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1、November 2023Research PartnerIndustry PartnerIndia Tech Industry Digital Talent Demand and Supply Analysis 2023ForewordIndia currently stands as the worlds primary sourcing hub with one of the most extensive pools of technically skilled graduates globally.The demand for IT professionals has seen con

2、sistent growth,notably in digital skills such as AI,Data Science,Cloud Computing,Information Security,and Blockchain.This surge is driven by the increasing demand for new technologies which are finding their application across industries.This focus on new technologies have pushed all stakeholders in

3、cluding governments to focus on skilling including tech focused reskilling.In 2023,the Indian government allocated a substantial budget of Rs 3,517.31 crores to enhance workforce competitiveness across industries.This funding is directed towards the establishment of 30 Skill India International Cent

4、ers,which will serve as gateways to global job opportunities and offer courses in cutting-edge fields like Industry 4.0,AI,robotics,mechatronics,IoT,and drones.The budget also caters to the National Apprenticeship Promotion Scheme,providing stipends to 47 lakh youth over the next three years.It furt

5、her supports the Pradhan Mantri Kaushal Vikas Yojana(PMKVY)4.0,which focuses on on-the-job training for short-term and industry-specific courses.In this report nasscom in partnership with Draup has conducted a comprehensive study to understand Indias tech talent landscape in various job functions,lo

6、cations,and technologies.The study shows that India has a relatively low demand-supply gap of tech talent at 25-27%,compared to other tech leaders such as the USA,China,UK,Canada,and Australia.India also boasts one of the highest annual supplies of STEM graduates,with 2.5 million graduates,and leads

7、 globally in STEM women graduates,with a share of 43%to 48%.This study delves into the analysis of Indias digital talent across diverse job families,examines the distribution of digital talent in mature hubs and emerging locations within India,and spotlights emerging skills that will shape the futur

8、e.With a rapidly expanding talent pool and increasing investments in learning and development initiatives,the demand environment in India is exceptionally positive,ensuring that the workforce is well-prepared for future challenges.To continue the growth on this path it remains crucial for all stakeh

9、olders to take the necessary steps which will position India as the Digital Talent Nation to the World.We hope you find the insights shared in the report useful.Do send us your feedback and suggestions.Kirti Seth CEO,IT-ITES Sector Skills Council,NasscomSashi Kumar Head of Sales India,IVijay Swamina

10、than Co-founder&CEO,DraupContentsKey Objectives04Indias Tech Industry Digital Talent Landscape11Executive Summary06Tech Industry Digital Talent Demand Supply Analysis for FY202817Recommendations26Global Talent Landscape08India Advantage20Appendix:Reskilling Case Studies&Pathways30Appendix:Glossary,T

11、axonomy&Methodology45Key Objectives#15India Tech Industry Digital Talent Demand and Supply Analysis 2023Key ObjectivesGlobal tech talent landscape and Indias position on the global mapTThe focus of this report is on studying the following topics:Digital Tech Talent Landscape in India Talent Distribu

12、tion among digital Job Families Skill Cluster Analysis Job Roles Analysis Digital Tech Talent Demand,Supply and Gap ProjectionsIndia Advantage Leading STEM Graduate Supply Fresh Talent Hotspots across the Country Focus on L&D Across OrganizationsRecommendations&Best Practices Talent Sourcing Strateg

13、ies Measures to Address Talent Supply Gap Case Studies Showcasing Best Practices#1#2#3#46Report|November 2023Executive Summary#27India Tech Industry Digital Talent Demand and Supply Analysis 2023Executive Summary At 34-36%USA has the highest demand supply gap for tech talent for 2023,followed by the

14、 UK at 30-32%India and China exhibit the highest reskillability index supported by huge talent reserve showcasing their ability to enhance digital tech talent by upskilling their existing workforce India has the lowest tech talent demand supply gap at 25%-27%among global tech leaders such as the USA

15、,UK,Canada,and Australia In 2022-23,India had one of the worlds largest annual supplies of STEM graduates,at 2.5 million,also achieving a globally leading female diversity ratio of 43-48%Tier 2/3 cities contribute to around 60%of Indias recent graduates from engineering,arts,and science colleges L&D

16、 professionals in India expect a heightened emphasis on Learning and Development(L&D)initiatives in 2023,compared to their global counterparts Shift to Skill Based Organizations with companies leveraging a common skills framework for career progression and employee retention Employers to focus on ad

17、opting new talent-sourcing methods to close the digital demand-supply gap Government,Educational Institutions,Enterprises,and Skills Councils continue to work together on varied initiatives to address the skills gap Tech Industry in India currently employs over 5.4 million people,with digital accoun

18、ting for 36%-38%of the industrys workforce AI&Big Data Analytics and IoT are the top technology skills with the highest demand supply gap of over 50%The job landscape is continuously evolving with Quantum Computing,Blockchain,and AR/VR spearheading the future with towering complexity and future dema

19、nd 6 Mature Tech Hubs(Bengaluru,Hyderabad,Delhi,Mumbai,Chennai,Pune)collectively represent around 85%of Indias digital talent pool Digital talent gap for the tech industry is expected to widen from the current 25%to 28-29%in 2028,an increase of 2.8X with the demand for digital talent anticipated to

20、cross 6 million Fresher addition to digital talent supply pool is expected to increase 2X by 2028,and they will account for 16-18%of total digital talent supply;remaining will need to be addressed through re/up skillingTech Talent Global Overview#1#2#3#4Indias Tech Talent StrengthsRecommendationsTec

21、h Industry Tech Talent-India8Report|November 2023Global Talent Landscape#39India Tech Industry Digital Talent Demand and Supply Analysis 2023Emerging skills like AR/VR,Quantum Computing,Robotic Process Automation,NLP,and Deep Learning are currently in high demand.Note:The analysis has been conducted

22、 taking into consideration“Rate of Change in Skills across Employed Professionals”and“Employed Talent across a Particular Skill”over the years.Insights for the period 2021-30 have been derived by statistical extrapolation of rate of adoption of technologies and skills over the period 2018-23.The abo

23、ve analysis is not exhaustiveSource:Draup Talent DatabaseGlobally,Tech Skills&Job Roles are continuously evolving SQL IT Network Systems Web Development Data Analytics Computer Programing (C/Java)Web development(PHP)Mobile Development Big Data Cloud Computation Data Analyst Web/Application Developer

24、 Cloud ArchitectTraditional SkillsDisrupted SkillsEmerging SkillsEmerging Job Roles Web&Mobile Development AI/Big Data Cloud Computation Network/Hardware Testing Accounting&Data Management Customer Service AI/ML Low Code Development Cyber Security Data Scientist DevOps Engineer Cybersecurity Analyst

25、 Machine Learning Engineer ML/AI Low Code Automation 5G Cyber Security Cloud Computation IT Network and Systems Management Data Center Management AR/VR Quantum Computation Robotics Process Automation NLP Deep Learning AR/VR Developer Quantum Computing Engineer RPA Developer Quantum Algorithm Develop

26、er2000-20102011-20202021-203010Report|November 2023India and China lead the way in tech talent reskillability with a huge talent reserveSource:Draup Talent Database Note:1.Reskillability Index -Defined by estimated growth in Digital Tech Talent pool that can be gained by reskilling the workforce.Tec

27、h talent in tech Industry includes Core tech talent in tech industry and digital tech talent in tech industry(Core+Digital tech talent)Unlocking Global Tech Talent PotentialGlobal Tech Talent in Tech Industry Landscape Size of Bubble indicates the Total Tech Talent supply as during July 2022 to June

28、 2023Total Tech Talent Supply and Talent demand-supply gap is displayed adjacent to each countryThe exhibit above presents a global overview of the talent landscape,including the total tech talent supply,Talent demand-supply gap,and the Reskillability Index.Key Insights Among the countries with the

29、large tech talent pools,India and China boast the lowest demand-supply gap.This favorable situation can be attributed to their strong reskillability with huge talent reserve,showcasing their ability to enhance digital tech talent by upskilling their existing workforce driven by robust education syst

30、ems,and the proactive efforts of respective governments to cultivate a skilled workforce capable of meeting the growing demands of the tech industry40%34%28%38%32%26%36%30%24%22%11India Tech Industry Digital Talent Demand and Supply Analysis 2023Indias Tech Industry Digital Talent Landscape#412Repor

31、t|November 2023Tech Industry in India currently employs over 4.6 million tech professionals(core and digital),representing more than 80%of the industrys workforceSource:Draup Talent DatabaseIndia-Tech Industry Employee Base&Tech TalentTech Industry Employee Base Trend LineThe above area graph provid

32、es a visual depiction of the workforce composition within Indias technology sector over the last three financial years2021,2022,and 2023.The graph segments the total number of employees into three key categories:core tech talent,digital tech talent,and non-tech talent.CAGR is the Compounded Annual G

33、rowth rate for the period starting from March21 to March23.Core Tech TalentMar214.65 MMar225.10 MCAGR 7-8%Mar235.39 MNon-Tech TalentDigital Tech TalentTech Industry Employee BaseKey Insights Majority of the growth in the tech talent base is driven by the digital tech talent,which in turn is rising f

34、rom the escalating demand for digital skills and technologies from rapid digital transformation of businesses.Additionally,organizations have prioritized upskilling and reskilling initiatives to bridge skill gaps in emerging tech job functions by encouraging a shift from core tech talent to digital

35、tech talent Core tech talent has remained relatively stable over the past three years,maintaining a workforce ranging between 2.5 2.6 million professionals.This stability is attributed to the maturity of core tech roles,which have reached workforce saturation913 K1.94 M2.54 M13India Tech Industry Di

36、gital Talent Demand and Supply Analysis 2023Key InsightsSource:Draup Talent DatabaseAI&Big Data Analytics continues to exhibit the most significant demand-supply gapDigital Talent across key Job Families as of July 2022 Jun 2023The above graph provides a comprehensive view of the talent landscape in

37、 India for the period from July22 to June23,focusing on the demand,supply,and critical demand-supply gap for digital talent across multiple technology domains.Note-Talent within job families is not mutually exclusive,with a horizontal tech talent overlap across job families.The data given is not com

38、parable with previously published data as definitions have been changed.Definition-Talent Supply is defined as the Installed Tech industry talent pool or employee base Talent Demand is defined as“Fulfilled Demand(Installed Talent)+Unmet Demand(Open Job Postings)”Demand Supply Gap as a%of SupplyAmong

39、 all digital tech job families,the AI&Big Data Analytics job family exhibits the most significant demand-supply gap.Within this domain,the highest gap is observed in the 6+years of experience category,with more than 85%of talent supply.=50%-High30 50%-Medium30-Low Within the realm of Web and Mobile

40、Development,new and emerging digital skills is gaining a prominent role,comprising 40-45%of current job prerequisites.Presently,the focus in Mobile and Web Development centers is on devising innovative strategies that enhance the overall user experience.This includes the creation of SuperApps and mu

41、ltiplayer plugins,contributing to a more immersive and engaging user interface that sustains prolonged attention The AI&NLP talent pool has significantly expanded approximately 1.5X since June 2021.However,the talent demand and supply gap remains,as the introduction of generative AI technology in 20

42、22 has triggered a notable surge in demand for AI talent,which was already high across the tech industry In case of cloud computing skills like Hybrid and multi-cloud expertise,Infrastructure as Code(IaC)proficiency,and Containerization are currently experiencing an exceptional surge in market deman

43、d,reflecting the evolving needs of organizations in this dynamic digital era Across all the digital talent job families the most significant talent gap exists within the 3-5 and 6-10 years of experience levels,encompassing over 50%of unmet job openings.This is because professionals in these experien

44、ce ranges are expected to possess a deeper understanding of cutting-edge technologies and the capability to handle intricate projects.Talent DemandTalent Supply14Report|November 2023Mix of high and low complexity roles within quantum,blockchain,AR/VR,mobile and web development spearhead future talen

45、t demandSource:Draup Talent DatabaseNote:Other industries include logistics,Education industries,etcJob Role Adoption&Complexity Overview(within Digital Job Families)Job Role Analysis Digital Job FamiliesThe exhibit above illustrates traditional,emerging,and future-looking roles based on Job role cl

46、usters complexity and adoption levels.LowLowHighHighJob Role ComplexityJob Role Adoption Level 15India Tech Industry Digital Talent Demand and Supply Analysis 2023The future will see demand for skills such as Quantum Machine Learning Frameworks and High-Performance Computing Tools where complexity m

47、eets innovation head-onSkill Clusters Adoption&Complexity Overview within Digital Job FamiliesSkill Cluster Analysis within Digital Job FamiliesSource:Draup Talent DatabaseNote:Talent within technology is not mutually exclusive,with a horizontal tech talent overlap across technology.The exhibit abov

48、e illustrates traditional,emerging,and forward-looking skills based on skill clusters complexity and adoption levels.16Report|November 2023Six mature Tech hubs account for around 85%of Indias total Digital Tech talentNote:AICTE(All India Council for Technical Education),AISHE,Draup Talent DatabaseIn

49、dias Digital Talent HotspotsShare of Digital Talent Across Mature and Emerging Tech HubsMature Tech HubsMajor Emerging Tech HubsEmerging Tech Hubs together account for 11%-15%Key Insights Bengaluru has a significantly larger pool of digital tech talent compared to other Mature Tech hubs in India App

50、roximately 100,000 people(in the target talent pool)residing in the emerging and other tech hubs are highly proficient in the latest digital technologies In the last two years,the digital technology talent pool in emerging and other tech hubs across the country has experienced a significant increase

51、 of approximately 20-23%.This growth can be linked to several key advantages that these emerging hubs offer,including the swift development of infrastructure,a rising number of startups,cost savings in terms of talent acquisition,and more affordable real estate rental expenses17India Tech Industry D

52、igital Talent Demand and Supply Analysis 2023Tech Industry Digital Talent Demand Supply Analysis for FY2028#518Report|November 2023 Moderately favorable economic policies with entry barriers and geopolitical factors remaining as it is Specific technology-based growth,will increase demand for new tec

53、hnology job roles to set the ground for large scale use of new technologies(for example for using generative AI a lot of background data and processes needs to be set so that people can use gen AI)Adoption of technology will enable cost benefits for clients-which will drive demand for the technology

54、 industry thus creating larger demand for right skilled people Focus on new technologies will drive reskilling and upskilling-making it an important investment focus across tech companies Digital Tech Talent Demand-Supply and GapFresh Talent Supply Transitioning to Digital RolesSource:Draup Talent D

55、atabaseDefinition-Talent Supply refers to the installed tech talent for the year 2023.Talent Demand is defined as“Fulfilled Demand(Installed Talent)+Unmet Demand(Open Job Postings)”Tech Industry Digital Tech Talent Demand,Supply&Gap Projections Demand supply gap for digital talent expected to widen

56、from the current 25%to 28%-29%in 2028,an increase of 2.8X In MillionKey InsightsProjections based on the following key assumptions Digital tech talent demand supply gap is expected to increase from 0.5 million in 2023 to 1.4 million in 2028 diven by a push in demand for digital roles across technolo

57、gies such as AI,Big Data Analytics and IoTHowever,still fresher talent output can only address 16-18%of demand,making reskilling and upskilling the key strategies to meet the growing demand and supply for digital talent With the current growth rates freshers can only fill-in 16%-18%of the total digi

58、tal talent supply by 2028 The remaining supply will have to be met through reskilling and upskilling the current workforce in new age skilling,which is increasingly becoming a key focus across the tech industry and the government Based on the past trends the fresh talent which can transition in digi

59、tal roles is expected to grow 2X by 2028 compared to 2020 The fresh talent pool available for digital roles can grow considerably by creating a more effective university curricula in line with the industry needsDemand38%1.81.3FY21FY22FY23Jul-22/Jun-23Jul-27/Jun-281.62.22.42.65.9-6.14.5-4.70.51.41.92

60、.134%25%25%28-29%Digital Talent Demand Supply Gap(%)Supply2028P85K-95K2023E60K-62K202045K-50K6%-7%7%-8%19India Tech Industry Digital Talent Demand and Supply Analysis 2023To create an up-skilling/re-skilling ecosystem in emerging and futuristic technologies to facilitate continuous enhancement of sk

61、ills as well as knowledge of IT professionals in line with their aspirations and aptitude Build an industry-led,government approved skilling ecosystem to equip learners to be employable and stay relevant To create India digital talent stack to accelerate India on the journey towards building skills

62、and becoming the global-hub of talent for emerging technologiesSource:Draup,nasscom,Future Skills Prime FutureSkills Prime-Indias Technology Skilling Hub is a joint initiative by nasscom&MeitY,aimed at making India a Digital Talent Nation.Key ObjectiveCase Study15.89 Lakh+signupsSince its inception

63、in October 2021,FutureSkills Prime has 15.89 lakh+signups,85%of whom comprise of the youth,a step forward in making India the Digital Talent Nation of the world.6.61 Lakh+learners enrolled6.61 Lakh+learners have already enrolled for aligned and non-aligned courses.FutureSkills Prime is working close

64、ly with the industry and academia to provide internship opportunities to meritorious students,helping them launch their careers.A marketplace and aggregator of global quality courses,the upskilling ecosystem is providing an opportunity to learners to be at par with international technology trends.15

65、.89 Lakh+Signups by Learners on the FutureSkills Prime portal2000+100+80+15Academic InstitutesCorporate PartnersTraining&Content PartnersGovernment Partners92 Lakh+Digital Fluency badges for course completion6.61 Lakh+Enrolments for courses on Emerging Technology&Professional Skills41%Women enrolmen

66、t enabling women to kickstart/restart their careers20Report|November 2023India Advantage#621India Tech Industry Digital Talent Demand and Supply Analysis 2023India has the worlds largest annual supply of STEM graduates,at 2.5 million,with 33-34%of undergraduate students choosing STEM degreesFrom thi

67、s share,only 14%become scientists,engineers,and technologies.India now holds the 6th position worldwide in terms of students choosing degrees in the STEM fields(by Levels)Total STEM SupplyB.Tech Engineering EnrollmentsUG STEM GraduatesM.Tech Engineering EnrollmentsPG STEM Graduates(2022-2023)(2022-2

68、023)(2022-2023)(2022-2023)(2022-2023)Indias Strengths Stem Graduates Supply2.5 M2.3-2.4 M2.1 M0.14-0.16 M43-48%33-34%0.40 MUnder-Graduates,Post-Graduate(includes Ph.D.).Graduate STEM Talent Across IndiaIndia-STEM Education SplitFemale Diversity STEM Graduates2022-2023STEM Graduates as%of total Unive

69、rsity graduates2022-2023Source-World Economic Forum,Draup Database,AISHE,OECD Note:1.STEM stands for Science,Technology,Engineering and Mathematics.Data has been triangulated from multiple sources including AICTE(All India Council for Technical Education),talent profiles from Draups database,AISHE2.

70、AI Skill Penetration Rate shows the prevalence of AI skills across occupations,or the intensity with which LinkedIn members use AI skills in their jobs(Sourced from OECD Website).India boasts a significantly higher relative AI skill penetration rate,surpassing the G20 average by more than 3X.Additio

71、nally,the country is witnessing a rising AI literacy rate among its youth.Indias AI ecosystem is dynamic,featuring numerous startups,initiatives,and platforms that leverage AI to enrich educational outcomes and create new opportunities22Report|November 2023Tier 2 and Tier 3 cities in India collectiv

72、ely contribute to 60%of fresh graduates in engineering,arts,and science collegesNote:STEM stands for Science,Technology,Engineering and Mathematics.Data has been triangulated from multiple sources including AICTE(All India Council for Technical Education),talent profiles from Draups database,AISHE1.

73、The insight is sourced from Article by“ATL Sarthi Document”University Hotspots for Fresh TalentTop 15 Fresh Talent Hotspots-IndiaTier 1 LocationsTier 2 LocationsTotal fresh talent supply(STEM graduate)count is displayed above each MSA(city)Key Government Initiatives Supporting STEM Supply in the Cou

74、ntry Since 2021,the governments Atal Tinkering Labs(ATLs)program has set up over 10,0001 tinkering labs in schools nationwide.These labs offer students access to diverse tools and materials,enabling activities that foster creativity and exploration,serving as spaces where young learners can work wit

75、h tools to understand STEM concepts The“Vigyan Jyoti”scheme addresses gender disparity in Indian STEM fields.Starting in schools,it targets high-achieving girls in grades 9-12,encouraging STEM education and careers.Since its launch in 2019-20,the Vigyan Jyoti scheme has motivated 30,451 girls to emb

76、race STEM through these interventions.23India Tech Industry Digital Talent Demand and Supply Analysis 2023Beyond technical skills,competencies like continuous learning,analytical thinking,and problem-solving are essential across all career levels.Professional Skills Clusters of Tech TalentSource:Dra

77、up Talent Database Note:Draup analyzed relevant job descriptions(JDs)and defined the required skill proficiency of professional skills for tech talent specifically.Years of experience refers to the total amount of experience an individual has in their career.HighSkill RequirementLowMedium24Report|No

78、vember 2023Organizations that prioritize skill-based hiring and foster a culture of internal mobility through investments in upskilling and learning opportunities will enhance their ability to attract and retain high-potential talentGlobal Learning&Development PrioritiesPrimary Focus of L&D Programs

79、 Globally in 2022*Leadership and management trainingDiversity,equity,and inclusionUpskilling and reskilling employeesDigital upskilling/digital transformationLeadership and management training programs typically cover topics such as project management,decision-making,team building,strategic planning

80、,and other skills necessary for successful leadership and managementDiversity,equity,and inclusion training is essential for promoting a more diverse workforce and fostering a workplace culture that values and supports every individual,regardless of their background or identityThis entails employees

81、 enhancing their skills proficiency and acquiring new skill in the latest technologies and tools that align with industry trendsDigital upskilling focuses on developing individual skills,while digital transformation addresses the broader transformation of an entire organization to leverage digital t

82、ools and processes for strategic advantage48%26%46%26%*Share of L&D professionals globallySource:LinkedIn Learning 2022 Workplace Learning Report,LinkedIn Learning 2023 Workplace Learning Report25India Tech Industry Digital Talent Demand and Supply Analysis 2023Source:.LinkedIn Learning 2023 Workpla

83、ce Learning ReportL&D Professionals expecting an increase in L&D Budget Allocation in 2023*Upskilling employees,aligning learning programs to business goals,creating a culture of learning,and improving employee engagement are the top focus areas of L&D leaders in India for 202341%of the L&D Leaders

84、expect an increase in the L&D budget in 202371%of the L&D Leaders in India expect an increase in the L&D budget in 2023Learning&Development Priorities for Indian Organizations Approximately 41%of L&D professionals worldwide are expecting their budget to increase.In India,a significant 71%of L&D prof

85、essionals across various business functions are also anticipating an increase in their budget.This trend highlights the growing trust and belief in Indias talent potential among L&D professionals.94%of L&D professionals in India believe that proactively building employee skills will help navigate th

86、e evolving future of work.*Share of L&D professionals globallyMore than 80%of L&D professionals agree its less expensive to reskill a current employee than hire a new one,and L&D is becoming a more strategic functionKey Insights41%Global71%India26Report|November 2023Recommendations#727India Tech Ind

87、ustry Digital Talent Demand and Supply Analysis 2023Employers are adopting new talent-sourcing methods to close the digital demand-supply gapInvolves hiring candidates with skills related to or complementary to the tech skills needed for the role.For example,an organization may hire a graphic design

88、er with some coding experience or a data analyst with some web development skills.This way,the organization can leverage the existing skills of the candidates and provide them with training or mentoring to fill the existing skill gaps.Allows existing employees to learn new skills or technologies rel

89、evant to the companys goals.For example,an organization may offer online courses,workshops,or boot camps to help employees develop cloud computing,artificial intelligence,or cybersecurity skills.This way,the organization can retain and upskill its current workforce and create a culture of continuous

90、 learning.This strategy involves collaborating with schools,colleges,or universities to create tech talent pipelines.For example,an organization may sponsor scholarships,internships,or hackathons for students interested in pursuing tech careers.This way,the organization can build its employer brand

91、and attract fresh talent eager to learn and grow.Tech professionals utilize unconventional platforms for sharing code,seeking answers,and collaborating,making them excellent sources for finding skilled individuals.For Example,GitHub,a popular platform for code sharing and collaboration,enables tech

92、professionals to display their skills and participate in projects.Recruiters can explore GitHub profiles to identify highly skilled individuals,providing access to a pool of proficient tech talent.This approach places a higher value on evaluating candidates skills and potential rather than solely re

93、lying on their credentials or experience.Although experience is considered,it is not the only determining factor.This technique assesses candidates potential to succeed in their roles,prioritizing practical skills and relevant experience over formal degrees.This strategy is still in its early stages

94、,and companies are gradually exploring additional methods for implementing it.For example,an organization may use online tests,projects,or portfolios to evaluate candidates coding,design,or data analysis skills.This way,the organization can widen its talent pool and reduce bias in hiring decisions.H

95、iring Adjacent TalentConducting Cross-Training ProgramsPartnerships with Educational InstitutionsTalent Sourcing from Unconventional PlatformsSkill-Based HiringTalent Sourcing Strategies Adopted by Tech OrganizationsTalent Sourcing StrategiesExplanationSource:News Articles,Draup Talent Database28Rep

96、ort|November 2023Government,Educational Institutions,Organizations,and Skills Councils play a vital role in addressing the skills gapMeasures to Address the Skills gapSource:Draup Talent Database,nasscomIndustry-Academia Partnerships Internships and ApprenticeshipsGovernment Funding and IncentivesDi

97、gital InfrastructureCurriculum DevelopmentReskilling and Upskilling Gender InclusivityIndustry-academia partnerships,on both national and global scale,to provide specialized training,certifications,and educational programs aligned with the industrys needs in the technology sector.Establish partnersh

98、ips between universities and tech companies that allow students to gain real-world experience where industry mentors can provide on-site training,exposing students to practical challenges and solutions.Government can allocate budgets and offer incentives to educational institutions to adopt modern t

99、echnology.It can also provide incentives,such as tax breaks or grants,to companies investing in employee training and development.To make the students digitally literate,schools and colleges should prioritize upgrading their IT infrastructure,use up-to-date IT tools and resources,and offer a wide ra

100、nge of online courses,educational resources,and digital skills development.The government should encourage schools and universities to teach new subjects such as digital technologies and revise the education curriculum more frequently to align with industry needs.Invest in continuous learning and up

101、skilling programs for employees to provide new education,training,and certification opportunities around emerging technology areas and foster skills development.To tap into a vast pool of untapped talent,government,and organizations can encourage women to pursue careers in technology by implementing

102、 women focused training programs and prioritizing transferable skills over experience,to fill the skills gap in the tech sector.29India Tech Industry Digital Talent Demand and Supply Analysis 2023Governments across the globe are making efforts to address the skills gap by launching skilling focused

103、initiatives and strategic collaborations with technology organizationsGlobal Skills Initiatives&ProgramAI Singapore(AISG)was established by the National Research Foundation in 2017.It is a national program for AI that brings together Singapore researchers and companies to jointly develop innovative

104、AI solutions and grow a pipeline of AI talent for the industry.In July 2023,AISG announced an award of up to S$20 million in research funds to tackle challenges associated with the growing adoption of AI in emerging applications,further strengthening Singapores AI capabilities.In December 2022,the“D

105、ata Science for Everyone”program launched,aiming to assist 100+school districts in using ARP(American Rescue Plan)and other funds to start and expand data science education.This effort is set to significantly impact around 200,000 students,with a focus on Title I(approx.30%)and rural areas(approx.30

106、%).It will also establish working groups in 10 states to enhance teacher training in emerging technology education.Furthermore,a research and development campaign will be launched with the goal of enabling students with disabilities and other learning differences to participate in data science educa

107、tion by 2025 actively.National Skill Development Corporation(NSDC)announced its collaboration with Camu in May 2023 to offer Higher Education Institutions a wide range of capabilities,including end-to-end placement preparation,mentoring by industry experts,specialized skilling programs,student entre

108、preneurship programs,test preparation for K-12(IIT JEE,NEET),IAS,IPS,GATE,international admissions,and more.The Industry-Academia Collaborative Grant is a part of the Going Global Partnerships program initiated by the British Council to promote collaboration between industry and academia.It is avail

109、able to all UK and Indian Higher Education Institutions and industry applicants.The grant aims to build stronger,more inclusive,industry-connected higher education systems that support global development impacts.As of 2023,Going Global Partnerships has strengthened the India-UK Higher Education ties

110、 in the last two years through grants amounting to GBP 1.94 million,benefitting 155 universities in India and the UK,and supporting 13 industry collaborations.In September 2023,IBM collaborated with Indias Ministry of Education(MoE)and Ministry of Skill Development and Entrepreneurship(MSDE)to provi

111、de tailored courses via IBM SkillsBuild.The partnership targets Indian youth,offering courses on AI,cybersecurity,and cloud computing at school,higher education,and vocational levels.IBMs aim is to empower youth with digital skills,aligning with its commitment to upskill 30 million individuals by 20

112、30.In November 2022,Bennett University in Noida,announced a collaboration with Salesforce,leveraging its online learning platform,Trailhead,to equip students with the in-demand skills for a digital first economy.This collaboration integrates industry-specific knowledge into the curriculum and provid

113、es avenues for students and faculty members to learn the digital skills needed for the future.NSDC partners with CamuEdTech to bridge the industry,and academia gapGoing Global Partnerships Industry-Academia Collaborative GrantIBM collaborates with the MoE and the MSDE to scale digital skills trainin

114、g in IndiaBennett University collaboration to bridge the Industry-Academia gap in digital skillsArtificial Intelligence Singapore(AI SG)U.S.Department of Education InitiativeSource:Draup Talent DatabaseNote:The list of use cases and examples is not Exhaustive 30Report|November 2023AppendixReskilling

115、 Case Studies&Pathways#831India Tech Industry Digital Talent Demand and Supply Analysis 2023Organizations are observed to provide training to current employees in skills like Cloud Deployment and Data Analytics,preparing them for transition to Data Engineer positions Organization Corporate Digital A

116、cademy offers upskilling programs that can help Business Analysts learn the skills they need to become Data Engineers These programs cover topics such as Data Science,Machine Learning,Artificial Intelligence,and Cloud Computing Identify opportunities for process improvements within the team,such as

117、automation,and advise on solutions Build distributed,reliable,and scalable data pipelines to ingest and process data analytics in real-time Develop and implement data pipelines that extract,transform,and load data into information that helps to inform others of fraudulent or suspicious behaviors Tra

118、nslate business and functional requirements into robust,scalable,operable solutions that work well within the overall data architecture Evaluate and plan software designs,test results,and technical manuals Business Analysts have prior experience in handling and running SQL queries on large datasets

119、to identify and generate insights,this skill can be expanded to include knowledge of computer programming languages,database development,data/ETL pipelines development and optimization as well as cloud services to transition to Data Engineer job role Data Engineering And Analytics:Data Mining,Data E

120、ngineering,Data Warehousing,Apache Spark,Hadoop,Data Analysis,Data Pipelines,Big Data,Extract Transform Load(ETL)AWS Technologies:AWS Glue Programming Languages and Algorithms:Python,Java Database Skills:SQL Robotic Process Automation(RPA):Blue Prism,UiPath,Robotic Process Automation(RPA)Cloud Deplo

121、yment,Scaling And Management:Amazon Web Services(AWS)Uncategorized:Improvisation,Organizing,Ownership,Leadership,Methodical Organization transitioned its Business Analysts to Data Engineers to fill vacancies created by the burgeoning demand for building and maintaining large data assets of their cus

122、tomers Employees who undertake this transition get the opportunity to work in high-demand,technical job roles with higher payReskilling Case Study 1/4Business AnalystPremiseCapabilitiesEmployee Incentive for ReskillingSkillsOrganizational BenefitsData EngineerReskilling StoryReskilling Story Results

123、Source:Draup Talent Database32Report|November 2023Organizations are observed to provide training to current employees in skills like Cyber Security and cloud Deployment,preparing them for transition to Cloud Architect roles Organizations have been investing in making their Azure cloud computing serv

124、ice attractive to healthcare for applications and services,and to seamlessly achieve these goals,there is a need for Cloud Architects in the company Design and developing solutions,infrastructure,software,applications,and data models Regularly evaluate cloud applications,hardware,and software Create

125、 and manage cloud-based systems Design/Implement/Test Disaster Recovery Develop cloud design patterns and architecture framework required for the project implementation Provide technical oversight in the development of enterprise security architecture solutions Cloud tech professionals are in-demand

126、 and have better compensation levels as well,this motivates DevOps Managers to transition into Cloud Architects The additional skills required by DevOps Managers to successfully transition to Cloud Architects include configuration management,unstructured data technologies,visualization tools,machine

127、 learning tools,cloud services and cloud infrastructure Cloud Deployment,Scaling And Management:Cloud-Native Architecture,Microsoft Azure,Cloud Computing,Cloud Infrastructure,Amazon Web Services(AWS),Kubernetes Operating Systems:Linux Cybersecurity:Cloud Security Database Skills:SQL Programming Lang

128、uages and Algorithms:Python Containers&Virtualization:Virtual Machines Uncategorized:Methodical,Ownership,Change Management Through this transition,Cloud Architects helped Organizations make informed decisions about resource allocation,scaling,and optimizing cloud spending,leading to significant cos

129、t savings With a background in DevOps,transitioning to a Cloud Architect role led to the optimization of DevOps practices within the organizationReskilling Case Study 2/4DevOps ManagerPremiseCapabilitiesEmployee Incentive for ReskillingSkillsOrganizational BenefitsCloud ArchitectReskilling StoryResk

130、illing Story ResultsSource:Draup Talent Database33India Tech Industry Digital Talent Demand and Supply Analysis 2023Organizations provide training to current employees in skills like Software Deployment,Programming Language,preparing them for transition to RPA Developer roles Organizations implement

131、ed Robotic Process Automation(RPA)to navigate complex tax regulatory landscape,broad spectrum of processes,email response collation,scheduling meetings to statutory compliance and reporting activities Design,develop,and Deploy RPA solutions as well as non-RPA scripting solutions to drive efficiencie

132、s and process improvement in Operations Design and develop integration and automation solutions Support in testing activities,including integration testing,end-to-end(business process)testing,and UAT Setting up,testing,and monitoring automated workflows to ensure that business processes function at

133、optimum efficiency without risk of error Deploy RPA components including bots,robots,development tools,code repositories,and logging tools This led to a demand for RPA Developers to Automation of tax verification,filing,and because reconciliation eliminates human errors and financial loss Full Stack

134、 Engineers transitioned themselves into RPA Developers by acquiring skills in RPA tools,Process Automation/Integration IT,Java,.NET development,and SQL Programming Languages and Algorithms:Java,C#Software Development:Automation Anywhere,.NET Framework Database Skills:SQL Robotic Process Automation(R

135、PA):Blue Prism,UiPath,Robotic Process Automation(RPA)SDLC and Waterfall methodologies scripting languages such as VBScript,Python,JavaScript Uncategorized:Improvisation,Organizing,Ownership,Leadership,Methodical Through this transition,Infosys addressed skill gaps in emerging technical domains by im

136、plementing cost-effective reskilling programs,simultaneously fostering stronger employee loyalty within the companyReskilling Case Study 3/4Full Stack EngineerPremiseCapabilitiesEmployee Incentive for ReskillingSkillsOrganizational BenefitsRPA DeveloperReskilling StoryReskilling Story ResultsSource:

137、Draup Talent Databas34Report|November 2023Organizations are observed to provide training to current employees in skills like Network Security,Software Development,preparing them for transition to Blockchain Engineer roles The organization introduced a digital health passport solution to battle COVID

138、-19 health clearance bottlenecks at various international airports This feature uses blockchain encryption technology to protect the user data,and therefore,there is a need for Blockchain Engineers Research,design,develop,and test blockchain technologies Brainstorm and help evaluate applications for

139、 new tools and technologies as they continually evolve Stay current with the latest blockchain developments and best practices Collaborate with design,art,production,and leadership teams to specify and build features and development tools for our games Insist on the highest standards of architecture

140、 and optimization and think toward the future as you create features for our millions of players A Data Analyst has a wide scope with a specialized job role and better pay as a Blockchain Engineer,which motivates them to transition Data Analysts are building upon their programming skills and acquiri

141、ng additional skills such as web development,blockchain architecture,data structures,and cryptography to transition into Blockchain Engineers successfully Software Development:GitHub Cybersecurity:Encryption Programming Languages and Algorithms:TypeScript,Java,C+,JavaScript,Solidity,Go(Programming L

142、anguage)Network Security:Cryptography,Blockchain Wealth Management&Advisory:Ethereum Data Engineering And Analytics:Data Structures Cloud Service Providers such as Amazon AWS,Microsoft Azure Kubernetes Tools such as cAdvisor,Falco Uncategorized:Methodical,Ownership,Improvisation Through this transit

143、ion,Blockchain Engineers helped integrate blockchain into organizations systems,making data transactions more secure and tamper-proof By transitioning to a Blockchain Engineer,the organization improved its data security practices and protected sensitive informationReskilling Case Study 4/4Data Analy

144、stPremiseCapabilitiesEmployee Incentive for ReskillingSkillsOrganizational BenefitsBlockchain EngineerReskilling StoryReskilling Story ResultsSource:Draup Talent Database35India Tech Industry Digital Talent Demand and Supply Analysis 2023Several job roles from diverse job families have demonstrated

145、the potential for transitioning into a Data Scientist job role.For example,Marketing Analysts can pursue a career path that serves as an intermediate step to bridge the considerable skills gap and transition into Data Scientist rolesTop 8 most common starting and intermediate roles for becoming a Da

146、ta ScientistReskilling Journey Data Scientist1.1/52,90,000+2,19,000+Starting Roles Python DeveloperPHP DeveloperProgrammer AnalystMarket Research AnalystTechnical Support EngineerMarketing AnalystFraud AnalystActuarial AnalystHighLowNo.of observationsIntermediate Roles Software Development EngineerA

147、pplications Developer/EngineerBackend EngineerData EngineerStatisticianData AnalystBusiness AnalystQuantitative AnalystEnd Roles Data ScientistTransitions Developed using DRAUP Reskilling Module.*Starting roles are expected to transitions into respective role Intermediate role|Source:Draup Talent Da

148、tabase|Note:Skill level data has been extracted from DRAUP Reskill Navigator.The time durations mentioned are based on preliminary analysis considering 60 hours of dedicated learning per month,subject to change upon deeper analysisProfiles analysed for Data ScientistRecorded actual transitions to be

149、coming a Data ScientistReskilling TransitionUpskilling TransitionLong-term:6+Months*Short-term:6 Months*Transitioning to relevant intermediate positions before becoming a Data Scientist is a strategic career path that utilizes existing skills effectively.For instance,Python developers possess crucia

150、l software engineering skills,which align with the responsibilities of a Software Development Engineer.This intermediate step allows individuals to enhance their existing expertise further,providing a strong foundation for the role of a data scientist.Its a structured approach that ensures candidate

151、s are well-prepared to excel in the complex and dynamic field of data science(End Role).36Report|November 2023Skills Acquisition&Course SequencingEnd Roles Data ScientistTransitioning into a Data Scientist role necessitates acquiring a comprehensive skill set encompassing Statistical Modeling,AI/ML,

152、Software Development,and Data Engineering&Analytics,with the typical transition duration ranging from 6 to 8 monthsReskilling Pathways Data Scientist1.2/5Starting Roles Python DeveloperFraud AnalystPHP DeveloperMarketing AnalystStatistical Modeling&Data ScienceStatistical Modeling&Data ScienceStatis

153、tical Modeling&Data ScienceStatistical Modeling&Data ScienceArtificial Intelligence&Machine LearningArtificial Intelligence&Machine LearningArtificial Intelligence&Machine LearningArtificial Intelligence&Machine Learning6 Months(360 Hrs)7.5 -8 Months(451 Hrs)6 6.5 Months(379 Hrs)7.5 8 Months(458 Hrs

154、)Software Engineering(Skipped)Software Engineering(Skipped)Software Engineering(Skipped)Software Engineering(Skipped)Data Engineering&AnalyticData Engineering&AnalyticData Engineering&AnalyticData Engineering&AnalyticPHP and Python Developers have a robust background in software engineering and can

155、transition to a Data Scientist position in just 6 to 6.5 months.Although they may possess some skills in statistical modeling and data science,as well as data engineering and analytics,they may lack the necessary abilities in AI/ML.Therefore,they should focus their efforts on enhancing their skills

156、in these areas to bridge the gap and successfully transition into a Data Scientist role.Transitioning from Marketing and Fraud Analyst roles to Data Scientist positions can take longer because these professionals may only have partial expertise in data analysis,statistics,and data visualization.Howe

157、ver,they can expedite the transition by enhancing their software engineering skills,mastering AI/ML concepts and libraries,and becoming proficient in data engineering and analytics.This transition typically takes 7.5-8 months.Transitions Developed using DRAUP Reskilling Module.Transition times to va

158、ry depending upon the adjacency of Starting Role to the Intermediate and Final Roles as well as number of learning hours per week|Source:Draup Talent Database|Note:Skill level data has been extracted from DRAUP Reskill Navigator.The time durations mentioned are based on preliminary analysis consider

159、ing 60 hours of dedicated learning per month,subject to change upon deeper analysis Index:Skills Completely SkippedSkills Partially Skipped37India Tech Industry Digital Talent Demand and Supply Analysis 2023Several job roles from diverse job families have demonstrated the potential for transitioning

160、 into an RPA Developer job role.For example,a Frontend Engineer can pursue a career path that serves as an intermediate step to bridge the considerable skills gap and transition into RPA Developer roles.Top 8 most common starting and intermediate roles for becoming an RPA DeveloperReskilling Journey

161、 RPA Developer2.1/533,800+26,000+Starting Roles Java DeveloperFrontend EngineerQuality EngineerBackend EngineerSystem EngineerProcess AnalystAutomation TechnicianBusiness AnalystHighLowNo.of observationsIntermediate Roles Applications Developer/EngineerQA EngineerQA Test Automation EngineerWeb Devel

162、operProcess Engineer.NET DeveloperProcess Automation EngineerRPA AnalystEnd Roles RPA DeveloperTransitions Developed using DRAUP Reskilling Module.Starting roles are expected to transitions into respective role Intermediate role|Source:Draup Talent Database|Note:Skill level data has been extracted f

163、rom DRAUP Reskill Navigator.The time durations mentioned are based on preliminary analysis considering 60 hours of dedicated learning per month,subject to change upon deeper analysisProfiles analysed for RPA DeveloperRecorded actual transitions to becoming an RPA DeveloperReskilling TransitionUpskil

164、ling TransitionLong-term:6+Months*Short-term:6 Months*A strategic career approach to becoming an RPA Developer is to advance from entry-level to relevant intermediate positions.This approach enables individuals to utilize their existing skills effectively.For instance,Java developers possess vital s

165、oftware development,programming,and algorithmic expertise that align closely with the skill set required for an Applications Developer/Engineer.By taking this intermediate step,individuals can refine their skills and establish a solid foundation for success in Robotic Process Automation(RPA).38Repor

166、t|November 2023Skills Acquisition&Course SequencingTransitioning into an RPA Developer role necessitates acquiring a comprehensive skill set encompassing RPA,Programming languages,Software Development,and Agile/Scrum methodologies,with the typical transition duration ranging from 4 to 7 monthsReskil

167、ling Pathways RPA Developer2.2/5Starting Roles Java DeveloperRobotic Process Automation(RPA)Programming Languages and Algorithms(Skipped)4 Months(246 Hrs)Software Development(Skipped)Agile/Scrum MethodologiesProcess AnalystRobotic Process Automation(RPA)Programming Languages and Algorithms(Skipped)5

168、-5.5 Months(320 Hrs)Software Engineering(Skipped)Agile/Scrum MethodologiesBusiness AnalystRobotic Process Automation(RPA)Programming Languages and Algorithms(Skipped)5.5 -6 Months(349 Hrs)Software Engineering(Skipped)Agile/Scrum MethodologiesAutomation TechnicianRobotic Process Automation(RPA)Progra

169、mming Languages and Algorithms(Skipped)6.5-7 Months(419 Hrs)Software Engineering(Skipped)Agile/Scrum MethodologiesLeveraging their existing software development and programming language skills expertise,Java developers are poised to make a swift transition into RPA Developer roles in a short span of

170、 4 months.While they may possess partial skills in RPA and are familiar with Agile and Scrum methodologies,the focus will be on expanding their knowledge in these skills to pivot into RPA Developer roles efficiently.Process analysts and Business analysts may have an advantage when transitioning to a

171、 role as an RPA Developer.Their existing knowledge in RPA,including process analysis and workflow understanding,along with their familiarity with Agile methodologies,can serve as a solid foundation for this transition.However,it will be important to put in significant effort to acquire programming a

172、nd software development skills to make a successful transition.To become an RPA Developer,Automation technicians should focus on developing their skills in programming languages such as Python and Java,algorithms,software development practices,and knowledge of agile and scrum methodologies.While the

173、y may already possess some RPA skills like troubleshooting,it is important to prioritize other essential skills and areas to transition into an RPA Developer role in 6.5 7 months.Transitions Developed using DRAUP Reskilling Module.Transition times to vary depending upon the adjacency of Starting Rol

174、e to the Intermediate and Final Roles as well as number of learning hours per week|Source:Draup Talent Database|Note:Skill level data has been extracted from DRAUP Reskill Navigator.The time durations mentioned are based on preliminary analysis considering 60 hours of dedicated learning per month,su

175、bject to change upon deeper analysis Index:Skills Completely SkippedSkills Partially SkippedEnd Roles Data Scientist39India Tech Industry Digital Talent Demand and Supply Analysis 2023Several job roles from diverse job families have demonstrated the potential for transitioning into a Data Architect

176、job role.For example,Backend Engineers can pursue a career path that serves as an intermediate step to bridge the considerable skills gap and transition into Data Architect rolesTop 8 most common starting and intermediate roles for becoming a Data ArchitectReskilling Journey Data Architect3.1/51,65,

177、000+2,19,000+Starting Roles Database AdministratorStorage Engineer/DB EngineerBackend EngineerApplications Developer/EngineerFrontend EngineerDevOps EngineerData AnalystIT ManagerHighLowNo.of observationsIntermediate Roles Data EngineerStorage ArchitectData Integration ManagerTechnical ArchitectPlat

178、form EngineerApplication ArchitectData Integration EngineerSystem ArchitectEnd Roles Data ArchitectTransitions Developed using DRAUP Reskilling Module.Starting roles are expected to transitions into respective role Intermediate role|Source:Draup Talent Database|Note:Skill level data has been extract

179、ed from DRAUP Reskill Navigator.The time durations mentioned are based on preliminary analysis considering 60 hours of dedicated learning per month,subject to change upon deeper analysisProfiles analysed for Data ArchitectRecorded actual transitions to becoming a Data ArchitectReskilling TransitionU

180、pskilling TransitionLong-term:6+Months*Short-term:6 Months*Moving from entry-level positions to relevant intermediate roles before becoming a Data Architect is a strategic career plan that maximizes existing skills.For example,Database Administrators who already have a strong foundation in data engi

181、neering and analytics are well-suited to becoming Data Engineers.This intermediate phase acts as a bridge to improve these abilities,creating a strong foundation for a successful transition into the role of Data Architect.40Report|November 2023Skills Acquisition&Course SequencingEnd Roles Data Scien

182、tistTransitioning into a Data Architect role necessitates acquiring a comprehensive skill set encompassing Data Engineering,Software Development,IT Management,Agile/Scrum methodologies,and Cloud Deployment,with the typical transition duration ranging from 6 to 8 monthsReskilling Pathways Data Archit

183、ect3.2/5Starting Roles Applications Developer/EngineerDatabase AdministratorBackend EngineerStorage Engineer/DB EngineerData Engineering And AnalyticsData Engineering And AnalyticsData Engineering And AnalyticsData Engineering And AnalyticsSoftware Development(Skipped)Software Development(Skipped)So

184、ftware Development(Skipped)Software Development(Skipped)6 Months(360 Hrs)7.5-8 Months(457 Hrs)6 6.5 Months(379 Hrs)7.5 8 Months(467 Hrs)IT Management/GovernanceIT Management/GovernanceIT Management/GovernanceIT Management/GovernanceAgile/Scrum MethodologiesAgile/Scrum MethodologiesCloud Deployment,S

185、caling And ManagementCloud Deployment,Scaling And ManagementCloud Deployment,Scaling And ManagementCloud Deployment,Scaling And ManagementAgile/Scrum MethodologiesAgile/Scrum MethodologiesBackend engineers and application developers,possessing skills in programming languages such as Java and Python,

186、database design,and software architecture,can transition into Data Architect roles in 6 to 6.5 months.Although they may have some skills in data engineering,analytics,Agile/Scrum,and cloud deployment,it is crucial to acquire IT management expertise and close these gaps to ensure a successful transit

187、ion.Moving from the roles of a Storage Engineer and Database Administrator to a Data Architect position usually takes around 7.5-8 months,as it requires acquiring additional data engineering and analytics skills such as data storage and management,database management,and data modeling along with oth

188、er essential skills which are lacking in these professionals to smoothly transition into a Data Architect role.Transitions Developed using DRAUP Reskilling Module.Transition times to vary depending upon the adjacency of Starting Role to the Intermediate and Final Roles as well as number of learning

189、hours per week|Source:Draup Talent Database|Note:Skill level data has been extracted from DRAUP Reskill Navigator.The time durations mentioned are based on preliminary analysis considering 60 hours of dedicated learning per month,subject to change upon deeper analysis Index:Skills Completely Skipped

190、Skills Partially Skipped41India Tech Industry Digital Talent Demand and Supply Analysis 2023Several job roles from diverse job families have demonstrated the potential for transitioning into a Data Architect job role.For example,QA Engineers can pursue a career path that serves as an intermediate st

191、ep to bridge the considerable skills gap and transition into Cloud Architect roles.Top 8 most common starting and intermediate roles for becoming a Cloud ArchitectReskilling Journey Cloud Architect4.1/51,22,900+94,100+Starting Roles CisOps AnalystQA EngineerFrontend EngineerPlatform EngineerDatabase

192、 AdministratorSystem EngineerNetwork AnalystCisops ManagerHighLowNo.of observationsIntermediate Roles Cloud EngineerSystem EngineerSoftware Development EngineerCloud ConsultantStorage Engineer/DB EngineerIT Infrastructure ArchitectNetwork EngineerDevOps ManagerEnd Roles Cloud ArchitectTransitions De

193、veloped using DRAUP Reskilling Module.Starting roles are expected to transitions into respective role Intermediate role|Source:Draup Talent Database|Note:Skill level data has been extracted from DRAUP Reskill Navigator.The time durations mentioned are based on preliminary analysis considering 60 hou

194、rs of dedicated learning per month,subject to change upon deeper analysisProfiles analysed for Cloud ArchitectRecorded actual transitions to becoming a Cloud ArchitectReskilling TransitionUpskilling TransitionLong-term:6+Months*Short-term:6 Months*To become a Cloud Architect,it is important to progr

195、ess through relevant intermediate positions that build upon current skill sets.For example,Frontend Engineers bring valuable software development skills that align with the requirements of a Software Development Engineer,and they also have some understanding of cloud deployment and data engineering.

196、Working as Software Development Engineers during this intermediate phase can help them further develop their existing expertise,creating a strong foundation for success in the role of a Cloud Architect.42Report|November 2023Skills Acquisition&Course SequencingEnd Roles Cloud ArchitectTransitioning i

197、nto a Cloud Architect role necessitates acquiring a comprehensive skill set encompassing Cloud Deployment,Software Development,Data Engineering,Systems Engineering,and Network Management,with the typical transition duration ranging from 5.5 to 7.5 monthsReskilling Pathways Cloud Architect4.2/5Starti

198、ng Roles Platform EngineerQA EngineerCisOps AnalystFrontend EngineerCloud Deployment,Scaling And ManagementCloud Deployment,Scaling And ManagementCloud Deployment,Scaling And ManagementCloud Deployment,Scaling And ManagementSoftware Development(Skipped)Software Development(Skipped)Software Developme

199、nt(Skipped)Software Development(Skipped)5.5 Months(331 Hrs)7 7.5 Months(445 Hrs)6 6.5 Months(375 Hrs)6.5-7 Months(398 Hrs)Data Engineering And AnalyticsData Engineering And AnalyticsData Engineering And AnalyticsData Engineering And AnalyticsSystems Engineering&Administration(Skipped)Systems Enginee

200、ring&Administration(Skipped)Systems Engineering&Administration(Skipped)Systems Engineering&Administration(Skipped)Network Management&AdministrationNetwork Management&AdministrationNetwork Management&AdministrationNetwork Management&AdministrationTransitions Developed using DRAUP Reskilling Module.Tr

201、ansition times to vary depending upon the adjacency of Starting Role to the Intermediate and Final Roles as well as number of learning hours per week|Source:Draup Talent Database|Note:Skill level data has been extracted from DRAUP Reskill Navigator.The time durations mentioned are based on prelimina

202、ry analysis considering 60 hours of dedicated learning per month,subject to change upon deeper analysis Index:Skills Completely SkippedSkills Partially SkippedPlatform Engineers can transition into Cloud Architect roles in a short time span of 5.5 months as have familiarity with specific cloud platf

203、orms or basic data engineering techniques and are proficient in Software development and Systems engineering skills such as Scripting,API Integration,System administration,and Infrastructure design.It may take approximately 7 to 7.5 months for Quality Assurance engineers to transition into Cloud Arc

204、hitect roles.Although they possess some skills in cloud deployment,such as familiarity with specific cloud platforms and basic software development knowledge like scripting and coding practices,they may still lack crucial competencies in areas such as data engineering,systems administration,and netw

205、ork management.Individuals who are transitioning from roles as frontend engineers and CisOps analysts to Cloud Architect positions usually require a period of 6-7 months.Frontend engineers possess software development abilities and some understanding of cloud deployment and data engineering but may

206、lack expertise in systems and network administration.On the other hand,CiOps analysts are proficient in systems and network administration but may have limited knowledge of cloud deployment and require improvement in data engineering and software development skills.43India Tech Industry Digital Tale

207、nt Demand and Supply Analysis 2023Several job roles from diverse job families have demonstrated the potential for transitioning into a Security Analyst job role.For example,Service Desk Analysts can pursue a career path that serves as an intermediate step to bridge the considerable skills gap and tr

208、ansition into Security Analyst roles.Top 8 most common starting and intermediate roles for becoming a Security AnalystReskilling Journey&Pathways Security Analyst5.1/51,91,900+1,47,200+Starting Roles Desktop SupportService Desk AnalystRisk AdministratorNetwork AdministratorDatabase AdministratorInfr

209、astructure AnalystApplication Support AnalystWeb DeveloperHighLowNo.of observationsIntermediate Roles Systems AnalystNetwork AnalystCyber Security AssociateServer AdministratorIT Security SpecialistNetwork AdministratorCyber Security SpecialistProgrammer AnalystEnd Roles Security AnalystTransitions

210、Developed using DRAUP Reskilling Module.Starting roles are expected to transitions into respective role Intermediate role|Source:Draup Talent Database|Note:Skill level data has been extracted from DRAUP Reskill Navigator.The time durations mentioned are based on preliminary analysis considering 60 h

211、ours of dedicated learning per month,subject to change upon deeper analysisProfiles analysed for Security AnalystRecorded actual transitions to becoming a Security AnalystReskilling TransitionUpskilling TransitionLong-term:6+Months*Short-term:70%similar is taken as duplicate.Once identified,it retri

212、eves the IDs of these duplicate job descriptionsMethodology for de-duplication of Unmet job openingsWorkflowDe-duplication ProcessNote:Draups extensive profile corpus of 750 M professionals has been leveraged to extract skillsU Ut ti il li iz zi in ng g t th he e e ex xi is st ti in ng g c co or rp

213、pu us s o of f D Dr ra au up p 3 38 80 0MM+J Jo ob b d de es sc cr ri ip pt ti io on ns s1 1.C Cr re ea at ti in ng g D Du up pl li ic ca at ti io on n S Se et ts s2 2.MMa at tc ch hi in ng g J JD Ds s f fo or r D De ed du up pl li ic ca at ti io on nD De ed du up pl li ic ca at te ed d U Un nmme et

214、 t J Jo ob b P Po os st ti in ng gs s3 3.F Fi in nd di in ng g D Du up pl li ic ca at te e J JD Ds sCAGR Forecasting until 2028While forecasting the Compound Annual Growth Rate(CAGR)of Talent Supply and Demand until 2028,various measurable parameters are considered for talent supply,including Total

215、Talent Supply,Fresh Talent Supply,Compensation,and Talent Demand.Additionally,non-measurable parameters such as reskilling,upskilling,and government initiatives are taken into account.On the demand side,measurable parameters encompass Total Talent Demand,Tech Industry Growth Rate,and Tech Startup Gr

216、owth Rate.Moreover,non-measurable parameters like the Adoption Rate of New Technology,Regulatory Changes,and Technological Advancement are factored into the analysis.Definition-Talent Supply refers to the installed tech talent for the year 2023.Talent Demand is defined as“Fulfilled Demand(Installed

217、Talent)+Unmet Demand(Open Job Postings)”57India Tech Industry Digital Talent Demand and Supply Analysis 2023Vijay SwaminathanCo-founder&CEOKirti SethCEO,IT-ITES Sector Skill Council NasscomAssispal Singh NarulaAssociate ConsultantAchyuta GhoshHead ResearchChaitanya RaoSenior ConsultantSangeeta Gupta

218、Senior Vice PresidentIshtjot SinghDelivery LeadNeha JainSenior AnalystSindhuja KavaleNirmala BalakrishnanPractice LeadKaamna JainLead Expert Customer Success,FutureSkills PRIMEList of Contributors58Report|November 2023nasscom is the industry association for the IT-BPM sector in India.A not-for-profi

219、t organization funded by the industry,its objective is to build a growth-led and sustainable technology and business services sector in the country with over 3,000 members.nasscom Insights is the in-house research and analytics arm of nasscom,generating insights and driving thought leadership for to

220、days business leaders and entrepreneurs to strengthen Indias position as a hub for digital technologies and innovation.Draup is an enterprise decision-making platform for global CXO leaders in sales and talent domains.Draup combines machine learning with human curation to help organizations make dat

221、a-driven strategic decisions.The platform is powered by machine-generated models,which are augmented by a team of analysts adding their learning-based insights to provide a 360-degree transactable view of their sales and talent ecosystem.More people find jobs on Indeed than anywhere else.Indeed is t

222、he#1 job site in the world and allows job seekers to search for millions of jobs on the web or mobile in over 60 countries and 28 languages.More than 250 million people each month search for jobs,post resumes,and research companies on Indeed.Draup is an enterprise decision-making platform for global

223、 CXO leaders in sales and talent domains.Draup combines machine learning with human curation to help organizations make data-driven strategic decisions.The platform is powered by machine-generated models,which are augmented by a team of analysts adding their learning-based insights to provide a 360-

224、degree transactable view of their sales and talent ecosystem.About59India Tech Industry Digital Talent Demand and Supply Analysis 2023The information contained herein has been obtained from sources believed to be reliable.nasscom and its advisors&service providers disclaims all warranties as to the

225、accuracy,completeness or adequacy of such information.nasscom and its advisors&service providers shall have no liability for errors,omissions or inadequacies in the information contained herein,or for interpretations thereof.The material or information is not intended to be relied upon as the sole b

226、asis for any decision which may affect any business.Before making any decision or taking any action that might affect anybodys personal finances or business,they should consult a qualified professional adviser.Use or reference of companies/third parties in the report is merely for the purpose of exe

227、mplifying the trends in the industry and that no bias is intended towards any company.This report does not purport to represent the views of the companies mentioned in the report.Reference herein to any specific commercial product,process or service by trade name,trademark,manufacturer,or otherwise,

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229、n writing from nasscom.Request for permission to reproduce any part of the report may be sent to nasscom.Forwarding/copy/using in publications without approval from nasscom will be considered as infringement of intellectual property rights.Usage InformationDisclaimerAddress:Plot no.7 to 10,Sector 126,Noida-201303,India Phone:+91-120-4990111 Email:researchnasscom.in Web:www.nasscom.in,community.nasscom.in