2016
High Demand Occupations
and Career Opportunities
IT-BPM Industry
2016
High Demand Occupations
and Career Opportunities
IT-BPM Industry
2016
High Demand Occupations
and Career Opportunities
IT-BPM Industry
IV
Copyright ©2016
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Published byNASSCOM, New Delhi
Disclaimer
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High Demand Occupations & Career Opportunities V
ForewordIT-BPM is one of the sectors in the Indian economy where organized skill development and elevated quality standards of performance have the potential to significantly improve productivity and global competitiveness.
To that end, IT-ITeS Sector Skills Council NASSCOM (SSC NASSCOM) is primarily concerned with enabling such development of a skilled workforce for the industry. One of the fundamental steps towards achieving this mandate is to codify and formalize industry-recognized qualification standards and national occupation standards.
As the official standards-setting body for skilling relevant to the IT-BPM industry, SSC NASSCOM has brought together talent experts from the industry and academia to create the building blocks for job role frameworks, viz. National Occupational Standards (NOS) and Qualification Packs (QP). The standards are benchmarks of competent performance that individuals must achieve and have significant implications for quality at the workplace, and the industry at large.
Given the rapidly changing nature of the jobs, it is critical to ensure that the standards established are updated and upgraded to reflect the shifting currents. This report identifies ‘High Demand occupations’ in the industry at present, that is, areas of work in which talent demand by employers is expected to rise significantly over the next three years, and areas that expect to witness a shortage of in the supply of quality talent.
The scope of this endeavour is to ensure that the standards corresponding to job roles within each these increasingly popular occupations have been updated through extensive consultations with leaders in the field from the industry and academia. The report summarizes the exercise and captures key particulars of the feedback received.
We continue to be deeply committed to the mission of growth in the industry, and hope this report will provide meaningful insights into the emerging areas of talent demand in the IT-BPM industry.
R.Chandrashekar
President, NASSCOM
VI
High Demand Occupations & Career Opportunities VII
AcknowledgementsWe are grateful to Dr. BVR Mohan Reddy, Chairman, IT-ITeS Sector Skills Council NASSCOM, and Founder & Executive Chairman, Cyient Ltd., and Mr. R Chandrashekhar, President, NASSCOM for their strategic leadership and support towards this important endeavor.
Our heartfelt thanks to NASSCOM members for their participation and insights during the industry feedback workshops, both of which have been critical to this effort.
We extend our thanks to the members of the Project Board, Mr. Anil Menon at CMS, Mr. Arjun Raghunathan at HCL Technologies, Mr. Sameer Kohli at CSC, Mr. Srikantan Moorthy at Infosys, and Mr. Vidyut Navelkar at TCS, for their input and guidance.
We are also grateful for the complementary support and insights provided by the NASSCOM Research team, including Sangeeta Gupta, Achyuta Ghosh, Diksha Nerurkar and Nirmala Balakrishnan, as well as the regional teams for their support in conducting the workshops.
We thank the Deloitte Project team consisting of Mr. Anindya Mallick, Mr. Mohammed Shariff, Mr. Arvind B., Mr. S Badrinarayanan and Ms. Neha Yadav for conducting the research and putting this report together.
VIII
High Demand Occupations & Career Opportunities IX
Contents
Foreword III
Acknowledgements V
Executive Summary 1
1. Identification of High Demand Occupation: Approach and Methodology 3 1.1 Identification of High Demand occupations 4 1.2 NOS Mapping 6 1.3 Parts of NOS 6 1.4 Summary of change in NOS 8 1.5 Summary of geographic and sub sector coverage 9
2. Business Process Management 10 2.1 Identified High Demand Occupations 10 2.2 TAT Workshops– Participation, Feedback and Validation 10 2.3 NOS Mapping 11 2.4 Summary of change in NOS 12 2.5 TAT Workshop Feedback 13
3. IT Services 27 3.1 Identified High Demand Occupations 27 3.2 TAT Workshops– Participation, Feedback and Validation 28 3.3 NOS Mapping 29 3.4 Summary of change in NOS 29 3.5 TAT Workshop Feedback 30
4. Engineering and R&D 46 4.1 Identified High Demand Occupations 46 4.2 TAT Workshops– Participation, Feedback and Validation 46 4.3 NOS Mapping 47 4.4 Summary of change in NOS 48 4.5 TAT Workshop Feedback 48
5. SPD Software Product Development 50 5.1 Identified High Demand Occupations 50 5.2 TAT Workshops– Participation, Feedback and Validation 50 5.3 NOS Mapping 51 5.4 Summary of change in NOS 52 5.5 TAT Workshop Feedback 52
Annexures 56 Annexure A: Workshop Schedule 56 Annexure B: Summary of change in NOS 56 List of Abbreviations 61
High Demand Occupations & Career Opportunities 1
Executive Summary
As the standard setting body of the industry, SSC NASSCOM developed National Occupational Standards (NOS) for the industry. NOS are benchmarks of competent performance that individuals must achieve when carrying out functions in the workplace. Globally, OS act as a foundation of skill development initiatives for industries and academia.
A NOS essentially describes what individuals need to do, know and understand in order to carry out a particular job role. It is the performance standard the individuals must achieve when carrying out functions in a workplace, together with specifications of the underpinning knowledge and understanding.
SSC NASSCOM has completed a mapping of more than 517 job roles in the industry with career paths defined from entry level to department heads / CXOs and created standards for 74 entry level job roles, known as Qualification Packs (QPs), which define the requisite activities expected to be performed on the job along with the skills, knowledge and understanding needed to carry out the role effectively.
Given the rapidly changing nature of the jobs, it is critical to maintain the relevance of the existing qualification packs with reference to various job roles in the sector. It is therefore vital to update the existing Entry Level Qualification Packs (QPs) for IT-ITeS industry with the industry feedback so that they are concurrent with the broad industry trends. SSC NASSCOM has planned that the 74 entry level job roles that are part of 43 occupations will be updated periodically. The current report focuses on 10 ‘High Demand Occupations’ in the industry at present, that is, areas of work in which talent demand by employers is expected to be significant over the next three years.
• Associate - Customer Care (Non-voice), Associate – CRM Customer Relationship Management (CRM)
• Associate - Analytics Analytics
• Associate - Transactional F&A, Associate - F&A Complex Finance and Accounting (F&A)
• Software Developer, UI Developer, Web Developer, Media Developer, Technical Writer, Language Translator Application Development
• Junior Data Associate Data Scientists
• Security Analyst Information Security
• Software Engineer Software Development
• Engineer PLM Product Lifecycle Management
• Test Engineer, QA Engineer Testing and Quality Assurance
• Software Developer, Media Developer Product Development and Delivery
BPM
ITS
ERD
SPD
Occupations Job Roles
2
The report also provides an understanding of the changes and updates to the occupation and career maps across all sub-sectors and occupations within the industry.
This activity of collation of feedback towards changes and updates made to the Qualification Packs of the ‘High Demand Occupations’ and the occupational and career maps was conducted through a series of workshops.
These workshops were a key source to collect feedback from various industry players on the emerging trends with respect to talent demand within the IT-BPM industry and updating the career maps and qualification packs with the current industry trends. 15 workshops were conducted in 7 locations and the workshops largely saw representation of the senior management from companies like Vice President –Human Resources, Leads- Talent Acquisition, Recruitment
Specialist, Training and Development Manager who play a key role in hiring and have an understanding of the industry demand. The workshop also saw participation from the identified “Top 201” IT-BPM companies namely Accenture, Aegis Ltd., Capgemini, Cognizant, Cyient, Genpact, Tata Consultancy Services, Tech Mahindra and Wipro.
Location Sub Sector Company Participation Total
BPM ITS ER&D SPD
Delhi 9 4 13
Bangalore 5 4 3 12
Hyderabad 11 7 18
Mumbai 10 9 19
Kolkata 7 7
Pune 11 11 22
Chennai 14 16 11 41
Total 49 58 11 14 132
1 Top 20 IT-BPM companies were defined on the basis of revenues and employee hiring
High Demand Occupations & Career Opportunities 3
1. Identification of High Demand Occupation: Approach and MethodologyThe National Skill Development Corporation (NSDC) identified IT-ITeS sector as one of the sectors where planned skill development with consistent standards of performance is required to improve productivity as well as efficiency. In order to address the skilling needs of the industry, NASSCOM, with the support of National Skill Development Corporation, established the IT-ITeS Sector Skills Council NASSCOM (SSC NASSCOM) in 2012 with a mandate of being the standard setting and certifying body for skill training.
As the standard setting body of the industry, SSC NASSCOM developed National Occupational Standards (NOS) for the industry. NOS are benchmarks of competent performance that individuals must achieve when carrying out functions in the workplace. Globally, OS act as a foundation of skill development initiatives for industries and academia. OS will ensure that the industry follows a defined set of standards for all job roles that exist in the constituent sub-sectors. NOS describes the performance standards the individuals must achieve when carrying out functions in a workplace, together with specifications of the underpinning knowledge and understanding.
Figure 1: Definitions of Key Terms
National Occupational Standards (NOS)
Occupational Standards (OS) specify the standards of performance an individual must achieve when carrying out a function in the workplace, together with the knowledge and understanding they need to meet that standard consistently. Occupational Standards are applicable both in the Indian and global contexts. NOS are Occupational Standards which apply uniquely in the Indian context.
Qualification Pack (QP)
Qualifications Pack comprises the set of OS, together with the educational, training and other criteria required to perform a job role. A Qualifications Pack is assigned a unique qualification pack code. For e.g. the QP of a software developer under SDP is a collection of five OS’ pertaining to software code development, work management, data documentation, team work, maintaining a healthy work environment & building competence
Occupational Maps
An Occupational Map describes the key characteristics of a sector and sub-sector highlighting the types of occupations, unique job roles, and career paths. Occupational Mapping helps in identification of unique job roles that exist in the industry in each sub-sector
Business Verticals
A Business Vertical may exist within a sub-sector representing different domain areas or the client industries served by the industry. Here the business verticals refer to the different industries served by the four different sub-sectors of the IT-BPM sector
Career Maps
Career Maps provides give an overall view of the organizational structure across various roles - starting from the entry level to the leadership level. For e.g. the career map for the occupation of data scientist starts with junior data associate at the entry level, moves to assistant and senior data scientist in the middle level and goes further up to lead data scientist, domain lead and Head of the company at the leadership level
4
Subject matter experts across the 4 sub-sectors (IT services, Software Products, Engineering and R&D and Business Process Management) specified the standards of performance they expected people to have at entry level roles and the knowledge and skills required. This process was carried out during workshops around the country. Their feedback has been used to develop these OS and associated Qualification Packs (QP) which are the benchmark of skilled performance that individuals must achieve and have significant implications for quality at the workplace, and the industry at large2.
The SSC has since completed a mapping of more than 517 job roles in the industry with career paths defined from entry level to department heads / CXOs. It has also created standards for 74 entry level job roles, known as Qualification Packs (QPs), which define the requisite activities expected to be performed on the job along with the skills, knowledge and understanding needed to carry out the role effectively. These QPs serve as the standard for creation and implementation of skill training activities which will help make the “SSC certified” workforce relevant and employable. SSC NASSCOM’s efforts in getting more and more educational institutes to provide courses which are QP aligned as well as the SSC certified workforce getting created has led to a rise in employability amongst the students through both traditional degree programs as well as vocational training.
Given the rapidly changing nature of the jobs, it is critical to maintain the relevance of the existing qualification packs with reference to various job roles in the sector. It is therefore vital to update the existing Entry Level Qualification Packs (QPs) for IT-ITeS industry with the industry feedback so that they are concurrent with the broad industry trends. SSC NASSCOM has planned that 74 job roles that are part of 43 occupations will be updated periodically.
1.1 Identification of High Demand occupations
The current report focuses on 10 ‘High Demand Occupations’ in the industry at present, that is, areas of work in which talent demand by employers is expected to be significant over the next three years. The methodology undertaken to identify the High Demand Occupations is provided below:
2 SSC NASSCOM feedback form
3 2
Inputs from SSC NASSCOM & Secondary Research Initial list of High Demand occupations was shortlisted through secondary research and interactions with SSC NASSCOM
Finalization at Workshops List of 10 High Demand occupations was finalized by collecting inputs at 15 workshops conducted across 7 locations with participation from 132 IT-BPM companies
Online Survey Responses were received from about 44 companies who participated in the online survey and a list of 15 occupations was prepared
High Demand Occupations & Career Opportunities 5
Further, in order to validate the High Demand Occupations Industry consultations through Talent Acquisition and Transformation (TAT) workshops were conducted. For the finalised ‘High Demand Occupations’, the validation and updating of new QP’s was done through workshops conducted by NASSCOM/SSC NASSCOM. This was part of an annual program where about 15 workshops were conducted across the 4 sub sectors of the IT-BPM industry.
Figure 2: High Demand Occupations Identified
For each of the identified occupations, a mapping of all relevant NOSs was conducted and feedback was collected at the NOS level – for both Generic and Technical NOSs
Figure 3: Definitions of Types of NOS
Generic NOS specify standards of performance for generic skills which are a group of skills that are key to learning and working in today's world. These skills are typically needed in any work environment. In the context of the OS, these include communication related skills that are applicable to most job roles
Generic NOS
Technical NOS specify standards of performance for technical skills which focus on specific knowledge needed to accomplish specific designated responsibilities. In the context of the OS for e.g., a technical NOS for a software developer may specify standards of performance to develop a software code as per specifications provided
Technical NOS
• Associate - Customer Care (Non-voice), Associate – CRM Customer Relationship Management (CRM)
• Associate - Analytics Analytics
• Associate - Transactional F&A, Associate - F&A Complex Finance and Accounting (F&A)
• Software Developer, UI Developer, Web Developer, Media Developer, Technical Writer, Language Translator Application Development
• Junior Data Associate Data Scientists
• Security Analyst Information Security
• Software Engineer Software Development
• Engineer PLM Product Lifecycle Management
• Test Engineer, QA Engineer Testing and Quality Assurance
• Software Developer, Media Developer Product Development and Delivery
BPM
ITS
ERD
SPD
Occupations Job Roles
6
1.2 NOS Mapping
According to the NASSCOM Guidelines for QP/NOS, NOS describe what individuals need to do, know and understand in order to carry out a particular job role or function. NOS are performance standards that individuals must achieve when carrying out functions in the workplace, together with specifications of the underpinning knowledge and understanding.
1.3 Parts of NOS
Every NOS has three main parts to it, namely:
1. Performance Criteria (PC) with respect to the scope of the NOS
2. Knowledge & Understanding (K)
3. Skills (S)
Figure 4: Performance Criteria
Performance Criteria:
Performance Criteria are statements that together specify the standard of performance required when carrying out a task. Each of these performance criteria have an easement weightage assigned to them split between theory and practical skills.
Table 1 : NOS Mapping
Occupation CRM Analytic
QP ---> Associate Customer Care (NV)
Associate CRM
Associate Analytics
NOS
N 3003 Y
N 9001 Y Y Y
N 9002 Y Y Y
N 9003 Y Y Y
N 9004 Y Y Y
N 9005 Y Y Y
N 2308 Y
N 3001 Y
N 3002 Y
N 0703 Y
N 2101 Y
Performance Criteria (PC) w.r.t. the scope
To be competent, you must be able to: PC1. establish the objectives and scope of research and analysis PC2. obtain guidance from appropriate people within your organization to refine the
research and analysis approach and methodology PC3. obtain data/information from your organization’s knowledge base and published
reports to understand overall market/industry trends
High Demand Occupations & Career Opportunities 7
Figure 5: Knowledge & Understanding
Knowledge & Understanding
Knowledge and Understanding are statements which together specify the technical, generic, professional and organisational specific knowledge that an individual needs in order to perform to the required standard.
Figure 6: Skills
Skills:TThere are three heads under which all the skills are classified for each NOS, namely Core/ Generic skills, Professional Skills and Technical skills. These are further broken down to tasks that an individual is expected to perform if he/she has been certified in a particular job role (QP) which includes the respective NOS.
Knowledge and Understanding (K)
A. Organizational Context (Knowledge of the company/ organization and its processes)
You need to know and understand: KA1. your organization’s policies, procedures and priorities for conducting research and
market analysis for products and your role in applying these KA2. the purpose and aims of any research and analysis you are undertaking KA3. the scope of work to be carried out and the importance of keeping within these
boundaries KA4. your organization’s knowledge base and how to access documents and information
from this KA5. standard templates and tools available and how to use these KA6. market developments and competitive practices within the sector KA7. how to obtain, analyze and use feedback to improve your data/information KA8. who to obtain guidance and feedback from when refining your data/information
B. Technical Knowledge
You need to know and understand: KB1. different processes involved in collecting effective data/information KB2. the importance of recording data/information accurately for research and analysis KB3. how to carry out rule-based analysis on data/information KB4. different methods used to interpret the market/industry trends and how to select the
methods best suited to the work being carried out KB5. the importance of validating data/information before use and how to do this KB6. how to present research and analysis in a structured way KB7. current practice in conducting market research and analysis
Skills (S)
A. Core Skills/ Generic Skills
Writing Skills
You need to know and understand how to: SA1. complete accurate well written work with attention to detail
Reading Skills
You need to know and understand how to: SA2. Read instructions, guidelines, procedures, rules and service level agreements
Oral communication (Listening and Speaking skills)
You need to know and understand how to: SA3. Listen effectively and orally communicate information accurately
B. Professional Skills Decision Making
You need to know and understand how to: SB1. follow rule-based decision-making processes SB2. make decisions on suitable courses of action
8
1.4 Summary of change in NOS
If there is a change in a QP, version number will be revised. The description of changes is as follows
• New QP
• Addition/Deletion of one or more NOSs
• Addition / Deletion of more than 20% (> 2 of 10) Performance Criteria (PC) in a NOS*
• Addition / Deletion of up to 20% (<= 2 of 10) Performance Criteria (PC) in a NOS*
• Editorial Change
*Splitting or merging of existing Performance Criteria without affecting the overall essence of the expected outcome is not to be considered as addition / deletion
1.5 Summary of geographic and sub sector coverage
The industry consultations were held across India for the ITS, BPM, SPD and ER&D sub-sectors. The invites for the participation were sent by SSC NASSCOM and the TAT workshops were facilitated by both SSC NASSCOM and Deloitte. The table below gives a summary of workshops held across India.
The IT-BPM industry consists of about 16,000 companies (As per Fact Sheet published by Department of Electronics and Information Technology, Ministry of Communication and IT). With a 95% confidence level and 10% confidence interval for a population size of 16,000, the sample size calculated is 95. The TAT workshops saw participation of 132 companies across the locations. Therefore, it can be said that the companies which participated in the workshops are representative of the IT-BPM industry. The workshops saw representation of senior management like Vice President –Human Resources, Leads- Talent Acquisition, Recruitment Specialist, Training and Development Manager who would have an understanding of the estimated hiring in the IT-BPM industry in the future.
The workshops were a key source to collect feedback from various industry players on the emerging trends with respect to talent demand within the IT-BPM industry and updating the qualification packs with the current industry trends. The process flow followed for the TAT workshops by SSC NASSCOM and Deloitte is given in Figure 7:
Table 2 : Sub-sector wise company participation
Location Sub Sector Company Participation Total
BPM ITS ER&D SPD
Delhi 9 4 13
Bangalore 5 4 3 12
Hyderabad 11 7 18
Mumbai 10 9 19
Kolkata 7 7
Pune 11 11 22
Chennai 14 16 11 41
Total 49 58 11 14 132
High Demand Occupations & Career Opportunities 9
Figure 7: Process Flow
Further, based on secondary research and NASSCOM ranked Top 20 companies, IT companies were segregated into three groups:
i) Top 20 ii) Top 21-50iii) Top 51-200
The companies were ranked based on the revenues and employee base. Indian IT industry has more 16,000 registered companies in the sector across GIC, MNC and SME categories as of 2016. Concentration Ratio in the IT-BPM industry is very high with 11 players contributing to more than 40% of the revenue.
Mailers with registration link sent out to all companies
Follow-ups for confirmation of participation
Documents for the relevant sub-sector to be sent to participants before the workshop
Thank you Mailers sent out to all participants by SSC NASSCOM
Minutes of the Meeting noted by Deloitte and shared with SSC NASSCOM
Editable versions of the QPs and Career Maps shared with participants requesting for feedback
Follow up with participants requesting for feedback
Feedback Collation
10
2. Business Process Management (BPM)2.1 Identified High Demand Occupations
The following are the Identified High Demand occupations under the BPM sector from Industry Consultations through Talent Acquisitions and Transformation (TAT) Workshops.
Figure 8 : Identified High Demand Occupations
2.2 TAT Workshops– Participation, Feedback and Validation
A summary of workshops for the BPM sub sector held in 5 locations is provided in the table below:
• Associate - Customer Care (Non-voice), Associate - CRM Customer Relationship Management (CRM)
• Associate - Analytics Analytics
• Associate – Editorial, Associate - DTP Editorial and Desktop Publishing (DTP)
• Associate - Transactional F&A, Associate - F&A Complex Finance and Accounting (F&A)
• Associate - Clinical Data Management, Associate - Medical Transcription Health Services
• Associate – Recruitment, Associate - HRO Human Resource Outsourcing (HRO)
• Analyst - Research Knowledge Services - Research
• Associate - Learning Learning
• Document Coder/Processor, Legal Associate Legal Services
• Associate - SCM Supply Chain Management
Table 3: Location wise Participation
Location Participation Top 20 21-50 51-200
Delhi 9 3 1
Bangalore 5 1
Hyderabad 11 2 1
Mumbai 10 1
Chennai 14 1 1
Total 35 7 1 3
High Demand Occupations & Career Opportunities 11
2.3 NOS Mapping
The Job Roles in the BPM sub-sector consist of both generic and domain NOS’s. The generic and domain NOS’s may appear across job roles. For instance, NOS 0703 which lists out the skills, knowledge and understanding and performance criteria required to create documents for knowledge sharing is common for two job roles namely Associate Analytics and Associate F&A Complex. This means that the NOS reads to a common skill required in the job roles.
Table 4: Occupation wise Participation
Occupation QP feedbackFeedback received Total no. of
companiesTop 20 companyHandout Email
Analytics Associate- Analytics
8 1 8 Genpact
Customer Relationship
Associate CRM 11 11 Tech Mahindra WIPRO HCL
Associate Customer Care (Non-Voice)
16 1 15 WIPRO Tech Mahindra
Finance and Accounting (F&A)
Associate F&A Complex
9 1 7 WIPRO
Associate Transactional F&A
11 7
Total Total responses 55 3
Table 5: NOS Mapping
Occupation CRM Analytic Finance & Accounting
QP ---> Associate Customer Care
(NV)
Associate CRM
Associate Analytics
Associate Transac
-tional F&A
Associate - F&A Complex
NOS
N 3003 Y
N 9001 Y Y Y Y Y
N 9002 Y Y Y Y Y
N 9003 Y Y Y Y Y
N 9004 Y Y Y Y Y
N 9005 Y Y Y Y Y
N 2308 Y
N 3001 Y
N 3002 Y
N 0703 Y Y
N 2101 Y
N 2102
12
2.4 Summary of change in NOS
If there is a change in a QP, version number will be revised. The levels of change are as follows
• New QP
• Addition/Deletion of one or more NOSs
• Addition / Deletion of more than 20% (> 2 of 10) Performance Criteria (PC) in a NOS*
• Addition / Deletion of up to 20% (<= 2 of 10) Performance Criteria (PC) in a NOS*
• Editorial Change
*Splitting or merging of existing Performance Criteria without affecting the overall essence of the expected outcome is not to be considered as addition / deletion.
A change in PC which is up to 20% is considered as a minor change and QRC approval is not required to formalize the change.
Post feedback collation for the job roles in the BPM sub-sector, it was found that there have not been more than 20% change in the performance criteria’s and the version number for the QP’s will remain as 1.0. However, version number of two NOS’s namely N3003 and N2101 was updated to 1.01 as there were changes recommended in the performance criteria which were up to 20%. Detailed summary of change in NOS across job roles is provided in the Annexure B.
Table 5: NOS Mapping
Occupation CRM Analytic Finance & Accounting
N 2302 Y
N 2303 Y
N 2304 Y
N 2305 Y
N 2306 Y
N 2307 Y
N 2309 Y
N 2310 Y
High Demand Occupations & Career Opportunities 13
2.5 TAT Workshop Feedback
2.5.1 Matrix Structure
Figure 9: Matrix Structure
Matrix Structure Feedback-
Definition of Verticals to provided for clarity and the distinction between emerging and established verticals to established clearly. Established verticals and horizontals can be renamed according to prevailing Industry Standards. For e.g. Retails is a wider vertical which would include e-commerce and consumer packaged goods.
Figure 10: Matrix Structure Feedback
Transportation & Logistics
Education (e-Education &
Classroom Education)
Retail / E- Commerce
Payments & Capital Markets
Energy & Utilities
Indu
stry
Ve
rtic
als
Occ
upat
ions
Risk Management
Editorial & Desktop Publishing Content Management
Learning & Delivery
Internet of Things/ Social Media
Emerging Verticals
Emerging Horizontals
Industry Verticals BFSI Government Media and
Entertainment Travel &
Hospitality Telecom Retail Healthcare Pharma Energy
Construction & Heavy
Engg. (C&HE)
Occ
upat
ions
in th
e B
PM S
ub-s
ecto
r
Analytics
Customer Relationship Management
Editorial and Desktop Publishing
Finance & Accounts
Health Services
Human Resource Outsourcing
Knowledge Process Outsourcing (KPO)-Research
Learning
Legal Processing Outsourcing
Supply Chain Management
Emerging Verticals
Emerging Occupations
14
2.5.2 Career Maps
Analytics
Figure 11: Feedback- Analytics
Manager - MIS - Reporting
Manager - Modelling and
Analysis
Process Lead/Sr Specialist
- Modelling and Analysis
Business Manager/AVP/VP - MIS - Reporting
Business Manager/AVP/VP - Modelling and
Analysis
MIS – Reporting Business Intelligence Modelling and Analysis
Head of Geographical Unit/Head of Sales/BD
Head of Company
Associate – Analytics (SSC/ Q 2101)
Team Leader - MIS - Reporting
Process Expert/Specialist - Modelling and
Analysis
Team Leader - Modelling and
Analysis
Head of Analytics
Senior Associate - MIS - Reporting
Senior Associate - Modelling and
Analysis
Leadership Level
Middle
Level Entry Level
Tracks
Data Visualization Skills
Recommendations based on workshop feedback
High Demand Occupations & Career Opportunities 15
Career Map for Customer Relationship Management
Figure 12: Feedback- Customer Relationship Management (1/2)
Summary of the feedback-
• The progress of people in specialist roles is slower than people business/ delivery roles.
• Written communication in form of Email and chat should be included even in Voice.
• Language will be a key concern and emerging languages should be a critical part of the job role.
• There should not be a bifurcation between voice and non-voice at the entry level. Entry level would be sales pre sales and voice and non voice should be a sub set at each level as it is a technical expertise. It should be a prerequisite to join the job role.
• Understanding of organizational context is very crucial and mock sessions should be conducted to understand the ability required for the job role.
Business Manager/AVP/VP -
Customer Care (Non-Voice)
Business Manager/AVP/VP
Head- Customer Care (Voice)
Business Manager/AVP/VP - Sales/ Telesales
Customer Care (Non-Voice) Customer Care (Voice) Sales/Telesales
Senior Associate- Sales/ Telesales
Senior Associate- Customer Care
(Voice)
Senior Associate- Customer Care
(Non-Voice)
Associate–CRM (SSC/ Q 2202)
Associate – Customer Care
(Non-Voice) (SSC/ Q 2201)
Manager- Customer
Care (Non-Voice)
Process Lead/ Senior
Specialist - Customer
Care (Non-Voice)
Manager- Customer
Care (Voice)
Process Lead/ Senior
Specialist - Customer
Care (Voice)
Manager- Sales/
Telesales
Process Lead/ Senior
Specialist - Sales/
Telesales
Process Expert/
Specialist- Customer
Care (Non-Voice)
Team Leader- Customer
Care (Non-Voice)
Process Expert/
Specialist- Sales/
Telesales
Team Leader- Sales/
Telesales
Process Expert/
Specialist- Customer
Care (Voice)
Team Leader- Customer
Care (Voice)
Head of Geographical Unit/Head of Sales/BD
Head of Company
Head of Customer Care
Leadership Level
Middle
Level Entry Level
Tracks
16
Figure 13: Feedback- Customer Relationship Management (2/2)
Manager - Collections (Business to Customer)
Manager - Technical Support/
IT Helpdesk
Process Lead/Sr Specialist
- Technical Support/ IT Helpdesk
Business Manager/AVP/VP
- Collections
Business Manager/AVP/VP
- Technical Support/ IT Helpdesk
Technical Support/ IT Helpdesk Collections (Business to Customer)
Head of Geographical Unit/Head of Sales/BD
Head of Company
Associate–CRM (SSC/ Q 2202)
Team Leader - Collections (Business to Customer)
Process Expert/Specialist
- Technical Support/ IT Helpdesk
Team Leader - Technical Support/
IT Helpdesk
Head of Customer Care
Senior Associate - Collections (Business to Customer)
Senior Associate - Technical Support/
IT Helpdesk
Leadership Level
Middle
Level Entry Level
Tracks
Subject matter expert to be introduced at middle level
Subject matter expert to be introduced at middle level
High Demand Occupations & Career Opportunities 17
Finance and Accounting
Figure 14: Feedback- Finance and Accounting
Summary of Feedback:
• Intermediate and General Accounting should be included in the career map.
• Procurement and supply chain to be included.
• Payables and receivables are two different activities and can be introduced as new tracks.
• Transaction processing can be divided into three functions or three different tracks namely- Order to cash, Procure to pay and Record to report cycle
• No clear transition or progression to the position of Head- F&A.
• It was suggested that F&A can be replaced with Finance Planning and Analysis (FP&A). F&A is the entry level job role and FP&A is at the nascent stage for the Indian industry.
Manager - TP
Manager – A&A
Process Lead/ Senior
Specialist – A&A
Process Lead/ Senior
Specialist - TP
Manager - Credit Analysis
Process Lead/ Senior
Specialist - Credit Analysis
Manager –
Reporting
Process Lead/ Senior
Specialist -
Reporting
Manager – FP&A
Process Lead/ Senior
Specialist – FP&A
Team Leader - Credit Analysis
Process Expert/
Specialist - Credit Analysis
Process Expert/
Specialist - TP
Team Leader - TP
Team Leader – Audit
and Accounting
Process Expert/
Specialist – Audit
and Accounting
Team Leader
- Reporting
Process Expert/
Specialist -
Reporting
Team Leader
– FP&A
Process Expert/
Specialist – FP&A
Business Manager/AVP/VP
- TP
Business Manager/AVP/VP
– A&A
Business Manager/ AVP/VP
- Credit Analysis
Business Manager/AVP/VP
- Reporting
Business Manager/AVP/VP
– FP&A
Senior Associate - TP
Senior Associate - Credit Analysis
Senior Associate - Reporting
Senior Associate - FP&A
Senior Associate
– Audit
Senior Associate
– Accounting
Associate -Transactional F&A
(SSC/ Q 2301)
Associate - F&A Complex (SSC/ Q 2302)
Credit Analysis
Transaction Processing (TP) - Includes B2B
collections
Reporting Audit and Accounting (A&A)
Financial Planning and
Analysis (FP&A) - includes Budgeting
& Forecasting
Head of Geographical Unit/Head of Sales/BD
Head of Company
Head of F&A
Leadership Level
Middle
Level Entry Level
Tracks
Click on the Job Role/ QP to see the respective Career Path
18
Editorial and Desktop Publishing
Figure 15: Feedback- Editorial and Desktop Publishing
Summary of Feedback:
• Content Management can have two paths: A path that primarily requires Research and Development, and a separate path on Content Writing.
• The skills required for content management is primarily desk – based, and requires a specific set of skills which would need to be defined.
Editorial Desktop Publishing (DTP) and Design
Head of Geographical Unit/Head of Sales/BD
Head of Company
Head of Editorial and DTP Operations
Leadership Level
Middle
Level Entry Level
Tracks
Manager - DTP
Manager - Editorial
Team Leader - DTP
Team Leader - Editorial
Senior Associate - DTP
Senior Associate - Editorial
Associate – DTP
(SSC/ Q 2702)
Associate – Editorial
(SSC/ Q 2701)
Content and Design Management
High Demand Occupations & Career Opportunities 19
Health Services
Figure 16: Feedback- Health Services
Summary of Feedback:
• Revenue Cycle Management (RCM) may be covered under the ambit of Health Services. It is distinct from BFSI. RCM mainly deals with the realization of revenue from the mediclaim operators, after the patient has paid for the services via them.
• The entry level candidate may be from Medical Transcription, and the additional track may start from middle management levels.
Head of Geographical Unit/Head of Sales/BD
Head of Company
Head of Health Services
Leadership Level
Middle
Level Entry Level
Tracks
Manager - Medical
Transcription
Manager - Clinical Data Management
Team Leader - Medical
Transcription
Team Leader - Clinical Data Management
Senior Associate - Medical
Transcription
Senior Associate - Clinical Data Management
Associate – Medical
Transcription (SSC/ Q 2402)
Associate – Clinical Data Management
(SSC/ Q 2401)
Clinical Data Management Medical Transcription Claims Management and
Insurance
Business Manager/AVP/VP Health Services
20
Human Resource Outsourcing
Figure 17: Feedback- Human Resource Outsourcing
Summary of Feedback:
• Employee engagement to be included as a track in HRO model.
• Compensation should be called a HR operations. HR operations would be an umbrella including payrolls, statutory payments.
• Compensation and Benefits Management should be 2 Separate Headers: Compensation Management Benefits Management – refers to administration of benefits for health and retirement plans
• Cross Movements of job roles within and across occupations within the sub sector are possible but it is not laid out in the career map.
Head of Geographical Unit/ Head of Sales/BD
Head of Company
Head of HRO
Leadership Level
Middle
Level Entry Level
Tracks
Manager - L&D Manager - Recruitment
Business Manager/AVP/VP - HRO
Manager - ER Manager - C&B
Team Leader - L&D Team Leader - Recruitment Team Leader - ER Team Leader- C&B
Senior Associate - L&D
Senior Associate - Recruitment
Senior Associate - ER
Senior Associate - C&B
Associate – Recruitment
(SSC/ Q 2501)
Associate – HRO (SSC/ Q 2502)
Recruitment Learning and Development (L&D)
Compensation and Benefits Management
(C&B)
Employee Relations (ER)
Employee Engagement
High Demand Occupations & Career Opportunities 21
Knowledge Services – Research
Figure 18: Feedback- Knowledge Services – Research
Head of Geographical Unit/ Head of Sales/BD
Head of Company
Head of Research
Leadership Level
Middle
Level Entry Level
Tracks
Specialists/Project Manager - IB
Research
Specialists/Project Manager - Research
Associate Project Manager - IB
Research
Associate Project Manager - Research
Senior Analyst - IB Research
Senior Analyst - Research
Market Intelligence
Secondary Research & Market Research
Investment Banking (IB) Research
Business Manager/AVP/VP - Research
Analyst – Research (SSC/ Q 2601)
Business Intelligence
22
Learning
Figure 19: Feedback- Learning
Summary of Feedback:
• Learning and delivery should be an entry level track. Delivery person can move into content management and instructional design but cannot be vice versa.
Head of Geographical Unit/ Head of Sales/BD
Head of Company
Head of Learning
Leadership Level
Middle
Level Entry Level
Tracks
Manager - Instructional Design
Manager - Content Management
Team Leader - Instructional Design
Team Leader - Content
Management
Senior Associate - Instructional Design
Senior Associate – Content
Management
Content Management Instructional Design Learning and Delivery
Associate – Learning (SSC/ Q 2801)
High Demand Occupations & Career Opportunities 23
Legal Services
Figure 20: Feedback- Legal Services
Summary of Feedback:
• There can be two separate tracks namely, simple and complex tasks in the entry level.
• If the activities covered under legal services cover statutory compliance, etc., it can be brought under HRO. However, if it covers legal services for external clients the track may be valid. Therefore, the track will be organization specific.
Head of Geographical Unit/ Head of Sales/BD
Head of Company
Head of Legal Services
Leadership Level
Middle
Level Entry Level
Tracks
Process Lead/Senior
Specialist – Legal Services
Manager- Legal Services
Process Expert/ Specialist – Legal
Services
Team Leader – Legal Services
Legal Services
Business Manager/AVP/VP – Legal Services
Document Coder/ Processor
(SSC/ Q 2901)
Senior Legal Associate
Legal Associate (SSC/ Q 2902)
24
Supply Chain Management
Figure 21: Feedback- Supply Chain ManagementLearning
Head of Geographical Unit/ Head of Sales/BD
Head of Company
Head of SCM
Leadership Level
Middle
Level Entry Level
Tracks
Manager – S&F Manager -
Procurement Operations
Team Leader – S&F
Business Manager/AVP/VP - S&F
Senior Associate - Procurement Operations
Associate – SCM (SSC/ Q 3001)
Business Manager/AVP/VP – Procurement Operations
Process Lead/ Senior Specialist -
Procurement Operations
Team Leader - Procurement Operations
Process Expert/ Specialist -
Procurement Operations
Process Lead/Senior
Specialist - S&F
Process Expert/ Specialist – S&F
Senior Associate – S&F
Sourcing Procurement Operations (including Strategic Sourcing)
Sales and Fulfillment (including Inventory Management)
High Demand Occupations & Career Opportunities 25
2.5.3 Movement to other Occupations, Sub-sectors and Industries
Figure 22: Movement to other Occupations, Sub-sectors and Industries
It was suggested during the workshops that the depiction of the Industrial movement should be further looked at.
Banks, Retail, Insurance, Manufacturing ITS – Software Engineer KPO Analytics
Internal Technical Support in any industry
IT Service Helpdesk, SPD – Technical Support
SCM, F&A (TP&FP), Collections
Customer Relationship Managemnt
Banks, Insurance Companies, Manufacturing, Retail
ITS, SPD (as SMEs) Analytics, KPO, SCM Finance and accounts
Publishing Learning IS/SPD (Technical Writing) Support roles for other occupations Editorial and DTP
Labs, Pharma Companies ITS (as SMEs) Analytics, KPO Health Services
HR Transactions in any Industry ITS, SPD (as SMEs) Analytics, KPO Human Resource
Outsourcing
Business Consulting ITS (IT Consulting) Analytics Learning
Publishing, Learning ITS/SPD (Technical Writing)
Support roles for other occupations
Knowledge Process Outsourcing (KPO) -
Research
Banks, Insurance (legal support) SPD - IPR HRO –
Employee Relations Legal Process Outsourcing
Banks, Insurance Companies, Credit card companies
- CRM, Analytics Collections
Manufacturing, Retail ITS (as SMEs) Analytics, KPO, F&A Supply Chain Management (SCM)
Occupation To other occupations To other sub-sectors To other Industries
Horizontal Movements
26
2.5.4 Summary of Feedback in workshops
The figure below provides a summary of feedback received during BPM sub-sector workshops across locations:
Figure 23 : Summary of Feedback – BPM sub sector
1 2
3
Emerging Verticals • Logistics • E-Commerce • Cards & Payments • Education
Emerging Horizontals: • Content Management • Procurement & SCM • GIS/ Location intelligence
Other Observations: • New occupations emerging around locational intelligence • Workforce Management is a part of Human Resource Outsourcing • Quality Function growing as there are a significant number of standards
that have been added in BPM space
High Demand Occupations & Career Opportunities 27
3. IT Services (ITS)3.1 Identified High Demand Occupations
The below figure has the list of High Demand occupations that were identified in the ITS sub-sector through industry consultations at the Talent Acquisition & Transformation (TAT) workshops that were conducted.
Figure 24: Identified High Demand Occupations
• Software Developer, UI Developer, Web Developer, Media Developer, Technical Writer, Language Translator, Engineer Trainee Application Development
• Deployment Engineer, Engineer Trainee Application Deployment
• Application Maintenance Engineer Application Maintenance
• Junior Data Associate Data Scientists
• Analyst IT Consulting
• Engineer - Technical Support (Level 1) IT Support Services/Help Desk
• Infrastructure Engineer, Systems Trainee/Engineer Trainee Infrastructure Management Services (IMS)
• Security Analyst, Security Trainee (Security Engineer) Information Security
• Sales and Pre-sales Analyst Sales and Pre-sales
• Test Engineer, QA Engineer, Engineer Trainee Testing and QA
28
3.2 TAT Workshops– Participation, Feedback and Validation
A summary of workshops for the ITS sub sector held across 7 locations is provided in the table below:
Table 7: TAT Workshop- List of Feedbacks Received for Validation
Occupation QP feedback Feedback received Total no. of companies
Top 20 companyHandout Email
IT Consulting Analyst 3 2 -
Data Scientist Junior Data Associate
10 1 9 Cyient
Information Security
Security Analyst 6 1 6 Tech Mahindra, Aegis, WIPRO
Application Development
Language Translator
3 3 -
Media Developer 2 2 -
Software Developer
13 1 13 Cyient, Aegis, Cognizant, TCS
Technical Writer 3 3 Cyient
UI Developer 8 6 TCS
Web Developer 6 4 Cyient, Capgemini
Total 54 3
Table 6: TAT Workshop- List of Participants
Location Participation Top 20 21-50 51-200
Delhi 4 - 1 -
Bangalore 4 - - 1
Hyderabad 7 2 -
Mumbai 9 1 1 1
Kolkata 7 - - -
Pune 11 3 - 4
Chennai 16 1 - -
Total 58 7 2 6
High Demand Occupations & Career Opportunities 29
3.3 NOS Mapping
The Job Roles in the ITS sub-sector consists of both generic and domain NOS’s. The generic and domain NOS’s may appear across job roles. For instance, NOS 0503 which lists out the skills, knowledge and understanding and performance criteria required to develop media content and graphic designs for software products and applications is common for job roles namely UI Developer, Web Developer and Media Developer. This means that the NOS reads to a common skill required in the job roles.
3.4 Summary of change in NOS
Post feedback collation for the job roles in the ITS sub-sector, it was found that there have not been more than 20% change in the performance criteria’s and the version number for the QP’s will remain as 1.0. However, version number of NOS N0905 was updated to 1.01 as there were changes recommended in the performance criteria which were up to 20%. Detailed summary of change in NOS across job roles is provided in the Annexure B.
Table 8: NOS Mapping
Occupation Application Development Information Security
Data Scientist
QP ---> Software Developer
UI Developer
Web Developer
Media Developer
Technical Writer
Language Translator
Security Analyst
Junior Data Associate
N 9001 Y Y Y Y Y Y Y Y
N 9002 Y Y Y Y Y Y Y Y
N 9003 Y Y Y Y Y Y Y Y
N 9004 Y Y Y Y Y Y Y Y
N 9005 Y Y Y Y Y Y Y Y
N 0501 Y Y Y Y
N 0502 Y Y
N 0503 Y Y Y
N 0504 Y
N 0505 Y
N 0701
N 0702
N 2101 Y
N 0901 Y
N 0902 Y
N 0903 Y
N 0904 Y
N 0905 Y
30
3.5 TAT Workshop Feedback
3.5.1 Matrix Structure
Infrastructure Management Services(IMS) and Information Security are seeing a lot of movement in terms of skill development as well as revenue potential.
Figure 25: Matrix Structure
Matrix Structure Feedback-
• Participants mentioned that Infrastructure Management Services (IMS) & Information Security (Info Sec) are no longer emerging occupations and hence may be classified as regular occupations.
• The nomenclature for IT consulting can be considered as business consulting.
• Application Maintenance can be reworded to Application Management.
• Nomenclature for Data Scientist to be changed to Data Science.
• Nomenclature for Sales & Pre-Sales can be changed to Sales & Marketing
• Infrastructure Management Services is already an emerged occupation
Industry Verticals Manufacturing BFSI Media and
Entertainment Education Telecom Government Retail Health Care
Construction & Heavy
Engg. (C&HE)
Occ
upat
ions
in th
e IT
S Su
b-se
ctor
Application Development
Application Deployment
Application Maintenance
Data scientists
IT Consulting
IT Services Management (ITIL)
Infrastructure Management Services
Information Security
Project Management
Sales & Pre Sales
Solution Architecting
Testing & Quality Assurance
IT Support Services/Helpdesk
Emerging Verticals
Emerging Occupations
Note: All the Horizontals - Occupations, Tracks and Job Roles cut across the Industry Verticals.
High Demand Occupations & Career Opportunities 31
• Database developer will be covered in Infrastructure management and does not need to be introduced as a new horizontal.
• GIS is a part of ER&D and will be valid as a separate horizontal
• Mobile application and digital might be different horizontals cutting through the verticals.
Figure 26: Matrix Structure Feedback
Energy & Resources
Food and Agriculture
Hospitality, Travel & Tourism
Food and Agriculture
Transport-ation & logistics
Auto- motive
Life sciences
Real estate
Indu
stry
Ve
rtica
ls
Occ
upat
ions
Automation Services which cuts across multiple sectors
User Interface/User Experience
Research and Development
Digitization / Digital Transformation. (Aspects of digitization such as IOT, SMAC, etc. may be under this horizontal. Application Development in Cloud services / Cloud Management may also be under this horizontal)
Emerging Verticals
Emerging Horizontals
Application Development
Application Maintenance- IT Services and IT Support Services
32
3.5.2 Career Maps
Application Development
Figure 27: Feedback - Application Development
Summary of Feedback:
• UX Designer can be looked as a standalone path on its own. But no entry level jobs exist for UX Designer.
• Have a separate track for Mobile Application. The need of the skill sets of software developer and web developer are different and should be considered as different track.
• The movement of the tracks in Application Development is very quick and new levels should be included. However, tracks may vary from company to company.
Architect
Senior Language Translator
Senior UI Developer
Senior Web
Developer
Senior Technical Document
Writer
Senior Software
Developer
Senior Functional Developer
Senior Media
Developer
Media Developer UX Designer/Multimedia
Develop/ UX Developer (SSC/ Q 0504)
Language Translator (SSC/ Q
0506)
UI Developer Designer (SSC/ Q
0502)
Web Developer (SSC/ Q
0503)
Technical Writer
(SSC/ Q 0505)
Software Developer Application Developer
(Mobile Application Development) (SSC/ Q 0501)
Engineer Trainee UI / UX Developer/ Trainee
(SSC/ Q 0507)
Software Development
(Web Developer)
Functional Develop-
ment
UI Develop-ment
Language/ Translation
Technical Document-
ation
Web Develop-
ment Media Development
Team Leader/ Application Architect/ Web Solution Developer
Offering Lead/ Domain Lead
Head of Company/CEO
Delivery Lead
CXOs (COO/CFO/ CTO etc.)
Movement to other Occupations such as Project Management
Leadership Level
Middle
Level Entry Level
Tracks
High Demand Occupations & Career Opportunities 33
Application Deployment
Figure 28: Feedback - Application Deployment
Summary of Feedback:
• The entry level job roles in Application deployment are different for product and a service organization.
• Application Deployment may not be a needed track / occupation and can be merged with IMS.
• There are no senior level positions in Application Deployment.
• Considering organisations cut across roles, entry level job role will not lead to CEO or head. COO/ CTO/ CIO would be a more suitable nomenclature depending on the entry level job role. The progression should not be linear and simplistic.
Offering Lead/ Domain Lead
Head of Company/ CEO COO/CTO/CIO
Head of Application Deployment
Leadership Level
Middle
Level Entry Level
Tracks
Team Lead - Deployment
Deployment Lead
Sr. Deployment Engineer/ Team Lead Deployment
Deployment Engineer Implementation Engineer (SSC/ Q 0301)
Engineer Trainee (SSC/ Q 0507)
Application Deployment
34
Application Maintenance
Figure 29: Feedback - Application Deployment
Summary of Feedback:
• The career map for the occupation can be merged with IT support services/ maintenance.
Offering Lead/ Domain Lead
Head of Company/ CEO
Head of Application Maintenance
Leadership Level
Middle
Level Entry Level
Tracks
Project Lead -Application Maintenance
Project/ Program Manager
Team Lead- Application Maintenance
Sr. Maintenance Engineer
Application Maintenance Engineer (SSC/ Q 0201)
Application Maintenance
High Demand Occupations & Career Opportunities 35
Data Scientists
Figure 30: Feedback – Data Scientists
Summary of Feedback:
• Data Scientist role are broadly limited to prediction and analyses on data, with the entry level branching out into different tracks, in different horizontals.
• Data Scientist requires some level of experience and capability. A Data Scientist will require, both, Technological and Quantitative skills.
• As a data scientist people with PhDs and experience are hired. However, in few companies Data Scientist are hired and groomed for the job role of Data Analyst.
• The career map can be kept generic before the role evolves and develops further.
Head of Company/ CEO
Lead – Data Scientist
Ass. Data Scientist
Sr. Data Scientist
Junior Data Associate (SSC/Q 0401)
Data Scientist Data Analyst/Engineer
Leadership Level
Middle
Level Entry Level
Tracks
Offering Lead Chief Data Scientist/ Domain Lead
Cross Functional Skills
36
IT Consulting
Figure 31: Feedback – IT Consulting
Summary of Feedback:
• In the Technical track the transition from Analysts to Consultant should have progression through multiple levels with relevant experience.
• A Functional Analyst should have a post-graduation as the minimum qualification.
Practice Lead
Head of Company/CEO
Partner/Sr. Executive/Managing Director
Leadership Level
Middle
Level Entry Level
Tracks
Manager – Business Domain
Manager – Technical Domain
Business Consultant Consultant
Sr. Manager/Director
Analyst (SSC/Q0701)
Technical Functional
Solution Architect
High Demand Occupations & Career Opportunities 37
IT Services Management
Figure 32: Feedback – IT Services Management
Head of Company/ CEO
Infrastructure Services Lead
Leadership Level
Middle
Level Entry Level
Tracks
Sr. Expert IT Service Management
IT Service Management Expert
Lead IT Service Management
There are no entry level Job roles for this occupation. The Entry is through IMS IT
Support Services etc.
IT Service Management Expert
Offering Lead/ Domain Lead Chief Technology Officer (CTO)
38
IT Support Services/ Helpdesk
Figure 33: Feedback – IT Support Services/ Helpdesk
Leadership Level
Middle
Level Entry Level
Tracks
Team Lead – Technical Support (Level 1)
Sr. Engineer – Technical Support (Level 1)
Engineer – Technical Support (Level 1) (SSC/ Q 0101)
IT Support Services/Helpdesk
This can be merged with Application
Maintenance
CIO
Head of Company/CEO CTO
IT Operations Manager
High Demand Occupations & Career Opportunities 39
Information Security
Figure 34: Feedback – Information Security
Summary of Feedback:
• Hackers, Forensics and Privacy do not have Engineering background
• Need a different track for legal / IP finance related risk related roles. The Engineer trainee cannot be the starting role for this track. There is a need for people with the knowledge of law and compliance.
• Incident Management can come under the occupation of Infrastructure Management Services too.
Leadership Level
Middle
Level Entry Level
Tracks
Management - Incident
Management
Team Lead - Incident
Management
Security Analyst (SSC/ Q 0901)
Engineer/ Specialist – Risk, Audit
and Compliance
Engineer/ Specialist – Application
Security
Engineer/ Specialist –
Security Testing
Engineer/ Specialist –
Incident Management
Engineer/ Specialist –
BCP/DR
Engineer/ Specialist –
Network Security
Engineer/ Specialist –
Privacy
Engineer/ Specialist –Forensics
Engineer Trainee (SSC/ Q 0507)
Risk, Audit and
Compliance
Application Security
Security Testing
Incident Management BCP/DR
Network Security
Management Privacy IT Forensics
CIO/Offering Lead/Domain Lead
Head of Company/CEO
CISO Head Information Services
Information Security Expert/Location Information Security In-charge
CEO can be changed to CIO
40
Project/ Program Management
Figure 35: Feedback – Project/ Program Management
Leadership Level
Middle
Level Entry Level
Tracks
Client Relationship Manager Engagement Manager
Module Leader
Sales and Pre-Sales/ Marketing
Project/Program Management
Domain Lead/Offering Lead
Head of Company/CEO COO
Delivery Lead Head
Client Account Lead Account Manager/
Account Lead
Program Manager
Project Manager
PMO- Associate (Admin Role Only – this does
not indicate a natural movement to the role above
No Entry Level Roles for this occupation, entry to this occupation is typically through experienced professionals from Application Development, IMS, Testing and QA, etc.
Leadership Level needs to start from
Domain Lead onwards
High Demand Occupations & Career Opportunities 41
Sales and Pre-sales
Figure 36: Feedback – Sales and Pre-sales
Head Sales and Pre-sales
Head of Company/CEO
Zonal Head – Sales and Pre-sales
Leadership Level
Middle
Level Entry Level
Tracks
Senior Business
Development Manager
Senior Relationship
Manager
Business Development
Manager
Relationship Manager
Client Relationship Manager/ Chief Alliance Manager/Client Partner
Sales and Pre-Sales Analyst
(SSC/ Q 1101)
Marketing and Digital Marketing
Relationship Management
Project/Program Management
Business Development
There should be three distinct
career maps for Sales,
Pre-Sales and Digital Marketing
Sales and Pre-sales can be
reworded to Sales and Marketing
Entry level roles depend on
industry requirements
42
Solution Architecting
Figure 37: Feedback – Solution Architecting
Leadership Level
Middle
Level Entry Level
Tracks
Technical Architect (Solution/DB/Application)
Solution Designer
Solution Architecting
Offering Lead/ Domain Lead
Chief Solutions Architect
Enterprise Architect
Head of Company/CEO CIO/CTO
No Entry-level role. Entry to this occupation is typically through experienced professionals from Application Development, Sales and
Pre-sales, Testing and QA and so on.
High Demand Occupations & Career Opportunities 43
Testing and QA
Figure 38: Feedback – Testing and QA
Leadership Level
Middle
Level Entry Level
Tracks
Offering Lead/Domain Lead
Head of Company/CEO
Delivery Lead
QA Manager Head of Testing Group Manager Testing
QA Lead Testing Manager
Senior QA Engineer Team Lead- Automated Testing
Team Lead- Manual Testing
Senior Test Engineer- Automated Testing
Senior Test Engineer- Manual Testing
Manual Testing will not be valid in three years
Accessibility Testing
Test Engineer (SSC/ Q 1301)
QA Engineer (SSC/ Q 1302)
Engineer Trainee (SSC/ Q 0507)
Manual Testing Automated Testing QA
Automation Testing
Engineer may be
similar to Software Engineer
Head of Quality Assurance
44
3.5.3 Movement to other Occupations, Sub-sectors and Industries
Figure 39: Movement to other Occupations, Sub-sectors and Industries
Summary of Feedback:
• The movement from IT Consulting to Head of Application Development is not possible because the candidate will not be able to do development.
• Application Outsourcing may not be an available career path and hence need to be removed.
• Movement of people from Sales to Application development is unlikely to happen and hence can be removed. Sales and Pre-sales might not switch to other occupation.
Statistics/MIS/Analytics specific roles in any
industry
IT specific roles in any industry
SPD, BPM, ERD
IT Consulting, Project Management, Sales and Pre-sales, Testing and QA, Application Maintenance, Application
Deployments, IMS, Information Security
Application Development
IT specific roles in any industry
SPD, BPM, ERD
Project Management, Sales and Pre-sales, Testing and QA, Application Outsourcing
Application Deployment
BPM N/A Data scientists
IT specific roles in any industry
SPD, BPM, ERD
Project Management, Sales and Pre-sales, Testing and QA, Application Development, Application Deployment
Application Maintenance
N/A SPD Sales and Pre-sales, Project Management, Application Development IT Consulting
IT Support roles in any industry SPD Project Management, IMS, IT Support Services/Helpdesk,
Solution Architecting IT Services
Management (ITIL)
IT Support roles in all industries BPM IT Consulting, Application Deployment, Application
Outsourcing, Hardware Deployment, IMS IT Support
Services/Helpdesk
Infrastructure department in all industry, Esp. Media,
telecom, BFSI etc.
SPD, BPM, ERD
IT Consulting, Project Management, Sales and Pre-sales, testing and QA, Application Outsourcing, IT Service Management, Application Deployment, IT Support
Services/Helpdesk, Information Security
Infrastructure Management
Services (IMS)
Information Security roles in any industry esp. BFSI,
Media, Telecom etc. SPD, BPM
IT Consulting, Project Management, Sales and Pre-sales, Application Development, Testing and QA, IMS, IT Support
Services Information Security
All services industries SPD, BPM, ERD IT Consulting, Sales and Pre-sales, Project Management
Project Management/ Program
Management
All industries SPD, BPM IT Consulting, Project Management, Application Development Sales & Pre Sales
Occupation To other occupations To other
sub-sectors To other Industries
Horizontal Movements
High Demand Occupations & Career Opportunities 45
3.5.4 Summary of Feedback in workshops
The figure below provides a summary of feedback received during ITS sub-sector workshops across locations:
Figure 40: Summary of Feedback – ITS sub sector
1 2
3
Emerging Verticals: • E-Commerce • Energy & Resource • Heavy Engineering • Food and Agriculture
Emerging Horizontals: • Automation services • User Experience • R&D • Digital Transformation
Other Observations: • Career paths for job roles like Application Development, Data Scientist
changing rapidly • Aspects of digitization such as IOT, SMAC, etc. under Digital Transformation. • IT consulting increasingly includes aspects of Digital Marketing is a new skill
emerging under Sales and Marketing
46
4. Engineering and R&D (ER&D)4.1 Identified High Demand Occupations
The following are the Identified High Demand occupations under the ER&D sector from Industry Consultations through Talent Acquisitions and Transformation (TAT) Workshops.
Figure 41: Identified High Demand Occupations
4.2 TAT Workshops– Participation, Feedback and Validation
A summary of workshops for the ER&D sub sector held in Pune is provided in the table below:
Selected High Demand occupations
• Design Engineer – EA, Engineer Trainee Engineering Analysis
• Hardware Engineer, Engineer Trainee Hardware Development
• Software Engineer, Engineer Trainee Software Development
• Design Engineer, Engineer Trainee Product Engineering Design
• Design Engineer – PMS, Engineer Trainee Product Manufacturing Support
• Market Research Associate, Management Trainee Product Marketing
• Engineer - PLM Product Lifecycle Management
• Tester/Test Engineer – Software, Engineer Trainee Software Testing
• Tester/Test Engineer – Hardware, Engineer Trainee Hardware Testing
• Quality Engineer, Engineer Trainee Quality Assurance and Engineering
• Technical Writer Technical Documentation/Writing
• Associate Operations Engineer, Associate Network Engineer Technical Support
Table 9: Location wise Participation
Location Participation Top 20 21-50 51-200
Pune 9 11 1 2
Total - 11
High Demand Occupations & Career Opportunities 47
4.3 NOS Mapping
The Job Roles in the ERD sub-sector consists of both generic and domain NOS’s. The generic and domain NOS’s may appear across job roles. However, for the High Demand occupation there are no NOS which appear across job roles.
Occupation Software Development
Engineering Analysis
Product Lifecycle Management
Software Testing
QP ---> Software Engineer
Design Engineer
Engineer PLM Tester/Test Engineer - Software
NOS
N 9001 Y Y Y Y
N 9002 Y Y Y Y
N 9003 Y Y Y Y
N 9004 Y Y Y Y
N 9005 Y Y Y Y
N 0502 Y
N 0703 Y Y Y Y
N 6004 Y
N 4202 Y
N 4303 Y
N 1301 Y
N 1302 Y
Table 10: Occupation wise Participation
Occupation QP feedbackFeedback received Total no. of
companiesTop 20 companyHandout Email
Engineering Analysis
Design Engineer 2 1 3 -
Product Lifecycle Management
Associate CRM 5 5 -
Software Development
Software Engineer
11 2 6 -
Total responses 11 3
48
4.4 Summary of change in NOS
Post feedback collation for the job roles in the ER&D sub-sector, it was found that there have not been more than 20% change in the performance criteria’s and the version number for the QP’s will remain as 1.0. Detailed summary of change in NOS across job roles is provided in the Annexure B.
4.5 TAT Workshop Feedback
4.5.1 Matrix Structure
Figure 42: Matrix Structure
Industry Verticals
Occ
upat
ions
in th
e ER
D S
ub-s
ecto
r
Telecom Automotive Semi-Conductor
Consumer Electronics Aerospace
Construction & Heavy Engg.
(C&HE)
Medical Devices
Energy Utilities
Engineering Analysis
Hardware Development
Software Development
Product Engineering Design
Product Manufacturing Support
Product Marketing
Product Lifecycle Management (PLM)
R&D
Software Testing
Hardware Testing
Quality Assurance & Engineering
Technical Documentation
Emerging Verticals
Emerging Occupations
Technical Support
High Demand Occupations & Career Opportunities 49
Figure 43: Matrix Structure Feedback
4.5.2 Career Maps
Engineering Analysis
Figure 44: Feedback- Quality Assurance & Engineering
Industry Verticals
Organised Retail
General Manufacturing
Civil & Architecture
Food and Agriculture
Medical Devices
Healthcare Defense
Occ
upat
ions
Project and Program Management (may overlap with ITS sub-sector)
System Engineering
Reliability Engineer
Product Engineering Design
Product Marketing Product Marketing and Sales
Data Science/Analytics
Emerging Verticals
Emerging Horizontals
Head of Sales/Business Development
Head of Company
Head of QA
Leadership Level
Middle
Level Entry Level
Tracks
Senior Manager - Quality
Manager Quality
Team Lead Quality
Senior Quality Engineer
Director Quality
Quality Engineer (SSC/Q 4801)
Engineer Trainee (SSC/Q 4202)
Quality Assurance & Engineering
Click on the Job Role/QP to see the respective Career Path
50
5. Software ProductDevelopment (SPD)5.1 Identified High Demand Occupation
The following are the Identified High Demand occupations under the SPD sector from Industry Consultations through Talent Acquisitions and Transformation (TAT) Workshops.
Figure 45 : Identified High Demand Occupations
5.2 TAT Workshops– Participation, Feedback and Validation
A summary of workshops for the SPD sub sector held in Chennai and Bangalore is provided in the table below:
Table 11: Location wise Participation
Location Participation Top 20 21-50 51-200
Chennai 11 1 0 2
Bangalore 3 0 0 0
Total 14
Selected High Demand occupations
High Demand Occupations & Career Opportunities 51
5.3 NOS Mapping
The Job Roles in the SPD sub-sector consists of both generic and domain NOS’s. The generic and domain NOS’s may appear across job roles. However, for the High Demand occupation there are no NOS which appear across job roles.
Table 12: Occupation wise Participation
Occupation QP feedbackFeedback received Total no. of
companiesTop 20 companyHandout Email
Integration & Deployment
Support Engineer 0 1 1 Aegis
Testing & Quality Assurance
Test Engineer 4 2 5 Aegis
QA Engineer 6 0 5 NA
Product Development & Delivery
Software Developer
8 1 8 NA
Media Developer 5 0 4 NA
Total responses 23 4
Table 13: NOS Mapping
Occupation Application Development Information Security
Data Scientist
QP ---> Software Developer
UI Developer
Web Developer
Media Developer
Technical Writer
Language Translator
Security Analyst
Junior Data Associate
N 9001 Y Y Y Y Y Y Y Y
N 9002 Y Y Y Y Y Y Y Y
N 9003 Y Y Y Y Y Y Y Y
N 9004 Y Y Y Y Y Y Y Y
N 9005 Y Y Y Y Y Y Y Y
N 0501 Y
N 0502 Y
N 0503 Y
N 1301 Y Y
N 1302 Y
N 1303 Y
N 1304 Y
N 0301 Y Y
N 0302 Y Y
N 0303 Y Y
N 0304 Y Y
52
5.4 Summary of change in NOS
Post feedback collation for the job roles in the SPD sub-sector, it was found that there have not been more than 20% change in the performance criteria’s and the version number for the QP’s will remain as 1.0. Detailed summary of change in NOS across job roles is provided in the Annexure B.
5.5 TAT Workshop Feedback
5.5.1 Matrix Structure
Figure 46 : Matrix Structure
Matrix Structure Feedback-
Participants mentioned that Energy & resources (Oil & Gas), Tourism & Hospitality, Logistics/ Transportation (Ecommerce) could be added as new verticals. Participants suggested that Cloud Computing and Cloud Architechture are Emerging occupations.
Retail Industry Verticals
Occ
upat
ions
in th
e SP
D S
ub-s
ecto
r
Manufacturing BFSI Media and Entertainment Government Telecom
Construction & Heavy Engg.
(C&HE)
Health Care Education
Integration & Deployment
Legal
Product Documentation
Product development and Delivery
Project Management
Product Lifecycle Management
Product Research and Design
Product Packaging
Product Support
Sales & Marketing/Business Development
Testing & Quality assurance
Emerging Verticals
Emerging Occupations
Transition
High Demand Occupations & Career Opportunities 53
5.5.2 Career Maps
Figure 47: Feedback- Product Management
Summary of Feedback:
• No entry level job role is required for Designing i.e. Design Engineer
• Language Translation & Product Documentation can be moved to Product Packaging
Key Product Manager
Solutions Architect Program Manager -Product Development/Delivery
Senior Product
Executive
Sr. Design
Engineer
Manager- Product Development/Delivery Manager- Product Documentation
Head Products Division/ Offering/Domain
Head of Company
Delivery Lead / Head - Product Development
Leadership Level
Middle
Level Entry Level
Tracks
Team Lead- Software
Development
Team Lead- Functional
Development
Team Lead- UI
Development
Team Lead- Media & Web Development
Team Lead- Language/ Translation
Team Lead- Technical Writing/
Documentation
Sr. Software Developer
Sr. Functional Developer
Sr. UI Developer
Sr. Media & Web Developer Sr. Translator Sr. Technical
Writer
Product Executive (SSC/ Q
6501)
Design Engineer (SSC/ Q
6601)
Software Developer (SSC/ Q 6702)
Media & Web Developer
(SSC/ Q 6703)
Language Translator
(SSC/ Q 6802)
Technical Writer (SSC/ Q 6801)
Engineer Trainee (SSC/ Q 0507)
Product Manager
Team Lead-
Product Design
Product Lifecycle
Mgmt
Web Devp.
Software Devp.
Functional Devp. UI Devp. Media
Devp. Language/ Translation
Technical Writing/ Documentation
Product Research
and Design
54
Figure 48: Feedback- Testing & Quality Assurance
Summary of Feedback:• QA Engineer is not recognized as an entry level job role currently in the industry.
• Participants indicated that Quality Assurance ideally comes under a CTO or COO and not a delivery lead.
• The need for a Test Architect depends on the size of the organization and is not always needed in smaller organizations.
Leadership Level
Middle
Level Entry Level
Tracks
Domain Lead/ Offering Lead
Head of Company
Team Lead - QA Team Lead- Technical Testing
Team Lead – Functional Testing
Sr. QA Engineer Sr. Test Engineer- Technical Testing
Sr. Test Engineer- Manual Test
Engineer Trainee (SSC/ Q 0507)
Manual Testing Automated Testing QA
Manager QA May not always be needed Test Architect
Head of Testing and Quality Assurance
Delivery Lead CTO/ COO
Test Engineer (SSC/ Q 7001)
QA Engineer (SSC/ Q 7002)
Cannot be an entry level job roles
High Demand Occupations & Career Opportunities 55
5.5.3 Summary of Feedback in workshops
The figure below provides a summary of feedback received during ER&D and SPD sub-sector workshops across locations:
Figure 49: Summary of Feedback – ER&D and SPD sub sector
1 2
3
Emerging Horizontals (ER&D): • Project / Program Management • System Engineer • Reliability Engineer • Product marketing > Product marketing and Sales • Data Science / Analytics
Other Observations: • Cloud Computing and Cloud Architecture were identified as emerging
occupations in the SPD sub-sector
Emerging Verticals: ER&D: • Organised Retail • General manufacturing • Food & Agriculture • Civil & Architecture • Medical Devices > Healthcare
SPD: • Energy & Resources • Tourism & Hospitality • E-Commerce
56
AnnexuresAnnexure A: Workshop Schedule
Annexure B: Summary of change in NOS
Table 1: QP Validation- Workshops Schedule
Sub Sector Representation
Location BPM ITS ER&D SSC NASSCOM Deloitte
Delhi- NCR 6th Oct 2015
7th Oct 2015
Dr. Sandhya Chintala Karan Ramchandani Jannat Garg Karishma Kumar
B. Arvind Raghav Rakesh Neha Yadav
Hyderabad 13th Oct 2015
14th Oct 2015
Dr. Sandhya Chintala Satish Kumar
B. Arvind S. Badrinarayanan
Bangalore 27th Oct 2015
28th Oct 2015
Udaya Shankar B. Arvind Chinmay Mohapatra
Mumbai 20th Oct 2015
21st Oct 2015
Avneet Bajaj Yudhisther Yadav
B. Arvind Neha Yadav
Kolkata 6th Nov 2015
Karan Ramchandani Subhojit Ganguly
B. Arvind Anurag Satpathy
Chennai 29th Jan 2016
29th Jan 2016
Avneet Bajaj B. Arvind Arjun Charles
Pune 24th Nov 2015
24th Nov 2015
Avneet Bajaj Yudhisther Yadav
B. Arvind S. Badrinarayanan
Table 2: Summary of NOS Change- BPM sub-sector
Qualification Pack
NOS Mapping
No. of P.C.
% change in P.C.
Editorial changes (Yes/ No Change)
Versioning Revised Versioning
Associate: Customer Care (Non-voice)
N 3003 12 0 N.C. 1.0 1.0
N 9001 9 0 5 - -
N 9002 8 0 1 - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
High Demand Occupations & Career Opportunities 57
Table 2: Summary of NOS Change- BPM sub-sector
Associate: CRM N 3001 11 0 N.C. 1.0 1.0
N 3002 12 0 2 1.0 1.0
N 3003 12 0 N.C. 1.0 1.0
N 2308 11 9 N.C. 1.0 1.01
N 9001 9 0 5 - -
N 9002 8 0 1 - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
Associate: Analytics
N 0703 10 0 N.C. 1.0 1.0
N 2101 12 8 N.C. 1.0 1.01
N 9001 9 0 5 - -
N 9002 8 0 1 - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
Associate: Transactional F&A
N2302 12 0 N.C. 1.0 1.0
N2303 11 0 N.C. 1.0 1.0
N2304 12 0 N.C. 1.0 1.0
N2305 8 0 N.C. 1.0 1.0
N2306 13 0 N.C. 1.0 1.0
N2307 10 0 N.C. 1.0 1.0
N2309 13 0 N.C. 1.0 1.0
N 9001 9 0 5 - -
N 9002 8 0 1 - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
Associate: F&A Complex
N0703 10 0 N.C. 1.0 1.0
N2310 23 0 N.C. 1.0 1.0
N 9001 9 0 5 - -
N 9002 8 0 1 - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
58
Table 3: Summary of NOS Change- ITS sub-sector
Qualification Pack
NOS Mapping
No. of P.C.
% change in P.C.
Editorial changes (Yes/ No Change)
Versioning Revised Versioning
Software Developer
N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
N 0501 8 0 Yes 1.0 1.0
N 0502 8 0 Yes 1.0 1.0
UI Developer N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
N 0501 8 0 Yes 1.0 1.0
N 0502 8 0 Yes 1.0 1.0
N 0503 8 0 Yes 1.0 1.0
Web Developer N 9001 9 0 Yes 1.0 1.0
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
N 0501 8 0 Yes 1.0 1.0
N 0503 8 0 Yes 1.0 1.0
Technical Writer N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
N 0505 13 0 N.C. 1.0 1.0
Language Translator
N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
N 0504 14 0 N.C. - -
Security Analyst N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
High Demand Occupations & Career Opportunities 59
Table 4: Summary of NOS Change- ER&D sub-sector
Qualification Pack
NOS Mapping
No. of P.C.
% change in P.C.
Editorial changes (Yes/ No Change)
Versioning Revised Versioning
Software Engineer
N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
N 0502 8 0 Yes 1.0 1.0
N 0703 12 0 Yes 1.0 1.0
N6004 10 0 N.C. 1.0 1.0
Design engineer
N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
N 0703 10 0 N.C. 1.0 1.0
N 4202 12 0 N.C. 1.0 1.0
Engineer PLM
N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
N 0703 10 0 N.C. 1.0 1.0
N 4303 11 0 Yes 1.0 1.0
Table 3: Summary of NOS Change- ITS sub-sector
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
N 0901 11 9 Yes 1.0 1.0
N 0902 12 8 N.C. 1.0 1.0
N 0903 10 0 N.C. 1.0 1.0
N 0904 9 0 N.C. 1.0 1.0
N 0905 8 12 N.C. 1.0 1.01
Junior Data Associate
N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
N 2102 13 0 Yes 1.0 1.0
60
Table 5: Summary of NOS Change- SPD sub-sector
Qualification Pack
NOS Mapping
No. of P.C.
% change in P.C.
Editorial changes (Yes/ No Change)
Versioning Revised Versioning
Support Engineer
N 0301 15 0 N.C. 1.0 1.0
N 0302 15 0 N.C. 1.0 1.0
N 0303 7 0 N.C. 1.0 1.0
N 0304 11 0 N.C. 1.0 1.0
N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
Test Engineer
N 1301 13 0 N.C. 1.0 1.0
N 1302 9 0 N.C. 1.0 1.0
N 1303 10 0 N.C. 1.0 1.0
N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
QA Engineer
N 1304 12 0 N.C. 1.0 1.0
N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
Software Developer
N 0502 12 0 N.C. 1.0 1.0
N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
Media Developer
N 0501 8 0 N.C. 1.0 1.0
N 0503 9 0 N.C. 1.0 1.0
N 9001 9 0 Yes - -
N 9002 8 0 Yes - -
N 9003 7 0 N.C. - -
N 9004 9 0 N.C. - -
N 9005 8 0 N.C. - -
High Demand Occupations & Career Opportunities 61
List of Abbreviations
S.No. Name of the firm S.No. Name of the firm
ABET Accreditation Board for Engineering and Technology, Inc.
ISO International Organization for Standardization
AICTE All India Council for Technical Education IT Information Technology
ASOCIO Asian-Oceanian Computing Industry IT-BPM Information Technology- Business Process Management
CB Certifying Body MLA Multi-Lateral Arrangement
CISSP Certified Information Systems Security Professional
NAAC National Assessment and Accreditation Council
CompTIA Computing Technology Industry Association
NABCB National Accreditation Board for Certification Bodies
CSR Corporate Social Responsibility NABET National Accreditation Board for Education and Training
DAC Dubai Accreditation Centre NAC NASSCOM Assessment of Competence
DAkkS Deutsche Akkreditierungsstelle GmbH NAC-Tech NASSCOM Assessment of Competence-Technology
DGE&T Directorate General of Training NASSCOM National Association of Software and Services Companies
DNV GL Det Norske Veritas NBA National Board of Accreditation
EMS Environmental Management System NOS National Occupational Standards
FAMI QS Feed Additive and Premixture Quality System
NSDC National Skill Development Corporation
FSMS Food Safety Management Systems PCB Personnel Certifying Body
GmbH Gesellschaft mit beschränkter Haftung (Limited Liability Company)
QCI Quality Council of India
HLC Higher Learning Commission QHSE Quality, health, safety, environment
IAF International Accreditation Forum QMS Quality management System
IEC International Electrotechnical Commission
QP Qualification Pack
IEMA Institute of Environmental Management and Assessment
SSC Sector Skill Council
IRCA International Register of Certified Auditors
SSC NASSCOM
Sector Skill Council- National Association of Software and Services Companies
ISC2 Information System Security Certification Consortium, Inc
TDS Talent Demand and Supply
ISMS Information Security Management Systems
UGC University Grants Commission
62
Annexure II: List of Figures
Figure 1: Definitions of Key Terms 3
Figure 2: High Demand Occupations Identified 5
Figure 3: Definitions of Types of NOS 5
Figure 4: Performance Criteria 6
Figure 5: Knowledge & Understanding 7
Figure 6: Skills 7
Figure 7: Process Flow 9
Figure 8: Identified High Demand Occupations 10
Figure 9: Matrix Structure 13
Figure 10: Matrix Structure Feedback 13
Figure 11: Feedback- Analytics 14
Figure 12: Feedback- Customer Relationship Management (1/2) 15
Figure 13: Feedback- Customer Relationship Management (2/2) 16
Figure 14: Feedback- Finance and Accounting 17
Figure 15: Feedback- Editorial and Desktop Publishing 18
Figure 16: Feedback- Health Services 19
Figure 17: Feedback- Human Resource Outsourcing 20
Figure 18: Feedback- Knowledge Services – Research 21
Figure 19: Feedback- Learning 22
Figure 20: Feedback- Legal Services 23
Figure 21: Feedback- Supply Chain Management Learning 24
Figure 22: Movement to other Occupations, Sub-sectors and Industries 25
Figure 23: Summary of Feedback – BPM sub sector 26
Figure 24: Identified High Demand Occupations 27
Figure 25: Matrix Structure 30
Figure 26: Matrix Structure Feedback 31
Figure 27: Feedback - Application Development 32
Figure 28: Feedback - Application Deployment 33
Figure 29: Feedback - Application Deployment 34
Figure 30: Feedback – Data Scientists 35
Figure 31: Feedback – IT Consulting 36
Figure 32: Feedback – IT Services Management 37
High Demand Occupations & Career Opportunities 63
Figure 33: Feedback – IT Support Services/ Helpdesk 38
Figure 34: Feedback – Information Security 39
Figure 35: Feedback – Project/ Program Management 40
Figure 36: Feedback – Sales and Pre-sales 41
Figure 37: Feedback – Solution Architecting 42
Figure 38: Feedback – Testing and QA 43
Figure 39: Movement to other Occupations, Sub-sectors and Industries 44
Figure 40: Summary of Feedback – ITS sub sector 45
Figure 41: Identified High Demand Occupations 46
Figure 42: Matrix Structure 48
Figure 43: Matrix Structure Feedback 49
Figure 44: Feedback- Quality Assurance & Engineering 49
Figure 45: Identified High Demand Occupations 50
Figure 46: Matrix Structure 52
Figure 47: Feedback- Product Management 53
Figure 48: Feedback- Testing & Quality Assurance 54
Figure 49: Summary of Feedback – ER&D and SPD sub sector 55
64
High Demand Occupations & Career Opportunities 65
List of TablesTable 1: NOS Mapping 6
Table 2: Sub-sector wise company participation 8
Table 3: Location wise Participation 10
Table 4: Occupation wise Participation 11
Table 5: NOS Mapping 11
Table 6: TAT Workshop- List of Participants 28
Table 7: TAT Workshop- List of Feedbacks Received for Validation 28
Table 8: NOS Mapping 29
Table 9: Location wise Participation 46
Table 10: Occupation wise Participation 47
Table 11: Location wise Participation 50
Table 12: Occupation wise Participation 51
Table 13: NOS Mapping 51
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