19JANUARY, 2026regions can help create a more balanced and well-trained workforce.Despite numerous technical institutions, why does a significant gap remain between academic training and the practical skills required on shop floors in machine tool manufacturing?The skill gap in the Indian machine tool industry persists largely due to the overemphasis on theoretical knowledge over practical training. Students graduate with strong academic records but lack hands-on experience, making them unprepared for the real-world demands of manufacturing and engineering. This gap is further widened by outdated curricula, limited exposure to real-world apprenticeship programs, and insufficient industry collaborations.One of the biggest concerns is the use of outdated equipment in training institutes. Many technical colleges and vocational training centers do not have access to modern machinery and tools that are currently used in the industry. As a result, fresh graduates often struggle when placed in actual manufacturing environments. Recruiters frequently encounter candidates who have been trained on obsolete equipment, making them ill-equipped to handle modern, technologically advanced machinery.Another critical issue is the lack of well-trained faculty with practical industry experience. Many instructors do not have firsthand exposure to working in the industry, limiting their ability to teach relevant, hands-on skills. Reforming faculty qualifications by ensuring that educators have industry experience before joining academia could significantly improve teaching quality and training methodologies. Faculty development programs focusing on Industry 4.0 technologies and modern manufacturing techniques should also be introduced to bridge this gap.Additionally, there is a lack of emphasis on soft skills in current training modules. Communication, problem-solving, teamwork, and leadership skills are critical for career success but are often overlooked in technical education. Incorporating soft skill training into the curriculum will enhance employability and better prepare students for collaborative work environments.How effective are industry partnerships under skill initiatives like PMKVY in addressing the labor shortage? Are there standout models driving measurable improvement?The PMKVY initiative is doing commendable work. They have significantly contributed to the industry by providing skill training aligned with industry requirements. The training programs they offer are industry-based, designed to equip candidates with the necessary skills. However, despite their efforts, the training remains limited to specific sectors.One of the key strengths of PMKK is its ability to prepare a workforce that is job-ready through various models of standardized training. They also play a role in bridging the gap between urban and rural talent. However, there remains a disconnect between expectations and outcomes. The primary issue is the duration of training, which is relatively short. Industries expect candidates to be immediately job-ready, but in many cases, even well-trained candidates struggle to perform when they enter the workforce. This leads to frustration on both sides, the candidate loses confidence, and the industry loses motivation to hire from these programs.To address this, the duration of training needs to be reconsidered. If trainees are given more time to develop their skills before entering the workforce, it would benefit the industry, the candidates, and the training institutes. Another significant challenge is the lack of advanced skill certifications. While candidates are trained theoretically and on specific equipment, the equipment used is often outdated. Integrating certification courses, such as those in robotics, artificial intelligence, or other emerging technologies into the curriculum would add immense value.Another issue is the lack of partnerships between industries and training institutes. Many companies do not actively collaborate with these institutes, leading to a gap in practical exposure. Additionally, retention of trained candidates remains a challenge. Many trainees leave their jobs shortly after joining because they do not see a clear career growth path. In training institutes, they are often presented with an idealized version of job prospects, but and government interventions are introduced to support
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