PAUL AND HIS PROBLEMS
Paul owns a chain garage in Kolkata that services, repairs and resells used cars. He wishes to expand his business chain in the growing Indian Market. His first target is the state of Bihar as Paul has good contacts there . Mr. Paul needs to hire more mechanics who can service the cars in order to execute this plan. He needs salespeople who can sell these cars to businesses and customers. However, he is not aware whether the people who are applying are competent or not. There are several questions that are running in his mind.
–Is there any certification that can assure that the service personnel is competent?
–What is the validity of the such a certification?
–Is having a certification really a measure of skill?
–How can I be assured that the employee I am hiring will do the job well?
EVERY PROBLEM HAS A SOLUTION
This is not just Paul’s problem. Most businesses in the Indian markets today face the same issue. Skill Training is one solution for the issue. And, this is not a novel solution. It has been there for quite some time now. In fact, out of a total population of 1.3 billion only 2.3% are estimated to have undergone skill training. However, a question still remains….
How to ensure that the skills garnered by the candidate is appropriate for the job role?
The ideal and most scalable solution for this would be creating assessments in sync with the National Occupational Standards established by the Sector Skill Council to identify the requisite qualification pack for the job role.
WAIT! WHAT IS NOS?
NOS(National Occupational Standards) are the specified standards of measuring the job performance and checking the knowledge and skill needed for the job role.These guidelines are laid down keeping the Industry Trends in mind and with the following motive:
–To develop a curriculum for the delivery of quality training
–To develop tools for the assessment and certification of the trainee
An NOS is considered a National Standard since they cover the standards expected by the organizations. The standards for a particular sector are in line with the expected set of outcomes that a competent candidate posses.
The National Occupational Standards are laid down keeping an organization or a sector in mind. However, if you take a more detailed view an organization such as Paul’s will constitute multiple employees who are expected to perform various duties pertaining to multiple job roles. It can therefore be reasoned that the competencies required to effectively work in each of these job roles would be different. It is therefore necessary to define the competencies for each job role separately, this is done by building the relevant qualification packs in alignment with the NSQF so that the most competent candidate is identified and hired for a particular job.
ANOTHER TERM ! WHAT IS NSQF NOW?
NSQF is a is a nationally integrated framework that organizes the skills into ten different levels of complexity.These levels are used to test the competency of a candidate through assessments across the various sectors by the relevant sector skill councils. Any qualification pack or NOS that is designed is also built based on the NSQF and its levels across all sectors.
Coming back to Paul. If Paul arranges for assessments that comply to the NSQF qualification packs for the job role, Paul can easily recruit the appropriate employees and can successfully run his business.
Let’s look at some sample problems
Job Role : Market Research Associate
NOS : SSC/N4101
Competency : Establishing objectives and scope of research and analysis
Job Role : Market Research Associate
NOS : SSC/N4101
Competency : Obtaining data/information from your organization’s knowledge base and published reports to understand overall market/industry trends
As you can observe, each of these problems are designed to test a specific competency in the candidate according to the directions of the Qualification Packs in the Occupational Standards.
Creating problems like these require the following expertise:
–A thorough understanding of the NSQF.
–An understanding of the OS and correct interpretation of its guidelines
–A thorough understanding of the job role and its associated qualification packs
HOW DOES THIS HELP PAUL?
This sort of assessment follows an outcome based approach. It allows Paul to test the relevant competency of the candidate based on the solution that he provides and not just on not on his theoretical qualification. It lets him include formal and informal sources of learning while judging the candidates qualification so that the best fit for the job can be found.
It is predicted that by the year 2020 nearly 60% of India’s population of 1.3 billion will be within the working ages of 15-59. This will lead to a huge imbalance between the number of jobs available and the number of people applying for these jobs. This approach ensures that even in this scenario Paul always gets the best candidate that is needed for the job.
HOW CAN WE HELP PAUL?
WeCP is a technology assessment problem creation company that creates cost effective, customisable and innovative assessments. Our assessment design and implementation ensures that the correct skills are captured when the candidate takes an assessment. Our expertise lies in understanding that assessing different people for different jobs requires different assessment design.
So all Paul needs to do is tell us what the designation is and we will make the right test for his needs.