Exploring India’s Job Market Puzzle: Why Companies Struggle to Find the Perfect Employee ūüß©

Introduction: India, known for its bustling job market and rapidly growing economy, presents a peculiar paradox: an abundance of job opportunities alongside the persistent struggle of companies to find the ideal candidate. This phenomenon raises questions about the dynamics at play within the Indian job market, shedding light on various factors contributing to this conundrum. Population Dynamics ūüďä: With a population of over 1.3 billion people, India boasts a vast workforce. However, the sheer size of the population also presents challenges in finding the perfect match for every job opening. The diversity in skills, education levels, and experiences among job seekers adds complexity to the hiring process. Education System Variability ūüéď: India’s education system, while producing a large number of graduates annually, faces criticism for its varying quality across institutions. Discrepancies in the relevance and standard of education contribute to a mismatch between the skills demanded by employers and those possessed by job seekers. Skill Gap Challenge ūüíľ: Despite a growing emphasis on skill development initiatives, there remains a noticeable gap between the skills demanded by industries and those available in the labor pool. Rapid technological advancements further exacerbate this issue, leaving many job seekers ill-equipped for evolving job roles. Mismatch in Expectations ūü§Ě: Job seekers often have high expectations regarding salary, benefits, and job roles, while companies seek candidates who not only meet their requirements but also align with their organizational culture and values. This disconnect in expectations can prolong the hiring process and lead to difficulties in finding the perfect fit. Limited Exposure and Training Opportunities ūüĆć: Many job seekers, particularly from rural areas or disadvantaged backgrounds, lack exposure to modern work environments and may require additional training to meet industry standards. Limited access to skill development programs further exacerbates this issue, hindering their employability. Attrition and Retention Challenges ūüĒć: Even when companies manage to fill positions, retaining talent poses another challenge. Factors such as job dissatisfaction, lack of growth opportunities, and competition from other employers contribute to high attrition rates, perpetuating the cycle of hiring and training new employees. Cultural and Socioeconomic Factors ūüŹôÔłŹ: Cultural norms and societal expectations also influence job dynamics in India. Factors such as familial obligations, geographical preferences, and social status can impact an individual’s willingness to relocate or accept certain job offers, further complicating the hiring process. Conclusion: India’s vibrant job market presents numerous opportunities for both employers and job seekers alike. However, the persistent challenge of finding the perfect employee underscores the need for holistic solutions addressing education, skill development, cultural norms, and industry demands. By bridging the gap between talent supply and demand, India can unlock its full economic potential and foster a more inclusive and dynamic workforce ecosystem. ūüĆü

Continuing Airworthiness Manager (CAM)

Continuing¬†Airworthiness¬†Manager¬†(CAM) Preferred location- Delhi. Years of Experience: 5-6 yearsQualification-: Any Engineering graduate CTC- From 7.20 LPA to 7.80 LPA Preferred location- Delhi. Years of Experience: 7-8 yearsQualification-: Any Engineering graduate CTC- From 9.60 LPA to 10.20 LPA Job Description: – This¬†person¬†is¬†the¬†nominated¬†post¬†holder¬†for¬†continuing¬†airworthiness.¬†He/¬†She¬†will,¬†ensure¬†that¬†all¬†maintenance¬†is¬†carried¬†out¬†on¬†time¬†and¬†to¬†an¬†approved¬†standard.¬†CAM¬†will¬†not¬†be¬†assigned¬†with¬†any¬†other¬†responsibility¬†in¬†general¬†other¬†than¬†as¬†mentioned¬†and¬†neither¬†shall¬†be¬†employed¬†by¬†a¬†CAR145¬†approved¬†organisation¬†under¬†contract¬†to¬†the¬†operator¬†unless¬†specifically¬†agreed¬†by¬†the¬†competent¬†authority.¬†He/she¬†will¬†act¬†to¬†ensure¬†that/s¬†AR¬†Airways¬†Pvt.¬†Ltd¬†responsibilities¬†in¬†the¬†following¬†areas¬†can¬†bemet:¬† a)Establishment¬†and¬†development¬†of¬†continuing¬†airworthiness¬†policy,¬†including¬†the¬†approval of¬†M/s¬†AR¬†Airways¬†Pvt.¬†Ltd.Maintenance¬†Program¬†required¬†by¬†CAR¬†MA.302.¬† b)Analysis¬†of¬†the¬†effectiveness¬†of¬†the¬†Maintenance¬†Program¬†as¬†required¬†by¬†M.A.708¬†(b)¬†&¬†Appendix¬†1¬†to¬†AMC¬†M.A.302.¬† c)Approval,¬†by¬†the¬†of AR Airways¬†(P)¬†Ltd¬†Technical¬†Log¬†required¬†by¬†M.A.306,¬†including¬†any¬†subsequent¬†amendment¬†thereto;¬† d)Ensuring¬†that¬†M/s¬†AR¬†Airways¬†Pvt.¬†Ltd.¬†technical¬†records¬†are¬†kept¬†as¬†required¬†by¬†M.A.305¬† e)Issue¬†&¬†Closure¬†of¬†Callout,¬†Work¬†planning,¬†Store¬†co-ordination,¬†Procurement¬†of¬†special¬†tools,¬†spares,¬†consumables¬†etc.¬†&¬†follow¬†up;¬† f)Technical¬†follow¬†up¬†&¬†liaison¬†of¬†all¬†maintenance¬†activities;¬† g) Modifications and repairs (changes) are carried out to an approved standard;  h)Airworthiness¬†Directive,¬†SB¬†/¬†SL¬†/¬†EAD¬†etc.¬†review,¬†control¬†and¬†embodiment;¬† i)Non¬†mandatory¬†modification¬†embodiment¬†policy;¬† j)Ensure¬†that¬†all¬†defects¬†have¬†been¬†addressed¬†before¬†flight.¬† k)Ensure¬†all¬†line¬†and¬†base¬†maintenance¬†is¬†carried¬†out¬†by¬†contracted¬†145¬†Organization¬†as¬†per¬†manufacture¬†standard.¬† l)Analyzing the requirement and compliance of independent inspection.  m)Certificate¬†of¬†Release¬†to¬†Service¬†is¬†issued¬†for¬†maintenance/inspection¬†carried¬†out¬†on¬†aircraft/component¬†fitted¬†on¬†aircraft¬†by¬†approved¬†maintenance¬†Organization¬†so¬†that¬†the¬†Certificate¬†of¬†Airworthiness¬†and¬†Airworthiness¬†Review¬†Certificate¬†for¬†each¬†aeroplane¬†operated¬†by¬†the¬†company¬†remains¬†valid¬†in¬†respect¬†of:¬† (i)The airworthiness of the aeroplane,  (ii)The expiry date specified on the Certificate, and  (iii)Any other condition specified in the Certificate;  n)Review¬†and¬†implementation,¬†as¬†appropriate,¬†of¬†any¬†additional¬†DGCA¬†requirements o) Issuing¬†&¬†Revision¬†of¬†CAME.¬† p)Continuing¬†Airworthiness¬†Manager¬†will¬†be¬†liasoning¬†with¬†the¬†AMO,¬†manufacturer‚Äôs¬†regulatory¬†authorities¬†(DGCA)¬†as¬†required.¬†¬†¬†¬†¬†¬† q)Technical¬†library¬†control¬†&updating.¬† r)CAM¬†should¬†be¬†kept¬†informed¬†of¬†the¬†aircraft¬†current¬†time¬†in¬†service,¬†defects¬†unscheduled¬†component¬†changes,¬†unscheduled¬†maintenance¬†and¬†the¬†operations¬†planned¬†for¬†the¬†aircraft¬† s)Framing,¬†approval¬†&¬†management¬†of¬†time¬†limit¬†of¬†an¬†MEL¬†and¬†CDL¬†(if¬†applicable)¬†as¬†per¬†Part1,¬†Para¬†1.1.2¬†of¬†this¬†CAME. t)Reporting¬†any¬†occurrences¬†of¬†a¬†maintenance¬†nature¬†to¬†the¬†DGCA¬†and¬†the¬†aircraft¬†manufacturers.¬†This¬†includes¬†both¬†Mandatory¬†Occurrences¬†and¬†occurrences¬†related to¬†maintenance¬†findings,¬†which¬†fall¬†outside¬†the¬†Mandatory¬†scheme.¬† u) Defect Reporting, Analysis & Investigation  v)Maintenance forecasting and maintenance planning.  w) Completion of Continuing Airworthiness records (Eg. Flying Hours & Cycles)  x)Preservation, storage, transfer & access of Continuing Airworthiness records.  y) Reliability Programme (if Applicable)  z)Ensure¬†all¬†applicable¬†technical¬†literature¬†subscription¬†validity¬†of¬†all¬†aircraft¬†as¬†mentioned¬†in para¬†0.2.3¬† aa)Ensure¬†forwarding¬†of¬†/¬†notification¬†for¬†amendment¬†or¬†approval¬†of¬†manuals¬†through¬†email¬†or¬†inter¬†office¬†circular.¬†¬†¬† Interested candidates can share their CVs to hr04@serviammanpower.com

Firmware Developer

Description: Position:Firmware Developer  Qualification: BE Electronics  Communication:Good in English  Experience: 5 to 7 years in Embedded Firmware development.  Role Requirement:Experience with Embedded Firmware development for ARM Cortex  Microcontroller especially 32-bit ARM cortex controller using embedded C.  Complier used Keil u-Vision, Eclipse, GNU CC etc.  Interfacing of microcontroller with GPS, GSM receivers, graphic LCD, Nand  flash memory, SPI, I2C, RS 485, RS 232 etc.  Knowledge of Embedded Linux, FPGA, RTOS will be considered as added  qualification.  Key competencies required: Interfacing of microcontroller with GPS, GSM receivers, graphic TFT /  LCD, Nand flash memory, SPI, I2C, RS 485, RS 232, etc in KEIL u-Vision environment  Salary Band: 11 to 12 Lac CTC   Location:Nashik 

Firmware Developer

Description: Position:Firmware Developer  Qualification: BE Electronics  Communication:Good in English  Experience: 5 to 7 years in Embedded Firmware development.  Role Requirement:Experience with Embedded Firmware development for ARM Cortex  Microcontroller especially 32-bit ARM cortex controller using embedded C.  Complier used Keil u-Vision, Eclipse, GNU CC etc.  Interfacing of microcontroller with GPS, GSM receivers, graphic LCD, Nand  flash memory, SPI, I2C, RS 485, RS 232 etc.  Knowledge of Embedded Linux, FPGA, RTOS will be considered as added  qualification.  Key competencies required: Interfacing of microcontroller with GPS, GSM receivers, graphic TFT /  LCD, Nand flash memory, SPI, I2C, RS 485, RS 232, etc in KEIL u-Vision environment  Salary¬†Band:¬†5 to 6LPA Location: Nashik