Summary
A prominent MNC in the automotive industry was grappling with high on boarding and attrition rates for entry-level hires. The organization partnered with Yashaswi to implement the National Apprenticeship Promotion Scheme, and significantly saw results in decreased on boarding and attrition rates by acquiring skilled, efficient, and industry-focused talent within a year.
Client Background
Our client is a globally recognized MNC in the automotive manufacturing industry. The organization operates across India and employs over 30,000 professionals. The organization persistently experienced entry-level workforce gaps and required professionals who were skilled, tailored, and committed to fulfilling its operational requirements.
Challenges faced by the organization before implementing NAPS:
- Complex screening and on boarding process.
- Difficulty in securing domain-specific skilled talent.
- High attrition rate among fresher professionals.
- Required multiple training rounds to bridge the employee's shortfalls.
Solution designed for our client:
- Conducted multiple sessions to understand the requirements of the client.
- Proposed apprenticeship program as a cost-effective hiring solution for MNCs.
- Deployed trained apprentices ready to work from day one.
- Simplified on boarding process for the quick assimilation of apprentices
Implementation Process
Yashaswi organized a meeting with the top seniors of the organization to understand the requirements of professionals, then cohesively analyzed the positions to be filled within the organization. Subsequently, filtered and screened the customized and industry-ready apprentices for the positions. After that, we deployed the selected apprentices in the organization, and also employed a supervisor to monitor the performance checks and evaluations of the apprentices.
Results
We transformed the entry-level workforce dynamics of the organization, and the client began to notice results within months. The implementation of an apprenticeship program reduced organizations’ on boarding costs. The process of quick assimilation of apprentices resulted in a lower attrition rate and fostered a sense of belonging among apprentices. Yashaswi’s efforts to integrate trained apprentices culminated in a skilled, productive, and result-oriented workforce. This enabled the organization to develop a tailored talent pipeline while ensuring operational efficiency.
Conclusion
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