand from the youngsters will also determine the course of their future in some cases,” he says.
ONGC has a tie-up Punjab Technological University for employees who want to do their diplomas after ITI and B.Tech. After signing the MoU in 2002, four batches consisting of 150-plus employees) have already completed their diplomas and B.Tech. Says ONGC director-HR AK Balyan: “The only thing that these guys lack is academic qualification, which many a times becomes a barrier for growth. These initiatives help them get the much-needed sense of empowerment which their white-collar peers show.”
Delhi-based textile company Spentex Industries also plans to introduce a similar initiative given the demand from employees is high enough. In a way it will also be on the employees to drive the change and lead their life in the direction they want besides the companies volunteering in fear of losing people.
While companies flaunt their career development policies for their executives, little is known about those that are helping blue-collar workers to upgrade themselves through education. Scores of companies including NTPC, SRF, ONGC and Tata Steel are funding education for the blue-collar workforce, helping them graduate to the next level, or in some cases, even take the leap to assume white-collar roles. Some like Spentex Industries and Aditya Birla Group are working on such schemes for their young and aspirational blue-collar workforce.
All this seems logical. The drivers of growth for these companies couldn’t be left behind if their counterparts in the white-collar positions are bettering their careers with employers’ help. The positives are many, feel industry leaders. In a high-crunch situation when companies are struggling to keep workforce intact or raise their headcount, helping blue-collar workers with education is an sure-fire tool as well as a must. “Improving the education level of blue-collar workers will not only benefit them, but also employer and the country gets a better and well-informed workforce,” says, SRF president-HR Suresh Dutt Tripathy explains.
On the other hand, shop-floor workers, who were unable to complete their education due to poor financial situation, are increasingly looking at their employers for help and opportunity. Employers don’t have a choice but to respond for the fear of losing them to those who promise better career growth. “People like us deal with several problems before we see the better side of life. So, only those who would help us fulfill our aspirations will get our loyalty,” declares Kumar of SRF. The enrolment for such company funded courses just proves the point.
Starting 2004 with an enrolment of 20, SRF had 58 candidates availing the scheme in 2006-07 and the number has already crossed 46 half way through this year. In NTPC, around 90 workers are enrolled in ITIs while 400 are pursuing diploma in engineering after completing ITI training. Interestingly, there are another 50 diploma-holders who are now aiming for engineering degrees. The company says engineering staff has raised the aspirations amongst the workers who lacked the opportunity and were left behind. Since they have a company platform and resources now, they want to go ahead in life, says NTPC executive director-HR G K Agarwal. “The companies that support these workers are sure to get repaid in terms of service and loyalty.”
This is a trend that may well strengthen following the recruitment of several such young and fresh workmen. According to Aditya Birla Group director-HR Santrupt Misra, besides some forward-looking employers, such initiatives will find more ground in the companies that have a manageable workforce. “The interest and demand from the youngsters will also determine the course of their future in some cases,” he says.
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ONGC has a tie-up Punjab Technological University for employees who want to do their diplomas after ITI and B.Tech. After signing the MoU in 2002, four batches consisting of 150-plus employees) have already completed their diplomas and B.Tech. Says ONGC director-HR AK Balyan: “The only thing that these guys lack is academic qualification, which many a times becomes a barrier for growth. These initiatives help them get the much-needed sense of empowerment which their white-collar peers show.”
Delhi-based textile company Spentex Industries also plans to introduce a similar initiative given the demand from employees is high enough. In a way it will also be on the employees to drive the change and lead their life in the direction they want besides the companies volunteering in fear of losing people.
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