2016

Signaling Value of Skill Education and Hands on-job Report

TeamLease has persistently focused on catalyzing the hands-on (skilled) jobs market. Our Thought Leadership initiative has consistently aimed at structuring this rather unorganized domain and shaping the policy and perception issues associated with the hands-on jobs industry over the past several decades.

This Thought leadership series will delve into comprehending the ‘Signaling Value’ of skills education, mapping candidate aspirations and occupational options and modeling their decisions related to choice of jobs, career advancements and migrations. The current edition deals with the perceptions candidates and their influence networks hold about skills education and hands-on jobs.

According to the report, only 2% of the workforce has opted for formal skill training making it one of the least preferred streams of education. The report attributes the low penetration of vocational learning to the lack of appreciation for hands-on training, limited upward mobility, weak labour market linkages and strong perception of labour as inferior which commands mere subsistent wages.

Further as per the report, apart from social standing, the current vocational education system has not been able to impress the employers either. Employers viewed vocational educated candidates to be marginally better than the untrained. In fact, most corporates were skeptical about the quality of training and hence provided the recruits with in-house training. They were also wary of trained candidates attiring within a short period.

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GENDER DIVERSITY REPORT - 2016

Misplaced societal moralities and a dominant patriarchal influence continue to force urban women to make stereotypical choices on their education as well as career.

According to a gender report by TeamLease, the percentage of women being enrolled in higher education is greater than men at graduation level (arts/science/commerce and BEd), but it is significantly lower in streams like BTech, BE and PhD.

With lesser proportion of women enrolling into technical, vocational and managerial education compared with men, the likelihood of them pursuing a worthwhile career in these fields gets diminished. On the other hand, the report states, rural women are entering the labour force in far larger numbers than urban women do. There is thus a sharper drop in labour force participation rate (LFPR) for urban women. The LFPR of women in India is 25.5%, of which rural women constitute 30.02% and urban women, 15.44%.

Rituparna Chakraborty, Senior VP, TeamLease, said: "While we are transforming, our society continues to be highly patronizing around the choices women make in their careers. Right from their young age they are conditioned to believe that only specific jobs are suitable for them, to believe that they need not work after marriage or after having children, notwithstanding the overall unfavourable ecosystem which strengthens the stereotypes." The demand for equal opportunity stems from this reality. "While in absolute terms there are more women in urban areas getting jobs, it's still poor relative to the number of women who are seeking jobs vis-a-vis finding an employment," said Chakraborty.

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JOBS AND SALARIES PRIMER REPORT 2016

The Jobs and Salaries Primer is the latest in our continued endeavor to report unified salaries across temporary and permanent hiring markets, and relate these to skills across select cities and industries. This time round, we add ‘Jobs’ data to the set of insights and report industry-specific insights that have led, or are leading to, job creation.

Synopsis of this report:

Make jobs in India! With new investments must come new jobs. Many hopes are now pinned on Make in India. For starters the key job creation initiative was received positively by a clutch of MNCs and Indian businesses alike. FDI inflows have spurt by a healthy 48% and more seems to be in the offing.

The report serves as a guide for both job seekers and employers to obtain relevant information and useful insights on talent, skills, salaries, increments and talent longevity.

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MIZORAM MINIMUM WAGES NOTIFICATION

Mizoram Minimum Wages Notification

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KERALA CONSUMER PRICE INDEX

Kerala Consumer Price Index

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TELANGANA MINIMUM WAGES

Telangana Minimum Wages

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CIRCULAR EPF INTEREST

Circular EPF interest

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DAMAN & DIU - MINIMUM WAGE NOTIFICATION
DADAR & NAGAR HAVELI - MINIMUM WAGE NOTIFICATION

Dadar & Nagar Haveli - Minimum wage notification

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CHANDIGARH - MINIMUM WAGE NOTIFICATION

Chandigarh - Minimum wage notification

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ANDHRA PRADESH - MINIMUM WAGE NOTIFICATION

Andhra Pradesh - Minimum wage notification

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RAJASTHAN- MINIMUM WAGE NOTIFICATION

Rajasthan- Minimum wage notification

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PF - GRANTING OF 4% INCREASE IN PENSION

Gazette Notification G.S.R 440E dated 25th April 2016 on granting of 4% increase in pension for each year on deferring drawl of pension after 58 years  but not later than 60 years of age

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2015

TEAMLEASE EMPLOYMENT OUTLOOK REPORT - OCTOBER 2014 TO MARCH 2015

This edition of the TeamLease Employment Outlook Surveys are designed to deliver a deep and wide, analytical, insight about business and employment sentiment trends across sectors and cities in India.

The surveys are structured broadly to capture the factors that influence sentiment, job growth, employer needs and candidate aspirations, skill and salary trends and state them at an overall and at city- and sector-levels.

Project Objectives:

  1. Map Employment and Business Outlook, Job Growth and related trends across the country, cities and sectors.
  2. Identify and profile the factors that influence sentiment and job growth.
  3. Explore skills employers need, candidate aspirations and map salary trends across cities and sectors.
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TEAMLEASE EMPLOYMENT OUTLOOK REPORT - APRIL 2015 TO SEPTEMBER 2015

2015

Employment Outlook Survey - This half yearly edition from TeamLease bring you various new insights across sectors, cities and functional areas.

Summary of the report

• Business and Employment Outlook, and Job Growth, trends flag marginally after three subsequent half-years of growing at a blistering pace. The dip in Employment Outlook [-2%] is a wee-bit more pronounced than the Business Outlook [-1%], a pattern that has become familiar by now – employers prefer to have hiring lag business. Macroeconomic factors, mostly, play out this rather somber scenario as forecast for the coming half-year.

• FMCD [+4%], Manufacturing and Engineering and Retail [+3%, each] and Delhi, Mumbai and Chennai [+5%, each] do marginally better than the previous half-year on Business Outlook while Infrastructure and Telecommunication [-4%, each], and Hyderabad [+5%] and Kolkata [-7%] lose. The rest of the sectors and cities hold on to their previous outlook numbers.

• IT, Manufacturing and Engineering and Retail [+4%, each] lead the sectors, and Delhi [+4%], Mumbai and Pune [+3%, each] lead cities for the Employment Outlook. Telecommunication, Hyderabad and Kolkata bring up the rear with a 5% loss, each, in Employment Outlook. The remaining sectors and cities have unappreciable changes in their outlook.

• A significantly lower Job Growth rate for the half-year may still bolster jobs significantly for FMCD [+2.32%] and Infrastructure [+2.06%] among sectors, and Mumbai [+2.19%] and Bangalore [+1.58%] among cities.

• The Junior- (1 – 3 years’ experience) [+4%] and Senior-level [+2%] hires continue to be popular with employers. IT / Engineering nd Blue Collar [+3%, each] hires are likely to be sought after as well, over the coming half year.

• Top three sectors (by city) in terms of employment outlook growth are - 
o Mumbai: FMCD (3%) / Manufacturing & Engineering (3%) / Information Technology (2%)
o Delhi: Manufacturing & Engineering (3%) / Information Technology (2%)/ FMCG (2%)
o Bangalore: Infrastructure (2%) / Telecom (1%) / FMCG (1%)
o Kolkata: Manufacturing & Engineering (4%) / Financial Services (1%)
o Chennai: Manufacturing & Engineering (6%)/ Information Technology (3%) / Healthcare & Pharma (3%)
o Pune: Information Technology (2%)/ FMCG (2%)/ Retail (2%)
o Hyderabad: Healthcare & Pharma , Telecom(1% each)
o Ahmedabad: Infrastructure (3%) / FMCD (2%)

• New domains such as Big Data and Predictive Analytics are accelerating the need for a highly sophisticated workforce, and at scale. The skills required for a Big Data analytics function are diverse and are rooted in mathematics and statistics, besides programming skills. This domain, by itself, affords an entire hierarchy of data analyst job profiles, each of which is both intellectually and monetarily rewarding. Demand, across the hierarchy illustrated here, will likely far outstrip supply.

• Startups and Recruitment Process Outsourcing (RPO) are emergent trends associated with rapidly increasing scale of hiring. The next edition of the report would elaborate on these trends.

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ESI IMPLEMENTATION FOR NEW AREAS IN UTTARAKHAND

ESI implementation for new areas in Uttarakhand.

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ESI IMPLEMENTATION FOR NEW AREAS IN KERALA

ESI implementation for new areas in Kerala.

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ESI IMPLEMENTATION FOR NEW AREAS IN BIHAR

ESI implementation for new areas in Bihar.

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UTTARAKHAND RATES OF WAGES REVISED UNDER MINIMUM WAGES ACT 1948

Uttarakhand rates of Wages Revised under Minimum Wages Act 1948.

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KERALA CONSUMER PRICE INDEX NUMBERS REVISED UNDER MINIMUM WAGES ACT 1948

Kerala Consumer Price Index numbers revised under Minimum Wages Act 1948.

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